PENGARUH DERAJAT KESESUAIAN HUBUNGAN PRAKTIK MANAJEMEN SUMBER DAYA MANUSIA DAN BUDAYA ORGANISASI TERHADAP KINERJA ORGANISASI

RADEN MUHAMMAD PRADA, Gugup Kismono, M.B.A., Ph.D.

2017 | Tesis | S2 Manajemen

Penelitian ini bertujuan menguji pengaruh derajat kesesuaian antara praktik manajemen sumber daya manusia (MSDM) dan budaya organisasi terhadap kinerja organisasi. Rancangan dan metodologi penelitian kuantitatif digunakan di dalam penelitian ini. Data dikumpulkan dari 128 sampel responden yang merepresentasikan 64 perusahaan di Indonesia yang berasal dari 9 sektor industri. Evaluasi terhadap alat ukur penelitian menghasilkan 64 item valid yang digunakan untuk mengukur praktik MSDM. Variabel budaya organisasi diukur dengan melakukan modifikasi terhadap 48 item Organizational Culture Assessment Instrument (OCAI) yang dikembangkan oleh Cameron dan Quinn (2006). Sedangkan kinerja organisasi diukur dengan mengadaptasi alat ukur Performance Index yang dibuat oleh Spangenberg dan Theron (2004), menghasilkan 56 item valid. Model hipotesis dikembangkan berdasarkan 4 tipe budaya organisasi (clan, hierarchy, market dan adhocracy) dan 4 tipe praktik MSDM (human relations, internal process, rational goal dan open system). Pengujian hipotesis dilakukan melalui perhitungan koefisien regresi linier bivarial fit di antara skor kinerja organisasi dengan euclidian distance, yaitu skor misfit dari variabel praktik MSDM dan budaya organisasi. Hasil penelitian menunjukkan bahwa derajat kesesuaian praktik MSDM dan budaya organisasi secara signifikan berpengaruh positif terhadap kinerja organisasi sesuai dengan model hipotesis yang dikembangkan. Penelitian ini memiliki implikasi praktis terkait upaya perusahaan meningkatkan kinerja perusahaan. Organisasi dipandang perlu menyesuaikan kebijakan, strategi dan praktik MSDM yang dilakukan dengan budaya yang dimiliki guna mencapai kinerja yang diinginkan.

This study investigates the effect of the degree of fit between human resources management (HRM) practice and organizational culture on organizational performance. A quantitative design and methodology is used in this study. Data from 128 respondent samples have been collected that represent 64 companies in Indonesia from 9 industrial sectors. Evaluation on the measurement tool has resulted in 64 valid items to be used to measure HRM practice. The organizational culture as a variable is measured by modifying 48 items of Organizational Culture Assessment Instrument (OCAI) developed by Cameron and Quinn (2006). In the meantime, the organizational performance measured by adaptation of Performance Index measurement instrument developed by Spangenberg and Theron (2004), resulted 56 valid items. The hypothesis model is developed based on the 4 types of organizational culture (clan, hierarchy, market and adhocracy) and 4 types of Human Resources Management practice (human relations, internal process, rational goal and open system). The hypothesis testing is performed by calculating the linear regression coefficient using Linear Regression Bivariate Fit between organizational performance score and euclidean distance, i.e., misfit score between variables of Human Resources practice and organizational culture. The result of the study shows that the degree of fit between Human Resources Management practice and organizational culture has a significantly positive effect on organizational performance based on the developed hypothesis model. This study has a practical implication in relation to the company's effort to improve its performance. It is considered necessary for organizations to adjust their Human Resources Management policies, strategies and practices with their current culture in order to achieve the desired performance.

Kata Kunci : praktik manajemen SDM, budaya organisasi, kinerja organisasi, human resources management practice, organizational culture, organizational performance