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"Pengaruh Keadilan Distributif dan Keadilan Interaksional Terhadap Kepuasan Kerja dan Keterikatan Kerja. Studi pada Operator SPBU Pertamina di Wilayah JakartaOperator SPBU memiliki peran penting dalam memberikan pelayanan kepada konsumen. Sudah seharusnya pemilik SPBU melihat posisi operator sebagai sumberdaya manusia yang perlu diperhatikan Akan tetapi banyak operator SPBU yang merasakan ketidakadilan dalam hal imbalan, pembagian jam kerja, jaminan pekerjaan serta sikap dan perlakuan atasan. Penelitian ini bertujuan untuk mengetahui pengaruh ketidakadilan distributif dan keadilan interaksional terhadap kepuasan kerja dan keterikatan kerja karyawan. Obyek dari penelitian ini adalah karyawan SPBU Pertamina yang bertugas sebagai operator di wilayah DKI Jakarta. Data diambil dari 200 responden yang merupakan operator SPBU dari kelima wilayah di DKI Jakarta. Pengolahan data pada penelitian ini menggunakan metode statistik SEM dengan program statistik LISREL. Hasil analisis data menunjukkan bahwa persepsi keadilan interaksional memiliki pengaruh terhadap kepuasan kerja operator SPBU. Selanjutnya, kepuasan kerja yang mereka rasakan mempengaruhi keterikatan kerja. Sebaliknya, tidak terbukti adanya hubungan antara keadilan distributif terhadap kepuasan kerjaKata kunci: Keadilan organisasi, keadilan distributif, keadilan interaksional, kepuasan kerja, keterikatan kerja

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Gas station operators have important role in proving services to the customers. Therefore, the SPBU owners should see their operators as important human resouces and take more attention to their needs. However, many operators have unfair perception to the company related to compensation, work hour distribution, job security and owner behaviour. The purpose of this research was to examine the effect of the distributive justice and interactional justice to job satisfaction and work engagement. The research was conducted in Pertamina gas station in Jakarta province. Data was taken from 200 respondents who are gas station operators in five areas in Jakarta. Statistical Equation Modelling SEM was used to analyze the data by LISREL program. Results of the analysis found that perception of interactional justice provenly affect the job satisfaction of the Pertamina gas station operators. Further, the job satistion effect the work engagement. On the contrary, the research found that distributive justice does not effect the job satisfaction. "

"Penelitian ini membahas mengenai hubungan antara keadilan organisasi dengan kepuasan kerja pada perawat di RS ?K?. Sebanyak 47 perawat terlibat sebagi sampel dalam peneltian ini yang terdiri dari staf, supervisor, dan manajer. Pengukuran kepuasan kerja dilakukan menggunakan kuesioner Job Satisfaction Survey milik Spector (1997). Sedangkan untuk keadilan organisasi, kuesioner yang digunakan adalah hasil adaptasi dari kuesioner Colquitt (2001).Hasil penelitian menunjukkan bahwa tidak terdapat hubungan yang signifikan antara keadilan organisasi secara umum dengan kepuasan kerja. Namun, 2 dari 4 dimensi milik keadilan organisasi mempunyai hubungan yang signifikan dengan kepuasan kerja. kedua dimensi tersebut adalah keadilan interpersonal (r = 0,385) dan keadilan informasional (r = 0,310). Pelatihan mengenai komunikasi dalam coaching terhadap perawat level manajerial diberikan sebagai intervensi untuk meningkatkan keadilan interpersonal, informasional, dan kepuasan kerja pada perawat di RS "K".

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This thesis discussed about the relationship between Organizational Justice and Job Satisfaction of nurses in ?K? hospital. Forty-seven nurses were involved as samples in this research, including staffs, supervisors and managers. Job satisfaction as dependent variable was measured by the Spector's Job Satisfaction Survey (1997). As independent variable, Oranizational Justice was measured by Colquitt?s Measure of Organizational Justice (2001).

The result shows that there is no significant correlation between organizational justice in general and job satisfaction. But, two out of four dimensions if organizational justice showed significant relationship with job satisfaction. The dimensions are interpersonal justice (r = 0,385) and informational justice (r = 0,310). Training about effective communication in coaching was given to managerial level nurses as an intervention for improving interpersonal, informational, and job satisfaction among nurses in "K" Hospital."

"Penelitian ini bertujuan untuk melihat pengaruh program coaching pada atasan terhadap peningkatan organizational justice dan kepuasan kerja pada bawahan PT. XXY. Karyawan mempersepsikan dirinya mendapat perlakuan yang fair di tempat kerja akan merasa lebih puas dengan pekerjaannya dan akan lebih termotivasi untuk bekerja dengan lebih baik. Penelitian terhadap 20 karyawan PT. XXY dengan alat ukur adaptasi dari organizational justice (Moorman, 1991) dan kepuasan kerja (Spector, 1997) menunjukkan ada pengaruh yang signifikan dari organizational justice terhadap kepuasan kerja yaitu sebesar 50,4% (los=0.01) Merujuk pada hasil tersebut maka dilakukan intervensi untuk meningkatkan organizational justice dan kepuasan kerja melalui program coaching penilaian kinerja pada perusahaan. Hasil intervensi menunjukkan bahwa terdapat perbedaan skor pada organizational justice dan kepuasan kerja saat sebelum dan sesudah intervensi. Dengan demikian maka organisasi perlu melakukan beberapa hal diantaranya penilaian kerja secara berkala, melakukan pembenahan terhadap beberapa sistem terkait reward, memberikan training terhadap karyawan.

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This study aims to see the effect of performance appraisal?s coaching program for supervisor to enhance organizational justice and job satisfaction toward subordinates at head office of PT. XXY. Employees who perceived themselves as being treated fairly, will be more likely to be satisfied with their jobs and motivated to do well. Study of 20 employees of PT. XXY with an instrument adapted of organizational justice (Moorman, 1991) and job satisfaction (Spector, 1997) showed a significant effects of organizational justice on job satisfaction equal to 50.4% (los = 0.01). Furthermore, intervention is given to improve organizational justice and job satisfaction through the performance appraisal?s coaching program. The results indicate that there are differences in intervention scores on organizational justice and job satisfaction before and after intervention. Thus, the organization needs to do several things including periodic performance appraisal, improve reward-related systems and providing training to employees."

"Risiko keselamatan jiwa, kesulitan implementasi prosedur, dan keraguan dalam pengambilan keputusan di lapangan merupakan efek dari publisitas negatif seputar penegakan hukum. Dengan mengacu pada teori fairness heuristic dan uncertainty management, penelitian ini mencoba memetakan efek moderasi publisitas negatif pada pengaruh persepsi keadilan organisasi terhadap kepuasan kerja di lingkungan Direktorat Jenderal Bea dan Cukai (DJBC). Data kuantitatif dari 246 responden yang merupakan personel di unit pengawasan dan penegakan hukum diolah menggunakan software SmartPLS. Hasil penelitian menunjukkan bahwa persepsi keadilan, khususnya yang berasal dari pimpinan tertinggi di unit kerja (kepala kantor atau direktur), akan lebih kuat pengaruhnya terhadap kepuasan kerja pada personel yang mengalami ketidakpastian yang lebih tinggi karena publisitas negatif.

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Safety risks, difficulties in procedures implementation, and doubts in decision-making are adversaries resulted from negative media coverage surrounding law enforcement duties. Adhering to fairness heuristic and uncertainty management theory, this study attempted to highlight the effect of negative publicity on the interaction between organizational justice and job satisfaction. Survey data collected from 246 Directorate General of Customs and Excise officers was analyzed using SmartPLS. The results indicated that the the influence of organizational justice to job satisfaction, particularly sector leadership organizational justice, was stronger among officers facing higher uncertainty stemming from negative publicity."

"Tesis ini bertujuan untuk menganalisis pengaruh faktor-faktor Konflik Interpersonal, Ketidakadilan Organisasi dan Kepuasan Kerja terhadap Perilaku Kerja Menyimpang di lingkungan pegawai negeri sipil di Ditjen ABC Kementerian XYZ. Penelitian ini dilaksanakan dengan menggunakan selfadministered questionnaire dan dianalisis menggunakan analisis regresi linear berganda. Hasil penelitian nantinya digunakan untuk menganalisis pengaruh konflik interpersonal, ketidakadilan organisasi dan kepuasan kerja terhadap perilaku kerja menyimpang.Hasil analisis menunjukkan bahwa ketidakadilan organisasi dan kepuasan kerja berpengaruh signifikan terhadap perilaku kerja menyimpang. Dari penelitian ini, peneliti menyarankan bahwa manajemen instansi pemerintah perlu menerapkan disiplin PNS yang lebih tegas dan konsisten tanpa mengabaikan kesejahteraan dan kenyamanan pegawainya. Manajemen juga harus menerapkan prinsip komunikasi efektif antar pegawai dan manajemen untuk menciptakan lingkungan kerja yang nyaman dan kondusif, serta mampu menekan tumbuhnya perilaku kerja menyimpang.

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This theses aims to analyze the effect of interpersonal conflict, organizational injustice and job satisfaction towards deviant workplace behaviors at public service environment specifically at Ditjen ABC Ministry XYZ. This research is conducted by administering self-administered questionnaire and analyzed by multiple linear regression analysis. The result yielded is then used to analyze the effect of interpersonal conflict, organizational injustice and job satisfaction toward deviant workplace behaviors.

It shows that organizational injustice and job satisfaction are significantly affecting deviant workplace behaviors. From the research, researcher suggests that the ministry?s management should emphasize public service servants? discipline to be more firm and consistent, without ignoring employees? wellbeing and comfort. Management should also administer effective communication principle amongst employees and management, to create comfortable and condusive work environment and minimize deviant workplave behaviors."

"Penelitian ini dilakukan untuk mengkaji pengaruh keadilan organisasi, keterlibatan kerja dan stress kerja terhadap persepsi anggota polisi tentang kepuasan kerjadi lingkungan Polda Metro Jaya. Penelitian ini menggunakan pendekatan kuantitatif. Dalam pengumpulan data, peneliti menggunakan kuesioner terkait variabel yang akan diteliti. Teknik pengambilan sampel menggunakan cluster random sampling. Sampel penelitian ini sebanyak 177 anggota polisi di lingkungan Polda Metro Jaya yang terdiri dari fungsi: Dit Reskrimum, Dit Samapta, Dit intelijen, Dit Lantas, Dit Binmas dan Biro SDM. Teknik analisis data menggunakan analisis statistik deskriptif, analisis uji beda dan menggunakan analisis jalur. Teknik pengolahan data dengan menggunakan metode SEM berbasis Partial Least Square (PLS) menggunakan SmartPLS. Temuan penelitian secara deskriptif menunjukkan bahwa pada variabel kepuasan kerja dimensi paling tinggi adalah dimensi satisfier, pada variabel ini terdapat perbedaan persepsi antar anggota. Kemudian pada variabel keadilan organisasi dimensi paling tinggi adalah dimensi prosedural, juga terdapat perbedaan persepsi antar anggota pada variabel ini. Analisis deskriptif pada variabel stres kerja ditemukan dimensi paling tinggi adalah dimensi organisation, pada variabel ini maupun variabel keterlibatan pekerjaan tidak terdapat perbedaan persepsi antar anggota. Dari hasil penelitian ditemukan nilai p value yang diperoleh <0,05 dan T hitung >1,96 maka disimpulkan bahwa variabel keterlibatan pekerjaan secara signifikan dapat memediasi pengaruh variabel Keadilan Organisasi terhadap Kepuasan kerja dan variabel keterlibatan pekerjaan secara signifikansi dapat memediasi pengaruh variabel stress kerja terhadap kepuasan kerja. Dengan rincian variabel keadilan organisasi berpengaruh secara signifikan terhadap kepuasan kerja, variabel stress kerja berpengaruh secara signifikan terhadap kepuasan kerja, variabel keterlibatan pekerjaan berpengaruh secara signifikan terhadap kepuasan kerja.

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This research was conducted to examine the influence of organizational justice, work involvement and work stress on police members' perceptions of job satisfaction in the neighborhood of Metro Jaya Police. This study uses a quantitative approach. In collecting data, researchers used a questionnaire related to the variables to be studied. The sampling technique uses cluster random sampling. The sample of this study was 177 police members in the Metro Jaya Regional Police which consisted of functions: Criminal Investigation Directorate, Diresctorate of Sabhara, Dit intelligence, Directorate of Traffic, Directorate of Binmas and Human Resources Bureau. Data analysis techniques used descriptive statistical analysis, different test analysis and using path analysis. Data processing techniques using the SEM method based on Partial Least Square (PLS) using SmartPLS. Descriptive research findings show that the highest dimension of job satisfaction variable is the satisfier dimension, in this variable there are differences in perceptions between members. Then the highest dimensional organizational justice variable is the procedural dimension, also there are differences in perceptions between members in this variable. Descriptive analysis on work stress variables found the highest dimension is organizational dimension, in this variable and the job involvement variable there are no differences in perceptions between members. From the results of the study found the value of p value obtained <0.05 and T count> 1.96, it can be concluded that the variable work involvement can significantly mediate the effect of variable Organizational Justice on Job Satisfaction and work engagement variables can significantly mediate the effect of work stress variables on job satisfaction. With the details of organizational justice variables significantly influence job satisfaction, work stress variables significantly influence job satisfaction, job involvement variables significantly influence job satisfaction."

"ABSTRAKTujuan dari penelitian ini adalah untuk mengetahui pengaruh dari Job Demand, Job Resource, Job Satisfaction terhadap Work Engagement pada operator SPBU di DKI Jakarta. Manfaatnya adalah sebagai kontribusi job demand, job resource, job satisfaction, dan work engagement karyawan terhadap organisasi bidang ilmu manajemen, khususnya manajemen sumber daya manusia MSDM . Memberi masukan bagi peneliti lain yang berminat untuk melakukan penelitian lanjutan mengenai job demand, job resource, job satisfaction dan work engegement karywana pada organisasi, juga mendorong dikembangkannya penelitian yang berhubungan dengan hal tersebut. Bagi perusahaan memberikan informasi kepada pengawas SPBU, untuk mempertimbangkan juga job demand dalam perekrutan, seleksi, training dan konseling operator SPBU agar lebih optimal dalam memberikan program. Memberikan informasi kepada pihak outsourcing SPBU dan pengawas SPBU mengenai hal-hal yang mempengaruhi work engagement karyawan terhadap organisasi pada operator SPBU.Pengolahan data menggunakan Lisrel, dengan hasil job demand berpengaruh positif terhadap job satisfaction, job satisfaction juga berpengaruh positif terhadap work engagement, job resource memberikan pengaruh positif terhadap work engagement, job demand berpengaruh positif terhadap work engagement, dan job resource berpengaruh negatif terhadap job satisfaction. Hasil penelitian mayoritas berbeda dengan penemuan penelitian sebelumnya. Kesimpulan beberapa faktor dan responden penelitian adalah operator SPBU sehingga memberikan penemuan penelitian yang berbeda dari penelitian sebelumnya. Penelitian sebelumnya tentang job demand, job resource, job satisfaction, dan work engagement di Indonesia belum ada yang menggunakan operator SPBU sehingga ini salah satu hal baru.

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ABSTRACTThe purpose of this study was to determine the effect of Job Demand, Job Resource, Job Satisfaction to Work Engagement at gas stations operator in Jakarta. The benefit is a contribution of job demand, job resources, job satisfaction, employee engagement and work towards the organization of management sciences, in particular human resource management HRM . Provide input for other researchers who are interested in doing further research on job demand, job resources, job satisfaction and work engagement of the employee on the organization, also led to the development of research related to it. For the company to provide information to the gas stations supervisor, to consider also the job demand in recruitment, selection, training and counseling in order to optimize the gas station operator in delivering the program. Provide information to the outsourcing of retail outlets and petrol stations supervisors on matters which affect the work engagement of employees of the organization at the gas station operator. Data processing using lisrel, with the results of job demand positive effect on job satisfaction, job satisfaction is also a positive influence on work engagement, job resource a positive influence on work engagement, job demand positive effect on work engagement, and job resource negative effect on job satisfaction. The majority of research results differ from previous research findings. Conclusions multiple factors and survey respondents are operators of gas stations that provide different research findings from previous studies. Previous research on job demand, job resources, job satisfaction, and work engagement in Indonesia that use no gas station operators so that this one new research. "

"ABSTRAKPeningkatan Keadilan Organisasi Dan Kepuasan Kerja Pada Guru Sekolah Alam X Melalui Intervensi Workshop Perumusan Penilaian KinerjaPembimbing : Dr. Alice Salendu, MBA., M.Psi. Penelitian ini bertujuan untuk menelaah hubungan faktor keadilan organisasi dan kepuasan kerja pada guru Sekolah Alam X. Penelitian dilakukan terhadap 30 guru Sekolah Alam X dengan melakukan adaptasi terhadap alat ukur Keadilan Organisasi Moorman, 1991 dan alat ukur Kepuasan Kerja Spector, 1997 . Hasil analisis menunjukkan ada hubungan yang signifikan antara keadilan organisasi dengan kepuasan kerja pada guru Sekolah Alam X. Merujuk pada hasil tersebut, maka diusulkan intervensi rancangan program workshop Perumusan Sistem Penilaian Kinerja. Diharapkan dengan melakukan penilaian kerja yang lebih terukur, berkala dan objektif serta melakukan pembenahan terhadap sistem reward dapat meningkatkan keadilan organisisasi dan kepuasan kerja pada para guru Sekolah Alam X Kata kunci:Kepuasan kerja, keadilan organisasi, penilaian kinerja, workshop.

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ABSTRACTEnhancement Of Organizational Justice And Job Satisfaction On Teachers at Sekolah Alam X Through Formulating Performance Appraisal Workshop InterventionCounsellor Dr. Alice Salendu, MBA., M.Psi. The objective of this research is to analyze the organizational justice and job satisfaction on 30 teachers of Sekolah Alam X by adapting the measurement tool of Organizational Justice Moorman, 1991 and Job Satisfaction Spector, 1997 . The analysis result shows that there is significant correlation between organizational justice and job satisfaction towards teachers of Sekolah Alam X. Referring to the result, the recommendation is to hold intervention of Formulation Performance Assessment System Workshop. The expectation is by conducting performance appraisal which are measured, periodically and objective as well as improving reward system will able to increase organizational justice and job satisfaction on teachers of Sekolah Alam X Key word Job satisfaction, organizational justice, workshop, performance appraisal"

"[ABSTRAKTesis ini membahas hubungan antara keadilan interaksional dan rotasi kerja terhadapkepuasan kerja karyawan. Penelitian ini menggunakan pendekatan kuantitatif denganjenis penelitian korelasional yang melibatkan 52 responden dari unit KesekretariatanKBUMN. Penganalisaan data dalam penelitian ini menggunakan uji multiple regresi.Hasil dari penelitian ini didapatkan bahwa keadilan interaksional berhubungan positifsignifikan terhadap kepuasan kerja karyawan dengan nilai β = 0,429 ( p< 0,01) danrotasi kerja memiliki hubungan signifikan negatif terhadap kepuasan kerja dengan nilaiβ = -0,248 (p< 0,01). Penelitian ini dapat memberikan sumbangan bagi perkembanganteori keadilan interaksional dan rotasi kerja dengan kepuasan kerja bagi karyawan.

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ABSTRACTThis thesis examines the relationship between interactional justice and job rotation onemployee job satisfaction. This study uses a quantitative approach to the type ofcorrelational study involving 52 respondents from KBUMN Secretariat units. Analyzingthe data in this study using multiple regression test. The results of this study found thatinteractional justice positively significant related to job satisfaction of employees with avalue of β = 0,429 (p <0.01) and job rotation has a significant negative relationship tojob satisfaction with the value β = -0,248 (p <0.01). This study may contribute to thedevelopment of the theory of interactional justice and job rotation and job satisfactionfor employees.;This thesis examines the relationship between interactional justice and job rotation onemployee job satisfaction. This study uses a quantitative approach to the type ofcorrelational study involving 52 respondents from KBUMN Secretariat units. Analyzingthe data in this study using multiple regression test. The results of this study found thatinteractional justice positively significant related to job satisfaction of employees with avalue of β = 0,429 (p <0.01) and job rotation has a significant negative relationship tojob satisfaction with the value β = -0,248 (p <0.01). This study may contribute to thedevelopment of the theory of interactional justice and job rotation and job satisfactionfor employees.;This thesis examines the relationship between interactional justice and job rotation onemployee job satisfaction. This study uses a quantitative approach to the type ofcorrelational study involving 52 respondents from KBUMN Secretariat units. Analyzingthe data in this study using multiple regression test. The results of this study found thatinteractional justice positively significant related to job satisfaction of employees with avalue of β = 0,429 (p <0.01) and job rotation has a significant negative relationship tojob satisfaction with the value β = -0,248 (p <0.01). This study may contribute to thedevelopment of the theory of interactional justice and job rotation and job satisfactionfor employees., This thesis examines the relationship between interactional justice and job rotation onemployee job satisfaction. This study uses a quantitative approach to the type ofcorrelational study involving 52 respondents from KBUMN Secretariat units. Analyzingthe data in this study using multiple regression test. The results of this study found thatinteractional justice positively significant related to job satisfaction of employees with avalue of β = 0,429 (p <0.01) and job rotation has a significant negative relationship tojob satisfaction with the value β = -0,248 (p <0.01). This study may contribute to thedevelopment of the theory of interactional justice and job rotation and job satisfactionfor employees.]"

"Penelitian ini bertujuan untuk mengetahui bagaimana rasa kepemilikan yang dimiliki oleh karyawan non-keluarga dapat memediasi pengaruh persepsi keadilan di organisasi, seperti keadilan distributif dan prosedural terhadap komitmen afektif dan kepuasan kerja. Dengan melakukan pengujian pada 125 karyawan non-keluarga di sebuah perusahaan keluarga yang bergerak dalam industri penerbangan, dapat disimpulkan bahwa kepemilikan psikologis terbukti memediasi secara parsial pengaruh antara persepsi keadilan distributif baik terhadap komitmen afektif dan juga kepuasan kerja, sementara kepemilikan psikologis terbukti memediasi secara parsial pengaruh keadilan prosedural terhadap komitmen afektif.

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This study aims to determine how the sense of ownership named psychological ownership that is owned by non-family employees may mediate the effect of the perception of fairness in the organization, such as the distributive and procedural justice on affective commitment and job satisfaction. By performing tests on 125 non-family employees in a family company engaged in the aviation industry, it can be conclude that the psychological ownership proved to partially mediates the effect between perceptions of distributive justice on affective commitment as well as job satisfaction, while psychological ownership proved to partially mediates perception of procedural justice on affective commitment."