Dukungan Sosial Sebagai Variabel Pemoderasi Hubungan Antara Job Insecurity dan Konsekuensinya

PARTINA, ANNA (Pembimbing : Hani Handoko, Dr. M.B.A.), Hani Handoko, Dr. M.B.A.

2002 | Tesis | S2 Management

Berbagai perubahan organisasi seperti merger, downsizing, reorganisasi, penggunaan tehnologi baru menjadi sumber ancaman bagi pekerja yang akan menciptakan ketidak pastian dan ketidakamanan kerja. Perubahan organisasi memiliki dampak yang kuat bagi setiap pekerja secara psikologis karena kemungkinan kehilangan mata pencaharian dan aspek-aspek lain dalam kehidupan.

Job insecurity didefinisikan sebagai ketidakberdayaan untuk mempertahankan kesinambungan yang diinginkan dalam kondisi kerja yang mengancam. Berbagai konsekuensi negatif muncul mempengaruhi sikap kerja dan perilaku. Job insecurity berpengaruh negatif seperti rendahnya komitmen organisasi, kepercayaan, kepuasan kerja dan berpengaruh positif terhadap komplain somatik, intention to quit, dan resistance to change. Berbagai upaya dilakukan organisasi untuk meminimalisasi konsekuensi - konsekuensi tersebut.

Penelitian ini menguji model Job insecurity multideminsional dari Ashfors et.al (1989). Dihipotesiskan bahwa job insecurity menghasilkan konsekuensi seperti komplain somatik, komitmen organisasi, kepercayaan, kepuasan kerja dan intention to quit. Selain itu penelitian ini juga menguji apakah dukungan sosial memoderasi hubungan antara job insecurity dan konsekuensinya.

Sampel diambil dari pegawai Bank X di Jogyakarta, Solo, Semarang serta Bank Y di Jogyakarta; jumlah sampel sebanyak 81. Hasil penelitian menunjukkan bahwajob insecurity berhubungan negatif dengan komitmen organisasi dan berhubungan positif dengan kepercayaan. Sedangkan dukungan sosial mampu memoderasi hubungan job insecurity dengan komitmen organisasi dan kepercayaan.

Many organizations changes such as merger, downsizing, reorganization, new technology as sources of threat and creates uncertainty and insecurity. The impact of organization changes would expect such felling to have a strong psychological impact on those affected because there is a risk of loosing economic and other highly aspect of life. Job insecurity refers to a " sense of powerlessness to maintain desired continuity in a threated job situation. The negative consequences would have an adverse affect on employee's attitudes and work behavior. Job insecurity negatively affected job commitment, trust in organization, job satisfaction; and positively enhanced the somatic complain, intention to quit, and resistance to change. Many effort was done to minimize the consequences.

Using Ashford et al (1989) the multi dimensional of job insecurity, it is hypothesis that job insecurity have consequences such as somatic complain, commitment organization, trust and job satisfaction. We tested the effect of social support as a moderating variable the relationship job insecurity and the consequences. The sample included 81 Bank X's employees in Jogyakarta, Solo and Sernarang; and Bank Y's employees at Jogyakarta. The results showed that job insecurity have affected negative commitment organization and positive relationship with trust. Social Support as a moderating variable the relationship job insecurity and commitment organization and trust.

Kata Kunci : job insecurity, dukungan sosial, komplain somatik, kepercayaan, kepuasan kerja, komitmen organisasi , intention to quit, somatic complain, trust, job satisfaction