MEMEDIASI PERAN KEADAAN MOTIVASI DALAM KARAKTERISTIK PEKERJAAN DENGAN PERILAKU PROAKTIF
Abstract
Penelitian ini bermaksud untuk menguji hubungan antara karakteristik terkait tugas, pengetahuan, sosial, dan lingkungan kerja serta perilaku proaktif dengan keadaan motivasi sebagai komponen mediasi. Penelitian ini menggunakan PLS SEM dengan responden penelitian karyawan industri garmen di Kawasan Industri Medan. Penulis melihat bukti dan mencapai kesimpulan. Pertama, faktor-faktor yang paling mungkin dikaitkan dengan aktivitas proaktif pada karyawan adalah faktor tugas, pengetahuan, kontekstual, dan motivasi; Namun, kualitas sosial dan perilaku proaktif memiliki hubungan yang lebih lemah. Keempat karakteristik yang berhubungan dengan pekerjaan terkait erat dengan keadaan pikiran yang berenergi. Ketiga, keadaan termotivasi secara parsial memediasi hubungan antara ciri-ciri yang berhubungan dengan pekerjaan (seperti tugas, pengetahuan, dan aspek kontekstual) dan perilaku proaktif, sementara memediasi secara total hubungan antara karakteristik sosial dan perilaku proaktif. Para penulis menekankan hubungan tidak langsung antara karakteristik sosial dan perilaku proaktif melalui keadaan motivasi dan menyerukan lebih banyak penelitian untuk mendukung temuan mereka dan memajukan model mereka.
Kata kunci: Keadaan motivasi, karakteristik pekerjaan dan prilaku proaktifReferences
Ashby, F. G., Isen, A. M., & Turken, A. U. (1999). A neuropsychological theory of positive affect and its influence on cognition. Psychological Review, 106(3), 529–550. https://doi.org/10.1037/0033-295X.106.3.529
Barrick, M., Mount, M., & Li, N. (2012). The Theory of Purposeful Work Behavior: The Role of Personality, Higher-Order Goals, and Job Characteristics. Academy of Management Review, 38(1), 132–153. https://doi.org/10.5465/amr.10.0479
Becker, J.-M., Klein, K., & Wetzels, M. (2012). Hierarchical Latent Variable Models in PLS-SEM: Guidelines for Using Reflective-Formative Type Models. Long Range Planning, 45(5–6), 359–394. https://doi.org/10.1016/j.lrp.2012.10.001
Cai, Z., Parker, S. K., Chen, Z., & Lam, W. (2019). How does the social context fuel the proactive fire? A multilevel review and theoretical synthesis. Journal of Organizational Behavior, 40(2), 209–230. https://doi.org/10.1002/job.2347
Castillo, I., Tomás, I., & Balaguer, I. (2017). The Spanish-Version of the Subjective Vitality Scale: Psychometric Properties and Evidence of Validity. The Spanish Journal of Psychology, 20, E26. https://doi.org/10.1017/sjp.2017.22
Cha, J., Kim, S. “James,” Beck, J., & Knutson, B. J. (2017). Predictors of Career Success Among Lodging Revenue Managers: Investigating Roles of Proactive Work Behaviors. International Journal of Hospitality & Tourism Administration, 18(4), 474–490. https://doi.org/10.1080/15256480.2017.1305307
Crant, J. (2000). Proactive behavior in organizations. Journal of Management, 26(3), 435–462. https://doi.org/10.1016/S0149-2063(00)00044-1
De Stobbeleir, K., Ashford, S., & Zhang, C. (2020). Shifting focus: Antecedents and outcomes of proactive feedback seeking from peers. Human Relations, 73(3), 303–325. https://doi.org/10.1177/0018726719828448
Dust, S. B., & Resick, C. J. (2014). Work Characteristics and Employee Performance: Does Needs-Supply Congruence Matter? Academy of Management Proceedings, 2014(1), 13964. https://doi.org/10.5465/ambpp.2014.70
Fernández Ríos, M., Ramírez Vielma, R. G., Sánchez García, J. C., Bargsted Aravena, M., Polo Vargas, J. D., & Ruiz Díaz, M. Á. (2017). Spanish-Language Adaptation of Morgeson and Humphrey’s Work Design Questionnaire (WDQ). The Spanish Journal of Psychology, 20, E28. https://doi.org/10.1017/sjp.2017.24
García Izquierdo, A. L., & Castaño Pérez, A. M. (2022). Work characteristics and occupational health: validation and proposal of a shortened version of the Work Design Questionnaire. Anales de Psicología, 38(1), 149–162. https://doi.org/10.6018/analesps.480481
Grant, A. M., & Ashford, S. J. (2008). The dynamics of proactivity at work. Research in Organizational Behavior, 28, 3–34. https://doi.org/10.1016/j.riob.2008.04.002
Grant, A. M., Fried, Y., & Juillerat, T. (2011). Work matters: Job design in classic and contemporary perspectives. In APA handbook of industrial and organizational psychology, Vol 1: Building and developing the organization. (pp. 417–453). https://doi.org/10.1037/12169-013
Grant, A. M., & Parker, S. K. (2009). 7 Redesigning Work Design Theories: The Rise of Relational and Proactive Perspectives. The Academy of Management Annals, 3(1), 317–375. https://doi.org/10.1080/19416520903047327
Hair, F., J., Hult M., G. T., Ringle, C., & Sarstedt, M. (2016). A primer on partial least squares structural equation modeling (PLS-SEM). SAGE Publications.
Hair, J. F., Ringle, C. M., & Sarstedt, M. (2011). PLS-SEM: Indeed a Silver Bullet. Journal of Marketing Theory and Practice, 19(2), 139–152. https://doi.org/10.2753/MTP1069-6679190202
Hair, J. F., Risher, J. J., Sarstedt, M., & Ringle, C. M. (2019). When to use and how to report the results of PLS-SEM. European Business Review, 31(1), 2–24. https://doi.org/10.1108/EBR-11-2018-0203
Hair, J. F., Sarstedt, M., Ringle, C. M., & Mena, J. A. (2012). An assessment of the use of partial least squares structural equation modeling in marketing research. Journal of the Academy of Marketing Science, 40(3), 414–433. https://doi.org/10.1007/s11747-011-0261-6
Hair, J., Matthews, L. M., Matthews, R. L., & Sarstedt, M. (2017). PLS-SEM or CB-SEM: updated guidelines on which method to use. International Journal of Multivariate Data Analysis, 1(2), 107. https://doi.org/10.1504/IJMDA.2017.087624
Hair Jr, J., Sarstedt, M., Hopkins, L., & G. Kuppelwieser, V. (2014). Partial least squares structural equation modeling (PLS-SEM). European Business Review, 26(2), 106–121. https://doi.org/10.1108/EBR-10-2013-0128
Henseler, J., Ringle, C. M., & Sarstedt, M. (2015). A new criterion for assessing discriminant validity in variance-based structural equation modeling. Journal of the Academy of Marketing Science, 43(1), 115–135. https://doi.org/10.1007/s11747-014-0403-8
Jia, J., Yan, J., Jahanshahi, A. A., Lin, W., & Bhattacharjee, A. (2020). What makes employees more proactive? Roles of job embeddedness, the perceived strength of the HRM system and empowering leadership. Asia Pacific Journal of Human Resources, 58(1), 107–127. https://doi.org/10.1111/1744-7941.12249
Kumar, S. (2015). Structure Equation Modeling Basic Assumptions and Concepts : A Novices Structure Equation Modeling Basic Assumptions and Concepts : A Novices Guide. Asian Journal of Management Sciences, 3(7), 25–28.
Lam, C. F., Spreitzer, G., & Fritz, C. (2014). Too much of a good thing: Curvilinear effect of positive affect on proactive behaviors. Journal of Organizational Behavior, 35(4), 530–546. https://doi.org/10.1002/job.1906
Liu, W., Tangirala, S., Lee, C., & Parker, S. K. (2019). New directions for exploring the consequences of proactive behaviors: Introduction to the special issue. Journal of Organizational Behavior, 40(1), 1–4. https://doi.org/10.1002/job.2334
Morgeson, F. P., & Humphrey, S. E. (2006). The Work Design Questionnaire (WDQ): Developing and validating a comprehensive measure for assessing job design and the nature of work. Journal of Applied Psychology, 91(6), 1321–1339. https://doi.org/10.1037/0021-9010.91.6.1321
Parker, S. K., Bindl, U. K., & Strauss, K. (2010). Making Things Happen: A Model of Proactive Motivation. Journal of Management, 36(4), 827–856. https://doi.org/10.1177/0149206310363732
Parker, S. K., & Collins, C. G. (2010). Taking Stock: Integrating and Differentiating Multiple Proactive Behaviors. Journal of Management, 36(3), 633–662. https://doi.org/10.1177/0149206308321554
Parker, S. K., Wall, T. D., & Cordery, J. L. (2001). Future work design research and practice: Towards an elaborated model of work design. Journal of Occupational and Organizational Psychology, 74(4), 413–440. https://doi.org/10.1348/096317901167460
Parker, S. K., Wang, Y., & Liao, J. (2019). When Is Proactivity Wise? A Review of Factors That Influence the Individual Outcomes of Proactive Behavior. Annual Review of Organizational Psychology and Organizational Behavior, 6(1), 221–248. https://doi.org/10.1146/annurev-orgpsych-012218-015302
Parker, S. K., Williams, H. M., & Turner, N. (2006). Modeling the antecedents of proactive behavior at work. Journal of Applied Psychology, 91(3), 636–652. https://doi.org/10.1037/0021-9010.91.3.636
Permata, F. D., & Mangundjaya, W. L. (2021). The role of work engagement in the relationship of job autonomy and proactive work behavior for organizational sustainability. IOP Conference Series: Earth and Environmental Science, 716(1), 12055. https://doi.org/10.1088/1755-1315/716/1/012055
Ringle, C. M., Sarstedt, M., Mitchell, R., & Gudergan, S. P. (2020). Partial least squares structural equation modeling in HRM research. The International Journal of Human Resource Management, 31(12), 1617–1643. https://doi.org/10.1080/09585192.2017.1416655
Ryan, R. M., & Frederick, C. (1997). On Energy, Personality, and Health: Subjective Vitality as a Dynamic Reflection of Well-Being. Journal of Personality, 65(3), 529–565. https://doi.org/10.1111/j.1467-6494.1997.tb00326.x
Sarstedt, M., & Cheah, J.-H. (2019). Partial least squares structural equation modeling using SmartPLS: a software review. Journal of Marketing Analytics, 7(3), 196–202. https://doi.org/10.1057/s41270-019-00058-3
Sarstedt, M., Hair, J. F., Cheah, J.-H., Becker, J.-M., & Ringle, C. M. (2019). How to Specify, Estimate, and Validate Higher-Order Constructs in PLS-SEM. Australasian Marketing Journal, 27(3), 197–211. https://doi.org/10.1016/j.ausmj.2019.05.003
Saunders, M., Lewis, P., & Thornhill, A. (2016). Research Methods for Business Students. London, UK: Pearson Education Limited.
Schmitt, A., Den Hartog, D. N., & Belschak, F. D. (2016). Transformational leadership and proactive work behaviour: A moderated mediation model including work engagement and job strain. Journal of Occupational and Organizational Psychology, 89(3), 588–610. https://doi.org/10.1111/joop.12143
Shin, Y., & Kim, M.-J. (2015). Antecedents and Mediating Mechanisms of Proactive Behavior: Application of the Theory of Planned Behavior. Asia Pacific Journal of Management, 32(1), 289–310. https://doi.org/10.1007/s10490-014-9393-9
Sonnentag, S. (2003). Recovery, work engagement, and proactive behavior: A new look at the interface between nonwork and work. Journal of Applied Psychology, 88(3), 518–528. https://doi.org/10.1037/0021-9010.88.3.518
Strauss, K., Griffin, M. A., Parker, S. K., & Mason, C. M. (2015). Building and Sustaining Proactive Behaviors: The Role of Adaptivity and Job Satisfaction. Journal of Business and Psychology, 30(1), 63–72. https://doi.org/10.1007/s10869-013-9334-5
Tornau, K., & Frese, M. (2013). Construct Clean-Up in Proactivity Research: A Meta-Analysis on the Nomological Net of Work-Related Proactivity Concepts and their Incremental Validities. Applied Psychology, 62(1), 44–96. https://doi.org/10.1111/j.1464-0597.2012.00514.x
Vough, H. C., Bindl, U. K., & Parker, S. K. (2017). Proactivity routines: The role of social processes in how employees self-initiate change. Human Relations, 70(10), 1191–1216. https://doi.org/10.1177/0018726716686819
Wang, Z., Xu, S., Sun, Y., & Liu, Y. (2019). Transformational leadership and employee voice: an affective perspective. Frontiers of Business Research in China, 13(1), 2. https://doi.org/10.1186/s11782-019-0049-y
Weiss, H. M., & Cropanzano, R. (1996). Affective Events Theory: A Theoritical Discussion Of The Structure, Causes ANd Consequences Of Affective Experiences At Work. Research in Organizational Behavior, 18, 1–74.
Wu, C.-H., Parker, S. K., Wu, L.-Z., & Lee, C. (2018). When and Why People Engage in Different Forms of Proactive Behavior: Interactive Effects of Self-construals and Work Characteristics. Academy of Management Journal, 61(1), 293–323. https://doi.org/10.5465/amj.2013.1064
DOI: https://doi.org/10.61715/jmeb.v2i2.47
Refbacks
- There are currently no refbacks.
Copyright (c) 2024 Jurnal Manajemen Ekonomi dan Bisnis
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.