PERSEPSI KEADILAN KOMPENSASI TERHADAP KOMITMEN ORGANISASIONAL MELALUI KEPUASAN KERJA
DOI:
https://doi.org/10.22219/jmb.v2i1.1481Abstract
PERSEPSI KEADILAN KOMPENSASI TERHADAP KOMITMEN
ORGANISASIONAL MELALUI KEPUASAN KERJA
Wilujeng Rahayu
PT. PG Rajawali I Unit I Krebet Baru Bululawang, Malang
E-mail: Wilujeng_Rahayu24@yahoo.com
ABSTRACT
Fairness has an important relationship to the concept of commitment, but has only received little
attention in the Human Resources Management literature. Basic question about the relationship between
fairness and organizational commitment are whether there is a variable between these to constructs
or whether there is direct influence. Previous literature has revealed mixed results. Locke
Luthan (1990) state that the relationship of fairness in the form of an award contingent and non
contingent on organizational commitment through job satisfaction. The goal of this research is to test
and prove that perception of fairness compensation affect on organizational commitment through job
satisfaction. The research was conducted at PT. PG Rajawali I Krebet Baru Bululawang, Malang.
There the entire employee population is fixed and using random sampling techniques the study obtained
358 respondents. Three variables are collected using questionnaires and interviews: the perception
of compensation’s fairness, organizational commitment and job satisfaction. The data is analyzed
using path analysis and regression. The results show that perception of compensation fairness
has a positive and significant impact on organizational commitment and a significant positive effect
on job satisfaction. Job satisfaction has positive and significant impact on organizational commitment.
Perception of compensation fairness has a stronger influence on organizational commitment if
the relationship is direct rather than the indirect influence job satisfaction as a mediating variable.
From the results of indirect influence perception of compensation fairness to the commitment through
satisfaction can be interpreted that the employee reminds not imported level of job satisfaction, but
employees feel that fair compensation from the company will further enhance employee commitment
to the organization.
Keywords: compensation fairness perceptions, job satisfaction, organizational commitment.
Downloads
Downloads
Published
Issue
Section
License
Authors who publish with this journal agree to the following terms:
- Authors retain copyright and grant the journal right of first publication with the work simultaneously licensed under a Creative Commons Attribution-ShareAlike 4.0 International License that allows others to share the work with an acknowledgment of the work's authorship and initial publication in this journal.
- Authors are able to enter into separate, additional contractual arrangements for the non-exclusive distribution of the journal's published version of the work (e.g., post it to an institutional repository or publish it in a book), with an acknowledgment of its initial publication in this journal.
- Authors are permitted and encouraged to post their work online (e.g., in institutional repositories or on their website) prior to and during the submission process, as it can lead to productive exchanges, as well as earlier and greater citation of published work (See The Effect of Open Access).
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.
71.png)
