lt
LAPORAI{ PENELITIAI{
KoNtrLIK
KELUARGA-KER.IA,
KEPUASAI\T
KERJA' KO]WITMEN
KEORGA}IISASHN
DAN
JENJANG
JABATAI'I
IADA
KARYAWAN
PT.TELKOM DI TANGERANG
SPK: NO. I 40- LPPIruntar/III/2O 1 0
Rodhiah
LerbinR
Aritonang
R.
LEMBAGA PENELITIAN
DANPT]BLII(ASI
ILMIAH
UNTVERSITAS
TARUMANAGARA
\
Jakarta,26
April
20ll
: Surat Keterangan
t
;
SURAT
KETERANGAN
Benar adanya bahwa Perpustakaan Fakultas Ekonomi Universitas Taruman agwa telah
menerima dan mendokumentasikan hasil karya ilmiah dari : Nomor
Lampiran
Perihal
Nama Bagian Judul
t'* : Lerbin R. Aritonang R., SE,
MM,
M.Psi.,Dr
: Fakultas Ekonomi Universitas Tarumanagara
:" Konflik
keluarga-kerja,
keputusankerja, komitmen
keorganisasiandan
jenjang jabatan
pada karyawanPt.
telkom
di Tangerang".
(SPKNo.
1 40-LPPIAJntar/III/20 1 0)Demikian surat keter angan
ini
dibuatuntuk
dipergunakan sebagaimana mestinya, atasperhatiannya diucapkan terima kasih.
Perpustakaan
konomi lJniversitas Tarumana garc
ABSTRACT
The
study
was
conducte"dto
understand
the
link
between
family
conflict-work, job
satisfaction, organizational
commitmer4tand
hierarchy.
The
sample
consistedof
200 workers.After
analyzedwith
SPSS, researchresults
showedthat
there
is
a
moderaterelationship between
level
of
office work-family
conflict and
job
satisfaction.
Jobsatisfaction
contribute
to
a
positive efflecton organizational
commitment,job
satisfactionmediated
relation
betweenwork-family conflict and commitment.
This
result
concludeswith implications
for HR
managers of Telkom and thedirection for future
research.ABSTRAK
Penelitian
ini
dimaksudkan untuk
mengetahuikaitan
antarakonflik
keluarga-kerja, kepuasankerja,
komitmep
keorganisasiandan
jenjang jabatan.
Penelitian dilakukan
terhadap 200
pekerja. Hasil
penelitianmpnunjukkan
bahwajenjang jabatan
memoderasikaitan
antarakonflik
keluarga-kerja dan
kepuasankerja;
kepuasankerja
berkontribusi
positif
terhadap
komitmen
keorganisasian;kepuasan
kerja
memediasi
kaitan
antarakonflik
keluarga-kerja dan kornitmen
keorganisasian.Berdasarkan
hasil penelitian itu,
pada bagian
akhir
dikemukakan beberapa saranuntuk
penelitian yang akan datang.Kata kunc.i
:
konflik
keluarga-kerja, kepuasankerja,
komitmen keorganisasian,jenjang
jab atan
ta
KATA.
PENGANTAR
Puji
dansyukur kami panjatkan kehadirat Tuhan Yang Maha
Kuasa, karena atasrahmat dan berkahNya penelitian
ini
dapat diselesaikan tepat pada waktunya.Penelitian
ini
dilakukan
atas dasar keinginantahuanpeneliti
tentangkaitan konflik
keluarga-kerja,kepuasan
kerja,
komitmen keorganisasian sertajenjang jabatan
khususnyadalam
konteks
dunia
telekomunikasi.
Melalui
2AApekerja
yang dijadikan
sampelpenelitian pada PT.
Telkom
cabang Serpong Tangerang Selatan menghasilkan kaitan yangsignifikan
atasvariabel-variabel yang
diteliti.
Denganmenerapkan
ilmu,
khususnya di bidangperilaku
keorganisasian,diharapkan dapat memberikan masukan yang
cukup berartibagi
pengembanganilmu,
mengenaiperilaku
keorganisasian.Kami
menyadari dapat
diselesaikanpenelitian
ini
atasberkat bantuan
berbagaipihak baik
padawaktu
persiapan, proses maupun penyelesaianpenelitian
ini.
Untuk itu,
kami
menyampaikanterima kasih yang
sebesar-besarnyakepada para pekerja,
baik
ditingkat
opersional
maupu manajer yang
sudah bersedia menjawab kuesioner
yangdiberikan. Kami juga
menyampaikanterima
kasihyang
sebesar-besarnya kepada KetuaLembaga Penelitian dan
Publikasi Ilmiah UNTAR
beserta Staf,Rektor,
Dekan dan Pudek,rekan-rekan dosen maupun karyawan FE LINTAR.
Akhirnya
semoga penelitianini
dapat berguna bagi pengembanganilmu,
khususnyadalam bidang
perilaku
keorganisasian.Iakafia,
Juli
2010Peneliti
DATTAR
ISI
ABSTRAK/ABSTRACT
...KATA PENGANTAR
...
...i...DAFTAR
ISI
..."..DAFTAR
TABEL
BAB
I:
PENDAHULUAN
I
iii
iv
aa vl1
1
2
a
J
4
4
5
5
6
7
8
8
8
10
1l
A.
Latar
Belakang MasalahB.
Identifikasi
Masalah ...C.
Pembatasan MasalahD.
Perumusan Masalah ...E.
Tujuan
danManfaat
Penelitian ...BAB
II
:
KAJIAN
PUSTAKA
A.
DefinisiVariabel
1. Konflik keluarga-kerja
...2.
Kepuasan kerja...3.
Komitmen
keorganisasian....4.
Jenjang jabatan....B.
Kaitan
Antar
Variabel...1.
Konflik
keluarga-kerja,kepuasan kerja,dan jenjang jabatan..2. Kepuasan
kerja
dan komitmen keorganisasian..3.
Konflik
keluarga-kerj a,kepuasan kerj a, dan komitmen...METODOLOGI PENELITIAN
A.
Tempat danWaktu
PenelitianB.
Populasi, SampelC.
Data danTeknik
Pengumpulan Data...D.
InstrumenE.
Validitas
dan ReliabilitasF.
Tgknik
Analisis Data,. o., r... r o,. !, r. o o.,..,o... i,BAB
IV
: HASIL PENELITIAN DAN
PEMBAHASANIA.
Deskripsi SubyekB.
DeskripsiInstrumen
C.
Hasil Analisisl.
Hasil pengujian hipotesis satu2. Hasil pengujian hipotesis dua
3. Hasil Pengujian hip6tesis tiga
D,
PembahasanBAB
V.
KESIMPULAN DAN
SARAhIA.
KesimpulanB.
SaranDAFTAR
PUSTAKA
LAMPIRAN
BAB
III
:T2
t2
13
13
t4
t7
18
t9
22
22
23
24
25
27
27
29
I}AFTAR TABEL
Hal
Tabel3.1.
Reliabilitas danViliditas Butir
..;...,.
..
'
15Tabel
3.2.
AnalisisFaktor.
Tabel 4.1.a. Deskripsi Jenis
Kelamin..
18Tabel4.1.b.DeskripsiStatusPernikahan...'..
Tabel4.l.c.
DeskripsiJabatan".
18Tabel4.1.d. Deskripsi Usia dan Masa
Kerja.
....:...
lg
Tabel 4.2.a. Deskripsi
Butir-butir
PernyataanKonflik
Keluarga-Kerja...
20Tabel 4.2.b.Deskripsi
Butir-butir
Pernyataan KomitmenAfektif,
20Tabel 4.2.c. Deskripsi
Butir-butir
Pernyataan KepuasanKerja.
2ATabel 4.2.d. Deskripsi
Variabel..
Tabel 4.3.a. Hasil Pengujian Hipotesis
Satu..
22Tabel 4.3.b. Hasil Pengujian Hipotesis
Dua..
23Tabel4.3.c. Hasil Pengujian Hipotesis
Tiga...
25DAFTAR
LAMPIRAN
Hal
Larnpiran
l.
Kuesioner...
.i...r...
34Lampiran 2.Iav'raban
kuesioner...
35BAB
I
PENDAHULUAN
A.
Latar
Belakang MasalphAgar
berhasil, suatu
organisasiir*o,
berusahauntuk
mempertahankan danmeminimumkan turnover pekerjanya, termasuk memaksimumkan komitmen dan usaha
yang dicurahkan tiap pekerja pada organisasinya (Clercq flan Rius, 2007). Terkait dengan
itu, literatur yang ada menunjukkan bahwa komitrnen keorganisasian dan intensi pekerja
untuk berhenti dari pekerjmnnya merupakan dua prediktgr penting atas turnover pekerja
(Gritreth dgn Hom, 1995;
Gritretll
Hom, dan Gaertrrer,2000).Komiunen sering dipelajari
karenadiyakini
mempengaruhikinerja
organisasi(Williams
dan Hazer,
1986;
Fiorito dkk.,
2007). Sejalan dengan
itu,
komitmenkeorganisasian telah digunakan sebagai variabel utama yang
diminati
dalam studi-studimengenai pekerjaan, organisasi, dan bidang yang terkait dengan
itu (Fiorito
dkk., 2007).Selain itu, komitmen keorganisasian merupakan konstrak yang
relatif
stabil dari waktu kewaktu (Porter dkk., 1974).
Sejumlah studi telah menunjukkan bahwa komitmen keorganisasian rnerupakan
prediktor
atas
beberapa
variabel penting,
termasuk ketidakhadiran,
citizenshipkeorganisasian,
kinerja,
keinginan untuk mencari pekerjaanaltematif
keinginan untukberhenti bekerja, dan
turnover
(Mathieu dan Zajac, 1990; Quartes, 1994; Colbert danKwon, 2000;
Wright
dan Bonett,2002).
Kaitan negatif yang signifikanjuga
ditemukanantaru komitmen keorganisasian dan keinginan untuk berhenti (Lurn
dkk.,
1998), kaitanyang
positif
dengan kepuasan kerja, keterlibatan kerja, serta mengurangi tekanan yangBAB
II
KAJIAN PUSTAKA
Untuk me4iawab ngnusan masalah
di
atas secara teori,berilut
ini
dikernukakanJ
dcjnisi
tiap
variabel,kaitan
antarvariabel, kerangkapemikiran
dan hipotesis sebagaijawabannya.
ini
terdiri dari
konflik
keluarga-kerja, kepuasan kerja,dan jenjang jabatan.
Definisi tiap
variabelitu
dikemukakan't.
Konf,ik keluarga-kerja.
Kqnflik
kelumga-kerja menrpakan uaforrn of
inter-roleconfiict in
which the role,,pressaresfrowworbondfamity domains are mutually incompatible in some respect. TTwt
,is,
participation
in
thefornity
(work)
role*
(&eenhaus danBeutell,
1985: 77).Dart
,definisi
itu
dapat diketahui bahwakonflik
keluarga-kerja berkaitan dengan dua pemn.:berbeda yang dilaksanakan pekerja,
yaitu
peran dalam keluarga dan dalaln pekerjaan'.Dalam melaksanakan peftm
itu,
bebsapa aspek yang terdapat pada kedua peranitu
tidak,$almg sesuai. Jadi, pekerja mungkin saja tidak mengalarni
konflik
keluarga'kerjajika
tidak:ada aspek
yang saling
tidak
sesuaiyang
diatraminya dalam melakukan peran dalarnkeluarga dan dalam pekerjaan.
Konflik
keluarga-kerja dapat
membuatpekeda mengalami
ketegangao dankelelahan (Netemeyer,
Madiam,
danMcMurrian,
1996). Terkait denganitu,
begitu adaBAB
III
METODOLOGI PENELITIAN
A. Tempat dan
Waktu
PenelitianPenelitian
ini
dilakukan pada pekerja perusahaanPT.
Tekom yang berlokasi dikantor Graha Telkom Bumi Serpong Damai Tangerang Selatan. Waktu penelitian adalah
periode Febuari sampai dengan Juli 2010.
B. Populasi dan Sampel
1.
PopulasiPopulasi
manajer pada PT.
penelitian
ini
adalah seluruh pekerjayang
merupakan pegawai danTelkom, yang ada di Tangerang Selatan.
2. Sampel
Sampel
pekerja dipilih
denganteknik
acak berlapis(fficer
l,
2
dan3),
yaituberdasarkan
unit-unit
kerja yang adadi
PT. Telkom.Dari tiap unit
kerjadipilih
secara acak peked afficer
denganjumlah
yang proporsional. Jumlahpekerja
fficer
2
dan 3yang dijadikan sampel adalah 150.
Manajer
dipilih
denganteknik
acak sederhana.Hal
itu
dilakukan berdasarkan daftar seluruh manajer yang tergolong pada PT.Telkom
yang adadi
Tangerang. Jumlahmanajer yang dijadikan sampel adalah 50
Terkait
denganpenelitian
deskriptif
di
atas, ukuran
minimal
sampel yang dibutuhkan adalah 100 (Fraenkel dan Wallen, 1993). Ukuran minimal sampel yang idealunhrk analisis validitas dan reliabilitas, sebagaimana akan dilakukan dalam penelitian ini,
adalah 200 (Rust dan Golombok, 1989).
a .1.D. ugsKnps
Frequency Percent Valid Percent Cumulative Percent
Valid
Tidak Menikah MenikahTotal
5
195
200
2.5
97.5
100.0
2.5 97 .5
100.0
2.5
100.0
--I
I
i
I
BAB
IV
HASIL
PEXTLITIAN DAN PEMBAHASAI\
A. Deskripsi Subyek
Dalam
deskripsi subyek
penelitianini
akandiuraikan karakteristik
respodenditinjau
dari
jenis
kelamin, status, jabatan,
usia dan masa kerja pada pegawai PT'Telkom . Dapat dilihat dari
tabel4.l.a
sampaitabel4.l.d.
bel D
kri
Jenis Kelamrna .1.a. IJgsKrlps
Frequency Percent Valid Percent Cumulative Percent
Valid
Perempuan PriaTotal
9l
109
200
45.5 54.5
100.0
45.5 54.5
100.0
45.5
100.0
Tabel 4.I.b. Deskri Status Pernikahan
l4
kIi
tanTab D
T
el 4.1 .c. IjesKrlpsl JaOA
Frequenc)) Percent Valid Percent Cumulative Percent
Valid
OfficerI
Officer2
Officer3
Total
50
75 75
200
25.0 37 .5 37 .5 100.0
25,0
37 .5 37 .5 100.0
25.0 62.5 100.0
BAB V
SIMPULAhI DAI{
SARANA.
SimpulanBerdasarkan
hasil
analisis
mengenaiketiga
hipotesis penelitian
ini
danpembahasan pada
bab
sebelumnya, adatiga
kesimpulanyang
dapatdibuat.
Satu,hipotesis satu bahwa jenjang jabatan rnemoderasi kaitan antara
konflik
keluarga-kerja,
dan kepuasan kerjateruji
secara empiris. Simpulanini
merupakan kontribusi yang barurj
dari penelitian ini.
Dua,
hipotesis
dua
bahwa
kepuasankerja
berkontribusi
positif
terhadapkomitmen
teruji
secaraempiris.
Kesimpulanini
memperkuathasil-hasil
penelitiansebelumnya.
Tiga,
hipotesistiga
bahwa kepuasankerja
memediasikaitan antan konflik
keluarga-kerja dan komitmen
teruji
secara empiris. Kesimpulanini
memperkuat hasilpenelitian sebelumnya.
B.
SaranSebagaimana telah dibahas pada bab sebelumny
a,
ada beberapa temuan dalampenelitian
ini
yang masih memerlukan penelitian lebih lanjut. Satu, penelitian mengenaihipotesis satu, yaitu jenjang jabatan memoderasi kaitan antara
konflik
keluarga-kerja dankepuasan kerja, perlu dilakukan lagi. Hal
itu
didasarkan pada pemikiran bahwa hasilitu
tergolong masih baru sehingga validitas eksternalnya masih memerlukan pengujian lebih
lanjut. Misalnya, penelitian dalam konteks kerja yang berbeda.
Dua, masih terkait dengan hasil analisis atas hipotesis satu penelitian
ini,
variabelstress kerja karena
konflik
keluarga-kerja perlu disertakan dalam penelitian selanjutnya'l
II
i
I I
I
i
I
i
i
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(5),LAMPIRAN 1
KUESIONER
KONFLIK
KERJA-KELUARGA, KOMITMEN AFEKTIF DANKEPUASAN KERJA
A. IDENTITAS
l. Jenis Kelamin:
I
J perempuant
I Laki-laki
t
lTidakmenikah[
]Lain-lain : tahun3.Status :[
]Menikah4. Jabatan :
5. Masa kerja
:
tahunB. PETUNJUK
2. Usia
Di bawah ini terdapat beberapa pernyataan mengenai Konflik Keg'a-Keluaga, Komitmen Afektif dan Kepuasan Kcrja pegawai pr
rELKoM.
Altematif tanggapan untuk:
* Konflik Kerjr-Keruarga bergcrak dari sangat ridek Baik sampai dengan sangrt Baik.
I Komitmen Afektif bergerak dari sangat Tidak setuju sampai d-engan Sangat s-etuju.
* Kepuasan Kerja bergerak dari sangat Tidak
Memusskan ,r*p"ii*g*3""g"1 ilremuaskan.
Skor untuk tiap pemyataan bergerak dari I sampai dengan 10.
Ti$ak ada altematiftanggapan yang benar atau salah. Tanggapan yang diharapkan
adalah yang paling sesuai dengan keadaan BapaMbu.
Berilah rrnda conrreng ({) pada skor yang paling sesuai den;; ke;d; AapaVttu.
NO.
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BAIKAT
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Reliability
IDataSet0]
Scale: ALL VARIABLES
Case Processing Summary
N a/o
Cases
Valid Excludeda Total200 2
202
99.0 1.0 100.0
a. Listwise deletion based on all variables in the procedure.
Reliabil ity Statistics
Cronbach's Alpha
Cronbach's
Alpha Based on Standardized
Items N of ltems
.779 .795 4
f
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Item-Total Statistics
Scale Mean if
Item Deleted
Scale
Variance if
Item Deleted
Corrected Item-Total Correlation
Squared Multiple Correlation
Cronbach's
Alpha if ltem Deleted
vAR00009 vAR00010 vAR0001 1 vAR00012
26.7000
26.6750
26.6600 26.6000
6.191 5.597 6.638 6.603
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ReliabilitY
t
Scale: ALL VARIABLES
Case Processing Summary
N o/o
Cases
Valid Excludeda Total200 2
202
99.0 1.0 100.0
a. Listwise deletion based on all variables in the procedure.
Reliability Statistics
Cronbach's Aloha
Cronbach's
Alpha Based on Standardized
Items N of ltems
.896 .898 6
Item Statistics
Mean Std. Deviation N vAR00013
vAR00014 vAR00015 vAR00016 vAR00017 vAR00018
8.5150 8.4750 8.3700 8.5600 8.5800 8.4250
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Item-Total Statistics
Cronbach's Alpha if ltem
Deleted Squared
Multiple Correlation Corrected
Item-Total Correlation Scale hlean if
Item Deleted
.879 .883 .887 .865 .864 .887
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.685 .669 .802 .810 .663 14.494
14.570 13.766 13.771
13.81 5
14.221 42.4100
42.4500 42.5550 42.3650 42.3450 42.5000