Peran Komitmen Afektif Dalam Memperkuat Dampak Dari Dimensi Iklim Kerja Etis Terhadap Perasaaan Berkewajiban Pegawai
DOI:
https://doi.org/10.32812/jibeka.v12i2.21Keywords:
Iklim Kerja Etis, Komitmen Afektif, Perasaan BerkewajibanAbstract
Studi ini bertujuan untuk mengeksplorasi peran keterikatan psikis dan emosional Pegawai Negeri Sipil dalam memperkuat dimensi iklim kerja etis publik dalam upaya peningkatan kewajiban yang dirasakannya untuk membantu pencapaian tujuan dari sebuah organisasi publik. Oleh karenanya penelitian ini mencoba untuk menjawab pertanyaan penelitian tentang apakah komitmen afektif mampu memperkuat efek dari masing – masing dimensi iklim kerja etis pada peningkatan perasaan berkewajiban pegawai, dan mana diantara dimensi tersebut yang paling dominan dalam memberikan efek terbesar secara tidak langsung pada perasaan berkewajiban melalui komitmen afektif pegawai. Sebanyak 42 orang Pegawai Negeri Sipil yang bekerja di kantor Pemerintah Provinsi Jawa Barat menjadi responden dalam penelitian ini. Data yang terkumpul dianalisis dengan menggunakan model persamaan struktural berbasis Partial Least Square. Temuan penelitian mengungkap bahwa seluruh dimensi iklim kerja etis mempunyai arti penting dalam membentuk keterikatan emosional pegawai dengan organisasinya, terutama dampak terbesar dihasilkan oleh rules and codes. Hal menarik yang terungkap adalah Hasil penelitian mengkonfirmasi bahwa keterikatan emosional pegawai dapat memberi dampak sangat besar terhadap peningkatan perasaan berkewajibannya kepada organisasi. Implikasi penting bagi organisasi publik adalah bagaimana memperkuat dimensi iklim kerja etis yang tidak hanya berangkat dari aturan semata.
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Schwepker, C. H. (2001). Ethical Climate’s Relationship to Job Satisfaction, Organizational Commitment and Turnover Intention in the Salesforce. Journal of Business Research 54(1), pp. 39–52.
Shafer, William E. (2009). Ethical climate, organizational-professional conflict and organizational commitment. Accounting, Auditing & Accountability Journal, Vol. 22 Iss 7 pp. 1087 – 1110. http://dx.doi.org/10.1108/09513570910987385.
Sharma, J.; Dhar, R.L.(2016).Factors influencing job performance of nursing staff. Personnel Review, Vol. 45, Iss 1, pp. 161 – 182. http://dx.doi.org/10.1108/PR-01-2014-0007
Shih, C.T., & Chen, S.J.(2010).The Social Dilemma Perspective on Psychological Contract Fulfilment and Organizational Citizenship Behaviour. Management and Organization Review, 7:1 125–151.
Shore, L.M., Martin, H.J.(1989).Job Satisfaction and Organizational Commitment in Relation to Work Performance and Turnover Intentions. Human Relations, Vol. 42 No. 7, 1989, pp. 625 – 638.
Stensota, H.O. (2010).The Conditions of Care: Reframing the Debate about Public Sector Ethics. Public Administration Review, March – April 2010, pp. 295 – 303.
Trevino, L.K., Butterfield, K.D. and McCabe, D.L. (1998). The ethical context in organizations: influences on employee attitudes and behaviors. Business Ethics Quarterly, Vol. 8 No. 3, pp. 447-76.
Tsai, M.T., Huang, C.C. (2008).The Relationship among Ethical Climate Types, Facets of Job Satisfaction, and the Three Components of Organizational Commitment : A Study of Nurses in Taiwan. Journal of Business Ethics 80:565–581. DOI 10.1007/s10551-007-9455-8.
Vashdi, Dana R.; Vigoda-Gadot, Eran; Shlomi, Dvir.(2012).Assessing Performance: The Impact of Organizational Climates and Politics on Public Schools’ Performance. Public Administration. DOI:10.1111/j.1467-9299.2011.01968.x.
Victor, B., J. B. Cullen. (1987). A Theory and Measure of Ethical Climate in Organizations. in W. C. Frederick and L. E. Preston (eds.), Business Ethics: Research issues and empirical studies (JAI Press Inc, Greenwich, CT), pp. 77–97.
Victor, B., J. B. Cullen. (1988). The Organizational Bases of Ethical Work Climates. Administrative Science Quarterly, 33, 101–125.
Weeks, W.A., Loe, T.W., Chonko, L.B., Wakefield, K. (2004). The Effect of Perceived Ethical Climate on The Search For Sales Force Excellence. Journal of Personal Selling & Sales Management, vol. XXIV, no. 3 (summer 2004), pp. 199–214.
Wyld.,D.,C dan Jone.,C.,A s (2007) The Importance of Context: The Ethical Work Climate Construct and Models of Ethical Decision Making: An Agenda for Research.Journal of Business Ethics, Vol. 16, No. 4 hlm 465-472.
Arshadi, N. (2011). The relationships of perceived organizational support (POS) with organizational commitment, in-role performance, and turnover intention: Mediating role of felt obligation. Procedia - Social and Behavioral Sciences 30 (2011) 1103 – 1108.
Babin, B. J., J. S. Boles, D. P. Robin. (2000). Representing the Perceived Ethical Work Climate Among Marketing Employees. Journal of the Academy of Marketing Science 28(3), 345–358.
Borhani, Fariba, Tayebe Jalali, Abbas Abbaszadeh, Aliakbar Haghdoost. (2014). Nurses’ perception of ethical climate and organizational commitment. Nursing Ethics, Vol. 21(3) 278–288.
Coyle-Shapiro, J.A.M., Morrow, P.C., Kessler, I. (2006).Serving Two Organizatoins : Exploring The Employment Relationship of Contracted Employees. Human Resource Management, Winter 2006, Vol. 45, No. 4, Pp. 561–583.
Cullen, John B., K. Praveen Parboteeah, Bart Victor. (2003). The Effects of Ethical Climates on Organizational Commitment: A Two-Study Analysis. Journal of Business Ethics, 46 : 127–141.
Dharmanegara, I.B.A., Pradesa, H.A., Tanjung, H., & Harijanto,D.(2016).Becoming Emotionally Attached to Team : The Role of Ethical Climate Dimension in Nursing Profession. Proceeding 15th Anniversary PDIM FEB Universitas Brawijaya International Conference, pp. 105 – 120.
Eisenberger, R., Huntington, R., Hutchison, S., Sowa, D. (1986). Perceived Organizational Support. Journal of Applied Psychology, Vol 71, No 3, 500-507.
Eisenberger, Robert, Stephen Armeli, Barbara Rexwinkel, Patrick D. Lynch, Linda Rhoades. (2001). Reciprocation of Perceived Organizational Support. Journal of Applied Psychology. Vol 86, No 1, 42 – 51.
Goldman, A., and N. Tabak. (2010). Perception of ethical climate and its relationship to nurses’ demographic characteristics and job satisfaction. Nursing Ethics; 17(2): 233–246.
Huang, C.C.; You, C.S., Tsai, M.T. (2012). A multidimensional analysis of ethical climate, job satisfaction, organizational commitment, and organizational citizenship behaviors. Nursing Ethics, Vol. 19(4), 513–529. DOI : 10.1177/0969733011433923.
Ladebo, O. J. (2006). Perception of organizational politics: Examination of a situational antecedent and consequences among Nigeria’s extension personnel. Applied Psychology: An International Review, 55, 225 - 281.
Lew, T.Y. (2009). The Relationships between Perceived Organizational Support, Felt Obligation, Affective Organizational Commitment and Turnover Intention of Academics working with Private Higher Educational Institutions in Malaysia. European Journal of Social Sciences , 9(1), 73 – 87.
Lew, T.Y. (2011).Understanding the antecedents of affective organizational commitment and turnover intention of academics in Malaysia: The organizational support theory perspectives. African Journal of Business Management, Vol.5 (7), pp. 2551-2562.
Malloy, D.C., Agarwal, J. (2010).Ethical Climate in Government and Nonprofit Sectors: Public Policy Implications for Service Delivery.Journal of Business Ethics, 94:3–21.DOI 10.1007/s10551-008-9777-1
Martin, K.D., Cullen, J.B. (2006). Continuities and extensions of ethical climate theory: a meta-analysis review. Journal of Business Ethics; 90(4): 593–606.
Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1, 61-89.
Moldogaziev, T.T., Silvia, C.(2015).Fostering Affective Organizational Commitment in Public Sector Agencies : The Significance of Multifaceted Leadership Roles. Public Administration Vol. 93, No. 3, 2015 (557–575). DOI: 10.1111/padm.12139.
Mulki, J.P.; Jaramillo, F., Locander, W.B. (2006). Effect of Ethical Climate and Supervisory Trust on Salesperson’s Job Attitudes and Intentions to Quit. Journal of Personal Selling & Sales Management, vol. XXVI, no. 1 (winter 2006), pp. 19–26.
Ogungbamila, B. (2010). Effects Of Felt Obligation On Occupational Burnout Among Employees Of Post Consolidation Banks In Akure Nigeria. IFE PsychologIA : An International Journal, Volume 18, Issue 2, Sep 2010, p. 137 - 149.
Pradesa,H.A., Taufik, N.I., Novira, A. (2018).Isu Konseptual Tentang Perasaan Berkewajiban (Felt Obligation) Individu Dalam Perspektif Kerangka Pertukaran Sosial. WIGA : Jurnal Penelitian Ilmu Ekonomi, Volume 8 Nomor 1, 1 – 11.
Raile, E.D.(2012).Building Ethical Capital: Perceptions of Ethical Climate in the Public Sector. Public Administration Review, Vol. 73, Iss. 2, pp. 253–262.DOI:10.111/j.1540-6210.2012.02649.x.
Rasmussen, K., Malloy, D., Agarwal, J. (2003).The ethical climate of government and non-profit organizations Implications for public-private partnerships. Public Management Review, 5:1, 83-97, DOI: 10.1080/1461667022000028825.
Schwepker, C. H. (2001). Ethical Climate’s Relationship to Job Satisfaction, Organizational Commitment and Turnover Intention in the Salesforce. Journal of Business Research 54(1), pp. 39–52.
Shafer, William E. (2009). Ethical climate, organizational-professional conflict and organizational commitment. Accounting, Auditing & Accountability Journal, Vol. 22 Iss 7 pp. 1087 – 1110. http://dx.doi.org/10.1108/09513570910987385.
Sharma, J.; Dhar, R.L.(2016).Factors influencing job performance of nursing staff. Personnel Review, Vol. 45, Iss 1, pp. 161 – 182. http://dx.doi.org/10.1108/PR-01-2014-0007
Shih, C.T., & Chen, S.J.(2010).The Social Dilemma Perspective on Psychological Contract Fulfilment and Organizational Citizenship Behaviour. Management and Organization Review, 7:1 125–151.
Shore, L.M., Martin, H.J.(1989).Job Satisfaction and Organizational Commitment in Relation to Work Performance and Turnover Intentions. Human Relations, Vol. 42 No. 7, 1989, pp. 625 – 638.
Stensota, H.O. (2010).The Conditions of Care: Reframing the Debate about Public Sector Ethics. Public Administration Review, March – April 2010, pp. 295 – 303.
Trevino, L.K., Butterfield, K.D. and McCabe, D.L. (1998). The ethical context in organizations: influences on employee attitudes and behaviors. Business Ethics Quarterly, Vol. 8 No. 3, pp. 447-76.
Tsai, M.T., Huang, C.C. (2008).The Relationship among Ethical Climate Types, Facets of Job Satisfaction, and the Three Components of Organizational Commitment : A Study of Nurses in Taiwan. Journal of Business Ethics 80:565–581. DOI 10.1007/s10551-007-9455-8.
Vashdi, Dana R.; Vigoda-Gadot, Eran; Shlomi, Dvir.(2012).Assessing Performance: The Impact of Organizational Climates and Politics on Public Schools’ Performance. Public Administration. DOI:10.1111/j.1467-9299.2011.01968.x.
Victor, B., J. B. Cullen. (1987). A Theory and Measure of Ethical Climate in Organizations. in W. C. Frederick and L. E. Preston (eds.), Business Ethics: Research issues and empirical studies (JAI Press Inc, Greenwich, CT), pp. 77–97.
Victor, B., J. B. Cullen. (1988). The Organizational Bases of Ethical Work Climates. Administrative Science Quarterly, 33, 101–125.
Weeks, W.A., Loe, T.W., Chonko, L.B., Wakefield, K. (2004). The Effect of Perceived Ethical Climate on The Search For Sales Force Excellence. Journal of Personal Selling & Sales Management, vol. XXIV, no. 3 (summer 2004), pp. 199–214.
Wyld.,D.,C dan Jone.,C.,A s (2007) The Importance of Context: The Ethical Work Climate Construct and Models of Ethical Decision Making: An Agenda for Research.Journal of Business Ethics, Vol. 16, No. 4 hlm 465-472.
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10-10-2018
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Pradesa, H. A. (2018). Peran Komitmen Afektif Dalam Memperkuat Dampak Dari Dimensi Iklim Kerja Etis Terhadap Perasaaan Berkewajiban Pegawai. Jurnal Ilmiah Bisnis Dan Ekonomi Asia, 12(2), 16–29. https://doi.org/10.32812/jibeka.v12i2.21
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