Kondisi Lingkungan Pekerjaan Sebagai Ukuran Kesetiaan Pada Organisasi
DOI:
https://doi.org/10.30741/wiga.v8i1.234Keywords:
Working Environment Conditions, Encouragement from Within, Employee CommitmentAbstract
Good working environment conditions can encourage employees from within and will increase employees' commitment to the organization. This study aims to test the model of good working environment conditions in increasing the commitment of employees to the organization, directly or indirectly through the encouragement that is in the employees. There are 41 employees willing to be respondents. The analysis method used is Partial Least Square (PLS). The results show that good working environment conditions can encourage employees from within themselves will increase the commitment of employees to the organization. The most important thing is to pay attention to the inner drive to keep high employee commitments.
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References
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Widarjono, Agus. (2015). Analisis Multivariat Terapan dengan Program SPSS, AMOS dan SMART PLS. Yogyakarta: UPP STIM YKPN.
Driskell, T., Salas, E., & Driskell, J. E. (2017). Human Resource Management Review Teams in extreme environments : Alterations in team development and teamwork. Human Resource Management Review, 1–16. https://doi.org/10.1016/j.hrmr.2017.01.002
Gullekson, N., & Dumaisnil, A. (2016). Human Resource Management Review Expanding horizons on expatriate adjustment : A look at the role of emotional display and status. Human Resource Management Review. https://doi.org/10.1016/j.hrmr.2016.03.004
James, W., & Bret, L. (2007). The Effects of Work Environment on the Personality-Performance. Journal of Managerial Issues. XIX (2), 288-305.
Katz, I. (2015). What makes a motivating teacher ? Teachers ’ motivation and beliefs as predictors of their style. https://doi.org/10.1177/0143034315609969
Luthans, F. 2002. Organizational Behavior. Singapura: McGraw-Hill Book Co-Singapore.
Mattson, M., Torbiörn, I., & Hellgren, J. (2014). Human Resource Management Review Effects of staff bonus systems on safety behaviors. Human Resource Management Review, 24(1), 17–30. https://doi.org/10.1016/j.hrmr.2013.08.012
Neill, T. A. O., & Mclarnon, M. M. J. W. (2017). Human Resource Management Review Optimizing team con fl ict dynamics for high performance teamwork. Human Resource Management Review, (June), 0–1. https://doi.org/10.1016/j.hrmr.2017.06.002
Nitisemito, S, A. (2002). Manajemen Personalia: Manajemen Sumebr Daya Manusia. Jakarta: Ghalia Indonesia.
Robbins, Stephen P. (2015). Perilaku Organisasi. Jakarta: Salemba Empat.
Sedarmayanti. (2011). Tata Kerja dan Produktivititas Kerja, suatu tinjauan dari aspek ergoekonomi atau kaitan antara manusia dengan lingkungan kerjanya. Bandung: C. Mandar Maju.
Sulistyan, R. B. (2017). Contribution Of Leadership And Environmental Work In Improving Employee Motivation. Jurnal Ilmu Manajemen Advantage, 1(2), 166–177.
Sutrisno, Edy. (2017). Manajemen Sumber Daya Manusia. Jakarta: Prenadamedia Group
Ushie, E. M., Ogaboh, A. A. M., & Okorie, C. (2015). Work Environment and Employees’ Commitment in Agro-BasedIndustries in Cross River State, Nigeria, 15(6).
Waldkirch, M., Nordqvist, M., & Melin, L. (2017). Human Resource Management Review CEO turnover in family fi rms : How social exchange relationships in fl uence whether a non-family CEO stays or leaves. Human Resource Management Review, (xxxx), 0–1. https://doi.org/10.1016/j.hrmr.2017.05.006.
Widarjono, Agus. (2015). Analisis Multivariat Terapan dengan Program SPSS, AMOS dan SMART PLS. Yogyakarta: UPP STIM YKPN.
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Published
2018-03-31
How to Cite
Sulistyan, R. B. (2018). Kondisi Lingkungan Pekerjaan Sebagai Ukuran Kesetiaan Pada Organisasi. Wiga : Jurnal Penelitian Ilmu Ekonomi, 8(1), 37–44. https://doi.org/10.30741/wiga.v8i1.234
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