KINERJA BOUNDARY ROLE PERSONS (BRP) DAN FAKTOR-FAKTOR YANG MEMPENGARUHINYA: SUATU STUDI DI PERGURUAN TINGGI

NURUS SAADAH, Drs. Fathul Himam, M.Psi., M.A., Ph.D.

2013 | Disertasi | S3 Psikologi

Boundary Role Persons (BRP) berfungsi mewakili organisasi untuk berinteraksi dengan lingkungan. Dalam menjalankan perannya tersebut, BRP sangat diperhitungkan dalam organisasi karena pekerjaan-nya mempengaruhi keputusan baik internal maupun eksternal organisasi. Oleh karena itu, kinerja BRP menjadi faktor penentu kesuksesan organisasi. Penelitian ini bertujuan untuk mencari model kinerja BRP dan faktor-faktor yang mempengaruhinya dengan melihat keterkaitan antara variabel komitmen tujuan, conscientiousness, iklim komunikasi, kooperatif mitra, dan keadilan upah. Kuesioner digunakan untuk menggali informasi ter-hadap 162 petugas promosi perguruan tinggi di DI Yogyakarta berdasarkan cluster random sampling. Analisis data dilakukan melalui analisis model Partial Least Square (PLS). Model ini menjelaskan outer model dan inner model. Hasil outer model menjelaskan bahwa validitas konvergen dan diskriminan telah memenuhi syarat. Hasil inner model menjelaskan bahwa R-square pada variabel kinerja BRP sebesar 0,298 dan komitmen tujuan sebesar 0,398; nilai Goodness of Fit (GoF) sebesar 0,505 (>0,36) sehingga dapat disimpulkan bahwa model sudah fit. Ini berarti ada kesesuaian antara model teoritis dengan model empiris kinerja BRP. Pengaruh langsung conscientiousness terhadap kinerja BRP ditunjukkan dengan nilai korelasi sebesar 0,255 dengan t = 2,831; nilai korelasi komitmen tujuan terhadap kinerja BRP adalah 0,232 dengan t = 2,159 signifikan pada taraf signifikansi 5%. Iklim komunikasi, keadilan upah, dan kooperatif mitra dinyatakan tidak berpengaruh langsung terhadap kinerja BRP. Penelitian ini juga menemukan bahwa komitmen tujuan mampu berperan sebagai mediator bagi conscientiousness dan kooperatif mitra terhadap kinerja BRP dengan dengan nilai total 0,330 dan 0,194.

Boundary Role Persons (BRP) functions representing organizations to interact with the environment. In carrying out his roles, the BRP was taken into account in the organization because his works influenced decisions both internal and external to the organization. Therefore, BRP performance became the key factor of organizational success. This study aimed to explore the BRP performance models and its influencing factors by observing relationship between the variables of goal commitment, conscientiousness, communication climate, cooperative partners and reward equity. Questionnaires were used to collect information on 162 colleges promotion officers in DI Yogyakarta based on cluster random sampling. Data analysis was performed through Partial Least Square (PLS) Analysis model. This model described the outer and inner model. The result of outer model explained that convergent validity and discriminant validity has been qualified. Inner model resulted explains that R-square on the BRP performance variables of 0.298 and 0,398 for goal commitment; grades of Goodness of Fit (GoF) is 0,505 (>0.36) so that it can be concluded that the model was fit. It meant that there was a match between the theoretical model with empirical model of BRP performance. The direct effect of conscientiousness on BRP performance indicated by a correlation of 0.255 with t= 2,381; correlation value of goal commitment to BRP performance is 0,232 with t = 2,159 significant at the 5% significance level. Communication climate, reward equity and cooperative partner otherwise did not directly influence the BRP performance. The study also found that goal commitment can function as mediator to the conscientiousness and cooperative partner with the BRP performance with a total value of 0,330 and 0,194.

Kata Kunci : Kinerja BRP, conscientiousness, komitmen tujuan, iklim komunikasi, kooperatif mitra, dan keadilan upah