Pengaruh Leaser-member Exchange Keadilan Distributif,Keadilan Prosedural Dan Kepuasan Kerja Terhadap Organizational Citizenship Behavior

Evi Silviana Muchinati (Adv:Drs.Edi Prasetyo ,MBA), Drs.Edy Prasetyo ,MBA

2002 | Tesis | S2 Management

Studi ini menguji pengaruh pertukaran atasan-bawahan, keadilan distributif,keadilan prosedural dan kepuasan kerja terhadap organizational citizenship behavior. Hasil analisis menunjukkan bahwa pertukaran atasan-bawahan berpengaruh positip terhadap keadilan distributif dan keadilan prosedural. Kualitas hubungan antara atasan terhadap bawahan (LMX) semakin meningkatkan keadilan yang dirasakan karyawan baik berupa hasil maupun prosedur/kebijakan.Keadilan distributif dan keadilan prosedural berpengaruh positip terhadap kepuasan kerja. Semakin tinggi keadilan yang dirasakan karyawan berupa hasil maupun prosedur/kebijakan, akan berpengaruh positip terhadap kepuasan kerja mereka. Baik keadilan distributif maupun kepuasan kerja berpengaruh positip terhadap organizational citizenship behavior. Sedangkan keadilan prosedural tidak berpengaruh terhadap organizational citizenship behavior. Pada dasarnya karyawan melakukan organizational citizenship behavior apabila telah merasakan hasil yang diberikan itu adil serta kepuasan kerjanya terpenuhi. Kebijakan atau prosedur dalam organisasi bukan merupakan variabel yang mempengaruhi karyawan untuk melakukan peran ekstra (OCB).Sampel yang digunakan adalah karyawan non akademik di UGM yang terdiri dari atasan yaitu kepala tata usaha dan sub bagian serta staf pelaksana sebagai bawahannya secara langsung. Dengan teknik pengumpulan sampel purposive sampling, jumlah responden yang diteliti yaitu 80 orang atasan dan 195 orang bawahan dengan respon rate sebesar 90.28%. Sedangkan data yang dapat diolah sebanyak 187 eksemplar. Penelitian ini menggunakan metoda Structural Equation Modelling (SEM) dalam analisis datanya, serta teknik analisis dengan AMOS versi 3.6. Temuan ini semakin menegaskan bahwa peran atasan merupakan hal penting dalam organisasi karena berfungsi mengarahkan bawahannya untuk melakukan perilaku peran ekstra, melalui sikap positip karyawan terhadap pekerjaannya maupun keadilan yang dirasakan berupa hasil yang diterima.

This study tested the effects of leader-member exchange, distributive justice,procedural justice and job satisfaction on organizational citizenship behavior. Results of the analysis suggested that leader-member exchange has positive effect on distributive justice and procedural justice. Quality of relationship between leader and member increases the employee's perceived fairness in procedure/policy.Distributive justice and procedural justice have positive effect on job satisfaction.The higher the perceived fairness in outcomes and procedure/ policy, the more positive their job satisfaction. Both distributive justice and job satisfaction have positive effect on organizational citizenship behavior, while procedural justice does not have any effect on organizational citizenship behavior. In principle, employees will do organizational citizenship behavior when they have perceived justice in the outcome and have job satisfaction. Policy or procedure in an organization is not a variable that influences employees to do extra role (OCB).The sample used in this study consists of non-academic employees of UGM including the heads of administration department as the superiors and heads of sub-department as well as the staffs as the immediate subordinates. By employing purposive sampling, the respondents of this study are 80 superiors and 195 subordinates with the response rate of 90.28%. The usable data are 187 copies.This research used Structural Equation Modeling (SEM) method for analyzing the data, and AMOS version 3.6 for analysis technique. The findings suggested that leader important role in organization because they can influence their member to do extra role behavior through employee's positive attitude towards the job and perceived fairness in the received outcomes

Kata Kunci : kepuasan kerja,keadilan prosedural,keadilan distributif, Organizational Citizenship Behavior