BUDAYA ORGANISASI RUMAH SAKIT MUHAMMADIYAH BANDUNG

IU RUSLIANA, . (2020) BUDAYA ORGANISASI RUMAH SAKIT MUHAMMADIYAH BANDUNG. Doktor thesis, UNIVERSITAS NEGERI JAKARTA.

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Abstract

ABSTRAK Penelitian ini bertujuan menganalisis budaya organisasi dan perubahannya di Rumah Sakit Muhammadiyah Bandung (RSMB) periode 2014-2018. Metode penelitiannya studi kasus. Teknik pengumpulan datanya wawancara, diskusi kelompok terpumpun, observasi dan dokumentasi. Hasil penelitian ini menyimpulkan bahwa dimensi budaya organisasi pada aspek asumsi dasar (underlying assumptions), pemikiran dan persepsi yang berkembang, selain nilai keislaman dan kemuhammadiyahan ditemukan masih adanya sikap rendah diri dan saling curiga di kalangan karyawan. Nilai budaya organisasi yang dideklarasikan (espoused values), ditemukan dalam visi RSMB yaitu menjadi rumah sakit Islam unggulan di Jawa Barat. Pada aspek artefak, tidak ada simbol khusus selain keharusan adanya identitas logo Muhammadiyah. Artefak lainnya terlihat dari seragam harian pegawai, pengenalan sejarah RSMB, Baitul Arqam, pengajian sebelum berjamaah shalat zuhur, kajian Jumat, bulanan dan hari besar Islam serta peringatan ulang tahun organisasi. Perubahan budaya organisasi di RSMB belum menyeluruh, baru terjadi pada level artefak dan espoused values saja. Dimana gedungnya sangat nyaman dan nilai budaya organisasi telah dideklarasikan. Sementara level asumsi dasarnya belum semuanya tersentuh. Hal ini terlihat dari perubahan budaya layanan yang terjadi pada karyawan yang bertugas di front office. Sementara di back office, masih banyak yang belum menunjukkan sikap melayani dengan baik. Perubahan budaya organisasi terjadi disebabkan faktor utama dan pendukung yang bersifat internal dan eksternal. Faktor utamanya kepemimpinan. Faktor pendukung yang bersifat internal adalah mandat dari Majelis Pembina Kesehatan Umum Pimpinan Pusat Muhammadiyah. Regulasi pemerintah tentang kewajiban melaksanakan akreditasi rumah sakit menjadi faktor eskternal. Adapun penghambat terjadinya perubahan budaya organisasi berasal dari internal yaitu masih adanya sikap rendah diri dan politik kantor yang dominan. Pada periode 2014-2018, tipe budaya organisasi yang berkembang bersifat hirarkis. Empat strategi perubahan yang dilakukan yaitu instruksi, pelibatan ahli, pendidikan dan partisipasi. ************************** ABSTRACT This study aims to analyze the organizational culture and its changes in the Rumah Sakit Muhammadiyah Bandung (RSMB) for the 2014-2018 period. The research method is a case study. Data collection techniques are interviews, Focus Group Discussion (FGD), observation, and documentation. The results of this study concluded that the dimensions of organizational culture on the aspects of underlying assumptions, thoughts, and perceptions that developed, were found to have an attitude of inferiority and mutual suspicion among employees. The declared cultural values of the organization (espoused values) are found in the vision of RSMB, which is to become the leading Islamic hospital in West Java. In the artifact aspect, there is no special symbol other than the necessity of the Muhammadiyah logo identity. Other artifacts can be seen from the daily uniforms of employees, an introduction to the history of RSMB, Baitul Arqam, recitation before dhuhur prayer, the study of Friday, monthly and Islamic festivities, and the anniversary of the organization. Furthermore, changes in organizational culture in RSMB occur at the level of artifacts and espoused values only, where the building is very comfortable, and the cultural value of the organization has been declared. However, the level of underlying assumptions has not all been touched. It is evident from the fact that service culture changes occur in employees who work in the front office, while in the back office there are still many who have not shown the right service attitude. Organizational Cultural Change occurs due to the principal and supporting factors that are internal and external. The main factor is leadership. Supporting factors that are internal are the mandate of the Board of Public Health Supervisors of the Muhammadiyah Central Leadership (MPKU). Government regulations regarding the obligation to carry out hospital accreditation are external factors. The obstacle to the change in organizational culture comes from internal, namely the existence of low self-esteem among employees and dominant office politics. In the 2014-2018 period, the type of organizational culture that developed was hierarchical. Fourth change strategies that can be carried out are instruction, the involvement of experts, education, and participation. Keywords: organizational culture, hierarchy, artifacts, espoused values and underlying assumptions

Item Type:	Thesis (Doktor)
Additional Information:	1). Prof. Hamidah, SE, M.Si. ; 2). Dr. Mukhtadi, MM
Subjects:	Manajemen > Manajemen Sumber Daya Manusia
Divisions:	PASCASARJANA > S3 Ilmu Manajemen
Depositing User:	Users 2912 not found.
Date Deposited:	20 Jul 2020 11:26
Last Modified:	20 Jul 2020 11:26
URI:	http://repository.unj.ac.id/id/eprint/8128

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