IJSTR

International Journal of Scientific & Technology Research

Home About Us Scope Editorial Board Blog/Latest News Contact Us
0.2
2019CiteScore
 
10th percentile
Powered by  Scopus
Scopus coverage:
Nov 2018 to May 2020

CALL FOR PAPERS
AUTHORS
DOWNLOADS
CONTACT

IJSTR >> Volume 8 - Issue 8, August 2019 Edition



International Journal of Scientific & Technology Research  
International Journal of Scientific & Technology Research

Website: http://www.ijstr.org

ISSN 2277-8616



Path Analysis Of Work Intervening Variables

[Full Text]

 

AUTHOR(S)

Pristiyono, Ade Parlaungan Nasution, Siti Lam’ah Nasution, Ronal Watrianthos, Yudi Triyanto

 

KEYWORDS

Employee performance, Job satisfaction, Organization Citizenship Behavior, Path Analysis

 

ABSTRACT

The relationship between employee performance and job satisfaction lies in the achievement of a goal. The existence of organizational support signifies the implementation of leadership has run according to the needs of the organization. Job satisfaction has a direct influence on the dependent variable Organization Citizenship Behavior. This makes the Organization Citizenship Behavior a new concept in performance systems because high employee performance creates a high quality of work. Tujuan penelitian ini adalah mengetahui hubungan langsung dan tidak langsung antara leadership dan Organization Citizenship Behavior terhadap kinerja karyawan melalui variabel kepuasan kerja. The purpose of this study was to determine the direct and indirect relationship between leadership and Organization Citizenship Behavior on employee performance through job satisfaction variables. The path analysis technique is used to test the relationship between variables with the help of SPSS software. The primary data in this study were the results of the questionnaire related to the variables studied as many as 113 respondents from employees of PT. FIF Rantauprapat. The test results show leadership has no significant direct relationship to employee performance, whereas Organization Citizenship Behavior has a significant direct relationship to job satisfaction through employee performance variables because it has a p-value (0,000) smaller than the sig level (0,1) and has t-value (5,714) is greater than t-hit (1,96).

 

REFERENCES

[1] Dewi Lina, “ANALISIS PENGARUH KEPEMIMPINAN DAN BUDAYA ORGANISASI TERHADAP KINERJA PEGAWAI DENGAN SISTEM REWARD SEBAGAI VARIABEL MODERATING,” J. Ris. Akunt. dan Bisnis, vol. 14, no. 1, pp. 77–97, 2014.
[2] Dede Kurnia Ilahi, M. D. Mukzam, and A. Prasetya, “PENGARUH KEPUASAN KERJA TERHADAP DISIPLIN KERJA DAN KOMITMEN ORGANISASIONAL,” J. Adm. Bisnis, vol. 44, no. 1, 2017.
[3] Adisty Herwidaningtyas Soeyitno, “Relationship between Employee Perceptions of Supervisor Participative Leadership Styles to Performance in the Muji Rahayu Hospital Employees Surabaya,” J. Psikol. Ind. dan Organ., vol. 2, no. 1, 2013.
[4] Darmawan, Irfan, and Maisaroh, “Pengaruh Kepemimpinan Transformasional Dan Kepuasan Kerja Terhadap Organizational Citizenship Behavior Pada Islamic Boarding School Tingkat Sma Di Yogyakarta,” J. Apl. BISNIS, vol. 17, no. 2, 2017.
[5] Vadeveloo Thenmolli, N. S. Ngah, and Kamaruzaman Jusoff, “The Effect of Leadership Behavior Among Academician of University Teknologi MARA Terengganu,” Manag. Sci. Eng., vol. 3, pp. 1–8, 2009.
[6] Balthazard Pierre A, David A. Waldman, and John E. Warren, “Predictors of the Emergence of Transformation Leadership in Virtual Decision Team,” Leadersh. Q., vol. 20, 2009.
[7] Debora Eflina Purba and A. N. L. Seniati, “PENGARUH KEPRIBADIAN DAN KOMITMEN ORGANISASI TERHADAP ORGANIZATIONAL CITIZENZHIP BEHAVIOR,” MAKARA Sos. Hum., vol. 8, no. 3, pp. 105–111, 2004.
[8] Arief Adhy Kurniawan, “Status Karyawan Sebagai Variabel Moderasi Antara Motivasi Dan Komitmen Organisasi Terhadap Organizational Citizenship Behaviour,” J. BISNIS DAN Manaj., vol. 3, no. 2, pp. 92–106, 2015.
[9] P. M. Podsakoff, S. B. MacKenzie, J. b Paine, and D. G. Bachrach, “Organizational Citizenship Behavior: A Critical Review of the Theoretical and Empirical Literature and Suggestions for Future Research,” J. Manage., vol. 26, pp. 513–563, 2007.
[10] L. K. Ticoalu, “Organizational Citizenship Behavior (OCB) dan Komitmen Organisasi Pengaruhnya Terhadap Kinerja Karyawan,” J. Ekon. Manaj. Bisnis dan Akunt., vol. 1, no. 4, pp. 782–790, 2014.
[11] Triana Fitriastuti, “PENGARUH KECERDASAN EMOSIONAL, KOMITMEN ORGANISASIONAL DAN ORGANIZATIONAL CITIZENSHIP BEHAVIOR TERHADAP KINERJA KARYAWAN,” J. Din. Manaj., vol. 4, no. 2, pp. 103–114, 2013.
[12] F. Irfan, Manajemen Kinerja. Bandung: Alfa Beta, 2011.
[13] RULI ALIFIA NOVIANTI, “PENGARUH STRES KERJA TERHADAP MOTIVASI KERJA DAN DAMPAKNYA TERHADAP KINERJA KARYAWAN DI BAGIAN FUNDING OFFICER DAN ACCOUNTING OFFICER PT. BANK RAKYAT INDONESIA (PERSERO), TBK. CABANG BANGKALAN, MADURA.,” J. Ilmu Manaj., vol. 4, no. 4, 2016.
[14] F. Sanjaya, “Pengaruh Stres Kerja Terhadap Kinerja Karyawan Dengan Kecerdasan Emosi Sebagai Moderating Variabel,” J. Econ. Educ., vol. 1, no. 2, 2012.
[15] Masrukhin and Waridin, “Pengaruh Motivasi Kerja, Kepuasan Kerja, Budaya Organisasi dan Kepemimpinan terhadap Kinerja Pegawai.,” J. Ekon. Bisnis, vol. 7, no. 2, 2012.
[16] A. A. N. B. Dhermawan, I. G. A. Sudibya, and I. W. M. Utama, “PENGARUH MOTIVASI, LINGKUNGAN KERJA, KOMPETENSI, DAN KOMPENSASI TERHADAP KEPUASAN KERJA DAN KINERJA PEGAWAI DI LINGKUNGAN KANTOR DINAS PEKERJAAN UMUM PROVINSI BALI,” Manajemen, Strateg. Bisnis, dan Kewirausahaan, vol. 6, no. 2, pp. 173–184, 2012.
[17] K. Kartono, Pemimpin dan Kepemimpinan. Jakarta: PT. Rajawali Grafindo Persada., 2011.
[18] R. Kreitner and Angelo Kinicki, Organizational Behaviour, Eight Edition, 8th ed. New York: McGraw-Hill/Irwin, 2008.
[19] D. Streiner L, “Finding Our Way: An Introduction to Path Analysis,” Canada J. Psychiatry, vol. 50, no. 2, 2005.
[20] Jonathan Sarwono, Path Analysis. Jakarta: Elex Media Komputindo, 2014.