KEADILAN ORGANISASIONAL, KOMITMEN ORGANISASIONAL, DAN KINERJA KARYAWAN
:
https://doi.org/10.9744/jmk.17.1.86-98Keywords:
Organizational justice, organizational commitment, employee perfor¬m¬anceAbstract
Human resource is an aspect that need to be considered in the company. The objective of this research was to determine the influence of organizational justice towards employee performance with organizational commitment as an intervening variable. The study was conducted in CV Tanaya Fiberglass, Surabaya, with sample of 38 employees. Data was analyzed quantitatively using descriptive analysis and path analysis. The results showed that organizational justice influenced organizational commitment. Organizational justice influenced employee performance with organizational commitment as an intervening variable. Organizational justice influenced employee performance.
References
American Architectural Manufacturer Association. (2012). Fiberglass for fenestration. USA: AAMA.
Amin, A., Yusnita, Y., Ibrahim, M. Y., & Muda, S. (2013). Transformational leadership and life satisfaction among homestay participants program: The mediating effect of attitude. Inter-national Journal of Business and Social Science, 4 (3), 235–243.
Atmojo, M. (2012). The influence of transformational leadership on job satisfaction, organizational commitment, and employee performance. Inter-national Research Journal of Business Studies, 5 (2), 113−128.
Carlis, Y. (2011). Pengaruh budaya organisasi terhadap komitmen organisasional pada RSUD Ka-bupaten Aceh Tamiang. Tesis. Sumatera Utara: Universitas Sumatera Utara.
Colquitt, J. A., LePine, J. A., & Wesson, M. J. (2009). Organizational behavior: Improving performance and commitment in the workplace. United States: McGraw-Hill.
Davila, M. C., & Jimenez, G. G. (2012). Organiza-tional identification and commitment: Correlates of sense of belonging and affective commitment. US: PubMed.
Dessler, G. (2005). Human resource management. United Kingdom: Pearson Education.
Fleming, S. (2000). From Personnel Management to HRM: Key Issues and Challenges. Retrieved from March 14, 2014 from http://www-.cpmr.gov. ie/CPMRDiscussion-Papers/paper16.doc.
Galuh, I. (2012). Konflik pengusaha buruh terkait upah minimum jangan sampai meng-ganggu investasi. Retrieved March 14, 2014 from http:// suarapengusaha.com/2-012/11/27/konflik-pengusaha-buruh-terkait-upah-minimum-jangan-sampai-mengganggu-investasi/.
Ghozali, I. (2012). Aplikasi analisis multivariate dengan program IBM SPSS. Se-marang: Badan Penelitian Universitas Diponegoro.
Gibson, J. L., Donnelly, J. H., Ivancevich, J. M., & Konopaske, R. (2012). Organizations: Behavior, structure, processes. Singapore: McGraw−Hill.
Ginting, R. M. (2012). Pengaruh karakteristik peserta pelatihan & karakteristik lingkungan kerja terhadap kinerja pegawai melalui transfer pelatihan pada PT Telkom Kan-datel Me &. Tesis. Pascasarjana Universitas Sumatera Utara.
Harahap, S. C. A. (2010). Pengaruh karakteristik individu, faktor organisasi & faktor psikologis terhadap kinerja & desa di kecamatan barumun tengah kabupaten tapanuli selatan Tahun 2008. Tesis. Pascasarjana Universitas Sumatera Utara.
Hellriegel, D., & Slocum, J. W. (2004). Organizational behavior. Ohio: Thompson South-Western.
Jawad, M., Raja, S., Abraiz, A., & Tabassum, T. M. (2012). Role of organizational justice in organizational commitment with moderating effect of employee work attitudes. IOSR Journal of Business and Management, 5(4), 39−45.
Judd, C. M., & Kenny, D. A. (1981). Process analysis: Estimating mediation in treatment evaluations. Evaluation Review, 5(5), 602–619.
Li, A., & Cropanzano, R. (2009). Fairness at the group level: Justice climate and intraunit justice climate. Journal of Management, 35, 564 −599.
Long, P. (1985). The unequal opportunities in personnel management. Equal Opportuni-ties International, 4(2), 5−9.
Meyer, & Allen 1997, Ignoring commitment is costly: New approaches establish the missing link bet-ween and performance. Human Relations, 50(6), 701–726.
Miller, B. K., Konopaske, R., & Byrne, Z. S. (2012). Domiance analysis of two measures of organi-zational justice. Journal of Managerial Psycho-logy, 27(3), 264–282.
Moorman, R. H. (1991). Relationship between organi-zational justice and organizational citizenship behaviors: Do fairness perceptions influence employee citizenship? Journal of Applied Psychology, 76(6), 845–855.
Moran, J. W., & Brightman, B. K. (2000). Leading organizational change. Journal of Workplace Learning: Employee Counselling Today, 12(2), 66−74.
Nasurdin, A. M., & Khuan, S. L. (2007). Organiza-tional justice as an antecedent of job perform-ance. Gadjah Mada International Journal of Business, 9(3), 335−353.
Neely, A., Adams, C., & Crowe, P. (2001). The per-formance prism in practice. Measuring Business Excellent, 5(2), 6−12.
Noor, J. (2011). Metodologi penelitian. Jakarta: Kencana.
Pareke, F. J., & Suryana, P. (2009). Hubungan kausalitas antara keadilan organisasional, kepuasan kerja, & komitmen organisasional. Trikonomika, 8(2), 96−102.
Purwanto, H. (2013). Sibuk Ngurus Togel, Karyawan Jadi Malas Bekerja. Retrieved March 14, 2014 fromhttp://beritajatim.com/hukum_kriminal/184632/sibuk_ngurus_togel,_karyawan_jadi_ malas _kerja.html#.UyKZfM4RzNE.
Puspowarsito, H. A. H. (2008). Metode penelitian or-ganisasi. Bandung: Humaniora.
Quirin, J. J., Donnelley, D. P, & O’Bryan, D. (2001). Antecedents of organizational commitment: The role of perception of equity. Advances in Accounting Behavioral Research, 4, 261–280.
Saidani, B., & Arifin, S. (2012). Pengaruh kualitas pro-duk dan kualitas layanan terhadap kepuasan kon-sumen dan minat beli pada ranch market. Jurnal Riset Manajemen Sains Indonesia, 3(1), 1–22.
Siagian, S. P. (2005). Organisasi & manajemen. Jakarta: PT Gunung Agung.
Skitka, L. J., & Bravo, J. (2005). An accessible identity approach to understanding fairness in
organizational settings. In K. van den Bos, D. Steiner, D. Skarlicki & S. Gillil and (Eds.). What motivates fairness in organizations? (pp. 105-128). Greenwich, CT: Information Age Publi-shing.
Sobel, M. E. (1982). Asymptotic confidence intervals for indirect effects in structural equation models. Sociological Methodology. 13(1), 290–321.
Suliman, A., & Kathairi, M. A. (2013). Organizatio-nal justice, commitment, and perfor-mance in developing countries. Employee Relations, 35(1), 98−115.
Sutanto, E. M. (1999). The relationship between em-ployee commitment and job performance. Jurnal Manajemen & Kewirausahaan, 1(1), 47−55.
Tobing, D. S. K. L. (2009). Pengaruh komitmen organisasional & kepuasan kerja ter-hadap kinerja karyawan PT Perkebunan Nusantara III di Sumatera Utara. Jurnal Manajemen & Kewirausahaan, 11(1), 31−37.
Widiyanto, D. (2014). Konflik Pabrik La Dewindo Semakin Runyam. Retrieved March 14, 2014 from http://kr.co.id/read/207429/konflik-pabrik-la-dewindo-semakin-runyam.kr.
Yazicioglu, I., & Topaloglu, I. G. (2009). The relationship between organizational justice and commitment: A case study in accommodation es-tablishments. Isletme Arastirmalan Dergisi, 1 (1), 3−16.
Zikmund, W. G., Babin, B. J., Carr, J. C., & Griffin, M. (2010). Business research method. Canada: South-Western Cengage Learning.
Zopiatis, A., & Constanti, P. (2007). Human resource challenge confronting the Cyprus hospitality in-dustry. EuroMed Journal of Business, 2(2), 135−53.
Downloads
Published
How to Cite
Issue
Section
License
Authors who publish on this journal agree to the following terms:
- Authors retain copyright and grant the journal right of first publication with the work simultaneously licensed under a Creative Commons Attribution License that allows others to share the work with an acknowledgement of the work's authorship and initial publication in this journal.
- Authors are able to enter into separate, additional contractual arrangements for the non-exclusive distribution of the journal's published version of the work (e.g., post it to an institutional repository or publish it in a book), with an acknowledgement of its initial publication in this journal.
- Authors are permitted and encouraged to post their work online (e.g., in institutional repositories or on their website) prior to and during the submission process, as it can lead to productive exchanges, as well as earlier and greater citation of published work (See The Effect of Open Access).