Analisis perilaku Voice sebagai moderator hubungan antara ketidakpuasan kerja dan kreativitas

YUNIANTO, Askar, Drs. Edi Prasetyo Nugroho, MBA

2004 | Tesis | S2 Manajemen

Tujuan penelitian ini adalah menguji hubungan ketidakpuasan kerja terhadap kreativitas sebagai main effect. Disamping itu menguji moderating effect dari komitmen kontinuan dan variabel kontekstual secara bersama pada hubungan antara ketidakpuasan kerja dan kreativitas. Sample penelitian ini adalah karyawan (tenaga edukatif dan administrasi) pada Perguruan Tinggi Swasta di Semarang. Dari 225 kuesioner yang disebarkan, sebanyak 213 kuisioner kembali (response rate 94%), dan kuesioner yang layak dianalisis lebih lanjut sebanyak 184. Sebanyak 22 kuesioner tidak dapat digunakan karena pengisian tidak lengkap atau tidak memberikan kode penilian. Kreativitas dinilai dengan 13 item pengukuran dari supervisor. Ketidakpuasan kerja dinilai dengan 3 item. Komitmen kontinuan dan umpan balik rekan kerja masing-masing dinilai dengan 6 dan 3 item pengukuran. Dukungan dan bantuan rekan kerja dinilai dengan 4 item. Dukungan organisasi terpersepsi serta dukungan supervisor masingmasing dinilai dengan 4 dan 8 item pengukuran. Dihipotesiskan bahwa ketidakpuasan kerja mempunyai pengaruh positif yang signifikan terhadap kreativitas. Disamping itu dihipotesiskan komitmen kontinuan dan masing-masing variabel kontekstual (umpan balik dari rekan kerja, dukungan dan bantuan dari rekan kerja, dukungan organisasi terpersepsi untuk kreativitas, dukungan supervisor) secara bersama-sama memiliki signifikansi untuk memoderasi hubungan antara ketidakpuasan kerja dan kreativitas. Hasil analisis regresi menunjukkan bahwa ketidakpuasan kerja tidak memiliki pengaruh yang signifikan dengan kreativitas. Komitmen kontinuan dan masingmasing variabel kontekstual juga tidak memiliki hubungan signifikan antara ketidakpuasan kerja dan kreativitas.

This study examined the effect of job dissatisfaction to creativity, as main effect. And also investigate whether Commitment Continuance and some of contextual variables could significantly moderate the relationship between job dissatisfaction and creativity. The sample research was employees (educative and administrative employee) at the Private a High School in Semarang. Of the 225 questionnaires were distributed, 213 questionnaire were returned to the researcher (response rate 94%). Twenty two of these were excluded from the data analysis because of missing value, not give the same code and no code, leaving sample of 184. Creativity was assessed with 13 items measure from supervisor. Job Dissatisfaction with 3 item measure from employee. Commitment Continuance and Useful Feedback from Coworker were assessed with 6 and 3 item measure. Coworker ‘s Helping and Support were assessed with 4 item measure. Perceived Organization Support and Supervisory Support were assessed with 4 and 8 item measure. It was hypothesized that Job Dissatisfaction would affect significantly to Creativity. It was also hypothesized that Commitment Continuance and some of Contextual Variables simultaneously would significantly moderated the relationship between Job Dissatisfaction and Creativity. The result of Simple Regression Analysis indicated that Job Dissatisfaction had no significant effect on Creativity. Based on Moderated Regression Analysis, the results were not supported the predicted moderating effect of Continuance Commitment and some of Contextual variables simultaneously in relationship between Job Dissatisfaction to Creativity. The results warrant future research.

Kata Kunci : Manajemen Sumberdaya Manusia,Ketidakpuasan Kerja,Kreativitas,Voice behavior, Creativity, Job Dissatisfaction, Continuance Commitment, Useful Feedback from Coworkers, Coworker’s Helping and Support, Perceived Organizational Support for Creativity, and Su