Hasil Pencarian  ::  Simpan CSV :: Kembali

Hasil Pencarian

Ditemukan 25 dokumen yang sesuai dengan query
cover
Diadjeng Laraswati Hanindyani
Pengaruh sikap dan kecerdasan emosi terhadap organizational citizenship behaviour (OCB) karyawan di badan pengkajian dan penerapan teknologi (periode: April - Mei 2008)
"Organizational Citizenship Behaviour (OCB) adalah perilaku di luar peran kerja, yang merupakan kontribusi individu yang mendalam yang melebihi tuntutan peran di tempat kerja dan di-reward oleh perolehan kinerja tugas. OCB dalam 30 pertanyaan diukur berdasarkan pada 5 (lima) dimensi OCB yaitu altruism, conscientiousnes, courtesy, civic virtue and sportmanship. Sikap adalah reaksi evaluasi yang mendukung atau tidak mendukung terhadap seseorang atau sesuatu, yang menunjukkan tingkah laku, perasaan atau kepercayaan seseorang. Sikap dalam 30 pertanyaan diukur berdasarkan pada taraf afeksi terhadap nilai organisasi, aturan organisasi, iklim organisasi dan perilaku orang-orang dalam interaksi sosial. Kecerdasan Emosi didefinisikan sebagai kemampuan yang tidak hanya mengontrol emosi tapi juga merasakannya. Kecerdasan Emosi dalam 42 pertanyaan diukur berdasarkan pada Kompetensi Pribadi dan Kompetensi Sosial.
Tujuan dari penelitian ini adalah menganalisis 1) pengaruh dari Sikap terhadap Organizational Citizenship Behaviour (OCB) Karyawan 2) pengaruh dari Kecerdasan Emosi terhadap Organizational Citizenship Behaviour (OCB) Karyawan dan 3) pengaruh dari Sikap dan Kecerdasan Emosi terhadap Organizational Citizenship Behaviour (OCB) Karyawan di Badan Pengkajian dan Penerapan Teknologi untuk periode penelitian mulai Mei sampai dengan Juni 2008.
Structural Equation Modeling digunakan untuk menguji hipotesis yang menunjukkan bahwa Sikap dan Kecerdasan Emosi mempunyai pengaruh yang positif signifikan terhadap OCB. Populasi dari penelitian ini adalah 2641 karyawan yang aktif bekerja di BPPT. Sebanyak 10 persen dari populasi sebagai target sampel, 226 kuesioner kembali dan hanya 223 responden dapat diolah datanya karena lengkap menjawab pertanyaan dalam kuesioner.
Hasil dari penelitian ini menunjukkan bahwa (1) Ada pengaruh yang positif signifikan antara Sikap terhadap OCB (2) Ada pengaruh yang positif signifikan antara Kecerdasan Emosi terhadap OCB (3) Ada pengaruh yang positif signifikan antara Kecerdasan Emosi terhadap OCB.
Organizational Citizenship Behaviour (OCB) is extra role behaviour, which is individual contributions in the workplace that go beyond role requirement an contractually rewarded a job achievement. OCB, which is represented in 30 questions, is measured based on 5 dimensions : altruism, conscientiousness, courtesy, civic virtue and sportmanship. Attitude is a favorable or unfavorable evaluative reaction to war something or someone, exhibited in one?s belief, feelings or intended behavior. Attitude, which is represented in 30 questions, is measured based on affective indicator to organization?s values, rules, climate and behaviour of people in social interaction. EQ is defined as the power not only to control emotions but to perceive them. EQ, which is represented in 42 questions, is measured based on Personal Competence and Social Competence.
The objective of this research is to analyze 1) the effect between Attitude on Organizational Citizenship Behaviour of Employee, 2) the effect between Emotional Quotient on Organizational Citizenship Behaviour of Employee, and 3) the effect between Attitude and Emotional Quotient on Organizational Citizenship Behaviour of Employee at Agency of Assessing and Application of Technology (BPPT).
Structural Equation Modeling Analysis is used to test hypotheses that Attitude and EQ are positively significant on OCB. Population of this research consists of 2641 employees who work at 45 units at BPPT. Ten percents of the population is target sample, 226 questionaires are respons and only 223 respondents can be analyzed because they answer the questionaires completely.
The result shows that 1) Attitude has an positive effect to OCB 2) Emotional Quotient has an positive effect to OCB 3) Attitude and Emotional Quotient have an positive effect to OCB."
Depok: Fakultas Ilmu Sosial dan Ilmu Politik Universitas Indonesia, 2008
T24469
UI - Tesis Open  Universitas Indonesia Library
cover
Pantow, Rulistianto Yonathan Cornelius
Pengaruh iklim organisasi terhadap organizational citizenship behavior ocb pada stikom the london school of public relations jakarta = The influence of organizational climate with the organizational citizenship behavior ocb of stikom the london school of public relations jakarta
"Penelitian ini membahas mengenai bagaimana pengaruh iklim organisasi yang dimiliki oleh STIKOM The London School of Public Relations Jakarta terhadap Organizational Citizenship Behavior. Penelitian ini merupakan merupakan penelitian kuantitatif deskriptif dimana cara pengambilan sampel yang digunakan adalah Total Sampling dari seluruh jumlah karyawan kampus B STIKOM The London School of Public Relations Jakarta. Dalam memenuhi kebutuhan data yang dibutuhkan, maka digunakan teknik pengumpulan data dengan cara melakukan survey. Hasil penelitian ini meperlihatkan bahwa iklim organisasi pada STIKOM The London School of Public Relations Jakarta menunjukkan adanya pengaruh terhadapa organizational citizenship behavior (OCB) yang dimiliki karyawan kampus B.
The research thrust is to know that the implementation of organizational climate have any influence to organizational citizenship behavior in campus B STIKOM The London School of Public Relations Jakarta. This research used descriptive quantitative, with total sampling of whole employees in campus B as respondent. Collecting data technic used survey. The results of this research shown that whole system of the organizational climate in STIKOM The London School of Public Relations Jakarta has influence with organizational citizenship behavior in campus B."
Depok: Fakultas Ilmu Sosial dan Ilmu Politik Universitas Indonesia, 2013
S46197
UI - Skripsi Membership  Universitas Indonesia Library
cover
Murniati
Pengaruh kecerdasan emosi dan syukur terhadap organizational citizenship behavior: pada guru Sekolah Dasar Islam Terpadu di Jakarta Selatan / Murniati
"ABSTRACT
OCB is a behavior free of individual, not directly or explicity recognized in a formal award system and in promoting the efficient and affective functioning of the organizationing. Emotional Inteliigence is the ability to motivate yourself and try to face the frustation, impulse control and not exaggerate the pleassure, set the mood and keep the load stress does not cripple the ability to think, empathite and pray. Gratitude is able to utilite his creation and the creation of the universe in the context of obedience to Allah. This study conducted on 184 teachers in six SDIT located in South Jakarta area. This reseach analysed using spss 10,0. As for this study aims to examine the influence of OCB. From this research, the independent variable has eight dimentionsan OCB as dependent variable (DV). The research data is processed using a linear multiple regresion method with a significant 0,05 level. Result and conclusion from this research said that there's influence between the dimention of emotional intelligence ang gratitude of OCB (r=0,650) and significance (sig. 0,000). Value R2 from all variable test is 0,422 or equal 42,2%. Dimention of emphatize (sig. 0,001, R=0,375) and dimention of keeping relationship (sig. 0,001, R-0,417)on emotional intelligence variable to independent variable and approved by positive influence and significant with teachers OCB."
Jakarta: Program Studi Kajian Timur Tengah dan Islam (PSKTTI), 2017
300 MEIS 4:2 (2017)
Artikel Jurnal  Universitas Indonesia Library
cover
Raisa Meuthia Azwar
Pengembangan dan pemvalidasian skala pengukuran perilaku obsesif-kompulsif = Developing and validating obsessive-compulsive behaviour scale measurement
"[ABSTRAK
Skala pengukuran baru dari perilaku obsesif kompulsif atau yang sering disebut OCB telah berkembang setelah diuji
validitas dan reliabilitasnya. Internal consistency digunakan sebagai metode untuk mengukur reliabilitas dan Item
Discrimination Indices telah dijabarkan untuk melihat kualitas dari item-itemnya. Ada tiga prediksi yang diturunkan
untuk memvalidasi skala OCB yang baru. 192 mahasiswa/I berusia 18-47 tahun telah mengisi survei yang termasuk
tiga skala validasi OCB, yaitu International Personality Item Pool (IPIP) untuk Neuroticism, Informasi Demografis
untuk jenis kelamin, dan Obsessive-Compulsive Inventory Revised (OCI-R). Hasil dari penelitian tersebut menjawab
hipotesa pertama, yaitu bahwa peraih skor OCB tertinggi ternyata juga mendapatkan skor yang tinggi di IPIP untuk
Neuroticism (r = .14, p = .048). Tidak ada perbedaan skor OCB yang signifikan antara kedua gender, bertentangan
dengan hipotesa kedua yang menyatakan ada perbedaan skor antara kedua gender (t(189) = 3.50, p = .108).
Sedangkan pada hipotesa ketiga, skala OCB dan OCI-R berkorelasi positif yang menunjukkan bahwa skala OCB
tersebut dapat mengukur sifat perilaku obsesif kompulsif secara efektif (r = .37, p < .001).ABSTRACT A new scale of Obsessive Compulsive Behavior (OCB) has been developed. This study aimed to assess the
reliability and validity of the newly designed measure. Internal consistency used to estimate the reliability of the
scale, and Item Discrimination Indices were calculated to see the quality of items. Three predictions were generated
to validate the new OCB scale. 192 university students aged 18 to 47 completed the mega survey that includes the
three validating scales of OCB scale; International Personality Item Pool (IPIP) for Neuroticism, demographic
information on sex, and Obsessive Compulsive Inventory Revised (OCI-R). The result answered the hypothesis 1
such that high scorer in OCB was also obtained high score in IPIP for Neuroticism (r = .14, p = .048). There was no
gender differences among high scorer in OCB scale, contradict to hypothesis 2 (t(189) = 3.50, p = .108). In line with
the hypothesis 3, the OCB scale and OCI-R was correlated positively indicating that this newly developed scale is
measuring trait OCB effectively (r = .37, p < .001)., A new scale of Obsessive Compulsive Behavior (OCB) has been developed. This study aimed to assess the
reliability and validity of the newly designed measure. Internal consistency used to estimate the reliability of the
scale, and Item Discrimination Indices were calculated to see the quality of items. Three predictions were generated
to validate the new OCB scale. 192 university students aged 18 to 47 completed the mega survey that includes the
three validating scales of OCB scale; International Personality Item Pool (IPIP) for Neuroticism, demographic
information on sex, and Obsessive Compulsive Inventory Revised (OCI-R). The result answered the hypothesis 1
such that high scorer in OCB was also obtained high score in IPIP for Neuroticism (r = .14, p = .048). There was no
gender differences among high scorer in OCB scale, contradict to hypothesis 2 (t(189) = 3.50, p = .108). In line with
the hypothesis 3, the OCB scale and OCI-R was correlated positively indicating that this newly developed scale is
measuring trait OCB effectively (r = .37, p < .001).]"
Fakultas Psikologi Universitas Indonesia, 2015
MK-PDF
UI - Makalah dan Kertas Kerja  Universitas Indonesia Library
cover
David Yunior Kanitero
Pengaruh Motivasi, Keadilan Organisasi dan Organisasi Pembelajar terhadap Perilaku Kewarganegaraan Organisasi (Organizational Citizenship Behavior) Anggota Polisi di Wilayah Hukum Polres Kota Tangerang = Effects of Motivation, Organizational Justice and Learning Organizations on Organizational Citizenship Behavior (OCB) of Police Members in the Polres Kota Tangerang.
"Penelitian ini dilakukan untuk mengkaji pengaruh motivasi, keadilan organisasi dan organisasi pembelajar terhadap perilaku kewarganegaraan organisasi (OCB) anggota polisi di wilayah hukum Polres Kota Tangerang. OCB dapat dimaknai sebagai perilaku ekstra dari individu yang melebihi deskripsi tugasnya. Polres Kota Tangerang merupakan Polres penyangga Ibukota Jakarta yang memiliki tingkat kejahatan cukup tinggi, sehingga konsep OCB perlu diterapkan oleh masing-masing individu anggota polisi di Polres Kota Tangerang. Variabel yang dapat mempengaruhi OCB antara lain adalah motivasi, keadilan organisasi dan organisasi pembelajar.
Permasalahan yang dianalisis dalam penelitian ini salah satunya adalah mengenai deskripsi dari karakteristik masing-masing variabel, yaitu motivasi, keadilan organisasi, organisasi pembelajar dan OCB. Penelitian ini menggunakan analisis penelitian kuantitatif dengan pegambilan data primer menggunakan metode survei. Survei dilakukan melalui penyebaran angket kepada sampel sebanyak 100 (seratus) anggota polisi di Polres serta 5 (lima) Polsek dengan tingkat kerawanan kejahatan paling tinggi dan yang paling rendah dengan populasi anggota polisi Polres Kota Tangerang.
Hasil analisis menunjukkan bahwa tidak ada perbedaan variabel motivasi, keadilan organisasi, organisasi pembelajar dan OCB di tiap-tiap unit fungsi Serse, Intel, Sabhara dan Polmas di wilayah hukum Polres Kota Tangerang. Kesimpulan dari penelitian ini adalah bahwa variabel motivasi, keadilan organisasi dan organisasi pembelajar berpengaruh positif dan signifikan terhadap variabel OCB dengan nilai Adjusted R Square 89,3 %.
This research was conducted to examine the effect of motivation, organizational justice and learning organization towards police officer's organizational citizenship behaviour (OCB) in the jurisdiction of Kota Tangerang Police Resort. OCB can be interpreted as an extra behaviour from individuals who exceeded their main job description. Kota Tangerang Police Resort was Jakarta capital city's police office proponent that has a high criminal rate, therefore the concept of OCB need to be implemented by each police officer in Kota Tangerang Police Resort. Variable that can affect OCB are motivation, organizational justice and learning organizations.
One of the problem that been analysed in this study was the idea of each characteristic variable descriptions, which are motivation, organizational justice, learning organizations and OCB. This study uses quantitative research analysis with the retrieval of primary data using the survey method. The survey was conducted through questionnaires with sample of 100 (one hundred) police officers in the police station as well as 5 (five) sector police office with the highest and lowest crime vulnerability with the population Kota Tangerang Police Resort.
The results of the analysis show that there are no differences in motivation variables, organizational justice, learning organizations and OCB in each function unit of Serse, Intel, Sabhara and Community Policing in the jurisdiction of Kota Tangerang Police Resort. The conclusion of this study is that motivation variables, organizational justice and learning organizations have a positive and significant effect on OCB variables with the value of Adjusted R Square 89.3%."
Jakarta: Sekolah Kajian Stratejik dan Global Universitas Indonesia, 2019
T-Pdf
UI - Tesis Membership  Universitas Indonesia Library
cover
Velisa Putri Athaya
Peran Identification with the Supervisor sebagai Mediator Hubungan antara Authentic Leadership dengan Organizational Citizenship Behavior = The Role of Identification with the Supervisor as a Mediator of the Relationship between Authentic Leadership and Organizational Citizenship Behavior
"Keberhasilan perusahaan bergantung pada kinerja SDM yang berjalan semaksimal mungkin, dimana diharapkan pegawai tidak hanya memenuhi tanggung jawab utama (in-role) namun juga bersedia melakukan bagian pekerjaan yang diluar dari kewajiban mereka (extra role). Berdasarkan penelitian terdahulu, terdapat hubungan antara OCB dan authentic leadership dengan korelasi yang rendah sehingga dapat dieksplorasi hubungan kedua variabel ini dengan adanya mediator serta terdapat perbedaan budaya antara Korea Selatan dan Indonesia. Pegawai dengan OCB tinggi dapat meningkatkan produktivitas perusahaan. Penelitian ini ingin mengetahui apakah terdapat peran mediasi identification with the supervisor pada hubungan authentic leadership untuk meningkatkan OCB pada pekerja di Indonesia (N=111). Hasil analisis mediasi PROCESS macro SPSS versi 21, ditemukan bahwa terdapat pengaruh langsung yang tidak signifikan antara authentic leadership dan OCB (c’ = .1003, t(111)= .0512, p > .05) dan terdapat pengaruh tidak langsung antara authentic leadership dan OCB yang melalui identification with the supervisor (ab= .0583). Maka disimpulkan bahwa identification with the supervisor memediasi penuh authentic leadership dan OCB. Penelitian ini dapat memberikan data bahwa perusahan perlu memperhatikan authentic leadership yang dapat membentuk identification with the supervisor dan meningkatkan OCB.
The success of a company depends on the performance of the employee to the fullest extent possible, where employees are expected not only to fulfill their primary responsibilities (in-role) but also to be willing to perform task beyond their obligations (extra-role). High OCB can enhance the productivity of the company. Based on previous research, there is a low correlation between OCB and authentic leadership, indicating that variable can be explored with a mediator, and a cultural differences between South Korea and Indonesia. The research aims to explore the role of identification with the supervisor on the influence of authentic leadership in enhancing OCB among employees in Indonesia (N=111). The results of the mediation analysis using PROCESS macro SPSS version 21 revealed that there was a non-significant direct effect between authentic leadership and OCB (c’ = .1003, t(111) = .0512, p > .05), and there was an indirect effect between authentic leadership and OCB through identification with the supervisor (ab = .0583). Therefore, it is concluded that identification with the supervisor fully mediates authentic leadership and OCB. This research may provide evidence that companies need to pay attention to authentic leadership that can shape identification with the supervisor and enhance OCB."
Depok: Fakultas Psikologi Universitas Indonesia, 2024
S-pdf
UI - Skripsi Membership  Universitas Indonesia Library
cover
Rika Gelar Rahayu
Pengaruh workplace spirituality terhadap employee work attitudes dan organizational citizenship behavior (OCB): Replikasi dan modifikasi model Miliman et al. (2003) dan Dyne et al. (1994)
"Spiritualitas di tempat kerja merupakan sebuah paradigma baru dalam dunia bisnis. yang telah dan terus-menerus mengarahkan kehidupan para pekerja selama l0 tahun terakhir (Marques, 2005). Orang-orang tidak lagi bekerja sekedar mencari uang, namun juga menjadikannya sebagai perjalanan untuk berkembang menuju tujuan yang lebih besar. Semakin banyak orang yang menginginkan suasana kerja yang lehih humanis, lebih sederhana, lebih bermakna, dan terhubung dengan sesuatu yang lebih tinggi (Marques. 2005).
Terdapat banyak perdebatan dan argumen mengenai definisi spiritualitas di tempat kerja itu sendiri. baik yang menyatakan hal tersebut merupakan lawan dari agama ataupun sebagai komplementer agama. Namun intonasi yang muncul secara umum relatif sama. yaitu bahwa spiritualiias di tempat kerja memang membawa dampak yang positif bagi organisasi.
Penelitian ini berupaya untuk mendukung dan mengkonfirmasi model Milliman et al. (2003) mengenai spiritualiias di tempat kerja (workplace spirituality) dan sikap pegawai terhadap pekerjaannya (wok attitudes). menggunakan sampel yang berbeda dan lebih terstruktur. Peneliti mereplikasi (model I) dan memodifikasi model tersebut (model I1) menggunakan dimensi-dimensi perilaku sebagai warga organisasi (kepatuhan, loyalitas, parlisipasi) sebagai variabel endogen dari dimensi spirtualitas di tempat kerja (pekerjaan yang bermakna, rasa kebersamaan dalam komunitas, kesesuaian terhadap organisasi). Adapun dimensi perilaku sebagai warga orgaaisasi (organizational citizenship behavior OCB) dalam penelitian ini diambil dari hasil penelitian Dente el al. (1994).
Sebuah kuesioner berisi 76 item pertanyaan dikumpulkan dari 267 responden yang bekcrja pada enam organisasi (tiga organisasi non profit dan tiga organisasi profit). Mengggunakan Confirmatory Factor Analysis dan Structural Equation Modelling (SEM) dalam software LISREL 8.71. peneliti menguji 24 hipotesis (Model l terdiri dari H1 a.b.c : H2 a.b.c : H3 a.b.c : H4 a.b.c : H5 a.b.c. Model I. I terdiri dari H1 a.b,c H2 a,b.c ; dan H3 a.b.c). Pada model I. H1 a-c menggambarkan signifikansi hubungan antara spiritualitas di tempal kerja terhadap komitmen organisasi. Hipotesis tersebut ternyata hanya mampu dibuktikan sebagian (H1a dan H1c terbukti signifikan, H1b tidak terbukti signifikan). H2 a,b,c menggambarkan hubungan yang signifikan antara spiritualitas di tempal kerja dan niat untuk berhenti bekerja, yang ternyata hanya sebagian terbukti (H2a dan H2c terbukti signifikan. H2b tidak terbukti signifikan), H3 a.b.c menggambarkan hubungan yang signifikan antara spiritualitas di tempat kerja dan keterlibatan pegawai terhadap pekerjaannya (job involvement) yang ternyata hanya sebagian terbukti signifikan (H3a dan H3c terbukti signifikan, H3b tidak terbukti signifikan. H4 a.b.c (spiritualitas di tempat kerja dan kepuasan kerja intrinsik) memberikan hasil yang unik. karena seluruh hipotesis terbukti signifikan, berbeda dengan hasil penelitian Milliman et at. (2003) yang hanya terbukti sebagian signifikan). H5 a.b.c menggambarkan hubungan yang signifikan antara spiritualitas di tempal kerja dan tingkat kepercayaan diri individu dalam organisasi (organization based self esteem-OBSE) yang setelah diuji juga hanya terbukti sebagian signifikan (H5a dan H5c terbukti signifikan, H5c tidak terbukti signitikan).
Sementara itu, pada model ini seluruh hasil pengujian hipotesis menunjukkan hubungan yang tidak signifikan antara spiritualitas di tempal kerja dan perilaku sebagai warga organisasi, di seluruh jalur gamma (gamma paths). Berdasarkan berbagai literatur dan teori. terdapat kemungkinan spiritualitas di tempal kerja memiliki hubungan yang signifikan dengan perilaku sebagai warga organisasi apabila terdapat variabel perantara (intervening variable) berupa sikap pegawai terhadap pekerjaannya. Diperlukan penelitian lebih lanjut untuk mengkordinasikan temuan ini.
Workplace spirituality is a new paradigm in the business world, that keep on growing and has been stirring iii workers' souls for at least 10 years (Marques. 2005). People don't go to work only to earn a living, but also as a journey to grow with much bigger aim. More people looking for a more humanistic work environment, increased simplicity, more meaning, and a connection to something higher (Marques, 2005).
Many debates and arguments on workplace spirituality definitions arise, stating whether it is the opponent of religion or complementary. However the tone is relatively conrnroir, that spirituality in the workplace brings a positive impact after all,
This research attempts to support and confirm the model of Milliman et al. (2003) about workplace spirituality and employee work attitudes, using different and more structured samples. The researcher replicated (Model I) and modified the model (Model II) using organizational citizenship behavior dimensions (obedience. loyalty participation) as endogenous variables of workplace spirituality dimensions (meaningful work. sense of community. alignment with organization values). The dimensions of OCB were taken from a research of Dyne et al. (1994).
A 76 question item questionnaire was collected from 267 employees of 6 organizations (three non profit and three profit organizations). Using Confirmatory Factor analysis and Structural Equation Modeling. (SEM) with LISREL 8.71 software, the researcher examined 24 hypothesis (Mode] I includes H 1 a.b.c : H2 a.b.c : H3 a.b.c : H4 a.b.c : H5 a.b.c . Model II includes H1 a.b,c H2a.b,c and H3a.b.c). In model 1. H1a-c proposed a significant relationship between workplace spirituality and organizational commitment. The result is a partially supported hypothesis (H1a and H1c are supported. H1 b is unsupported). H2 a.b.c proposed a significant relationship between workplace spirituality and intention t7 quit. resulted In a partially supported hypothesis also (112a and 1-12c are supported, H2b is oar supposed). I13.b.c proposed a significant relationship between workplace spirituality and job involvement. and resulted in partially supported (H3a and c are supported, H3b is not supported,). H4 a.b.c (workplace spirituality and intrinsic job satisfaction) has an interesting part, because all hypotheses are supported, different from Miliiman-s study which is partially supported. H5 a,b,c proposed a significant relationship between workplace spirituality and organization based self esteem (OBSE). ended in a partially supported hypothesis (H5a and H5c are supported, H5b is not supported).
In the model II, all hypothesis show insignificant relationships between workplace spirituality and OCB in all gamma paths. There is a possibility that workplace spirituality has a significant relationship with OCB trough work attitude variables as an intervening one, regarding to some literature and proven theories. Further research is definitely needed to confirm the finding."
Depok: Fakultas Ekonomi dan Bisnis Universitas Indonesia, 2007
T19724
UI - Tesis Membership  Universitas Indonesia Library
cover
Panjaitan, Edward Taufan
Leader-member exchange (LMX) sebagai moderator pengaruh kepemimpinan transformasional terhadap organizational citicenship behavior (OCB) studi kasus : DPW Pan provinsi DKI Jakarta
"Tesis ini menjelaskan hubungan antara dimensi-dimensi kepemimpinan transformasional, Leader-Member Exchange (LMX), dan Organizational Citizenship Behavior (OCB) di Dewan Pimpinan Wilayah (DPW) Partai Amanat Nasional (PAN) Provinsi DKI Jakarta. LMX berfungsi sebagai moderator hubungan dimensi-dimensi kepemimpinan transformasional dan OCB. Dimensi-dimensi kepemimpinan transformasional dianalisis untuk menentukan mimpinan Ketua DPW PAN Provinsi DKI Jakarta apakah transfor atau transaksional. Seluruh variabel diukur berdasarkan persepsi responden dan dianalisis menggunakan model persamaan regresi sederhana, majemuk, dan juga Moderate Regression Analysis (MRA). Dengan teknik sampling purposif, maka ditentukan bahwa responden penelitian adalah pengurus harian DPW PAN Provinsi DKI Jakarta.
Hasilnya menjelaskan bahwa kepemimpinan Keiua DPW PAN DKI Provinsi DKI Jakarta dipersepsikan Transformasional oleh pengurus harian DPW PAN Provinsi DKI Jakarta dengan dimensi Intellectual Stimulation adalah yang paling tinggi, dan dimensi Visi adalah yang paling rendah. Kualitas LMX antara Ketua dan pengurus harian dipersepsikan sudah baik, dan OCB pengurus harian juga terbukti sudah baik. Setiap dimensi kepemimpinan transformasional Ketua terbukti berpengaruh terhadap OCB pengurus harian DPW PAN Provinsi DKI Jakarta. Namun, ketika dianalisis pengaruh dimensi-dimensi kepemimpinan transformasional secara bersama-sama terhadap OCB, hanya Inspirational Communication Ketua DPW PAN Provinsi DKI yang berpengaruh terhadap OCB pengurus harian DPW PAN Provinsi DKI.  LMX terbukti sebagai moderator untuk hubungan dimensi-dimensi kepemimpinan transformasional Ketua DPW PAN Provinsi DKI Jakarta dengan OCB pengurus harian lainnya, baik secara masing-masing dimensi ataupun secara bersama-sama
This thesis explains the relationship between the dimensions of transformational leadership, Leader-Member Exchange (LMX), and Organizational Citizenship Behavior (OCB) in the Regional Leadership Council (DPW) of the National Mandate Party (PAN) DKI Jakarta Province. LMX serves as a moderator of the relationship between the dimensions of transformational leadership and OCB. The dimensions of transformational leadership were analyzed to determine whether the leader of the DPW PAN of DKI Jakarta Province was transformational or transactional. All variables were measured based on respondents' perceptions and analyzed using simple, multiple regression equation models, and also Moderate Regression Analysis (MRA). With purposive sampling technique, it was determined that the research respondents were daily administrators of the DPW PAN DKI Jakarta Province.
The results explain that the leadership of the DPW PAN DKI DKI Jakarta Province is perceived as Transformational by the daily management of the DPW PAN DKI Jakarta Province with the Intellectual Stimulation dimension being the highest, and the Vision dimension being the lowest. The quality of the LMX between the Chairman and the daily management is perceived as good, and the OCB of the daily management has also been proven to be good. Each dimension of the Chairman's transformational leadership has proven to have an effect on the OCB of the daily management of DPW PAN DKI Jakarta Province. However, when analyzing the influence of the dimensions of transformational leadership together on OCB, only the Inspirational Communication of the Chairperson of the DKI PAN DPW Province has an effect on the OCB of the DKI PAN DPW daily management. LMX has proven to be a moderator for the relationship between the dimensions of transformational leadership of the DPW PAN Chair of DKI Jakarta Province with other daily OCB administrators, either individually or together."
Jakarta: Program Pascasarjana Universitas Indonesia, 2008
T24922
UI - Tesis Open  Universitas Indonesia Library
cover
Gladys Shafa Maudina
Peran Organizational Identification sebagai Mediator antara Authentic Leadership dan Organizational Citizenship Behavior = The Role of Organizational Identification as a Mediator between Authentic Leadership and Organizational Citizenship Behavior
"Persaingan yang semakin ketat dalam dunia bisnis mendorong perusahaan untuk mempertahankan karyawan yang memiliki kinerja tinggi sebagai strategi untuk bertahan di tengah kondisi yang berubah dengan cepat. Karyawan yang menunjukkan perilaku Organizational Citizenship Behavior (OCB) dianggap menjadi aset berharga karena berkontribusi pada kesuksesan perusahaan. Salah satu variabel yang berkorelasi positif secara signifikan dengan OCB yaitu authentic leadership, tetapi hubungannya lemah sehingga perlu dieksplorasi lebih jauh terkait dinamika hubungan antarvariabel. Penelitian ini bertujuan melihat peran organizational identification sebagai mediator dalam hubungan antara authentic leadership dan OCB pada karyawan di Indonesia. Sebanyak 111 karyawan terlibat sebagai partisipan dalam penelitian ini. Alat ukur yang digunakan yaitu Authentic Leadership Questionnaire (ALQ), Organizational Citizenship Behavior Scale, dan Organizational Identification Scale (OIS). Hasil analisis mediasi ​​menggunakan PROCESS macro SPSS v.27. menunjukkan bahwa organizational identification tidak memediasi hubungan antara authentic leadership dan OCB. Dengan kata lain, hipotesis penelitian tidak terbukti karena organizational identification tidak dapat memperkuat hubungan antara authentic leadership dan OCB. Penelitian ini mengimplikasikan bahwa perusahaan perlu merancang pelatihan authentic leadership dan menciptakan lingkungan yang mendukung organizational identification untuk meningkatkan OCB karyawan.
The increasingly competitive business environment drives companies to retain high-performing employees as a strategy to survive amidst rapidly changing conditions. Employees demonstrating Organizational Citizenship Behavior (OCB) are considered valuable assets as they contribute to the company's success. One variable that shows a significant positive correlation with OCB is authentic leadership, although the relationship is weak, indicating the need for further exploration of the dynamics between these variables. This study aims to examine the role of organizational identification as a mediator in the relationship between authentic leadership and OCB among employees in Indonesia. A total of 111 employees participated in this study. The measurement tools used were the Authentic Leadership Questionnaire (ALQ), Organizational Citizenship Behavior Scale, and Organizational Identification Scale (OIS). The results of the mediation analysis using the PROCESS macro in SPSS v.27 showed that organizational identification did not mediate the relationship between authentic leadership and OCB. In conclusion, the research hypothesis is not supported, as organizational identification does not strengthen the relationship between authentic leadership and OCB. The findings suggest that organizations should develop authentic leadership training programs and create an environment that supports organizational identification to improve employee OCB."
Depok: Fakultas Psikologi Universitas Indonesia, 2024
S-pdf
UI - Skripsi Membership  Universitas Indonesia Library
cover
Annisa Trisia
Pengaruh budaya organisasi terhadap Organizational Citizenship Behavior (OCB) pegawai tetap di Kantor Pusat PT Garuda Indonesia (Persero) Tbk = The influence of organizational culture on permanent employee Organizational Citizenship Behavior (OCB) at the Head Office Garuda Indonesia (Persero) Ttd.
"Penelitian ini bertujuan untuk menganalisis pengaruh budaya organisasi terhadap organizational citizenship behavior (OCB) serta menganalisis faktor-faktor lain yang mempengaruhi organizational citizenship behavior (OCB). Penelitian ini dilakukan pada kantor pusat PT Garuda Indonesia (Persero) Tbk dengan jumlah responden sebanyak 83 orang yang berstatus sebagai pegawai tetap. Metode pengumpulan data primer dilakukan melalui survei dengan menggunakan kuesioner dan wawancara mendalam. Data yang diperoleh dianalisis dengan menggunakan teknik regresi linier sederhana dengan menggunakan program aplikasi SPSS 19.0. Hasil penelitian ini menunjukkan bahwa budaya organisasi memiliki pengaruh yang signifikan terhadap organizational citizenship behavior (OCB) pegawai tetap di kantor pusat PT Garuda Indonesia (Persero) Tbk.
This study aims to analyze the influence of organizational culture on organizational citizenship behavior (OCB) and analyze other factors that affect organizational citizenship behavior (OCB). This research was conducted at the head office of PT Garuda Indonesia (Persero) Tbk with the total of 83 permanent employees as the respondents of this research. The primary method of data collection is done through a survey using a questionnaire and indepth interview. The data obtained were analyzed using simple linear regression techniques using the SPSS 19.0 program. The results of this study indicates that organizational culture has significant influence on organizational citizenship behavior (OCB) permanent employees at the head office of PT Garuda Indonesia (Persero) Tbk."
Depok: Fakultas Ilmu Administrasi Universitas Indonesia, 2014
S54960
UI - Skripsi Membership  Universitas Indonesia Library
<<   1 2 3   >>