Mengungkap Dampak Melemahkan Ambiguitas Peran pada Hubungan Antara Budaya Organisasi dan Kinerja Karyawan Melalui Kepuasan Kerja
DOI:
https://doi.org/10.38035/jimt.v7i4.8117Keywords:
Budaya Organisasi, Kepuasan Kerja, Kinerja Karyawan, Ambiguitas PeranAbstract
Penelitian ini mengkaji pengaruh budaya organisasi terhadap kinerja karyawan dengan kepuasan kerja sebagai variabel mediasi dan ambiguitas peran sebagai variabel moderasi pada PT Haleyora Powerindo. Sebagai anak perusahaan PT PLN (Persero) yang bergerak di bidang jasa pemeliharaan transmisi dan distribusi listrik, perusahaan menghadapi fluktuasi jumlah keluhan layanan yang belum terselesaikan dari tahun 2020 hingga 2024, yang menunjukkan adanya inkonsistensi kinerja. Berdasarkan teori Job Demands–Resources dan literatur perilaku organisasi, penelitian ini menggunakan pendekatan kuantitatif dengan metode PLS-SEM untuk menganalisis data dari 155 karyawan. Hasil penelitian menunjukkan bahwa budaya organisasi secara signifikan meningkatkan kepuasan kerja, dan kepuasan kerja secara signifikan meningkatkan kinerja karyawan. Ambiguitas peran terbukti memiliki efek moderasi yang signifikan dengan melemahkan pengaruh budaya organisasi dan kepuasan kerja terhadap kinerja karyawan ketika tingkat ambiguitas tinggi. Selain itu, kepuasan kerja terbukti memediasi secara parsial hubungan antara budaya organisasi dan kinerja karyawan. Kebaruan penelitian ini terletak pada integrasi mekanisme mediasi dan moderasi dalam konteks layanan pemeliharaan utilitas publik, sehingga memberikan implikasi praktis bagi perusahaan milik negara yang berorientasi pada layanan
References
Acker, G. M. (2004). The effect of organizational conditions (role conflict, role ambiguity, opportunities for professional development, and social support) on job satisfaction and intention to leave among social workers in mental health care. Community Mental Health Journal, 40, 65–73.
Alfianto, D., & Nadhor, R. A. (2024). Impact of organizational culture on employee performance with job satisfaction mediation study at the State Treasury Service Office (KPPN) Scope of the East Java Region. International Journal of Business, Economics and Social Sciences, 11, 26–35. https://doi.org/10.11594/ijbiess.v11p26-35
Andersen, D. R., Andersen, L. P., Gadegaard, C. A., Høgh, A., Prieur, A., & Lund, T. (2017). Burnout among Danish prison personnel: A question of quantitative and emotional demands. Scandinavian Journal of Public Health, 45(8), 824–830.
Bakker, A. B., & Demerouti, E. (2017). Job demands–resources theory: Taking stock and looking forward. Journal of Occupational Health Psychology, 22(3), 273–285.
Bakker, A. B., & Demerouti, E. (2018). Multiple levels in job demands-resources theory: Implications for employee well-being and performance. In E. Diener, S. Oishi, & L. Tay (Eds.), Handbook of well-being (pp. 1–13). Noba Scholar.
Bowling, N. A., Khazon, S., Alarcon, G. M., Blackmore, C. E., Bragg, C. B., Hoepf, M. R., & Li, H. (2017). Building better measures of role ambiguity and role conflict: The validation of new role stressor scales. Work & Stress, 31(1), 1–23.
Cengiz, A., Yoder, L. H., & Danesh, V. (2021). A concept analysis of role ambiguity experienced by hospital nurses providing bedside nursing care. Nursing & Health Sciences, 23(4), 807–817.
Chen, M.-F., Lin, C. P., & Lien, G. Y. (2011). Modelling job stress as a mediating role in predicting turnover intention. Service Industries Journal, 31(8), 1327–1345.
De Clercq, D., & Belausteguigoitia, I. (2017). Reducing the harmful effect of role ambiguity on turnover intentions: The roles of innovation propensity, goodwill trust, and procedural justice. Personnel Review, 46(6), 1046–1069.
Deng, D., Xu, G., & Qin, C. (2023). Influence of employees’ perception of digital transformation meaning on work engagement and well-being. Social Behavior and Personality, 51(5), e12623.
Geisler, M., Berthelsen, H., & Hakanen, J. J. (2019). No job demand is an island—Interaction effects between emotional demands and other types of job demands. Frontiers in Psychology, 10, 873.
Hair, J. F., Jr., Howard, M. C., & Nitzl, C. (2020). Assessing measurement model quality in PLS-SEM using confirmatory composite analysis. Journal of Business Research, 109, 101–110.
Hair, J. F., Jr., Hult, G. T. M., Ringle, C. M., & Sarstedt, M. (2017). A primer on partial least squares structural equation modeling (PLS-SEM) (2nd ed.). Sage.
Hair, J. F., Jr., Hult, G. T. M., Ringle, C. M., Sarstedt, M., Danks, N. P., & Ray, S. (2021). Partial least squares structural equation modeling (PLS-SEM) using R: A workbook. Springer.
Henseler, J., Ringle, C. M., & Sarstedt, M. (2015). A new criterion for assessing discriminant validity in variance-based structural equation modeling. Journal of the Academy of Marketing Science, 43, 115–135.
Harter, J. K., Schmidt, F. L., & Hayes, T. L. (2002). Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: A meta-analysis. Journal of Applied Psychology, 87(2), 268–279.
Ibrahim, R., & Olaleye, B. R. (2025). Relationship between workplace ostracism and job productivity: The mediating effect of emotional exhaustion and lack of motivation. Asia-Pacific Journal of Business Administration, 17(1), 190–211.
Jaiswal, A., Sengupta, S., Panda, M., Hati, L., Prikshat, V., Patel, P., & Mohyuddin, S. (2022). Teleworking: Role of psychological well-being and technostress in the relationship between trust in management and employee performance. International Journal of Manpower, 45(1), 49–71.
Kalkman, B. (2018). Concept analysis: Role ambiguity in senior nursing students. Nursing Forum, 53(2), 232–240.
Kim, B.-J., Chang, Y. C., & Kim, T. (2023). Translating corporate social responsibility into financial performance: Exploring roles of work engagement and strategic coherence. Corporate Social Responsibility and Environmental Management, 30(4), 1987–2002.
Lee, Y., & Eissenstat, S. J. (2018). A longitudinal examination of the causes and effects of burnout based on the job demands-resources model. International Journal for Educational and Vocational Guidance, 18, 337–354.
Legood, A., van der Werff, L., Lee, A., & Den Hartog, D. (2020). A meta-analysis of the role of trust in the leadership-performance relationship. European Journal of Work and Organizational Psychology, 30(1), 1–22.
Martini, M. (2024). The impact of job ambiguity and work stress as intervening variable on turnover intention among employees. Value Added: Majalah Ekonomi dan Bisnis, 20(2), 52–61.
Mayer, R. C., & Davis, J. H. (1999). The effect of the performance appraisal system on trust for management: A field quasi-experiment. Journal of Applied Psychology, 84(1), 123–136.
Mayer, R. C., Davis, J. H., & Schoorman, F. D. (1995). An integrative model of organizational trust. Academy of Management Review, 20(3), 709–734.
Mehendale, S., & Hande, A. B. (2025). A study concerning the impact of the organizational culture on employee performance: A literature review. Indian Scientific Journal of Research in Engineering and Management.
Mwakyusa, J. R., & Mcharo, E. W. (2024). Role ambiguity and role conflict effects on employees’ emotional exhaustion in healthcare services in Tanzania. Cogent Business & Management, 11(1), 2326237.
Neuber, L., Englitz, C., Schulte, N., Forthmann, B., & Holling, H. (2021). How work engagement relates to performance and absenteeism: A meta-analysis. European Journal of Work and Organizational Psychology, 31(2), 292–309.
Ridjal, S., & Muhammadin, A. (2023). Role ambiguity and work environment on turnover intention with work stress as moderation: Case study at Bank Rakyat Indonesia. International Journal of Scientific Research and Management, 11(06), 4967–4976.
Rizzo, J. R., House, R. J., & Lirtzman, S. I. (1970). Role conflict and ambiguity in complex organizations. Administrative Science Quarterly, 15, 150–163.
Schaufeli, W. B., & Bakker, A. B. (2004). Job demands, job resources, and their relationship with burnout and engagement. Journal of Organizational Behavior, 25(3), 293–315.
Schaufeli, W. B., & Taris, T. W. (2014). A critical review of the job demands-resources model. In G. F. Bauer & O. Hämmig (Eds.), Bridging occupational, organizational and public health (pp. 43–68). Springer.
Wahyudi, I., Switri, D., & Suswati, E. (2023). Kajian motivasi kerja dan budaya organisasi terhadap kepuasan kerja serta dampaknya pada kinerja. Jurnal Ekonomi dan Manajemen, 24(3).
Winarno, A., Prasetio, A. P., Luturlean, B. S., & Wardhani, S. K. (2022). The link between perceived human resource practices, perceived organisational support and employee engagement. SA Journal of Human Resource Management, 20, a1802.
Wong, Y. W., & Wong, Y. T. (2017). The effects of perceived organisational support and affective commitment on turnover intention. Journal of Chinese Human Resource Management, 8(1), 2–21.
Yousaf, A., Sanders, K., & Abbas, Q. (2015). Organizational/occupational commitment and turnover intentions. Personnel Review, 44(4), 470–491.
Zhang, H., Wu, C., Yan, J., Liu, J., Wang, P., Hu, M., Liu, F., Qu, H., & Lang, H. (2023). The relationship between role ambiguity, emotional exhaustion and work alienation among nurses. BMC Psychiatry, 23(1), 516.
Zhou, Q., Martinez, L. F., Ferreira, A. I., & Rodrigues, P. (2016). Supervisor support, role ambiguity and productivity associated with presenteeism. Journal of Business Research, 69(9), 3380–3387.
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2026 Hadi Nugraha, Hariandy Hasbi
This work is licensed under a Creative Commons Attribution 4.0 International License.
Penulis yang mempublikasikan manuskripnya di jurnal ini menyetujui ketentuan berikut:
- Hak cipta pada setiap artikel adalah milik penulis.
- Penulis mengakui bahwaJurnal Ilmu Manajemen Terapan (JIMT) berhak menjadi yang pertama menerbitkan dengan lisensi Creative Commons Attribution 4.0 International (Attribution 4.0 International CC BY 4.0) .
- Penulis dapat mengirimkan artikel secara terpisah, mengatur distribusi non-eksklusif manuskrip yang telah diterbitkan dalam jurnal ini ke versi lain (misalnya, dikirim ke repositori institusi penulis, publikasi ke dalam buku, dll.), dengan mengakui bahwa manuskrip telah diterbitkan pertama kali di Jurnal Ilmu Manajemen Terapan (JIMT).
