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Pengaruh Faktor Disposisional dan Situasional pada Perilaku Kewargaan Organisasional: Kasus pada Industri Perbankan di Indonesia Ariani, D. Wahyu
Journal of Indonesian Economy and Business Vol 23, No 3 (2008): July
Publisher : Journal of Indonesian Economy and Business

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The goal of this research is to test the relationship model between motive, structuralÂ dimension, relational dimension, and cognitive dimension, as well as core self evaluationÂ personality with organizational citizenship behavior. The research integrates the use ofattribution theory, social exchange theory, core self evaluation theory, and two raters ofÂ organizational citizenship behavior. Eventhough organizational citizenship behavior is positivelyÂ correlated with social capital, motive, and personality, the relationship of each factor is not theÂ same strength. This is due to differences in job conditions, environment, task independency, andÂ research setting.A survey was conducted by using questionnaires from previous research. TheÂ questionnaires were sent to 128 branches of the bank industry located in 16 major cities in Java.The sample consisted of 636 tellers and 129 head tellers. Validity tests and reliability tests wereÂ used to test the questionnaires contents. The Structural Equation Modeling (SEM) was used toÂ test the relationship among the variables.Jurnal Ekonomi dan Bisnis Indonesia, Vol 23 No.3 Tahun 2008The result proved that organizational motive and core self evaluation personality haveÂ the strongest effect on individual organizational citizenship behavior. The result also showedÂ that self rating and supervisor rating differs significantly with respect to organizationalcitizenship behavior. Both are valid and have an equal effect on organizational citizenshipÂ behavior. A thorough discussion on the relationship among the variables as well as on selfÂ rating and supervisor rating are presented in this paper.Keywords: organizational citizenship behavior, motives, social capital, the core self-evaluationÂ personality

PENGARUH GOAL SETTING TERHADAP PERFORMANCE : TINJAUAN TEORITIS Ginting, Surya Dharma; Ariani, D. Wahyu
KINERJA Vol 8, No 2 (2004): Kinerja
Publisher : Faculty of Economics Universitas Atma Jaya Yogyakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24002/kinerja.v8i2.897

This article is the conceptual view of goal setting theory and effects of goal setting on individual performance. Goal setting is recognized, and is a major theory of work motivation. Difficult goals have consistently been shown to lead to higher levels of performance than easy goals. If there is no commitment, a goal can have no motivational effect. Goals are central to current treatments of work motivation, and goal commitment is a necessary condition for difficult goals to result in higher task performance.Keywords : goals, goal-setting theory, performance

Hubungan Kinerja Tugas dan Kinerja Kontekstual Dengan Kepuasan Kerja, Komitmen dan Kepribadian Ariani, D. Wahyu
KINERJA Vol 14, No 2 (2010): Kinerja
Publisher : Faculty of Economics Universitas Atma Jaya Yogyakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24002/kinerja.v14i2.46

This study addressed the role of organizational commitment, job satisfaction and personality in contextual performance (organizational citizenship behavior) and task performance or in- role performance. Job satisfaction were identified satisfaction to reward and organizational commitment were identified affective organizational commitment and self-esteem personality, I provide a framework showing these variables may motivate citizenship behavior and in-role performance. A survey was conducted by using questionnaires from previous research. The questionnaires were sent to 250 employees in service organizations such as hospitals, schools, hotels, and educational institution. Validity tests and reliability tests were used to test the questionnaires contents. The Structural Equation Modelling (SEM) was used to test the relationship among the variables. The result proved that self-esteem personality have the strongest effect on individual in-role performance, and organizational commitment have the dtrongest effect on individual contextual performance (organizational citizenship behavior). In-role performance is different from contextual performance. . A thorough discussion on the relationship among the variables as well as on self rating is presented in this paper.

Pengaruh Manajemen Impresi Pada Perilaku Kewargaan Organisasional: Suatu Studi Empiris Ariani, D. Wahyu
Jurnal Bisnis : Teori dan Implementasi Vol 5, No 1 (2014): Februari 2014
Publisher : Universitas Muhammadiyah Yogyakarta

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In this paper we investigated whether or not impression management effect organizational citizenship behavior (OCB) of employees in service industries in Yogyakarta, Indonesia. The aim of this research also distinguished between impression management and OCB. Based on the previous researchers, I examine that five dimensions of impression management enhance three dimensions of OCB. Three types of OCB and five types of impression management were assessed using modification of previous researchers. A survey was conducted by using questionnaires from previous research. The questionnaires were sent to employees in private service organizations, 171 completed surveys were returned anonymously in sealed envelopes. Validity tests and reliability tests were used to test the questionnaires contents. Independent sample test was used to test difference between impression management and OCB. The correlation between two dimensions and regressions analysis were used to test the relationship among the variables and dimensions. The result proved that impression management is both conceptually and empirically distinct from OCB. Self-promotion, ingratiation, and exemplification dimensions have positive effect on participation dimension, ingratiation, exemplification, and supplication dimensions have positive effect on obedience dimension, and exemplification, intimidation, and supplication dimensions have positive effect on loyalty dimensions. A thorough discussion on the relationship among the variables as well as on self rating is presented in this paper.

PENDIDIKAN TERHADAP HUBUNGAN KEPRIBADIAN DAN MOTIF DENGAN PERILAKU KEWARGANEGARAAN ORGANISASIONAL PADA INDUSTRI PERBANKAN DI INDONESIA D. Wahyu Ariani
Jurnal Keuangan dan Perbankan Vol 14, No 2 (2010): May 2010
Publisher : University of Merdeka Malang

The goal of this research was to test education factor as the moderate variable ofthe relationship model among core self-evaluation personality, motives, and organizationalcitizenship behavior. The research integrated the use of attribution theory, social exchangetheory, core self- evaluation theory. A survey was conducted by using questionnaires fromprevious research. The questionnaires were sent to 128 branches of the bank industry locatedin 16 major cities in Java. The samples consisted of 636 tellers. Validity tests and reliabilitytests were used to test the questionnaires contents. The Structural Equation Modelling (SEM)was used to test the relationship among the variables. The result proved that educationmoderated the relational model between core self- evaluation personality, organizationalconcern motives, pro-social values motives, impression management motives and organiza-tional citizenship behavior.

PERSEPSI TERHADAP DUKUNGAN ORGANISASI DAN PENYELIA, KEPUASAN, NILAI, DAN KOMITMEN PADA INDUSTRI PERBANKAN INDONESIA D. Wahyu Ariani
Jurnal Keuangan dan Perbankan Vol 15, No 3 (2011): September 2011
Publisher : University of Merdeka Malang

Perceived support and values similarity had an effect on organizational behavior outputs such as organizationalcommitment and job satisfaction. Perceived support comprised perceived organizational support andperceived supervisor support. Perceived supervisor support influenced perceived organizational support.This study examined the relationship between perceived organizational supports (POS), perceived supervisorsupport (PSS), values similarities, job satisfaction, and affective organizational commitment. This study usedsocial exchange theory, psychological contract theory, organizational support theory, social identity theory,and norm of reciprocity to develop the model. We used Structural Equation Modeling (SEM) sample consistingof 392 individuals from banking industry. Consistent with prior literature, our hypothesized modelconfirmed that values similarity was a predictor of PSS and POS, and PSS was a predictor of POS. Thefindings indicated that as employees perception of organizational support increase, their affective organizationalcommitment and job satisfaction significantly increase.

PENGARUH GOAL SETTING TERHADAP PERFORMANCE : TINJAUAN TEORITIS Surya Dharma Ginting; D. Wahyu Ariani
KINERJA Vol. 8 No. 2 (2004): Kinerja
Publisher : Faculty of Business and Economics Universitas Atma Jaya Yogyakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24002/kinerja.v8i2.897

This article is the conceptual view of goal setting theory and effects of goal setting on individual performance. Goal setting is recognized, and is a major theory of work motivation. Difficult goals have consistently been shown to lead to higher levels of performance than easy goals. If there is no commitment, a goal can have no motivational effect. Goals are central to current treatments of work motivation, and goal commitment is a necessary condition for difficult goals to result in higher task performance.Keywords : goals, goal-setting theory, performance

Hubungan Antara Perilaku Kewargaan Organisasional Dan Kinerja Tugas D. Wahyu Ariani
Jurnal Manajemen Teori dan Terapan | Journal of Theory and Applied Management Vol. 4 No. 1 (2011): Jurnal Manajemen Teori dan Terapan - April 2011
Publisher : Universitas Airlangga

The main purpose of this study is to find out relationship between organizational citizenship behavior and task performance in banking industries in Indonesia. Organizational citizenship behavior is composed of four components: altruism, civic virtue, and sportsmanship. To analyzed results mean, standard deviation, and correlation analysis techniques are used. 636 questionnaires were received and response rate 95 percent. Results prove that organizational citizenship behaviors do not have positive relationship with task performance.

PENGARUH FAKTOR DISPOSISIONAL DAN SITUASIONAL PADA PERILAKU KEWARGAAN ORGANISASIONAL: KASUS PADA INDUSTRI PERBANKAN DI INDONESIA D. Wahyu Ariani
Journal of Indonesian Economy and Business (JIEB) Vol 23, No 3 (2008): July
Publisher : Faculty of Economics and Business, Universitas Gadjah Mada

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22146/jieb.27410

The goal of this research is to test the relationship model between motive, structural dimension, relational dimension, and cognitive dimension, as well as core self evaluation personality with organizational citizenship behavior. The research integrates the use of attribution theory, social exchange theory, core self evaluation theory, and two raters of organizational citizenship behavior. Eventhough organizational citizenship behavior is positively correlated with social capital, motive, and personality, the relationship of each factor is not the same strength. This is due to differences in job conditions, environment, task independency, and research setting. A survey was conducted by using questionnaires from previous research. The questionnaires were sent to 128 branches of the bank industry located in 16 major cities in Java. The sample consisted of 636 tellers and 129 head tellers. Validity tests and reliability tests were used to test the questionnaires contents. The Structural Equation Modeling (SEM) was used to test the relationship among the variables. The result proved that organizational motive and core self evaluation personality have the strongest effect on individual organizational citizenship behavior. The result also showed that self rating and supervisor rating differs significantly with respect to organizational citizenship behavior. Both are valid and have an equal effect on organizational citizenship behavior. A thorough discussion on the relationship among the variables as well as on self rating and supervisor rating are presented in this paper.

Social Capital Moderating Roles towards Relationship of Motives, Personality and Organizational Citizenship Behavior: Cases in Indonesian Banking Industry Ariani, D. Wahyu
The South East Asian Journal of Management Vol. 4, No. 2
Publisher : UI Scholars Hub

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The goal of this research is to test social capital as the moderating variables of the relationship model between core self-evaluation personality, motives, and organizational citizenship behavior. The research integrates the use of atribution, social exchange, core self evaluation theories, and two raters of organizational citizenship behavior. A survey is conducted by using questionnaires from the previous research. The questionnaires were sent to 128 brances of the bank industry located in 16 major cities in Java. The samples consisted of 636 tellers andd 129 head tellers. Validity and reliability tests were used to evaluate the questionnaire contents. The Structural Equation Modelling (SEM) was employed to test the relationship among the variables. The results proved that social capital moderates the relational model between core self-evaluation personality, organizational concern motives, pro-social values motives, impression management motives, and organizational citizenship behavior. The results also show that self-rating and supervisor-rating differ significantly from respect to organizational citizenship behavior. Both are valid and have an equal effect on the organizational citizenship behavior. A thorough discussion on the relationship among the variables as well as on self and supervisor-rating is presented in this paper.

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