PERANAN KEPUASAN KERJA SEBAGAI MEDIATOR DALAM HUBUNGAN ANTARA BUDAYA ORGANISASI DAN TINGKAH LAKU KEWARGAAN ORGANISASI DALAM KALANGAN ANGGOTA POLIS (The Role of Job Satisfaction as Mediator in the Relationship between Organizational Culture and Organizational Citizenship Behavior among Malaysian Police Officers)

Muhamad Ariff Ibrahim, Wan Shahrazad Wan Sulaiman, Siti Fardaniah Abdul Aziz, Sarah Waheeda Muhammad Hafidz

Abstract


Tingkah laku kewargaan organisasi merupakan sikap yang penting dan perlu diamalkan oleh setiap pekerja dan berupaya menyumbang secara tidak langsung terhadap keberkesanan pengurusan dalam sesebuah organisasi. Kajian ini bertujuan menguji model budaya organisasi, kepuasan kerja dan tingkah laku kewargaan organisasi. Kajian ini juga bertujuan menguji kepuasan kerja sebagai mediator dalam hubungan di antara budaya organisasi dan tingkah laku kewargaan organisasi. Responden kajian terdiri daripada 282 orang anggota penguatkuasaan berpangkat Konstabel sehingga Sub Inspektor. Data dikumpul daripada 6 buah Ibu Pejabat Polis (IPD) di negeri Selangor menggunakan satu set soal selidik yang mengandungi skala budaya organisasi, skala tingkah laku kewargaan organisasi dan Minnesota Satisfaction Questionnaire (MSQ). Keputusan kajian menunjukkan indeks kesepadanan model yang baik dengan nilai CMIN/DF=3.045, CFI=0.96, TLI=0.94, and RMSEA=0.60. Manakala, keputusan analisis persamaan struktural (SEM) menunjukkan terdapat pengaruh budaya organisasi terhadap kepuasan kerja β=0.642, p<0.001; kepuasan kerja terhadap tingkah laku kewargaan organisasi β=0.818, p<0.001 dan tiada pengaruh langsung budaya organisasi terhadap tingkah laku kewargaan organisasi β=0.094, p>0.001. Seterusnya kepuasan kerja memainkan peranan sebagai mediator dalam hubungan di antara budaya organisasi dengan pengamalan tingkah laku kewargaan organisasi anggota polis. Implikasi kajian mencadangkan bahawa budaya organisasi dan kepuasan kerja pekerja merupakan faktor penting dalam mewujudkan tingkah laku kewargaan organisasi dalam kalangan pekerja.

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Organizational citizenship behavior is an important attitude and should be practiced by each employee and this will indirectly contribute to the management effectiveness in organization. This study aimed to test the model of organizational culture, job satisfaction and organizational citizenship behavior. This study also aimed to test the role of job satisfaction as the mediator in relationship between organizational culture and organizational citizenship behavior. The respondents involved 282 enforcement police officers ranking from Constable to Sub Inspector. Data were collected from 6 Police Headquarters (HQ) in Selangor using a set of questionnaires which contained organizational culture scale, organizational citizenship behavior scale and Minnesota Satisfaction Questionnaire (MSQ). Results from the model showed satisfactory goodness of fit indices with CMIN/DF=3.045, CFI=0.96, TLI=0.94 and RMSEA=0.60. Results of the structural equation modeling (SEM) showed significant effect of organizational culture on job satisfaction with β=0.642, p<0.001; job satisfaction on organizational citizenship behavior with β=0.818, p<0.001 and no significant effect of organizational culture on organizational citizenship behavior with β=0.094, p>0.001. In addition, job satisfaction significantly mediated the relationship between organizational culture and organizational citizenship behavior. Implication of this research suggested that organizational culture and job satisfaction were important factors in the practise of organizational citizenship behavior among employees. 


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