MODAL PSIKOLOGIS SEBAGAI MEDIATOR PERCEIVED ORGANIZATIONAL SUPPORT TERHADAP KOMITMEN PERUBAHAN PADA LEMBAGA PEMASYARAKATAN DI DAERAH ISTIMEWA YOGYAKARTA
| Main Author: | DEVI FELINA CAROLIN, NIM. 12710013 |
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| Format: | Thesis NonPeerReviewed Book |
| Bahasa: | eng |
| Terbitan: |
, 2017
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| Subjects: | |
| Online Access: |
http://digilib.uin-suka.ac.id/27806/2/12710013_BAB-I_IV-atau-V_DAFTAR-PUSTAKA.pdf http://digilib.uin-suka.ac.id/27806/1/12710013_BAB-II_sampai_SEBELUM-BAB-TERAKHIR.pdf http://digilib.uin-suka.ac.id/27806/ |
Daftar Isi:
- The puspose of this research was to determine the contribution of perceived organizational support toward commitment to change through the mediating of psychological capital. Participants were 169 (N=169) employee of correctional institution in Daerah Istimewa Yogyakarta. Random sampling was use as the sampling technique. Instrument of data collection in this study was use a scale of perceived organizational support, a scale ofcommitment to change and a scale of psychological capital. The methode of data analysis using a path analysis and bootstraping technique. The result of path analysis indicate that the dirrect efect of perceived organizational support toward commitment to change 0.384 with significance level p=0.000(p0.05) and dirrect effect of psychological capital toward commitment to change 0.020 with significance level p=0.000(p0.0), and indirect effect was not significance (p2-0.040 x p3 0.020=-0.0008) with significance level p=0.000(p0.05), and therefore total effect is direct effect that is added to indirect effect of 0.384 + (-0.0008)=0.383(38.3%) with significance level p=0.000(p0.05). that means that mayor hypotheses contribution of perceived organizational support toward commitment to change through the mediating of psychological capital was not accepted. Furthermore there are 61.7% of the commitment to change are affected by another variable besides perceived organizational support and psychological capital.