PENGARUH KEADILAN ORGANISASIONAL PADA PERILAKU KERJA KONTRAPRODUKTIF DENGAN KEPEMIMPINAN TRANSFORMASIONAL SEBAGAI VARIABEL PEMODERASI
| Main Authors: | , DIAN PUSPITA NOVRIANTI, , Dr. Budi Santoso, M.Bus. |
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| Format: | Thesis NonPeerReviewed |
| Terbitan: |
[Yogyakarta] : Universitas Gadjah Mada
, 2014
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| Subjects: | |
| Online Access: |
https://repository.ugm.ac.id/134191/ http://etd.ugm.ac.id/index.php?mod=penelitian_detail&sub=PenelitianDetail&act=view&typ=html&buku_id=75229 |
Daftar Isi:
- This study developed a research framework to understand the counterproductive work behavior using social exchange theory at the individual level and self-reported rating. This study aimed to examine the effect of organizational justice which consists of procedural justice and interactional justice on counterproductive work behavior with transformational leadership as a moderating variable. Data were collected from a total of 337 respondents were obtained from regional civil servants who work in a number of government agencies at the local government of Yogyakarta Province. From the results of data collection, researchers conducted data analysis using regression models moderating through hierarchical regression analysis. The results showed that procedural justice and interactional justice has a negative and significant effect on both dimensions of counterproductive work behavior that is counterproductive work behaviors directed at the organization and counterproductive work behaviors directed at superordinate. From the results of this study can be reported that procedural justice has a stronger negative effect on counterproductive work behaviors directed at the organization, and interactional justice has a stronger negative effect on counterproductive work behaviors directed at superordinate. In addition, the results of this study also showed that in general transformational leadership has a moderating role in moderating the negative effect of organizational justice on counterproductive work behavior. From the results of this study can be reported that the negative effect of procedural justice on both dimensions of counterproductive work behavior, and the negative effect of interactional justice on the dimensions of counterproductive work behaviors directed at the organization will be stronger when high transformational leadership. Of all the hypothesis proposed in this study, seven hypotheses are supported and one hypothesis was not supported. Each of these hypotheses will be discussed in detail in the discussion section of this thesis.