HUBUNGAN FLEKSIBILITAS KERJA TERHADAP KEPUASAN KERJA DENGAN LEADER-MEMBER EXCHANGE SEBAGAI MEDIASI

Authors

  • Tri Putri Indrawaty Program Magister Manajemen, Pascasarjana Universitas Lancang Kuning Pekanbaru

Abstract

This research was conducted at the Secretariat of the Riau Provincial Council with the aim of examining the role of leader member exchange in mediating the effect of work flexibility on job satisfaction. The sampling method used in this study was a systematic random sampling method, where the sampling was carried out according to the formula of Krejcie and Morgan 1970, with N 196, obtained S 127 people. Analysis of the research data using descriptive statistics and verification analysis, as an analytical tool used Structural Equational Model which is processed with SmartPLS2 Software. The results of the analysis prove that work flexibility has a significant positive effect on job satisfaction, leader-member exchange has a significant positive effect on job satisfaction, and leader-member exchange is stated to be able to mediate the effect of work flexibility on job satisfaction.

References

[1] Bakoti´c, Danica dan Ivana Bulog. 2021. Organizational Justice and Leadership Behavior Orientation as Predictors of Employees Job Satisfaction: Evidence from Croatia. Sustainability 2021, 13, 10569.https://doi.org/10.3390/su131910569
[2] Blair-Loy, M., & Wharton, A. S. (2002). Employees' Use of Work-Family Policies and the Workplace Social Context, 813.
[3] Cropanzano, R., & Mitchell, M. S. (2005). Social exchange theory: An Interdisciplinary review. Journal of Management, 31(6), 874–900.
[4] employmentmattersblog.com. (2014). National Study of Employers. Retrieved November 10, 2014
[5] Gajendran, R. S., & Harrison, D. A. (2007). The good, the bad, and the unknown about telecommuting: Meta-analysis of psychological mediators and individual consequences: JOURNAL OF APPLIED PSYCHOLOGY.
[6] Graen, G. B., & Uhl-Bien, M. (1995). Relationship-based approach to leadership: Development of leader-member exchange (LMX) theory of leadership over 25 years: Applying a multi-level multi-domain perspective. The leadership quarterly, 6(2), 219-247.
[7] Hofstede, G. H. (2001). Culture's consequences : comparing values, behaviors, institutions, and organizations across nations / Geert Hofstede: Thousand Oaks, Calif. : Sage Publications, c2001.
[8] Ma, Xuejiao. 2015. The effect mechanism of work flexibility on employee job satisfaction. Journal of Physics: Conference Series
[9] Masuda, A. D., Poelmans, S. A. Y., Allen, T. D., Spector, P. E., Lapierre, L. M., Cooper, C. L., Moreno-Velazquez, I. (2012). Flexible Work Arrangements Availability and their Relationship with Work-to-Family Conflict, Job Satisfaction, and Turnover Intentions: A Comparison of Three Country Clusters.
[10] Purcell, J. dan Hutchinson, S., (2007), ‘Front-line managers as agents in the HRM-performance casual chain: theory, analysis and evidence’, Human Resource Management Journal , 17 (1) 3-20
[11] Riggio, R. E. (2009). Introduction to Industiral/Organizational Psychology fifth editon. New Jersey: Pearson Education, Inc
[12] Wagner, S. H. (2017). Exploring the Structure of Job Satisfaction and Its Impact on the Satisfaction-Performance Relationship. Journal of Organizational Psychology, 17(4), 90–102.
[13] Yaghi, Nizar. 2016. Work Flexibility and Job Satisfaction: The Mediating Role of Employee Empowerment. Georgia State University. Business Administration Dissertations
[14] Yukl, G. (2015). Kepemimpinan dalam Organisasi: Edisi Ketujuh. Jakarta : Indeks

Downloads

Published

2022-12-04

Issue

Vol. 1 No. 1 (2022): Joint Seminar Pascasarjana IAIN Batusangkar dan Pascasarjana Universitas Lancang Kuning

Section

Articles

License

Authors who publish with this journal agree to the following terms:

  • Authors retain copyright and grant the journal right of first publication with the work simultaneously licensed under a Creative Commons Attribution License that allows others to share the work with an acknowledgement of the work's authorship and initial publication in this journal.
  • Authors are able to enter into separate, additional contractual arrangements for the non-exclusive distribution of the journal's published version of the work (e.g., post it to an institutional repository or publish it in a book), with an acknowledgement of its initial publication in this journal.
  • Authors are permitted and encouraged to post their work online (e.g., in institutional repositories or on their website) prior to and during the submission process, as it can lead to productive exchanges, as well as earlier and greater citation of published work.