Pengaruh Keadilan Organisasional terhadap Komitmen Organisasi dengan Mediasi Kepuasan Kerja

Abstract

The business success is inseparable from the role of its human resources. Because it is very necessary employees who have a high commitment to work. This study aims to determine the effect of organizational justice, job satisfaction on organizational commitment. This study will also discuss whether job satisfaction can mediate the relationship between organizational justice and job satisfaction. Respondents in this study were employees in the Small and Medium Enterprises (SMEs) industry in Labuhanbatu Regency. We distributed 272 questionnaires and 217 questionnaires were collected. So that the sample in this study were 217 respondents. The collected data is processed using Structural Equation Modeling. The results showed that organizational justice can increase employee job satisfaction and also increase employee commitment at work. Job satisfaction can also mediate the relationship between organizational justice and organizational commitment significantly. It is recommended to increase organizational commitment by increasing employee job satisfaction and also organizational justice.Key Words: Organizational Justice, Job Satisfaction, Organizational CommitmentKemajuan sebuah bisnis tidak terlepas dari peran sumber daya manusianya. Oleh karena sangat diperlukan karyawan yang memiliki komitmen tinggi dalam bekerja. Penelitian ini bertujuan untuk mengetahui pengaruh keadilan organisasional, kepuasan kerja terhadap komitmen organisasi. Penelitian ini juga akan membahas apakah kepuasan kerja dapat memediasi hubungan antara keadilan organisasional terhadap kepuasan kerja. Responden dalam penelitian ini adalah karyawan pada industri Usaha Kecil dan Menengah (UKM) di Kabupaten Labuhanbatu. Peneliti menyebarkan kuisioner sebanyak 272 kuisioner dan berhasil dikumpul sebanyak 217 kuisioner. Sehingga sampel dalam penelitian ini sebanyak 217 responden. Data yang terkumpul diolah dengan menggunakan Structural Equation Modeling. Hasil penelitian menunjukkan bahwa keadilan organisasional dapat meningkatkan kepuasan kerja karyawan dan juga meningkatkan komitmen karyawan dalam bekerja. Kepuasan kerja juga dapat memediasi hubungan antara keadilan oranisasional terhadap komitmen organisasi secara signifikan. Disarankan agar meningkatkan komitmen organisasi dengan cara meningkaktan kepuasan kerja karyawan dan juga keadilan organisasional. Kata Kunci : Keadilan Oragnisasional, Kepuasan Kerja, Komitmen Organisasi

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“…Therefore, we can conclude that there is a positive and significant influence between employee job satisfaction on employee engagement. If employees are satisfied at work, the employee's commitment to advancing the business will be even higher (Siregar et al, 2020).…”

“…There are three variables examined in this study, namely employee engagement, transformational leadership, and job satisfaction. The instruments of job satisfaction indicators are adopted from (Siregar et al, 2020). Transformational leadership was adopted from Bass & Avolio, (1994), and employee engagement was adopted from Schaufeli et al, (2006).…”

“…Job satisfaction is an employee's positive attitude or feeling positive for everything he received in return for his work while working. Job satisfaction can be seen from several aspects such as satisfaction with the salary received, satisfaction with promotional fairness, satisfaction with work conditions, satisfaction with work environment conditions, satisfaction with superiors' attitudes, satisfaction with co-workers, and others (Siregar et al, 2020). According to Mangkunegara & Huddin,(2016) job satisfaction is basically something very individual.…”

The Effect of Job Autonomy on Employee Innovative Behavior: The Role of Job Satisfaction as Intervening Variable

“…The job satisfaction felt by employees will be seen when the work that has been done is in accordance with the expected results of what they have done (Siregar et al, 2020). The existence of a job suitability with what has been planned properly by employees in the job is closely related to the assessment, sensitivity, feelings or attitudes of employees towards their work related to the work environment.…”

“…high effort and able to compete. Good human resources and high potential are needed so that MSMEs have more advantages and are able to compete in the midst of the large number of small businesses that are opened, proper human resource management is in the predetermined corridors so that they can develop properly (Siregar et al, 2020).…”