DeReMa (Development Research of Management): Jurnal Manajemen (May 2023)
DETERMINASI KEADILAN PROSEDURAL, KEADILAN INTERAKSIONAL, KEADILAN DISTRIBUTIF DENGAN MOTIVASI KERJA SEBAGAI VARIABEL INTERVENING TERHADAP KEPUASAN KERJA KARYAWAN DI RSUD RAJA AHMAD TABIB [DETERMINATION OF PROCEDURAL JUSTICE, INTERACTIONAL JUSTICE, DISTRIBUTIVE JUSTICE WITH WORK MOTIVATION AS AN INTERVENING VARIABLE ON EMPLOYEE JOB SATISFACTION AT RAJA AHMAD TABIB HOSPITAL]
Abstract
Based on the report on the results of the community satisfaction survey in 2020, it is known that the community is still not satisfied with the services provided by the employees of Raja Ahmad Tabib Hospital. Among them is the attitude of employees who are not friendly, don't smile, and don't care. Several studies in the field of organizational justice show that perceptions of fairness have an important influence on organizational commitment, job satisfaction, intention to leave work, organizational behavior, and performance. It is recognized that considerations of fairness can cause emotional responses, especially in times of injustice. Unsatisfactory service can be suspected because employees do not get justice in the organization which affects their performance in providing services. The population in this study were employees and sampling was carried out purposively (purposive sampling). The results showed that distributive justice had no effect on employee motivation with a value of 0.104 > 0.05, procedural justice had an effect on employee motivation with a value of 0.003 0.05, keadilan prosedural berpengaruh terhadap motivasi kerja karyawan dengan nilai 0.003 < 0.05 dan keadilan interaksional berpengaruh terhadap motivasi kerja dengan nilai 0.000 < 0.05. Selain itu, motivasi kerja tidak mampu memediasi hubungan antara keadilan distributif terhadap kepuasan kerja. Sedangkan motivasi kerja mampu memediasi hubungan keadilan prosedural dan interaksional terhadap kepuasan kerja karyawan RSUD Raja Ahmad Tabib.
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