Pengaruh Komunikasi Organisasi Antara Pimpinan dengan Karyawan Terhadap Loyalitas Karyawan di Lembaga Bimbingan Belajar TALENTA di Kota Nganjuk
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Institusion
Universitas Muhammadiyah Malang
Author
Irawan, Bobby Erlanda
Subject
H Social Sciences (General)
Datestamp
2022-12-16 01:44:47
Abstract :
The purpose of this thesis is to find out how organizational communication is in an effort to increase employee loyalty, by hammering three communication flows including communication from company to employee, from employee to company and also fellow employees. Communication is the process of conveying information carried out by the communicator to the communicant that will occur the exchange of information that causes effects such as changes in behavior and gives rise to deep understanding by the communicant. Organization is a rational coordination of the activities of a number of people in order to achieve some general goals through the division of work and the functioning of the hierarchy of authority and responsibility. Loyalty can be defined as determination and the ability to obey, carry out, and practice something accompanied by full awareness and responsibility. The research method used is a quantitative method. Where the data collection techniques used are the distribution of questionnaires, observations, and interviews. With the number of respondents as many as 15 people became the research sample. The data was processed using quantitative analysis to determine the effect of organizational communication on employee loyalty at LBB Talenta. The results showed that the level of organizational communication that occurred at LBB Talenta was very good in terms of indicators of communication upwards, downward communication and horizontal communication. For the level of employee loyalty, it is classified as an excellent category in terms of indicators of work discipline, responsibility and maintaining the condition of the work environment. There is a positive influence of organizational communication carried out by leaders to employees on work loyalty at the Talent Tutoring Institute. And the degree of influence is strong with a percentage of 88.1%. The conclusion obtained in this study is that organizational communication carried out by talent LBB leaders has gone well to build employee loyalty.
The purpose of this thesis is to find out how organizational communication is in an effort to increase employee loyalty, by hammering three communication flows including communication from company to employee, from employee to company and also fellow employees. Communication is the process of conveying information carried out by the communicator to the communicant that will occur the exchange of information that causes effects such as changes in behavior and gives rise to deep understanding by the communicant. Organization is a rational coordination of the activities of a number of people in order to achieve some general goals through the division of work and the functioning of the hierarchy of authority and responsibility. Loyalty can be defined as determination and the ability to obey, carry out, and practice something accompanied by full awareness and responsibility. The research method used is a quantitative method. Where the data collection techniques used are the distribution of questionnaires, observations, and interviews. With the number of respondents as many as 15 people became the research sample. The data was processed using quantitative analysis to determine the effect of organizational communication on employee loyalty at LBB Talenta. The results showed that the level of organizational communication that occurred at LBB Talenta was very good in terms of indicators of communication upwards, downward communication and horizontal communication. For the level of employee loyalty, it is classified as an excellent category in terms of indicators of work discipline, responsibility and maintaining the condition of the work environment. There is a positive influence of organizational communication carried out by leaders to employees on work loyalty at the Talent Tutoring Institute. And the degree of influence is strong with a percentage of 88.1%. The conclusion obtained in this study is that organizational communication carried out by talent LBB leaders has gone well to build employee loyalty.
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