Model mediasi work engagement dalam hubungan pay satisfaction dan organizational citizenship behavior pada aparatur sipil negara
DOI:
https://doi.org/10.60036/jbm.1083Keywords:
Pay Satisfaction, Work Engagement, Organizational Citizenship Behavior, ASN, Rumah SakitAbstract
Tujuan – Penelitian ini bertujuan untuk membuktikan dan menganalisis pengaruh Pay Satisfaction terhadap Organizational Citizenship Behavior, pengaruh Pay Satisfaction terhadap Work Engagement, pengaruh Work Engagement terhadap Organizational Citizenship Behavior, serta peran mediasi Work Engagement dalam hubungan antara Pay Satisfaction dan Organizational Citizenship Behavior pada ASN di RSUD Pambalah Batung.
Desain/metodologi/pendekatan – Penelitian ini menggunakan pendekatan kuantitatif dengan dimensi waktu cross-sectional. Populasi penelitian adalah seluruh pegawai tetap ASN RSUD Pambalah Batung yang berjumlah 269 orang dengan sampel 159 responden yang ditentukan menggunakan tabel Krejcie dan Morgan (1970). Teknik sampling yang digunakan adalah non-probability sampling dengan metode accidental sampling melalui kuesioner Google Form. Analisis data menggunakan Partial Least Squares (PLS) dengan software SmartPLS untuk menguji outer model (validitas konvergen, validitas diskriminan, kolinearitas, dan reliabilitas) dan inner model (R-Square dan effect size f²), serta pengujian hipotesis menggunakan nilai t-statistik dengan alpha 5% (1,96).
Temuan – Hasil penelitian menunjukkan bahwa Pay Satisfaction berpengaruh positif dan signifikan terhadap Organizational Citizenship Behavior (koefisien = 0,363). Pay Satisfaction berpengaruh positif dan signifikan terhadap Work Engagement (koefisien = 0,673). Work Engagement berpengaruh positif dan signifikan terhadap Organizational Citizenship Behavior (koefisien = 0,506). Work Engagement terbukti memediasi secara parsial (partial mediation) pengaruh Pay Satisfaction terhadap Organizational Citizenship Behavior dengan koefisien efek tidak langsung sebesar 0,341. R-Square menunjukkan bahwa Pay Satisfaction menjelaskan 45,3% variasi Work Engagement, dan Work Engagement menjelaskan 63,5% variasi Organizational Citizenship Behavior.
Keterbatasan penelitian – Penelitian ini hanya terbatas pada tiga variabel utama, yaitu Pay Satisfaction, Work Engagement, dan Organizational Citizenship Behavior di satu rumah sakit pemerintah. Penggunaan teknik accidental sampling membatasi generalisasi temuan ke populasi yang lebih luas. Penelitian selanjutnya diharapkan dapat menggunakan probability sampling, menambahkan variabel moderasi seperti kepemimpinan transformasional, serta memperluas cakupan ke berbagai institusi kesehatan.
Implikasi – Penelitian ini memberikan implikasi praktis bagi manajemen RSUD Pambalah Batung untuk memperhatikan kepuasan gaji pegawai sebagai faktor penting dalam meningkatkan keterlibatan kerja dan perilaku kewargaan organisasi. Secara teoretis, penelitian ini memperkuat Social Exchange Theory yang menjelaskan bahwa perlakuan adil dari organisasi dalam bentuk kepuasan gaji akan menciptakan rasa keterikatan yang mendorong pegawai untuk menunjukkan perilaku extra-role.
Kebaruan – Penelitian ini mengonfirmasi peran mediasi parsial Work Engagement dalam hubungan Pay Satisfaction dan Organizational Citizenship Behavior dalam konteks ASN di rumah sakit pemerintah daerah Indonesia, khususnya di Kalimantan Selatan. Temuan ini mengungkap mekanisme psikologis yang menghubungkan kepuasan material dengan perilaku sukarela melalui keterikatan kerja, serta fenomena disparitas gaji antarkabupaten yang mempengaruhi kepuasan dan perilaku pegawai.
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