Pengaruh Keadilan Organisasi Terhadap Komitmen Afektif Melalui Kepuasan Kerja Pada Perusahaan Perbankan Swasta Di Dki Jakarta

Hidayat, Darra Pradita

doi:10.25105/jmpj.v8i2.1589

Cited by 7 publications

(9 citation statements)

References 11 publications

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“…Research conducted by Astiti (2021), Saragih (2020), Fitriani (2017), Almasradi (2020), Gustyana et al (2018), Aziz (2020). Hidayat (2015), and Agustian (2020) show that affective commitment has a positive and significant effect on job satisfaction. H3: Affective commitment has a positive and significant effect on job satisfaction at PT.…”

Section: Figure 1 Conceptual Frameworkmentioning

confidence: 99%

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The Effect of Employee Engagement on Job Satisfaction through Affective Commitment at PT Ultra Medika Surabaya

Mauliddya

2021

JBMR

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The purpose of this study was to determine the effect of employee engagement on job satisfaction through affective commitment in employees of PT. Ultra Medika Surabaya. The type of this research is quantitative research with saturated sample technique supported by a sample of 30 employees at PT. Ultra Medika Surabaya. The results of statistical analysis of this study using PLS (Partial Least Square) with PLS 6.0 warp software prove that employee engagement and affective commitment have a significant positive effect on job satisfaction, while employee engagement has a significant positive effect on affective commitment.

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Section: Figure 1 Conceptual Frameworkmentioning

confidence: 99%

“…This research supports Tresnawaty and Wijono (2020), Astiti (2021), Saragih (2020), Fitriani (2017), Almasradi (2020), Gustyana et al (2018), Aziz (2020). Hidayat (2015), and Agustian (2020) which state that affective commitment has a positive and significant effect on employee job satisfaction.…”

Section: Effect Of Affective Commitment On Job Satisfactionmentioning

confidence: 99%

The Effect of Employee Engagement on Job Satisfaction through Affective Commitment at PT Ultra Medika Surabaya

Mauliddya

2021

JBMR

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“…Ketidakadilan organisasi banyak sekali terjadi, demikian dinyatakan oleh Hidayat (2015). Sebagai contoh, para karyawan yang merasakan bahwa jumlah pesangon yang akan mereka terima adalah terlalu sedikit, sehingga ketidakadilan tersebut telah mengakibatkan konflik antara karyawan dengan pimpinan.…”

Section: Keadilan Organisasiunclassified

“…Sebagai contoh, para karyawan yang merasakan bahwa jumlah pesangon yang akan mereka terima adalah terlalu sedikit, sehingga ketidakadilan tersebut telah mengakibatkan konflik antara karyawan dengan pimpinan. Dengan mengutip pendapat Ihdaryanti & Panggabean (2014); Hidayat (2015) mengungkapkan kembali bahwa keadilan organisasi pada hakikatnya adalah persepsi individu terhadap keadilan perlakuan yang mereka terima di tempat kerja. Perlakuan tersebut berpengaruh terhadap sikap dan perilaku karyawan yang selanjutnya sangat berdampak pada keberhasilan organisasi.…”

Section: Keadilan Organisasiunclassified

Gaya Kepemimpinan Transformasional, Keadilan Organisasi, Dan Reaksi Karyawan Terhadap Kinerja Karyawan

Avilla

2018

manaj. pemasar. jasa.

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The background of this study is to analyze the effect of transformational leadership and organizational justice on employee performance through employee reaction. The purpose of this study is to examine the influence of transformational leadership and organizational justice to employee performance through employee reaction in Trisakti Dental Hospital. The design of this research is hypothesis testing using primary data obtained by distributing 200 questionnaires to employees of Trisakti Dental Hospital. The analytical method used is Structure Equation Model (SEM). The result of this research concludes that there is no significant and negative relation between transformational leadership and employeereaction. There is a significant and positive relation between organizational justice and employee reactions. There is a significant and positive relation between employee reactions and employee performance.

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“…Namun jika keadilan tidak dirasakan oleh karyawan, maka keinginan karyawan untuk pindah kerja juga akan meningkat. Pernyataan sebelumnya juga didukung oleh pernyataan dari Hidayat (2015) yang mengungkapkan bahwa keadilan organisasional pada hakikatnya adalah persepsi individu terhadap keadilan perlakuan yang mereka terima di tempat kerja dan perlakuan tersebut nantinya akan berpengaruh pada sikap serta perilaku karyawan yang selanjutnya akan berdampak pada keberhasilan dalam suatu organisasi. Sedangkan definisi lain dari keadilan organisasional dijelaskan oleh Terzi et al (2017) yang menyatakan bahwa keadilan organisasional adalah prediktor identifikasi dalam suatu organisasi, karena semakin tinggi persepsi keadilan, semakin tinggi pula tingkat identifikasinya.…”

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Dampak kepemimpinan transformasional dan pelatihan terhadap employee well-being: Keadilan organisasional sebagai mediator

Ie¹,

Henny²,

Fransiska³

et al. 2021

JMM

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The purpose of this study was to empirically examine the effect of transformational leadership and human resources training on employee well-being with organizational justice as a mediating variable. This study used purposive sampling. The sample consisted of 54 respondents who were employees, and the research data were analyzed using the SmartPLS version 3.3.2 software program. The results of this study indicated that transformational leadership and human resources training at the company have a significant and positive effect on employee well-being. This means that the better the transformational leadership is realized in the company, the higher the employee well-being in the company. However, based on the research results, organizational justice did not have a significant and negative effect on employee well-being. So that organizational justice cannot mediate the relationship between transformational leadership and human resources training for employee well-being. The implication of this research for companies in general is that companies can maintain and improve their employee well-being. Suggestions for the company, it is hoped that it can maintain and improve transformational leadership and conduct human resources training regularly and with good procedures to improve employee well-being in a company, because human capital is the one of the main capitals that it is important to be managed by the company.

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Pengaruh Keadilan Organisasi Terhadap Komitmen Afektif Melalui Kepuasan Kerja Pada Perusahaan Perbankan Swasta Di Dki Jakarta

Abstract: This research refers to a previous study conducted by Matthew S. Crow, Chang-Bae Lee Jae-Jin andJoo (2011) and completed by Andy Myhill &Ben Bradford (2012

Cited by 7 publications

References 11 publications

The Effect of Employee Engagement on Job Satisfaction through Affective Commitment at PT Ultra Medika Surabaya

The Effect of Employee Engagement on Job Satisfaction through Affective Commitment at PT Ultra Medika Surabaya

Gaya Kepemimpinan Transformasional, Keadilan Organisasi, Dan Reaksi Karyawan Terhadap Kinerja Karyawan

Dampak kepemimpinan transformasional dan pelatihan terhadap employee well-being: Keadilan organisasional sebagai mediator

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