Pengaruh Organizational Justice terhadap Employee Engagement melalui Organizational Identification
DOI:
https://doi.org/10.30588/jmp.v10i1.592Keywords:
Organizational justice, Distributive justice, Procedural Justice, Interactional Justice, Employee engagement, Organizational identificationAbstract
This study uses objects in one of the state-owned companies engaged in microfinance services, namely PT. Investment Management. In this case, of course, PT PNM Investment Management has growth that is very dependent on the service of employees to customers. Therefore, companies must continually improve services to customers and be able to maintain and improve employee performance. This research aims to determine the effect of organizational justice on employee engagement through organizational identification. This quantitative study is based on data collected using a questionnaire distributed to 78 respondents of PT. Investment Management is then analyzed using partial least square. In the results of the analysis using PLS it was found that organizational identification was able to mediate the effect of organizational justice (distributive justice, procedural justice, interactional justice) on employee engagement. This shows that the employee engagement can be achieved by many factors and some of them are about the concept of justice applied by the company and identification of the organization owned by employees, especially employees of PT. PNM Investment Management.References
Ahmed, A., Bwisa, H., Otieno, R., & Karanja, K. (2014). Strategic Decision Making: Process, Models, and Theories. Business Management and Strategy, 5(1), 78–104. https://doi.org/10.5296/bms.v5i1.5267.
Al-Khasawneh, F. M. S., & Al-Omari, M. A. (2014). Motivations Towards Learning English: The Case of Jordanian Gifted Students. International Journal of Education, 7(2), 306–321. https://doi.org/10.5296/ije.v7i2.7699.
Alvi, A. K., & Abbasi, A. S.. (2012). Impact of Organizational Justice on Employee Engagement in Banking Sector of Pakistan. Middle-East Journal of Scientific Research, 12(5), 643–649.
Anitha, J. (2014). Determinants of Employee Engagement and their Impact on Employee Performance. International Journal of Productivity and Performance Management. 63(3), 308–323. https://doi.org/10.1108/IJPPM-01-2013-0008.
Mael, F., & Ashforth, B. E. (1992). Alumni and Their Almamater: A Partial Test of The Reformulated Model of Organizational. Journal of Organizational Behavior, 13(2), 103–124. https://doi.org/10.1002/job.4030130202.
Herabadi, A. G., Verplanken, B., & Knippenberg, A. V. (2009). Consumption Experience of Impulse Buying in Indonesia: Emotional Arousal and Hedonistic Considerations. Asian Journal of Social Psychology, 12(1), 20–31. https://doi.org/10.1111/j.1467-839x.2008.01266.x.
Budiarto, Y. & Wardani, R. P. (2005). Peran Keadilan Distributif, Keadilan Prosedural dan Keadilan Interaksional Perusahaan terhadap Komitmen Karyawan pada Perusahaan. Jurnal Psikologi, 3(2), 109–126.
Cheung, M. F. Y., & Law, M. C. C. (2008). Relationships of Organizational Justice and Organizational Identification: The Mediating Effects of Perceived Organizational Support in Hong Kong. Asia Pacific Business Review, 14(2), 213–231. https://doi.org/10.1080/13602380701430879.
Cheney, G., & Tompkins, P. K. (1987). Coming to Terms with Organizational Identification and Commitment. Central States Speech Journal, 38(1), 1–15. https://doi.org/10.1080/10510978709368225.
Colquitt, J. A. (2001). On the Dimensionality of Organizational Justice: A Construct Validation of Measure. Journal of Applied Psychology, 86(3), 386–400. https://doi.org/10.1037/0021-9010.86.3.386.
Cropanzano, R., Bowen, D. E., & Gilliland, S. W. (2007). The Management of Organizational Justice. Academy of Management Perspectives, 21(4), 34–38.
Ghosh, P., Rai, A., & Sinha, A. (2014). Organizational justice and employee engagement: Exploring the linkage in public sector banks in India. Personnel Review, 43(4), 628–652. https://doi.org/10.1108/PR-08-2013-0148.
Gibson, J. L., Donnelly, J. H., & Ivanceivich, J. M. (2009). Organisasi dan Manajemen: Perilaku, Struktur, dan Proses. (Terj.) Joerban Wahid. Jakarta: Penerbit Erlangga.
Gulluce, A. C., & Kahyaoglu, M. (2016). Correlation between Organizational Justice Perception and Organizational Identification: A Case Study in the Hotels of the Urartu Culture and Tourism Development Region. International Journal of Business Administration, 7(3), 123–131. https://doi.org/10.5430/ijba.v7n3p123.
Reilly, F. K., & Brown, K. C. (2012). Investment Analysis & Portofolio Management. Tenth Edition. Ohio, USA: South-Western Cengage Learning.
Jansen, N. W. H., Kant, I., Nijhuis, F. J. N., Swaen, G. M. H., Kristensen, T. S. (2004). Impact of Worktime Arrangements on Work-home Interference among Dutch Employees. Scandinavian Journal of Environmental Health, 30(2), 139–148.
Jogiyanto, H. M. (2011). Metodologi Penelitian Bisnis: Salah Kaprah dan Pengalaman-pengalaman. Yogyakarta: BPFE.
Kreitner, R., & Kinicki, A. (2007). Perilaku Organisasi. (Terj.) Early Suandy. Jakarta: Salemba Empat.
Konovsky, M. A. (2000). Understanding Procedural Justice and Its Impact on Business Organizations. Journal of Management, 26(3), 489–511. https://doi.org/10.1016/s0149-2063(00)00042-8.
Macey, W. H., & Schneider, B. (2008). The Meaning of Employee Engagement. Industrial and Organizational Psychology, 1(1), 3–30.
Niehoff, B. P., & Moorman, R. H. (1993). Justice as a Mediator of the Relationship between Methods of Monitoring and Organizational Citizenship Behavior. Academy of Management Journal, 36(3), 527–556. https://doi.org/10.2307/256591.
Noruzi, M. R., Westover, J. H., & Rahimi, G. R. (2010). An Exploration of Social Entrepreneusrhip in the Entrepreneurship Era. Asian Social Science, 6(6), 3–10.
Özer, Ö., Uğurluoğlu, Ö., & Saygili, M. (2017). Effect of Organizational Justice on Work Engagement in Healthcare Sector of Turkey. Journal of Health Management, 19(1), 73–83. https://doi.org/10.1177/0972063416682562.
Pillai, N. V., & Asalatha, B. P. (2013). Objectivizing the Subjective: Measuring Subjective Wellbeing. Munich Personal RePEc Archive, MPRA Paper No. 45005 (March), 1–40.
Pratt, J. W. & Zeckhauser, R. (1985). Principals and Agents: The Structure of Business. Boston: Harvard Business School Press.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., Wright, P. M. (2011). Manajemen Sumber Daya Manusia: Mencapai Keunggulan Bersaing. Jakarta: Salemba Empat.
Rhoades, L., & Eisenberger, R. (2002). Perceived Organizational Support: A Review of the Literature. Journal of Applied Psychology, 87(4), 698–714. https://doi.org/10.1037//0021-9010.87.4.698.
Riani, A. L. (2013). Manajemen Sumber Daya Manusia Masa Kini. Yogyakarta: Graha Ilmu.
Robbins, S. P., & Judge, T. A. (2015). Perilaku Organisasi. Edisi ke-16. (Terj.) Ratna Saraswati & Febriella Sirait. Jakarta: Salemba Empat.
Saks, A. M. (2006). Antecedents and Consequences of Employee Engagement. Journal of Managerial Psychology, 21(7), 600–619. https://doi.org/10.1108/02683940610690169.
Schaufeli, W. B., Salanova, M., González-romá, V., & Bakker, A. B. (2002). The Measurement of Engagement and Burnout: A Two Sample Confirmatory Factor Analytic Approach. Journal of Happiness Studies, 3(1), 71–92. https://doi.org/10.1023/a:1015630930326.
Shore, L. M. & Shore, T. H. (1995). Perceived Organizational Support and Organizational Justice. Jourmal of Applied Psychology, 76, 637–643.
Sugiyono, S. (2017). Metode Penelitian Kuantitatif, Kualitatif, dan R&D. Bandung: CV Alfabeta.
Terzi, A. R., Dülker, A. P., Altın, F., Çelik, F., Dalkiran, M., Yulcu, N. T., Tekin, S., & Deniz, Ü. (2017). An Analysis of Organizational Justice and Organizational Identification Relation Based on Teachers' Perceptions. Universal Journal of Educational Research, 5(3), 488–495.
Yulianti, P., & Puteri, E. A. H. (2016). Peran Mediasi Affective Commitment pada Hubungan Procedural Justice, Perceived Organizational Support dengan Employee Engagement. Jurnal Ilmu Ekonomi & Sosial, 7(1), 14–27.
Downloads
Published
How to Cite
Issue
Section
License
Authors who publish with Jurnal Maksipreneur agree to the following terms:
Authors retain copyright and grant the Jurnal Maksipreneur right of first publication with the work simultaneously licensed under a Creative Commons Attribution 4.0 International License that allows others to share (copy and redistribute the material in any medium or format) and adapt (remix, transform, and build upon the material) the work for any purpose, even commercially with an acknowledgment of the work's authorship and initial publication in Jurnal Maksipreneur.
Authors are able to enter into separate, additional contractual arrangements for the non-exclusive distribution of the journal's published version of the work (e.g., post it to an institutional repository or publish it in a book), with an acknowledgment of its initial publication in Jurnal Maksipreneur. Authors are permitted and encouraged to post their work online (e.g., in institutional repositories or on their website) prior to and during the submission process, as it can lead to productive exchanges, as well as earlier and greater citation of published work (See The Effect of Open Access).
