Pengaruh Hubungan Kerja terhadap Kesehatan dan Kinerja Kerja Pekerja Manufaktur
Abstract
This research aims to explore the influence needs status of work tipe, role conflict and temporal leadership on vigor and job performance on employement relationship. Quantitative research was carried out using Structural Equational Model (SEM) methods in 2023 with a focus on respondents working in the manufacturing sector (ceramics and the like) in Tangerang and Jakarta. Data collection was carried out randomly online use google form which resulted in 212 respondents. Respondents were dominated by men at 70% and women at 30% with a working age of 20-30 years. Research findings show that needs status have no impact on vigor worker. Role conflict shows a negative relationship to vigor and job performance, while temporal leadership shows that it only influences job performance, not vigor. This research provides managerial implications for company management that companies should manage workers, especially leaders, in several ways, including implementing a strict and selective recruitment system, as well as conducting training programs. This is so that a work system with minimal role conflict and a good temporal leadership style can be formed vigor and job performance of worker will increase as will company performance.
Keywords; Needs Status, Vigor, Role Conflict, Temporal Leadership, Job Performance
References
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Aloisi, A., & Gramano, E. (2019). Workers Without Workplaces and Unions Without Unity: Non-Standard Forms of Employment, Platform Work and Collective Bargaining. Bulletin of Comparative Labour Relations, 1(June 2017), 59–79. https://ssrn.com/abstract=3363185%0Ahttps://papers.ssrn.com/sol3/papers.cfm?abstract_id=3363185
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Anindita, R., & Korompis, V. N. (2022). Productivity During Covid-19 Pandemic : 20(3).
Bakker, A. B. (2006). The Measurement of Short Questionnaire A Cross-National Study. 701–716.
Bendersky, C., & Shah, P. S. (2013). The Dynamic Process of Status Allocation in Task Groups. Academy of Management Journal, 56(2), 387–406.
Carmeli, A., Ben-Hador, B., Waldman, D. A., & Rupp, D. E. (2009). How Leaders Cultivate Social Capital and Nurture Employee Vigor: Implications for Job Performance. Journal of Applied Psychology, 94(6), 1553–1561. https://doi.org/10.1037/a0016429
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De Jong, J., Schalk, R., & De Cuyper, N. (2009). Balanced versus unbalanced psychological contracts in temporary and permanent employment: Associations with employee attitudes. Management and Organization Review, 5(3), 329–351. https://doi.org/10.1111/j.1740-8784.2009.00156.x
Duan, J., Peluso, A. M., Yu, L., & Pilati, M. (2021). How employment relationship types influence employee work outcomes : The role of need for status and vigor. Journal of Business Research, 128(May 2020), 211–221. https://doi.org/10.1016/j.jbusres.2021.01.051
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Ginoux, C., & Sarrazin, P. (2018). The relationships between off-job physical activity and vigor at work across time: Testing for reciprocity. Mental Health and Physical Activity. https://doi.org/10.1016/j.mhpa.2018.01.002
Goetz, N., & Wald, A. (2022). Similar but different? The influence of job satisfaction, organizational
commitment and person-job fit on individual performance in the continuum between permanent and temporary organizations. International Journal of Project Management, 40(3), 251–261. https://doi.org/10.1016/j.ijproman.2022.03.001
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Harris, M. M., & Bladen, A. (1994). Wording Effects in the Measurement of Role Conflict and Role Ambiguity: A Multitrait-Multimethod Analysis. Journal of Management, 20(4), 887–901. https://doi.org/10.1177/014920639402000409
Indriani, M., Kusumapradja, R., & Anindita, R. (2022). Leadership Style , Blame Culture , and Perceived Organizational Support for Patient Safety Incident Reporting at RSIA at Jakarta. 7(6), 304–312.
Kustiawan, U., Marpaung, P., Lestari, U. D., & Andiyana, E. (2022). The Effect of Affective Organizational Commitment, Job Satisfaction, and Employee Engagement on Job Happiness and Job Performance on Manufacturing Company in Indonesia. WSEAS Transactions on Business and Economics, 19, 573–591. https://doi.org/10.37394/23207.2022.19.52
Lam, C. F., Wan, W. H., & & Roussin, C. J. (2016). Going the Extra Mile and Feeling Energized : An Enrichment Perspective of Organizational Citizenship Behaviors. 101(3), 379–391.
Laß, I., & Wooden, M. (2019). The Structure of the Wage Gap for Temporary Workers: Evidence from Australian Panel Data. British Journal of Industrial Relations, 57(3), 453–478. https://doi.org/10.1111/bjir.12458
Madrid, H. P., Diaz, M. T., Leka, S., Leiva, P. I., & Barros, E. (2017). A Finer Grained Approach to Psychological Capital and Work Performance. https://doi.org/10.1007/s10869-017-9503-z
McClean, E. J., Martin, S. R., Emich, K. J., & Woodruff, C. T. (2018). The Social Consequences of Voice : An Examination of Voice Type and Gender on Status and Subsequent Leader Emergence Col . Todd Woodruff United States Military Academy at West Point. Academy of Management Journal, 61(5), 1869–1891. doi:10.5465/amj.2016.0148
Mohr, A. T., & Puck, J. F. (2007). Role Conflict, General Manager Job Satisfaction and Stress and the Performance of IJVs. European Management Journal, 25(1), 25–35. https://doi.org/10.1016/j.emj.2006.11.003
Muis, M., Nai, M. F., Arsunan, A., Darwis, A. M., Thamrin, Y., Anniza, N., & Hans, P. (2021). The effect of multiple role conflicts and work stress on the work performance of female employees ଝ. Gaceta Sanitaria, 35(2018), S90–S93. https://doi.org/10.1016/j.gaceta.2020.12.025
Qian, X., Li, Q., Song, Y., & Wang, J. (2020). Temporary employment and voice behavior: the role of self-efficacy and political savvy. Asia Pacific Journal of Human Resources, 58(4), 607–629. https://doi.org/10.1111/1744-7941.12232
Quinn, R. W., Spreitzer, G. M., & Lam, C. F. (2012). Building a Sustainable Model of Human Energy in Organizations: Exploring the Critical Role of Resources. Academy of Management Annals, 6(1), 337–396. https://doi.org/10.1080/19416520.2012.676762
Qurrahtulain, K., Bashir, T., Hussain, I., Ahmed, S., & Nisar, A. (2022). Impact of inclusive leadership on adaptive performance with the mediation of vigor at work and moderation of internal locus of control. Journal of Public Affairs, 22(1). https://doi.org/10.1002/pa.2380
Raub, S. P. (2016). Perceived Insider Status and Job Design Predict Job Attitudes and Work Performance of Restaurant Employees. XX(X), 1–24. https://doi.org/10.1177/1096348016654974
Rege, M. (2008). Why do people care about social status ? 66(0167), 233–242. https://doi.org/10.1016/j.jebo.2006.04.005
Rocheleau, X. P., Bentein, K., Simard, G., & Tremblay, M. (2020). Leader-Follower ( Dis ) Similarity in Optimism : Its Effect on Followers ’ Role Conflict , Vigor and Performance.
Schaufeli, W. B., Bakker, A. B., & Salanova, M. (2006). The measurement of work engagement with a short questionnaire: A cross-national study. Educational and Psychological Measurement, 66(4), 701–716. https://doi.org/10.1177/0013164405282471
Setiawan, S., & Indradewa, R. (2022). the Effect of Work Stress and Emotional Intelligence Mediation on Performance. REVENUE: Jurnal Manajemen Bisnis Islam, 3(2), 285–302. https://doi.org/10.24042/revenue.v3i2.14249
Shirom, A. (2011). Vigor as a Positive Affect at Work: Conceptualizing Vigor, Its Relations With Related Constructs, and Its Antecedents and Consequences. Review of General Psychology, 15(1), 50–64. https://doi.org/10.1037/a0021853
Tumanggor, A., & Kustiawan, U. (2022). Antecedents of Organizational Commitment That Influence Teacher Job Performance. Ijd-Demos, 4(1), 54–71. https://doi.org/10.37950/ijd.v4i1.183
Villagrasa, P. J. R., Barrada, J. R., Fernández-del-río, E., & Koopmans, L. (2019). Journal of Work and Organizational Psychology Assessing Job Performance Using Brief Self-report Scales : The Case of the. 35, 195–205.
Xiao, H., Zhang, Z., & Zhang, L. (2022). Is temporal leadership always beneficial? The role of job passion and synchrony preference. Personnel Review, 51(1), 299–316. https://doi.org/10.1108/PR-02-2020-0078
Yao, Y. H., Fan, Y. Y., Guo, Y. X. G., & Li, Y. (2016). Leadership, work stress and employee behavior Yan-Hong. 7, 1–14. http://dx.doi.org/10.1108/S1871-3173(2013)0000007004
Yin, N., & Lang, C. (2020). Research on the Impact of Temporal Leadership on Creativity. 7(2), 121–126.
Yuan, C. C., & Lo, S. H. (2018). Relationship Among Team Temporal Leadership, Competency, Followership, and Performance in Taiwanese Pharmaceutical Industry Leaders and Employees. Journal of Career Development, 45(3), 227–238. https://doi.org/10.1177/0894845316680087
Zhang, J. (2019). How temporal leadership boosts employee innovative job performance. https://doi.org/10.1108/EJIM-05-2019-0112
Aleksynska, M. (2018). Temporary employment , work quality , and job satisfaction. Journal of Comparative Economics, July, 1–14. https://doi.org/10.1016/j.jce.2018.07.004
Aloisi, A., & Gramano, E. (2019). Workers Without Workplaces and Unions Without Unity: Non-Standard Forms of Employment, Platform Work and Collective Bargaining. Bulletin of Comparative Labour Relations, 1(June 2017), 59–79. https://ssrn.com/abstract=3363185%0Ahttps://papers.ssrn.com/sol3/papers.cfm?abstract_id=3363185
Ancona, D. G., Goodman, P. S., Lawrence, B. S., & Tushman, M. L. (2001). Time: A new research lens. Academy of Management Review, 26(4), 645–663. https://doi.org/10.5465/AMR.2001.5393903
Anindita, R., & Korompis, V. N. (2022). Productivity During Covid-19 Pandemic : 20(3).
Bakker, A. B. (2006). The Measurement of Short Questionnaire A Cross-National Study. 701–716.
Bendersky, C., & Shah, P. S. (2013). The Dynamic Process of Status Allocation in Task Groups. Academy of Management Journal, 56(2), 387–406.
Carmeli, A., Ben-Hador, B., Waldman, D. A., & Rupp, D. E. (2009). How Leaders Cultivate Social Capital and Nurture Employee Vigor: Implications for Job Performance. Journal of Applied Psychology, 94(6), 1553–1561. https://doi.org/10.1037/a0016429
Carmeli, A., McKay, A. S., & Kaufman, J. C. (2014). Emotional intelligence and creativity: The mediating role of generosity and vigor. Journal of Creative Behavior, 48(4), 290–309. https://doi.org/10.1002/jocb.53
De Jong, J., Schalk, R., & De Cuyper, N. (2009). Balanced versus unbalanced psychological contracts in temporary and permanent employment: Associations with employee attitudes. Management and Organization Review, 5(3), 329–351. https://doi.org/10.1111/j.1740-8784.2009.00156.x
Duan, J., Peluso, A. M., Yu, L., & Pilati, M. (2021). How employment relationship types influence employee work outcomes : The role of need for status and vigor. Journal of Business Research, 128(May 2020), 211–221. https://doi.org/10.1016/j.jbusres.2021.01.051
Dwiyanti, R., & Abdilla, S. K. (2018). The Effect of Job Insecurity on Organizational Commitment in Impermanent Temporary Employees of an Indonesian Company. Expert Journal of Business and Management, 6(1), 40–48. http://ezproxy.umgc.edu/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=edsdoj&AN=edsdoj.9540131905b24a3dbcb28ec73e3aa2be&site=eds-live&scope=site
Farida, I., Setiawan, R., Maryatmi, A. S., Juwita, M. N., & Muqsith, A. (2020). Outsourcing Policy in Indonesia. October. www.arjhss.com
Gera, N., Sharma, R. K., & Saini, P. (2019). Absorption, vigor and dedication: Determinants of employee engagement in B-schools. Indian Journal of Economics and Business, 18(1), 67–78.
Ginoux, C., & Sarrazin, P. (2018). The relationships between off-job physical activity and vigor at work across time: Testing for reciprocity. Mental Health and Physical Activity. https://doi.org/10.1016/j.mhpa.2018.01.002
Goetz, N., & Wald, A. (2022). Similar but different? The influence of job satisfaction, organizational
commitment and person-job fit on individual performance in the continuum between permanent and temporary organizations. International Journal of Project Management, 40(3), 251–261. https://doi.org/10.1016/j.ijproman.2022.03.001
Gyekye, S., & Salminen, S. (2009). Age and workers’ perceptions of workplace safety: A comparative study. International Journal of Aging and Human Development, 68(2), 171–184. https://doi.org/10.2190/AG.68.2.d
Harris, M. M., & Bladen, A. (1994). Wording Effects in the Measurement of Role Conflict and Role Ambiguity: A Multitrait-Multimethod Analysis. Journal of Management, 20(4), 887–901. https://doi.org/10.1177/014920639402000409
Indriani, M., Kusumapradja, R., & Anindita, R. (2022). Leadership Style , Blame Culture , and Perceived Organizational Support for Patient Safety Incident Reporting at RSIA at Jakarta. 7(6), 304–312.
Kustiawan, U., Marpaung, P., Lestari, U. D., & Andiyana, E. (2022). The Effect of Affective Organizational Commitment, Job Satisfaction, and Employee Engagement on Job Happiness and Job Performance on Manufacturing Company in Indonesia. WSEAS Transactions on Business and Economics, 19, 573–591. https://doi.org/10.37394/23207.2022.19.52
Lam, C. F., Wan, W. H., & & Roussin, C. J. (2016). Going the Extra Mile and Feeling Energized : An Enrichment Perspective of Organizational Citizenship Behaviors. 101(3), 379–391.
Laß, I., & Wooden, M. (2019). The Structure of the Wage Gap for Temporary Workers: Evidence from Australian Panel Data. British Journal of Industrial Relations, 57(3), 453–478. https://doi.org/10.1111/bjir.12458
Madrid, H. P., Diaz, M. T., Leka, S., Leiva, P. I., & Barros, E. (2017). A Finer Grained Approach to Psychological Capital and Work Performance. https://doi.org/10.1007/s10869-017-9503-z
McClean, E. J., Martin, S. R., Emich, K. J., & Woodruff, C. T. (2018). The Social Consequences of Voice : An Examination of Voice Type and Gender on Status and Subsequent Leader Emergence Col . Todd Woodruff United States Military Academy at West Point. Academy of Management Journal, 61(5), 1869–1891. doi:10.5465/amj.2016.0148
Mohr, A. T., & Puck, J. F. (2007). Role Conflict, General Manager Job Satisfaction and Stress and the Performance of IJVs. European Management Journal, 25(1), 25–35. https://doi.org/10.1016/j.emj.2006.11.003
Muis, M., Nai, M. F., Arsunan, A., Darwis, A. M., Thamrin, Y., Anniza, N., & Hans, P. (2021). The effect of multiple role conflicts and work stress on the work performance of female employees ଝ. Gaceta Sanitaria, 35(2018), S90–S93. https://doi.org/10.1016/j.gaceta.2020.12.025
Qian, X., Li, Q., Song, Y., & Wang, J. (2020). Temporary employment and voice behavior: the role of self-efficacy and political savvy. Asia Pacific Journal of Human Resources, 58(4), 607–629. https://doi.org/10.1111/1744-7941.12232
Quinn, R. W., Spreitzer, G. M., & Lam, C. F. (2012). Building a Sustainable Model of Human Energy in Organizations: Exploring the Critical Role of Resources. Academy of Management Annals, 6(1), 337–396. https://doi.org/10.1080/19416520.2012.676762
Qurrahtulain, K., Bashir, T., Hussain, I., Ahmed, S., & Nisar, A. (2022). Impact of inclusive leadership on adaptive performance with the mediation of vigor at work and moderation of internal locus of control. Journal of Public Affairs, 22(1). https://doi.org/10.1002/pa.2380
Raub, S. P. (2016). Perceived Insider Status and Job Design Predict Job Attitudes and Work Performance of Restaurant Employees. XX(X), 1–24. https://doi.org/10.1177/1096348016654974
Rege, M. (2008). Why do people care about social status ? 66(0167), 233–242. https://doi.org/10.1016/j.jebo.2006.04.005
Rocheleau, X. P., Bentein, K., Simard, G., & Tremblay, M. (2020). Leader-Follower ( Dis ) Similarity in Optimism : Its Effect on Followers ’ Role Conflict , Vigor and Performance.
Schaufeli, W. B., Bakker, A. B., & Salanova, M. (2006). The measurement of work engagement with a short questionnaire: A cross-national study. Educational and Psychological Measurement, 66(4), 701–716. https://doi.org/10.1177/0013164405282471
Setiawan, S., & Indradewa, R. (2022). the Effect of Work Stress and Emotional Intelligence Mediation on Performance. REVENUE: Jurnal Manajemen Bisnis Islam, 3(2), 285–302. https://doi.org/10.24042/revenue.v3i2.14249
Shirom, A. (2011). Vigor as a Positive Affect at Work: Conceptualizing Vigor, Its Relations With Related Constructs, and Its Antecedents and Consequences. Review of General Psychology, 15(1), 50–64. https://doi.org/10.1037/a0021853
Tumanggor, A., & Kustiawan, U. (2022). Antecedents of Organizational Commitment That Influence Teacher Job Performance. Ijd-Demos, 4(1), 54–71. https://doi.org/10.37950/ijd.v4i1.183
Villagrasa, P. J. R., Barrada, J. R., Fernández-del-río, E., & Koopmans, L. (2019). Journal of Work and Organizational Psychology Assessing Job Performance Using Brief Self-report Scales : The Case of the. 35, 195–205.
Xiao, H., Zhang, Z., & Zhang, L. (2022). Is temporal leadership always beneficial? The role of job passion and synchrony preference. Personnel Review, 51(1), 299–316. https://doi.org/10.1108/PR-02-2020-0078
Yao, Y. H., Fan, Y. Y., Guo, Y. X. G., & Li, Y. (2016). Leadership, work stress and employee behavior Yan-Hong. 7, 1–14. http://dx.doi.org/10.1108/S1871-3173(2013)0000007004
Yin, N., & Lang, C. (2020). Research on the Impact of Temporal Leadership on Creativity. 7(2), 121–126.
Yuan, C. C., & Lo, S. H. (2018). Relationship Among Team Temporal Leadership, Competency, Followership, and Performance in Taiwanese Pharmaceutical Industry Leaders and Employees. Journal of Career Development, 45(3), 227–238. https://doi.org/10.1177/0894845316680087
Zhang, J. (2019). How temporal leadership boosts employee innovative job performance. https://doi.org/10.1108/EJIM-05-2019-0112
Published
2024-12-31
Section
Articles
Copyright (c) 2025 Joni Hartono, Unggul Kustiawan, Abdul Haeba Ramli, Ferryal Abadi
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