Faktor Social Support Colleagues Paling Berpengaruh Terhadap Job Performance Karyawan Perbankan

Siti Lolita Sari, Dita Oki Berliyanti, Wiwik Robiatul Adawiyah

Abstract


This study aims to analyze the effect of Job Involment, Social support colleagues, Job related anxiety on Job Performance. Job Involment is a normative belief about the value of work in the life of an incumbent and this state of attitude is the result of previous cultural and socialization activities. Social support from colleagues can include instrumental assistance to complete work tasks, it can also be a type of emotional support to prevent the health consequences of stressful work experiences. Job related anxiety describes the tension that employees experience in carrying out their work duties because employees worry about organizational functions and their ability to meet superiors' expectations. Job Performance is As a behavioral skill that employees use to perform various aspects of their job. a role that directly or indirectly contributes to the goals of the company. This type of research is a quantitative method. The sampling method used is convenience sampling with 245 employees of PT Bank Mandiri Tbk (Persero) in the big rice fields of central Jakarta. Data analysis techniques in this study used instrument testing techniques with validity and reliability. Validity relates to the accuracy of the instrument in measuring the variables to be studied, while reliability relates to the consistency, accuracy, and predictability of a measuring instrument. and there is a hypothesis test carried out using the multiple linear regression method with the SPSS version 21 program. Hypothesis testing is carried out by comparing the p-value or level of significance (alpha) of 0.05. The results of this study indicate that Job Involment, Social support colleagues, Job related anxiety have a positive effect on Job Performance. The managerial implication in this research is that it is expected that leaders in organizations implement social support colleagues, so that employees become more comfortabel at work. The company is expected to be able to foster good relationships with employees so that Job related anxiety employees feel that their work has become a definite responsibility. Good relationships from superiors and subordinates will create effective work so Job Involvement is very important for workers.


Keywords


Job Involvement; Job Performance; Job Related Anxiety; Social Support Colleagues;

Full Text:

PDF

References


Ali, Z., & Mehreen, A. (2020). An empirical investigation of predicting employee performance through succession planning: The job demands and resources perspective. Evidence-Based HRM, 8(1), 79–91. https://doi.org/10.1108/EBHRM-11-2018-0069

Arora, P., & Suri, D. (2020). Redefining, relooking, redesigning, and reincorporating HRD in the post Covid 19 context and thereafter. Human Resource Development International, 23(4), 438–451. https://doi.org/10.1080/13678868.2020.1780077

Bakker, A. B., Demerouti, E., & Sanz-Vergel, A. I. (2014). Burnout and Work Engagement: The JDR Approach. Annual Review of Organizational Psychology and Organizational Behavior, 1(July), 389–411. https://doi.org/10.1146/annurev-orgpsych-031413-091235

Bjaalid, G., Olsen, E., Melberg, K., & Mikkelsen, A. (2020). Institutional stress and job performance among hospital employees. International Journal of Organizational Analysis, 28(2), 365–382. https://doi.org/10.1108/IJOA-10-2018-1560

Bougie, S. (2016). Research Methods for Business. In Education + Training (Vol. 49, Issue 4). https://doi.org/10.1108/et.2007.49.4.336.2

Chiu, W., Won, D., & Bae, J. sup. (2020). Internal marketing, organizational commitment, and job performance in sport and leisure services. Sport, Business and Management: An International Journal, 10(2), 105–123. https://doi.org/10.1108/SBM-09-2018-0066

Choi, Y., & Choi, J. W. (2021). A study of job involvement prediction using machine learning technique. International Journal of Organizational Analysis, 29(3), 788–800. https://doi.org/10.1108/IJOA-05-2020-2222

De Clercq, D., Azeem, M. U., & Haq, I. U. (2020). But they promised! How psychological contracts influence the impact of felt violations on job-related anxiety and performance. Personnel Review, 50(2), 648–666. https://doi.org/10.1108/PR-07-2019-0388

DeCotiis, P. &. (1983). Theories of team cognition: Cross-disciplinary perspectives. Theories of Team Cognition: Cross-Disciplinary Perspectives, 177, 1–638. https://doi.org/10.4324/9780203813140

Hackman, J. R., & Oldham, G. R. (1975). Development of the Job Diagnostic Survey. Journal of Applied Psychology, 60(2), 159–170. https://doi.org/10.1037/h0076546

Hair, J. (2019). Multivariate Data Analysis.pdf: Vol. 8 edition (p. 758).

Haq, I. U., Azeem, M. U., & Clercq, D. de. (2017). Self-efficacy to spur job performance: Roles of job-related anxiety and perceived workplace incivility. Management Decision, 56(4), 891–907. https://doi.org/10.1108/MD-03-2017-0187

Henderson, M., & Argyle, M. (1985). Social support by four categories of work colleagues: Relationships between activities, stress and satisfaction. Journal of Organizational Behavior, 6(3), 229–239. https://doi.org/10.1002/job.4030060306

Hobfoll, S. E. (2001). The influence of culture, community, and the nested-self in the stress process: Advancing conservation of resources theory. Applied Psychology, 50(3), 337–421. https://doi.org/10.1111/1464-0597.00062

Johari, J., & Yahya, K. K. (2016). Job characteristics, work involvement, and job performance of public servants. European Journal of Training and Development, 40(7), 554–575. https://doi.org/10.1108/EJTD-07-2015-0051

Ju, D., Yao, J., & Ma, L. (2020). Person–job fit and job involvement: the curvilinear effect and the moderating role of goal orientation. Journal of Managerial Psychology, 36(5), 433–446. https://doi.org/10.1108/JMP-02-2020-0095

Kanungo, R. N. (1982). Measurement of job and work involvement. Journal of Applied Psychology, 67(3), 341–349. https://doi.org/10.1037/0021-9010.67.3.341

Koopmans, L., Bernaards, C. M., Hildebrandt, V. H., De Vet, H. C. W., & Van Der Beek, A. J. (2014). Measuring individual work performance: Identifying and selecting indicators. Work, 48(2), 229–238. https://doi.org/10.3233/WOR-131659

Leroy, H., Segers, J., van Dierendonck, D., & den Hartog, D. (2018). Managing people in organizations: Integrating the study of HRM and leadership. Human Resource Management Review, 28(3), 249–257. https://doi.org/10.1016/j.hrmr.2018.02.002

Matagi, L., Baguma, P., & Baluku, M. M. (2022). Age, job involvement and job satisfaction as predictors of job performance among local government employees in Uganda. Journal of Organizational Effectiveness, 9(3), 489–505. https://doi.org/10.1108/JOEPP-06-2020-0099

Peters, P., Poutsma, E., Heijden, B. I. J. M. van der, Bakker, A. B., & Bruijn, T. de. (2014). Enjoying New Ways to Work: An HRM-Process Approach to Study Flow. Human Resource Management, 53(2), 271–290. https://doi.org/10.1002/hrm

Rotenberry, P. F., & Moberg, P. J. (2007). Assessing the impact of job involvement on performance. Management Research News, 30(3), 203–215. https://doi.org/10.1108/01409170710733278

Strohmeier, S. (2020). Digital human resource management: A conceptual clarification. German Journal of Human Resource Management, 34(3), 345–365. https://doi.org/10.1177/2397002220921131

Sugiyono. (2013). Pdf-Buku-Metode-Penelitian-Sugiyono_Compress.Pdf (p. 62).

Sugiyono, D. (2017). Metode Penelitian Kuantitatif, Kualitatif, dan Tindakan.

Venith Vijay, M., & Indradevi, R. (2015). A study on job enrichment and individual performance among faculties with special reference to a private university. Mediterranean Journal of Social Sciences, 6(1), 252–260. https://doi.org/10.5901/mjss.2015.v6n1p252

Wicaksono, W., Suyatin, S., Sunarsi, D., Affandi, A., & Herling, H. (2021). Pengaruh Pelatihan, Motivasi Dan Budaya Organisasi Terhadap Kinerja Karyawan Pada PT Bank Mandiri, Tbk Di Jakarta. JENIUS (Jurnal Ilmiah Manajemen Sumber Daya Manusia), 5(1), 220. https://doi.org/10.32493/jjsdm.v5i1.13156

Yunus, S., & Mostafa, A. M. S. (2022). Flexible working practices and job-related anxiety: Examining the roles of trust in management and job autonomy. Economic and Industrial Democracy, 43(3), 1340–1368. https://doi.org/10.1177/0143831X21995259




DOI: http://dx.doi.org/10.33087/jmas.v8i1.862

Refbacks

  • There are currently no refbacks.


Creative Commons License
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.

J-MAS (Jurnal Manajemen dan Sains) Published by Master of Management Program, Faculty of Economics, Batanghari University
Adress: Fakultas Ekonomi, Jl.Slamet Ryadi, Broni-Jambi, Kec.Telanaipura, Kodepos: 36122, email: jmas.unbari@gmail.com

Creative Commons License This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.