Harsya Dwiputera Binus University, Jakarta, Indonesia, Abstract

Size: px
Start display at page:

Download "Harsya Dwiputera Binus University, Jakarta, Indonesia, Abstract"

Transcription

1 Analysis of Influence of Job Involvement and Work Centrality to Organizational Citizenship Behavior and the Impact on Employee Performance in PT. Ms. Aishah Mandiri Harsya Dwiputera Binus University, Jakarta, Indonesia, dwiputera13@yahoo.com Abstract This research was conducted at PT. Ms. Aishah Mandiri, a company engaged in the services of the travel. This study aims to determine how much influence of Job Involvement and Work centrality of the Organizational Citizenship Behavior (OCB),and their impact on employee performance and simultaneous partial. Data were obtained through interviews with the company and distributing questionnaires to 64 employees of PT. Ms. Aishah Mandiri as respondents. The method of analysis used in this study is the Path Analysis.The survey results revealed that, in a partial and simultaneous Job Involvement and Work centrality significant effect on OCB. Then Job Involvement, Work centrality,and OCB at PT. Ms. Aishah Mandiri known to give a simultaneous and significant influence on employee performance. Where partially Job Involvement and OCB significant effect on employee performance. However, Work centrality does not give effect. Keywords: Job Involvement, Work centrality, Organizational Citizenship Behavior, Employee Performance, path analysis INTRODUCTION Many factors affect the success of an organization in achieving its performance, one of which was Job Involvement is employee engagement. By having high employee engagement it is hoped will have the effect of the high level of performance. In addition there Work centrality or the centrality of work where employees are paying more attention to the work in his life. By having both the centrality of work to increase the level of performance, the effectiveness of both organizations, and the commitment and motivation of individuals going strong. Supporting factors are relevant, current employees should have possessed Organizational Citizenship Behavior a good (OCB). Where OCB is behavior that employees have to work outside the obligatory duties. The importance of having Job Involvement, Work centrality, and Organizational Citizenship Behavior in the company will determine the outcome of the performance itself and the company's employees. With the issues contained in the PT. Ms. Aishah Mandiri Self-employment in the form of a passive involvement, low OCB behaviors of employees, and the employees were not stable performance, thus making the fluctuating performance of the company each year. For that to be able to assist, promote and support the company achieved a good performance, the company and employees must understand how the steps necessary to achieve and improve Job Involvement, Work centrality, and Organizational Citizenship Behavior (OCB). So this backdrop the author to conduct research Effect Analysis Job Involvement and Work centrality Against Organizational Citizenship Behavior and Its Impact On Employee Performance in PT. Ms. Aishah Mandiri.

2 LITERATURE REVIEW A. Job Involvement Definition Job Involvement by Lodahl and Kejner (in cohen, 2003) is the internalization of the values of the good jobs or the importance of work for someone esteem. According to Brown (in Muchinsky, 2003) says that job involvement (Job Involvement) refers to the degree to which a person is psychologically favor of the organization and the importance of work for a picture of himself. So according to them, job involvement (JobInvolvement) is an employee's commitment to his work is characterized by high concern employees have to work in the work environment. B. Work Centrality According Paullay, Alliger, & Stone-Romero (1994) in Blakely, Srivastava, Moorman (2005, p103) Work centrality or the centrality of work is the level of importance of work in one's life. And according Ucanok (2009) Work centrality is the level of importance of the work in general rather than involvement in this work. So according to the definition given, Work centrality or the centrality of work is the attitude of the employees that work he involve how big and important in one's belief of the importance of such work. C. Organizational Citizenship Behavior According to Luthans (2006:251) basis for OCB reflect personality traits / trait predisposes employees are cooperative, helpful, considerate, and earnest. While the basic attitude indicated that employees engaged in OCB to reciprocate organizational action. So we can conclude the definition of Organizational Citizenship Behavior (OCB) is an individual contribution to exceed the demands of the role in the workplace and inperformance-reward the acquisition of task. D. Performance Performance (performance) is essentially what is done or not done by employees (Mathis, 2006, p378). Meanwhile, according to Mangkunegara (2002, p67), the performance is derived from the job performance or actual performance, which means the quality of the work achieved by the employee in carrying out their duties in accordance with the responsibilities assigned to him. Thus, we can conclude the performance is the willingness of a person or group of people to do something and improve it in accordance with its responsibilities to the expected results. HYPOTHESES The following is designed research hypothesis in this study: For T-1: To identify and analyze how much influence of Job Involvement and Work centrality of the Organizational Citizenship Behavior PT. Ms. Aishah Mandiri Partially Independent or simultaneously. For T-2: To identify and analyze how much influence the Job Involvement and Work centrality of the Organizational Citizenship Behavior and its impact on the performance of employees at PT. Ms. Aishah Mandiri Partially Independent or simultaneously. METHODS The study was conducted with the kind of research is associative. Associative research aims to determine the relationship between two or more variables. In this study, to determine the effect of Job Involvement and Work centrality of the Organizational Citizenship Behavior and its Impact on Employee Performance in PT. Ms. Aishah Mandiri to conduct interviews, questionnaire, and literature. Unit analysis used individual is an employee of PT. Ms. Aishah Mandiri. Observation time used cross-sectional, which according to Sekaran (2006: p.177) is the data the researcher carried out only once in the study. In this study, data collection is done by questionnaires and interviews. Total population of employees at PT. Ms. Aishah Mandiri as many as 64 people, therefore sampling conducted by researchers is the population. The data obtained will be processed using SPSS and Excel software. Where the analysis begins by transforming the data, the validity, reliability, and tests of

3 normality. From the results of the questionnaire data were analyzed further by using path analysis (PathAnalysis). RESULTS AND DISCUSSION Value Transformation of Job Involvement (X1) Ordinal Scale Interval Scale Value Transformation of Work centrality (X2) Ordinal Scale Interval Scale Value Transformation of Organizational Citizenship Behavior (Y) Ordinal Scale Interval Scale

4 Value Transformation of Employee Performance (Z) Ordinal Scale Interval Scale Sources: Data Processing Results, 2012 After the transformation, the questionnaires are processed using the test validity, reliability test, test for normality, and the last path analysis. Validity Variable Job Involvement Items r count r table Description 1 0,577 0,21 Valid 2 0,697 0,21 Valid 3 0,489 0,21 Valid 4 0,629 0,21 Valid 5 0,607 0,21 Valid Result Data Processing, 2012

5 Validity Variable Work centrality Items r count r table Description 6 0,468 0,21 Valid 7 0,678 0,21 Valid 8 0,640 0,21 Valid 9 0,786 0,21 Valid 10 0,628 0,21 Valid Result Data Processing, 2012 Validity Variable Organizational Citizenship Behavior Items r count r table Description 11 0,503 0,21 Valid 12 0,708 0,21 Valid 13 0,801 0,21 Valid 14 0,691 0,21 Valid 15 0,685 0,21 Valid 16 0,666 0,21 Valid 17 0,702 0,21 Valid

6 18 0,732 0,21 Valid 19 0,839 0,21 Valid 20 0,737 0,21 Valid 21 0,707 0,21 Valid 22 0,735 0,21 Valid 23 0,724 0,21 Valid Result Data Processing, 2012 Validity Variable Employee Performance Items r count r table Description 24 0,565 0,21 Valid 25 0,676 0,21 Valid 26 0,743 0,21 Valid 27 0,777 0,21 Valid 28 0,683 0,21 Valid 29 0,574 0,21 Valid 30 0,757 0,21 Valid 31 0,719 0,21 Valid

7 32 0,689 0,21 Valid 33 0,590 0,21 Valid 34 0,509 0,21 Valid Result Data Processing, 2012 Table Reliability Variables Cronbach's Alpha r table Description Job Involvement (X1) Reliable Work centrality (X2) Reliable Organizational Citizenship Behavior (Y) Reliable Performance Employees (Z) Reliable Normality Test of Job Involvement (X1) Normality Test of Work centrality (x2)

8 Normality Test of Organizational Citizenship Behavior (Y) Normality Test of Employee Performance (Z) Line Influence Analysis Job Involvement and Work centrality of the Organizational Citizenship Behavior and its Impact on Employee Performance in PT. Ms. Aishah Mandiri simultaneously From the table above, the known effects of Job Involvement (X1) and Work centrality (X2), and Organizational Citizenship Behavior (Y) on Employee Performance (Z) as R Square (R ²).544 = 54.4% and the effect of other variables were not examined in this study by 45.6% = y 2 = = = 0,6752

9 From the ANOVA table above, we know that the influence of each variable (X1, X2, Y) to Z significantly. Coefficients of X1, X2, and Y source: Results of Data Processing, 2012 Coefficients of X1, X2, and Y to Z Results of Path Analysis and Research in Partial Simultaneous X ,6752 Y Z X CONCLUSION Based on the results of the analysis of the influence of Job Involvement and Work centrality of the Organizational Citizenship Behavior and its impact on employee performance at PT. Ms. Aishah Mandiri is:

10 In conclusion, the results of this study indicate that the Organizational Citizenship Behavior is the most influential factor on employee performance so that the main thing that can improve the performance of employees is OCB. Employees who have a good potential OCB has a good performance. The second factor is the increase Employee Performance Job Involvement (Job Involvement), employees feel they are part of the company, so that when there is work to be done they will be motivated to engage in it. And the third factor affecting the performance of employees in the company are Work centrality. Suggestions from this study are: a). Related to the lack of a strong relationship between employees and managers, the managers should be more mingle with his employees. In order to create closer relationships and provide support to employees and the more motivated to work. And the company should often hold trainings for employees, so that employees acquire knowledge, learning and experience useful to increase their involvement in the work. B). Work centrality in the company should be further improved by conducting activities that involve all employees and employers, such as recreation, eating together, family gathering.,and explain again the values and objectives of the company looks like. c). Companies should enforce ethics and stricter rules to boost employee OCB, and in terms of hours worked hard to follow the changes in the company, the company should use the system shift in order to maintain the productivity of the employee to perform the work. D). In order to maintain employee performance, interest and aptitude in the company should identify the strengths and weaknesses of the employees first. So knowing what position suits them. In terms of the selection and recruitment company should provide job a clearer description,so that the potential employee will work well suited to your interests and talents they have. And also the company will have a good working system, clearer, and structured. REFERENCES Aamir, A Chughtai. (2008). Impact to Job Involvement on In-Role Job Performance and Organizational Citizenship Behaviour. Journal Institute of Behavioral And Applied Management Bazionelos, N. (2004). The Big Five of Personality and Work Involvement. Journal of Managerial Psychology.19 (1). Blakely, Gerald L; Srivastava, Abhishek; Moorman, Robert H. (2005). The Effects Of Nationality, Work centrality, And Work Locus Of Control on Role Definitions. Journal of Leadership & Organizational Studies.12 (1) : Cohen, A. (2003) Multiple Commitment in the Workplace: An Integrative Aprroach.New Jersey: Lawrence Erlbaum Associates, Inc.. Dharma, Agus. (2003). Management Supervision. Grants, Jakarta. Dienfendorff, JM, Brown, DJ, Kamin, AM, & Lord, RG (2002). Examining The Roles Job Involvement and Work centrality in Predicting Organizational Citizenship Behaviors and Job Performance. Journal of Organizational Behavior,Vol. 23: Hardaningtyas, Dwi. (2005). Effect of Emotional Intelligence and Attitudes Turnover on Organizational Culture on Organizational Citizenship Behaviour (OCB) Hiriyappa, B. (2009). Organizational Behavior New Delhi: New Age International (P) Ltd., Publishers. Indriantoro and Supomo. (2002). Methodology Business Research. BPFE UGM, Yogyakarta.

11 Irawan, F. (2010). Relations Democratic Leadership Style With Involvement Work (Thesis). Muhammadiyah University of Malang. Malang. Istijanto, Oei. (2010). Research Human Resources. GPU, Jakarta K Praveen, Parboteeah; Cullen, John B. (2003). Social institutions and work centrality: Explorations beyond national culture. Organization Science.14 (2): Kuncoro, EA and Riduwan. (2007). How to Use and interpret Path Analysis (Path Analysis).Alfabeta, Bandung. Luthans, Fred. (2006). Organizational Behavior. Edition 10. ANDI, Yogyakarta Makvana, SM (2008). A Study of Job Satisfaction and Work Involvement Prevailing Among Employees of Engineering and Pharmaceutical Organizations. Journal of the Institute of Productivity and Management. 2 (2), Mangkunegara, Anwar King. (2002). Human Resource Management of the Company. PT Teens Rosdakarya, Bandung. Mathis, Robert L. And John H. Jackson. (2006). Human Resource Management: Human Resource Management. Edition 10. Edition Bahasa Indonesian. Salemba Four, Jakarta. Moynihan, DP, & Pandey, SK (2007). Finding Workable levers Over Work Motivation: Comparing Job Satisfaction, Job Involvement and Organizational Commitment. La Follette School Working Paper Muchinsky, PM (2003). Psychology Applied to Work (7 th Learning, Inc. ed). California: Wadsworth, Thomson Purba, Deborah Elfina and Ali Liche Seniati. (2004). Effect of Personality and Commitment Against Organizasi Organizational Citizenship Behavior, (ONLINE), Deborah 20 kepribadian July 14, Riduwan, and Kuncoro, Engkos A. (2008). How to Use and Using Path Analysis. CV.Alfabeta, Bandung. Riduwan and Engkos Achmad Kuncoro (2011). How To Use And Wear Path Analysis (Path Analysis). Alfabeta, Bandung. Robbins, Stephen P and Coulter, Mary. (2007).Management Eighth Edition Volume 2.PT index. Robbins. (2009). Organizational Behavior: Global and Southern African Perspective.Capetown: Pearson Education South Africa. Santoso, Singgih. (2007).Mastering STATISTICS on REFORM ERA with SPSS 15.PT. Elex Media Komputindo Scholastic, Jakarta. Sarjono, Haryadi and Winda, Julianita. (2011). SPSS vs LISREL. Salemba Four. Jakarta Sarwono, Jonathan (2012). Path Analysis.Jakarta: PT Elex Media Komputindo. Sekaran, U. (2003). Research Methods for Business; A Skill Building Approach 2 nd Edition, John Wiley and Son, New York. Sekaran, Uma. (2006). Research Methodology for Business. Volume 2. Issue 4. Four Salemba, Jakarta. Sirait, Justine T. (2006). Understanding aspects of Human Resources Management in the Organization. PT. Scholastic Widiasarana Indonesia, Jakarta. Srivastava, SK (2005).Organizational Behavior and Management. New Delhi: Sarup & Sons.

12 Sugiyono., Statistics for Research.Bandung: Alfabeta. Ucanok, Basak. (2009). The Effects of Work Values, Work-Value Congruence and Work centrality on Organizational Citizenship Behavior.International Journal of Human and SocialSciences.4 (9): Ucanok, Basak. (2011). Understanding the importance of work: the effects of work values and work value congruence. European Journal of Cross-Cultural Competence and Management. 2 (1): Westhuizen, CVD (2008). Related Work Attitude as Predictors of Employee absenteeism (Thesis). University of South Africa.