DETAIL KOLEKSI

Pengaruh HRM practices dan organizational communication terhadap affective commitment dimediasi oleh job safisfaction pada karyawan hotel bintang lima di Surabaya


Oleh : Nikita Suwan

Info Katalog

Subyek : Human capital--Management

Penerbit : FEB - Usakti

Kota Terbit : Jakarta

Tahun Terbit : 2023

Pembimbing 1 : B. Medina Nilasari

Kata Kunci : HRM practices, organizational communication, job satisfaction and affective commitment

Status Posting : Published

Status : Lengkap


File Repositori
No. Nama File Hal. Link
1. 2023_TS_MMJ_122012011068_Halaman-Judul.pdf 38
2. 2023_TS_MMJ_122012011068_Lembaran-Pengesahan.pdf 20
3. 2023_TS_MMJ_122012011068_Bab-1_Pendahuluan.pdf 33
4. 2023_TS_MMJ_122012011068_Bab-2_Tinjauan-Pustaka.pdf 38
5. 2023_TS_MMJ_122012011068_Bab-3_Metodologi-Penelitian.pdf 16
6. 2023_TS_MMJ_122012011068_Bab-4_Analisis-dan-Pembahasan.pdf 41
7. 2023_TS_MMJ_122012011068_Bab-5_Kesimpulan.pdf 15
8. 2023_TS_MMJ_122012011068_Daftar-Pustaka.pdf 75
9. 2023_TS_MMJ_122012011068_Lampiran.pdf 51

P Penelitian ini bertujuan untuk menganalisis pengaruh HRM Practices dan OrganizationalCommunication terhadap Affective Commitment dimediasi Oleh Job Satisfaction. Data yangdigunakan merupakan data primer yang bersumber dari penyebaran kuesioner. Sampelpenelitian adalah karyawan Hotel Bintang Lima di Surabaya dengan menggunakan metodepurposive sampling sehingga diperoleh 180 responden yang menjadi sampel. Analisis datayang digunakan untuk uji hipotesis menggunakan metode analisis structural equationmodelling (SEM) dengan program analysis of moment structure (AMOS) versi 24.Hasil penelitian menunjukkan bahwa Recruitment and selection dan OrganizationalCommunication berpengaruh terhadap Job satisfaction sedangkan Training and Socializationdan employment security tidak berpengaruh terhadap Job Satisfaction. Hasil Penelitian jugamenunjukkan Training and Socialization, employment security, dan Job satisfactionberpengaruh terhadap Affective commitment,sedangkan Recruitment and selection tidakbepengaruh terhadap Affective Commitment.Peran Job Satisfaction sebagai variabel mediasi,dapat memperkuat pengaruh Human Resources Management Practices terhadap AffectiveCommitment,dan pengaruh organizational Communication terhadap Affective Commitment.Implikasi dari penelitian bahwa Pihak Hotel menggunakan Proses rekrutmen media sosialmelalui LinkedIn, Jobstreet dan Facebook adalah metode untuk menarik calon karyawanmelalui platform media sosial, karena meningkatnya media sosial di mana-mana, dan paracalon karyawan sering mencari lowongan kerja lebih banyak melalui media online. Implikasidari penelitian ini pihak hotel perlu melakukan proses Training Needs Analysis eksternalseperti Guest comment karena penilaian kinerja karyawan langsung dinilai oleh tamu secaralangsung saat check in dan check out. Selain Guest comment pihak manajerial hotel bisamelakukan Training Needs Analysis internal menggunakan Performance appraisal yangdilakukan oleh atasan untuk menilai kebutuhan pelatihan terhadap karyawan sehingga denganTraining Needs Analysis telah diketahui pihak manajerial hotel dapat mengimplementasikanprogram pelatihan seperti Training Class,Field Training dan Cross Training.Implikasi daripenelitian ini juga menunjukkan bahwa pihak hotel berusaha menangani keluhan danpengaduan seperti selalu berusaha terbuka untuk mengumpulkan keluhan dan pengaduan yangdisampaikan oleh karyawan dapat dicarikan solusi bersama agar karyawan tetap bersemangat dan antusias ketika bekerja di dalam hotel

T This research was analyzed the effect of HRM Practices and OrganizationalCommunication on Affective Commitment mediated by Job Satisfaction. The datacollection is primary data sourced from questionnaires. The research sample wasemployees of the Five Star Hotel in Surabaya by using purposive sampling method so that180 respondents were obtained as samples. Analysis of the data used to test the hypothesisusing the structural equation modeling (SEM) analysis method with the analysis of momentstructure (AMOS) program version 24.The results shows that Recruitment and Selection,Organizational Communication have aneffect on Job Satisfaction, while Training and Socialization,Employment Security have noeffect on Job Satisfaction. The research results also show that Training and Socialization,Employment Security, and Job Satisfaction have an effect on Affective Commitment, whileRecruitment And Selection have no effect on Affective Commitment. The role of JobSatisfaction as a mediating variable can strengthen the influence of Human ResourcesManagement Practices on Affective Commitment, and Organizational Communication onAffective Commitment. The implication of the research show that Hotels use the socialmedia recruitment process through LinkedIn, Jobstreet and Facebook is a method to attractprospective employees through social media platforms, due to the increasing ubiquity ofsocial media, and prospective employees often look for more job vacancies through onlinemedia.The implication of this research that hotel needs to carry out an external TrainingNeeds Analysis process such as Guest comments because employee performanceappraisals are directly assessed by guests directly when checking in and checking out. Apartfrom guest comments, hotel management can conduct an internal Training Needs Analysisusing Performance appraisal conducted by superiors to assess the training needs ofemployees so that with Training Needs Analysis it is known that hotel management canimplement training programs such as Class Training, Field Training and Cross Training.The implications of this research also show that hotel tries to handle complaints andcomplaints as always trying to be open to collecting complaints and complaints submittedby employees can find solutions together so that employees remain enthusiastic and enthusiastic when working in the hotel

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