Keterlibatan Kerja Sebagai Pemediasi Pengaruh Kepribadian Proaktif Dan Persepsi Dukungan Organisasional Terhadap Kepuasan Kerja

Abstract

AbstrakPenelitian ini menguji pengaruh kepribadian proaktif dan persepsi dukungan organisasional terhadap kepuasan kerja dengan keterlibatan kerja sebagai variabel mediator, menggunakan data 200 karyawan. Hasil menunjukkan kepribadian proaktif dan persepsi dukungan organisasional secara positif dan signifikan berpengaruh terhadap kepuasan kerja melalui keterlibatan kerja. Implikasi teoritis mendukung teori maupun penelitian yang sudah ada, sedangkan implikasi manajerial menyarankan pada organisasi untuk mempertimbangkan kepribadian proaktif dan persepsi dukungan organisasional sebagai faktor yang cukup penting mendorong karyawan makin terlibat dalam pekerjaannya sehingga dapat meningkatkan kepuasan kerjanya.Kata kunci: Kepribadian proaktif, persepsi dukungan organisasional, keterlibatan kerja dan kepuasan kerja. AbstractThis study examined proactive personality effect and perceived organizational support on job satisfaction with job involvement as a mediator variable, using data 200 employees. The results showed proactive personality and perceived organizational support in a positive and significant effect on job satisfaction through job involvement. Theoretical implications supported the theory and existing researches. Manajerial implications suggested the organization to consider proactive personality and perceptions of organizational support as a important factor to encourage more employees involved in work that can improve job satisfaction.

Determinant Job Involvement, and Career Development on Job Satisfaction and Its Implications for Organizational Commitment

“…The findings of this study are consistent with those of studies done by (Huwaida, 2011), this indicates that there is a considerable association between job participation and job satisfaction among lecturers. This is consistent with the findings of study conducted by (Aryaningtyas & Suharti, 2013) that work participation influences instructor job satisfaction and also concurs with the findings of study done by (Alfian et al, 2017) that being involved in one's work has a good and substantial influence on one's level of job satisfaction in the role of a lecturer, according to the findings of study conducted by (Maryanti, 2014) believe there is a positive and substantial effect between being involved in one's work and experiencing happiness in one's work…”

“…The findings of this study are also in line with the findings of another study conducted by (Adhika & Rian, 2016) that a worker's perception of the assistance they receive from their organization plays a substantial role in their overall level of job satisfaction. If this is the case, then it is consistent with the findings of study carried out by (Huwaida, 2011), in which it is said that there is a considerable association between job participation and job satisfaction of academics, as well as the findings of study carried out by (Aryaningtyas & Suharti, 2013) that being involved in one's work has an impact on one's level of pleasure in their employment lecturers, as well as in accordance with the findings of research carried out by (Alfian et al, 2017) that participation in one's work has a favorable and substantial influence on one's level of job satisfaction as a lecturer…”

Influence of Proactive Personality on Turnover Intention among Hotel Employees: Perceived Organizational Support as A Moderating

“…Measurement of perceived organizational support variable with 8 statement items from 36 original items developed in the Survey of Perceptions of Organizational Support by Eisenberger et al (1997) and Wickramasinghe & Wickramasinghe (2011), have been used in the study of Aryaningtyas & Suharti (2013). The statement includes perceptions of: the organization's concern for employee opinions, the organization's concern for employee welfare, the organization's concern for the goals and values of employees, the organization's concern in providing assistance to employee problems, the organization's concern in forgiving employee mistakes, the organization's desire to take advantage of employees, the attention of the organization to employees, the concern of the organization in providing special assistance to employees.…”

Employee Performance Model in the Department of Public Works and Spatial Planning Office in West Sumatra Province

“…According to [6], experience is a learning process and additional development potential for behavior, both from formal and non-formal education, or can also be interpreted as a process that brings someone to a higher behavioral pattern. According to [7], work involvement can be defined as the degree to which a person psychologically interprets him/herself with the work and considers the level of performance as important for self-esteem. According to [8], motivation is the strength within someone that encourages his/her behavior to take action.…”