Studi Kontribusi Iklim Organisasi terhadap Perundungan di Tempat Kerja
Abstract
Abstract. This study aims to find out how much Organizational Climate contributes to Workplace Bullying. Organizational climate is defined as employees' perception of molar constructs which includes work organization, relationships, cooperation, awards, working hours and work-life balance, autonomy, innovation, participation, and attachment to work which can shape the identity and quality of an organization. Regarding bullying in the workplace, it is defined as harmful behavior in the work environment repeatedly, which includes various behaviors such as verbal violence, threats, exclusion, insults, giving sharp criticism, ridicule, missing opportunities, sarcasm, malicious behavior, information closure, and interference in personal affairs of members of the Bandung city satpol PP. The research method used is a quantitative method with a simple linear regression analysis technique, and with a cross-sectional non-manipulation research design. The subjects studied were staff (PNS & PHL) in the Bandung City Satpol PP office N = 125. The measuring tools used are the CLIOR Scale developed by Suarez et al. (2013), and the NAQ-R developed by Erwandi et., al. (2021). The results of the study show that the organizational climate contributes 69% to workplace bullying in Bandung City Satpol PP Members. This study shows that having a positive organizational climate will reduce the likelihood of bullying in the workplace.
Abstrak. Penelitian ini bertujuan untuk mengetahui seberapa besar kontribusi Iklim Organisasi terhadap Perundungan Di Tempat Kerja. Iklim organisasi didefinisikan sebagai persepsi pegawai tentang konstruk molar yang mencakup yaitu organisasi kerja, relasi, kerjasama, penghargaan, jam kerja dan keseimbangan kehidupan kerja, otonomi, inovasi, partisipasi, dan keterikatan terhadap pekerjaan yang dimana dapat membentuk identitas dan kualitas sebuah organisasi. Mengenai perundungan di tempat kerja didefinisikan sebagai perilaku yang merugikan di lingkungan kerja secara berulang, yang mencakup berbagai perilaku seperti kekerasan verbal, ancaman, pengucilan, penghinaan, pemberian kritik yang tajam, ejekan, penghilangan peluang, sindiran, perilaku jahat, penutupan informasi, dan campur tangan dalam urusan pribadi pada anggota satpol pp kota Bandung. Metode penelitian yang digunakan adalah metode kuantitatif dengan teknik analisis regresi linear sederhana, dan dengan desain penelitian cross-sectional non-manipulation. Subjek yang diteliti adalah staf (PNS & PHL) yang ada di kantor Satpol PP Kota Bandung N = 125. Alat ukur yang digunakan yaitu CLIOR Scale yang dikembangkan oleh Suarez et al. (2013), dan NAQ-R yang di kembangkan oleh Erwandi et., al. (2021). Hasil penelitian menunjukkan bahwa iklim organisasi memberikan kontribusi sebesar 69% terhadap perundungan di tempat kerja pada Anggota Satpol PP Kota Bandung. Penelitian ini menunjukkan bahwa dengan memiliki iklim organisasi yang positif maka akan mengurangi kemungkinan terjadinya perundungan di tempat kerja.
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