Texts

Pengaruh Kepribadian Terhadap Kepuasan Kerja, Komitmen Organisasional, Keterikatan Kerja Dan Niat Berhenti, Serta Dampaknya Terhadap Kinerja : Studi pada Karyawan Milenial di Perusahaan Napan Group

---

RINGKASAN
Yayan Hadiyat, Program Doktor Ilmu Administrasi Universitas Brawijaya, 2021. Pengaruh Kepribadian Terhadap Kepuasan Kerja, Komitmen Organisasional, Keterikatan Kerja dan Niat Berhenti, serta Dampaknya Terhadap Kinerja (Studi pada Karyawan Milenial di Perusahaan Napan Group). Promotor: Endang Siti Astuti, Ko-Promotor: Hamidah Nayati Utami dan Tri Wulida Afrianty.

Penelitian ini dilakukan untuk menyelidiki dan menganalisis pengaruh anteseden sikap kerja yaitu kepribadian dan konsekuensinya terhadap kinerja. Apakah masing-masing kepribadian “The Big Five” yaitu extraversion, agreeableness, consientiousness, openness to experience dan neuroticism berpengaruh signifikan terhadap kepuasan kerja, komitmen organisasional, keterikatan kerja dan niat berhenti, dan kemudian menguji dan menganalisis masing-masing sikap kerja tersebut yaitu kepuasan kerja, komitmen organisasional, keterikatan kerja dan niat berhenti terhadap kinerja.
Penelitian dilakukan pada karyawan milenial yang bekerja di perusahaan-perusahaan yang berada di bawah naungan Napan Group. Jumlah sampel ditentukan secara disproportional stratified random sampling dengan jumlah responden 188 karyawan. Analisis data deskriptif menggunakan software SPSS dan untuk pengujian hipotesis pada path analysis menggunakan software WarpPLS. Hasil penelitian menunjukkan kepribadian conscientiousness memiliki skor tertinggi dan merata di semua perusahaan. Kemudian berdasarkan hasil pengujian hipotesis, conscientiousness adalah kepribadian yang konsisten memiliki pengaruh yang signifikan terhadap semua sikap kerja yaitu terhadap kepuasan kerja, komitmen organisasi, keterikatan kerja dan niat berhenti. Semakin tinggi skor pada kepribadian ini, maka karyawan milenial akan memiliki kepuasan kerja, komitmen organisasi dan keterikatan kerja yang tinggi, dan akan memiliki niat berhenti yang rendah.
Hasil pengujian hipotesis masing-masing sikap kerja yaitu kepuasan kerja, komitmen organisasi, keterikatan kerja dan niat berhenti terhadap kinerja, hanya kepuasan kerja dan keterikatan kerja yang memiliki pengaruh signifikan terhadap kinerja. Bagi karyawan milenial, kepuasan kerja dan keterikatan kerja adalah dua sikap kerja yang menjadi sentral untuk meningkatkan kinerja mereka. Perusahaan perlu memperhatikan dan mengelola lingkungan kerja yang kondusif untuk mendukung kepuasan kerja dan keterikatan kerja. Hasil penelitian sangat penting dalam praktik manajemen SDM khususnya dalam kegiatan seleksi dan penempatan karyawan, dan dalam penyusunan program retensi karyawan milenial. Bagi karyawan milenial di Napan group, kedua sikap kerja ini pengaruhnya signifikan terhadap kinerja. Dengan kepribadian conscientiousness yang dominan di semua perusahaan, dimana mereka pekerja yang penuh disiplin, teliti dalam bekerja, dan fokus dalam mengejar target atau tujuan, mereka akan terganggu kinerjanya jika secara afektif mereka merasakan ketidakpuasan dan tidak merasa adanya keterikatan kerja.
Komitmen organisasional dan niat berhenti tidak berpengaruh signifikan terhadap kinerja Bagi karyawan milenial di Napan Group. Dua sikap kerja ini memberikan perspektif baru di Napan Group, karyawan bisa saja memiliki komitmen yang rendah tetapi kinerja tetap baik. Demikian juga niat berhenti mereka, meskipun kemungkinan mereka memiliki niat berhenti, hal itu tidak berpengaruh terhadap kinerja mereka, bisa jadi mereka tetap memberikan kinerja yang tinggi. Hasil penelitian memberikan pembuktian empiris terhadap fenomena turnover karyawan milenial, dimana mereka bisa kapan saja meninggalkan perusahaan, tanpa menujukkan sikap adanya niat berhenti. Indikator niat berhenti menunjukkan bahwa niat berhenti akan segera muncul jika ada tawaran pekerjaan lain yang lebih baik diluar perusahaan.


SUMMARY
Yayan Hadiyat, Doctoral Program in Administrative Sciences, University of Brawijaya, 2021. Influence of Personality on Job Satisfaction, Organizational Commitment, Job Engagement and Intention to Quit, and Its Impact on Job Performance (Study on Millennial Employees at Napan Group Companies) Promoter: Endang Siti Astuti, Co-Promoter: Hamidah Nayati Utami and Tri Wulida Afrianty.

This research is entitled: "The Influence of Personality on Job Satisfaction, Organizational Commitment, Job Engagement and Intention to Quit, and Its Impact on Performance". This research aims to investigate and analyze the effect of the antecedent of work attitude, namely personality and its consequences on performance. Whether each personality of "The Big Five", namely extraversion, agreeableness, consientiousness, openness to experience and neuroticism have significant effects on job satisfaction, organizational commitment, work attachment and intention to quit, and then test and analyze each of these work attitudes i.e. job satisfaction, organizational commitment, work attachment and intention to quit on performance.
The research was conducted on millennial employees who work in companies under the auspices of the Napan Group. The number of samples was determined by disproportionate stratified random sampling with 188 employees as respondents. Descriptive data analysis was using SPSS software and for hypothesis testing on path analysis, WarpPLS software was used. The results showed that conscientiousness personality had the highest score and was evenly distributed in all companies. Then, based on the results of hypothesis testing, conscientiousness is a consistent personality that has a significant influence on all work attitudes, namely on job satisfaction, organizational commitment, work engagement and intention to quit. The higher the score on this personality, the millennial employees will have high job satisfaction, organizational commitment and work engagement, and will have low intention to quit..
In testing the hypothesis of each work attitude, namely job satisfaction, organizational commitment, work engagement and intention to quit on performance, only job satisfaction and work engagement have significant effects on performance. For millennial employees, job satisfaction and work engagement are two work attitudes that are central to improving their performance. Companies need to pay attention to and manage a conducive work environment to support job satisfaction and work engagement. The research results are very important in HR management practices, especially in employee selection and placement activities, as well as in the preparation of millennial employee retention programs. For millennial employees in the Napan group, these two work attitudes have significant effects on performance. With the conscientiousness personality that is dominant in all companies, where they are workers who are disciplined, meticulous in their work, and focused on pursuing targets or goals, their performance will be disrupted if they are affectively dissatisfied and do not feel the work engagement.
Meanwhile, organizational commitment and intention to quit have no significant effect on the performance of millennial employees at Napan Group. These two work attitudes provide a new perspective in the Napan Group, employees may have low commitment but still perform well. Likewise, their intention to quit, even though they may have it, has no effect on their performance, it could be because they still give high performance. The results of the research provide empirical evidence of the millennial employee turnover phenomenon, where they can leave the company at any time, without showing any intention to quit. The indicator of intention to quit shows that it will appear immediately if there are other better job offers outside the company.

---

Ketersediaan

202449

DIS 658,3 HAD p 2024 K1

Fadel Muhammad Resource Center (Ilmu Terapan)

Tersedia

Informasi Detail

Judul Seri

-

No. Panggil

DIS 658,3 HAD p 2024 K1

Penerbit

Malang : Program Pascasarjana Ilmu Administrasi Bisnis Universitas Brawijaya., 2021

Deskripsi Fisik

xviii, 302 halaman; ILUS: 29,5 cm.

Bahasa

Indonesia

ISBN/ISSN

-

Klasifikasi

658,3

Tipe Isi

-

Tipe Media

-

Tipe Pembawa

-

Edisi

-

Subjek

DISERTASI
Doctoral Thesis

Info Detail Spesifik

-

Pernyataan Tanggungjawab

Yayan Hadiyat

Versi lain/terkait

Lampiran Berkas

Komentar

---

Anda harus masuk sebelum memberikan komentar