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The Influence of Job Characteristics on Job Satisfaction, Organizational Commitment and Managerial Performance - Indi Djastuti
THE INFLUENCE OF JOB CHARACTERISTICS ON JOB SATISFACTION, ORGANIZATIONAL COMMITMENT AND MANAGERIAL PERFORMANCE A Study on Construction Companies in Central Java Indi Djastuti Diponegoro University, Semarang
[email protected]
The objective of this research is to analyze and to test the influence of Job Characteristics, Job Satisfaction, and Organizational Commitment on Managerial Performance. There are six hypotheses proposed in this study i.e. 1) the influence of job characteristics on job satisfaction of managerial employee. 2) The influence of job satisfaction on organizational commitment of managerial employee. 3) The influence of job characteristics on organizational commitment of managerial employee 4) the influence of job characteristics on performance of managerial employee 5) the influence of job satisfaction on performance of managerial employee 6) the influence of organizational commitment on performance of managerial employee. Based on the final data analysis, all proposed hypotheses are accepted. Autonomy and task identity have greatest contribution to the job characteristics variable. The continuant commitment has a great contribution to organizational commitment variable. However, satisfaction to the supervisor contributes substantially to job satisfaction variable. While, team work, initiative and reporting activities have greatest contribution to the performance of managerial employee variable. The research shows that organizational commitment variable as intervening variable that bridging the relationship between job characteristics variable and managerial employee performance variable. Path coefficient for organizational commitment variable is greater than job satisfaction variable in influencing managerial employee performance. Therefore, in order to enhance performance of managerial employees, it is necessary to build stronger organizational commitment, especially affective commitment.
Abstract
Tujuan penelitian ini adalah untuk menganalisa dan menguji pengaruh karakteristik pekerjaan, kepuasan kerja, dan komitmen organisasi terhadap kinerja manajerial. Ada enam hipotesis yang diajukan dalam penelitian ini, yaitu : 1) Pengaruh karakteristik pekerjaan terhadap kepuasan kerja karyawan manajerial, 2) Pengaruh kepuasan kerja terhadap komitmen organisasi karyawan manajerial, 3) Pengaruh karakteristik pekerjaan terhadap komitmen organisasi karyawan manajerial, 4) pengaruh karakteristik pekerjaan terhadap kinerja karyawan manajerial, 5) pengaruh kepuasan kerja terhadap kinerja karyawan manajerial dan, 6) pengaruh komitmen organisasi terhadap kinerja karyawan manajerial. Hasil penelitian menunjukkan bahwa variabel komitmen organisasi sebagai variabel intervening yang menjembatani hubungan antara variabel karakteristik pekerjaan dan variabel kinerja karyawan manajerial. Koefisien jalur variabel komitmen organisasi lebih besar daripada variabel kepuasan kerja dalam mempengaruhi kinerja karyawan manajerial. Oleh karena itu, dalam rangka peningkatkan kinerja karyawan manajerial, pembangunan komitmen organisasi yang kuat terutama komitmen afektif sangatlah diperlukan Keywords: job characteristic, managerial performance.
job satisfaction, organizational commitment and
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Integritas - Jurnal Manajemen Bisnis | Vol. 3 No. 2 | Agustus - November 2010 (145 - 166)
G
lobalization is an era of economic
organizations. Organizers should consider
for achievement. (Robbins, 2002: 220)
trillion for 2003 to be contested by around
activities and information without
job design, job satisfaction, organizational
This would be in line with the behavior of
55,000 contractors large, medium and small.
b o u n d a r i e s m a r k e d b y f re e
commitment and employee’s performance
employees at the managerial level at the
This figure was 20% lower compared by
commodity, information, technology and
for the sake of effectiveness and efficiency
completion of the construction sector jobs
2002 (Soenarno, 2003). These things have
resources in and out of the country to
of organizational goals.
requiring a high reliability. Reliability of work
make competition in construction business
the construction sector workers should
quite strict (Soenarno, 2003).
another. Such conditions encourage the supply of human resources expertise from
In the context of approaches for design
based on organizational commitment and
other countries. If this happens continuously,
work motivation, Hackman and Oldham
job satisfaction higher. Locke (1976) defines
Furthermore, Christiawan and Sampurno
without anticipating some state with its
(1975) have developed a model of job
job satisfaction as «a positive emotional
(2003:
human resources will still relatively behind
characteristics approach, here in after
state resulting from the appreciation
companies are different from manufacturing
in various fields. It will continue to lag. This
referred to as the job characteristics
of one’s job or working experience a
companies. In manufacturing industries,
widens the gap among countries, and in turn,
theory.
and
person», meaning that job satisfaction is a
production processes in the plant from the
developing countries will be more difficult to
Oldham (1975) in Robbins (2002: 218) the
reflection of one’s feelings towards his job.
phase of the program, design, process until
compete with developed countries.
job should be diagnosed and corrected
This is apparent in the positive attitude of
finished goods product is the company’s
through five principal dimensions of work,
employees towards work and everything
internal activities. These are nothing to do
Management, job design and organizational
namely: skill variety, task identity, task
he faced in the workplace. Mowday et al.,
with the consumer or party representative.
commitment are essential concepts that
significance,
feedback.
(1982) defines organizational commitment
Meanwhile,
determine the success or failure of an
If all of five dimensions of work are higher,
as a strong belief in goals and values of the
have unique production process, which is
organization. These three concepts are
employees will feel the importance of
organization is a willingness for make great
always interfering by its customers. They
essentially inseparable from one another
work. Job characteristics model has shown
efforts for the sake of organization, and a
are placing their consultant supervisor
within a system of organization even all three
to be positively associated with work
strong desire to remain become member of
to oversee construction activities in the
concepts have a different understanding.
outcome variables. In particular of five-
the organization.
field. Thus, product quality and duration
Management is the art of achieving
dimensional work has essentially created
something through someone else (Parker
three important psychological conditions
Mowday
Follett in Stoner et. al., 1996:9). Stoner et.
which are: skill variety, task identity and
distinguish between the commitment from
al (1996:10) refer to management as the
significance of tasks that contribute to the
job satisfaction by defining commitment as
process of planning, organizing, directing
increasing importance of the meaning of
a strong response to organizational trust
Considering the role of the construction
and
achieve
work. Autonomy is intended as a source of
and job satisfaction as a response from our
sector in gross domestic product in
organizational goals. So, management is the
workers’ sense of responsibility for the work.
experience in specific of work tasks. «Thus,
developed and developing countries, in
process of planning, organizing, directing
Feedback from work refers to knowledge,
it concluded that emphasize commitment
Indonesia the rate of growth of the national
and controlling activities using people to
about the work. This variable will eventually
to belief in the organization, including goals
construction sector has experienced a sharp
achieve organizational goals.
refer to multiple benefits for individuals and
and shared values. While, emphasizing of
decline. Based on data from the Central
organizations that employ them.
satisfaction in a certain task environment
Bureau of Statistics Indonesia in 1996 has
for in which, workers doing his job «.
fallen from 12.8 percent to 7.4 percent in
controlling
The
146
The Influence of Job Characteristics on Job Satisfaction, Organizational Commitment and Managerial Performance - Indi Djastuti
activities
rationale
of
to
According
to
autonomy
Hackman
and
understanding
21)
stated
that
construction
construction
companies
of construction work are controlled by the et
al.,
(1982),
specifically
users of services through the assistance of other parties who represent consumers.
1997. In 1998, it had contracted by 36.4
management is to achieve organizational
In summary, combining the five core of
goals, it must involve human resources
work dimensions, employees will feel well
As a result of the economic crisis until 2001,
percent and 1.9 percent in 1999. In the year
through
The
motivated and will alleviate quality in his
all construction business is still shadowed
2000 it grew to 5.5 percent and in 2001
involvement of human resources have
work, very pleased with his work, will have
by uncertainty following by difficulties
dropped to 4 percent. Central Java as one of
essentially
use
lower absenteeism rates, turnover rates will
on
recovery.
the provinces in Indonesia by 2000 began to
for achieving organizational goals as
be low too. The next described also that
Macroeconomic indicators show a deficit
rise with economic growth by 3.90 percent
planned. It requires creativity in sense of
the theoretical model of job characteristics
budget in 2002 was about 40 trillion. The
in constant prices. This figure is much
continually finding ways, opportunities and
would be effective in describing the
value of government funded projects
different than the 1998 growth rate that is
breakthroughs in use of human resources
person’s behavior, which have a high need
through a Public Works Department only 11
equal to 11.74 percent.
a
better complex
organization. due
to
its
the
national
economic
147
Integritas - Jurnal Manajemen Bisnis | Vol. 3 No. 2 | Agustus - November 2010 (145 - 166)
Suryono (2004) stated that employment
workers is relatively small: only 4% -6% of
the managerial level construction services
or not satisfied with his work, represents
in the construction sector requires human
the cost incurred for business activities. On
company in particular.
a complex summation of a number of
resources that have the competence and high
the other hand, the design of construction
commitment. Advantages of competence
sector employees at the managerial level
The division of work in organizations is
determined by several factors: work that
and high commitment of construction
bound by the rules were strict enough, such
an important step for the achievement
is mentally challenging, the rewards are
professionals will give a great influence
as contained in Act No. 18 Construction
of organizational goals (Robbins, 2002:
decent, supportive working conditions.
for construction companies to compete
Services year 1999, Government Regulation
168). Work must be analyzed before the
Rousseau (1978) suggests that these
both in domestic and overseas markets.
No. 28 of the Business and Community
functions of human resources do. A number
variables affect the characteristics of job
Some results of research on employee
Services Construction role. Meanwhile,
of theories have attempted to identify the
satisfaction, organizational characteristics
competence at the managerial level in
David Mc Clelland, Evereft Plagen and
job characteristics of job characteristics-
and characteristics of the individual /
construction
Indonesia
Daniel Goleman in Mangkunegara (2005:
job tasks, how these characteristics are
employee. How to measure job satisfaction,
showed that there is less supportive
4) argued that the approach to psychology
combined to form different jobs, and the
has been developed by several experts using
attitude for the demanding needs of
(motivational) to design a job performance
relationship of job characteristics with
(1) Job descriptive index (JDI) developed
workers with good professionalism. It
will encourage employees to perform
satisfaction and employee performance
by Smith, Kendall, and Hulin (1969) which
was shown that less than the level of
better.
(Robbins, 2002: 170; Herzberg, in Hanafi,
assess overall job satisfaction that are:
2002). subsequent models are considered
job satisfaction supervision, satisfaction
companies
in
discipline, not on time, less creative, This
whether
as the source of the variation of worker
with coworkers, satisfaction with work
inferior to foreigners as well as employee
job satisfaction is influenced by job
behavior both in terms of certain job
itself, satisfaction with the payment, and
turnover remains high (Suryono, 2004).
characteristics. Furthermore, job satisfaction
characteristics
a
satisfaction with promotion. (2) Minnesota
Employee’s
low
will affect organizational commitment.
particular organization. The result is led
Satisfaction Questionnaire (MSQ) is a rating
especially at the managerial level that it
Employee’s performance is influenced by job
researchers to study the behavior of workers.
scale to assess job satisfaction in which
should have a strategic role for the success
characteristics, organizational commitment
of the organization, coupled with low-
and job satisfaction. In addition, job
The influence of job characteristics on job
dissatisfied with some aspect of their work
quality work, as stated Suryono (2004),
characteristics will affect organizational
satisfaction and organizational commitment
(e.g. satisfaction against each salary, and
was the allocation of funding for the
commitment. Then, job satisfaction affects
was undertaken by Bhuidan and Menguc
opportunity to progress).
construction sector are sourced from the
employee’s performance. In this study,
(2002); Glisson and Durick (1988). They
state budget since the economic crisis hit
job satisfaction variable is a mediating
have distinguished five dimensions of job
Employees whom they feel close to the
Indonesia in 1997 - 1998 also declined. This
variable toward the influence of job
characteristics that affects job satisfaction,
organization views the organization as
causes the performance of the construction
characteristics on employee performance.
namely: skill variety, task identity, task
a place to meet their personal needs.
sector company in Indonesia tend to be
While, the commitment of organization is
significance, task autonomy and feedback.
Therefore they are willing to exert every
low because of the increasingly sharp
an intervening variable, it is strengthening
competition.
the influence of job characteristics on
Relations
employee’s performance.
satisfaction occurs when a job is designed
Poznaski
performance
to
data
is
still
available
at
study
will
examine
elements of the job. Job satisfaction is
hesitant in making decisions, not confident,
According
the
or
characteristics
of
people show the extent to which they are
effort for the company, and they will foster of
job
characteristics
on
satisfaction from what they have done. (1997);
Alpander
(1990)
with high skill variety, task identity is clear,
expressed satisfaction with organizational
From the findings of this study the authors
there is a clear task significance, providing
commitment can occur when an employee
of
attempted to formulate a concept for
a broad autonomy and always provide
has a high level of satisfaction within
construction services business is still
the design of strategic policies for the
feedback in order to evaluate its importance.
the organization. The employees have a
relatively small (2% -3%). This figure is
organization based on analysis of job
much smaller when compared with other
characteristics with dimensions of skill
Hypothesis 1: Job characteristics has positive
they will feel bonded to the organization
business services industry (6% -15%), unless,
variety, task identity, task significance,
influence on job satisfaction of managerial
and all of its existing goals and values.
the turnover (exit-entry) of employees
autonomy, feedback are important to job
employee.
With the positive beliefs and feelings
is quite high (1% -2%). Some costs has
satisfaction, organizational commitment
being allocated to the construction sector
and employee’s performance, particularly at
Construction (GAPENSI)
148
The Influence of Job Characteristics on Job Satisfaction, Organizational Commitment and Managerial Performance - Indi Djastuti
Association achieved
net
of
Indonesia profits
positive effect on organizational trust. Then
attached to the organization’s employees, Assessment of an employee if satisfied
then
employees
will
feel
committed
149
Integritas - Jurnal Manajemen Bisnis | Vol. 3 No. 2 | Agustus - November 2010 (145 - 166)
employee
performance
to their organization in the sense of
with
when
the performance of employees, when
have willingness to try with high spirits
identification
organization’s
employees do their work by combining the
employees get satisfaction from their work
(hard work for organization) and have
employees. It will be high which in turn
five dimensions of work. Employees will
done well, because there is compatibility
some values and goals in common with
it will be manifested in employee loyalty
be encouraged to display their work with
between what is expected to the reality of
organization. Then, they will be compelled
to
satisfaction
high performance in terms of both quality
the work performed which is influenced
to produce work with high performance.
and performance related to each other
of work, quantity of good work, education
by job characteristics and organizational
intuitively and those are something that
and knowledge better, works can be on
commitment. Thus, the employee will be
Hypothesis 6: Organizational commitment
can be manipulated to gain organizational
time as well, and, communication can be
motivated to work better. Management
has positive influence to performance of
and individual (Cue and Gianakis, 1997).
run properly.
is to achieve high employee performance
managerial employees
the
with
the
organization.
Job
Some characteristics of workers have a
is primarily intended to improve the 3:
Job
of
company’s overall performance. (Barker,
METHODS
positive
2000: 124). Companies need to look at their
Design of this study is causal (causal studies)
performance of its human resources as a
with survey research method conducted
strategic issue as a means of helping to
by taking samples from population and
achieve a competitive advantage.
using questionnaires. Populations are 3,823
major role in research that aims to predict
Hypothesis
characteristics
organizational commitment. If it is assumed
managerial
that the characteristics of workers associated
influences to organizational commitment.
employees
have
with their trust in the organization, so, this study supports the notion that states
The starting point of this study refers to
that the problem of trust can be more
the theory of behavioral science. This
varied influence on commitment than job
theory is based on objective research
Even, Cue and Gianakis (1997) stated that
observed at managerial level employees
experience. Some characteristics of workers
of human behavior in organizations. J.
good performance came from the work
and they are 13,733 employees. Level of
can be used to estimate organizational
Richard Hackman and Greg Oldham who
attitude in particular dimensions of job
construction companies are measured
commitment, namely years of service and
have contribute to behavioral science
satisfaction. So that, HR performance
according to the law no. 18 in year 1999 on
how big their egos involve in employment,
theories in the 1970s. The model theory
evaluation
important,
construction services. Systematic random
positively related to commitment. (Hulin
is known as Hackman and Oldham job
as the company demands and requires
sampling method is used to retrieve
and Blood, 1968; Hall and Scheneider, 1972,
characteristics. There are five dimensions
improvement of work as a whole and
samples. Sample size plays an important
Goodale, 1973; Buchanan, 1974; Dubin,
of job characteristics, namely: skill variety,
sustainable in order to guarantee the
role in estimation and interpretation results
Champoux and Porter, 1975; Rabinowitzt
task identity, task significance, autonomy
existence of the company concerned as well
of Structural Equation Modeling (SEM), so
and Hall, 1977; Steers and Spencer, 1977;
and feedback which affect employee’s
as overall company performance.
that appropriate sample size is 200. (Hair
Kidron, (1978).
performance
Hypothesis 2: Job satisfaction of managerial
with
basing
organizational commitment. Research in effects of job characteristics on
organizational
commitment
construction companies in Central Java were
becomes
very
employees’
et.al., in Ferdinand, 2002: 47).
psychological condition and the need for
Hypothesis 5: Job satisfaction of managerial
employees to grow.
employees have a positive influence to
Job
performance of managerial level employees.
condition in which individual are predicted
employees have a positive influence to
150
The Influence of Job Characteristics on Job Satisfaction, Organizational Commitment and Managerial Performance - Indi Djastuti
Hypothesis
4:
Job
characteristics
managerial
employees
have
of
significant
influences to the performance of employees.
had
characteristics
specifies
the
task
to prosper in their work (Hackman and Organizational commitment is needed
Oldham, 1975, 1980). There are five job
to
performance.
dimensions that were measured using
improve
employee’s
Commitment will encourage a choice of
skill variety, task identity, task significance,
been made by Dunham (1994); Agrawal
Employee’s
real
habits that support company’s employees
autonomy and feedback. Five-point Likert-
and Ramaswari (1997). When employees
achievement or accomplishment achieved
to work more effectively. Employees who
type scale of individual scores were used
have the dimensions of the work, then,
in the quality and quantity of employees
have high organizational commitment
and accumulated (Cronbach Alpha =0.747).
employees will feel involved in carrying out
in performing their duties in accordance
will be oriented on their job. Research in
Job satisfaction of managerial employee
their work to support the completion of
with a given responsibility. Employee’s
the effects of organizational commitment
was measured by satisfaction with salary,
their work. With such high involvement, the
performance is measured by standard/
on employee’s performance had been
promotion, co-workers, supervisors, and
employee will increase their commitment
criteria
company.
conducted by Bishop, et al. (1997).
work using Managerial Job Satisfaction
to the organization. Langner et. al (1988)
Clifford and Gianakis (1997) shows the
When employees have a strong desire to
Question (MJSQ) developed by Celluci
confirmed the influence of job characteristics
relationship
become a member of organization, they
and D.L. DeVries, (1978) using five-point
performance
established of
job
by
is
the
a
satisfaction
with
151
Integritas - Jurnal Manajemen Bisnis | Vol. 3 No. 2 | Agustus - November 2010 (145 - 166)
The Influence of Job Characteristics on Job Satisfaction, Organizational Commitment and Managerial Performance - Indi Djastuti
Likert-type scale and an individual score
by 8 (eight) indicators of Heneman (1974).
Description of Figure 1:
the job characteristic variables {KP (X1)}
was accumulated (Cronbach Alpha =
Respondents were asked about their
KP (X1) = Job characteristics of managerial-
influence on organizational commitment
0.704). While, organizational commitment
achievement of work objectives, quality of
level employee
variable {KO (X3)}.
may be defined as the relative strength
work according to quality standards, work
VARKET (X1.1) = Variations skills
of an individual’s identification with and
planning, organizing, control, cooperation,
IDTUG (X1.2) = Identity task
In the conceptual framework, it also notes
involvement in a particular organization
initiative, reporting. Measurement of each
SIGTUG (X1.3) = Significance task
that organizational commitment variable
(Steers, 1977). These variable was measured
indicator used 5 point Likert type scale
AUTO (X1.4) = Autonomy
which is not explained by job characteristics
by three indicators, namely: affective
(Cronbach Alpha =0.829).
UMBAL (X1.5) = Feedback
variables indicated by the number of variable variance. This is the conceptual framework
commitment, normative commitment and Measurement
Structural Equation Modeling (SEM) with
KPK (X2) = Managerial-level employee
given by the symbol (Z1) organizational
of variables by a summative scale level
AMOS 4.01 program package and SPSS
satisfaction
culture variables such as leadership style,
(Summated Rating Scale) or known as the
10.0 were using in this study. Full Structural
SALARY (X2.1) = Satisfaction with salary
while job satisfaction variable which is not
five-point Likert-type scale (Cronbach Alpha
Equation Model Measurement analyzes job
PROMO (X2.2) = Satisfaction with
explained by job characteristics variables
=0.808). Employees performance is a real
characteristics, organizational commitment,
promotion
indicated by the number of variance of
achievement or accomplishment achieved
job satisfaction and employee performance
COMPANION (X2.3) = Satisfaction with
variables that given by the symbol (Z2) for
in the quality and quantity of employees
with structural equation model (structural
colleagues
instance organizational culture, leadership
in performing their duties in accordance
equation modeling). SEM measurement
PENYEL (X2.4 = Satisfaction with supervisor
style, organizational climate, individual
with a given responsibility. Managerial
results using AMOS 4.01 program shown in
JOBS (X2.5) = Satisfaction with the job itself
characters. For employee performance
employees performance was measured
Figure 1 below.
continuant
commitment.
variables that are not explained by the
Figure 1. Full SEM
KO (X3) = Organizational commitment
variable job satisfaction, job characteristics
AFFEC (X3.1) = Affective commitment
and organizational commitment are shown
CONTI (X3.2) = Continuant commitment
by the amount of variance of variables, that
NORMS (X3.3) = Normative commitment
is given by the symbol (Z3) for instance organizational culture, leadership style,
KK (X4) = Employees Performance of
organizational climate, employee attitudes.
managerial level
The result of the influence line diagram
PENSAS (X4.1 = Achievement of targets
of job characteristics on job satisfaction,
KUAL (X4.2) = Quality of work
organizational commitment and employee
PERENC (X4.3) = Planning work
performance of construction companies in
PENGOR (X4.4) = Organizing
Central Java in Figure 1, it can be said that
PENGEND (X4.5) = Control
the model fits with the data, because they
KERJAS (X4.6) = Cooperation
meet the goodness of fit criteria. To test each
INIS (X4.7) = Initiative
hypothesis, it can be seen in Table 1.
PELAP (X4.8) = Reporting Table 1 indicates that job characteristics has in
an effect to organizational commitment
Figure 1, it can be seen that there are
and have the highest influence with a
relationships
exogenous
path coefficient 0.789. Also, organizational
variables with endogenous variables such
commitment has an effect to performance
as employee job characteristics {KP (X1)}
of employees with a path coefficient
with
{KO
0.473. This model has been empirically fit
(X3)}, Employee satisfaction {KPK (X2)},
to the data used in this study that can be
and Employee performance {KK (X4)}. Also,
seen from the chi-square model 148.220
From
the
conceptual between
Organizational
framework
Commitment
Source: Primary data are processed, 2010
152
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Table 1 Effect Of Inter-Variable Coefficient Lane
Path
Path coefficient
t statistic
Probability (p)
Table 2 above shows that there is a
fourth hypothesis is accepted. Hypothesis 5
total effect of job characteristics on
states that organizational commitment has
organizational
amounted
a significant positive effect on employee
to 0.949 with a positive direction and of
performance. It refers to the significant
job characteristics on job satisfaction of
level of 5% which obtained a probability
commitment
Employee satisfaction
Job characteristics
0.297
2.855
0.004
Organizational commitment
Job characteristics
0.789
9.521
0.000
0.297 with a positive direction. While the
value of 0.000 which is below 0.05. Thus it
Organizational commitment
Employee satisfaction
0.516
4.769
0.000
influence of job characteristics on the
can be stated that hypothesis 5 is accepted.
Employee performance
Employee satisfaction
0.212
2.363
0.018
performance of employees is 0.818 with a
Hypothesis 6 states that job satisfaction has
positive direction. Furthermore, the total
a significant positive effect on employee
Employee performance
0.473
5.783
0.000
effect of job satisfaction on organizational
performance. It refers to the significant level
commitment amounting to 0.516 with
of 5% which obtained a probability value
a positive direction and the influence of
of 0.018 which is below 0.05. Thus it can be
organizational commitment to employee
stated that hypothesis 6 is accepted.
Employee performance
Organizational commitment Job characteristics
0.311
3.741
0.000
performance amounted to 0.473 with a
Table 2 Total Effect among Variables
Job characteristics
Organizational commitment
Job satisfaction
Employee performance
Organizational commitment
0.949
0.000
0.516
0.000
Job satisfaction
0.297
0.000
0.000
0.000
Employee performance
0.818
0.473
0.456
0.000
Variables
positive direction. Total effect is also seen
RESULTS AND DISCUSSION
in the influence of job satisfaction on
Job characteristics have positive and
employee performance of 0.456 with a
significant effects on job satisfaction as
positive direction.
stated with the previous studies (Bhuidan and Menguc, 2002; Glisson and Durick,
Hypothesis 1 stated that job characteristics
1998, Sneed and Herman, 1990). These
have a significant positive effect on job
findings
satisfaction. It refers to the significant level
construction companies have assessed that
indicate
that
employees
of
with a significance level 0.118, Goodness
organizational commitment to employee
of 5% which obtained a probability value
their work is designed with the motivational
of Fit Index = 0.945, Adjusted Goodness
performance at 0.473 with a positive
of 0.004 which is below 0.05. Thus it can be
approach by applying the five dimensions
of Fit Index = 0.927, Tucker Lewis Index
direction. The direct effect is also seen
stated that the hypothesis 1 is accepted.
of work which are: skill variety, task identity,
= 0.992, Cmin / DF (minimum sample
in the influence of job satisfaction on
Hypothesis 2 states that job satisfaction has
task significance, autonomy and feedback.
discrepancy function divided by the degree
employee performance of 0.212 with a
a significant positive effect on organizational
Those have improved employee’s job
of freedom) = 1.149, Comparative Fit Index
positive direction. While the indirect effect
commitment. It refers to the significant
satisfaction. The means that employment
= 0.993 and the Root Mean Square Error of
of job characteristics on organizational
level of 5% which obtained a probability
in construction companies is designed
Approximation = 0.023 in the range from an
commitment
Job
value of 0.000 which is below 0.05. Thus
with a variety of high skill. Task identity is
expected value.
characteristics are also affected indirectly
it can be stated that the hypothesis 2 is
clear and with a clear task significance that
by 0.507 (positive) on the performance of
accepted. Hypothesis 3 states that job
provides a clear feedback of their work
Table 1 shows that there are direct effects
employees. Also, job satisfaction has an
characteristics have a significantly positive
either to received praise or reprimand, or
of job characteristics on organizational
indirect influence on the performance of
effect on organizational commitment. It
to give awards for outstanding workers or
commitment
positive
employees 0.244 (positive). Because the
refers to the significant level of 5% which
to give penalties for employees who make
direction and of job characteristics on job
indirect effects of job characteristics on
obtained a probability value of 0.004 which
mistakes.
satisfaction 0.297 with a positive direction.
employee performance (0.507) is higher
is below 0.05. Thus it can be stated that the
While, the influence of job characteristics
than the direct effects of job characteristics
hypothesis 3 is accepted. Hypothesis 4 states
Employees at managerial level in the
on the performance of employees is 0.311
on the performance of employees (0.311). It
that the job characteristics have a significant
construction companies are also assigned
with a positive direction. Furthermore,
can be stated that there are variables that
positive effect on employee performance. It
with
the influence of job satisfaction on
mediate the influence of job characteristics
refers to the significant level of 5% which
managerial jobs ranging from planning,
organizational commitment is 0.516 with
on employee performance.
obtained a probability value of 0.000 which
organizing, directing and control. As it is
is below 0.05. Thus it can be stated that the
known, the characteristic of construction
0.789
with
a
a positive direction and the influence of
154
The Influence of Job Characteristics on Job Satisfaction, Organizational Commitment and Managerial Performance - Indi Djastuti
is
0.160
(positive).
the
responsibility
relating
to
155
Integritas - Jurnal Manajemen Bisnis | Vol. 3 No. 2 | Agustus - November 2010 (145 - 166)
project work is unique, which requires
who has supported another employee who
organizational commitment is higher than
theory of Hackman and Oldham (1975)
the different resources such as labor,
works with full responsibility. Supervisors
job characteristics on job satisfaction.
in Robbins (2002). Design works by five
money, machines, methods, materials,
give his subordinates moral support and
organizational diversity, goals that involve
provide high motivation. Employees also
Job characteristics have a positive effect
significance, autonomy and feedback have
a number of individuals with different
feel a sense of fun and interested in their
on the performance of managerial level
a positive side. These five dimensions will
expertise,
work. They feel quite successful in carrying
employees. This result indicates that the
increase job satisfaction, high motivation,
out the work that is currently done.
managerial-level employees of construction
high work involvement, job performance
companies perceived their work, which is
and lower the level of absenteeism and
a
certain
personality
and
character of uncertain tasks. In the normal construction project there is a stage which
dimensions are: skill variety, task identity,
is processing the project resources to be a
Research from Alpander (1990), Poznanski
designed with a motivational approach that
employee turn-over.
result of construction activities. The process
(1997)
satisfaction
is by applying the five dimensions of job
(1988) also proved the influence of job
that occur in a series of activities involving
positively and significantly influence the
skill variety, task identity, task significance,
characteristics on employee performance.
different parties directly or indirectly, such
organizational commitment. Employees
autonomy and feedback have improved
as project owners, consultants, planners,
who gain job satisfaction show support and
their performance. This can be explained that
Job satisfaction has a positive effect on the
subcontractors,
loyalty to the organization.
when employees do the work by combining
performance of managerial employees. This
the five dimensions of employment, the
finding is consistent with the researches
institutions,
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The Influence of Job Characteristics on Job Satisfaction, Organizational Commitment and Managerial Performance - Indi Djastuti
suppliers,
government,
financial labor.
showed
that
job
The
Langner et al.,
management’s duty is to make coordination
Job characteristics have a significant positive
employee has been encouraged to perform
conducted by Langner et al., (1988). These
to all parties involved in the construction
effect
commitment.
work with high performance. A high
finding indicates that the managerial-level
project, so that, its objectives can be
These findings indicate that the managerial-
performance is shown by the fulfillment
employees of construction companies
achieved with all parties to an optimal level.
level employees of construction companies
of the indicator that has been specified
perceived job satisfaction is needed to
Therefore, careful planning must take into
assess that the work on construction services
in the performance of managerial level
support employee performance.
account for the five dimensions of work in
company is designed with a motivational
employees. Furthermore, good quality work
influence between job satisfactions to
construction companies.
approach that is by applying the five
can be seen from the result of employees’
employee performance occurs because the
dimensions of job such as skill variety, task
compliance with the desired quality of the
managerial level employees of construction
Job satisfaction has a positive effect on
identity, task significance, autonomy and
company. Employees have to use extra
companies
organizational commitment as indicated
feedback has increased the commitment of
effort in completing their work. After all,
between what they want and what is
with the previous studies (Alpander, 1990;
the organization. Employee who works with
they are always working on the task in
realistic to have.
Poznanski, 1997; De Connick, et. al., 1992,
a high diversity of skills or accompanied
accordance with a given responsibility.
also influenced by job characteristics and
Sneed and Herman, 1990). These findings
the work with a variety of activities, range
Employees are always actively working
organizational
indicate that job satisfaction within the
of responsibilities, non-monotonous, task
to set targets on each unit. This is done
coefficient of job satisfaction on employee
organization is absolutely necessary to
identity in the sense that there is a clear
when employees are involved in preparing
performance indicates a low number
create organizational commitment. Job
objective in carrying out the work will
project budgets and company budgets.
compared to the influence of organizational
satisfaction comprises five dimensions such
have highly commitment. Employees are
Managerial
construction
commitment on employee performance.
as satisfaction with salary, satisfaction with
given the opportunity and involvement in
company also has a skill in set-sharing,
This indicates that for managerial level
promotion, satisfaction with co-workers,
completing a job from beginning to end.
delegation of authority, coordination in
employees of construction companies, the
satisfaction with supervisor and worker
This findings are consistent with Dunham
carrying out his job, employment, keeping
role of organizational commitment is higher
satisfaction of job itself. Managerial-level
(1994), Sneed and Herman (1990), also
and maintain working relationships with
than the role of job satisfaction. This can
employees of construction companies
Hunt, Chonko and Wood (1985) who
the boss, subordinates and others, having
occur due to general economic conditions
perceived that the five dimensions of job
explains that the job characteristics affect
initiative, creativity and always having new
that have an impact on employee behavior.
satisfaction have improved organizational
organizational commitment. Agarwal and
ideas in doing his job. Employee also has
In Indonesia’s current economic conditions,
commitment. Salary received by employees,
Ramaswari (1997), also provide evidence
the skill in preparing the reports that have
with 12.6 million unemployment, and high
fairness
external
that job characteristics affect organizational
been systematically compiled and updated.
inflation (18%), to get the job for someone is
aspects, promotion policy that meet the
commitment. In this study resulted that
expectations of employees, a colleague
the direct effect of job characteristics on
either
internal
and
on
organizational
employee
in
recognize
the
The
relationship
High performance is
commitment. The
path
something being expected in and has their These findings fit with job characteristics
families also. The opportunity to get a job
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Integritas - Jurnal Manajemen Bisnis | Vol. 3 No. 2 | Agustus - November 2010 (145 - 166)
will ease the burden of life. Furthermore,
commitment makes employees feel loss
overcome job dissatisfaction by increasing
While, the feedback emphasizes the degree
it could also help in actualizing employees
when leaving the company. For employees,
job scope. Job scope shows the number
to which an employee receives information
needs and in developing employee’s skills
it is unethical to move from one organization
and variety of different tasks or activities
at their work that reveals how well they
and ability.
to another. According to Mowday, Porter
undertaken by the holder of the job. In this
work. Satisfaction created by the five
and Steers (1982), commitment is defined
way, the various functions of the horizontal
dimensions have implications to encourage
Organizational commitment has a positive
as a strong desire to remain a member of an
work of the sub units are combined with
organizational commitment.
influence on the performance of managerial
organization, a willingness to try with high
the organization that can give a variation
who have high job satisfaction, would have
level employees. Employee has perceived
spirits (hard work) for the organization. Trust
of tasks for employees. This could also
a positive belief in the organization. This
that to enhance employee performance is
acceptance of the values or goals of the
be done using the job rotation system,
resulted if employees feel at ease in the
absolutely necessary highly organizational
organization Meyer and Allen (1991, 1993).
so employees can rotate from one job to
organization and all of its existing goals
commitment.
commitment
The findings also fit with studies of Bishop et
another. Job enrichment, which overcomes
and values. It makes the employees who is
organization is carried out by managerial
al., (1997) that organizational commitment
the dissatisfaction from work by making
working at a construction company favored
level employee at a construction company,
has affected the performance of employees.
the job more deep and challenging. This
the company / organization with the values
job enlargement is done vertically. That
and goals and they have an interest to
High
due to the activities of construction
Employees
projects involving related parties, directly
With five dimensions of job characteristics
is an organizational unit is combined in
maintain the membership in the company.
or indirectly. Each party has specific targets
that
increase
one form of work, so that employees will
Pro-employee in the organization means
to be achieved. Project management needs
employee job satisfaction managerial levels
feel the autonomy in the implementation
the employees of construction companies
to consider the involvement of each, as well
of construction company have implications
bigger job. Each employee is given the
already have a high commitment to the
as employment related to their respective
for the need to continually review the
responsibility to regulate its own speed, to
organization. This finding is in accordance
functions and the cooperation of the parties
level of job satisfaction of employees to
fix its own mistakes and decide the best
with Robbins’s statement (2002: 109) who
involved in the project. Functionally, the
ensure employees continue to feel satisfied.
way to perform a job. Employees are also
explains that job satisfaction is important
parties involved in construction projects are
Hackman and Oldham (1976) stated that
given the opportunity in making decisions
to understand by managers, because
project owner, consultants and contractors.
five of the principal dimensions such as
that may affect the sub-units where they
employees who are dissatisfied can perform
While the construction work is carried
skill variety, task identity, task significance,
work, if this is provided, then it will increase
several actions such as loss to follow, get
out, it must also take into account the
autonomy and feedback ware developed
employee job satisfaction.
out and do not have a good commitment to
type of construction: heavy engineering
to
projects,
and
satisfaction. Therefore, HR managers need
Bhuidan and Buklend (2002) and Becherer
job satisfaction is an individual’s general
residential building construction. State
to use the concept of Hackman and Oldham
et al., (1982), Glisson (1998) and Singh,
attitude towards work. Someone with
budget condition (how to speed return on
for each job. It is designed and improved
Jagdip, and Gary, (1996) also have shown
a high level of job satisfaction shows a
investment), technical work and project
through five different dimensions. The
that the direct effect of job characteristics
positive attitude towards his work, among
administration. Nature of project: single,
implication is that employees will feel a
on job satisfaction. Bhuidan and Buklend,
other things remain in the company (don’t
repeated and long term.
sense of importance, feel a responsibility
and Becherer et al., (1982) focuses on four
want to move), willing to work overtime to
to reach a particular work. Thus, there will
dimensions of job characteristics: autonomy,
complete the task, maintain confidentiality
Organizational commitment relationship
be a connection between what is in the
diversity, identity and feedback. Autonomy
of company, prides the company on other
with employee performance has occurred
design work with what employees want.
means that employees have discretion in
people, willing to sacrifice personal goals
where a high organizational commitment
It will psychologically affect employee
determining their work schedules, and
and interests to achieving corporate
with indicators such as: when it is observed
satisfaction.
freedom for what they want in their work.
objectives, provide basic repairs, obeying
Diversity refers to the degree to which the
orders, maintain the rights to the company, helping other employees.
buildings
construction,
have
been
motivate
and
proven
to
enhance
employee
that the employee want to stay, and feel
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The Influence of Job Characteristics on Job Satisfaction, Organizational Commitment and Managerial Performance - Indi Djastuti
the organization. Luthans (1992) describes
emotionally attached to the organization.
Some of the ways that can also be used
job allows an employee to perform a series
From continuant commitment employees,
to increase job satisfaction is specifically
of choices in their work. Task identity refers
they feel reluctant to leave the job because
related to job design with the motivational
to employees who perform his work and
Mowday, Porter and Steers (1982), defines
they might find difficulty to look for another
approach
to identify the outcome of the efforts he is
commitment as 1) a strong desire to remain a
job if they exit / quit the job. Normative
enlargement). Job enlargement is trying to
doing.
member of the organization, 2) a willingness
in
division
of
work
(job
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Integritas - Jurnal Manajemen Bisnis | Vol. 3 No. 2 | Agustus - November 2010 (145 - 166)
to try with high spirits (hard work) for
are still putting the index commitments
management, it would be more balance to
relations
the organization, 3) trust and acceptance
in Indonesia at a low level (63), under
pay more attention to employees of another
relationship the government, employers
of values and organizational objectives.
the Philippines (77) and Malaysia (65). If
level. It is more like to give an opportunity
and employees, governed by the provisions
The significance of the task makes the
the employee has a high commitment,
and a wider freedom to employees in
set by the government should set fairness,
work of managerial level employees of
then the performance is very good and
completing tasks. Management does not
so that, the interests of various parties can
construction companies has important
will support the company’s performance.
need to create a lot of rules in designing
be met.
for the organization as well as to other
Good performance will have an impact
work.
employees within the scope of the
on economic growth both regionally and
organization
nationally.
internally
and
externally.
that
governs
the
working
The results of this research can be a basis In the area of satisfaction with the salaries
of further research on the behavior of
and satisfaction with supervisors, corporate
individuals and groups that exists within an
management needs to pay attention better
organization or company. Research in both
with
in making policies to provide wages to
individual and organizational characteristics
Autonomy makes employees manage their
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The Influence of Job Characteristics on Job Satisfaction, Organizational Commitment and Managerial Performance - Indi Djastuti
own jobs, have freedom of performing
MANAGERIAL IMPLICATIONS
work, freedom of thought and freedom
Job
characteristics
of action. Similarly, feedback makes the
job
satisfaction
organizational
employees of managerial level. The policy
and organizational culture should be
employee obtain information on how well
commitment and employee performance
of salary can provide internal and external
conducted to measure its association with
they have worked, so they can know the
at the managerial level have number of
fairness. In addition, the supervisor’s role
commitment, satisfaction and performance
effectiveness of its performance, in the
implications as an intervening variable that
in directing and motivating employees
of managerial level employees. Other service
sense that they can find out whether the
relates the characteristics of employee job
is to support the creation of employee
industries such as banking, manufacturing,
job is done right, the work is in conformity
performance to job satisfaction variable.
job satisfaction. Management needs to
private companies, state enterprises, and
with the standards of achievement of their
Management should pay more attention to
improve the skills of supervisors / superiors
government agencies are hoped to make
work. Thus the managerial level employees
variables, especially affective commitment
for the work to guide and motivate their
a pattern of human resource development
of construction companies who works by
which has smallest contribution in building
employees.
related to the performance of managerial
using the five dimensions of work, have felt
organizational commitment. If contribution
involved in carrying out the work.
of affective commitment can be increased,
Variable performances of employees which
it is expected that willingness, enthusiasm,
contribute a lot are cooperation, initiative
CONCLUSION
With the inclusion of employees in carrying
and responsibility of the higher managerial
and preparation of reports. Therefore,
Review results after testing the effect of
out this work, there is a psychological impact
level employees will increase. Employees will
corporate management needs to improve
job characteristics on job satisfaction,
that employees will feel happy, and then this
be bound emotionally and psychologically
the ability of employees to develop their
organizational commitment and employee
will encourage employees to increase its
at the company, and this would make
cooperation skills, developing initiative and
performance in construction companies,
commitment. HR managers should involve
employees work more brilliantly with
creativity in completing the task and the
then it can be deduced that there are
employees not only to work but also in
high
Management
ability to create reports systematically. This
direct effects of positive and significant job
planning and evaluation of results achieved.
companies need to create a strong incentive
may be done by creating a managerial level
characteristics on job satisfaction level of
To anticipate external changes which
(key drivers) that can make employees
employee training programs both, on the
managerial employees. The variation of skills,
include an increase in fuel oil, increasingly
have a high commitment, for example: by
job and off the job training.
task identity, task significance, autonomy
in electricity tariffs as well as facing growing
redesigning jobs to increase the autonomy
competition as high, it is necessary to create
of the task or tasks to expand and clarify
Government should deliver good policy in
managerial level employee job satisfaction.
human resource management policies to
the identity of employee duties. Besides,
managing the workforce, especially in the
The design work in construction companies
achieve organizational goals and strategies
it is also concerned with job satisfaction
construction workforce. Implementation
that performed with motivational approach
to support the company’s performance.
variable with respect to indicators of wages
of human resource management planning
that integrates the five dimensions of
Company’s
highly
and the role of supervisor who gives more
the
pay
psychological job significantly influence job
dependent on employee performance.
contribution in building employee job
attention to how its settings can increase
satisfaction of managerial level employees.
Employee performance is highly dependent
satisfaction. Job characteristics variable that
employee commitment to organization,
In other words it can be concluded that
on the commitment. Currently, according
give large contributions are task identity
job satisfaction, and higher employee
there is compatibility between what is in
to a survey from Hay Group’s employees
and autonomy. Thus, in designing corporate
performance. The system of industrial
the design work with what is desired by
performance
is
performance
relationship also
level.
level employees.
and feedback significantly influences the
construction
sector
should
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Integritas - Jurnal Manajemen Bisnis | Vol. 3 No. 2 | Agustus - November 2010 (145 - 166)
employees at the managerial level in the
construction companies.
construction services company. There
direct
effects
of
positive
performance is necessary indeed and can be
characteristics theory that five dimensions
realized with well jobs characteristics, high
of job characteristics that is skill variety, task
organizational commitment and higher job
identity, task significance, autonomy, and
satisfaction.
feedback have an effect on job satisfaction
There is a direct positive influence and
and significant job characteristics on
significance of managerial level employee
the performance of managerial level
job
employees. This means that the job
There
influence
groups who need higher development. The
job
characteristics: skill variety, task identity,
and significance of job satisfaction on
results of these researches have proved the
satisfaction, namely: satisfaction with salary,
task significance, autonomy, feedback will
employee performance. This means that job
existence of such influence for employees
satisfaction with promotion, satisfaction
affect the performance of the employees.
satisfaction, such as, satisfaction with salary,
at the managerial level. But in this study,
with
satisfaction
commitment.
162
are
The Influence of Job Characteristics on Job Satisfaction, Organizational Commitment and Managerial Performance - Indi Djastuti
This
on
organizational
means
that
and employee performance to employee is
a
direct
positive
with
This finding means that construction
satisfaction with promotion, satisfaction
variable
supervisor, and satisfaction with the work
companies have adopted the basic design
with
with
plays a role as intervening variables that
itself significantly influence organizational
work with motivational approach. Job
supervisor and satisfaction with the work
mediates relationship of job satisfaction
commitment. The results identified that
design can provide encouragement to
itself is significantly and positively influence
with job characteristics on employee
employees of construction companies
employees to achieve higher performance.
the performance of managerial level
performance. This is consistent with the
are confident that job satisfaction can be
Variations of high skills, a clear task identity,
employees. These results indicate that job
research conducted by Shahid N Bhuidan
obtained by increasing its commitment
and
psychologically
satisfaction perceived by the managerial-
and Buklend Menguc that characteristic
to increase job satisfaction.
In order to
make employees feel that their work is
level employees of construction companies
of the work affect job satisfaction and
achieve and realize the commitment
very meaningful. The success of the task
improve the performance of employees in
organizational
of employees toward the organization
is encouraging employees to improve
the company. However, the influence of job
Shahid did not use indicators to measure
supported by a good design job, there are
work performance and a wide operating
satisfaction on employee performance has
the significance of the task in job
positively and significantly direct effects
autonomy that generated a sense of
a lower contribution than the contribution
characteristics and still questioned the role
of job characteristics on organizational
responsibility for his work.
of job characteristics and organizational
of organizational commitment. Thus, the
commitment. The characteristics dimension
responsibility has led to higher performance
commitment.
firm’s management in designing work might
of the work with skill variety, task identity,
output. Feedback in the design work make
task significance, autonomy, and feedback
the employees know the real results of
From the 6 (six) conclusions that have been
managerial level employees in construction
have a positive effect on organizational
his activity. This has led to improve his
proven partially quantitative, can derive a
companies to support the employee’s
commitment. This finding means that jobs
performance.
There is a direct positive
general conclusion that the performance of
performance because it will impact on the
in construction companies which has been
influence of organizational commitment
managerial level employees in construction
company’s performance improvement.
designed with a motivational approach
on the performance of managerial level
companies is influenced by variables of
that integrates the five dimensions of
employees. This means that organizational
job characteristics, job satisfaction and
There are several limitations in this study
job characteristics has created a strong
commitment that is affective commitment,
organizational commitment. But it should
like theories and supporting results from
incentive for employees to remain a member
continuant
normative
be noted that the variable organizational
previous research. Research work related
in the company. In addition, they are also
commitment affect the performance of
commitment and job satisfaction variable is
to organizational commitment, satisfaction
compelled to try to attempt a high spirit
managerial level employees. This finding
an intervening variable, which support the
and employee performance are still very
and corporate interests with a willingness
means that employees of construction
relationship of job characteristics on the job
limited to managerial level. Research
to work overtime, and doesn’t want to move
companies were convinced that high
performance of employees in managerial
conducted at the company’s construction
to another company, boasts the company,
organizational commitment will improve
level. In this study, worker commitment to
services, primarily related to employee
to keep the rules of the company even
employee performance. The contribution
the organization as a variable has an indirect
behavior is also still limited. This resulted
without supervision, to obey the order and
of organizational commitment to employee
effect which is larger than the variable job
in proving the results of research with the
to provide improvements. In other words,
performance has a path coefficient greater
satisfaction.
supporting theory is also relatively limited.
the effects of work design which performed
than job characteristics on employee
with motivational approach have increased
performance and job satisfaction on
In line with behavioral science theory and
only qualitatively, which relies on his
employees’ organizational commitment in
employee
the theory of Hackman and Oldham job
superior alone. This allows the assessment
coworkers,
satisfaction
task
significance,
commitment,
performance.
A sense of
Improved
co-workers,
satisfaction
organizational
commitment
commitment.
However,
consider the significance of the task of
Employee performance variables measured
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Integritas - Jurnal Manajemen Bisnis | Vol. 3 No. 2 | Agustus - November 2010 (145 - 166)
results still contain subjectivity. It would
company’s construction services in Central
be better if the employee’s performance
Java, which cannot be used as the basis
is measured by involving some influential
of generalizations that represent other
parties. This research was only done on the
companies in Central Java.
The Influence of Job Characteristics on Job Satisfaction, Organizational Commitment and Managerial Performance - Indi Djastuti
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The Complementary Nature of Fundamental and Technical Analysis - Stephanus Remond Waworuntu, Hendra Suryanto
The Complementary Nature of Fundamental and Technical Analysis Evidence from Indonesia Stephanus Remond Waworuntu
Hendra Suryanto
BINUS Business School - BINUS University, Jakarta
[email protected]
BINUS Business School - BINUS University, Jakarta
[email protected]
Fundamental analysis and technical analysis has been used independently to predict the stock price movement. Both type of analysis usually used without interacting each other. This study was intended to test the complementary nature of fundamental and technical analysis as to whether it will increase the explanatory power to explain the stock price movement in Indonesia LQ45 market. The result shows that fundamental or technical analysis alone in isolation have the ability to predict future prices. But, by integrating both factors together in a single model will give the superior explanatory power to the prediction. However, in Indonesia stock market, technical analysis plays the biggest role in determining future price movements, while technical data was widely available in the market rather than the fundamental data such as analyst’s forecasted EPS. These findings prove that fundamental analysis can be used in determining which stocks or portfolio is prosperous in the future, and technical analysis can be used in determining the right time to buy or sell the stocks. By integrating both type of analysis, investors could have superior profit than the buy and hold strategy. The result should also enrich the knowledge of stock traders in gaining more profit.
Abstract
Analisis fundamental dan teknikal sudah digunakan sejak lama oleh para analis untuk dapat memperkirakan pergerakan harga saham. Kedua bentuk analisis ini seringkali digunakan secara independen tanpa interaksi satu dengan lainnya. Studi yang dilakukan ini bertujuan untuk dapat melihat hubungan antara analisis teknikal dan fundamental, apakah dengan menggabungkan kedua bentuk analisis ini dapat menghasilkan sebuah prediksi yang lebih tepat terhadap pergerakan pasar saham di Indonesia. Studi ini mencakup seluruh saham yang tercantum dalam LQ45 di Bursa saham Indonesia. Hasil riset menunjukkan bahwa, baik analisis fundamental maupun teknikal secara terpisah memiliki kemampuan untuk dapat memperkirakan pergerakan harga saham. Namun dengan menggabungkan kedua analisis ini dalam sebuah model, dapat memberikan kemampuan prediksi yang lebih kuat. Pada pasar saham Indonesia, analisis teknikal memiliki kemampuan yang lebih baik dalam memperkirakan harga saham kedepannya, karena data teknikal lebih mudah diakses dan tersedia secara umum dibandingkan dengan data fundamental seperti Prediksi EPS dari Analis, yang hanya tersedia bagi pelanggan dalam jumlah kecil. Dengan menggabungkan kedua bentuk analisis ini , Investor dapat memperoleh laba yang lebih besar dibandingkan hanya menggunakan strategi beli dan simpan. Cara penggabungan kedua analisis ini adalah dimana analisis fundamental dapat digunakan untuk menentukan saham mana yang cukup baik, dan analisis teknikal dapat digunakan untuk menentukan momentum kapan untuk membeli dan menjual saham tersebut. Hasil studi ini diharapkan dapat menambah pengetahuan dari para pemain saham agar bisa memperoleh keuntungan yang maksimal. Keywords: Technical Analysis, Fundamental Analysis , Momentum, Book Value, Earnings per Share.
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