BAB II KAJIAN PUSTAKA, KERANGKA PEMIKIRAN DAN HIPOTESIS
2.2. Penelitian Terdahulu
Penelitian terdahulu sangat penting sebagai dasar pijakan dalam rangka penyusunan penelitian. Kegunaannya untuk mengetahui sejauh mana hasil-hasil dari penelitian sebelumnya dapat mendukung tujuan dari penelitian ini. Seperti hubungan antara masing-masing variabel bebas (independent atau eksogen) terhadap variabel terikat (dependent atau endogen). Disamping korelasi antar variabel terikat yang ada.
Uraian singkat dari hasil penelitian sebelumnya dapat dijabarkan pada Tabel 2.1. berikut ini:
Tabel 2.1.
Hasil penelitian terdahulu
No. Nama Judul Persamaan Perbedaan Alat Analisis Kesimpulan
Pengaruh Budaya Organisasi terhadap Kinerja 1. Mashal Ahmed &
Saima Shafiq (2012) The Impact of Organizational Culture on Organizational Performance: A Case Study of Telecom Sector (Global Journal of Management and Business Research: A Administration and Management. Vol. 14(3) pp. 21-29)
1)Kinerja diukur menggunakan balanced scorecard dari Kaplan & Norton (1992): financial perspective, customer perspective, internal perspective, learning perspective
2)Menggunakan dimensi budaya dari Hofstede (1980): power distance, uncertainty avoidance,
individualism/collectivism, masculinity/femininity
Exploratory Study
Result shows that Hofstede culture dimensions affect the organizational performance in telecom companies. Results also indicate that is a difference between the power of the manager and the employees. When there is a power distance employees seeks their problem solved by the management. In this situation employees respect their supervisors by enhancing the performance in return. 2. Yin-Hsi Lo (2012) Managerial Capabilities,
Organizational Culture and Organizational Performance: The Resource-Based Perspective in Chinese Lodging Industry (The Journal of International Management Studies. Vol. 7(1) pp. 151-157)
1)Kinerja diukur berdasarkan hasil elaborasi dari Chandler & Hanks (1993); Luo (1997); Luo & Peng (1998, 1999): overall organizational performance, profitability, growth in sales, return on investment (ROI) 2)Menggunakan dimensi
budaya dari Carmeli & Tishler (2004): there is a high involvement of our employees in the process, decisions, and their
Structure Equation Model (SEM)
The results study has shown that a hotel's managerial capabilities and organizational culture has no direct impact on its financial performance, the findings might be disappointed but crucial.
Tabel 2.1. Hasil penelitian terdahulu (Lanjutan)
No. Nama Judul Persamaan Perbedaan Alat Analisis Kesimpulan
Pengaruh Budaya Organisasi terhadap Kinerja
implementation; our
employees are committed and held a high sense of responsibility to the organization; there is a high level of coordination and agreement among our employees; the organization knows the external
environment and provides appropriate responses 4. Keng-Sheng Ting (2011) Research on the Influence of Organizational Culture and Organizational Restructuring on Organizational
Performance: Taking Old Folks Nursing
Organization in Taiwan as an Example
(The Journal of Human Resource and Adult Learning. Vol. 7(2) pp. 96-109)
1)Kinerja diukur berdasarkan hasil elaborasi dari Rodsutti & Swierczek (2002); Sun Jui-ying (2002); Huang His-min (2004): organizational efficacy
2)Budaya diukur berdasarkan hasil elaborasi dari Quinn (1988); Cameron & Quinn (1999); Sun Jui-ying (2002); Tseng Hua-chen (2006): consensus, developing, reasonable, echelon Structural Equation Model (SEM)
The results of the study demonstrate that organizational culture has large and in-depth influence on organizational efficiency. Besides that, fine organizational culture can increase organizational efficacy, raise productivity. Therefore, organizational culture in an organization has a favorable influence on organizational performance. 5. Rukevwe J. Olughor (2014) The Influence of Organisational Culture on Firms’ Effectiveness (IOSR Journal of 1)Menggunakan dimensi budaya dari Denison & Mishra (1995); Denison & Neale (1996); Denison et al.
1)Efektivitas diukur
menggunakan dimensi dari Denison & Mishra (1995): overall performance, market
Analysis of Variance (ANOVA), Regression
From the analysis, all four cultural dimensions are less highly correlated with
Tabel 2.1. Hasil penelitian terdahulu (Lanjutan)
No. Nama Judul Persamaan Perbedaan Alat Analisis Kesimpulan
Pengaruh Budaya Organisasi terhadap Kinerja
Business and Management. Vol. 16(6) pp. 67-70) (2002): involvement, consistency, adaptability, mission
share, sales growth, profitability, employee satisfaction, quality of products and services, new product development
Analysis Nigeria, mission is the strongest contribution toward
effectiveness.
Pengaruh Komitmen Organisasi terhadap Kinerja 1. Aysen Berberoglu & Hikmet Secim (2015) Organizational Commitment and Perceived Organizational Performance Among Health Care Professionals: Empirical Evidence From A Private Hospital in Northern Cyprus
(Journal of Economics and Behavioral Studies. Vol. 7(1) pp. 64-71)
1)Menggunakan dimensi komitmen dari Meyer & Allen (1991): affective,
continuance, normative
1)Kinerja diukur menggunakan dimensi dari Delaney & Huselid (1996): quality of products, services, or programs; development of new products, services, or programs; ability to attract essential employees; ability to retain essential
employees; satisfaction of customers or clients; relations between management and other employees; relations among employees in general Pearson Correlation Coefficient, Analysis of Variance (ANOVA)
According to the results of the statistical analysis, it is possible to conclude that there is a statistically significant relationship between level of organizational commitment and perceived organizational performance of the health care workers. Besides having an influence on the overall organizational performance, level of organizational commitment is also affecting how the employees are observing the performance of their organizations.
2. Yu-Je Lee & Ching-Lin Huang (2012) The Relationships between Balanced Scorecard, Intellectual Capital, Organizational Commitment and Organizational Performance: Verifying a
1)Kinerja diukur berdasarkan hasil elaborasi dari Wu (1998); Ling & Hung (2010); Delaney & Huselid (1996): financial performance 2)Menggunakan dimensi
komitmen dari Hsieh, Lang &
General Path Analytic Approach (GPAA) Control Non-Linear Regression
On the other hand, hypothesis is not substantiated to indicate both balanced scorecard implementation and employee organizational commitment of Taiwan-listed LED
Tabel 2.1. Hasil penelitian terdahulu (Lanjutan)
No. Nama Judul Persamaan Perbedaan Alat Analisis Kesimpulan
Pengaruh Komitmen Organisasi terhadap Kinerja
‘Mediated Moderation’ Model (American Journal of Business and Management. Vol. 1(3) pp. 140-153) Chen (2010): selflessness, dedication to job,
Identification with the organization, assisting colleagues (CNLR), Structural Equation Modeling (SEM)
significantly interactive effect on organization performance. 3. Rajendran Muthuveloo & Raduan Che Rose (2005) Antecedents and Outcomes of Organisational Commitment among Malaysian Engineers (American Journal of Applied Sciences. Vol. 2(6) pp. 1095-1100)
1)Menggunakan dimensi komitmen dari Meyer & Allen (1991): affective,
continuance, normative
1)Outcome diukur
menggunakan dimensi dari Steers (1974): loyalty, intention to leave, work stress, self performance
Multiple Regression Analysis, Analysis of Variance (ANOVA)
The findings show that organizational commitment and personal characteristics have a significant influence on organizational outcomes. Higher organizational commitment leads to higher loyalty, reduced work stress and a lower intention to leave. This research also confirms that organizational commitment has little influence on
self-performance. 4. Andry Arifian
Rachman (2014)
The Effect of Organization Commitment and Procedural Fairness on Participative Budgeting and Its Implication to Performance Moderating by Management
Accounting Information (A Survey on Province Local
1)Kinerja diukur menggunakan skor dari: Evaluation Results Report (LHE) AKIP for Fiscal Year 2010
2)Menggunakan dimensi komitmen dari Mowday, Steers & Porter (1979): degree of goal and value, willingness to exert effort,
Structure Equation Model (SEM), Partial Least Square (PLS)
The research findings organization commitment have positive and significantly affect the performance. While organization commitment related to outcomes such as performance.
Tabel 2.1. Hasil penelitian terdahulu (Lanjutan)
No. Nama Judul Persamaan Perbedaan Alat Analisis Kesimpulan
Pengaruh Budaya Organisasi terhadap Kinerja
Government Unit
Agencies of West Java) (Review of Integrative Business & Economics Research. Vol. 3(1) pp. 201-218)
desire to maintain membership
Pengaruh Modal Intelektual terhadap Kinerja 1. Gökhan Ozer,
Ercan Ergun & Osman Yilmaz (2015)
Effects of intellectual capital on qualitative and quantitative performance: Evidence from Turkey (South African Journal of Economic and
Management Sciences. Vol. 18(2) pp. 143-154)
1)Kinerja diukur menggunakan dimensi dari Yılmaz, Alpkan & Ergun (2005): innovation, adaptation, operational, human resources (kualitatif); dan profitability, sales growth, market share (kuantitatif) 2)Modal intelektual diukur
berdasarkan hasil elaborasi dari Bontis (1998, 2001); Brooking (1996); Dzinkowski (2000); Edvinsson (1997); Edvinsson & Malone (1997); Marr (2004, 2005); Moon & Kym (2006); Petty & Guthrie (2000); Roos & Roos (1997); Sullivan (2000); Sveiby (1998); Wang & Chang (2005): human, relational, structural
Structural Equation Model (SEM)
The results of the study demonstrate that IC and its components have positive effects on both the qualitative and quantitative performance by firms. On the other hand, it could be argued that the effect of IC is more dominant in qualitative performance. When we look at the effects of factors of IC on performance
quantitatively and qualitatively, the most important is RC.
Tabel 2.1. Hasil penelitian terdahulu (Lanjutan)
No. Nama Judul Persamaan Perbedaan Alat Analisis Kesimpulan
Pengaruh Modal Intelektual terhadap Kinerja 2. Peyman Akbari,
Reza Rostami & Akbar
Veismoradi (2013)
The Analysis Impact of Human Resource Management and Intellectual Capital on Organizational Performance in Physical Education Organization of Iran (Case Study: Physical Education General Department of Kermanshah)
(International Journal of Sport Studies. Vol. 3(3) pp. 263-273)
1)Menggunakan dimensi modal intelektual dari Bontis (2002): human, structural, customer
1)Kinerja diukur menggunakan indikator-indikator: employee satisfaction, customer satisfaction, financial performance Structural Equation Modeling (SEM), Partial Least Squares (PLS)
The results of testing hypotheses showed that there is evidence that Intellectual capital has a significant and moderate effect on organizational performance.
3. Elena Shakina & Angel Barajas (2012)
The Relationship between Intellectual Capital Quality and Corporate
Performance: An Empirical Study of Rusian and European Companies (Economic Annals. Vol. LVII No. 192 pp. 79-97)
1)Kinerja diukur menggunakan indikator-indikator: economic value added (EVA), future gross value (FGV) 2)Modal intelektual diukur
berdasarkan hasil elaborasi dari Ross et al. (2005); Stewart (1997): human, structural, relational Instrumental Variables Method, Cross-sectional and Panel Data Analysis, Ordinary Least Squares (OLS)
We can partially confirm our hypothesis: the countries’ institutional factors play a crucial role in the intellectual capital transformation into the companies’ value, but some of the positive factors have a negative link with corporate performance. Therefore we have found a relationship that is not so obvious at first sight: the indicator of the economic incentive regime, as well as the level of education in the country, has a negative link to
Tabel 2.1. Hasil penelitian terdahulu (Lanjutan)
No. Nama Judul Persamaan Perbedaan Alat Analisis Kesimpulan
Pengaruh Modal Intelektual terhadap Kinerja
the value added of a company
and its potential growth. 4. Kaveh Asiaei &
Ruzita Jusoh (2015)
A Multidimensional View of Intellectual Capital: The Impact on Organizational Performance
(Management Decision. Vol. 53(3) pp. 668-697)
1)Kinerja diukur berdasarkan hasil elaborasi dari Gupta & Govindarajan (1984); Govindarajan (1988): planned targets or stated objectives
2)Modal intelektual diukur berdasarkan hasil elaborasi dari Tayles et al. (2007); Subramaniam & Youndt (2005); Burt (1992): human, structural, relational, social
Structure Equation Model (SEM), Partial Least Square (PLS)
The data analysis reveals that there is a significant positive association between the human capital, structural capital, relational capital and OP. Conversely, there is no significant relationship between social capital and OP.
5. Majid
Dadashinasab, Saudah Sofian, Mohsen Asgari & Majid Abbasi (2012)
The Effect of Intellectual Capital on Performance: A Study among Iranian Automotive Industry (Journal of Basic and Applied Scientific Research. Vol. 2(11) pp. 11353-11360)
1)Kinerja diukur menggunakan indikator-indikator: return on equity (ROE), return on assets (ROA), growth revenues (GR) 2)Modal intelektual diukur
berdasarkan Value Added Intellectual Coefficient (VAIC): value added efficiency of capital employed (VACA), value added efficiency of human capital (VAHU), value added efficiency of structural capital (STVA) Pearson Correlation Coefficient, Multiple Regression Analysis
The empirical finding from this study had a clearly significant positive relationship between VAIC and ROA, ROE and GR. This paper showed that STVA, VAHU, and VACA had a significant positive effect on financial performance. In other words, the profitability of a firm was positively influenced by increase in value creation efficiency.
Tabel 2.1. Hasil penelitian terdahulu (Lanjutan)
No. Nama Judul Persamaan Perbedaan Alat Analisis Kesimpulan
Korelasi Budaya Organisasi dan Komitmen Organisasi 1. Astri Ghina
(2012)
The Influence of Corporate Culture on Organizational
Commitment; Case Study of Civil Government Organizations in Indonesia (International Journal of Basic and Applied Science. Vol. 1(2) pp. 156-170)
1)Menggunakan dimensi budaya dari Lau & Idris (2001): training and development, rewards and recognition, teamwork, organizational communication 2)Menggunakan dimensi
komitmen dari Mowday, Steers & Porter (1979): degree of goal and value, willingness to exert effort, desire to maintain membership Bartlett Test, Pearson Correlation Coefficient, Multiple Regression Analysis
It can be argued that all these dimensions of corporate culture are directly involved in improvements in employees’ organizational commitment. Moreover, the findings also indicate that the most important corporate culture dimension that explains the variance in employees’ organizational commitment was
communication.
2. Adel Mohamed Ali Shurbagi (2014)
The Relationship between Organizational Culture and Organizational Commitment in National Oil Corporation of Libya (2nd International Conference on Research in Science, Engineering and Technology. March 21-22, 2014 pp. 185-191)
1)Menggunakan dimensi komitmen dari Allen & Meyer (1990): affective,
continuance, normative
1)Menggunakan dimensi budaya dari Cameron & Quinn (2006): clan,
adhocracy, market, hierarchy
Pearson Correlation Coefficient, Regression Analysis
The empirical results indicated that the relationship between organizational culture and organizational commitment in National Oil Corporation of Libya was positive significant relationship, while the dominant culture in NOC of Libya was Hierarchy culture and the dominant organizational commitment was Affective commitment.
3. A.P. Ramshida & K. Manikandan (2013) Organizational Commitment as a Mediator of 1)Menggunakan dimensi budaya dari Cooke & Lafferty (1986): constructive,
Pearson Correlation Coefficient,
Results indicate that there exists a significant positive relationship between
Tabel 2.1. Hasil penelitian terdahulu (Lanjutan)
No. Nama Judul Persamaan Perbedaan Alat Analisis Kesimpulan
Korelasi Budaya Organisasi dan Komitmen Organisasi
Counterproductive Work
Behavior and Organizational Culture (International Journal of Social Science & Interdisciplinary Research. Vol. 2(2) pp. 59-69) passive/defensive and aggressive/defensive 2)Menggunakan dimensi
komitmen dari Balachandran & Thomas (1994): feelings, loyalty, involvement, interest, reaction
Regression Analysis, Sobel Test
organizational culture and organizational commitment. And also these correlational values indicate that the organizational culture is strongly embedded in an employee's commitment towards the organization. 4. Peter Lok & John
Crawford (1999)
The Relationship between Commitment and Organizational Culture, Subculture, Leadership Style and Job Satisfaction in Organizational Change and Development (Leadership & Organization Development Journal. Vol. 20(7) pp. 365-373) 1)Menggunakan dimensi budaya dari Wallach's (1983): bureaucratic, innovative, supportive 2)Menggunakan dimensi
komitmen dari Mowday, Steers & Porter (1979): degree of goal and value, willingness to exert effort, desire to maintain membership
Pearson Correlation Coefficient
The correlations suggest that, except for the hospital bureaucratic and ward bureaucratic culture variables, there are, in general, positive and significant correlations between commitment and measures of hospital culture, ward culture, leadership style and job satisfaction. Hospital culture dimensions generally had low correlations with commitment. However, the ward culture dimensions, innovation and supportive, had higher correlations with commitment. 5. Abbas Ali Rastegar & Somaye Aghayan (2012) Impacts of Organizational Culture on Organizational Commitment (Journal of Human 1)Menggunakan dimensi budaya dari Wallach’s (1983): bureaucratic, innovative, supportive Regression Analysis, Pearson Correlation
The main result of this study is that supportive and innovative organizational culture are positively correlated with
Tabel 2.1. Hasil penelitian terdahulu (Lanjutan)
No. Nama Judul Persamaan Perbedaan Alat Analisis Kesimpulan
Korelasi Budaya Organisasi dan Komitmen Organisasi
Resource Management
and Development. Vol. 2(2) pp. 1-13)
2)Menggunakan dimensi komitmen dari Mowday, Steers & Porter (1979): degree of goal and value, willingness to exert effort, desire to maintain membership
Coefficient organizational commitment but the correlation between bureaucratic organizational culture and organizational commitment is low.
6. Akhtar Shoaib Ch., Naseer Zainab, Haider Maqsood & Rafiq Sana (2013)
Impact of Organizational Culture on Organizational Commitment: A
Comparative Study of Public and Private Organizations (Research Journal of Recent Sciences. Vol. 2(5) pp. 15-20)
1)Menggunakan dimensi komitmen dari Allen & Meyer (1990): affective,
continuance, normative
1)Menggunakan dimensi budaya dari Cameron & Quinn (2006): clan,
adhocracy, market, hierarchy
Pearson Correlation Coefficient
The results indicate that there exist a statistically significant relationship between clan culture and all the dimensions of commitment. Adhocracy and market dimensions of culture were found to have a weak but statistically significant relationship with normative commitment only. Hierarchy culture was found to be statistically insignificant in relation to all dimensions of commitment.
Korelasi Modal Intelektual dan Budaya Organisasi 1. Fattah Nazem &
Mina Mozaiini (2014) A Structural Equation Model of Intellectual Capital Based on Organizational Culture in Higher Education Institutions
1)Menggunakan dimensi modal intelektual dari Bontis (1998): human, structural, customer
1)Menggunakan dimensi budaya dari Robbin’s ( 1996): individual initiative, risk tolerance, direction,
integration, conflict tolerance, management contact, control,
Structure Equation Model (SEM)
The results indicated that dimensions of organizational culture had a direct effect on intellectual capital. The model also showed that the factors of individual initiative and direction
Tabel 2.1. Hasil penelitian terdahulu (Lanjutan)
No. Nama Judul Persamaan Perbedaan Alat Analisis Kesimpulan
Korelasi Modal Intelektual dan Budaya Organisasi
(European Journal of
Experimental Biology. Vol. 4(1) pp. 71-76)
reward system in organizational culture had the
highest direct effect on the intellectual capital. 2. Hardi Supeno, Made Sudharma, Siti Aisjah, Arsono Laksmana (2012)
The Effects of Intellectual Capital, Strategic Flexibility, and Corporate Culture on Company Performance: A Study on Small and Micro-scaled Enterprises (SMEs) in Gerbangkertosusila Region, East Java (International Business and Management. Vol. 11(1) pp. 1-12)
1)Budaya diukur berdasarkan hasil elaborasi dari Acar & Acar (2012); Yesit & Kaya (2013): clan, adhocracy, market, hierarchy 2)Modal intelektual diukur
berdasarkan hasil elaborasi dari Dar et al. (2001); Bontis & Serenko (2009); Amit & Schoemaker (1993); CIMA (2005); IFAC (1995); Alvares et al. (2011); Marr, Schiuma & Neely (2004): human, structural, relational Structure Equation Model (SEM), Partial Least Square (PLS)
In general it was indicated that IC might drive the development of positive corporate culture. The finding had empirically proven that IC significantly and positively affected corporate culture developed within a company. In this sense, the better IC management supported by positive corporate culture might improve the performance of the SMEs.
3. Kaveh Asiaei & Ruzita Jusoh (2015)
A Multidimensional View of Intellectual Capital: The Impact on Organizational Performance
(Management Decision. Vol. 53(3) pp. 668-697)
1)Budaya diukur berdasarkan hasil elaborasi dari Zammuto & Krakower (1991); Bhimani (2003); Henri (2006): group, developmental, hierarchical, rational
2)Modal intelektual diukur berdasarkan hasil elaborasi dari Tayles et al. (2007); Subramaniam & Youndt (2005); Burt (1992): human, structural, relational, social
Structure Equation Model (SEM), Partial Least Square (PLS)
The standardized coefficients of the effect of organizational culture on human capital and structural capital provide support for hypothesis, respectively. That is, culture (flexibility dominant cultural type) has a positive and significant impact on human capital and structural capital. Conversely, the results do not support others hypothesis since
Tabel 2.1. Hasil penelitian terdahulu (Lanjutan)
No. Nama Judul Persamaan Perbedaan Alat Analisis Kesimpulan
Korelasi Modal Intelektual dan Budaya Organisasi
no statistical significance was
found between culture and relational capital and social capital.
Korelasi Modal Intelektual dan Komitmen Organisasi 1. Jafar Jafari
Jouzani (2015)
The Relationship between Intellectual Capital and Organizational
Commitment: Case Study of Sepah Bank, Golestan Province, Iran (Gazi Univertesi Gazi Egitim Fakultesi Dergisi. Vol. 4(7) pp. 1-8)
1)Menggunakan dimensi komitmen dari Meyer & Allen (1997): affective,
continuance, normative 2)Menggunakan dimensi modal
intelektual dari Bontis (2001): human, structural, customer
Kolmogorov-Smirnov Test, Pearson Correlation Coefficient, Regression Analysis
The results of the survey show that there is a significant positive correlation between intellectual capital and
organizational commitment. The most direct effect is related to the effect of the capital structure at the organizational level on the intellectual capital of organizational commitment. 2. Yung-Chieh
Chien (2012)
The Influences of Balanced Scorecard upon Intellectual Capital Accumulation Implemented by Listed LED Companies in Taiwan: A Moderator of Organizational Commitment (The Journal of International Management Studies. Vol. 7(2) pp. 40-52) 1)Menggunakan dimensi komitmen dari Mowday, Porter & Steers (1982): retention, value, effort 2)Modal intelektual diukur
berdasarkan hasil elaborasi dari Chen (2001); Chen & Hu (2010): human resource, structure, relationship
Structure Equation Model (SEM)
This study shows that the balanced scorecard implemented by companies influences the intellectual capital, and the "organizational commitment" variable has a significantly positive
interference/interaction effect, which also implies that organizational commitment, facilitates the balanced scorecard to influence the accumulation of intellectual
Tabel 2.1. Hasil penelitian terdahulu (Lanjutan)
No. Nama Judul Persamaan Perbedaan Alat Analisis Kesimpulan
Korelasi Modal Intelektual dan Komitmen Organisasi
capital. Therefore, if companies
can take into account organizational commitment when they are realizing balanced scorecards’ impact on the accumulation of their intellectual capital, then synergy will be achieved.
3. Yu-Je Lee & Ching-Lin Huang (2012) The Relationships between Balanced Scorecard, Intellectual Capital, Organizational Commitment and Organizational Performance: Verifying a ‘Mediated Moderation’ Model (American Journal of