Article

Organizational Citizenship Behavior Karyawan Ditinjau Dari Persepsi Terhadap Kualitas Interaksi Atasan-Bawahan Dan Persepsi Terhadap Dukungan Organisasional

06/2009;
Source: OAI

ABSTRACT

psi-jun2006- (6) Penelitian ini bertujuan untuk mengetahui hubungan antara persepsi terhadap kualitas interaksi atasan-bawahan dan persepsi terhadap dukungan organisasional dengan Organizational Citizenship Behavior karyawan. Subyek penelitian adalah karyawan Universitas Nasional di Jakarta, dengan sampel berjumlah 89 subyek yang diambil dengan metode purposive sampling. Data penelitian dikumpulkan dengan menggunakan skala persepsi terhadap kualitas interaksi atasan-bawahan, skala persepsi terhadap dukungan organisasional dan skala Organizational Citizenship Behavior. Berdasarkan analisis regresi, ditemukan: 1) ada hubungan antara persepsi terhadap kualitas interaksi atasan-bawahan dan persepsi terhadap dukungan organisasional secara bersama-sama dengan Organizational Citizenship Behavior karyawan, diketahui dari R = 0,427 dan p = 0,000; 2) persepsi terhadap kualitas interaksi atasan-bawahan berhubungan positif sangat signifikan dengan Organizational Citizenship Behavior karyawan, diketahui dari r-parsial = 0,378 dan p = 0,001; dan 3) tidak ada hubungan antara persepsi terhadap dukungan organisasional dengan Organizational Citizenship Behavior karyawan, diketahui dari r-parsial = -0,006 dan p = 0,955. Persepsi terhadap kualitas interaksi atasan-bawahan merupakan salah satu faktor yang mempengaruhi Organizational Citizenship Behavior karyawan dengan sumbangan efektif (SE) sebesar 18,062 %. Semakin tinggi persepsi terhadap kualitas interaksi atasan-bawahan maka semakin tinggi Organizational Citizenship Behavior karyawan, sedangkan persepsi terhadap dukungan organisasional tidak berhubungan dengan Organizational Citizenship Behavior karyawan. This research was conducted to investigate the relationship between perceived of leader-member interaction quality and perceived of organizational support on employee’s organizational citizenship behavior. The subjects were National University’s employee in Jakarta, with 89 subjects which collected by purposive sampling method. The data were collected by using perceived of leader-member interaction quality scales, perceived of organizational support scales and organizational citizenship behavior scales. Based on regression analysis, found that 1) there were correlation between perceived of leader-member interaction quality and perceived of organizational support collectively on employee’s organizational citizenship behavior, R = 0,427 and p = 0,000; 2) perceived of leader-member interaction quality positively correlated on employee’s organizational citizenship behavior, r-partial = 0,378 and p = 0,001; and 3) there was no positive correlation between perceived of organizational support on employee’s organizational citizenship behavior, r-partial = - 0,006 and p = 0,955. Perceived of leader-member interaction quality was one of many factors which influenced employee’s organizational citizenship behavior, with effective contribution = 18,062 %. The higher perceived of leader-member interaction quality will be followed by the higher employee’s organizational citizenship behavior. On the other way, perceived of organizational support did not influence employee’s organizational citizenship behavior.

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