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Kembali| NIM (Student Number) | C1K006037 |
|---|---|
| Nama Mahasiswa | SUPIT YULIANTO |
| Judul Artikel | THE EFFECT OF ORGANIZATIONAL JUSTICE, ORGANIZATIONAL COMMITMENT AND JOB SATISFACTION ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR (Survey Research on Employees at PT. KAI (Persero) DAOP V Purwokerto) |
| Abstrak | The aims of research are to analyze the effect of procedural, distributive and interactional justice on affective, normative and continuance commitment, to analyze the effect of procedural, distributive and interactional justice on intrinsic and extrinsic job satisfaction, to analyze the effect of affective, normative, continuance commitment, intrinsic and extrinsic job satisfaction on OCB. Number of respondents in this research was 117 employees. The sampling technique used in this research was probability sampling (selected sample) by simple random sampling, whereas the determination of sample size used Slovin formula. To test hypotheses, it used the Structural Equation Modeling Analysis, which has got the tstatistic value of procedural justice on affective commitment, distributive on normative, interactional on intrinsic and extrinsic job satisfaction, normative and continuance on OCB and tstatistic value of intrinsic on OCB each was smaller than the value of t table, then the tstatistic value of affective on OCB was greater than the value of -t table, while the tstatistic value of procedural on normative and continuance, distributive on affective and continuance, interactional on affective, normative and continuance, procedural and distributive on intrinsic and extrinsic job satisfaction and tstatistic value of extrinsic job satisfaction on OCB each was greater than the value of t table. Based on the result of data analysis, it could be concluded that procedural justice has no significant positive effect on affective commitment, procedural justice has significant positive effect on normative and continuance commitment, distributive justice has no significant positive effect on normative commitment, distributive justice has significant positive effect on affective and continuance commitment, interactional justice has positive and significant effect on affective, normative and continuance commitment, procedural and distributive justice has significant positive effect on intrinsic and extrinsic job satisfaction, interactional justice has no significant positive effect on intrinsic and extrinsic job satisfaction, affective commitment has no significant negative effect on OCB, normative and continuance commitment has no significant positive effect on OCB, intrinsic job satisfaction has no significant positive effect on OCB, on the other hand extrinsic job satisfaction has positive and significant effect on OCB. |
| Abstrak (Inggris) | The aims of research are to analyze the effect of procedural, distributive and interactional justice on affective, normative and continuance commitment, to analyze the effect of procedural, distributive and interactional justice on intrinsic and extrinsic job satisfaction, to analyze the effect of affective, normative, continuance commitment, intrinsic and extrinsic job satisfaction on OCB. Number of respondents in this research was 117 employees. The sampling technique used in this research was probability sampling (selected sample) by simple random sampling, whereas the determination of sample size used Slovin formula. To test hypotheses, it used the Structural Equation Modeling Analysis, which has got the tstatistic value of procedural justice on affective commitment, distributive on normative, interactional on intrinsic and extrinsic job satisfaction, normative and continuance on OCB and tstatistic value of intrinsic on OCB each was smaller than the value of t table, then the tstatistic value of affective on OCB was greater than the value of -t table, while the tstatistic value of procedural on normative and continuance, distributive on affective and continuance, interactional on affective, normative and continuance, procedural and distributive on intrinsic and extrinsic job satisfaction and tstatistic value of extrinsic job satisfaction on OCB each was greater than the value of t table. Based on the result of data analysis, it could be concluded that procedural justice has no significant positive effect on affective commitment, procedural justice has significant positive effect on normative and continuance commitment, distributive justice has no significant positive effect on normative commitment, distributive justice has significant positive effect on affective and continuance commitment, interactional justice has positive and significant effect on affective, normative and continuance commitment, procedural and distributive justice has significant positive effect on intrinsic and extrinsic job satisfaction, interactional justice has no significant positive effect on intrinsic and extrinsic job satisfaction, affective commitment has no significant negative effect on OCB, normative and continuance commitment has no significant positive effect on OCB, intrinsic job satisfaction has no significant positive effect on OCB, on the other hand extrinsic job satisfaction has positive and significant effect on OCB. |
| Kata Kunci | organizational justice, organizational commitment, job satisfaction, organizational citizenship behavior |
| Nama Pembimbing 1 | Drs. Achmad Sudjadi, M.Sc., Ph.D |
| Nama Pembimbing 2 | Siti Zulaikha W., S.E., M.Si |
| Tahun | 2013 |
| Jumlah Halaman | 17 |
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