HUBUNGAN ORGANIZATIONAL JUSTICE KEBIJAKAN PHK DAN EMOTIONAL LABOUR PEKERJA PT. YURO MUSTIKA
(1) Jurusan Psikologi, Fakultas Ilmu Pendidikan, Universitas Negeri Semarang
(2) Jurusan Psikologi, Fakultas Ilmu Pendidikan, Universitas Negeri Semarang
Abstract
Abstrak. Penelitian ini dilatar belakangi adanya kebijakan PHK yang diberlakukan oleh PT. Yuro Mustika perusahaan yang bergerak di bidang produksi boneka dan wig, adanya kebijakan PHK sebagai salah satu upaya untuk menangani krisis ekonomi yang terjadi. Adanya PHK membuat pekerja harus mengatur emosi yang keluar agar sesuai dengan tujuan organisasi atau disebut dengan emotional labour. Terjadinya emotional labour tidak terlepas dari lingkungan organisasi, kebijakan PHK yang diberlakukan menyebabkan persepsi pekerja apakah mereka diperlakukan secara adil dengan membandingkan proses yang dilakukan dengan hasil yang diberikan perusahaan desebut dengan organizational justice. Tujuan dari penelitian ini untuk menguji hubungan organizational justice kebijakan PHK dan emotional labour. Penelitian ini merupakan penelitian kuantitatif korelasional. Populasi penelitian ini adalah pekerja PT. Yuro Mustika. Jumlah sampel yang digunakan dalam penelitian sejumlah 108 pekerja produksi. Teknik sampling yang dipakai yaitu incidental sampling. Data penelitian dihimpun menggunakan skala organizational justice dan skala emotional labour. Skala emotional labour terdiri dari 22 item (α = 0,647). Skala organizational justice terdiri dari 31 item (α = 0,748). Metode analisis dalam penelitian ini menggunakan teknik korelasi Product Moment dengan hasil koefisien korelasi (rxy) sebesar 0,076 dan nilai signifikansi sebesar 0,434 (α > 0,01). Berdasarkan nilai koefisien tersebut hipotesis “ada hubungan organizational justice dan emotional labour†ditolak.Emotional labour pekerja PT. Yuro Mustika berada pada kategori tinggi dengan dimensi deep acting deep acting yang paling berpengaruh. Organizational justice kebijakan PHK PT. Yuro Mustika berada pada kategori tinggi dengan komponen procedural justice yang paling berpengaruh.
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Abstract. The background of this research is the existence of the termination of employment policy which is conducted by PT.YuroMustika, a company that is engaged in the production of dolls and wig, the existence of this policy as one of the efforts to overcome the economic crisis. This termination of employment make the employees should manage the emotions that displays to adjust with the goals of organization which is called emotional labour. The occurrence of emotional labour cannot be separated from the environmental organization, the application of the termination of employment policy led the perception of the employees whether they are treated fairly by comparing the process undertaken with the given result of the company which is called organizational justice. The aim of this research is to examine the relation between organizational justice and emotional labour. This research is quantitative correlational research.Population of this research is employees of PT. YuroMustika. Total of samples used in this research is 108 production employees. The sampling technique used is incidental sampling. The research data were collected using the organizational justice scale and emotional labour scale. The emotional labour scale consists of 22 items (α = 0,647. The organizational justice scale consists of 31 items (α = 0,748). The method analysis in this research uses Product Moment correlation technique with the result of correlation coefficient (rxy) 0,076 and a significance value 0,434 (α > 0,01). Based on that coefficient value, a hypothesis that states: “there is a relationship between organizational justice and emotional labour†is rejected.The emotional labour of the PT. YuroMustika’semployees places the high category with the most influential deep acting dimension. Organizational justice which is the termination of the employment policy of PT. YuroMustika places the high category with the most influential procedural justice component
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