Pemaknaan Jabatan Karyawan dalam Struktur Organisasi: Studi Kualitatif terhadap Persepsi Karyawan PT. Surya Toto Indonesia Jakarta
DOI:
https://doi.org/10.37481/jmh.v5i3.1531Keywords:
Work Position, Organizational Structure, Employee Perception, Work Identity, HR ManagementAbstract
In organizational settings, job positions are often viewed not only as formal roles with defined responsibilities but also as symbols of personal identity, career progression, and individual achievement. This study aims to explore how employees perceive and interpret the positions they hold within the organizational structure, particularly in the context of PT. Surya Toto Indonesia Tbk. The research was conducted using a qualitative approach with descriptive analysis to gain deeper insights into employees’ experiences, perceptions, and expectations related to their roles. Data were collected through in-depth interviews with 10 employees from various hierarchical levels within the company. Respondents were selected using purposive sampling, based on predetermined criteria relevant to the study’s objectives. The findings indicate that a job position is not merely seen as a formal duty but also carries personal significance, including a sense of pride, validation, and a pathway for professional growth. However, several respondents also revealed that their positions often come with psychological burdens, such as high performance expectations, complex responsibilities, and persistent pressure to maintain standards. Moreover, workplace social dynamics may contribute to interpersonal conflicts or competition, which can adversely affect emotional well-being. These findings highlight the dual nature of organizational roles, encompassing both opportunities and challenges.
References
Adams, J. S. (2021). Inequity in social exchange. Advances in Experimental Social Psychology, 2, 267-299.
Argote, L., & Miron-Spektor, E. (2018). Organizational learning: From experience to knowledge. Organization Science, 29(5), 823-843.
Bakker, A. B., & Demerouti, E. (2017). Job demands–resources theory: Taking stock and looking forward. Journal of Occupational Health Psychology, 22(3), 273-285.
Biddle, B. J. (2019). Role theory: Expectations, identities, and behaviors. Handbook of Theories of Social Psychology, 2, 123-146.
Blau, P. M. (2019). Exchange and power in social life. Routledge.
Briscoe, J. P., & Finkelstein, L. M. (2018). The role of identity in careers: Integrating career construction and social identity theories. Journal of Vocational Behavior, 107, 37-49.
Christian, M. S., Garza, A. S., & Slaughter, J. E. (2018). Work engagement: A quantitative review and test of its relations with task and contextual performance. Personnel Psychology, 71(1), 1-35.
Colquitt, J. A., Scott, B. A., & LePine, J. A. (2018). Trust, trustworthiness, and trust propensity: A meta-analytic test of their unique relationships with risk taking and job performance. Journal of Applied Psychology, 103(4), 432-453.
de Giorgio, R. (2023). Organizational identification as a trigger for personal well being: Associations with happiness and stress through job outcomes. Journal of Community & Applied Social Psychology, 33(1), 28–40.
Deci, E. L., & Ryan, R. M. (2020). Intrinsic motivation and self-determination in human behavior. Springer.
Ferris, G. R., Hochwarter, W. A., Buckley, M. R., Harrell-Cook, G., & Frink, D. D. (2019). Political skill at work: Impact on work effectiveness. Organizational Dynamics, 48(1), 1-9.
Frontiers in Psychology. (2023). Impact of authentic leadership on employee turnover intention: Perceived supervisor support and organizational identification as mediators. Frontiers in Psychology, 14, 1009639.
Frontiers in Psychology. (2024). A study of the psychological mechanisms of job burnout: Implications of person–job fit and person–organization fit. Frontiers in Psychology, 15, 1351032.
Greenhaus, J. H., Callanan, G. A., & Godshalk, V. M. (2019). Career management (5th ed.). SAGE Publications.
Hackman, J. R., & Oldham, G. R. (2023). Job Characteristics Theory: Revisiting the Model. Journal of Applied Psychology, 108(2), 245–260.
Hassan, S., & Hatmaker, D. M. (2022). The impact of job perceptions on career development: A longitudinal study. Journal of Vocational Behavior, 134, 103698.
Hochschild, A. R. (2018). The managed heart: Commercialization of human feeling (3rd ed.). University of California Press.
House, J. S. (2019). Work stress and social support. Addison-Wesley.
Jiang, H., Wang, Y., Chui, E., & Xu, Y. (2019). Professional identity and turnover intentions of social workers in Beijing, China: The roles of job satisfaction and agency type. International Social Work, 62(1), 146–160.
Katz, D., & Kahn, R. L. (2018). The social psychology of organizations (2nd ed.). Wiley.
Kazmi, S. W., & Javaid, S. T. (2022). Antecedents of organizational identification: Implications for employee performance. RAUSP Management Journal, 57(2), 248–262.
Kemery, E. R., Bedeian, A. G., Mossholder, K. W., & Touliatos, J. (1985). Role stress and job satisfaction: A longitudinal study. Journal of Organizational Behavior, 6(1), 55–68.
Kim, S., & Park, J. (2022). Person-job value congruence and employee motivation: A meta-analytic review. Journal of Vocational Behavior, 134, 103698.
Lee, S. M., & Kim, J. H. (2019). The effects of role ambiguity and role conflict on organizational commitment and job satisfaction: The moderating effect of communication openness. Journal of Organizational Behavior Management, 39(3-4), 159-179.
Li, N., Zhang, L., Xiao, G., Chen, J., & Lu, Q. (2020). Effects of professional identity on turnover intention in China’s hotel employees: The mediating role of employee engagement and job satisfaction. Journal of Hospitality and Tourism Management, 45, 10–19.
Nahapiet, J., & Ghoshal, S. (1998). Social capital, intellectual capital, and the organizational advantage. Academy of Management Review, 23(2), 242-266.
Nguyen, T. H., Nguyen, H. T., & Tran, T. B. (2020). Meaningful work and employee engagement: The mediating role of work identity. Journal of Career Development, 47(4), 400-414.
Pierce, J. L., Kostova, T., & Dirks, K. T. (2020). Toward a theory of psychological ownership in organizations. Academy of Management Review, 25(2), 298-310.
Pratt, M. G., Rockmann, K. W., & Kaufmann, J. B. (2017). Constructing professional identity: The role of work and socialization. Academy of Management Review, 42(1), 1-25.
Randsley de Moura, G., Abrams, D., Retter, C., Gunnarsdottir, S., & Ando, K. (2019). Identification as an organizational anchor: How identification and job satisfaction combine to predict turnover intention. European Journal of Social Psychology, 39(4), 540–557.
Robbins, S. P., & Judge, T. A. (2019). Organizational Behavior (18th ed.). Pearson Education.
Schaufeli, W. B., & Taris, T. W. (2021). The Job Demands-Resources model: State of the art. Journal of Managerial Psychology, 36(3), 247-263.
Singh, R., Sharma, A., & Agarwal, U. A. (2023). Organizational support and work meaningfulness: Linking professional identity to work engagement. Journal of Occupational and Organizational Psychology, 96(2), 305-324.
Sundaray, B. K. (2018). Impact of organizational culture and climate on employee job satisfaction: An empirical study. International Journal of Organizational Analysis, 26(1), 56-70.
Tuan, L. T. (2021). The effect of organizational culture on employee motivation and performance: Evidence from Vietnam. International Journal of Business and Management, 16(2), 22-35.
Wang, C., Xu, J., Zhang, T. C., & Li, Q. M. (2020). Effects of professional identity on turnover intention in China’s hotel employees: The mediating role of employee engagement and job satisfaction. Journal of Hospitality and Tourism Management, 45, 10–19.
Wang, Y., Liu, X., & Li, Q. (2021). Role conflict, job stress and employee well-being: A meta-analytic review. International Journal of Stress Management, 28(1), 68-79.
Zhao, F., & Peng, Z. (2023). Role ambiguity and burnout: A meta-analytic investigation of antecedents and consequences in organizational settings. Journal of Occupational Health Psychology, 28(1), 1-15.
