The Role of Job Satisfaction as a Mediation of Perceived External Prestige and Deviant Behavior
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Oct 30, 2022
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Abstract
This study aims to explain the influence of external perceptions of prestige on deviant behavior and the role of job satisfaction as a mediating variable for employees of PT. Ambon Branch Telecommunications. The type of research used in this study is explanatory with a quantitative approach. The population in this study were employees of PT. Telkom Indonesia Ambon Branch. The sample of this research was taken as many as 42 respondents. Hypothesis testing using SEM-PLS analysis with the help of SmartPLS 3 software. The results showed that external perception of prestige had a significant effect on deviant behavior, external perception of prestige had a significant effect on job satisfaction. Job satisfaction has a significant effect on deviant behavior,
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How to Cite
Lewaherilla, N. C., Pentury, G. M., Huwae, V., & Atamimi, R. (2022). The Role of Job Satisfaction as a Mediation of Perceived External Prestige and Deviant Behavior. Enrichment : Journal of Management, 12(4), 3344-3349. https://doi.org/10.35335/enrichment.v12i4.849
References
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Carmeli, A., Gilat, G., & Weisberg, J. (2006). Perceived External Prestige, Organizational Identification and Affective Commitment: A Stakeholder Approach. Corporate Reputation Review, 9(2), 92–104. https://doi.org/10.1057/palgrave.crr.1550014
Carmeli, A., & Tishler, A. (2005). Perceived Organizational Reputation and Organizational Performance: An Empirical Investigation of Industrial Enterprises. Corporate Reputation Review, 8(1), 13–30. https://doi.org/10.1057/palgrave.crr.1540236
Ciftcioglu, A. (2010). Exploring the Role of Perceived External Prestige in Employee’s Emotional Appeal: Evidence from a Textile Firm. Business and Economics Research Journal, 1(4), 85–96. Retrieved from http://ideas.repec.org/a/ris/buecrj/0005.html
Ciftcioglu, A. (2010). The relationship between perceived external prestige and turnover intention: An empirical investigation. Corporate Reputation Review, 13(4), 248–263.
Kang, D. seok, Stewart, J., & Kim, H. (2011). The effects of perceived external prestige, ethical organizational climate, and leader-member exchange (LMX) quality on employees’ commitments and their subsequent attitudes. Personnel Review, 40(6), 761–784. https://doi.org/10.1108/00483481111169670
Mishra, S. K. (2013). Perceived external prestige and employee outcomes: Mediation effect of organizational identification. Corporate Reputation Review, 16(3), 220–233. https://doi.org/10.1057/crr.2013.9
Pekdemir, I. M., & Turan, A. (2014). The Mediating Role of Organizational Identity Complexity / Congruence on the Relationship between Perceived Organizational Prestige and In-Role / Extra-Role Performance. International Journal of Business and Social Science, 5(9), 119– 131.
Robinson, L., Neeley, S. E., & Williamson, K. (2011). Implementing service recovery through customer relationship management: identifying the antecedents. Journal of Services Marketing, 25(2), 90–100. https://doi.org/10.1108/08876041111119813
Sekaran, U., & Bougie, R. (2013). Research method for Business. A Skill-Building A
Sabuncuoğlu, Z., & Tüz, M. (2011). Örgüt psikolojisi. Ezgi Kitapevi, Bursa
Tuna, M., Ghazzawi, I., Yesiltas, M., Tuna, A. A., & Arslan, S. (2016). The effects of the perceived external prestige of the organization on employee deviant workplace behavior: The mediating role of job satisfaction. International Journal of Contemporary Hospitality Management (Vol. 28). https://doi.org/10.1108/IJCHM-04-2014-0182
Ulfa, Safira dan Sofyan Idris. 2019. ”Pengaruh Persepsi Eksternal Prestise Terhadap Perilaku Menyimpang Dengan Kepuasan Kerja Sebagai Variabel Mediasi Pada Karyawan PT. Telekomunikasi Indonesia Cabang Banda Aceh.” Jurnal Ilmiah Mahasiswa Ekonomi Manajemen. Vol. 4 No. 4.
Ulfa, S. & Idris, S. perilaku menyimpang dengan kepuasan kerja sebagai. 4, 715–732 (2019).
Rivai,Veithzal. 2004. Manajemen Sumber Daya Manusia Untuk Perusahaan. Jakarta:Grafindo.
Robinson, S.L. and R.J. Bennett, 1995. A typology deviant workplace behaviors: A multidimensional scaling study. Academy of Management Journal 38: 555-572
Sedarmayanti. 2001. Sumber Daya Manusia dan Produktivitas Kerja. Bandung: Mandar Maju.
Smidts & Pruyn. (2011). “Impact of the Employee Communication and Perceived External Prestige on Organizational Identification
Carmeli, A., & Freund, A. (2002). The Relationship Between Work and Workplace Attitudes and Perceived External Prestige. Corporate Reputation Review, 5(1), 51–68. https://doi.org/10.1057/palgrave.crr.1540164
Carmeli, A., Gilat, G., & Weisberg, J. (2006). Perceived External Prestige, Organizational Identification and Affective Commitment: A Stakeholder Approach. Corporate Reputation Review, 9(2), 92–104. https://doi.org/10.1057/palgrave.crr.1550014
Carmeli, A., & Tishler, A. (2005). Perceived Organizational Reputation and Organizational Performance: An Empirical Investigation of Industrial Enterprises. Corporate Reputation Review, 8(1), 13–30. https://doi.org/10.1057/palgrave.crr.1540236
Ciftcioglu, A. (2010). Exploring the Role of Perceived External Prestige in Employee’s Emotional Appeal: Evidence from a Textile Firm. Business and Economics Research Journal, 1(4), 85–96. Retrieved from http://ideas.repec.org/a/ris/buecrj/0005.html
Ciftcioglu, A. (2010). The relationship between perceived external prestige and turnover intention: An empirical investigation. Corporate Reputation Review, 13(4), 248–263.
Kang, D. seok, Stewart, J., & Kim, H. (2011). The effects of perceived external prestige, ethical organizational climate, and leader-member exchange (LMX) quality on employees’ commitments and their subsequent attitudes. Personnel Review, 40(6), 761–784. https://doi.org/10.1108/00483481111169670
Mishra, S. K. (2013). Perceived external prestige and employee outcomes: Mediation effect of organizational identification. Corporate Reputation Review, 16(3), 220–233. https://doi.org/10.1057/crr.2013.9
Pekdemir, I. M., & Turan, A. (2014). The Mediating Role of Organizational Identity Complexity / Congruence on the Relationship between Perceived Organizational Prestige and In-Role / Extra-Role Performance. International Journal of Business and Social Science, 5(9), 119– 131.
Robinson, L., Neeley, S. E., & Williamson, K. (2011). Implementing service recovery through customer relationship management: identifying the antecedents. Journal of Services Marketing, 25(2), 90–100. https://doi.org/10.1108/08876041111119813
Sekaran, U., & Bougie, R. (2013). Research method for Business. A Skill-Building A
Sabuncuoğlu, Z., & Tüz, M. (2011). Örgüt psikolojisi. Ezgi Kitapevi, Bursa
Tuna, M., Ghazzawi, I., Yesiltas, M., Tuna, A. A., & Arslan, S. (2016). The effects of the perceived external prestige of the organization on employee deviant workplace behavior: The mediating role of job satisfaction. International Journal of Contemporary Hospitality Management (Vol. 28). https://doi.org/10.1108/IJCHM-04-2014-0182
Ulfa, Safira dan Sofyan Idris. 2019. ”Pengaruh Persepsi Eksternal Prestise Terhadap Perilaku Menyimpang Dengan Kepuasan Kerja Sebagai Variabel Mediasi Pada Karyawan PT. Telekomunikasi Indonesia Cabang Banda Aceh.” Jurnal Ilmiah Mahasiswa Ekonomi Manajemen. Vol. 4 No. 4.
Ulfa, S. & Idris, S. perilaku menyimpang dengan kepuasan kerja sebagai. 4, 715–732 (2019).
Rivai,Veithzal. 2004. Manajemen Sumber Daya Manusia Untuk Perusahaan. Jakarta:Grafindo.
Robinson, S.L. and R.J. Bennett, 1995. A typology deviant workplace behaviors: A multidimensional scaling study. Academy of Management Journal 38: 555-572
Sedarmayanti. 2001. Sumber Daya Manusia dan Produktivitas Kerja. Bandung: Mandar Maju.
Smidts & Pruyn. (2011). “Impact of the Employee Communication and Perceived External Prestige on Organizational Identification