The Effect of Organization Communication Climate Toward Working Productivity of Organic and Oursourcing Employees in PT. Pertamina (Persero) Marketing Operation
Region V Surabaya Winda Puspitasari Communication Major
The Faculty of Social and Political Science Brawijaya University Veteran Road Malang 65145
Phone:, Fax: 0341-575755; 0341-570038 Website: fisip.ub.ac.id
e-mail: fisip.ub.ac.id
Abstract - The aim of this study is to evaluate the effect of organizational communication climate toward working productivity of organic and outsourcing employees. The research was conducted at PT. Pertamina (Persero) Marketing Operation Region V Surabaya involving 129 respondents. The respondents were 66 organic employees and 63 outsourcing employees. Primary data collection method used in this study is questionaire. The data collected was analyzed using statistical techniques of multiple regression with dummy variables which assisted by the application program SPSS version 16. The result of this study showed that the organizational communication climate is positively and significantly influence work productivity of organic and outsourcing employees. in addition, the results showed that there is no significant difference between productivity of organic and outsourcing employees indicating the organization has had a good organizational climate and system.
Key Words: Organizational communication climate, work productivity, organic employees, and outsourcing employees.
Organization communication climate is the perceptions about messages and events happen which have relations with messages formed within organization (Pace dan Faules, 2001. p. 147). And thus organization communication climate can be the the experience quality which has objective nature about organization internal environment (Denis in Muhammad, 2009. p. 86). Organization communicatin climate is a necessary thing to became organization’s attention because organization communication climate factors could influence employees’ behavior and the relationship among employees and oto the leader. According O’Hair, Friedrich & Dixon (2009, p. 44) communication climate is one character aspect of the organization that can analyze and understand the society. Schuster (in Curtis, et.al., 2005, p. 250) stated that the core of success of an organization is the existence of healthier climate which was created by companies that can respect and appreciate the effort and contribution of the employees. The employees need high information and communication in order to be able to finish their jobs. If communication between organization members distubed because of the uneffective of the organization communication system, like the lack of the media used to spread information or the way employees access needed information still hard. This will be fatality result, for instance like misscommunication appeared and working productivity of the employees is decreasing which can also harm and causing lost to the organization.
Productivity defined as the ratio level from input to output (Jones & Siag, 2009, p. 225). Working productivity of the employees influenced by some factors related with work of the employees themselves, so the productivity strongly related to organization communication climate which is felt by the employees in a working environment to gain high productivity. And thus, the usage of resources done bosth as individual and as a group in organization is expected to increase working productivity from working quality sector and competition ability by considering working efficiency and effectivity. Which means that it will decrease wastinng time, energy and many other inputs through various working repairements, by doing so, many thing can be saved and used effectively and efficiently in order to reach the purpose of the company.
In this case, researcher need to see the differences occur in organic and outsourcing employees which related to the influence of organization communication climate toward working productivity in PT. Pertamina (Persero) MOR V Surabaya. This is also supported with other result about the relationship of organization climate and working productivity conducted by Patterson, Warr & West (2004) who stated that the whole analysis proccess showed that the working productivity of an organization has a strong correlation with clomate aspects.
The trend of Government Venture (BUMN) companies management like PT. Pertamina which hire outsourcing employees in order to lessen the production cost of the company (Pearce & Robinson, 2008, p. 392). However, in its implementation, that there are division of organic and outsourcing employees can be problematic in creating organization’s discrepancy. These discrepancies happened within organization, has impact caused for sure, as for example, organization communication climate happened toward working productivity among organiz and oursourcing employees.
Based on verse 66, the constitution number 13 year 2013 (pasal 66 UU No. 13 tahun 2013) that outsourcings had only allowed in supportive activity or activity that has no direct relation with the core jobs. However, generally the usage of outsourcing employees in BUMN company is getting wider in to many aspects of the company (Devi, 2009). Also, the implementation of outsourcing system all this time could close the chances of oursourcing employees to be full-time employees (Utama, 2008). Social discrepancy between organic and outsourcing employees can be reflected by the factors like employees selection proccess, the kind of the job, payment system, career development, and employee working performance assessment (KPI; Key Performance Indicator). One of the example of the research conducted by Endang Solichin (in Muttaqien, 2014) about working contract outsourcing employees between PT. Pertamina with outsourcing companies that there is compensation counting for outsourcing employees like constant payment (UMR), transports support, health and social insurance support (Jamsostek), day-off replacement support, celebration support, oil and gas employees support, working uniforms, and many others.
create discrepandy between organic and outsourcing employees, in both financial and non financial aspect (Muttaqien, 2014).
By the effort of PT. Pertamina (Persero) in increasing working productivity of the employees then, good communication climate will be the bridge to organic employees and outsourcing employees to be able to understand one another in working environment in order to established high working productivity which is wanted to be reached by PT. Pertamina (persero). By undertanding one another, the employees and leaders need cooporation in one organization. The open flow of communication from the management to the employees and from the employees to the management is one important thing in PT. Pertamina (Persero). So that the employee will be able to give and receive information and communicating in working fields to explain the taskts and responsibility of where they are currently working.
Based on the theoritical review explained before, then it can be concluded some theoritical hypothesis as follow:
H1:
Ho: There is no influence between organization communication climate with the working productivity in PT. Pertamina (Persero) MOR V Surabaya
Ha: There is influence between organization communication climate with the working productivity in PT. Pertamina (Persero) MOR V Surabaya
H2:
Ho: There is no difference of organizaation communication climate toward working productivity of both organic and outsourcing employees.
Ha: There is diffference of organizaation communication climate toward working productivity of both organic and outsourcing employees.
RESULT AND DISCUSSION
Organization Communication Variable (Dependent Variable)
This variable is measured based on the company statements which related to organication communication climate which is felt by employees, to measure, it is seen from the existence of indicators in organization communicatio climate by determining indicators as follow (Pace & Faules, 2001, p.159): (a) trust; (b) mutual decision making; (c) honesty; (d) downward communication openess; (e) listening in upward communication; and (f) attention to high performance purposes.
Working Productivity Variable (Independent Variable)
Productivity variable measured by the statement related with employees working productivity which is included in company’s environment, to measure can be determined from indicators in employees working productivity as follow (Simamora, 2004, p.612): (a) working quality; (b) working quantity; dan (c) punctuality.
Model and Hypothesis Testing
This research consist of dependent variable which is organization communication climate that considered could influence toward independent variable of employees working productivity, by distinguishing employees ( organic and outsourcing) in PT. Pertamina (Persero) MOR V Surabaya.
Table 1. Counting Result and Recapitulation of Dummy Regression Analysis
Coefficients t Sig.
(Constant) 1.265 4.612 0.000
Organization Communication
Climate 0.588 6.869 0.000
Type of Employee 0.046 3.100 0.002
F-count = 27.704 R Square (R2) = 0.305 R = 0.553
Sign-F = 0.000 Adjusted. R2 = 0.294
Based on the analysis result, it the regression equation will be made as follow: General Mode : Y = 1.265 + 0.588 X1 + 0.046 XD
Organic Mode : Y = 1.265 + (0.588 + 0.046) X1
: Y = 1.265 + 0.634 X1
Simultaneous Hypotheis Testing (F-test)
the model used to find out if all independent variables have similar influence toward dependent variable variation or simultaneously which is seen from the probability counting (0.000) < level of significance (ɑ=0.05). Simultaneous significancy testing resulted the value of Fcount (27.704) > Ftable (3.910). The counting
result can be interpreted that there is significant influence simultaneously, that is organization communication climate toward working productivity of employees type in PT. Pertamina (Persero) MOR V Surabaya.
Thus, from the analysis showed that the first hypothesis explicitly stated that organization communication climate has the influence toward working productivity, proved and has been tested the truth or the hypothesis is accepted. The next hypothesis stated that there are difference of communication climate toward working productivity in organic and outsourcing employees.
Determination Coefficient Analysis Result (R2)
The great contribution communication climate toward working productivity of the employees type can be found out through its determination coefficient (adjusted R2) which is 0.294 or 29.4%. This means that organization communication climate’s contribution toward working productivity of employees type in PT Pertamina (Persero) MOR V Surabaya is 29.4% while the rest of 70.6% is the contributio of other variable that is not being discussed in this research. Although many other variables that can affect the productivity of the employees, however organization communication climate variable is more likely considered as the most important and able to influence employees’ working productivity level. That is why, repairement and completion of organization communication climate felt by employees needed to be improved more, in order to make it able supporting the expected productivity.
The Comparisson of Organization Commuication Climate
The result of organization communication climate comparisson attached in the picture above, it can be interpreted that the organization communication climate of organic employees valued as 74.50, while organization communication climate outsourcing employees valued as 73.90. This means that organization communication climate on both organic and outsourcing employees stated as good. From the result above, it is known that organization communication climate of organic employees is better than organization communication climate of outsourcing employees.
The Comparisson of Working Productivity
Picture 2. The comparisson of working productivity in both organic and outsourcing employees.
73,60 73,70 73,80 73,90 74,00 74,10 74,20 74,30 74,40 74,50 74,60
OR OS
The Comparisson of Organization
Communication Climate
58,50 59,00 59,50 60,00 60,50 61,00 61,50 62,00 62,50
OR OS
The result of working productivity comparisson of the employees described in the picture above can be interpreted that working productivity of organic employees valued as 61.86, while working productivity of outsourcing employees valued as 59.89. This means that working productivity of both organic and outsourcing employees stated as high. From the result above also known that working productivity of organic employees is higher than working productvity of outsourcing employees.
CONCLUSION
Based on the research result which had been done to find out the influence of organization communication climate toward working productivity of both organic and outsourcing employees in PT. Pertamina (Persero) MOR V Surabaya, then, the result can be concluded as follow:
1. Organization communication climate gives positive influence toward working productivity of organic and outsourcing employees in PT. Pertamina (Persero) MOR V Surabaya. This means that the igher organization communication climate the higher working produtivity of both organic and outsourcing employees.
2. Organization communication climate toward working productivity of organic employees has higher influence even if it’s not significant than organization communication climate toward working productivity of outsourcing employees in PT. Pertamina (Persero) MOR V Surabaya.
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