@phdthesis{eprintsunpak8471,
           title = {Strategi Peningkatan Komitmen Organisasi Melalui Penguatann efektivitas Pengelolaan Sumber Daya Manusia, Budaya Organisasi, Trust, Dan Persepsi Dukungan Organisasi},
          author = {Ani Interdiana Candra Sari and Bibin Rubini and Dian Wulandari},
          school = {Universitas Pakuan},
            year = {2024},
        abstract = {This research aims to find optimal strategies, methods and solutions to increase organizational commitment through strengthening the effectiveness of HR management, organizational culture, trust and Perceived Organizational Support. This research uses a quantitative research design with a path analysis approach processed with SEM PLS and SITOREM (Scientific Identification Theory to Conduct Operation Research in Education Management) analysis. Data was collected by distributing questionnaires to 139 Permanent Foundation teachers from 16 South Jakarta City Private High Schools. It has been found that a strategy to increase organizational commitment is to strengthen the effectiveness of HR management, organizational culture, trust, and perceptions of organizational support. Based on the tested PLS-SEM analysis, the following results were obtained: It was found that there was a positive and significant direct influence of organizational culture and perceptions of organizational support on organizational commitment, there was a positive and significant direct influence of the effectiveness of HR management on perceptions of organizational support, there was a positive and no direct influence the effectiveness of HR management and trust on organizational commitment is significant, there is a positive and not significant direct effect of the effectiveness of HR management and organizational culture on trust, there is a positive and not significant direct effect of organizational culture on perceptions of organizational support, there is a positive and significant indirect effect of the effectiveness of HR management on organizational commitment through perceptions of organizational support, there is a positive and
insignificant indirect effect of the effectiveness of HR management and organizational culture on organizational commitment through trust. There is a positive and insignificant indirect effect of organizational culture on organizational commitment through perceptions of 
organizational support. A way has been found
to carry out a strategy to increase organizational commitment by improving weak
indicators and maintaining good indicators. It has been found that the optimal
solution for increasing organizational commitment is to maintain good indicators
and improve indicators that are still weak. Indicators are still weak and need to be
improved in order of priority for indicator handlers.},
             url = {http://eprints.unpak.ac.id/8471/}
}