Pengaruh Organizational Justice sebagai variabel pemediasi hubungan Leader-Member Exchange (LMX) dengan kepuasan kerja, komitmen organisasional, dan Turnover Intentions

YULIANTO, Harry, Dr. Hani Handoko, MBA

2004 | Tesis | S2 Manajemen

Tujuan studi ini adalah menguji dampak hubungan kerja interpersonal terhadap persepsi keadilan karyawan, serta pengaruh persepsi tersebut pada sikap dan perilaku kerja karyawan dalam industri jasa perhotelan di Jogjakarta. Penelitian ini menjelaskan peran pemediasian organizational justice (distributive justice, procedural justice dan interactional justice) dalam hubungan LMX dengan kepuasan kerja, komitmen organisasional, serta turnover intentions. Model pengujian yang digunakan adalah structural equation modeling (SEM). Hasil riset ini menunjukkan bahwa organizational justice memediasi hubungan LMX dengan kepuasan kerja, komitmen organisasional, dan turnover intentions. Studi ini juga mengunakan secara empiris dampak hubungan kerja interpersonal terhadap persepsi karyawan tentang keadilan. Kualitas hubungan kerja interpersonal merupakan anteseden persepsi keadilan bagi karyawan. Distributive justice, procedural justice dan interactional justice memainkan peran pemediasian penting dalam hubungan LMX dengan kepuasan kerja, komitmen organisasional, dan turnover intentions pada industri jasa perhotelan. Penelitian ini sebagai pedoman untuk membantu manajer lebih memahami bagaimana cara mempertahankan valuable employees, meningkatkan komitmen organisasional dan kepuasan kerja karyawan, mengurangi employee turnover, serta membuat keputusan tentang outcomes dan prosedur yang lebih baik bagi karyawan.

The purpose of this study was to test the impact of interpersonal working relationships on employees’ justice perceptions, and the effects of those perceptions on employees’ work-related attitudes and behavior in the hotel industry in Jogjakarta. This research examined the mediating role played by organizational justice (distributive justice, procedural justice and interactional justice) in linking LMX with job satisfaction, organizational commitment, and turnover intentions. The research model used is structural equation modeling (SEM). The results show that organizational justice had a mediating impact on the relationships between LMX and job satisfaction, organizational commitment, and turnover intentions. This study also shows an empirical impact for the interpersonal working relationships on employees’ justice perceptions. The quality of interpersonal working relationships is an antecedent employees’ perception of fairness. Therefore, distributive justice, procedural justice and interactional justice played vital mediating roles in the relationships between LMX and job satisfaction, organizational commitment, and turnover intentions in the hotel industry. This research provides guidelines for managers to get better understanding of how to defend valuable employees, increase organizational commitment and employees job satisfaction, decrease employee turnover, and make better decisions about outcomes and procedures for employees.

Kata Kunci : Manajemen Sumberdaya Manusia,Kepuasan Kerja,Organizational Justice, organizational justice, leader-member exchange, distributive justice, procedural justice, interactional justice, job satisfaction, organizational commitment, turnover intentions and hote