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All Journal Jurnal Siasat Bisnis JDM (Jurnal Dinamika Manajemen) Gadjah Mada International Journal of Business Journal of Indonesian Economy and Business MIX : Jurnal Ilmiah Manajemen DIJB (Diponegoro International Journal of Business) Ultima Management : Jurnal Ilmu Manajemen EKUITAS (Jurnal Ekonomi dan Keuangan) Journal of Leadership in Organizations Journal of Research in Business, Economics, and Education Ilomata International Journal of Management Jurnal Ilmiah Manajemen Kesatuan Ilomata International Journal of Management
Gugup Kismono
Department Of Management, Faculty Of Economic And Business, Universitas Gadjah Mada, Indonesia
Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Social Sciences

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Journal : Gadjah Mada International Journal of Business

 1 
THE EFFECT OF JOB EMBEDDEDNESS ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR: The Mediating Role of Sense of Responsibility Wijayanto, Bonifacius Riwi; Kismono, Gugup
Gadjah Mada International Journal of Business Vol 6, No 3 (2004): September-December
Publisher : Master of Management, Faculty of Economics and Business, Universitas Gadjah Mada

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (62.47 KB)

Abstract

This study examines a new attachment concept called job embeddedness as antecedent of organizational citizenship behavior (OCB). Firstly, we tested hypothesis concerning positive relationship between job embeddedness and OCB as predicted by Mitchell et al. (2001). Secondly, we tested hypothesis concerning the mediation effect of sense of responsibility in the relationship between job embeddedness and OCB.Nurses (N = 170) and their immediate supervisors ( N = 41) from five privately owned hospital in Jogjakarta participated in this study. Of 340 questionnaires distributed to the respondents, 339 were returned yielding a response rate of 99 percent. Of those returned, 300 questionnaires were available for further analyses. Nurses were asked to respond to a questionnaire of 40 items concerning perception of embeddedness and 4 item concerning sense of responsibility to their employing organization. Nurses’ citizenship behavior were measured using 12 items as rated by their immediate supervisors. The results support the hypothesis that job embeddedness correlates positively with OCB. However, our result failed to support the prediction of the mediating effect of employees’ sense of responsibility in causal relationship between job embeddedness and OCB. The implications of the findings for further research on relationship between job embeddedness and OCB research are discussed.
THE EFFECT OF JOB EMBEDDEDNESS ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR: The Mediating Role of Sense of Responsibility Bonifacius Riwi Wijayanto; Gugup Kismono
Gadjah Mada International Journal of Business Vol 6, No 3 (2004): September-December
Publisher : Master in Management, Faculty of Economics and Business, Universitas Gadjah Mada

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (62.47 KB) | DOI: 10.22146/gamaijb.5554

Abstract

This study examines a new attachment concept called job embeddedness as antecedent of organizational citizenship behavior (OCB). Firstly, we tested hypothesis concerning positive relationship between job embeddedness and OCB as predicted by Mitchell et al. (2001). Secondly, we tested hypothesis concerning the mediation effect of sense of responsibility in the relationship between job embeddedness and OCB.Nurses (N = 170) and their immediate supervisors ( N = 41) from five privately owned hospital in Jogjakarta participated in this study. Of 340 questionnaires distributed to the respondents, 339 were returned yielding a response rate of 99 percent. Of those returned, 300 questionnaires were available for further analyses. Nurses were asked to respond to a questionnaire of 40 items concerning perception of embeddedness and 4 item concerning sense of responsibility to their employing organization. Nurses’ citizenship behavior were measured using 12 items as rated by their immediate supervisors. The results support the hypothesis that job embeddedness correlates positively with OCB. However, our result failed to support the prediction of the mediating effect of employees’ sense of responsibility in causal relationship between job embeddedness and OCB. The implications of the findings for further research on relationship between job embeddedness and OCB research are discussed.
The Effect of the Degree of Misfit Between Human Resources Management Practices and the Types of Organizational Culture on Organizational Performance Gugup Kismono; Raden Muhammad Pradana Ramadista
Gadjah Mada International Journal of Business Vol 22, No 3 (2020): September-December
Publisher : Master in Management, Faculty of Economics and Business, Universitas Gadjah Mada

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22146/gamaijb.56583

Abstract

“Fit model” argues that the level of misfit between human resources management (HRM) practices and the type of organizational culture negatively influences organizational performance. However, the lack of emprirical research to support that contention can be problematic. Utilizing the concept of fit, this study aims to examine empirically the effect of the degree of misfit between HRM practices and the types of organizational cultures on organizational performance. Data were collected from a sample comprising of 128 respondents representing 64 companies in Indonesia, from nine industrial sectors. The hypothetical model was developed based on four types of HRM practices (human relations, internal process, rational goals, and open systems) and four types of organizational cultures (clan, hierarchy, market, and adhocracy). Euclidean distance scores were calculated to describe the misfit between the HRM practices and the types of organizational culture variables. Subsequently, the effect of the misfit scores on organizational performance was determined. The results show that the degree of misfit between HRM practices and the type of organizational culture has a significant and negative effect on organizational performance. This empirical research supports the concept of fit, in which the type of organizational culture that is supported by suitable HRM practices will result in a more positive organizational performance. Then, it is deemed necessary for companies to adapt their HRM practices to their culture, in order to improve their performance.
Co-Authors Aktsar Hamdi Tsalits Andi Tenri Pada Araminta, Devina Ardianto, Heni Bambang Riyanto Bambang Riyanto L. S Bonifacius Riwi Wijayanto Bonifacius Riwi Wijayanto Danarilia, Vania Olivine Dwita Safira Pranabella Gunawan, Stephen Hani Handoko John Suprihanto Kartika Diyandhari Levi Nilawati Levi Nilawati, Levi Niken Lulanti Rahayu Putu Irma Yunita Putu Irma Yunita Raden Muhammad Pradana Ramadista Reni Rosari Sari Sitalaksmi SUSANTO, ELY T Hani Handoko Tarman Budianto Utilithia Banguningsih Hanggarawati Wulandari