Komitmen Afektif Dalam Organisasi, Perceived Organizational Support, Dan Kepuasan Kerja

Han, Sia Tjun; Nugroho, A. A.; Kartika, Endo Wijaya; Kaihatu, Thomas Stefanus

doi:10.9744/jmk.14.2.107-115

Cited by 8 publications

(9 citation statements)

References 0 publications

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“…This affective commitment can also be an essential determinant of an employee's dedication and loyalty. The tendency of an employee who has high affective commitment can show a sense of belonging to the company, increased involvement in organizational activities, a desire to achieve organizational goals, and a desire to remain in the organization (Han, Nugroho, and Kaihatu, 2013). Affective commitment shows employees' emotional desire to adapt to existing values so that their goals and aspirations to remain in the organization can be realized.…”

Section: Affective Commitmentmentioning

confidence: 99%

The influence of distributive justice, job satisfaction and affective commitment to organizational citizenship behavior

Nuzula

Nurmaya

2020

Rev. Prod. Desenvolv.

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Purpose: This study aims to determine and analyze distributive justice, job satisfaction, and affective commitment to the Organizational Citizenship Behavior (OCB) of employees at a telecommunication company in Indonesia. Methodology/Approach: The population used was employees at a certain public telecommunication company in Indonesia, amounting to 80 people. The sample used the saturated sample method. The data analysis method used the multiple linear regression analysis. Findings: Results indicate that partially positive distributive justice is not significant to OCB. Job Satisfaction has a positive and significant effect on OCB, and Affective Commitment has a positive and significant impact on OCB. In contrast, simultaneously Distributive Justice, Job Satisfaction, and Affective Commitment have a significant effect on OCB of employees. Research Limitation/implication: This research studied at the branch of the telecommunication company in a province level, therefore the results cannot be generalized to represent the opinions of all employees throughout Indonesia. The variables were limited to distributive justice, satisfaction, and affective commitment. The number of operational variables in this model was relatively limited; in fact, several other variables have not been included. Originality/Value of paper: The research finding gives contribution to the human resources management to enhance the company’s competitiveness through maintaining the OCB.

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Section: Affective Commitmentmentioning

confidence: 99%

The influence of distributive justice, job satisfaction and affective commitment to organizational citizenship behavior

Nuzula

Nurmaya

2020

Rev. Prod. Desenvolv.

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“…Solusi Bangun Indonesia Tbk. Hal ini berarti, ketika dukungan organisasional cukup tinggi dari perusahaan maka berpengaruh terhadap peningkatkan kepuasan kerja karyawan (Han et al, 2012). Kepuasan kerja karyawan yang meningkat akan meningkatkan kinerja karyawan (Engko et al, 2008;Nur, 2013;Rosita & Yuniati, 2016).…”

Section: Hasil Dan Pembahasanunclassified

Analisis Dukungan Organisasional Persepsian Dan Employee Engagement Terhadap Kinerja Karyawan: Kepuasan Kerja Sebagai Pemediasi

Yuni¹,

Pratiwi²

2020

Manajemen

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This study aims to analyze the effect of perceived organizational support (POS) and employee engagement on performance and the role of job satisfaction in mediating the effect of perceived organizational support (POS) and employee engagement on performance. The population in this study were permanent employees at PT. Solusi Bangun Indonesia Tbk. The research method used was a survey and a sample size of 185 employees. The research instrument adopted from previous research. Retrieval of data by means of questionnaires and interviews. Validity and reliability tests show all questionnaire items are valid and reliable. To test H1 and H2 with simple regression, H3 and H4 test with Baron and Kenny regression model. The results of hypothesis testing show that: (1) perceived organizational support has a significant effect on employee performance, (2) employee engagement has a significant effect on employee performance, (3) job satisfaction partially mediates the effect of perceived organizational support on employee performance, and (4) job satisfaction does not mediate the effect of Employee engagement on employee performance.

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“…Penelitian tersebut menjelaskan bahwa motivasi kerja dapat berpengaruh langsung terhadap komitmen afektif tanpa harus memiliki kepuasn kerja terlebih dahulu, berarti kepuasan kerja tidak terbukti sebagai variabel mediasi/intervening untuk motivasi kerja dan komitmen afektif. Hal ini hampir sama dengan penelitian Han, et al, (2012) Kepuasan kerja juga tidak terbukti sebagai variabel mediasai/intervening untuk perceived organizational support dengan komitmen afektif. …”

Section: Gambar 7 Model Hubungan Keadilan Organisasional Kepuasan Keunclassified

Pengaruh Keadilan Organisasional Terhadap Komitmen Organisasional Melalui Variabel Intervening Kepuasan Kerja Pada Karyawan Pt. Lembah Karet Padang

Candika¹,

Chairoel²

2018

jbe

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ABSTRAK This study aims to determine the effect of organizational justice on organizational commitment through ABSTRAKPenelitian ini bertujuan untuk mengetahui pengaruh keadilan organisasional terhadap komitmen organisasional melalui variabel intervening kepuasan kerja pada karyawan PT. Lembah Karet Padang. Populasi dalam penelitian ini adalah berjumlah 308 orang dengan sampel sebanyak 75 orang karyawan, teknik pengambilan sampel menggunakan metode slovin. Teknik analisis yang digunakan dalam penelitian ini adalah teknik analisis path (path analysis) menggunakan SPSS. Dari hasil penelitian ditemukan keadilan organisasional berpengaruh positif dan signifikan secara langsung terhadap komitmen organisasional. Keadilan organisasional berpengaruh positif dan signifikan secara langsung terhadapa kepuasan kerja. Keadilan organisasional dengan kepuasan kerja sebagai variabel intervening berpengaruh positif dan signifikan terhadap komitmen organisasional. Pengaruh langsung keadilan organisasional terhadap komitmen organisasional lebih besar dari pengaruh tidak langsung melalui variabel kepuasan kerja. Dengan demikian dapat diartikan bahwa kepuasan kerja tidak memiliki pengaruh tidak langsung keadilan organisasional terhadap komitmen organisasional. Sehingga dapat disimpulkan bahwa kepuasan kerja tidak terbukti sebagai variabel intervening.

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Komitmen Afektif Dalam Organisasi, Perceived Organizational Support, Dan Kepuasan Kerja

Cited by 8 publications

References 0 publications

The influence of distributive justice, job satisfaction and affective commitment to organizational citizenship behavior

The influence of distributive justice, job satisfaction and affective commitment to organizational citizenship behavior

Analisis Dukungan Organisasional Persepsian Dan Employee Engagement Terhadap Kinerja Karyawan: Kepuasan Kerja Sebagai Pemediasi

Pengaruh Keadilan Organisasional Terhadap Komitmen Organisasional Melalui Variabel Intervening Kepuasan Kerja Pada Karyawan Pt. Lembah Karet Padang

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