Peran Mediasi Komitmen Organisasi dalam Pengaruh Person-Organization Fit terhadap Kinerja Inovatif
Keywords:
Komitmen Organisasi, Person-Organization fit , Kinerja Inovatif
Abstract
Penelitian ini bertujuan menguji peran mediasi dari komitmen organisasi dalam hubungan antara person-organization fit dengan kinerja inovatif di lembaga publik. Studi kausal dengan metode survei sebagai alat pengumpulan data dengan responden para pegawai kecamatan Se- Kabupaten bandung . yang dipilih secara acak sebanyak 270. Analisis data menggunakan path analisis dengan bantuan spss25. Hasil penelitian menunjukkan bahwa adanya kesesuaian nilai antara pegawai dan orgnisasi mempengaruhi komitmen orgnisasi dan pada akhirnya mendorong para pegawai untuk menunjukan kinerja inovatif dalam memberikan pelayanan publik. Komitmen organisasi memediasi secara parsial pengaruh kecocokan individu dan organisasi dengan kinerja inovatif. Penelitian ini menyimpulkan bahwa Person-Organization fit dan komitmen organisasi berkontribusi positif terhadap kinerja inovatif karyawan di lembaga publik. Implikasi teoritis dalam penelitian ini adalah bahwa komitmen organisasional merupakan mediator yang penting dalam hubungan antara person-organization fit dan kinerja inovatif. Sedangkan implikasi praktis yaitu perbaikan kinerja inovatif dilakukan dengan memperkuat komitmen organisasional melalui pelatihan dan pengembangan karir, budaya organisasional yang inklusif dan kolaboratif, dan memberikan penghargaan dan pengakuan atas kontribusi karyawan pada inovasi.
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References
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[24] Sharma,J.R., Dhar,R.L. (2016) "Factors influencing job performance of nursing staff: Mediating role of affective commitment", Personnel Review, 45 (1) pp.161
[25] Van Loon, N. M., Vandenabeele, W., Leisink, P (2017) Clarifying the Relationship Between Public Service Motivation and In-Role and Extra-Role Behaviors: The Relative Contributions of Person-Job and Person-Organization Fit. American Review of Public Administration 2017, Vol. 47(6) 699–713
[26] Vila-Vázquez, G., Castro-Casal, C & Álvarez-Pérez D (2021) Person–organization fit and helping behavior: How and when this relationship occurs. Current Psychology 1-12
[27] Zhang, S. J., Chen, Y. Q., & Sun, H. (2015). Emotional intelligence, conflict management styles, and Innovation Performance. International Journal of Conflict Management, 26(4), 450–478
[2] Alrowwad, A. A., Abualoush, S. H., & Masa'deh, R. E. (2020). Innovation and intellectual capital as intermediary variables among transformational leadership, transactional leadership, and organizational performance. Journal of Management Development, 39(2), 196-222.
[3] Anwar, G., & Abdullah, N. N. (2021). The impact of Human resource management practice on Organizational performance. International journal of Engineering, Business and Management (IJEBM), 5. pp 35-47
[4] Bangun, O. V., Supartha, I. W. G., & Subudi, M. (2017). Pengaruh person-job fit dan person-organization fit terhadap komitmen organisasional dan organizational citizenship behavior (OCB). E-Jurnal Ekonomi dan Bisnis Universitas Udayana, 6(5), 2071-2102.
[5] Chen, H & Li, W., (2019) Understanding commitment and apathy in IS security extra-role behavior from a person-organization fit perspective. Behaviour & Information Technology 2019, VOL. 38, NO. 5, 454–468
[6] Collen, H. Ö. (2019). The relationships of contextual performance with person-organization fit, perceived organizational prestige and organizational identity strength: The mediating role of organizational commitment. European Journal of Multidisciplinary Studies, 4(2), 28-37.
[7] Hanafi, A., Adam, M., Aprideni, I., & Sriwijaya, U. (2018). The effect of person-organization fit (PO Fit) and job satisfaction on employee performance with organizational commitment as intervening variables at Bukit Asam Medika Hospital, Tanjung Enim. International Journal of Education and Research, 6(11), 103-114.
[8] Hendri, M. I. (2019). The mediation effect of job satisfaction and organizational commitment on the organizational learning effect of the employee performance. International Journal of Productivity and Performance Management, 68(7), 1208-1234.
[9] Hidayat, D. (2018). Pengaruh Person-Organizational Fit Dan Iklim Organisasi Terhadap Kinerja Pegawai Dengan Komitmen Organisasional Sebagai Variabel Mediasi (Studi Pada RSUP Dr Sardjito Yogyakarta).
[10] Jayanti, H. D. (2022). Pengaruh Person Organization Fit Terhadap Komitmen Organisasi. Edu Consilium: Jurnal Bimbingan dan Konseling Pendidikan Islam, 3(1), 79-88.
[11] Kumasey, A. S., Bawole, J. N., & Hossain, F. (2016). Organizational commitment of public service employees in Ghana: do codes of ethics matter? International Review of Administrative Sciences, 83(1_suppl), 59–77.
[12] Lee, H.-J. and Reade, C. (2018), "The role of Yin-Yang leadership and cosmopolitan followership in fostering employee commitment in China: A paradox perspective", Cross Cultural & Strategic Management, 25 (2) pp. 276-298.
[13] Loan, L. J. M. S. L. (2020). The influence of organizational commitment on employees’ job performance: The mediating role of job satisfaction. Management Science Letters, 10(14), 3307-3312.
[14] Meyer,J.P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1(1), 61–89.
[15] Otoo, F. N. K. (2019). Human resource management (HRM) practices and organizational performance: The mediating role of employee competencies. Employee Relations: The International Journal.
[16] Paramita, E., Lumbanraja, P., & Absah, Y. (2020). The influence of organizational culture and organizational commitment on employee performance and job satisfaction as a moderating variable at PT. Bank Mandiri (Persero), Tbk. International Journal of Research and Review, 7(3), 273-286.
[17] Rafiei, M., Amini, M., & Foroozandeh, N. (2014). Studying the impact of the organizational commitment on the job performance. Management science letters, 4(8), 1841-1848.
[18] Rahman, M. F. W., Kistyanto, A., & Surjanti, J. (2022). Does cyberloafing and person‐organization fit affect employee performance? The mediating role of innovative work behavior. Global Business and Organizational Excellence, 41(5), 44-64.
[19] Renyut, B. C., Modding, H. B., & Bima, J. (2017). The effect of organizational commitment, competence on Job satisfaction and employees performance in Maluku Governor's Office.
[20] Robbins, S dan Judge, T. A. (2017). Organizational behavior 17th. NY: Pearson
[21] Saether, E. A. (2019). Motivational antecedents to high-tech R&D employees' innovative work behavior: Self-determined motivation, person-organization fit, organization support of creativity, and pay justice. The Journal of High Technology Management Research, 30(2), 100350.
[22] Saleem, M. A., Bhutta, Z. M., Nauman, M., & Zahra, S. (2019). Enhancing performance and commitment through leadership and empowerment. International Journal of Bank Marketing, 37(1), 303–322.
[23] Saleem, M. A., Bhutta, Z. M., Nauman, M., & Zahra, S. (2019). Enhancing performance and commitment through leadership and empowerment. International Journal of Bank Marketing, 37(1), 303–322.
[24] Sharma,J.R., Dhar,R.L. (2016) "Factors influencing job performance of nursing staff: Mediating role of affective commitment", Personnel Review, 45 (1) pp.161
[25] Van Loon, N. M., Vandenabeele, W., Leisink, P (2017) Clarifying the Relationship Between Public Service Motivation and In-Role and Extra-Role Behaviors: The Relative Contributions of Person-Job and Person-Organization Fit. American Review of Public Administration 2017, Vol. 47(6) 699–713
[26] Vila-Vázquez, G., Castro-Casal, C & Álvarez-Pérez D (2021) Person–organization fit and helping behavior: How and when this relationship occurs. Current Psychology 1-12
[27] Zhang, S. J., Chen, Y. Q., & Sun, H. (2015). Emotional intelligence, conflict management styles, and Innovation Performance. International Journal of Conflict Management, 26(4), 450–478
Published
2023-09-22
How to Cite
Dede Hardani, Sindrawati, & Muhammad Syukrullah. (2023). Peran Mediasi Komitmen Organisasi dalam Pengaruh Person-Organization Fit terhadap Kinerja Inovatif. Jurnal Niara, 16(2), 333-342. https://doi.org/10.31849/niara.v16i2.16234
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