The Relationship of Work Culture and Communication Climate with Work Commitment Teachers of Binjai City Vocational School

The problem of this research concerns: (1) whether there is a relationship between work culture and work commitment; (2) whether there is a relationship between communication climate with work commitment; and (3) whether there is a relationship between work culture and communication climate together with work commitment. The purpose of this study was to determine: (1) the relationship between work culture and work commitment; (2) the relationship between communication climate and work commitment; and (3) the relationship between work culture and communication climate together with work commitment. The research subjects were teachers of SMK Binjai City with a total sample of 133 people who were taken by referring to the Krejcie-Morgan table. This research method is a correlational type of quantitative research. The results showed that the average work commitment variable was 77.92 with a tendency level including moderate as many as 61 respondents. The average work culture count is 77.08 with a moderate level of tendency as many as 77 respondents. The average communication climate count is 79.80 with a moderate level of tendency as many as 57 respondents. Based on hypothesis testing, it can be concluded: (1) there is a significant relationship between work culture and work commitment of ry1.2 = 0.32 > rtable = 0.17 and tcount = 3.83 > ttable = 1.64; (2) there is a significant relationship between communication climate and work commitment of ry2.1 = 0.51 > rtable = 0.17 and tcount = 6.73 > ttable = 1.64; and (3) there is a significant relationship between work culture, communication climate and work commitment of Ry(12) = 0.63 > rtable = 0.17 and Fcount = 42.75 > Ftable = 3.23. Work culture and communication climate together contribute 39.7% to work commitment, and the rest is determined by other conditions. The results of this study conclude that work culture and communication climate have a relationship with work commitment. Thus, it can be said that increasing work commitment can be done by improving the work culture and communication climate in a better direction.