Pengaruh Work Incivility, Perceived Supervisor Support, Job Satisfaction, dan Perceived Socially Responsible HRM terhadap Employee Performance Dimediasi oleh Organizational Identification pada Karyawan Pemerintah Bidang Kependudukan dan Pencatatan Sipil di Provinsi DKI Jakarta
Abstract
Kata Kunci: workplace incivility, perceived supervisor support, job satisfaction, perceived socially responsible HRM, organizational identification dan employee performance
Full Text:
Download PDFReferences
Blader S. L., Tyler T. R. (2009). Testing and Extending the Group Engagement Model: Linkages Between Social Identity, Procedural Justice, Economic Outcomes, and Extrarole Behavior. Journal of Applied Psychology, 94, 445-464.
Cooper dan Schindler. (2014). Bussiners Research Method. Edisi ke-12. New York, US: McGraw-Hill.
Huang, I., Du, P., Wu, L., Achyldurdyyeva, J., Wu, L., dan Lin, C. S. (2021). Leader-Member Exchange Employee Turnover Intention and Presenteeism: The Mediating Role of Perceived Organizational Support. Leadership & Organization Development Journal, 42(2), 249-264.
Hustia, A. (2020). Pengaruh Motivasi Kerja, Lingkungan Kerja dan Disiplin Kerja terhadap Kinerja Karyawan pada Perusahan WFO Masa Pandemi. Jurnal Ilmu Manajemen Universitas Muhammadiyah Palembang, 10(1), 81-91. https://doi.org/10.32502/jimn.v10i1.2929
Jia, X., Liao, S., Van der Heijden, B.I.J.M., & Guo, Z. (2019). The Effect of Socially Responsible Human Resource Management (SRHRM) on Frontline Employees’ Knowledge Sharing. International Journal of Contemporary Hospitality Management, 31(9), 3646-3663. https://doi.org/10.1108/IJCHM-09-2018-0769
Kalidass, A., dan Bahron, A. (2015). The Relationship between Perceived Supervisor Support, Perceived Organizational Support, Organizational Commitment and Employee Turnover Intention. International Journal of Business Administration, 6(5), 82-89.
Kazmi, S. W., & Javaid, S. T. (2022). Antecedents of Organizational Identification: Implications for Employee Performance, RAUSP Management Journal, 57(2), 111-130. DOI: 10.1108/RAUSP-02-2020-0017.
Mangkunegara, A. P. (2015). Sumber Daya Manusia Perusahaan. Edisi Ke-12. Bandung, ID: Remaja Rosdakarya.
Martin, R., & Hine, D. (2015). Development and validation of the Uncivil Workplace Behaviour Questionnaire. Journal of Occupational Health Psychology, 10, 477–490.
Mathis, R.L., & Jackson, J.H. (2010). Human Resource Management. Edisi ke-10. Jakarta, ID: Salemba Empat.
Reich, T.G., & Hershcovis, M.S. (2015). Observing workplace incivility. Journal of Applied Psychology, 100(1), 203-215. DOI: 10.1037/a0036464.
Shen, J. and Zhu, J.C. (2011). Effects of Socially Responsible Human Resource Management on Employee Organizational Commitment. The International Journal of Human Resource Management, 22(15), 3020-3035.
Sugiyono. (2017). Metode Penelitian Kuantitatif, Kualitatif, dan R&D. Bandung, ID: Alfabeta.
Van Vu, T. (2022). Perceived Socially Responsible HRM, Employee Organizational Identification, and Job Performance: The Moderating Effect of Perceived Organizational Response to a Global Crisis, Hellyon, 8(2022), 1-12. https://doi.org/10.1016/j.heliyon.2022.e11563.
Wandi, D., & Hakiki, A. M. (2022). Pengaruh Kompetensi dan Disiplin Kerja Terhadap Kinerja Pegawai di UPT Puskesmas Karanganyar Kabupaten Lebak. Faletehan Jurnal Ekonomi dan Bisnis, 1(1), 22-29.
DOI: https://doi.org/10.37531/sejaman.v7i2.6749
Refbacks
- There are currently no refbacks.
