Dampak Penerapan Sanksi Disiplin Dan Budaya Organisasi Terhadap Kinerja Pegawai Yang Dimediasi Oleh Organizational Justice Di Lingkungan Pemerintah Kotamobagu

Dirsyah Dwisetiary Makalalag; Musafir Musafir; Marten Puyo

doi:10.61912/lajumen.v4i2.210

Penulis

Dirsyah Dwisetiary Makalalag Postgraduate Program, Master of Management, Ichsan University Gorontalo, Indonesia
Musafir Musafir Postgraduate Program, Master of Management, Ichsan University Gorontalo, Indonesia
Marten Puyo Postgraduate Program, Master of Management, Ichsan University Gorontalo, Indonesia

DOI:

https://doi.org/10.61912/lajumen.v4i2.210

Kata Kunci:

Penerapan Sanksi Disiplin, Budaya Organisasi, Organizational Justice, Kinerja Pegawai

Abstrak

Tujuan dari penelitian ini adalah untuk mengkaji dan menganalisis dampak penerapan sanksi disiplin dan budaya organisasi terhadap kinerja pegawai yang dimediasi oleh organizational justice di lingkungan Pemerintah Kota Kotamobagu. Penelitian menggunakan pendekatan kuantitatif melalui jenis survei. Analisis data menggunakan Partial Least Squares (PLS), yaitu untuk mengukur outer model dan inner model, dan dibantu menggunakan software SmartPLS 3.0. Sampel dalam penelitian sebanyak 192 responden, yakni pegawai di lingkungan Pemerintah Kota Kotamobagu. Penyebaran kuesioner menggunakan Google Form. Hasil penelitian membuktikan bahwa penerapan sanksi disiplin berpengaruh signifikan terhadap kinerja pegawai (t = 7,870, p < 0,000). Dengan demikian, pernyataan hipotesis 1 diterima. Budaya organisasi berpengaruh signifikan terhadap kinerja pegawai (t = 3,235, p < 0,001). Dengan demikian, pernyataan hipotesis 2 diterima. Penerapan sanksi disiplin berpengaruh terhadap organizational justice (t = 2,604, p < 0,009). Dengan demikian, pernyataan hipotesis 3 diterima. Budaya organisasi berpengaruh signifikan terhadap organizational justice (t = 10,253, p < 0,000). Dengan demikian, pernyataan hipotesis 4 diterima. Organizational justice berpengaruh signifikan terhadap kinerja pegawai (t = 2,358, p < 0,019). Dengan demikian, pernyataan hipotesis 5 diterima. Organizational justice memediasi pengaruh penerapan sanksi disiplin terhadap kinerja pegawai (t = 2,009, p < 0,045). Dengan demikian, pernyataan hipotesis 6 diterima. Organizational justice memediasi pengaruh budaya organisasi terhadap kinerja pegawai (t = 2,295, p < 0,022). Dengan demikian, pernyataan hipotesis 7 diterima. Temuan ini mengintegrasikan penerapan disiplin dengan budaya organisasi dan organizational justice. Aturan disiplin perlu diterapkan dalam lingkungan budaya yang menjunjung konsistensi, tanggung jawab, kerja sama, dan penghargaan terhadap pegawai. Pada saat yang sama, setiap tindakan pembinaan maupun sanksi perlu dilakukan secara objektif dan proporsional. Dengan pendekatan tersebut, disiplin tidak hanya menghasilkan kepatuhan terhadap aturan, tetapi dapat menjadi bagian dari pembentukan budaya kerja yang mendukung kinerja pegawai.

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