Pengaruh Individualism-Collectivism (IC) terhadap perbedaan dimensi Organizational Citizenship Behavior (OCB) pada Call Center 108 PT Telkom Yogyakarta, Tbk

WIDAYANTI, Indra, Drs. Edi Prasetyo Nugroho, MBA

2005 | Tesis | Magister Manajemen

Studi ini dilakukan untuk mengetahui seberapa jauh Individualism- Collectivism (IC) sebagai suatu perbedaan individu mempunyai pengaruh dengan perbedaan dimensi Organizational Citizenship Behavior (OCB). Tesis ini lebih mengharapkan bahwa Collectivists lebih menyumbangkan perilaku Organizational Citizenship daripada Individualist. Metode yang digunakan dalam penelitian adalah metode kuantitatif dengan obyek penelitian pada karyawan call center 108 PT. Telkom Divre IV, Yogyakarta. Terdapat empat variabel dependen dari dimensi-dimensi OCB (interpersonal helping, individual initiative, personal industry dan loyal boosterism) dan satu variabel independen (collectivism). Pengukuran variabel berdasarkan jawaban responden (skala Likert) terhadap pernyataan kuesioner. Penelitian ini menggunakan analisis regresi sederhana. Hasil yang diperoleh dalam penelitian ini secara umum adalah mendukung Individualism-Collectivism (IC) sebagai prediktor dari Organizational Citizenship Behavior (OCB) dan secara khusus, penelitian ini membuktikan bahwa responden mempunyai kecenderungan Collectivist (Mean 3,38). Penelitian ini juga menemukan bukti hubungan antara Collectivists dengan dimensi-dimensi Organizational Citizenship Behavior (OCB) yaitu interpersonal helping dan loyal boosterism. Hal ini ditunjukkan dengan analisis korelasi Pearson bahwa ada hubungan yang nyata/sedang antara Collectivism dengan Interpersonal Helping sebesar 0,382 dan ada hubungan yang positif/rendah antara Collectivism dengan Loyal Boosterism sebesar 0,376. Analisis regresi sederhana antara Collectivism dengan Interpersonal Helping menunjukkan bahwa 14,6% varian dari Interpersonal Helping dapat dijelaskan oleh Collectivism sedangkan sisanya 85,4% dijelaskan oleh faktor- faktor lain. Sedangkan hubungan antara Collectivism dengan Loyal Boosterism menunjukkan bahwa 14,1% varian dari Loyal Boosterism dapat dijelaskan oleh Collectivism sedangkan sisanya 85,9 dijelaskan oleh faktor- faktor lain.

This paper planned to assess the extent of a relationship between individualism-collectivism as a within culture individual difference and self-reports of organizational citizenship behaviors. This paper would expected that collectivists more contribute citizenship behavior towards individualist. This paper uses quantitative method with the object of the research is the employee in call center 108 PT. Telkom Divre IV, Yogyakarta. There were four dependent variables of the OCB dimensions (interpersonal helping, individual initiative, personal industry and lo yal boosterism) and one independent variable (collectivism). The measurement of the variables are based on the respondent’s answer or judgment (using Likert scale) toward the statements within questionnaire. This research uses simple linear regression. The results showed in general support individualism-collectivism as a predictor of organizational citizenship behavior and in specific, this paper found evidence that respondents (employee call center 108), considered more collectivist (Mean 3,38 from scale 5). This paper also found evidence of relationship between collectivistic values and the OCB dimensions of interpersonal helping and loyal boosterism. Pearson correlation showed that there were significant/average relationship between collectivism and interpersonal helping (0,382) and there were significant/low relationship between collectivism and loyal boosterism (0,376). Simple linear regression revealed that 14,6% variance of interpersonal helping could be explained by collectivism, while the rests were explained by other factors (85,4%). While 14,1% variance of loyal boosterism could be explained by collectivism and the rests were explained by other factors (85,9%)

Kata Kunci : Manajemen Sumberdaya Manusia, Perilaku Karyawan, Individualism, Collectivism, OCB, individualism-collectivism, organizational citizenship behavior, interpersonal helping, individual initiative, personal industry, loyal boosterism.