Dampak High Performance Work Systems (HPWS) terhadap Organizational Citizenship Behaviors (OCB) melalui Work Engagement
DOI:
https://doi.org/10.55356/jksm.v2i1.82Keywords:
High Performance Work Systems, Work Engagement, Organizational Citizenship BehaviorsAbstract
Tujuan dari penelitian ini adalah untuk menganalisis Dampak High Performance Work Systems (HPWS) terhadap Organizational Citizenship Behaviors (OCB) melalui Work Engagement. Penelitian ini menggunakan metode pendekatan kuantitatif. Populasi yang digunakan dalam penelitian ini adalah Pegawai RSUD Kabupaten Kepulauan Meranti. Jumlah responden yang digunakan dalam penelitian ini adalah 234 responden. Metode analisis data dalam penelitian ini menggunakan Structural Equation Model (SEM) dengan SmartPLS v3.0. Hasil Penelitian membuktikan bahwa terdapat pengaruh High Performance Work Systems (HPWS) terhadap OCB, High Performance Work Systems (HPWS) terhadap Work Engagement, Work Engagement terhadap OCB, High Performance Work Systems (HPWS) terhadap OCB melalui Work Engagement pada pegawai RSUD Kabupaten Kepulauan Meranti.
References
Abdillah, W., Hartono. (2015). Partial Least Square (PLS). Penerbit Andi. Yogyakarta.
ABDILLAH, M. R., & Rahmat, A. (2023). Family Supportive Supervision dan Organizational Citizinship Behavior (OCB): Peran Mediasi Work-Family Balance dan Komitmen Afektif. Jurnal B-Master, 1(1), 30-41.
Aryee, S., Walumbwa, F. O., Seidu, E. Y. M., dan Otaye, L. E. 2012. Impact of High-Performance Work Systems on Individual- and Branch-Level Performance: Test of a Multilevel Model of Intermediate Linkages. Journal of Applied Psychology, 97(2), 287–300. https://doi.org/10.1037/a0025739.
Chanko, B. O., & Rahmat, A. (2022). Altruistic Leadership and Organizational Citizenship Behavior: Mediating Role of Leader-Member Exchange. Sains Organisasi, 1(1), 1-9.
Chang, P. C., dan Chen, S. J. 2011. Crossing the Level of Employee’s Performance: HPWS, Affective Commitment, Human Capital, and Employee Job Performance in Professional Service Organizations. International Journal of Human Resource Management, 22(4), 883–901. https://doi.org/10.1080/09585192.2011.555130.
Chen, C. and Huang, J. (2009),“Strategic human resource practices and innovation performance-the mediating role of knowledge management capacity”, Journal of Business Research, Vol. 62 No. 1, pp. 104-114.
Chien, M. H. (2004). A study to improve organizational citizenship behavior, 3(3),1-4.
Cohen, A. & Keren, D. (2008). Individual values and social exchange variables: Examining their relationship to and mutual effect on in-role performance and organizational citizenship behavior. Group & Organization management, 33 (4), 425-456.
Colakoglu, S., Lepak, D. P., dan Hong, Y. 2006. Measuring HRM Effectiveness: Considering Multiple Stakeholders in a Global Context. Human Resource Management Review, 16(2), 209–218. https://doi.org/10.1016/j.hrmr.2006.03.003.
Cooke, F. L., Cooper, B., Bartram, T., Wang, J., dan Mei, H. 2016. Mapping the Relationships between High Performance Work Systems, Employee Resilience and Engagement: A Study of the Banking Industry in China. International Journal of Human Resource Management, 30(8), 1239–1260. https://doi.org/10.1080/09585192.2015.1137618.
Cooper, B., Wang, J., Bartram, T., dan Cooke, F. L. 2019. Well-being-oriented human resource management practices and employee performance in the Chinese banking sector: The role of social climate and resilience. Human Resource Management, 58(1), 85–97. https://doi.org/10.1002/hrm.21934.
Fan, X., Liu, Y., & Zou, X. (2018). Where There is Light, There is Dark: A Dual Process Model of HighPerformance Work Systems in The Eyes of Employees. Frontiers of Business Research in China, 12(1). https://doi.org/10.1186/s11782-018-0042-x
Huang, L.C., Ahlstrom, D., Lee, A.Y.P., Chen, S.Y. and Hsieh, M.J. (2016),“High Performance Work Systems, employee well-being, and job involvement: an empirical study”, Personnel Review, Vol. 45 No. 2, pp. 296-314.
Khairi, S., Rahmat, A., & Abdillah, M. R. (2022). IMPACT OF WORK FAMILY CONFLICT (WFC) ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) WITH PSYCHOLOGICAL WELL-BEING (PWB) AS MEDIATION. Jurnal Manajemen dan Bisnis, 11(2), 277-287.
Organ, D. W., Podsakoff, P. M., & MacKenzie, S. B. (2006). Organizational citisenship behavior: Its nature, antecedents, and consequences. USA: SAGE Publications.
Panagiotis V, Dimitrios M (2020). The effects of High Performance Work Systems in employees’ service-oriented OCB. International Journal of Hospitality Management. https://doi.org/10.1016/j.ijhm.2020.102610.
Podsakoff, P. M., MacKenzie, S. B., Moorman, R. H., & Fetter, R. (1990). Transformational leader behaviors and their effects on followers trust in leader, satisfaction, and organizational citizenship behaviors. Leadership quarterly, 1 (2), 107-142.doi:10.1016/1048-9843(90)90009-7.
Podsakoff, P. M., MacKenzie, S. B, Paine, J. B, & Bachrach, D. G. (2000). Organizational citienship behaviors: A critical review of the theoritical and empirical literature and suggestions for future research. Journal of Management. 2000, 26 (3), 513-563.doi.10.1177/014920630002600307.
Rahmat, A. (2022). Dampak Person Environment Fit Terhadap Komitmen Afektif dan OCB. Jurnal Komunitas Sains Manajemen, 1(1), 56-62.
Schaufeli, W. B, Martinez, I. M, Pinto, A. M, Salanova, M., & Bakker, A. B. (2002). Burnout and engagement in University Students (A cross national study). Journal of cross-cultural psychology, 33 (5), 464-481.doi.10.1177/0022022102033005003.
Schaufeli, W. B., Bakker, A. B., & Salanova, M. (2006). The measurement of work engagement with a short questionnaire. Educational and psychological measurement, 66 (4), 701-716.
Sugiyono. (2011). Metode Penelitian Kuantitatif, Kualitatif, dan R&D. bandung: CV. Alfabeta.
Takeuchi, R., Lepak, D.P., Wang, H., Takeuchi, K., 2007. An empirical examination of the mechanisms mediating between High-Performance Work Systems and the performance of Japanese organizations. J. Appl. Psychol. 92 (4), 1069-1083.
Takeuchi, R., Chen, G., Lepak, D., 2009. Through the looking glass of a social system: Cross-level effects of high-performance work systems on employees’ attitudes. Pers. Psychol. 62 (1), 1-29.
