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

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

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

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)

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

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.     

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

PENGARUH BUDAYA ORGANISASI, KOMITMEN ORGANISASIONAL DAN MOTIVASI KERJA TERHADAP KINERJA KARYAWAN PADA PT. XXX

Penelitian ini memiliki tujuan untuk melihat bagaimana pengaruh dari budaya organisasi, komitmen organisasional dan motivasi kerja terhadap kinerja karyawan pada PT. XXX. Objek penelitian adalah karyawan yang bekerja di PT. XXX dan sampel penelitian yang digunakan adalah semua karyawan yang bekerja di PT. XXX padang sebanyak 88 orang. Metode yang digunakan dalam penarikan sampel adalah menggunakan sampling jenuh atau sensus, dimana teknik penentuan sampel ialah dengan menggunakan semua anggota populasi sebagai sampel. Teknik pengumpulan data adalah menggunakan metode survey dengan cara penyebaran kuisioner. Teknik analisis data yang digunakan yang pertama adalah distribusi frekuensi yang digunakan untuk menganalisa data dengan cara mendeskripsikan atau menggambarkan data yang telah terkumpul sebagaimana adanya tanpa bermaksud membuat kesimpulan yang berlaku untuk digeneralisasikan. Lalu data diolah menggunakan program SPSS yang diawali dengan uji validitas dan reliabilitas lalu uji statistik deskriptif yang terdiri dari uji asumsi klasik berupa uji asumsi normalitas, uji asumsi multikolonieritas, uji linieritas dan uji heteroskedastisitas lalu dilanjutkan dengan analisis regresi linear berganda dan pengujian hipotesis yang terdiri dari uji koefisien determinasi (R2) dan uji signifikan. Hasil dari penelitian ini adalah budaya organisasi dan komitmen organisasional memiliki pengaruh yang signifikan terhadap kinerja karyawan sedangkan motivasi kerja tidak berpengaruh signifikan terhadap kinerja karyawan pada PT. XXX. Kata Kunci : Budaya Organisasi, Komitmen Organisasional Motivasi Kerja, Kinerja Karyawan