MENINGKATKAN PERASAAN BERKEWAJIBAN INDIVIDUAL PADA ORGANISASI: PERAN DARI IKLIM KERJA ETIS DAN KOMITMEN AFEKTIF
Feelings of obligation (felt obligation) is a concept that is quite rarely reviewed in several empirical studies since it was first introduced as part of the social exchange framework and is often associated with perceived organizational support (perceived organizational support) and affective commitment, a form of organizational commitment that is often the most important thing. from a reflection of the emotional and psychic attachment of the individual to his organization.
The purpose of this study is to review how to examine the potential determinants of affective commitment and feelings of obligation in another theoretical framework, namely the ethical work climate. This study took a sample in Denpasar Bali, and focused on marketing officers from service companies who voluntarily participated in this study during the period January to February 2021. A total of 68 respondents were recorded as having participated in this study and completely answered all the questionnaires distributed. by online. Path analysis using SmartPLS was conducted to answer research questions that have been asked, namely about how the role of ethical work climate and affective commitment in increasing the feeling of obligation of employees in the organization. The results of the study revealed that affective commitment was found to be the most important determinant of employee feelings of obligation. On the other hand, although an ethical work climate was also found to have an important direct effect on feelings of obligation, the effect of an ethical work climate was considered to be stronger if the impact of working indirectly with
through affective commitment first. These results provide an important overview of the outcome mechanisms of an ethical work climate from the lens of social exchange theory.
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