Pengaruh Organizational Commitment dan Happiness at Work terhadap Kinerja Pegawai dengan Motivasi Kerja sebagai Varibel Mediasi di Badan Kependudukan dan Keluarga Berencana Nasional (BKKBN)

Endah Agustien, Pantius Drahen Soeling

Abstract


Abstrak: Fokus dalam penelitian ini adalah berupaya untuk meningkatkan kinerja pegawai di BKKBN dengan menggali hubungan antara kinerja pegawai dengan faktor-faktor yang dapat mempengaruhinya, yakni organizational commitment, happiness at work, dan motivasi kerja. Pendekatan penelitian ini menggunakan metode kuantitatif. Pengumpulan data primer dilakukan dengan menyebarkan kuesioner. Analisis data dilakukan dengan analisis deskriftif dan analisis inferensial menggunakan pendekatan Structural Equation Model melalui perangkat lunak SmartPLS3 terhadap 200 data responden. Hasil penelitian menunjukkan bahwa organizational commitment dan happiness at work berpengaruh positif dan signifikan terhadap motivasi kerja dan kinerja pegawai. Adapun saat hubungan antara organizational commitment dengan kinerja pegawai dimediasi oleh motivasi kerja, menunjukkan hasil bahwa motivasi kerja dapat memediasi hubungan secara signifikan. Begitu juga saat hubungan antara happiness at work dengan kinerja pegawai dimediasi oleh motivasi kerja hasilnya memperlihatkan bahwa motivasi kerja berhasil memediasi hubungan secara signifikan

Abstract:  The focus in this research is to improve employee performance in The BKKBN by exploring the relationship between employee performance with factors influenced, include of organizational commitment, happiness at work, and work motivation. The approach of this research uses quantitative methods. Primary data were collected by distributing questionnaires. Analysis of data processed by descriptive analysis and inferential analysis using the Structural Equation Model through SmartPLS3 software to 200 respondents' data. The results showed that organizational commitment and happiness at work had a positive and significant effect on work motivation and employee performance. As for the relationship between organizational commitment and employee performance is mediated by work motivation, showing the results that work motivation can mediate significantly. The same of the relationship between happiness at work and employee performance is mediated by work motivation, the results show that work motivation successfully mediates the relationship significantly.


Keywords


Organizational Commitment; Happiness at Work; Work Motivation; Employee Performance.

Full Text:

PDF

References


Peraturan

Peraturan Presiden Nomor 81 Tahun 2010 tentang Grand Design Reformasi Birokrasi 2010-2025.

Buku

Aguinis, H. (2009). Performance management (2nd ed.). Prentice Hall/Pearson Education.

BKKBN. (2018). Survei Demografi dan Kesehatan Indonesia 2017. Jakarta.

Bungin, Burhan. (2005). Metode Penelitian Kuantitatif. Prenadamedia, Jakarta.

Byars, L. and Rue, L. (2011) Human Resource Management. McGraw-Hill, New York.

Cooper, D.R. dan Schindler, P.S. (2014). Bussiness Research Methods, 12th Edition. McGraw-Hill, New York.

Gibson, et. all. (1995). Organisasi dan Manajemen, Edisi Keempat. Jakarta: Erlangga.

Hair, J. F., et.all. (2014). Multivariate Data Analysis, Seventh Edition. Pearson Education Limited.

Kementerian Pemberdayaan Perempuan dan Perlindungan Anak dan Badan Pusat Statistik. (2018). Profil Generasi Milenial Indonesia. ©KemenPPPA.

Luthans, F. (2006). Perilaku Organisasi. Yogyakarta, Penerbit Andi.

Mathis, R.L. dan Jackson, J.H. (2006). Manajemen Sumber Daya Manusia. Jakarta, Salemba Empat.

Moore, M. G. (2007). The Theory of Ttransactional Distance. Handbook of Distance Education, 2nd ed., pp. 89-108.

Pryce-Jones, Jessica. (2010). Happiness at Work: Maximizing Your Psychological Capital For Success. Wiley-Blackwell.

Robbins, Stephen P. dan Judge, Timothy A. (2012). Organizational Behavior, 15th Edition. Pearson.

Spector, Paul E. (1997). Job Satisfaction: Application, Assessment, Causes, and Consequences. Sage Publication, Inc.

Steers, R. M., Porter, L. (1983). Motivation and Work Behavior. McGraw-Hill, Ney York.

Ulrich, D. (1998). A New Mandate for Human Resources. Harvard Bussiness Review.

Wibowo. (2011). Manajemen Kinerja. PT Raja Grafindo Persada, Jakarta.

Jurnal dan Tesis

Amabille, T. M., et.all. (2016). The Work Preference Inventory: Assessing Intrinsic and Extrinsic Motivational Orientations. Journal of Personality and Social Psychology, 66(5), pp. 950–967.

Aprianto, C. (2016). Pengaruh Motivasi Kerja Terhadap Kepuasan Kerja serta Dampaknya Terhadap Kinerja Karyawan di PT. X. Jurnal Ilmu Manajemen, Vol. 4, No. 2.

Carr, J.Z., Schmidt, A.M., Ford, J.K. and DeShon, R.P. (2003). Climate Perceptions Matter: A Meta-Analytic Path Analysis Relating Molar Climate, Cognitive and Affective States, and Individual Level Work Outcomes. Journal of Applied Psychology, 88, pp. 605–619.

Cetin dan Askun. (2018). The Effect of Occupational Self-Efficacy on Work Performance Through Intrinsic Work Motivation. Management Research Review, Vol 41. (3).

Fu, W., & Deshpande, S. P. (2014). The Impact of Caring Climate, Job Satisfaction, and Organizational Commitment on Job Performance of Employees in a China’s Insurance Company. Journal of Business Ethics, 124(2), pp. 339–349.

Garcia, C. Ramirez, et all. (2019). Happiness at Work: Measurement Scale Validation. RAE-Revista de Administração de Empresas. Journal of Business Management, 59(5), pp. 327-340.

Ghanie, L. J., et.all. (2012). Analisis Pengaruh Budaya Organisasi dan Motivasi Kerja Terhadap Kepuasan Kerja Karyawan serta Dampaknya terhadap Kinerja Karyawan PT. Asuransi Astra Buana. Tesis Fakultas Ekonomi dan Bisnis Universitas Bina Nusantara.

Gillet, et. all. (2012). The Mediating Role of Positive and Negative Affect In The Situational Motivation-Performance Relationship. Journal Motivation and Emotion, Vol. 37, Issue 3, pp. 465-479.

Harter, J. K., Schmidt, F. L., & Hayes, T. L. (2002). Business-Unit-Level Relationship Between Employee Satisfaction, Employee Engagement, and Business Outcomes: A Meta-Analysis. Journal of Applied Psychology, Vol. 87(2), pp. 268–279.

Hulland, John. (1999). Use of Partial Least Squares (PLS) in Strategic Management Research: A Review of Four Recent Studies. Strategic Management Journal, Vol. 20, Issue 2, pp. 195-204.

Johnson, R. dan Qin Yang, Liu. (2010). Commitment and Motivation at Work: The Relevance of Employee Identity and Regulatory Focus. Academy of Management Review, Vol. 35. No.2, pp. 226-245.

Kristine, Erline. (2017). Pengaruh Kepuasan Kerja dan Komitmen Organisasi terhadap Kinerja melalui Motivasi Kerja Pegawai Alih Daya (Outsourcing) di PT. Mitra Karya Jaya Sentosa. Jurnal Eksekutif, Vol. 14, No. 2, pp. 384-401.

Lee, Corey & Keyes, Corey & Hysom, Stuart & Lupo, Kimberly. (2000). The Positive Organization: Leadership Legitimacy, Employee Well-Being, and The Bottom Line. The Psychologist-Manager Journal Vol. 4, pp. 143-153.

Meyer, J.P. dan Allen, N.J. (1990). The Measurement and Antecedents of Affective, Continuance and Normative Commitment to The Organization. Journal of Occupational Psychology, Vol. 63, Issue 1, pp. 1-18.

Mowday, R., Steers, R. dan Porter, L. (1979). The Measurement of Organizational Commitment. Journal of Vocational Behavior, Vol. 14, pp. 224-247.

Oluseyi.A, S., & Ayo, H. (2009). Influence of Work Motivation, Leadership Effectiveness and Time Management on Employees Performance in Some Selected Industries in Ibadan, Oyo State, Nigeria. European Journal of Economics, Finance and Administrative Sciences, Vol. 16, pp. 7-17.

O’Reilly, C. A., dan Chatman, J. (1986). Organizational Commitment and Psychological Attachment: The Effects of Compliance, Identification, and Internalization on Prosocial Behavior. Journal of Applied Psychology, Vol. 71, pp. 492–499.

Peirό, et. all. (2019). From Happiness Orientations to Work Performance: The Mediating Role of Hedonic and Eudaimonic Experiences. International Journal of Environmental Research and Public Health.

Rego, Arménio dan Cunha, M.P. (2008). Authentizotic Climates and Employee Happiness: Pathways to Individual Performance? Journal of Business Research, Vol. 61, pp. 739–752.

Schaffer (2015) dalam Bencsik, Gabriella, dan Timea. (2016). Y and Z Generations at Workplace. Journal of Competitiveness, Vol. 8, Issue 3, pp. 90-106.

Tambrin, et. all. (2018). Pengaruh Komitmen Organisasi terhadap Kinerja Karyawan UPT Crew KA Surabaya Kota PT. KAI Daop. VIII melalui Motivasi sebagai Variabel Intervening. Eco-Entrepreneurship, Vol. 4, No.2.

Waterman, A.S., Schwartz, S.J. & Conti, R. (2008). The Implications of Two Conceptions of Happiness (Hedonic Enjoyment and Eudaimonia) for the Understanding of Intrinsic Motivation. Journal of Happiness Study, Vol. 9, pp. 41–79.

Wong, K. (2013). Partial Least Square Structural Equation Modeling (PLS-SEM) Techniques Using SmartPLS. Marketting Bulletin, 24(1).

Internet

Gallup. (2016). How Milennials Want to Work and Life. Retrieved March 20, 2020, from https://www.gallup.com.




DOI: https://doi.org/10.31764/jiap.v8i2.2570

Refbacks

  • There are currently no refbacks.


JIAP (Jurnal Ilmu Administrasi Publik)
 

Creative Commons License
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.

JIAP (Jurnal Ilmu Administrasi Publik) terindeks di:

        

 EDITOR'S OFFICIAL: