ANALISIS PENGARUH ORGANIZATIONAL CULTURE, CAREER DEVELOPMENT TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOUR ISLAMIC PERSPECTIVE MELALUI ORGANIZATIONAL COMMITMENT PADA BANK SYARIAH PASCA MERGER

DIANA HASAN, . (2024) ANALISIS PENGARUH ORGANIZATIONAL CULTURE, CAREER DEVELOPMENT TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOUR ISLAMIC PERSPECTIVE MELALUI ORGANIZATIONAL COMMITMENT PADA BANK SYARIAH PASCA MERGER. Doktor thesis, UNIVERSITAS NEGERI JAKARTA.

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Abstract

Penelitian ini bertujuan untuk menganalisis perilaku kerja ekstra atau yang disebut dengan Organizational Citizenship Behaviour (OCB-IP) karyawan Bank Syariah Indonesia (BSI) pasca merger dari perspektif Islam atau OCB-IP. Berdasarkan kajian teori dibangun model hipotesis yang menduga bahwa organizational commitment berperan sebagai mediasi pengaruh organizational culture dan career development terhadap Organizational Citizenship Behaviour Perspektif Islam (OCB-IP). Penelitian ini menggunakan pendekatan kuantitatif, serta menggunakan Structural Equation Modeling (SEM) Amos untuk menganalisis data dan membuktikan model tersebut. Penelitian ini menggunakan rumus teori Hair Jr et al., (2019 )yang disarankan setidaknya lima kali lebih banyak dari jumlah indikator yang akan dianalisis. Data diperoleh dari 375 karyawan BSI sebagai sampel dan yang sesuai kriteria sebanyak 368. Hasil penelitian menunjukan Organizational culture memiliki pengaruh positif dan signifikan terhadap organizational commitment, Career development memiliki pengaruh positif dan signifikan terhadap organizational commitment, Organizational commitment memiliki pengaruh positif dan signifikan terhadap OCB IP, Organizational culture memiliki pengaruh positif dan signifikan terhadap OCB IP, Career development memiliki pengaruh positif dan signifikan terhadap OCB IP, Organizational culture tidak berpengaruh signifikan terhadap career development, Organizational commitment memiliki peran mediasi parsial pada pengaruh organizational culture terhadap OCB IP. Walaupun faktor - faktor lain, seperti organizational culture dapat meningkatkan OCB IP secara langsung, namun organizational commitment memiliki peran penting sebagai mediasi dalam meningkatkan pengaruh organizational culture terhadap OCB IP. Dan Organizational commitment memiliki peran mediasi parsial pada pengaruh career development terhadap OCB IP. Walaupun faktor-faktor lain, seperti career development dapat meningkatkan OCB IP secara langsung, namun organizational commitment memiliki peran penting sebagai mediasi dalam meningkatkan pengaruh career development terhadap OCB IP. Novelty penelitian yang diperoleh berdasarkan hasil analisis membuktikan bahwa organizational commitment sebagai mediasi parsial yang lebih kecil peranannya daripada pengaruh langsung organizational culture dan career development terhadap OCB-IP, sementara organization culture tidak berpengaruh terhadap career development. Temuan lain membuktikan bahwa career development merupakan faktor yang paling tinggi pengaruhnya secara langsung terhadap terwujudnya Organizational Citizenship Behavior Perspektif Islam (OCB-IP). Oleh karena itu penelitian ini merekomendasikan bagi manajemen BSI untuk mengakomodir hasil kajian dan temuan penelitian ini dalam penyusunan standar operational prosedur sebagai strategi peningkatan kinerja organisasi terkait OCB IP dengan empat dimensi Altruism atau Ta’awun, Courtesy atau Ta’awuf, Sportmanship atau Tafahum, dan Civic Virtue atau Takaful, yang dipengaruhi oleh Organizational Culture dengan dengan peningkatan dimensi team orientation, Career Development dimensi adanya minat untuk dipromosikan dan pada Organizational Commitment dengan dimensi affective commitment yang masih perlu ditingkatkan. Penelitian ini juga merekomendasikan bagi peneliti selanjutnya untuk menyempurnakan hasil penelitian ini dengan melakukan penelitian lanjutan dengan menggunakan metode penelitian kualitatif agar hasil penelitian selanjutnya dapat menambah wawasan yang luas dan mendalam tentang bidang penelitian ini. ********* This research aims to analyze the extra work behavior or what is called Organizational Citizenship Behavior (OCB-IP) of Bank Syariah Indonesia (BSI) employees afterthe merger from an Islamic perspective or OCB-IP. Based on theoretical studies, a hypothesis model was built which speculates that organizational commitment plays a mediating role in the influence of organizational culture and career development on Organizational Citizenship Behavior from an Islamic Perspective (OCB-IP). This research uses a quantitative approach, and uses Amos Structural Equation Modeling (SEM) to analyze the data and prove the model. This research uses the theoretical formula of Hair Jr et al., (2019) which is recommended at least five times more than the number of indicators to be analyzed. Data was obtained from 375 BSI employees as a sample and 368 matched the criteria. The research results show that Organizational culture has a positive and significant influence on organizational commitment, Career development has a positive and significant influence on organizational commitment, Organizational commitment has a positive and significant influence on OCB IP, Organizational culture has a positive and significant influence on OCB IP, Career development has positive and significant influence on OCB IP, Organizational culture has no significant influence on career development, Organizational commitment has a partial mediating role on the influence of organizational culture on OCB IP. Although other factors, such as organizational culture, can increase IP OCB directly, organizational commitment has an important mediating role in increasing the influence of organizational culture on IP OCB. And Organizational commitment has a partial mediating role in the influence of career development on OCB IP. Although other factors, such as career development, can increase OCB IP directly, organizational commitment has an important mediating role in increasing the influence of career development on OCB IP. Novelty research obtained based on the results of the analysis proves that organizational commitment as a partial mediation plays a smaller role than the direct influence of organizational culture and career development on OCB-IP, while organizational culture has no effect on career development. Other findings prove that career development is the factor with the highest direct influence on the realization of Organizational Citizenship Behavior from an Islamic Perspective (OCB-IP). Therefore, this research recommends that BSI management accommodate the results of this study and research findings in preparing standard operational procedures as a strategy to improve organizational performance related to OCB IP with the four dimensions of Altruism or Ta'awun, Courtesy or Ta'awuf, Sportsmanship or Tafahum, and Civic Virtue or Takaful, which is influenced by Organizational Culture with an increase in the team orientation dimension, Career Development dimensions of interest in being promoted and Organizational Commitment with affective commitment dimensions which still need to be improved. This research also recommends that future researchers improve the results of this research by conducting further research using qualitative research methods so that the results of further research can add broad and in-depth insight into this field of research.

Item Type:	Thesis (Doktor)
Additional Information:	1). Prof.Dr.Dr. I Ketut R. Sudiardhita, M.Si. ; 2). Prof.Dr. Wibowo, S.E.,M.Phil
Subjects:	Manajemen > Manajemen Sumber Daya Manusia
Divisions:	PASCASARJANA > S3 Ilmu Manajemen
Depositing User:	Users 23496 not found.
Date Deposited:	27 Sep 2024 05:08
Last Modified:	29 Sep 2024 23:39
URI:	http://repository.unj.ac.id/id/eprint/48349

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