Pengaruh Pemberdayaan Psikologis pada Organizatinal Citizenship Behavior: Kepuasan Kerja sebagai Variabel Mediasi
DOI:
https://doi.org/10.31004/joecy.v6i1.6933Keywords:
Pemberdayaan psikologis, Organizational Citizenship Behavior, Kepuasan kerjaAbstract
Penelitian ini bertujuan untuk menganalisis pengaruh pemberdayaan psikologis terhadap Organizational Citizenship Behavior (OCB) dengan kepuasan kerja sebagai variabel mediasi. Fenomena perilaku ekstra-peran (OCB) menjadi krusial bagi efektivitas organisasi, namun peran kepuasan kerja sebagai pendorong utama masih sering diperdebatkan. Data dianalisis menggunakan pendekatan Structural Equation Modeling (SEM) untuk menguji hubungan langsung dan tidak langsung antar variabel. Hasil uji hipotesis langsung menunjukkan bahwa pemberdayaan psikologis berpengaruh positif dan signifikan terhadap kepuasan kerja dengan nilai path coefficient 0,521 dan t-statistics 5,425. Selain itu, pemberdayaan psikologis juga terbukti berpengaruh positif dan signifikan terhadap OCB dengan nilai path coefficient 0,402 dan t-statistics 3,719. Namun, penelitian ini menemukan bahwa kepuasan kerja tidak berpengaruh signifikan terhadap OCB, yang ditunjukkan dengan nilai t-statistics sebesar 0,988 dan p-value 0,324. Lebih lanjut, hasil uji hipotesis tidak langsung mengonfirmasi bahwa kepuasan kerja tidak terbukti memediasi pengaruh pemberdayaan psikologis terhadap OCB. Hal ini dibuktikan dengan nilai path coefficient yang rendah sebesar 0,044 dan nilai p-value 0,420 yang berada di atas ambang batas signifikansi 0,05. Kesimpulan dari penelitian ini adalah pemberdayaan psikologis merupakan faktor pendorong langsung yang lebih kuat bagi munculnya perilaku OCB dibandingkan melalui perantara kepuasan kerja. Implikasi praktis bagi organisasi adalah perlunya fokus pada pemberian otonomi dan makna kerja untuk menstimulasi inisiatif sukarela karyawan.
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