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Ketidakpastian lingkungan dalam dunia kerja menjadi hal yang biasa terjadi terutama bagi industri yang dipengaruhi oleh kondisi dan perkembangan lingkungan. Hal ini dapat memunculkan persepsi karyawan tentang kekhawatiran akan keberlangsungan pekerjannya dimasa depan, rasa ketidak amanan yang muncul dapat mendorong adanya perilaku negatif yang ditujukan bagi organisasi ataupun interpersonal di tempat kerja. Penelitian ini bertujuan untuk mengetahui pengaruh job insecurity terhadap counterperoductive workplace behavior baik organizational ataupun interpersonal dengan mediasi psychological contract breach. Penelitian ini bersifat kuantitatif dengan menggunkan Structural Equation Modeling (SEM). Responden dari penelitian ini berjumlah 155 orang yang merupakan karyawan hotel di wilayah Lombok. Hasil penelitian ini menunjukan bahwa job insecurity memiliki pengaruh positif terhadap organizational dan interpersonal counterproductive workplace behavior dan psychological contract breach memediasi secara parsial hubungan keduanya. Penelitian ini memberikan pengetahuan mengenai faktor yang dapat menyebabkan perilaku kontraproduktif di tempat kerja dan bagaimana perusahan dapat mencegah ataupun mengurangi kemungkinan terjadinya perilaku negatif.

 

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Environmental uncertainty at work is common for industry related to environmental conditions and development. This condition can lead to employee perception about continuing job in the future, a sense of insecurity that arises can encourage negative behavior aimed at the organization or the interpersonal workplace. This study aims to analyze the effect of job insecurity on counterproductive workplace behaviors for both organizational and interpersonal using psychological contract breach as a mediator.  The study employed a quantitative research using surveys to 155 hotel employees in Lombok, West Nusa Tenggara, Indonesia. Structural Equation Modeling (SEM) using Lisrel 8.80 was used to analyze the data. The results showed that job insecurity had a positive effect toward organizational and interpersonal counterproductive workplace behavior. In addition, psychological contract breach partially mediated the relationship between the two variables. This study contributes to an understanding of factors that cause counterproductive issues at the workplace and provides suggestions for organization to reduce negative behaviors.

 

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"Penelitian ini bertujuan untuk melihat efek mediasi dari komitmen afektif pada hubungan job insecurity dan organizational citizenship behavior OCB. Partisipan penelitian ini adalah 217 karyawan swasta dan BUMN di Indonesia. Job insecurity diukur menggunakan job insecurity questionnaire, OCB diukur menggunakan task performance scale, dan komitmen afektif diukur menggunakan affective commitment scale. Data dianalisis menggunakan Process macro Hayes pada SPSS versi 20. Hasil penelitian menunjukkan bahwa terdapat pengaruh negatif dari job insecurity terhadap OCB, selain itu juga terdapat pengaruh negatif dari job insecurity terhadap komitmen afektif, terdapat pengaruh positif dari komitmen afektif terhadap OCB, dan terdapat efek mediasi dari job insecurity terhadap OCB melalui komitmen afektif. Implikasi teoretis dan praktis akan dibahas selanjutnya dalam penelitian ini.

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This study aimed to investigate the mediating effect of affective commitmen on the relationship between job insecurity and organizational citizenship behavior OCB. Participants of this research are 217 private and state owned enterprises employees in Indonesia. Job insecurity was measured using job insecurity questionnaire, OCB was measured using task performance scale, and affective commitment was measured using affective commitment scale. Data were analyzed using Hayes's PROCESS macro on SPSS version 20.

The results of this study proves that there is a negative effect of job insecurity on OCB, there is also a negative effect of job insecurity on affective commitment, there is a positive effect of affective commitment on OCB, and there is also mediating effect of affective commitment on the relationship between job insecurity and OCB Theoretical and practical implications are further discussed."

"ABSTRACTMindfulness telah diketahui memiliki banyak manfaat, seperti salah satunya pada hubungannya yang negatif dengan counterproductive work behavior (CWB). Kondisi perekonomian saat ini yang penuh dengan ketidakpastian membuat peneliti melihat pentingnya meneliti job insecurity, sehingga penelitian ini bertujuan melihat job insecurity sebagai mediator dalam hubungan antara mindfulness dan CWB. Penelitian ini bersifat korelasionaldengan sampel karyawan penuh waktu berusia 20 sampai 39 tahun yang bertempat tinggal di Jabodetabek (N = 323). Ditemukan hubungan yang signifikan pada mindfulness dan CWB (r = -.38, p < .01) serta pada mindfulness dan job insecurity (r = -.19, p < .01). Namun, tidak ditemukan hubungan yang signifikan antara job insecurity dan CWB (r = .08, p > .05). Dengan demikian, disimpulkan bahwa job insecurity tidak memediasi hubungan antara mindfulness dan CWB. Peneliti melihat kemungkinan hal ini disebabkan oleh pemaknaan sebagian responden bahwa job insecurity merupakan stres yang membuat karyawan menampilkan lebih sedikit perilaku CWB agar mereka dapat mempertahankan pekerjaannya.

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ABSTRACTMindfulness have been known to have many benefit; the negative relationship with counterproductive work behavior (CWB) as one of them. The uncertainty of economic condition nowadays made job insecurity important for further research, so that this researchaim to study job insecurity as a mediator in the relationship of mindfulness and CWB. This research is a correlational study with sample of full-time employee ranging from 20 to 39 yearsold living in Jabodetabek (N = 323). The study shows a significant correlation between mindfulness and CWB (r = -.38, p < .01) and between mindfulness and job insecurity (r = -.19, p < .01). Job insecurity and CWB shows no significant correlation r = .08, p > .05). Therefore, it is concluded that job insecurity does not mediate the relationship between mindfulness andCWB. There is possibility that this result happens because respondents view job insecurity as stres that force them to show little CWB in order to maintain the current job"

"Penelitian ini bertujuan untuk mengetahui hubungan antara job insecurity dan CWB dengan peran moderasi psychological capital. Alat ukur yang digunakan untuk mengukur tingkat job insecurity yaitu Job Insecurity Questionnaire (De Witte, 2000). Kemudian, pengukuran CWB menggunakan alat ukur CWB dari Spector (2006) dan Psychological Capital dengan alat PCQ-24 (Luthans, 2006). Sampel penelitian merupakan 103 karyawan dari berbagai bidang pekerjaan yang didapatkan melalui metode convenience sampling, yaitu survey secara online. Hasil analisis menunjukkan bahwa tidak ditemukan peran moderasi yang signifikan oleh psychological capital pada hubungan antara job insecurity dan CWB (bint= -.02, t= -1.77, p> 0.05, CI= 0.05 0.003). Peran psychological capital yang tidak signifikan diperkirakan terjadi karena karakteristik sampel dengan tingkat job insecurity yang rendah sehingga dinamika variabel tidak tergambarkan. Penelitian selanjutnya dapat menggunakan sampel yang lebih spesifik sehingga fenomena dapat dibuktikan. Limitasi lain juga didiskusikan pada penelitian ini.

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This research aims to understand the relationship between job insecurity and CWB through the moderating role of psychological capital. Job insecurity levels were measured with Job Insecurity Questionnaire (De Witte, 2000). CWB measurement tool by Spector et al (2006) was used to measure CWB and PCQ-24, a tool to measure psychological capital by Luthans et al (2006), was also used. The sample of this study was 103 workers coming from various work industry, obtained from convenience sampling by online survey. Results show that psychological capital was not found to moderate the relationship between job insecurity and CWB significantly (bint= -.02, t= -1.77, p> 0.05, CI= -0.05 0.003). Insignificant moderator role of psychological capital might be caused by low level of job insecurity found in the sample of this study which in turn cannot predict changes in variables. Further research can use sample with specific level of job insecurity to validate different results. Other limitations are also discussed in this research."

"Perasaan aman atas kepastian kerja merupakan hal yang diinginkan oleh banyak orang, terutama para pekerja. Tetapi bagaimana jika pekerja tidak memiliki keberdayaan atas kepastian kerja yang diinginkannya sedangkan mereka memiliki ketergantungan atas pekerjaan tersebut, tentu hal ini akan dapat menggangu keberlangsungan kehidupan pribadi dan pekerjaan tentu hal ini akan menyebabkan berbagai macam hal seperti kelelahan emosional yang berujung pada ketidakpuasan pekerjaan. Penelitian ini bertujuan untuk mengetahui pengaruh dari job insecurity terhadap job satisfaction, psychological well-being dan organizational commitment yang dimana hubungannya akan dimoderasi oleh job dependence. Data penelitian diperoleh dari 302 karyawan perusahaan yang berdomisili di Jabodetabek melalui kuesioner yang disebar secara online. Hasil penelitian menunjukkan bahwa job insecurity memiliki pengaruh negatif terhadap job satisfaction, psychological well being, dan organizational commitment. Ditemukan pula bahwa job dependence tidak berpengaruh signifikan terhadap job satisfaction, psychological well being, dan organizational commitment.

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Feeling secure about work certainty is what many people want, especially workers. But what if workers do not have the empowerment of the certainty of work they want while they have dependency on the work, of course this will be able to interfere with the continuity of personal and work life, of course this will cause various things such as emotional exhaustion that results in job dissatisfaction. This study aims to determine the effect of job insecurity on job satisfaction, psychological well-being and organizational commitment in which the relationship will be moderated by job dependence. The research data was obtained from 302 company employees who live in Greater Jakarta through questionnaires distributed online. The results showed that job insecurity had a negative influence on job satisfaction, psychological well-being, and organizational commitment. It was also found that job dependence did not significantly influence job satisfaction, psychological well-being, and organizational commitment."

"Work status dissimilarity is a phenomenon that occurs almost worldwide, and has significant impacts on how workers make sense of their tasks, and their relationships with their organizations. Even though the application of work status dissimilarity is widespread, there is a lack of understanding in this area. To answer this challenge,the first question that this current study asks is: "Does work status dissimilarity influence employees' perception of contract breach?" Perceived contract breach is defined as the extent to which employees perceive that their organizations violate the unwritten agreement between employees and organizations. Further, this current study asks: "Is the relationship between perceived contract breach and job insecurity moderated by perceived organizational support?" To answer the research questions, this study applied a survey design and collected data from 185 people in a logistic service company in Jakarta- Indonesia and analyzed the hypothesized relationships using moderated multiple regressions. Results support the hypothesis that perceived organizational support moderates the relationship between perceived contract breach and job insecurity. Interestingly, however, this current study does not find support that work status dissimilarities affect perceived contract breach. The implications of the study on theory and practice are discussed."