Pengaruh Iklim Organisasi Terhadap Organizational Citizenship Behavior Melalui Mediasi Komitmen Organisasi (Studi Pada Karyawan Pt. Pos Indonesia (Persero) Medan)

Abstract

Rendahnya perilaku organizational citizenship behavior pada karyawan Kantor Pos Medan dipengaruhi oleh komitmen organisasi yang juga dipengaruhi oleh iklim organisasi seperti kurangnya kehangatan dan dukungan serta suasana yang kurang menyenangkan yang dirasakan oleh karyawan baik itu dari sesama rekan kerja maupun dari pimpinan perusahaan. Suasana yang kurang menyenangkan menyebabkan perasaan tidak nyaman dari karyawan dan menyebabkan menurunnya komitmen karyawan. Penelitian ini bertujuan untuk menguji peran komitmen organisasi dalam memediasi pengaruh iklim organisasi terhadap organizational citizenship behavior pada karyawan Kantor Pos Medan. Analisis data dalam penelitian ini menggunakan structural equation modeling (SEM) dengan program JASP versi 16. Sampel dalam penelitian ini sejumlah 191 karyawan. Alat ukur yang digunakan dalam penelitian ini yaitu skala organizational citizenship behavior, skala komitmen organisasi, dan skala iklim organisasi. Hasil penelitian ini menunjukkan komitmen organisasi signifikan memediasi pengaruh iklim organisasi terhadap organizational citizenship behavior. Disamping itu, berdasarkan analisis data yang dilakukan diperoleh hasil lainnya berupa: (1) Iklim organisasi berpengaruh positif terhadap organizational citizenship behavior, dengan nilai koefisien jalur 0,346, dan signifikan, dengan nilai p < 0.001. (2) Iklim organisasi berpengaruh positif terhadap komitmen organisasi dilihat dari nilai koefisien jalur (path coefficient) 0,478, dan signifikan, dengan nilai p < 0.001. (3) komitmen organisasi berpengaruh positif terhadap organizational citizenship behavior, dengan nilai koefisien jalur (path coefficient) 0,327, dan signifikan, dengan nilai p < 0.001. (4) Pengaruh tidak langsung iklim organisasi terhadap organizational citizenship behavior, melalui komitmen organisasi adalah 0,156. Diketahui komitmen organisasi signifikan memediasi hubungan antara iklim organisasi dan organizational citizenship behavior, dengan nilai p < 0.001. The low behavior of organizational members in Medan Post Office employees is influenced by organizational commitment which is also influenced by organizational climate such as lack of warmth and support and an unpleasant atmosphere felt by employees both by co-workers and by company leaders. An unpleasant atmosphere causes feelings of discomfort from employees and causes a decrease in employee confidence. This study aims to examine the role of organizational commitment in mediating the effect of organizational climate on the behavior of organizational members on Medan Post Office employees. Data analysis in this study used a structural equation model (SEM) with the JASP program version 16. The sample in this study was 191 employees. The measurement tools used in this study are the organizational citizenship behavior scale, the organizational commitment scale, and the organizational climate scale. The results of this study indicate that organizational commitment significantly mediates the influence of organizational climate on the behavior of organizational members. Besides that, based on the data analysis performed, other results were obtained in the form of (1) Organizational climate has a positive effect on organizational citizenship behavior, with a path coefficient value of 0.346, and significant, with a p-value <0.001. (2) Organizational climate has a positive effect on organizational commitment seen from the path coefficient value of 0.478, and is significant, with a p-value <0.001. (3) Organizational heart has a positive effect on organizational citizenship behavior, with a path coefficient value of 0.327, and significant, with a p-value <0.001. (4) The indirect effect of organizational climate on the behavior of organizational members, through organizational commitment is 0.156. The presence of significant organizational commitment mediates the influence of organizational climate on organizational citizenship behavior, with a p-value <0.001.