PENGARUH BUDAYA ORGANISASI TERHADAP KEADILAN DISTRIBUTIF DAN KEADILAN PROSEDURAL, SERTA PRODUKTIVITAS KERJA PEGAWAI HOTEL BERBINTANG DI DAERAH ISTIMEWA YOGYAKARTA

Abstract

The data are collected by using questionnaire so that the collected data is perceptional.(1) Organization culture (X) has positive and significant influence to distributive justice (X₂), with path coefficient value (direct effect) 0,904 (positive) and significance level (p_value) 0,000; (2) Organization culture (X,) has positive and significant influence to procedural justice (X₃), with path coefficient value 0,544 and significance level (p_value) 0,025; (3) Distributive justice (X₂) has positive and significant influence to employee's work productivity (Y), with path coefficient value 0,519 (positive) and significance level (p_value) 0,05; (4) Procedural justice (X₃) has positive and insignificant influence to employee's work productivity (Y), with path coefficient value 0,014 (positive) and significance level (p_value) 0,908; and (5) Organization culture (X) has positive and insignificant to employee's work productivity (Y), with path coefficient value (direct effect) 0,029 (positive) and significance level (p value) 0,915.

Another finding mentions that on indirect effect, organization culture has significant influence to employee's work productivity, with distributive justice as intervening variable. Indirect effect value 0,477 and the total effect value 0,506 are the proofs of the finding of this study. Another one says that Aldefer's ERG theory can be applied to the hotel service company in Special District of Yogyakarta according to the data, which states that employees (at operational level) prefer fulfilling existential needs to relation/interaction and growth needs. The fact shows that distributive justice is influential toward employee's work productivity, while procedural justice is not influential toward employee's work productivity.