ANALISIS PENGUJIAN MODEL FAKTOR PENENTU KEINGINAN KARY A WAN UNTUK BERPINDAH

This study examines direct and indirect effect pay satisfaction, job satisfaction, and organizational commitment upon the turnover intentions. Anumber of models have been developed to explain turnover behavior. The common theme that emerges from these models is that turnover behavior is a multistage process that includes attitudinal, decisional, and behavioral component. The purpose of this study was to assess what model accurately portrays the relationship among pay satisfaction, job satisfaction, and organizational commitment upon the turnover intentions. The respondents are employees who work for hotel industries. The sampling method used convenience sampling. There are 132 questionnaires to be collected and entered into analysis. Data analysis research that used is structural equation modeling with AMOS program aplications. The hypothesized relationship was formulated as a causal model. The study found that both pay satisfaction and job satisfaction have direct and indirect significant effects on turnover intent. Both pay satisfaction and job satisfaction also demonstrate significant influence on organizational commitment. Key words: Pay satisfaction, job satisfactions, organizational commitmen, turnover intent, antecedent

A Test of the Relationships among Perceptions of Justice, Job Satisfaction, Affective Commitment and Organizational Citizenship Behavior

This study examines factors influencing organizational citizenship behavior in an organization. These factors include procedural justice, distributive justice, job satisfaction and commitment. Although previous studies have investigated commitment as antecedent of OCB, most of them did not specifically explain the type of commitment hypothesized. In terms of commitment, this study utilizes the specific type of commitment, i.e. affective commitment. The theoretical model proposes both distributive justice and procedural justice as antecedents of job satisfaction and job satisfaction has an effect on organizational citizenship behavior (OCB) through affective commitment. SEM analysis of survey data from 383 nurses who are working for private hospitals in Indonesia supports that the theoretical model has met goodness-of-fit criterions. The findings concluded that there are significant relationships between both procedural justice and distributive justice and job satisfaction. Job satisfaction has a significant impact for developing affective commitment. The results also support that affective commitment is a significant predictor of organizational citizenship behavior

The Influence of Job Involvement, Perceptions Of Organizational Support, And Organizational Culture On Employee Performance At The Village Community Empowerment Office Of West Sumatera Province

This research aims to determine and analyze the influence of job involvement, Perception organizational support and organizational culture to employee performance at Dinas Pemberdayaan Masyarakat Desa Provinsi Sumatera Barat. This research is exploratory research with quantitative method. Sampling technique with census, so sample size 107 employee. This research uses SPSS 16. This results of this research showed that job involvement have positive and significant effect to employee performance, perceptions of organizational support have positive and significant effect to employee performance, and then organizational culture have positive and significant effect to employee performance. Keywords:Job Involvement, Perceptions Of Organizational Support, Organizational Culture and Employee Performance

Pengaruh Budaya Organisasi dan Keadilan organisasi terhadap Organizational Citizenship Behavior (OCB) dengan Komitmen Organisasi sebagai Variabel Mediasi

Abstrak This study aims to conduct a test where organizational commitment mediates the influence of organizational culture and organizational justice on organizational citizenship behavior (OCB) studies on employees of PT. Telekomunikasi Indonesia (TELKOM) in the city of Padang, so that it can help PT. Telekomunikasi Indonesia (TELKOM) in Padang City to address OCB issues and organizational commitment. The sampling technique was carried out by saturated sampling which made the entire population as a sample obtained as many as 70 employees. The data analysis used in this study is Smart PLS 3.3 which is useful for finding the influence between variables with mediation. The results of this study are organizational culture, organizational justice and organizational commitment have a positive and significant effect on organizational citizenship behavior (OCB). Keywords : organizational culture, organizational justice, organizational commitment, organizational citizenship behavior (OCB)

ANTESEDEN KOMITMEN ORGANISASIONAL DAN DAMPAKNYA TERHADAP KINERJA TUGAS (JOB PERFORMANCE) GURU

Abstract The current research examines fit model of relationships among antecedents of organizational commitment (i.e. perceived organizational support, participative leadership style, psychological empowerment) and its impact on job performance of teachers. A theoretical model was estimated using senior high school teachers in Padang. Anonym questionnaires were distributed to maintain confidentiality of the respondents. Two hundred eighty two respondents voluntarily participated and included into statistical analysis. The results of testing model using AMOS 16 found that parti¬cipative leadership style and perceived organizational support have significant effect on organiza¬tional commitment of the teachers. Organizational commitment also demonstrated significant im¬pact on job performance of teachers. Meanwhile, psychological empowerment did not significantly influence on organizational commitment. This study provides insight to help police makers how to improve tearchers’ performance. Implication of the research was also discussed in this study. Key words:Perceived organizational support, participative leadership, psychologival empower¬ment, organizational commitment, job performance. Abstrak Penelitian ini bertujuan untuk menguji ketepatan model yang menjelaskan anteseden komitmen organisasional (persepsi atas dukungan organisasional, gaya kepemimpinan partisipatif, pemberdayaan psikologis) dan dampaknya terhadap kinerja tugas guru. Model teoritis penelitian diestimasi dengan menggunakan sampel dari guru-guru yang mengajar pada Sekolah Menengah Atas di kota Padang. Kuesioner tanpa nama (anonym) didistribusikan untuk menjaga kerahasiaan responden. Sebanyak 282 responden dianalisis dalam penelitian ini. Hasil pengujian dengan menggunakan aplikasi AMOS 16.0. menemukan bahwa model teoritikal dapat memenuhi kriteria goodness of fit model. Hasil penelitian mendukung bahwa variable persepsi yang terdiri dari gaya kepemimpinan partisipatif dan dukungan organisasional berpengaruh signifikan terhadap komitmen organisasional para guru. Komitmen organisasional juga memperlihatkan pengaruh yang signifikan terhadap kinerja tugas para guru. Sementara itu, variable pemberdayaan psikologis tidak berpengaruh signifikan terhadap komitmen organisasional. Hasil penelitian ini memberikan kontribusi bagi pengambil kebijakan dalam rangka meningkatkan kinerja tugas guru. Implikasi hasil penelitian juga dibahas lebih lanjut dalam studi ini. Kata kunci:Persepsi atas dukungan organisasional, kepemimpinan partisipatif, pemberdayaan psikologis, komitmen organisasional, kinerja tugas

THE EFFECT OF TRANSFORMATIONAL LEADERSHIP STYLE ON ORGANIZATIONAL COMMITMENT, EMPLOYEE ENGAGEMENT, AND EMPLOYEE PERFORMANCE PT. PLN (PERSERO) UP3 BUKITTINGGI

In a company, many factors support the sustainability of the company, especially in the era of globalization which increases competition between companies. To be able to survive in the current era of global competition, companies do not only focus on company profits, but also focus on human resources in company management. This study aims to examine the effect of Transformational Leadership Style on Organizational Commitment, test the effect of Transformational Leadership Style on Employee Performance and examine the effect of Transformational Leadership Style on Employee Engagement at PT PLN (Persero) UP3 Bukittinggi. The samples used according to these characteristics were 53 samples which were in accordance with the acceptable samples for parametric analysis (30<x<500). Transformational Leadership Style has an effect on Organizational Commitment, Transformational Leadership Style has an effect on Employee Engagement and Transformational Leadership Style has an effect on Employee Performance

ANTESEDEN KOMITMEN ORGANISASIONAL DAN DAMPAKNYA TERHADAP KINERJA TUGAS (JOB PERFORMANCE) GURU

Abstract The current research examines fit model of relationships among antecedents of organizational commitment (i.e. perceived organizational support, participative leadership style, psychological empowerment) and its impact on job performance of teachers. A theoretical model was estimated using senior high school teachers in Padang. Anonym questionnaires were distributed to maintain confidentiality of the respondents. Two hundred eighty two respondents voluntarily participated and included into statistical analysis. The results of testing model using AMOS 16 found that parti¬cipative leadership style and perceived organizational support have significant effect on organiza¬tional commitment of the teachers. Organizational commitment also demonstrated significant im¬pact on job performance of teachers. Meanwhile, psychological empowerment did not significantly influence on organizational commitment. This study provides insight to help police makers how to improve tearchers’ performance. Implication of the research was also discussed in this study. Key words:Perceived organizational support, participative leadership, psychologival empower¬ment, organizational commitment, job performance. Abstrak Penelitian ini bertujuan untuk menguji ketepatan model yang menjelaskan anteseden komitmen organisasional (persepsi atas dukungan organisasional, gaya kepemimpinan partisipatif, pemberdayaan psikologis) dan dampaknya terhadap kinerja tugas guru. Model teoritis penelitian diestimasi dengan menggunakan sampel dari guru-guru yang mengajar pada Sekolah Menengah Atas di kota Padang. Kuesioner tanpa nama (anonym) didistribusikan untuk menjaga kerahasiaan responden. Sebanyak 282 responden dianalisis dalam penelitian ini. Hasil pengujian dengan menggunakan aplikasi AMOS 16.0. menemukan bahwa model teoritikal dapat memenuhi kriteria goodness of fit model. Hasil penelitian mendukung bahwa variable persepsi yang terdiri dari gaya kepemimpinan partisipatif dan dukungan organisasional berpengaruh signifikan terhadap komitmen organisasional para guru. Komitmen organisasional juga memperlihatkan pengaruh yang signifikan terhadap kinerja tugas para guru. Sementara itu, variable pemberdayaan psikologis tidak berpengaruh signifikan terhadap komitmen organisasional. Hasil penelitian ini memberikan kontribusi bagi pengambil kebijakan dalam rangka meningkatkan kinerja tugas guru. Implikasi hasil penelitian juga dibahas lebih lanjut dalam studi ini. Kata kunci:Persepsi atas dukungan organisasional, kepemimpinan partisipatif, pemberdayaan psikologis, komitmen organisasional, kinerja tugas

ANALYSIS OF THE EFFECT OF JOB INSECURITY AND WORK ENVIRONMENT PSYCHOLOGY ON TURNOVER INTENTION

High turnover intention in an organizations is a wonder that regularly happens. Turnover intention refers to an individual assessment of the continuation of a relationship with an organization that has not yet been acknowledged through leaving the organizations. Numerous things can be the reason for somebody find employment elsewhere. In this research work engagement, job insecurity, and psychological work environment found to significantly affect turnover intention of health workers, and job insecurity and psychological work environment found to significantly affect work engagement. This research also found the mediation effect of work engagement on the correlation from psychological work environment and turnover intention and also the mediation effect of work engagement on the correlation from job insecurity and turnover intention

An Examination of the Mediating Effect of Islamic Work Ethic on the Relationships between Transformational Leadership and Work Outcomes

Abstract: This study investigates the role of Islamic work ethic as mediator between transformational leadership and work outcomes (organizational commitment, job satisfaction and turnover intention). This study used a sample of 370 employees from 60 Islamic microfinance institutions in Central Java, Indonesia. The results of Structural Equation Modeling (SEM) indicate that transformational leadership has a positively significant impact on Islamic work ethic. The findings also noted that Islamic work ethic directly and positively affect both organizational commitment and job satisfaction on the one hand, and negatively influences turnover intention on the other. Overall the model supported that Islamic work ethic has a significant role to mediate the the relationship betweem transformational leadership and work outcomes. Implication, limitation and suggestion for future research are discussed. Abstrak: Studi ini meneliti peran efek mediasi dari etika kerja Islam dalam hubungan antara kepemimpinan transformasional dan hasil kerja (kepuasan kerja, komitmen organisasi dan intensi untuk keluar). Studi ini menggunakan sampel sebanyak 370 karyawan dari 60 lembaga keuangan mikro Islam di Jawa Tengah, Indonesia. Hasil dari persamaan struktural (SEM) menunjukkan bahwa kepemimpinan transformasional memiliki pengaruh yang signifikan terhadap etika kerja Islam. Selain itu, penelitian ini juga menemukan bahwa etika kerja Islam memiliki pengaruh positif langsung terhadap komitmen organisasi dan kepuasan kerja, dan berpengaruh negatif terhadap intensi untuk keluar. Secara keseluruhan model mediasi dari etika kerja Islam dalam hubungan antara kepemimpinan transformasional dan hasil kerja didukung secara empiris. Artikel ini juga mendiskusikan implikasi, keterbatasan serta saran pada penelitian selanjutnya