determinasi keadilan prosedural, keadilan interaksional, keadilan distributif dengan motivasi kerja sebagai variabel intervening terhadap kepuasan kerja karyawan di rsud raja ahmad tabib [determine of procedural justice, interactional justice, distributive justice with work motivation as an intervening variable on employee job satisfaction at raja ahmad tabib hospital] (程序公正、互动公正、分配公正与工作动机作为干预变量对 raja ahmad tabib 医院员工工作满意度的影响

Putry Andriani, Elli Widia, Shine Pintor Siolemba Patiro
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Several studies in the field of organizational justice show that perceptions of fairness have an important influence on organizational commitment, job satisfaction, intention to leave work, organizational behavior, and performance. It is recognized that considerations of fairness can cause emotional responses, especially in times of injustice. Unsatisfactory service can be suspected because employees do not get justice in the organization which affects their performance in providing services. The population in this study were employees and sampling was carried out purposively (purposive sampling). The results showed that distributive justice had no effect on employee motivation with a value of 0.104 &amp;gt; 0.05, procedural justice had an effect on employee motivation with a value of 0.003 &amp;lt;0.05, and interactional justice had an effect on work motivation with a value of 0.000 &amp;lt;0.05. In addition, work motivation is not able to mediate the relationship between distributive justice and job satisfaction. Meanwhile, work motivation can mediate the relationship between procedural and interactional justice on the job satisfaction of Raja Ahmad Tabib Hospital employees.</em></p><p><strong>Abstrak dalam Bahasa Indonesia.</strong> Berdasarkan laporan hasil dari survey kepuasan masyarakat pada tahun 2020 diketahui bahwa masyarakat masih belum puas terhadap pelayanan yang diberikan karyawan RSUD Raja Ahmad Tabib. Diantaranya sikap karyawan tidak ramah, kurang senyum dan tidak peduli. Beberapa penelitian di bidang keadilan organisasi menunjukkan bahwa persepsi keadilan memiliki pengaruh penting pada komitmen organisasi, kepuasan kerja, niat untuk berhenti bekerja, perilaku organisasi, dan kinerja. Diakui bahwa pertimbangan keadilan dapat menyebabkan respons emosional, terutama pada saat terjadinya ketidakadilan. Pelayanan yang kurang memuaskan bisa diduga karena karyawan yang tidak memperoleh keadilan dalam organisasi sehingga berpengaruh pada kinerjanya dalam memberikan pelayanan. Hal ini menjadi dasar peneliti untuk melakukan penelitian mengenai pengaruh keadilan Organisasi terhadap motivasi kerja yang berdampak pada kepuasan kerja karyawan di RSUD Raja Ahmad Tabib. Tujuan penelitian ini untuk mengetahui pengaruh keadilan distributif, keadilan prosedural, keadilan interaksi terhadap motivasi karyawan dan pengaruh motivasi kerja terhadap kepuasan kerja karyawan RSUD Raja Ahmad Tabib. Hasil penelitian menunjukkan bahwa keadilan distributif tidak berpengaruh pada motivasi kerja karyawan dengan nilai 0.104 &amp;gt; 0.05, keadilan prosedural berpengaruh terhadap motivasi kerja karyawan dengan nilai 0.003 &amp;lt; 0.05 dan keadilan interaksional berpengaruh terhadap motivasi kerja dengan nilai 0.000 &amp;lt; 0.05. 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引用次数: 0

摘要

根据2020年社区满意度调查结果报告可知,社区对Raja Ahmad Tabib医院员工提供的服务仍然不满意。其中之一就是员工的态度不友好,不微笑,不关心。组织公正研究表明,公平感对组织承诺、工作满意度、离职意向、组织行为和绩效有重要影响。人们认识到,考虑公平会引起情绪反应,特别是在不公正的时候。不满意的服务可以被怀疑,因为员工在组织中没有得到公正,这影响了他们提供服务的表现。本研究的人群为员工,抽样是有目的的(purpose sampling)。结果表明,分配公平对员工激励没有影响,其值为0.104 >0.05,程序公平对员工动机的影响值为0.003 <0.05,互动公平对工作动机的影响值为0.000 <0.05。此外,工作动机不能中介分配公平与工作满意度之间的关系。同时,工作动机可以中介程序正义与互动正义对拉贾阿默德塔比医院员工工作满意度的关系。</em></ >< < < <我们的调查结果是,2020年,我们的调查结果是,我们的调查结果是,我们的调查结果是,我们的调查结果是,我们的调查结果是,我们的调查结果是,我们的调查结果是,我们的调查结果是,我们的调查结果是,我们的调查结果是,我们的调查结果是:Diantaranya sikap karyawan tidak ramah, kurang senyum dan tidak peduli。我是说,我是说,我是说,我是说,我是说,我是说,我是说,我是说,我是说,我是说,我是说,我是说,我是说,我是说,我是说,我是说,我是说。Diakui bahwa pertimbangan keadilan dapat menyebabkan回应情绪,terutama padat terjadinya ketidakadilan。我的朋友,我的朋友,我的朋友,我的朋友,我的朋友,我的朋友,我的朋友,我的朋友。我希望我的孩子们能有更好的生活,我希望我的孩子们能有更好的生活,我希望我的孩子们能有更好的生活。Tujuan penelitian ini untuk mengetahui pengaruh keadilan distributif, keadilan procural, keadilan interaksi terhadap motivasi karyawan dan pengaruh motivasi kerja terhadap kepuasan kerja karyawan RSUD Raja Ahmad Tabib。[j] [c] [c] [c];0.05, keadilan程序berpengaruh - hahadmotivasi kerja karyawan dengan nilai 0.003 <05丹可迪兰人际关系研究进展与发展动力分析[j] .00 <0.05. Selain itu, motivatiaskerja tidak mampu memedia, hubungan antara keadilan distributif hahadap kepusasan kerja。Sedangkan motivasi kerja mampu memediasi hubungan keadilan程序和相互关系terhadap kepuasan kerja karyawan RSUD Raja Ahmad Tabib。</p>
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DETERMINASI KEADILAN PROSEDURAL, KEADILAN INTERAKSIONAL, KEADILAN DISTRIBUTIF DENGAN MOTIVASI KERJA SEBAGAI VARIABEL INTERVENING TERHADAP KEPUASAN KERJA KARYAWAN DI RSUD RAJA AHMAD TABIB [DETERMINATION OF PROCEDURAL JUSTICE, INTERACTIONAL JUSTICE, DISTRIBUTIVE JUSTICE WITH WORK MOTIVATION AS AN INTERVENING VARIABLE ON EMPLOYEE JOB SATISFACTION AT RAJA AHMAD TABIB HOSPITAL]

Based on the report on the results of the community satisfaction survey in 2020, it is known that the community is still not satisfied with the services provided by the employees of Raja Ahmad Tabib Hospital. Among them is the attitude of employees who are not friendly, don't smile, and don't care. Several studies in the field of organizational justice show that perceptions of fairness have an important influence on organizational commitment, job satisfaction, intention to leave work, organizational behavior, and performance. It is recognized that considerations of fairness can cause emotional responses, especially in times of injustice. Unsatisfactory service can be suspected because employees do not get justice in the organization which affects their performance in providing services. The population in this study were employees and sampling was carried out purposively (purposive sampling). The results showed that distributive justice had no effect on employee motivation with a value of 0.104 &gt; 0.05, procedural justice had an effect on employee motivation with a value of 0.003 &lt;0.05, and interactional justice had an effect on work motivation with a value of 0.000 &lt;0.05. In addition, work motivation is not able to mediate the relationship between distributive justice and job satisfaction. Meanwhile, work motivation can mediate the relationship between procedural and interactional justice on the job satisfaction of Raja Ahmad Tabib Hospital employees.

Abstrak dalam Bahasa Indonesia. Berdasarkan laporan hasil dari survey kepuasan masyarakat pada tahun 2020 diketahui bahwa masyarakat masih belum puas terhadap pelayanan yang diberikan karyawan RSUD Raja Ahmad Tabib. Diantaranya sikap karyawan tidak ramah, kurang senyum dan tidak peduli. Beberapa penelitian di bidang keadilan organisasi menunjukkan bahwa persepsi keadilan memiliki pengaruh penting pada komitmen organisasi, kepuasan kerja, niat untuk berhenti bekerja, perilaku organisasi, dan kinerja. Diakui bahwa pertimbangan keadilan dapat menyebabkan respons emosional, terutama pada saat terjadinya ketidakadilan. Pelayanan yang kurang memuaskan bisa diduga karena karyawan yang tidak memperoleh keadilan dalam organisasi sehingga berpengaruh pada kinerjanya dalam memberikan pelayanan. Hal ini menjadi dasar peneliti untuk melakukan penelitian mengenai pengaruh keadilan Organisasi terhadap motivasi kerja yang berdampak pada kepuasan kerja karyawan di RSUD Raja Ahmad Tabib. Tujuan penelitian ini untuk mengetahui pengaruh keadilan distributif, keadilan prosedural, keadilan interaksi terhadap motivasi karyawan dan pengaruh motivasi kerja terhadap kepuasan kerja karyawan RSUD Raja Ahmad Tabib. Hasil penelitian menunjukkan bahwa keadilan distributif tidak berpengaruh pada motivasi kerja karyawan dengan nilai 0.104 &gt; 0.05, keadilan prosedural berpengaruh terhadap motivasi kerja karyawan dengan nilai 0.003 &lt; 0.05 dan keadilan interaksional berpengaruh terhadap motivasi kerja dengan nilai 0.000 &lt; 0.05. Selain itu, motivasi kerja tidak mampu memediasi hubungan antara keadilan distributif terhadap kepuasan kerja. Sedangkan motivasi kerja mampu memediasi hubungan keadilan prosedural dan interaksional terhadap kepuasan kerja karyawan RSUD Raja Ahmad Tabib.

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