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Siska Adinda Prabowo Putri
Universitas AKI
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PERANAN KEPUASAN KERJA DAN KOMITMEN AFEKTIF DALAM MEMBENTUK ORGANIZATIONAL CITIZENSHIP BEHAVIOR PADA DOSEN TETAP UNIVERSITAS AKI Siska Adinda Prabowo Putri
Jurnal RAP (Riset Aktual Psikologi Universitas Negeri Padang) Vol 13, No 1 (2022)
Publisher : Universitas Negeri Padang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24036/rapun.v13i1.112941

Abstract

Abstract: The role of job satisfaction and affective commitment in shaping Organizational Citizenship Behavior at AKI University on Permanent Lecturers. This study aims to prove the effect of job satisfaction and affective commitment on the formation of organizational citizenship behavior on lecturers at AKI University Semarang. The characteristics of the sample used are permanent lecturers who have been registered in the Higher Education Database. The number of samples used is 51 people with the sampling technique is purposive random sampling. Data analysis used multiple regression analysis. The results of this study indicate that there is a significant effect between job satisfaction and affective commitment to organizational citizenship behavior with a value of R = 0.848; R2 = 0.718; F = 61,249 (p < 5%). Based on the results of this study, it was also found that the effect of job satisfaction gave a more dominant contribution (67.73%) to organizational citizenship behavior than affective commitment (4.02%). Permanent lecturers at AKI University have a fairly good OCB level of 78.43%. This can be interpreted that OCB is an important variable to have, especially for all lecturers by increasing their job satisfaction so that they can optimally develop their respective potentials and also achieve the university's vision and mission.Keywords: Organizational Citizenship Behavior, Job Satisfaction, Affective Commitment Abstrak: Peranan kepuasan kerja dan komitmen afektif dalam membentuk Organizational Citizenship Behavior pada Dosen Tetap Universitas AKI.  Penelitian ini bertujuan untuk membuktikan pengaruh kepuasan kerja dan komitmen afektif terhadap terbentuknya organizational citizenship behavior pada dosen di Universitas AKI Semarang. Adapun karakteristik sampel yang digunakan adalah dosen tetap yang telah terdaftar di Pangkalan Data Pendidikan Tinggi. Jumlah sampel yang digunakan 51 orang dengan teknik samplingnya adalah purposive random sampling . Analisis data yang digunakan analisis regresi berganda. Hasil penelitian ini menunjukkan bahwa terdapat pengaruh yang signifikan antara kepuasan kerja dan komitmen afektif terhadap organizational citizenship behavior dengan nilai R = 0,848; R2 = 0,718; F = 61,249 ( p < 5%). Berdasarkan hasil penelitian ini juga ditemukan bahwa pengaruh kepuasan kerja memberikan sumbangsih yang lebih dominan (67,73 %) terhadap organizational citizenship behavior dibandingkan komitmen afektif (4,02 %). Dosen tetap di Universitas AKI memiliki tingkat OCB yang tergolong cukup baik (78,43 %). Ini dapat diartikan bahwa OCB merupakan variabel penting untuk dimiliki khususnya bagi seluruh dosen dengan  melalui peningkatan kepuasan kerjanya agar mereka dapat mengembangkan secara optimal potensi diri masing – masing serta tercapainya pula visi misi universitas.Kata kunci : Organizational Citizenship Behavior, Kepuasan Kerja, Komitmen Afektif 
PERANAN KEPEMIMPINAN TRANSFORMASIONAL DAN TEAMWORK DALAM MEMBENTUK KOMITMEN JIWA KORSA Marshanda Aulia Divali; Siska Adinda Prabowo Putri
IMAGE Vol 4 No 1 (2024): Jurnal IMAGE
Publisher : Lembaga Penelitian dan Pengabdian Kepada Masyarakat Universitas AKI Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53873/image.v4i1.597

Abstract

Penelitian ini bertujuan untuk menguji dan menganalisis hubungan kepemimpinan transformasional dan teamwork dengan komitmen jiwa korsa pada anggoat Ditsamapta Polda Jateng. Komitmen jiwa korsa diukur dengan menggunakan skala likert yang didasarkan pada tiga aspek komitmen organisasi menurut Allen & Meyer, yaitu komitmen afektif, berkelanjutan dan normatif. Kepemimpinan transformasional diukur dengan menggunakan skala likert yang didasarkan pada karakteristik kepemimpinan transformasional dari Bass & Avolio yaitu idealized influence (or charismatic influence), inspirational motivation, intellectual stimulation dan individualized consideration. Variabel teamwork diukur dengan menggunakan skala likert yang didasarkan pada teori Ohland  yaitu Contibuting to the team’s work, Interacing with teammates, Keeping the team on track, Expecting quality,  Having relevant knowledge, skill and abilities. Sampel yang digunakan sebanyak 131 anggota DitSamapta Polda Jateng. Analisis data yang digunakan adalah analisis regresi berganda.  Hasil penelitian membuktikan terdapat hubungan simultan antara kepemimpinan transformasional dan teamwork dengan komitmen jiwa korsa, sedangkan secara terpisah juga terbukti kepemimpinan transformasional berkorelasi positif dengan komitmen jiwa korsa. Dan juga teamwork berkorelasi positif dengan komitmen jiwa korsa. Adapun kepemimpinan transformasional dan teamwork mempengaruhi kinerja sebesar 69,8% dan sisanya 30,2% dipengaruhi faktor lainnya. Kata kunci: Komitmen jiwa korsa, Kepemimpinan trans­­­­­formasional, Teamwork
KELELAHAN KERJA SEBAGAI MEDIATOR ANTARA BEBAN KERJA DAN MOTIVASI KERJA Mardiyanto Mardiyanto; Siska Adinda Prabowo Putri
IMAGE Vol 4 No 2 (2024): JURNAL IMAGE
Publisher : Lembaga Penelitian dan Pengabdian Kepada Masyarakat Universitas AKI Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

This study aims to determine and analyze the relationship between workload and work motivation mediated by work fatigue. The population in this study were members of Samapta and members of Lantas Polres Pekalongan City totaling 120 people. The number of samples used was the same as the population. The sampling technique used was saturated sampling. The analysis used was multivariate regression analysis. Work motivation in this study was measured using a Likert scale based on aspects of work motivation from Herzberg. The workload variable was measured using a Likert scale based on the workload dimension theory from Hart & Staveland. Fatigue was measured using the Subjective Self Rating Test questionnaire. The results of this study indicate that workload has a positive and very significant effect on work fatigue, work fatigue has a negative and very significant effect on work motivation, workload has no direct effect on work motivation and workload has a very significant effect on work motivation mediated by work fatigue. The coefficient of determination in this study is indicated by the value of R2 = 0.172 or 17.2%, which means that workload and work fatigue affect work motivation by 17.2% and the remaining 82.8% is influenced by other factors. Keywords: Work motivation, Work fatigue, Workload
Co-Authors Mardiyanto Mardiyanto Marshanda Aulia Divali