Pengaruh Iklim Organisasi dan Keadilan Organisasi terhadap Organizational Citizenship Behavior

Abstract

This study aimed to see how the organizational climate and organizational justice affect on organizational citizenship behavior. Research method using quantitative method with each variable scale measurement. Measuring organizational citizenship behavior used the theory of the Organ (2006), to measure the organizational climate used Stringer's theory (2002), and to measure organizational justice used the theory of Greenberg and Baron (2003). The analysis technique in this research used multiple linear regression analysis technique. All employees of PT PLN (Persero) Region North Sumatra Area Medan amounted 307 people as population and 246 responden were applied the research. The research found that the organizational climate effected significant and positive on organizational citizenship behavior, whereby effective contribution the organizational climate to organizational citizenship behavior is 42.1%. Organizational justice is also impacted significant and positive on organizational citizenship behavior, organizational justice where effective contribution to organizational citizenship behavior amounted to 30.3%. Then the organizational climate and organizational justice is jointly influence on organizational citizenship behavior with the effective contribution of 42.9%, which means that the organizational climate and organizational justice contribute to organizational citizenship behavior. The results of categorization based on average empirical analysis shows that the average employee of PT PLN (Persero) Region North Sumatra Medan Area has higher level organizational citizenship behavior, perceptions of positive organizational climate, and almost all have perception of high organizational justice. This research is expected to be input for the company to notice the organizational climate and organizational justice that can bring benefits to the company through an employee organizational citizenship behavior.

Penelitian ini bertujuan untuk melihat bagaimana pengaruh iklim organisasi dan keadilan organisasi terhadap organizational citizenship behavior. Metode penelitian menggunakan metode kuantitatif dengan alat ukur skala masing-masing variabel. Untuk mengukur organizational citizenship behavior digunakan teori dari Organ (2006), untuk mengukur iklim organisasi digunakan teori dari Stringer (2002), dan untuk mengukur keadilan organisasi digunakan teori dari Greenberg & Baron (2003). Teknik analisis yang digunakan dalam penelitian ini adalah teknik analisis regresi linier berganda. Seluruh pegawai PT PLN (Persero) Wilayah Sumatera Utara Area Medan yang berjumlah 307 orang dijadikan subjek penelitian dengan data yang terkumpul sebanyak 246. Berdasarkan data yang dikumpulkan, ditemukan bahwa iklim organisasi berpengaruh positif dan signifikan terhadap organizational citizenship behavior, dimana sumbangan efektif iklim organisasi terhadap organizational citizenship behavior sebesar 42.1%. Keadilan organisasi juga berpengaruh positif dan signifikan terhadap organizational citizenship behavior, dimana sumbangan efektif keadilan organisasi terhadap organizational citizenship behavior sebesar 30.3%. Kemudian iklim organisasi dan keadilan organisasi secara bersama-sama berpengaruh terhadap organizational citizenship behavior dengan sumbangan efektif sebesar 42.9%, yang berarti iklim organisasi dan keadilan organisasi berperan terhadap organizational citizenship behavior. Hasil analisis kategorisasi berdasarkan rerata empirik menunjukkan bahwa rata-rata pegawai PT PLN (Persero) Wilayah Sumatera Utara Area Medan memiliki organizational citizenship behavior yang tinggi, persepsi iklim organisasi yang positif, dan hampir keseluruhan memiliki persepsi keadilan organisasi yang tinggi. Penelitian ini diharapkan dapat menjadi masukan bagi perusahaan dalam memperhatikan aspek iklim organisasi dan keadilan organisasi yang dapat mendatangkan keuntungan bagi perusahaan melalui organizational citizenship behavior pegawai.