PENGARUH MOTIVASI, KECERDASAN EMOSIONAL DAN KEADILAN ORGANISASI TERHADAP KEPUASAN KERJA SERTA IMPLIKASINYA PADA KINERJA KARYAWAN (STUDI PADA KANWIL PT. BANK RAKYAT INDONESIA (PERSERO) TBK. BANDA ACEH)

Fonna Mahdani, Hafasnuddin -, Muhammad Adam

Abstract


Abstract:The purpose of this study was to determine the effect of: (1) motivational effect on job
satisfaction of employees (2) effects of organizational justice on job satisfaction of employees,
(3) the effect of emotional intelligence on job satisfaction of employees (4) motivational effect
on employee performance (5) justice organizational influence on the performance of
employees, (6) emotional intelligence influence on employee performance, job satisfaction
affects the performance of employees (7) job satisfaction mediates the influence of motivation,
organizational justice and emotional intelligence on the performance of employees at the
Regional Office of PT. Bank Rakyat Indonesia (Persero) Tbk. Banda Aceh. As for the object of
this study is motivation, emotional intelligence, organizational justice, job satisfaction and
employee performance. The results showed that motivation did not affect the mediating
variables job satisfaction, but positive and significant effect on employee performance,
organizational justice significantly influence the mediating variables job satisfaction, but does
not affect the variable employee performance, emotional intelligence significantly influence
the mediating variables job satisfaction and also there is an influence on employee
performance and job satisfaction as a mediating variable effect between exogenous variables
(motivation, organizational justice, and emotional intelligence) against endogenous variable
(performance of employees).
Keywords Work Motivation, Emotional Intelligence, Organizational Justice, Job Satisfaction
and Employee Performance


Abstrak: Tujuan penelitian ini adalah untuk mengetahui pengaruh: (1) motivasi berpengaruh terhadap
kepuasan kerja karyawan (2) pengaruh keadilan organisasi terhadap kepuasan kerja karyawan, (3)
pengaruh kecerdasan emosional terhadap kepuasan kerja karyawan (4) motivasi berpengaruh terhadap
kinerja karyawan (5) keadilan organisasi berpengaruh terhadap kinerja karyawan, (6) kecerdasan
emosional berpengaruh terhadap kinerja karyawan, kepuasan kerja berpengaruh terhadap kinerja
karyawan (7) kepuasan kerja memediasi pengaruh motivasi, keadilan organisasi dan kecerdasan
emosional terhadap kinerja karyawan pada Kanwil PT. Bank Rakyat Indonesia (Persero) Tbk. Banda
Aceh. Adapun yang menjadi objek penelitian ini adalah motivasi, kecerdasan emosional, keadilan
organisasi, kepuasan kerja dan kinerja karyawan.Hasil penelitian menunjukkan bahwa motivasi tidak
berpengaruh terhadap variabel mediasi kepuasan kerja, tetapi berpengaruh positif dan signifikan
terhadap kinerja karyawan, keadilan organisasi berpengaruh signifikan terhadap variabel mediasi
kepuasan kerja, tetapi tidak berpengaruh terhadap variabel kinerja karyawan, kecerdasan emosional
berpengaruh signifikan terhadap variabel mediasi kepuasan kerja dan juga terdapat pengaruh terhadap
kinerja karyawan dan kepuasan kerja berpengaruh sebagai variabel mediasi antara variabel eksogen
(motivasi, keadilan organisasi, dan kecerdasan emosional) terhadap variabel endogen (kinerja
karyawan).
Kata kunci : Motivasi Kerja, Kecerdasan Emosional, Keadilan Organisasi, Kepuasan Kerjadan
Kinerja Karyawan


Full Text:

PDF

References


Amstrong, M. (2006). Human Resources Management Practice, UK.Cambridge: University Press.

Arbuckle, J. L. (2011). IBM* SPSS* Amos* 20.0 User’s Guide. USA. Amos Amos Development Corporation.

Arokiasamy, A. Raj, A., Tat, Huam, H., &Kanesan, A. Ghani bin Abdullah. (2013). The Effects of Reward System and Motivation on Job Satisfaction: Evidence from the Education Industry in Malaysia.World Applied Sciences Journal, 24 (12) 1597-1604.

As’ad, M. (2006).Psikologi Industri. Yogyakarta: BPFE.

Bagus, Denny.(2009). Indikator Untuk Mengukur Kepusan Kerja dan Cara Menghindari Ketidakpuasan Kerja. http://jurnal sdm. blogspot.co.id /2009/09/ indikator- untuk-mengukur-kepusan-kerja.html (Diakses, 20-11-2015).

Bidyut, B. Neog.,& Mukulesh, Barua. (2014). Factors Influencing Employee’s Job Satisfaction: An Empirical Study among Employees of Automobile Service Workshops in Assam.The SIJ Transactions on Industrial, Financial & Business Management (IFBM),2(7), 305-316.

Budiyanto &Hening ,W. O . (2011). The Effect of Job Motivation, Work Environment and Leadership on Organizational Citizenship Behavior, Job Satisfaction and Public Service Quality in Magetan, East Java, Indonesian. Journal of Social, Behavioral, Educational, Economic, Business and Industrial Engineering. Vol. 5 (3) 277-285.

Carlis, Y. (2011). Pengaruh Budaya Organisasi Terhadap Komitmen Organisasional pada RSUD Kabupaten Aceh Tamiang. Tesis. Sumatera Utara: Universitas Sumatera Utara (Tidak dipublikasi).

Cekmeelioglu, H. G., Gunsel, Ayse., &Ulutas, T. (2012). Effects Of Emotional Intelligence On Job Satisfaction: An Empirical Study On Call Center Employees.Procedia - Social and Behavioral Sciences, 58, 363–369.

Colquitt, J.A. (2001). On the dimensionality of organizational justice: A construct validation of a measure. Journal of Applied Psychology, 86, 386-400.

Cong, Nhat Nguyen., &Van, Dung Nguyen. (2013). Effects of Motivation and Job satisfaction on Employees Performance at Petrovietnam Nghe an Construction Joints Stock Corporation (PVNC). International Journal of Business and Social Science,4 (6), 212-217.

Cremer, D. (2005). Procedural and distributive justice effects moderated by organizational identification. Journal of Managerial Psychology, 20 (1), 4-13.

Dessler, G. (2007). Manajemen Sumber Daya Manusia (Terj.). Jakarta: PT. Indeks.

Devonish, D & Greenidge, D. (2010).The Effect of Organizational Justice on Contextual Performance, Counterproductive Work Behaviors, and Task Performance: Investigating the Moderating Role of Ability-Based Emotional Intelligence. International Journal of Selection and Assesstment, 18(1), 75-86, March 2010.

Ellliot, Andrew, J., & Covington, Martin.(2001). Approach and Avoidance Motivation. Educational Psychology Review, 13: 2.

Elovainio, M., Kivimaki, M., Steen, N., & Vahtera, J. (2004).Job Decision Latitude, Organizational Justice and Health: Multilevel Covariance Structure Analysis. Social Science and Medicine, 58, 1659-1669.

Elovainio, M., Van den Bos, K., Linna, A., Kivimaki, M., Ala-Mursula, L., Pentti, J., &Vahtera, J. (2005).Combined effects of uncertainty and organizational justice on employee health: Testing the uncertainty management model of fairness judgments among Finnish public sector employees. Social Science and Medicine, 61 (12), 2501- 2512.

Engko, Cecilia. (2008). Pengaruh kepuasan kerja terhadap kinerja individual dengan self esteem dan self efficasy sebagai variabel mediating. Jurnal Bisnis dan Akuntansi. 10 (1) 1-12.

Eva, D. V. (2009). Analisis Pengaruh Kepuasan Kerja Dan Motivasi Terhadap Kinerja Karyawan Dengan Komitmen Organisasional Sebagai Variabel Intervening (Studi Pada Karyawan Outsourcing Pt Semeru Karya Buana Semarang). Tesis Magister Manajemen Universitas Diponogoro, Semarang (tidak dipublikasikan.

Fauzilah, S., Zaharah, Dz., Wan, A. Wan, Abd., &Nur, H, M, Y. (2011). The Effect of Motivation on Job Performance of State Government Employees in Malaysia.International Journal of Humanities and Social Science.1 (4),147-154.

Ferdinand, Augusty, (2006), Metode Penelitian Manajemen : Pedoman Penelitian Untuk Penulisan Skripsi, Tesis, dan Disertasi Ilmu Manajemen. Semarang: BP Undip.

Ghozali, Imam. (2011). Aplikasi Analisis Multivariate dengan Program SPSS. Semarang: BP Universitas Diponogoro.

Gibson, J. L., Donnelly, J. H., Ivancevich, J. M., & Konopaske, R. (2012).Organizations: Behavior, Structure, Processes. Singapore: McGraw−Hill.

Greenberg, J. (2004). Stress Fairness to Fare No Stress: Managing Workplace Stress by Promoting Organizational Justice.Organizational Dynamics, 33 (4), 352-365.

Hair, J. F. JR., W.C. Black, B. R. Babin & R. E. Anderson. (2010). Multivariate Data Analysis& 7Ed. Uper Sadle River: NJ, Prentice Hall.

Haris, Kristianto. (2015). Keadilan Organisasional, Komitmen Organisasional, Dan Kinerja Karyawan.Jurnal Manajemen Dan Kewirausahaan,17 (1), 86–98.

Hill, Brian. (2014). What Are the Factors Affecting Job Satisfaction?.http:/ /smallbusiness.chron.com/factors-affecting-job-satisfaction (Diakses, 19-11-2015).

Hira, Aftab & Waqas, Idrees. (2012). Study of Job Satisfaction and IT’s Impact on the Performance in the Banking Industry of Pakistan. International Journal of Business and Social Science. 3 (19), 174-180.

Hulin, C. L., & Judge, T. A. (2003).Job Attitudes. In W. C. Borman, D. R. ligen, & R. J. Klimoski (Eds.), Handbook of psychology: Industrial and organizational psychology (pp. 255-276). Hoboken, NJ: Wiley.

International Edition.

Iqbal, Kamran. (2013).Determinants of Organizational Justice and its impact on Job Satisfaction. A Pakistan Base Survey.International Review of Management and Business Research.2, 48-56.

Isfandari, Any dan Fadiylah, Alam. (2015). Pengaruh Stres Kerja Dan Kepuasan Kerja.

Isfandari & Fadiylah.(2015). Kinerja Karyawan Pada PT. Kusuma Satria Dinasasri Wisatajaya Batu - Malang (Kusuma Agrowisata).Jurnal JIBEKA, 9 (1), 9–14.

Johns, X. (2000).Job Scope and Stress: Can Job Scope Be Too High?.Academy of Management Journal, 1288-1309.

Jorfi, H., Jorfi, S., & Moghadam, S.K. (2010). Impact of Emotional Intelligence on Performance of Employees.Lumen Research Center in Social and Humanistic Science. (EBSCO) 4, 63-74. ISSN: 2068–0236 (print), ISSN: 2069–9387 (electronic).

Kat, Cheng K., Wong, Edward, S. K., & Tioh, Ngee H. (2010).The Impact of Organizational Justice on Employee’s Job Satisfaction: The Malaysian Companies Perspectives.American Journal of Economics and Business Administration.2(1). DOI: 10.3844. 56-63.Ke Praktik. Jakarta: Muria Kencana.

Khan, A. H., Nawaz, M.M., Aleem, M. & Hamed, W. (2012).Impact of job satisfaction on employee performance: An empirical study of autonomous Medical Institutions of Pakistan.African Journal of Business Management. 6 (7), 2697-2705.

Kiruja, E. K.,& Elegwa, Mukur. (2013). Effect of Motivation on Employee Performance In Public Middle Level Technical Training Institutions In Kenya.International Journal of Advances in Management and Economics.2 (4), 73-82.

Kristanto, H. (2015). Keadilan Organisasional, Komitmen Organisasional dan Kinerja Karyawan. Jurnal Manajemen dan Kewirausahaan.17 (1), 86-98.

Lambardo, J. (2015). Organizational Justice: Definition and Relevance to OrganizationalBehavior.http://study.com/academy/lesson/organizational-justice-definition-and-relevance-to-organizational-behavior.html(Diakses 25-11-2015).

Law, K. S., Wong, Chi-Sum., & Huang, G. Hua., & Li, X. (2008).The effects of emotional intelligence on job performance and life satisfaction for the research and development scientists in China.Asia Pacific Journal of Management. 25 (1), 51-69.

Lepine, Colquitt, dan Wesson.(2009).Organizational Behavior. Mc Grow Hil.

Malik, M. E., dan Naem, B. (2011). Role of Perceived Organizational Justice in Job Satisfaction: Evidence from Higher Education Institutions of Pakistan. Interdisciplinary Journal Of Contemporary Research In Business.3 (8), 662-672.

Mangkunegara, A. A. A. P. (2006). Perencanaan dan Pengembangan Sumber Daya Manusia.Bandung: PT. Refika Aditama.

Martinez-Tur, V., Peiro, J. M., Ramos, J., and Moliner, C. (2006).Justice Perceptions as Predictors of Customer Satisfaction: The Impact of Distributive, Procedural, and Interactional Justice.Journal of Applied Social Psychology.36 (1), 100-119.

Mayer, J. D., Salovey, P., & Caruso, D. R. (2004).Emotional intelligence: Theory, findings, and implications.Psychological Inquiry, 15(3), 197-215.

Mohammad, S., Abu, D.Silong., Ismi, A. Ismail., J nak Uli. (2012). The Role of Emotional Intelligence on Job Performance. International Journal of Business and Social Science.3 (21), 241-246.

Mowen, John, C.,& Minor, Michael. (2001). Perilaku Konsumen, Jilid 1, Edisi Kelima, 205-206.

Nimalathasan, Balasundaram. (2010). Job Satisfaction And Employees’ Work Performance: A Case Study Of People’s Bank In Jaffna Peninsula, Sri Langka.Management And Marketing Journal 01/2010; VIII (S1), 43-43.

Nowicki, S., Jr. & Duke, M.P. (2001). Nonverbal receptivity: The diagnosticanalysis of nonverbal accuracy (DANVA). In J.A. Hall & F.J. Bernieri (eds.): Interpersonal sensitivity: Theory and measurement (pp.183-198). Mahwah, NJ: Erlbaum.

Omollo, P. A., & Oloko. (2015). Effect of motivation on employee performance of commercial banks in Kenya: A case study of Kenya Commercial Bank in Migori Country.International Journal of Human Resource Studies. ISSN, 5 (2), 2162-3058.

Parake, Js, Fahrudin, & Suryana, Popo. (2009). Hubungan kualitas antara keadilan organisasional, kepuasan kerja, dan komitmen organisasional. Jurnal Trikonomika,8(2), 96-102.

Paulo, N. L., Daisy, G, Jessica, K, Michelle, G.,& Peter, S.(2006). Evidence that emotional intelligence is related to job performance and affect and attitudes at work.Psicothema, 18, 132-138, ISSN 0214 - 9915 CODEN PSOTEG www. psicothema.com.

Perdana, R. Indra., Mukzam, Mochammad, Djudi., &Nurtjahjono, Gunawan, Eko. (2012). Pengaruh Motivasi dan Kemampuan Kerja Terhadap Prestasi Kerja Karyawan (Studi pada Karyawan PT Bank Tabungan Negara, Tbk. Cabang Surabaya).Jurnal Administrasi Bisnis,4 (1), 1-10.

Pintrich, PR. (2000). Multiple goals, multiple pathways: The role of goal orientation in learning and achievement. Journal of Educational Psychology. 92: 544–555.

Quah, S. Beng. (2015). A critical review of key factors or indicators in the motivation of employees, http://www.academia.Edu/9902843/ A_critical_ (Diakses 24-11-2015).

Rashid, S., Rab, N., Lodhi, Anam, I., Hafiza H. N., Shireen, M., & Somia.(2013).Factors Influencing Job Satisfaction of Employees in Telecom Sector of Pakistan.Middle-East Journal of Scientific Research, 16 (11), 1476-1482.

Retno, W., Dwi, D.,& Heru, S. (2014). Hubungan Antara Keadilan Organisasi Dengan Perilaku Anggota Organisasi Pegawai Tata Usaha Sma Negeri Kota Jakarta Utara. Improvement jurnal: Jurnal ilmiah untuk meningkatkan mutu pendidikan.

Riduwan, & Kuncoro, Achmad, Engkos. (2008). Cara Menggunakan dan Memaknai Analisis Jalur (Path Analysis). Bandung: Alfabeta.

Rivai, H. V., & Sagala, Ella, J. (2010).Manajemen Sumber Daya Manusia Untuk Perusahaan, Edisi ke 2, Jakarta: PT. Rajagrafindo.

Rivai, V. (2006).Manajemen Sumber Daya Manusia Untuk Perusahaan Dari Teori.

Robbins, S. P.,& Judge, T. A. (2007). Perilaku Organisasi. Buku 1. Penerjemah: Diana Agelica. Jakarta: Salemba Empat.

Robbins, S.P.,& Judge, T.A. (2009). Organizational Behavior. Upper Saddle River, NJ: Prentice Hall.

Robbins, S.P. (2003). Organizational Behavior.Tenth Edition (Perilaku Organisasi Edisi ke Sepuluh), Alih Bahasa Drs. Benyamin Molan. Jakarta: PT. Macanan Jaya Cemerlang.

Robbins, S.P. (2007). Perilaku Organisasi. Jakarta: PT. Indek.

Ryan, Richard, & Edward, L. Deci. (2000). Intrinsic and Extrinsic Motivations: Classic Definitions and New Directions. ContemporaryEducational Psychology 25 (1), 54–67.doi:10.1006/ceps.1999.1020.

Schermerhorn, John, R. (2010) Organizational Behavior (USA: John Wiley & Sons).

Sener, E. D. O., & Sarlak, K. (2009).The effect of the emotional intelligence on job satisfaction.Study Health Technol Inform.1, 146.

Shooshtarian, Z., Ameli F., &Lari, M. A. (2013).The Effect of Labor's Emotional Intelligence on Their Job Satisfaction, Job Performance and Commitment. Iranian Journal of Management Studies (IJMS).6 (1), 27-43.

Simamora, Bilson. (2007). Panduan Riset dan Perilaku Konsumen,Jakarta: PT. Gramedia Pustaka Utama.

Soedjono.(2005). Pengukuran Kinerja Karyawan. Jakarta: Rineka Cipta.

Soeprihantono, J. (2005). Penilaian Pelaksanaan Pekerjaan dan Pengembangan Karyawan. Yogyakarta: BPFE.

Sugiyono. (2008). Metode Penelitian Bisnis, Bandung: Alfabeta.

Sugiyono. (2010). Metode Penelitian Kuantitatif Kualitatif & RND. Bandung: Alfabeta.

Syamsul, Bahri&Fahkry, Zamzam.(2015). Model Penelitian Kuantitatif Berbasis SEM-Amos.

Takahashi, Kiyoshi. (2006). Effects of wage and promotion incentives on the motivation levels of Japanese employees.Journal of Career Development International. 11 (3), 193-203.

Thomas, Sy, Susanna, T., Linda, A., O’Hara.(2006). Relation of employee and manager emotional intelligence to job satisfaction and performance.Journal of Vocational Behavior.68, 461–473.

Tomaževič, N.; Seljak, J.; Aristovnik, A. (2014). Factors Influencing Employee Satisfaction in the Police Service: The Case of Slovenia. Personnel Review, 43(2) 209–227. doi:10.1108/pr-10-2012-0176.

Tracy, Brian. (2014). The Four Factors ofMotivation.http://www.amanet.org /training/articles/The-Four-Factors-of-Motivation.aspx.

Wahyu, Widhiarso& Sofia, Retnowati. (2012).Penggunaan Variabel Mediator Dalam Eksperimen: Contoh Kasus Intervensi Pengatasan Depresi Pada Remaja. Jurnal Psikologi Undi. Vol. 11(2) 93-104.

Warokka, A., & Gallaton, C. G. (2012).Organizational Justice in Performance Appraisal System and Work Performance: Evidence from an Emerging Market. Journal of Human Resources Management Research.Vol. 2012) DOI:10.5171/2012.159467 www.ibimapublishing.com(diakses 18 Juni 2016).

Woods, S. A., van Veldhoven, M., Croon, M. & de Menezes, L. M. (2012). Enriched job design, high involvement management and organizational performance: The mediating roles of job satisfaction and well-being. Human Relations. Vol. 65 (4) 419-445. doi: 10.1177/0018726711432476.

Wibowo. (2014). Manajemen Kinerja, Jakarta: Rajawali Pers.

Wigfield, A.; Guthrie, J. T.; Tonks, S.; Perencevich, K. C. (2004).Children's motivation for reading: Domain specificity and instructional influences.Journal of Educational Research 97,299-309. doi:10.3200/joer.97.6.299-310.

Winardi.(2007). Manajemen Konflik (Konflik Perubahan dan Pengembangan). Bandung: Mandar Maju.

Wu, Xiaoy & Wang, Chunben. (2008). The Impact of Organizational Justice on Employees' Pay Satisfaction, Work Attitudes and Performance in Chinese Hotels.Journal of Human Resources in Hospitality & Tourism. 7 (2) 181-195.

Yuwono.(2005). Psikologi Industri dan Organisasi. Surabaya: Fakultas Psikologi Universitas Airlangga.


Refbacks

  • There are currently no refbacks.