HUBUNGAN ANTARA KOMUNIKASI DALAM ORGANISASI DENGAN KEPUASAN KERJA, PRESTASI KERJA DAN KOMITMEN KERJA
Abstract
ABSTRACT
This study aims to identify the communication relationship in organization (upward communication, horizontal communication and downward communication) with job satisfaction, work performance and commitments to organization among the employees. This study design is shaped as a field research. The subject of this study consists of 155 employees from one of the Public Higher Learning Institution. The research tool consists of four psychometric measuring instruments, namely communication process measuring instrument, Minnesota Satisfaction Questionnaire (MSQ), Organizational Commitment Questionnaire (OCQ) and a performance evaluation questionnaire. All four psychometric tool also been tested with credibility and validity aspects. The research results showed that, there is a positive relationship that is significant between all three communications types (communication to ats, horizontal communication and downward communication) with job satisfaction. The horizontal and downward communication types have a positive relationship that is significant with organizational commitment, but upward communications type is found not to have a relationship that is significant with organizational commitment. Findings also show that, the is no existing significant relationship with work performance. Job satisfaction also found to have positive relationship that is significant with work performance and also job satisfaction found to have positive relationship that is significant with organizational commitment.
ABSTRAK Â
Kajian ini bertujuan untuk melihat hubungan komunikasi dalam organisasi (komunikasi ke atas, komunikasi mendatar dan komunikasi ke bawah) dengan kepuasan kerja, prestasi kerja dan komitmen kepada organisasi di kalangan pekerja. Rekabentuk kajian ini adalah berbentuk kajian lapangan. Subjek kajian adalah terdiri daripada 155 orang kakitangan di salah sebuah Institusi Pengajian Tinggi Awam. Alat kajian terdiri daripada empat alat ukuran psikometrik iaitu alat ukuran proses komunikasi, Minnesota Satisfaction Questionaire (MSQ), Organizational Commitment Quetionaire (OCQ), dan soal selidik penilaian prestasi. Keempat-empat alat psikometrik ini juga telah diuji kebolehpercayaan dan kesahihannya. Hasil kajian menunjukkan bahawa terdapat hubungan positif yang signifikan di antara ketiga-tiga jenis komunikasi (komunikasi ke atas, komunikasi mendatar dan komunikasi ke bawah) dengan kepuasan kerja. Jenis komunikasi mendatar dan jenis komunikasi ke bawah mempunyai hubungan positif yang signifikan dengan komitmen organisasi tetapi jenis komunikasi ke atas didapati tidak mempunyai hubungan yang signifikan dengan komitmen organisasi. Dapatan juga menunjukkan tidak terdapat hubungan yang signifikan di antara ketiga-tiga jenis komunikasi (ke atas, mendatar dan ke bawah) dengan prestasi kerja. Kepuasan kerja juga didapati mempunyai hubungan positif yang signifikan dengan prestasi kerja dan juga kepuasan kerja didapati mempunyai hubungan positif yang signifikan dengan komitmen organisasi.
References
Adeline Chew Ling Ling (1998). Komunikasi dalam organisasi dan hubungannya dengan komitmen pekerja kepada organisasinya. Latihan Ilmiah Bangi: Universiti Kebangsaan Malaysia.
Alexander, E.R., Helms, M.M. & Wilkin, R.O. (1989). The relationship between supervisor communication and subordinate performance and satisfaction among professionals. Public Personnel Management 18(4) Winter: 415-429.
Anatol, K.W.E. Applbaum, R.L. & Koehler, J.W. (1981).Organizational Communications: Behavioral Perspective.Ed. Ke 2. New York: Holt, Rinehart & Wionston.
Argyle, M (1974). The Sosial Psychology of work, Suffolk. The Penguin Press.
Arifin Hj. Zainal. (1985). Pekerja dan pekerjaan. Pendekatan Psikologi Personel. Petaling Jaya. Penerbit Fajar Bakti Sdn. Bhd.
Armstrong, M. (1995). A Handbook of Personnel management Practice. ed ke-5. London: Kogan Page Limited.
Blum, N.L. & Naylor, J.C. (1968) Industrial psychology:Its Theoritical and Social Foundation. New York: Harper and Row.
Buchanan, B. (1974). Building organizational commitment: The Socialization of managers in work organizations. Administrative Science Quarterly 19: 533 546.
Curry, J.P., Wakefield, D.S., Price, J.L. & Mueller, C.W. (1986). On the Causal Ordering of Job Satisfaction & Organizational Commitment. Academy of Management Journal. Vol. 29:847-858.
Doll, R.E., dan Gunderson, E.K.E. (1969). Occupational group as a moderator of the job satisfaction-job performance relationship. Journal of Applied Psychology, 53, 353-361
Eisenberg, E.M., Miller, K.I. & Monge, P.R. (1983). Involvement in Communication Networks as a Preditor of Oeganizational Commitment. Human Communication Research. 10(2): 179-201.
Farace, R.V. & Mcdonald, D.(1974). New Directions in the Study of Organizational Communication. Personnel Psychology. 27:1-15.
Fatimah Wati Halim dan Iran Herman, (1997). Nilai kerja dan hubungannya dengan prestasi kerja dan kualiti kehidupan bekerja. Satu kajian perbandingan di antara sektor awam dan sektor swasta. Kertas Penyelidikan, Universiti Kebangsaan Malaysia.
Gaetner, K.N. & Nollen, S.D. (1989). Career Experiences, Perceptions of Employment Practices and Psychological Commitment to the Organization. Human Relations. 42(11): 975-991.
Gemmill, G. (1970). Managing upward communication. Personnel Journal.49:107-110.
Goldhaber, G.M. (1990). Komunikasi dalam organisasi. Kuala Lumpur. Dewan Bahasa dan Pustaka.
Halpin, E.E. & Weiner, B.J. (1974). The leader behavior and leadership of educational administration and aircraft’s commanders. Harvard Education Review. 25(1):18-32.
Harcot, J., Krizan, A.C. & Merrier, P. (1996). Business Communication. Ed. Ke 3. Ohio: South-Western Educational Publishing.
Harjit Singh a/l Gurbax Singh. (1993). Proses komunikasi dan hubungan dengan kepuasan kerja dan prestasi kerja. Latihan Ilmiah, Bangi: UKM.
Hoh Hee Mee. (1990). Hubungan di antara Komitmen Kepada Organisasi dengan Kualiti kehidupan Bekerja: Satu kajian ke atas pekerja bank. Latihan Ilmiah, Bangi: Universiti Kebangsaan Malaysia.
Indik, B.P; Georgopoulus, B.S. & seashore, S (1961). Superior Subordinate Relationship & Performance. Personnel Psychology 14; 357-374.
Izzo, J.B. (1993). The development and validation of a supervisory openness scale. Employee Reliefs. Management & Theory. Disertai Ph.D. Kentucky State, University Kent.
Jablin, F.M. (1979). Superior-subordinate Communication. The State of theory and research. Psychological Bullitin. 81(12):1096-1112.
Jain, H.C. (1973). Supervisory communication and performance in urban hospitals. Journal of Communication, 23: 103-117.
Jenkins, K.M. (1977). A study of the relationship between organizational communication and worker performance. Doctoral Dissertation. Arizona State of University. Dissertation Abstracts International 38: 6816A.
Julie Dominador C. Dausen (2004). Hubungan antara personaliti Motivasi dan Prestasi Kerja di kalangan Pegawai Tentera dan Pegawai Tadbir.
Katzell, R.A. Barret, R.S., and Parker, T.C. (1981). Job satisfaction, job performance and situational characteristics. Journal of Applied Psychology, 45, 65-72.
Katz, R. & Tushman, M.L. (1983). A Longitudinal Study of the Effects of Boundary Spanning Supervision on Turnover and Promotion in Research and Deverlopement. Academy of Management Journal. 26(3): 437-456.
Kreps, G.L. (1990). Organizational Communication: Theory and Practice. Ed. Ke 2. New York: Longman.
Lem Boon (1983). Hubungan di antara tekanan, kepuasan dan prestasi di kalangan pekerja-pekerja di sebuah syarikat pembalakan. Latihan Ilmiah Bangi, UKM.
Level. (1970). Foreman role conflict on experiment of contradiction in organizational goals. Industrial and labour Relation Reviews. 23: 541-552.
Locke E.A., (1976). The Nature And Causes of Job Satisfaction, dalam M.D. Dunnette (ed). Handbook of Industrial And Organizational Psychology. Chicago: Rand Mc Nally.
Locke, E.A. & Schilit, W.K. (1982). A Study of upward influencein organizations. Administrative Science Quarterly. 27:304-316.
Mathiew & Zajac (1990). Review and meta-analysis of antecedents, correlates and consequences of organizational commitment. Psychological Bulletin. 108(2):171-194.
Mottaz C.J., (1987). An analysis of the Relationship Between Work Satisfaction and Organizational Commitment. The Sociological Quarterly. 28(A) :PP. 512-558.
Mowday, R.T., Poeter, L.W. & Steers, R.M. (1982). Employee-Organization Linkages: The Psychology of Commitment, Absenteeism, and Turnover. New York: Academy Press.
Muchinsky, D.M. (1977). Organizational communication – Relationship to organizational climate and job satisfaction. Academy of Management Journal. 20:592-607.
Ng Lee Ching (2002). Komunikasi dalam Organisasi. Hubungannya dengan kepuasan Kerja dan Komitmen pekerja terhadap organisasi. Lathan Ilmiah Universiti Kebangsaan Malaysia.
Pace, R.W. & Faules, D.F. (1994).Organization Communication. Ed. Ke 3. Englewood Cliffs. New Jersey: Prentice-Hall.
Pincus, J.D. (1986). Communication satisfaction, job satisfaction and job performance. Human Communication Research.
Plunkett, E.A. (1982). A study of the relationship between supervisor-surbodinate communication and job satisfaction. Doctoral Dissertation. Geogia State University. Dissertation Abstracts International 43 (6) : 1747-A.
Porter, L.W. & Lawler, E.e. (1967). The effect of performsnce and occupational level. Personel Journal 52: 94-100.
Reilly, B.J. & DiAngelo, J.A. Jr. (1990). Communication: A Cultural system of meaning and value. Human Relations. 43(2): 129-140.
Robbins, S.P. (1993). Organizational behavior: concepts, controversies and application. New Jersey: Prentice-Hall.
Sanborn, G.C. (1961). An analytical study of oral communication. Pratices in a nationwide retail sale organizational. Disertai Ph.D. Purdue University. Lafayatte.
Schein, E. (1970). Organizational psychology.New Jersey : Prentice-Hall.
Seah Kwee Sen (1989). Pengaruh iklim organisasi ke atas kepuasan & prestasi kerja di kalangan jurujual perusahan terus. Latihan ilmiah Bangi: Universiti Kebangsaan Malaysia.
Sheldon, M.E. (1971). Investments and involvements as mechanisms produsing commitment to the organization. Administrative Science Quarterly 16:143-150.
Sigband N.B. (1974). What’s Happened to Employee Commitmnet? Personnel Journal. (Feb):131-135.
Strenski, J.B. (1970). two Way Communication-A Management Necessity. Personnel Journal. Jan:29-31.
Synder, R.A. & Morris, J.m. (1984). Organizational Communication & Performance. Journal of Applied Psychology, 69, 461-465.
Vroom, V.H. (1964). Work and Motivation. New York : John Willey And Sons.
Weiss, D.J., Dawis, R.V., England, G.W. & Lofquist, L.H. (1967). Manual for The Minnesota Satisfaction Questionnaire: The Minnesota Satisfaction Questionaire. dalam Luthans, F. 1992. Organizational Behavior. edisi ke-6. New York: McGraw-Hill.
