UJI PERAN ABUSIVE SUPERVISION SEBAGAI MEDIATOR : HUBUNGAN MACHIAVELLIANISM DENGAN PERILAKU KERJA KONTRAPRODUKTIF
Article Sidebar
Main Article Content
Abstract
Tujuan penelitian ini adalah untuk menguji peran abusive supervision sebagai mediator hubungan machiavellianism dengan perilaku kerja kontraproduktif (PKK). PKK merupakan perilaku yang dilakukan oleh individu secara sengaja yang bertentangan dengan tujuan, aturan, dan norma organisasi serta dapat memberikan efek negatif bagi organisasi dan anggota di dalamnya. Machiavellianism merupakan sifat kepribadian yang dikarekteristikan dengan kecenderungan keyakinan sinis terhadap orang lain dan tindakan manipulatif untuk mencapai keuntungan pribadi (seperti uang, kekuasaan, dan status). Abusive supervision adalah persepsi subyektif dari bawahan mengenai sejauh mana perilaku atasan dinilai tidak menyenangkan baik perilaku verbal maupun non verbal, namun tidak melibatkan kontak fisik. Penelitian ini melibatkan 337 partisipan yang bekerja sebagai karyawan di perusahaan manufaktur kasur pegas. Analisis data dilakukan dengan metode path analysis dengan software Smart-PLS versi 3.2.7. Hasil penelitian menunjukkan abusive supervision berperan sebagai mediator secara penuh hubungan machiavellianism dengan PKK.
The purpose of this study is to examine the role of abusive supervision as the mediator between machiavellianism and counterproductive work behavior (PKK). PKK is a behavior carried out intentionally by individuals that conflicts with the goals, rules, and norms of the organization which negatively affects the organization and its members. Machiavellianism is a personality trait that is characterized by the tendency of cynical beliefs towards others and manipulative actions for personal gain (such as money, power, and status). Abusive supervision is the subjective perception of the subordinates regarding the extent to which the behavior of the supervisor is deemed unpleasant both verbally and nonverbally, but does not involve physical contact. This study involves 337 participants who worked as employees at a spring bed manufacturing company. Data analysis was performed using path analysis method with Smart-PLS software version 3.2.7. The result of the study shows that abusive supervision acts as a full mediator between machiavellianism and PKK.
Keywords: Machiavellianism, counterproductive work behavior, abusive supervision .
Article Details
References
An, F., & Wang, B. (2016). Abusive supervision and counterproductive work behavior: Moderating effect of negative affectivity. Journal of Service Science and Management, 9, 66-73.
Amir, T. S., & Malik. A. A. (2016). Machiavellianism and counterproductive work behavior at workplace. Journal of Educational & Social Sciences, (4)1, 14-29. Doi 10.20547/jess0411604102
Anderson, N. (2005). Handbook of Industrial, Work, and Organizational Psychology. Volume 1. pp.123-162. London: Sage.
Baloch, M. A., Meng, F., Xu, Z., Cepeda-Carrion, I., Danish., & Bari. M. W. (2017). Dark triad, perceptions of organizational politics and counterproductive work behaviors: The moderating effect of political skills. Frontier in Psychology, 8(1972), 1-14.
Baron, R. M., & Kenny, D. A. (1986). The moderator–mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51(6), 1173-1182. doi: 10.1037/0022-3514.51.6.1173
Bennett, R. J., & Robinson, S. L. (2000). Development of a Measure of Workplace Deviance. Journal of Applied Psychology, 85(3), 349-360.
Bolton, L. R., Becker, L. K., & Barber, L. K. (2010). Big Five trait predictors of differential counterproductive work behavior dimensions. Personality and Individual Differences, 49, 537-541. doi: 10.1016/j.paid.2010.03.047
Christie, R. (1970). Scale construction. In R. Christie & F. Geis (Eds.), Studies in Machiavellianism (pp. 10-34). New York: Academic Press.
Cohen, A. (2016). Are they among us? A conceptual framework of the relationship between the dark triad personality and counterproductive work behaviors (CWBs). Human Resouces Management, 26, 69-85. doi: 10.1016/j.hrmr.2015.07.003.
Darmawan, D. (2013). Prinsip-prinsip Perilaku Organisasi. Surabaya: Pena Semesta.
Dirks, K. T., & Ferrin, D. L. (2002). Trust in leadership: Meta-analytic findings and implications for research and practice. Journal of Applied Psychology, 87(4), 611-628. doi: 10.1037/0021-9010.87.4.611
Greennaum, R. L., Mawritz, M. B., & Quade, M. J. (2014). Employee machiavellianism to unethical behavior: The role of abusive supervision as a trait activator. Journal of Management, 43(2), 585-609. doi: 10.1177/0149206314535434
Hafidz, S. W. M. (2012). Individual differences as antecedents of counterproductive work behaviour. Asian Social Science, 7, (13), 220-226.
Harris, K. J., Kacmar, K. M., & Zivnuska, S. (2007). An investigation of abusive supervision as a predictor of performance and the meaning of work as a moderator of the relationship. The Leadership Quarterly, 18(3), 252-263. doi: 10.1016/j.leaqua.2007.03.007
Harvey, P., Stoner, J., Hochwarter, W., & Kacmar, C. (2007). Coping with abusive supervision: The neutralizing effects of ingratiation and positive affect on negative employee outcomes. The Leadership Quarterly, 18(3), 264-280. doi: 10.1016/j.leaqua.2007.03.008
Jensen, J. M., & Patel, P. C. (2011). Predicting counterproductive work behavior form interaction of personality traits. Personality and Individual Differences, 51, 466-471. doi: 10.1016/j.paid.2011.04.016
Jones, D. N., & Paulhus, D. L. (2009). Machiavellianism. In, M. R. Leary & R. H. Hoyle (Eds.), Handbook of individual differences in social behavior (pp. 257-273). New York, NY: The Guilford Press.
Kessler, S. (2010). Re-examining machiavelli: A three-dimensional model of machiavellianism in the workplace. Journal of Applied Social Psychology, 40(8), 1868-1896.
Kiazad, K., Restubog. S. L. D., Zagenczyk, T. J., Kiewitz, C., Tang, R. L. (2010). In pursuit of power: The role of authoritarian leadership in the relationship between supervisors’ Machiavellianism and subordinates’ perceptions of abusive supervisory behavior. Journal of Research in Personality, 44, 512-519.
Kish-Gephart, J. J., Harrison, D. A, & Treviño, L. K. (2010). Bad apples, bad cases, and bad barrels: meta-analytic evidence about sources of unethical decisions at work. Journal Applied Psychology, 95, 1–31. doi: 10.1037/a0017103
Mackey, J., Frieder, R. E., Bress, J., Martinko, M. J. (2016). Abusive Supervision: A meta-Analysis and Empirical Review. Journal of Management, 43(6), 1940-1965. doi: 10.1177/0149206315573997
Michael, M., Ilies, R., & Johnson, E. (2006). Relationship of personality traits and counterproductive work behaviors: The mediating effects of job satisfaction. Personnel Psychology, 59, 591-622.
Mitchell, M. S., & Ambrose, M. L. (2007). Abusive supervision and workplace deviance and the moderating effects of negative reciprocity beliefs. Journal of Applied Psychology, 92(4), 1159-1168.
Nurul, I., Kozako, A. M. F., Safin, S. Z., & Rahim, A. R. A. (2013). The relationship of big five personality traits on counterproductive work behaviour among hotel employee: An Exploratory study. Procedia, 7, 181-187.
O’Boyle, E. H., Forsyth, D. R., and O’Boyle, A. S. (2011). Bad apples or bad barrels: an examination of group and organizational level e?ects in the study of counterproductive work behavior. Group & Organization Management, 36 (1), 39–69. doi: 10.1177/1059601110390998
O’Boyle, E. H., Forsyth, D. R., Bank, G. C., & McDaniel, M. A. (2012). A Meta-analysis of the dark triad and work behavior: a social exchange perspective. Journal of Applied Psychology, 97, 557-579. Doi: 10.1037/a0025679.
Pecker, G., & Fine, S. (2015, May). Using exit surveys to evaluate counterproductive work behaviors. Paper to be presented at the 17th Conference of the European Association of Work and Organizational Psychology, Oslo, Norway.
Piskin, M., Kart, M. E., Savci, I., & Guldu, O. (2014). Counterproductive work behavior in relation to personality type and cognitive distortion level in academics. International Association of Social Science Research, 2 (6), 212-217. ISSN: 2147-6284.
Raman, P., Sambasivan, M., & Kumar, N. (2016). Counterproductive work behavior among frontline government employees: Role of personality, emotional intelligence, affectivity, emotional labor, and emotional exhaustion. Journal of Work and Organizational Psychology, 32, 25-37.
Robinson, S. L., & Bennett, R. J. (1995). A Typology of deviant workplace deviance: A multidimensional scaling study. Academy of Management Journal, 38(2), 555-572.
Robinson, S. L., & Bennett, R. J. (1997). Workplace deviance: Its definition, its manifestations, and its causes. In R. J. Lewicki, R. J. Bies, & B. H. Sheppard (Eds.), Research on negotiation in organizations, Vol. 6, pp. 3-27. US: Elsevier Science/JAI Press.
Sackett, P. R., & DeVore, C. J. (2005). Counterproductive behaviors at work. In. N. Anderson, D. S. Ones, H. K. Sinangil, C. Viswesvaran (eds.). Handbook of Industrial, Work andOrganizational Psychology (pp. 145-164). London: Sage Publications.
Schat, A. C. H., Demarais, S., & Kelloway, E. K. (2006). Exposure to workplace aggression from multiple sources: A validation of a measure and test of a model. Unpublished manuscript, McMaster University, Hamilton, Canada.
Scott, B. A., & Judge, T. A. (2013). Beauty, personality, and affect as antecedents of counterproductive work behavior receipt. Human Performance, 26, 93-113. doi: 10.1080/08959285.2013.765876
Sedarmayanti. (2009). Sumber Daya Manusia dan Produktivitas Kerja. Bandung: Mandar Maju.
Spector, P.E., Fox, S., Penney, L. M., Bruursema, K., Goh, A., & Kessler, S. (2006). The dimensionality of counterproductivity: Are all counterproductive behavior created equal? Journal of Vocational Behavior, 68(3), 446-460.
Stanescu, D. F., & Mohorea , L. (2016). Welcome to the dark side: A correlational study od the dark triad of personality with counterproductive work behavior and work of locus. Pannon Management Review, 5(1-2), 47-57.
Sulea, C., Fine, S., Fischmann, G., Sava, F. A., Dumitru, C. (2013). Abusive supervision and counterproductive work behaviors: The moderating effect of personality. Journal of Personnel Psychology, 12(4), 196-200. Doi: 10.1027/1866-5888/a000097
Suyasa, P. T. Y. S. (2017). The role of quality of the work life as predictor of counterproductive work behavior. Anima Indonesia Psychological Journal, 32(3), 169-183.
Thakur, K. (2017). Personality in relation to counterproductive work behaviour: A study on the employees of manufacturing industry. International Journal of Management and Applied Science, 3 (4), 49-52.
Tepper, B. J. (2000). Consequences of abusive supervision. Academy of Management Journal, 43(2), 178-190.
Tepper, B. J., Duffy, M. K., & Shaw., J. D. (2001). Personality moderators of the relationship between abusive supervision and subordinates’ resistance. Journal of Applied Psychology, 86(5), 974-983.
Tepper B. J., Duffy M. K., Hoobler J., Ensley M. D. (2004). Moderators of the relationship between coworkers’ organizational citizenship behavior and fellow employees’ attitudes. Journal Applied Psychology, 89, 455-465. doi: 10.1037/0021-9010.89.3.455
Tepper B. J. (2007). Abusive supervision in work organizations: review, synthesis, and directions for future research. Journal Management, 33, 261–289. doi: 10.1177/0149206307300812
Uzondu, C. N., Nwonyi, S. K., & Ugwumgbor, E. T. (2017). Abusive supervision, work tension and overload as predictors of counterproductive work behavior. International Journal of Health and Psychology Research, 5(3), 37-48.
Wisse, B. & Sleebos, E. (2016). When the dark ones gain power : Perceived position power strengthens the effect of supervisor machiavellianism on abusive supervision in work team. Personality and Individual Differences, 99, 122-126.
Zellars, K. L., Tepper, B. J., & Duffy, M. K. (2002). Abusive supervision and subordinates' organizational citizenship behavior. Journal of Applied Psychology, 87(6), 1068-1076. doi: 10.1037/0021-9010.87.6.1068