Festinger’s (1) hypothesis cites belief as a variable that influences selective exposure. However, a review of other experts’ research proves that selective exposure is not only affected by the psychological aspect but by the message and the social aspect as well. In contrast to previous scholars who focused only on one variable, the researcher examines belief, utility of information, and group support simultaneously and integrates them into a model. The research design is a case study involving the use of pornographic information. This study’s subjects comprise 400 senior high school students in Jakarta, Indonesia. The relationships among the variables were tested by using structural equation modeling. The validity and reliability analyses utilized the LISREL 8.80 application. A questionnaire with a Likert-scale model was used as the data collection method. The structural test results show that the theoretical models for the three variables have a significant effect on selective exposure (t value ≥ 1.96). On the other hand, the findings also prove that communication in the context of selective information on pornography is divided into three levels. First, at the intrapersonal level, the individual holds on to his or her belief in selecting the information. Second, at the interpersonal or group level, the individual adjusts his or her belief to the existing reality (environment or social group). Third, at the mass communication level, the individual selects the information according to its utility, that is, to fulfill the need for information.
Iklim organisasi merupakan keadaan di sebuah organisasi, tempat setiap anggotanya saling berinteraksi, membatasi diri, ataupun berinteraksi satu sama lain sehingga dapat meningkatkan kualitas kerja sama dan peningkatan kinerja anggota organisasi. Iklim organisasi yang kondusif akan mendorong para anggota organisasi untuk saling berinteraksi satu sama lain yang dapat meningkatkan komitmen pada organisasi. Komitmen organisasi akan menjadi indikator kepuasan kerja karyawan, bersama efektivitas komunikasi interpersonal yang dilakukan. Di sisi lain, keterbukaan komunikasi dalam sebuah organisasi akan membuat suasana kerja menjadi kondusif dan nyaman. Dengan membiasakan diri untuk berketrampilan komunikasi yang baik di tempat kerja, maka karyawan akan mencapai kepuasan kerja. Dengan demikian, masalah penelitian adalah bagaimana pengaruh integrasi variabel iklim organisasi, komunikasi interpersonal, dan komitmen organisasi terhadap kepuasan kerja. Apakah model integrasi variabel iklim organisasi, komunikasi interpersonal, dan komitmen organisasi bisa menggambarkan pengaruh terhadap kepuasan kerja? Tujuan penelitian ini adalah untuk memperoleh data dan informasi tentang model integrasi pengaruh variabel iklim organisasi, komunikasi interpersonal, dan komitmen organisasi terhadap kepuasan kerja. Adapun paradigma penelitian yang digunakan adalah positivistik sedangkan metode penelitiannya adalah survei. Populasi penelitian ini adalah pegawai negeri sipil di Kecamatan XYZ, Kabupaten Bekasi, Provinsi Jawa Barat. Teknik pengambilan sampel dilakukan secara purposive random sampling. Hasil penelitian membuktikan, variabel iklim organisasi dan variabel komunikasi interpersonal memiliki pengaruh signifikan terhadap kepuasan kerja, sedangkan variabel komitmen organisasi tidak memiliki pengaruh yang signifikan terhadap kepuasan kerja.
This research is based on the results of previous research experts who have proven that performance can be influenced by more than one variable. Based on this starting point, researchers see a gap in thinking to examine the integration of the influence of organizational climate variables, interpersonal communication and organizational commitment to performance in one research model. The researcher’s argument is that employee performance must be understood holistically, as a response to various aspects of work both arising from the person (personal) and due to social interaction. Some experts assert that it is difficult to find the fact that human attitudes are only influenced by a set of aspects of the self without regard to the influence and involvement of social aspects. The research objective is intended to obtain data and information about the integration model of the influence of organizational climate variables, interpersonal communication, and organizational commitment to the performance of employees in XYZ District, West Jakarta, Indonesia. In this study the hypothesis test was carried out with SEM (Structural Equation Modeling). The results showed that the relationship between organizational climate variables and organizational commitment to employee performance was significant, compared to the relationship between interpersonal communication variables on employee performance. Furthermore, based on the theoretical model tested it is known that organizational climate variables have a significant effect on employee performance variables compared toward interpersonal communication and on organizational commitment. The organization commitment variable does not have a significant influence on interpersonal communication, compared to the influence of interpersonal communication on organizational commitment.
Abstract. The research aims to find out how the effectiveness of interpersonal communication functions in conflict management organization. The research results showed that interpersonal communication is taking place can be more effective to make the employee close each other, and creating a favorable climate in the workplace. In organization where a favorable climate is created, the conflict would be solved with deliberation. The conflict is seen as a natural life dynamics and something humane. There are two dimensions of interpersonal communication that is most instrumental in minimizing organizational conflict. The first dimension is the "openness", and the other is the "empathy".
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