Pengaruh kepuasan Kerja, Atitudes Toward Absence dan Subjective Norms Terhadap Intensi Absensi dengan Komitmen Organisasi Sebagai Variabel Pemediasi
RIBHAN, Hani Handoko, Dr. M.B.A.
Penelitian ini menganalisis pengaruh langsung dan tidak langsung kepuasan kerja, sikap terhadap absensi (attitude toward absence), dan norma-norma subyektif (subjective norms), terhadap keinginan karyawan untuk tidak hadir di tempat kerja dengan komitmen organisasional sebagai mediating variable. Terdapat empat hipotesis yang akan diuji dalam penelitian ini yaitu: (1) apakah kepuasan kerja mempunyai pengaruh langsung terhadap absence intention karyawan, (2) apakah kepuasan kerja mempunyai pengaruh tidak langsung terhadap absence intention karyawan dengan dimediasi oleh komitmen organisasional, (3) apakah attitudes toward absence, dan subjectives norms berpengaruh langsung terhadap absense intention karyawan, dan (4) apakah attitudes toward absence dan subjetives norms berpengaruh tidak langsung terhadap absence intention karyawan dengan dimediasi oleh komitmen organisasional.
Sampel penelitian terdiri dari karyawan tetap beberapa perusahaan manufaktur yang terdaftar pada Top Companies and Big Group in Indonesia, edisi 7, 1998. Pengumpulan data dilakukan dengan cara menyebarkan kuesioner pada karyawan tetap di 10 perusahaan manufaktur yang terpilih. Kuesioner penelitian terdiri 50 item absence intention, attitude toward absence, subjective norms, 20 item kepuasan kerja, dan 24 item komitmen organisasional. Kuesioner disebarkan pada 300 karyawan di 10 perusahaan manufaktur.
Dengan menggunakan metode pengambilan sampel purposive sampling, sampel yang dapat diteliti sebesar 197 karyawan (tingkat pengembalian 65,57%)
dari total sampel 300 karyawan. Analisis Structural Equation Modelling (SEM) dengan dibantu program aplikasi Analysis of Moment Structure (AMOS), menunjukkan hasil penelitian bahwa kepuasan kerja berpengaruh langsung dan tidak langsung terhadap intensi absensi, pengaruh tidak langsung tersebut dimediasi oleh komitmen organisasional. Sedangkan attitude toward absence dan subjective norms hanya berpengaruh langsung terhadap intensi absensi dan pengaruh tidak langsung altitude toward absence dan subjective norms tidak dimediasi oleh komitmen organisasional. Pengaruh langsung attitude toward absence dan subjective norms lebih besar dibandingkan dengan kepuasan kerja. Hal ini menunjukkan bahwa, faktor-faktor yang terdapat dalam teori reasoned action (attitude toward absence dan subjective norms) mempunyai tingkat kegunaan yang lebih tinggi dibanding kepuasan kerja karyawan dalam keinginannya untuk tidak hadir di tempat kerja
This study analyzes the direct and indirect effect of job satisfaction, attitude toward absence, and subjective norms, on employee's intention not to be present in the work place, with organizational commitment being mediating variable. There are four hypotheses that will be tested in this study : whether job satisfaction has direct effect on employee's intention absence, (2) whether job satisfaction has indirect effect on employee's absence intention mediated by organizational commitment, (3) whether attitudes toward absence, and subjective norms have direct effect on employee's absence intention, and (4) whether attitudes toward absence and subjective norms have indirect effect on employee's absence intention mediated by organizational commitment.
Samples of this study consist of fixed employees of several manufactures listed in Top Companies and Big Group in Indonesia, 7th edition, 1998. Data were collected by distributing questionnaires to the employees of the 10 selected manufactures. The questionnaires consist of 50 items measuring absence intention, attitude toward absence, subjective norms, 20 items measuring job satisfaction, and 24 items measuring organizational commitment. The questionnaires were given to 300 employees of the 10 manufactures.
By using purpose sampling method, the samples consist of 197 employees (return rate of 65.7%) of the total samples of 300 employees. Structural Equation Modeling (SEM) which is assisted by application program of Analysis of Moment Structure (AMOS), suggests that job satisfaction has direct and iridirect effect on absence intention. The indirect effect is mediated by organizational commitment. Attitude toward absence and subjective norms have direct effect only on absence intention and indirect effect on attitude toward absence and subjective norms are not mediated by organizational commitment. Direct effect of attitude toward absence and subjective norms is higher than job satisfaction. This shows that the factors in the theory of reasoned action (attitude toward absence and subjective norms) has higher significance than employee's job satisfaction in their intention not to be present at the work place
Kata Kunci : : job satisfaction, organizational commitment, theory of reasoned action, attitude toward absence, subjective norms, and absence intention, kepuasan kerja, komitmen organisasional, theory reasoned action, attitude toward absence, subjective norms, dan i
