PERAN LMX & POS TERHADAP OCB YANG DIMEDIASI OLEH CO

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Sedikit riset yang telah dilaksanakan dalam meneliti prilaku positif yang bukan bagian dari spesifik pekerjaan dan tidak dihargai secara formal oleh organisasi atau dikenal dengan istilah organizational citizenship behavior yang disingkat OCB. Meskipun beberapa peneliti telah memberikan perhatian terhadap OCB (ef. Organ, 1988a & 1997; George & Brief, 1992; Borman & Motowidlo, 1993; Padsakoff et al., 1997; Koys, 2001; Ehnhart et al., 2006; Deborah eyt al., 2007; Cropanzano & Rupp, in press).

Namun, sedikit yang telah diketahui bagaimana OCB dipengaruhi leader member exchange (Liden & Grain, 1980; Eisenberger et al., 1986), perceived organization support (Eisenberger et al., 1986; Shore & Shore, 1995), dan organizational commitment (Allen & Meyer, 1990).

Prilaku kewargaan yang positif adalah kontribusi untuk efektivitas organisasi, menigkatkan konteks sosial dan psikologi serta mendukung kinerja tugas (Borman & Motowidlo, 1993; Deborah et al., 2007), prilaku organisasi yang prososial (Brief & Motowidlo, 1993), spontanitas untuk organisasi (George & Brief, 1992) dan merupakan sebagai perlakuan variabel dependen pada tingkat analisis (Padsakoff et al., 1997; Ehnhart et al., 2006; Koys, 2001).

Lebih lanjut, OCB telah mengalami perkembangan. Hasilnya, pustaka mengenai OCB semakin banyak, tetapi sedikit sekali ditemukan pengaruh dan hubungan dari leader member exchange, perceived organization support dan organizational commitment terhadap OCB.

Konteks dari leader–member exchange (LMX) menurut pendapat para ahli mengatakan, konteks ini telah luas dipelajari, berubah-ubah atau berasumsi tetap (Roberts et al., 1978; Liden & Graen, 1980; Liden et al., 1997; Liden & Maslyn, 1998; Johns, 2001; Dejun & Olin, in press). Bagaimanapun juga itu adalah masalah LMX, sejak LMX itu ada dalam konteks (Rousseau & Schalk, 2000; Thomas & Au, 2002).

Teori LMX adalah hubungan yang berkaitan antara sifat pemimpin dan anggota, bentuk dalil dasar teori ini adalah hubungan antara pemimpin dan karyawan yang terlibat dalam proses-proses perundingan bersama dan akhirnya mereka telah menentukan peran yang harus diisi oleh masing-masing pihak dan terus berhubungan antara satu dengan yang lainnya (Dansereau et al., 1975; Graen & Cashman, 1975; Truckenbordt, in press).

Hubungan ini pada gilirannya ke depan akan berpengaruh terhadap berbagai faktor-faktor penting untuk individu dan organisasi (misalnya, komitmen tujuan karyawan, komitmen organisasi, kinerja karyawan dan lain-lain (Gerstner & Day, 1998; Klein & Kim, 1998; Nystrom, 1990).

Karyawan yang merasa didukung dan dihargai oleh organisasi atau perceived organizational support, mereka secara aktif akan mengejar tujuan-tujuan organisasi dan menampilkan perilaku kerja produktif seperti peningkatan keterlibatan pekerjaan (Eisenberger et al., 1990 & 2001; Pack, 2005; Tsui,  et al., 1997), mengurangi absensi (Eisenberger et al., 1986), peningkatan perilaku kewargaan organisasi  (Shore & Wayne, 1993; Wayne et al., 2002; Witt, 1991) dan akan memiliki tingkat lebih rendah untuk pengunduran diri (Allen  et al., 2003; Eisenberger et al., 2002;  Guzzo et al., 1994; Rhoades et a., 2001; Wayne  et al., 1997).

Dukungan bagi karyawan adalah salah satu cara organisasi menimbulkan kinerja yang optimal, ketika karyawan merasa didukung oleh organisasi mereka, mereka akan kembali mendukung dengan perilaku yang diinginkan oleh organisasi (Eisenberger,  et al., 1986).

Selain bermanfaat langsung kepada organisasi, karyawan yang merasa didukung oleh organisasi terbukti meningkatkan komitmen organisasi (Eisenberger et al., 1990; Guzzo et al., 1994; Rhoades et al., 2001; Settoon et al., 1996; Shore & Tetrick, 1991; Shore & Wayne, 1993).

Banyak definisi dari komitmen organisasi atau organizational commitment yang ditemukan dalam literatur, komitmen organisasi sebagai multidimensi alamiah, melibatkan sebuah kesetiaan para karyawan untuk organisasi, tanggap untuk mengusahakan usaha atas nama organisasi, mencapai tujuan dengan nilai yang sesuai dengan organisasi serta keinginan untuk memelihara para karyawan (Bateman and Strasser, 1984; La-Mastro, in press),  

Komitmen organisasi sebagai keadaan evolusi yang positif dari organisasi untuk mencapai tujuan organisasi (Sheldon, 1971) dan merupakan keadaan kontrak antara individu dan organisasi (Buchanan, 1974).

Perumusan Masalah

Penelitian terdahulu menunjukan leader member exhcange berpengaruh signifikan terhadap OCB (Asgari, 2008; Chen, 2007; Matersen, in press), dan ada yang tidak signifikan (Moideenkutty, 2005). Perceived organization support berhubungan positif dan berpengaruh signifikan terhadap OCB (Masterson et al,. 2000; Eisenberger, 1990; Lamastro, 1990; Asgari, 2008; Wie Liu, 2004; Armeli, et al., 1990).

 Korelasi antara organizational commitment dan OCB berpengaruh sangat signifikan (Chen, 2009; Foote, 2008; Ellen, 2001), berhubungan positif (Gemmiti, 2007) dan mendukung hubungan antara keadilan prosedural dan kepuasan (Moorman, 2005) serta menjadi perantara dalam hubungan antara kepemimpinan dan OCB (Raul & Cardona, 2003).

Berdasarkan latar belakang ini, maksud riset ini adalah untuk menjawab pertanyaan riset: “ Bagaimana pengaruh leader member exchange dan perceived organization support terhadap ogarnizational citizenship behavior yang dimediasi oleh commitment organizational?”.

Riset ini berupaya untuk mengenali tahapan utama dari proses OCB dan mengkaitkanya dengan keterlibatan leader member exchange dan perceived organization support yang dimediasi oleh commitment organizational  terhadap ogarnizational citizenship behavior. Temuan-temuan dari riset ini diharpakan dapat membantu para praktisi dalam mengembangkan OCB.

Secara akademik, tulisan ini berguna sebagai sumbangan referensi bagi peneliti lainya terutama yang berkompeten dalam bidang kajian Manajemen Sumber Daya Manusia. Dan secara praktisi, tulisan ini merupakan masukan bagi pra praktisi dalam merumuskan kebijakan bersifat strategis maupun operasional dan juga sebagai bahan pertimbangan untuk mengambil keputusan yang berkaitan dengan pengembangan sumber daya manusia.

Tulisan ini memiliki tiga bagian. Pertama, latar belakang yang ada pada halaman ini. Kedua, menelaah pustaka yang berhubungan dengan OCB dan keterkaitan dimensi serta variabelnya. Dan ketiga, metodologi riset yang disajikan dengan  teknik analisis data menggunakan SEM (Structural Equation Model).

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