ORGANIZATIONAL CITIZENSHIP BEHAVIOR MELALUI MEDIATOR SUPERVISOR TRUST PADA PT. BERLIAN JASA TERMINAL INDONESIA
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Supervisor Conflict, Supervisor Trust, Task-Focused Organizational Citizenship Behavior, Person-Focused Organizational Citizenship Behavior
Abstract
ABSTRAK Perilaku di dalam perusahaan dapat memberikan perspektif yang positif maupun negatif terhadap pengalaman di perusahaan tersebut. Salah satu perilaku yang dapat memberikan perspektif positif yakni Organizational Citizenship Behavior (OCB). OCB mampu membuat perusahaan menjadi lebih efektif karena karyawan merasa berhutang budi terhadap perusahaan (Novliadi, 2006). Salah satu faktor pendukung dalam melakukan OCB yakni adanya kepercayaan suoervisor terhadap karyawannya, maka ada pula faktor yang akan mengurangi OCB pada karyawan jika karyawan tersebut memiliki konflik dengan supervisor (Kacmar, Bachrach, Harris, & Noble, 2012). Penelitian ini bertujuan untuk melihat peran Supervisor Trust diantara hubungan Supervisor Conflict dengan aspek terpisah OCB yakni Task-Focused OCB dan Person-Focused OCB pada karyawan PT. BJTI. Sampel dalam penelitian ini sebanyak 150 orang dari 243 populasi staff PT. BJTI, namun yang berhasil terkumpul hanya sebanyak 121 subjek. Data diperoleh dengan menggunakan kuesioner Organizational Citizenship Behavior Scale (Organ, 1988), Interpersonal Trust Scale (McAllister, 1995), dan Intragroup Conflict Scale (Jehn, 1995). Adapun analisis data dalam penelitian ini menggunakan uji validitas dan reliabilitas, uji asumsi, uji hipotesis, serta uji tabulasi silang. Berdasarkan pengujian tersebut ditemukan bahwa Supervisor Trust tidak berperan sebagai mediator di dalam hubungan antara Supervisor Conflict dengan Task-Focused OCB karena nilai t hitung = -1,397 (< nilai t tabel = 1,96). Selain itu, Supervisor Trust juga tidak berperan sebagai mediator di dalam hubungan antara Supervisor Conflict dengan Person-Focused OCB karena nilai t hitung = -1,324 (< nilai t tabel = 1,96). Pada hasil uji tabulasi silang juga ditemukan bahwa divisi memiliki asosiasi dengan Task-Focused OCB (sig. Chi Square = 0,016) dan Person-Focused OCB (sig, ChiSquare = 0,043).
Kata kunci: Supervisor Conflict, Supervisor Trust, Task-Focused Organizational Citizenship Behavior, Person-Focused Organizational Citizenship Behavior.
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Badawy, Trujillo-Reyes, & Magdy. (2017). The demographics’ effects on organizational culture, organizational citizenship behavior and job satisfaction: evidence from Egypt and mexico. Business and management research, 26(1).
Banerjee & Banerjee. (2013). A study of perceived organizational justice, trust, and organizational citizenship behavior. International journal of business and management, 12(4), 36-43.
Bstieler, Hemmert, & Barczak. (2017). The changing bases of mutual trust formation in interorganizational relationship: a dyadic study of universtyindustry research collaborations. Journal of business research, 74. 47-54.
Chung. (2015). The mediating effects of organizational conflict on the relationships between workplace ostracism with in role behavior and organizational citizenship behavior. International journal of conflict management, 26(4). 366-385.
Colquitt, Scott and LePine. (2007). Trust, trustworthiness, and trust propensity; A meta-analytic test of their unique relationships with risk taking an job performance. Journal of applied psychology, 92(4). 909-927.
Curseu & Schruijer. (2010). Does conflict shatter trust or does trust obliterate conflict? Revisiting the relationships between team diversity, conflict, and trust. Group dynamics: theory, research, and practice, 14(1). 66-79.
Danish, Aslam, Cheema, & Hassan. (2014). The impact of the transformational leadership and employee commitment on organizational citizenhsip behavior. Sci. Int (lahore), 26(5), 2451-2455.
Dasan, Bahron, & Eranza. (2015). Trust and organizational citizenship behavior of staffs at a public university in malaysia. The international journal of business and management, 3(2).
Dolan, Tzafrir, & Baruch. (2017). Testing the causal relationship between procedural justice, trust and organizational citizenship behavior.
Elfering, Gerhardt, Grebner, & Muller. (2017). Exploring supervisor-related job resources as mediators between supervisor conflict and job attitudes in hospital employees. Safety and health at work, 8, 19-28.
Findikli, Gulden, Semercioz. (2010). Subordinate trust in supervisor and organization: effects on subordinate perceptions of psychological empowerment. International journal of business and managemet studies, 2(1).
Ghozali. (2011). Aplikasi analisis multivariate dengan program SPSS, edisi ke-5. Semarang: BP Universitas Diponegoro.
Greer, Carus, & Jehn. (2011). The bigger they are, the harder they fall: linking team power, team conflict, and performance. Organizational behavior and human decision processes, 116, 116-128.
Han & Harms. (2009). Team identification, trust, and conflict: a mediation model. International journal of conflict management, 21(1), 20-43.
Isa. (2015). Conflicts in organizations; causes and consequences. Journal of educational policy and entrepreneurial research (JEPER), 2(11). 54-59.
Jain, Giga, & Cooper. (2013). Perceived organizational support as moderator in the relationship between organisational stressors and organisational citizenship behaviors. International journal of organizational analysis. 21(3). 313-334.
Janssen & Giebels. (2012). When and why creativity-related conflict with coworkers can hamper creative employees’ individual job performance. European journal of workd and organizational psychology. 1-14.
Jehn & Bendersky. (2003). Intragroup conflict in organizations: a contingency perspective on the conflict-outcome relationship. Research in organizational behavior, 25, 187-242.
Jehn & Mannix, (2001). The dynamic nature of conflict: a longitudinal study of intragroup conflict and group performance. The academy of management journal, 44(2). 238-251.
Jimmieson, Tucker, & Campbell. (2017). Task conflict leads to relationship conflict when employees are low in trait selfcontrol: implications for employee strain. Personality and individual differences, 113. 209-218.
Kacmar, Bachrach, Harris, & Nobel. (2012). Exploring the role of supervisor trust in the associations between multiple sources of relationship conflict and organizational citizenship behavior. The leadership quarterly, 23. 43-54.
Katz. (2011). Multivariable analysis; a practical guide for clinicians and public health researches. USA: University of California.
Karam. (2011). Good organizational soldiers: conflict-related stress predicts citizenship behavior. International journal of conflict management, 22(3). 300-319.
Kim, Wang, & Chen. (2016). Mutual trust between leader and subordinate and employee outcomes. Journal of business ethics.
Kompasiana.com. (2012). Fenomena saling “bully” di dunia kerja. Diunduh pada 2 April 2017 dari http://www.kompasiana.com/destarania/fenomena-salingbully-di-duniakerja_550de7c8a33311ad2dba7dac
Lau & Cobb. (2009). Understanding the connections between relationship conflict and performance: The intervening roles of trust and exchange. Journal of organizational behavior, 31. 898-917.
Lau, McLean, Lien & Hsu. (2016). Self-rated and peer-rated organizational citizenship behavior, affective commitment, and intention to leave in a malaysian content. Personnel review, 45(3), 569-592.
Lehmann-Willenbrock, Grohmann, & Kauffeld. (2011). Task and relationship conflict at work: construct validation of a german version of Jehn’s intragroup conflict scale. European journal of psychological assesment, 27(3), 171-178.
LePine, Erez, & Johnson. (2002). The nature and dimensionality od organizational citizenship behavior: a critical review and meta-analysis. Journal of applied psychology, 87(1), 52-65.
Li & Tan. (2013). What happens when you trust your supervisor? Mediators of individual performance in trust relationships. Journal of organizational behavior, 34,
407-425.
Liu, Spector, Liu, & Shi. (2011). The interaction of job autonomy and conflict with supervisor in china and the united states: a qualitative and quantitative comparison. International journal of stress management, 18(3), 222-245.
MacNeil. (2004). Exploring the supervisor role as a facilitator of knowledge sharing in teams. Journal of european industrial training, 28(1). 93-102.
Mayer, Davis, & Schoorman. (1995). An integrative model of organizational trust. Academy of management review, 20(3), 709-734.
McAllister. (1995). Affect- and cognition- based trust formations for interpersonal cooperation in organization. The academy of management journal, 38(1), 24-59.
Moorman, Zatlman, & Deshpande. (2013). Factors affecting trust in market research relationship. Journal of marketing, 57, 81-101.
Nedkovski, Guerci, Battisti, & Siletti. (2017). Organizational ethical climates and employee’s trust in colleagues, the supervisor, and the organization. Journal of business research, 71, 19-26.
Ng, Lam, & Feldman. (2016). Organizational citizenship behavior and counterproductive work behavior: do males and females differ?. Journal of vocational behavior, 93, 11-32.
Nordin, Sivalapan, Bhattacharyya, Hasim, Ahmad, & Abdullah. (2014). Organizational communication climate and conflict management: communications management in an oil and gas company. Social and behavioral sciences 109. 1046-1058.
Novliadi. (2006). Organizational citizenship behavior pada karyawan ditinjau dari persepsi terhadap kualitas interaksi atasan-bawahan dan persepsi. Psikologia, 2(1). 39-46.
Nisar, Marwa, Ahmad, & Ahmad. (2014). Impact of perceived organizational support on organizational citizenship behavior: empirical evidence from Pakistan. International journal of research, 1(5). 231-240.
Nisula. (2015). The relationship between supervisor support and individual improvisattion. Leadership and organization development journal, 36(5).
Podsakoff, MacKenzie, Moorman, & Fetter. (1990). Transformational leader behaviors and their effects on followers’ trust in leader, satisfaction, and organizational
citizenship behaviors. Leadership quarterly, 1(2), 107-142.
Raharso. (2011). Kepercayaan dalam tim. Bandung: Politeknik Negeri Bandung. Sjahruddin, Armanu, Sudiro, & Normijati. (2013). Personality effect on organizational citizenship behavior (OCB): trust in manager and organizational commitment mediator of organizational justice in makassar city hospitals (indonesia). European journal of business and management, 5(9).
Simons & Peterson. (2000). Task conflict and relationship conflict in top management teams: the pivotal role of intragroup trust. Journal of applied psychology, 85(1), 102-111.
Singh, Kumar, Singh & Gupta. (2015). Role of perceived organizational support in the relationship between role overload and organizational citizenship behavior. Journal of the indian academy of applied psychology, 41(1), 77-85.
Singh & Srivasta. (2009). Interpersonal trust and organizatiomal citizenship. Psychology studies, 54. 65-76.
Sintyari. (2017). Hubungan antara big five personality dan organizational justice dengan organizational citizenship behavior. Skripsi. Surabaya: Universitas Surabaya.
Suryabrata. (2005). Pengembangan alat ukur psikologis. Yogyakarta: Andi Offset.
Teh & Sun. (2012). Knowlegde sharing, job attitudes and organisational citizenship behavior. Industrial management and data systems, 112(1). 64-82.
Tulubas & Celep. (2012). Effect of perceived procedural justice on faculty member’s silence: the mediating role of trust in supervisor. Social and behavioral sciences, 47. 1221-1231.
Volmer. (2015). Followers’ daily reactions to social conflicts with supervisors: the moderating role of core self-evaluations and procedural justice perceptions.
The leadership quarterly, 26. 719-731.
Wahyudi & Akdon. (2005). Manajemen konflik dalam organisasi: pedoman praktis bagi pemimpin efektif. Bandung: Penerbit Alfabeta.
Young, Monnot, Steelman, & Khoury. (2013). Trust in supervisor: the relationship driving feedback behaviors.
Zheng, Zhang, & Li. (2012). Performance appraisal process and organizational citizenship behavior. Journal of managerial psychology, 27(7). 732-752.
Published
2019-09-01
Section
Bidang Psikologi (IN)
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