The Effect of Self Monitoring as a Mediation of the Relationship between Procedural Justice and Distributive Justice on Organizational Commitment in BPJS Ketenagakerjaan in Aceh Region

Rifki Zil Ikram, Hafasnuddin, & Ridwan
*Management Department, Universitas Syiah Kuala, Indonesia
DOI- http://doi.org/10.37502/IJSMR.2022.5616

Abstract

This study aims to determine and examine the effect of self-monitoring as a mediator of the relationship between procedural justice and distributive justice on organizational commitment at BPJS Ketenagakerjaan Aceh. The population of this study was all employees of BPJS Ketenagakerjaan Aceh totaling 101 people. Samples were taken by the census technique. The research model was analyzed using Structural Equation Modelling. Data was collected using a questionnaire circulated through Google Forms and measured using a Likert scale. The results of the descriptive hypothesis testing prove that procedural justice, distributive justice, self-monitoring, and organizational commitment in BPJS Ketenagakerjaan Aceh have gone well. The results of direct hypothesis testing prove that procedural justice and distributive justice affect organizational commitment, procedural justice, and distributive justice affect self-monitoring, self-monitoring affects organizational commitment, and self-monitoring significantly mediates the relationship between Procedural Justice and distributive justice to organizational commitment. These results also prove that self-monitoring acts as a partial mediator.

Keywords: self-monitoring, procedural justice, distributive justice, organizational commitment

References

  • Al-Romeedy, B. S. A. H. (2017). The Effect of Organizational Justice on Organizational Commitment in the Egyptian Travel Agencies From Employees Perspective. Minia Journal of Tourism and Hospitality Research, 2(1), 38–56. https://doi.org/10.21608/MJTHR.2017.139613
  • Danish, R. Q., Ramzan, S., & Ahmad, F. (2013). Effect of Perceived Organizational Support and Work Environment on Organizational Commitment; Mediating Role of Self-Monitoring. Advances in Economics and Business, 1(4), 312–317. https://doi.org/10.13189/aeb.2013.010402
  • Din, M. U., Khan, F., Kadarningsih, A., Ali, A., & Astuti, S. D. (2019). The Moderating Role of Employee Empowerment and Distributive Justice in Transformational Leadership with Its Impact on Organizational Commitment in Islamic Banks at Pakistan. Perisai : Islamic Banking and Finance Journal, 3(2), 126–135. https://doi.org/https://doi.org/10.21070/perisai.v3i2.2671
  • Gujjar, M. Q. (2017). Role of Perceived Organizational Support and Self efficacy in the relationship of Self-Monitoring and Impression management. Capital University of Science & Technology, Islamabad.
  • Hair, J. F., Hult, G. T. M., Ringle, C., & Sarstedt, M. (2016). A Primer on Partial Least Squares Structural Equation Modeling (PLS-SEM) (2nd ed.). Thousand Oaks: Sage Publications, Inc.
  • Jiang, Z., Gollan, P. J., & Brooks, G. (2017). Relationships between organizational justice, organizational trust, and organizational commitment: a cross-cultural study of China, South Korea, and Australia. The International Journal of Human Resource Management, 28(7), 973–1004. https://doi.org/https://doi.org/10.1080/09585192.2015.1128457
  • Karem, M. A., Jameel, A. S., & Ahmad, A. R. (2019). The Impact of Organizational Justice Dimensions on Organizational Commitment among Bank Employees. International Journal of Psychosocial Rehabilitation, 23(2), 502–513.
  • Kristanto, H. (2015). Keadilan Organisasional, Komitmen Organisasi dan Kinerja Karyawan. JMK, 17(1), 86–98.
  • Lambert, E. G., Keena, L. D., Leone, M., May, D., & Haynes, S. H. (2020). The effects of distributive and procedural justice on job satisfaction and organizational commitment ofcorrectional staff. The Social Science Journal, 57(4), 405–416. https://doi.org/https://doi.org/10.1016/j.soscij.2019.02.002
  • Lively, R. (2019). Using self-monitoring to increase on-task behavior in a juvenile justice facility (College of Arts And Sciences, Denton, Texas). Retrieved from https://hdl.handle.net/11274/11999
  • Luther, C. E. (2019). Validation of External Organizational Justice Assessment Through Replication, and Examination of Extraversion, Core Self-Evaluations, and Self-Monitoring as Moderators of the Relationship Between External Organizational Justice and Organizational Outcomes. College of Education Louisiana Tech University.
  • Meyer, J. P., & Allen, N. J. (1997). Commitment in the Workplace: Theory, Research, and Application. https://doi.org/http://dx.doi.org/10.4135/9781452231556
  • Mowday, R. T., Porter, L. W., & Steers, R. M. (2013). Employee—organization linkages: The psychology of commitment, absenteeism, and turnover. Retrieved from https://books.google.co.id/bookshl=en&lr=&id=f_FFBQAAQBAJ&oi=fnd&pg=PP1&dq=The+Psychology+of+Commitment,+Absente ism,+and+Turnover&ots=GjRzL7Mg_3&sig=Rr9BvXL6mJBF4VJc8x9PBPay6ZY&redir_esc=y#v=onepage&q=ThePsychologyof Commitment%2C Absenteeism%2CandT
  • Nwanzu, C. L., & Babalola, S. S. (2019). Examining psychological capital of optimism, self-efficacy and self-monitoring as predictors of attitude towards organizational change. International Journal of Engineering Business Management, 11, 1–12. https://doi.org/https://doi.org/10.1177/1847979019827149
  • Putra, I. G. E. S. M., & Indrawati, A. D. (2018). Pengaruh Keadilan Organisasi Terhadap Kepuasan Kerja Dan Komitmen Organisasional Di Hotel Rama Phala Ubud. E-Jurnal Manajemen Unud, 7(4), 2010–2040. https://doi.org/https://doi.org/10.24843/EJMUNUD.2018.v7.i04.p11
  • Robbins, S. P., & Judge, T. A. (2017). Essential of Organisational Behaviour (14th ed.). New Jersey: Pearson.
  • Sarwat, N., Fatima, S., & Hassan, M. M. (2021). Injustice as a predictor of knowledge hiding in school teachers: The moderating role of self-monitoring. Ilkogretim Online – Elementary Education Online, 20(5), 890–898. https://doi.org/10.17051/ilkonline.2021.05.95
  • Sianipar, A. R. B., & Haryanti, K. (2014). Hubungan Komitmen Organisasi dan Kepuasan Kerja Dengan Intensi Turnover Pada Karyawan bidang Produksi CV. X. Psikodimensia, 13(1), 98–114. https://doi.org/https://doi.org/10.24167/psiko.v13i1.281
  • Suprawina, I. T. (2021). Pengaruh Keadilan Prosedural Dan Keadilan Interpersonal Terhadap Perilaku Menyimpang Organisasional: Komitmen Organisasional Sebagai Variabel Mediasi (Studi Kasus Pada Perawat Rumah Sakit Pku Muhammadiyah Yogyakarta). Universitas Islam Indonesia.
  • Thorson, A. R., & McBride, M. C. (2020). Self-Monitoring and Other Non-Indicators of Developing a Work–Spouse Relationship: Implications for Affective Organizational Commitment. International Journal of Business Communication, 57(4), 1–21. https://doi.org/https://doi.org/10.1177/2329488420977893
  • Tomi, Febri, D., & Zaitul. (2019). Pengaruh Keadilan Organisasi terhadap Komitmen pada Perubahan. Conference: Simposium Nasional Magister 3, 1–7. Sumatera Barat: Program Pascasarjana, Universitas Bung Hatta.