Peran penilaian pegawai tentang pengembangan karir dan keadilan organisasi terhadap kepuasan kerja

SURIVANI, Indah, Dr. Marcham Darokah, MA

2007 | Tesis | S2 Psikologi (Psikologi Industri dan Organisasi)

Penelitian ini bertujuan untuk mengetahui peran penilaian pengembangan karier, keadilan prosedural, keadilan distributif, dan keadilan interaks ional terhadap kepuasan kerja. Hipotesis yang diajukan pada penelitian ini adalah penilaian pengembangan karier, keadilan prosedural, keadilan distributif, dan keadilan interaksional memiliki peran yang signifikan terhadap kepuasan kerja pegawai. Penelitian ini menggunakan teknik pengambilan sampel purposive sampling. Subjek penelitian sebanyak 76 orang pegawai PT Telkom Tbk., Bandung pada bagian Human Resources Center (HRC). Data penelitian dikumpulkan dengan menggunakan lima skala, yaitu skala penilaian pengembangan karier, skala keadilan prosedural, skala keadilan distributif, skala keadilan interaksional, dan skala kepuasan kerja. Data dianalisis dengan menggunakan analisis regresi ganda. Hasil penelitian ini menunjukkan bahwa terdapat peran yang sangat signifikan antara penilaian pengembangan karier, keadilan prosedural, keadilan distributif, dan keadilan interaksional terhadap kepuasan kerja pegawai (F = 16.204; p = 0.000; R2 = 0.477). Hasil analisis menunjukkan bahwa penilaian pengembanga n karier memiliki pengaruh yang lebih besar terhadap kepuasan kerja. Pengembangan karier berperan sangat siginifikan terhadap kepuasan kerja (F = 35.766; p = 0.000; R2 = 0.263). Keadilan prosedural berperan sangat signifikan terhadap kepuasan kerja (F = 22.868; p = 0.000; R2 = 0.168). Keadilan distributif berperan signifikan terhadap kepuasan kerja (F = 4.511; p = 0.035; R2 = 0.033). Keadilan interaksional nirsignifikan terhadap kepuasan kerja (F = 1.671; p = 0.197; R2 = 0.012).

This study aims to see the role of career development assessment, procedural justice, distributive justice, and interactional justice towards job satisfaction. The hypothesis posed in this study is career development assessment, procedural justice, distributive justice, interactional justice have a significant role towards employees’ job satisfaction. This study uses purposive sampling. The subject of this study are 76 employees. They all are PT Telkom Tbk., Bandung employees in Human Resources Center Departement. The data is accomplished using five scales, such as career development assessment scale, procedural justice scale, distributive justice scale, interactional justice, and job satisfaction scale. The data is analyzed using multiple regression analysis. The result of study shows that there is a very significant role among career development assessment, procedural justice, distributive justice, and interactional justice towards employees’ job satisfaction (F = 16.204; p = 0.000; R2 = 0.477). It thereby, shows that the career development assessment has more influences on job satisfaction. The career development has a very significant role towards job satisfaction (F = 35.766; p = 0.000; R2 = 0.263). Procedural justice also has a very significant role towards job satisfaction (F = 22.868; p = 0.000; R2 = 0.168). Distributive justice has then a significant role towards job satisfaction (F = 4.511; p = 0.035; R2 = 0.033). Interactional justice, ultimately, has nirsignificant role towards job satisfaction (F = 1.671; p = 0.197; R2 = 0.012).

Kata Kunci : Kepuasan Kerja,Penilaian Pengembangan Karier,Keadilan Organisasi, job satisfaction, career development, prosedural justice, distributive justice, and interactional justice