Pengaruh workplace incivility, perceived supervisor support dan job satisfaction terhadap organizational identification serta implikasinya terhadap employee performance dan turnover intention karyawan
Info Katalog
File Repositori
Nomor Panggil : 122012101084
Subyek : Human capital - management
Penerbit : FEB - Usakti
Kota Terbit : Jakarta
Tahun Terbit : 2024
Pembimbing 1 : B. Medina Nilasari
Kata Kunci : workplace incivility, perceived supervisor support, job satisfaction. organizational identification,
Status Posting : Published
Status : Lengkap
File Repositori
| No. | Nama File | Hal. | Link |
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| 1. | 2024_TS_MMJ_1212012101084_Halaman-Judul.pdf | ||
| 2. | 2024_TS_MMJ_1212012101084_Lembar-Pengesahan.pdf | ||
| 3. | 2024_TS_MMJ_1212012101084_Bab-1-Pendahuluan.pdf | ||
| 4. | 2024_TS_MMJ_1212012101084_Bab-2-Landasan-Teori.pdf |
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| 5. | 2024_TS_MMJ_1212012101084_Bab-3-Metodologi-Penelitian.pdf |
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| 6. | 2024_TS_MMJ_1212012101084_Bab-4-Hasil-dan-Pembahasan.pdf |
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| 7. | 2024_TS_MMJ_1212012101084_Bab-5-Simpulan.pdf | ||
| 8. | 2024_TS_MMJ_1212012101084_Daftar-Pustaka.pdf | ||
| 9. | 2024_TS_MMJ_1212012101084_Lampiran.pdf |
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P Penelitian ini bertujuan untuk menganalisis pengaruh Workplace Incivility,Perceived Supervisor Support, Job Satisfaction terhadap OrganizationalIdentification dan implikasinya terhadap Employee Performance dan TurnoverIntention. Data yang digunakan pada penelitian ini merupakan data primer yangdiambil melalui penyebaran kuesioner dengan menggunakan metode purposivesampling yang melibatkan karyawan yang bekerja di industri renewable energy diJakarta sebanyak 210 responden. Alat Analisa pada penelitian ini adalah StructuralEquation Modeling (SEM) dengan menggunakan AMOS versi 22.0. Hasilpenelitian ini ditemukan bahwa Workplace Incivility tidak memengaruhiOrganizational Identifiacation tetapi , Perceived Supervisor Support dan JobSatisfaction memiliki pengaruh terhadap Organizational Identification. ImplikasiOrganizational Identification memiliki pengaruh terhadap Employee Performancedan Turnover Intention, tetapi Employee Performance tidak memengaruhi dariTurnover Intention karyawan yang bekerja di renewable energy di Jakarta. Darihasil penelitian ini Perusahaan dapat membiasakan dengan budaya bahwa atasanlebih memerhatikan kinerja dari karyawan. Selain itu pihak manajemen dapat lebihmenganggap bahwa karyawan juga merupakan bagian dari perusahaan, denganmeningkatkan hal ini karyawan akan semakin yakin dengan identitasnya diperusahaan yang akan meningkatkan Organizational Identification. TingginyaOrganizational Identification maka akan meningkatkan Employee Performanceserta mengurangi Turnover Intention dari karyawan.
T The objective of the empirical study is to analyze the effect of Workplace Incivility,Perceived Supervisor Support, Job Satisfaction on Organizational Identificationand its implications for Employee Performance and Turnover Intention. The dataused in this research is primary data taken through distributing questionnaires usinga purposive sampling method involving 210 employees working in the renewableenergy industry in Jakarta. The analysis tool in this research is Structural EquationModeling (SEM) using AMOS version 22.0. The results of this research found thatWorkplace Incivility does not influence Organizational Identification, however,Perceived Supervisor Support and Job Satisfaction have an influence onOrganizational Identification. The implications of Organizational Identificationhave an influence on Employee Performance and Turnover Intention, but EmployeePerformance does not influence the Turnover Intention of employees who work inrenewable energy in Jakarta. From the results of this research, companies can getused to the culture that higher-ups or management pay more attention to employeeperformance. Apart from that, management can assume that employees are also partof the company. By improving this, employees will be more confident in theiridentity in the company, which will increase Organizational Identification. HighOrganizational Identification will increase Employee Performance and reduceemployee Turnover Intention.
