BAB V : KESIMPULAN DAN SARAN
C. Saran
3. Bagi Penelitian Selanjutnya
a. Bagi penelitian selanjutnya diharapkan sebisa mungkin untuk memantau langsung proses pengisian skala penelitian.
b. Diharapkan mempertimbangkan subjek dari instansi negeri ataupun swasta. Pertimbangan subjek dari instansi negeri dan swasta didasarkan pada kemungkinan perbedaan sistem yang dimiliki, birokrasi, dinamika, serta peraturan yang mungkin juga menghasilkan data yang berbeda.
c. Penelitian selanjutnya disarankan untuk mencari sumber data dan menggunakan metode pengumpulan data yang lebih beragam sehingga hasil penelitian menjadi lebih valid.
79
DAFTAR PUSTAKA
Adams, J. S. (1965). Inequity in social exchange. In L. Berkowitz (Ed.), Advances in experimental social psychology (Vol. 2, pp. 267-299). New York: Academic Press.
Abbasi & Alvi. (2012). Impact of Organizational Justice on Employee Engagement in Banking Sector of Pakistan. Middle-East Journal of Scientific Research. 12( 5), 643-649.
Arun Kumar, K., dan Renuga devi, R. (2013). Antecedents and Consequences of
Employee Engagement- A Hypothetical Approach. IOSR Journal of
Business and Management (IOSR-JBM). 9(3), 52-57.
Azwar, S. (2009). Metode Penelitian. Yogyakarta: PustakaPelajar.
Azwar, S. (2014). Penyusunan Skala Psikologi (Edisi 2). Yogyakarta: Pustaka Pelajar.
Bakker, A., Emmerick, V.H & Euwama, M.C. (2005). Crossover of Burnout And Engagement In Work Teams. Work and Occupations, 33: 464-489.
Brunetto, Y, Teo, STT, Shacklock, K, & Farr-Wharton, R 2012, 'Emotional intelligence, job satisfaction, well-being and engagement: explaining organisational commitment and turnover intentions in policing. Human Resource Management Journal. 22 (4), 428-441.
Brockner, J., & Weisenfeld, B. M. (1996). An integrative framework for explaining reactions to decisions: Interactive effects of outcomes and procedures. Psychological Bulletin, 120, 189-208.
Colquitt, J.A., Wesson, M.J., Porter, C.O.L.H., Conlon, D.E., & Ng, K.Y, (2001). Justice At The Millenium : A Meta-Analytic Review Of 25 Years Of Organizational Justice. Research. Journal Of Applied Psychology, 86 (3),425 – 445
Colquitt, J.A. (2001). On the dimensionality of organizational justice: A construct validation of a measure. Journal of Applied Psychology, 86, 386-400.
Cropanzano, R., Bowen, D.E., & Gilliland, S.W. (2007). The manajemen of organizational justice. Journal of Academy Management Prespectives, 34-48
Cropanzano,R., & Greenberg, J. (1997). Progress in organizational justice: Tunneling through the maze. International Review of Industrial and Organizational Psychology, 2, 317-372.
Cropanzano, R., Prehar, C.A., & Chen, P.Y. (2000). Using social exchange theory to distinguish procedural from interactional justice. Group & Organization Management, 27, 324-351.
Cropanzano, R., Howes, J.C., Grandey, A.A., & Toth, P. (1997). The relationship of organizational politics and support to work behavior attitudes and stress. Journal of Organizational Behavior, 22, 159-180.
Demerouti. (2001). The Job Demans- Resources Model of Burnout. Journal of Applied Psychology, 86 (3), 499-512.
Folger, R., & Cropanzano, R. (1998). Organizational justice and human resource management. Thousand Oaks, CA:Sage.
Folger, R., & Konovsky, M.A. (1989). Effects of procedural and distributive justice on reactions to pay raise decisions. Academy of Management Journal, 32, 115- 130.
Fujimoto (2016). Inclusion, Organisational Justice and Employee Wellbeing. International Journal of Man power. 37 (6).
Ghosh, G., Rai, A., dan Sinha, A. (2014). Organizational Justice and Employee
Engagement. School of Management Studies, Motilal Nehru National
Institute of Technology, Allahabad, India.
Greenberg, J., & Baron, R.A. (2003). Behaviors in organization, understanding and managing the human side of wor. (8th Ed). New Jersey: Prentice Hill. Greenberg, J. (1987). Determinants of Perceived Fairness of Performance
Evaluations. Journal of Applied Psychology. 71(2), 340-342
Greenberg, J. (1990). Organizational Justice : Yesterday, today and tomorrow. Journal of Management, 16 (2).
Gupta, V., dan Kumar, S. (2012). Impact of Performance Appraisal Justice on
Employee Engagement: a study of Indian professionals. Employee
Relations. 35 (1), 61 – 78.
Judge, T.A., & Bono, J.E. (2001). Relationship of core self-evaluation traits-self esteem, generalized self-efficacy, locus of control, and emotional stability-with job satisfaction and job performance: A meta analysis. Journal of Applied Psychology, 86, 80-92.
Judge A.T., Colquitt. A.J. (2004). Organizational Justice and Stress: The Mediating Role of Work–Family Conflict. Journal of Applied Psychology. 89(3), 395–404.
Konovsky. (2000). Understanding Procedural Justice and Its Impact on Business Organizations. Journal of Management, 26( 3) , 489–511.
Maslach, C., Schaufeli, W. B., & Leiter, M. P. (2001). Job burnout. Annual Review of Psychology, 52, 397-422.
Macey, W., & Schneider, B. ( 2008). The meaning of employee engagement. Industrial and Organizational Psychology, 1, 3-30.
McMillan, J. H. & Schumacher, S. (2006). Resource in Education: Evidence-Based Inquiry. Botson: Pearson.
Moorman, R.H., Blakely, G.L., & Niehoff, B.P. (1998). Does organizational support mediate the relationship between procedural justice and organizational citizenship behavior? A group value model explanation. Academy of Management Journal, 41(3), 351-357.
Moorman, R. H. (1991). “Relationship between organizational justice and organizational citizenship behaviors: Do fairness perceptions influence employee citizenship?”. Journal of Applied Psychology. 76: 845-855 Muchinsky, P.M. (2001). Psychology applied to work, an introduction to
industrial and organizational psychology (7th edition). California: Wardsworth Publishing Company
Hallberg, U. E. & Schaufeli, W. B. 2006. "Same Same" But Different? Can Work Engagement be Discriminated From Job Involvement And Organizational commitment? European Psychologist, 11: hal.119-127
Harter, J. K., Schmidt, F. L., & Hayes, T. L. (2002). Business‐Unitlevel Relationship Between Employee Satisfaction, Employee Engagement, And Business Outcomes: A Meta‐Analysis. Journal of Applied Psychology Vol.87: hal.268-79.
Harvey, S., dan Haines, Y, V. (2005). Employer Treatment of Employees during a Community Crisis: The Role of Procedural and Distributive Justice.Journal of Business and Psychology. 20 (1), 53-68.
Hewitt Associates LLC. (2004). Employee Engagement.
http://www.aon.com/attachments/thoughtleadership/Trends_Global_Employ ee_E ngagement_Final.pdf
James, J.B., Mckechnie, S., dan Swanberg, J. (2011). Predicting Employee
Engagement in an Age-Diverse Retail Workforce. Journal of
Organizational Behavior. 32, 173-196.
Kahn, W. A. (1990). Psychological Conditions Of Personal Engagement And Disengagement At Work. Academy of management journal, 33 (4), 692-724.
Kular, S., Gatenby, M., Rees, C., Soane, E., dan Truss, K. (2008). Employee Engagement: A Literature Review. Kingston University. 19, 1-28.
Little, B & Little, P,.(2006). Employee Engagement: Conceptual Issues. Journal of Organizational Culture, Communications and Conflict, (10), 111 – 118. Macey, W.H & Schneider, B. (2008). The Meaning of Employee Engagement.
Industrial and Organizational Psychology Vol. 1: hal. 3–30
MacKinnon, D.P., dan Fairchild, A.J. (2009). Current Directions in Mediation Analysis.Association for Psychological Science. 18(1), 16-20.
Maslach, C., Schaufeli, W.B., dan Leiter, M.P. (2001). Job Burnout.Annual Review of Psychology. 52, 397-422.
Margaretha, M & Saragih, S. (2008). Anteseden dan Konsekuensi Employee Engagement : Studi pada Industri Perbankan. Artikel dalam Seminar Nasional dan Call for Paper, Universitas Kristen Maranatha, Bandung, 19-20, Juni 2013
Park, Y., Song, H, J., dan Lim, H., D. (2016). Organizational Justice and Work Engagement: the mediating effect of Self-Leadership. Leadership & Organization Development Journal. 37 (6), 711 – 729
Rai, Sumita. (2015). Organizational Justice and Employee Mental Health’s Moderating Roles in Organizational Identification. South Asian Journal of Global Business Research. 4 (1), 68-84.
Rana, S., Ardichvili, A., dan Tkachenko, O. (2014). A Theoretical Model of The Antecedents and Outcomes of Employee Engagement. Journal of Workplace Learning. 26(3/4), 249-266.
Rasheed, A., Khan, S., dan Lahore, M.R. (2013). Antecedents and Consequences of Employee Engagement: The Case of Pakistan. Journal of Business Studies Quarterly. 4(4), 183-200.
Patricia A. Simpson & Michelle Kaminski. (2007). Gender, Organizational Justice Perceptions and Union Organizing. 19, 57–72
Robertson, I.T., dan Cooper, C.L. (2009).Full Engagement: The Integration of
Employee Engagement and Psychological Well-being. Leadership dan
Organization Development Journal. 31(4), 324-336
Robinson, D., Perryman, S & Hayday, S. (2004). The Drivers of Employee Engagement.http://www.wellbeing4business.co.uk/docs/Article%20-
%20Engagement%20research.pdf.
Robin dan Judge. (2007). Organizational Justice, Organizational Commitment and Trust in Manager as predictor of Organizational Citizenship Behavior. Interdisciplinary Journal Of Contemporary Research In Business. 4(13). Saks, A.M. (2006). Antecedents and Consequences of Employee Engagement.
Journal Of Managerial Psychology. 21(7), 600–619.
Santoso, S. (2014). Statistik Parametrik Konsep dan Aplikasi dengan SPSS (Edisi Revisi). Jakarta: PT. Elex Media Komputindo.
Schaufeli, W. B. & Bakker, A. B. (2004). Job Demands, Job Resources, And Their Relationship With Burnout And Engagement: A Multi-Sample Study. Journal of Organizational Behavior. Vol. 25
Schaufeli, W.B., Salanova, M., González-Roma, V., & Bakker, A.B. ( 2002). The measurement of engagement and burnout: A two sample confirmatory factor analytic approach. Journal of Happiness Studies, 3, 71-92.
Schaufeli,W. B., Salanova, M., Gonzalez-Romá, V., & Bakker, A. B. (2002). The Measurement Of Engagement And Burnout: A Confirmative Analytic Approach. Journal of Happiness Studies. 3(1), 71-92.
Schaufeli,W. B., Bakker, A. B. & Salanova, M. (2006). The Measurement Of Work Engagement With A Short Questionnaire: A Cross-National Study. Educational and Psychological Measurement, 66 (4) hal. 701- 716
Schaufeli, W.B., dan Bakker, A.B. (2010). The Conceptualization and Measurement of Work Engagement: A review In A.B. Bakker dan M.P. Leiter (Eds.), Work Engagement: A Handbook of Essential Theory and Research. New York: Psychology Press.
Schaufeli, W.B., Salanova, M., Roma, V.G., dan Bakker, A.B. (2001). The Measurement of Engagement and Burnout: A Two Sample Confirmatory Factor Analytic Approach. Journal of Happiness Studies. 3, 71-92.
Shimazu, A., Schaufeli, W.B., Kamiyama, K., dan Kawakami, N. (2015).Workaholism vs. Work Engagement: the Two Different Predictors of Future Well-being and Performance. International Journal of Behavioral Medicine. 22, 18-23.
Subjoyo., dan Morio, R. (2010). Pengaruh Organizational Justice Terhadap Outcome Measures. 10 (1).
Supratiknya, A. (2014). Pengukuran Psikologis. Yogyakarta: Penerbit Universitas Sanata Dharma
Supratiknya, A. (2015). Metodologi Penelitian Kuantitatif dan Kualitatif dalam Psikologi. Yogyakarta: Penerbit Universitas Sanata Dharma.
Vishal Gupta & Sushil Kumar (2006) (2012) "Impact of performance appraisal
justice on employee engagement: a study of Indian
professionals", Employee Relations, 35 (1), 61 – 78.
Watson, S. dan Hewett, K. (2006). A Multi-Theoretical Model of Knowledge Transfer in Organizations: Determinants of Knowledge Contribution and Knowledge Reuse*. Journal of Management Studies. 43(2), 141-173.
85
DAFTAR LAMPIRAN Lampiran 1. Reliabilitas Skala
1.1 Reliabilitas Skala Organizational Justice Reliability Statistics Cronbach's Alpha N of Items .828 17 Item-Total Statistics Scale Mean if Item Deleted Scale Variance if Item Deleted Corrected Item-Total Correlation Cronbach's Alpha if Item Deleted item1 58.86 33.266 .335 .826 item2 58.92 32.238 .496 .815 item3 58.72 34.410 .321 .825 item4 58.88 33.455 .331 .826 item5 58.54 32.988 .481 .816 item6 58.36 30.562 .694 .801 item7 58.34 32.556 .528 .813 item8 58.20 33.755 .446 .818 item9 58.56 32.292 .602 .809 item10 58.64 33.256 .358 .824 item11 58.92 33.789 .330 .825 item12 58.44 33.027 .505 .815 item13 58.32 34.304 .441 .819 item14 58.46 33.682 .433 .819 item15 58.40 34.776 .297 .826 item16 58.18 34.844 .443 .820 item17 58.46 34.009 .324 .825
1.2 Reliabilitas Skala Employee Engagement Reliability Statistics Cronbach's Alpha N of Items .758 6 Item-Total Statistics Scale Mean if Item Deleted Scale Variance if Item Deleted Corrected Item-Total Correlation Cronbach's Alpha if Item Deleted item1 18.30 6.010 .330 .763 item2 18.38 5.383 .566 .707 item3 19.00 5.429 .411 .748 item4 18.42 5.636 .510 .722 item5 18.62 5.098 .612 .693 item6 19.18 4.518 .602 .694 Lampiran 2. Uji T
2.1Uji T variabel Distributif Justice
Test Value = 9 T Df Sig. (2-tailed) Mean Difference 95% Confidence Interval of the Difference Lower Upper Distributif Justice 23,013 158 .000 3,604 3,29 3,91
2.2Uji T variabel Prosedural Justice Test Value = 15 T Df Sig. (2-tailed) Mean Difference 95% Confidence Interval of the Difference Lower Upper Prosedural Justice 19,265 158 .000 2,667 2,39 2,94
2.3Uji T variabel Interactional Justice
Test Value = 27 T Df Sig. (2-tailed) Mean Difference 95% Confidence Interval of the Difference Lower Upper Interactional Justice -24,294 158 .000 -5,792 -6,26 -5,32
2.4Uji T variabel Employee Engagement
Test Value = 18 T Df Sig. (2-tailed) Mean Difference 95% Confidence Interval of the Difference Lower Upper Employee Engagement 17,528 158 .000 3,289 2,92 3,66
Lampiran 3. Uji Normalitas Residu
3.1 Uji Normalitas Residu Distributif Justice─ Engagement RES_DJ
N 159
Normal Parametersa Mean .0000000
Std. Deviation 2.072579
26
Most Extreme Differences Absolute .054
Positive .046
Negative -.054
Kolmogorov-Smirnov Z .677
Asymp. Sig. (2-tailed) .748
a. Test distribution is Normal.
3.2 Uji Normalitas Residu Prosedural Justice─ Engagement One-Sample Kolmogorov-Smirnov Test
RES_PJ
N 159
Normal Parametersa Mean .0000000
Std. Deviation 2.304343
29
Most Extreme Differences Absolute .050
Positive .050
Negative -.048
Kolmogorov-Smirnov Z .632
Asymp. Sig. (2-tailed) .819
3.3 Uji Normalitas Residu Interactional Justice─ Engagement One-Sample Kolmogorov-Smirnov Test
RES_IJ
N 159
Normal Parametersa Mean .0000000
Std. Deviation 2.246953
10
Most Extreme Differences Absolute .098
Positive .081
Negative -.098
Kolmogorov-Smirnov Z 1.231
Asymp. Sig. (2-tailed) .097
a. Test distribution is Normal.
Lampiran 4. Uji Heteroskedastisitas
4.1 Uji Heteroskedastisitas Distributif Justice ─ Engagement Coefficientsa Model Unstandardized Coefficients Standardized Coefficients t Sig. B Std. Error Beta 1 (Constant) 14.001 1.069 13.102 .000 DJ .578 .084 .483 6.903 .000 a. Dependent Variable: EE
4.2 Uji Heteroskedastisitas Prosedural Justice ─ Engagement Coefficientsa Model Unstandardized Coefficients Standardized Coefficients t Sig. B Std. Error Beta 1 (Constant) 15.845 1.870 8.471 .000 PJ .308 .105 .227 2.925 .004 a. Dependent Variable: EE
4.3 Uji Heteroskedastisitas Interactional Justice ─ Engagement Coefficientsa Model Unstandardized Coefficients Standardized Coefficients t Sig. B Std. Error Beta 1 (Constant) -3.343 .691 -4.838 .000 IJ .240 .032 .510 7.430 .000 a. Dependent Variable: EE
Lampiran 5. Uji Linearitas
5.1Uji Linearitas Distributif Justice ─ Engagement
ANOVA Table Sum of Squares df Mean Square F Sig. EE * DJ Between Groups (Combined) 291,970 9 32,441 8,155 ,000 Linearity 205,989 1 205,989 51,782 ,000 Deviation from Linearity 85,980 8 10,748 2,702 ,008 Within Groups 592,722 149 3,978 Total 884,692 158
5.2Uji Linearitas Prosedural Justice ─ Engagement
ANOVA Table Sum of Squares df Mean Square F Sig. EE * PJ Between Groups (Combined) 247,315 8 30,914 7,275 ,000 Linearity 179,969 1 179,969 42,354 ,000 Deviation from Linearity 67,345 7 9,621 2,264 ,032 Within Groups 637,377 150 4,249 Total 884,692 158
5.3Uji Linearitas Interactional Justice ─ Engagement
ANOVA Table
Sum of Squares df Mean
Square F Sig. EE * IJ Between Groups (Combined) 480,763 12 40,064 14,481 ,000 Linearity 329,768 1 329,768 119,19 5 ,000 Deviation from Linearity 150,996 11 13,727 4,962 ,000 Within Groups 403,928 146 2,767 Total 884,692 158
vii
Pengaruh Organizational Justice terhadap Employee Engagement
Octaviani Elga Fernandez ABSTRAK
Penelitian ini membahas mengenai pengaruh organizational justice terhadap employee engagement pada karyawan. Variabel tergantung pada penelitian ini adalah employee engagement, sedangkan variabel bebas adalah organizational justice yang terdiri dari 3 dimensi, yaitu distributif justice, prosedural justice dan interactional justice. Penelitian ini memiliki tiga hipotesis. Hipotesis yang pertama, distributif justice memiliki pengaruh yang positif signifikan terhadap employee engagement. Kedua, prosedural justice memiliki pengaruh yang positif signifikan terhadap employee engagement. Ketiga, interactional justice memiliki pengaruh yang positif signifikan terhadap employee engagement. Subjek dalam penelitian ini berjumlah 159 orang. Skala yang digunakan dalam penelitian ini merupakan skala yang telah diadaptasi dari Colquitt (2001) untuk organizational justice dan Saks (2006) untuk employee engagement. Reliabilitas skala dalam penelitian ini adalah sebesar 0.828 dan reliabilitas skala engagement adalah sebesar 0.758. Pengujian hipotesis dilakukan dengan menggunakan analisis regresi berganda. Hasil analisis menunjukkan bahwa seluruh hipotesis dalam penelitian ini diterima. Diketahui nilai standardized coefficients (β) sebesar 0,262 untuk hubungan antara distributif justice dan employee engagement, 0.247 untuk hubungan antara prosedural justice dan employee engagement dan 0,430 untuk hubungan antara interactional justice dan employee engagement. Artinya terdapat pengaruh positif dan signifikan pada organizational justice dan employee engagement. Maka, semakin tinggi organizational justice, semakin tinggi pula employee engagement. Sebaliknya semakin rendah organizational justice, semakin rendah pula employee engagement.
Kata kunci: organizational justice, dimensi organizational justice, distributif justice, prosedural justice, interactional justice, employee engagement
viii
The Influence of Organizational Justice toward Employee
Engagement
Octaviani Elga Fernandez
ABSTRACT
This research discussed the influences of organizational justice toward employee engagement. The dependent variable in this research is employee engagement which contains of 3 dimensions, such as distributive justice, procedural justice and interactional justice. This research has three hypotheses. The first hypotheses isdistributive justice. It has a significant positive influence toward employee engagement. The second isprocedural justice. It has a significant positive influence toward employee engagement. The third is interactional justice. It has a significant positive influence toward employee engagement. The subjects of this research are 159 people. The measurement tools used for this research are the scale that has been adapted from Colquitt (2001) for organizational justice and Saks (2006) for employee engagement.Thescale reliability in this research is 0.828 for organizational justice and 0.758 for employee engagement.In this research, multiple regression analysis is used in doing hypothesis trial. The result of the analysis shows that all hypotheses in this research are accepted. It is known that the value of standardized coefficients (β) is 0.262 for the relationship between distributive justice and employee engagement, 0.247for the relationship betweenprocedural justice and employee engagement and 0.430 for the relationship between interactional justice and employee engagement. It means there is a positive influence between organizational justice and employee engagement. Thus, the higher the organizational justice, the higher employee engagement will be. Conversely, the lower organizational justice, the lower the employee engagement will be.
Key words: organizational justice, dimensi onorganizational justice, distributive justice, procedural justice, interactional justice, employee engagement.
