Penelitian Terdahulu

2.2. Penelitian Terdahulu

Penelitian terdahulu sangat penting sebagai dasar pijakan dalam rangka penyusunan penelitian. Kegunaannya untuk mengetahui sejauh mana hasil-hasil dari penelitian sebelumnya dapat mendukung tujuan dari penelitian ini. Seperti hubungan antara masing-masing variabel bebas (independent atau eksogen) terhadap variabel terikat (dependent atau endogen). Disamping korelasi antar variabel terikat yang ada.

Uraian singkat dari hasil penelitian sebelumnya dapat dijabarkan pada Tabel 2.1. berikut ini:

Tabel 2.1.

Hasil penelitian terdahulu

No. Nama

Alat Analisis

Kesimpulan

Pengaruh Budaya Organisasi terhadap Kinerja

1. Mashal Ahmed & The Impact of

Result shows that Hofstede Saima Shafiq

1) Kinerja diukur menggunakan

Exploratory

culture dimensions affect the (2012)

Organizational Culture on

balanced scorecard dari

Study

organizational performance in Performance: A Case

Organizational

Kaplan & Norton (1992):

telecom companies. Results Study of Telecom Sector

financial perspective,

also indicate that is a difference (Global Journal of

customer perspective,

between the power of the Management and

internal perspective, learning

manager and the employees. Business Research: A

perspective

When there is a power distance Administration and

2) Menggunakan dimensi

employees seeks their problem Management. Vol. 14(3)

budaya dari Hofstede (1980):

solved by the management. In pp. 21-29)

power distance, uncertainty

avoidance,

this situation employees respect

individualism/collectivism,

their supervisors by enhancing

the performance in return. 2. Yin-Hsi Lo (2012) Managerial Capabilities,

masculinity/femininity

The results study has shown Organizational Culture

1) Kinerja diukur berdasarkan

Structure

that a hotel's managerial and Organizational

hasil elaborasi dari Chandler

Equation

capabilities and organizational Performance: The

& Hanks (1993); Luo (1997);

Model (SEM)

culture has no direct impact on Resource-Based

Luo & Peng (1998, 1999):

its financial performance, the Perspective in Chinese

overall organizational

findings might be disappointed Lodging Industry

performance, profitability,

but crucial. (The Journal of

growth in sales, return on

investment (ROI)

International Management

2) Menggunakan dimensi

Studies. Vol. 7(1) pp. 151-

budaya dari Carmeli & Tishler

(2004): there is a high involvement of our employees in the process, decisions, and their

Tabel 2.1. Hasil penelitian terdahulu (Lanjutan)

No. Nama

Alat Analisis

Kesimpulan

Pengaruh Budaya Organisasi terhadap Kinerja

implementation; our employees are committed and held a high sense of responsibility to the organization; there is a high level of coordination and agreement among our employees; the organization knows the external environment and provides appropriate responses

4. Keng-Sheng Ting Research on the

The results of the study (2011)

1) Kinerja diukur berdasarkan

Structural

demonstrate that organizational Organizational Culture

Influence of

hasil elaborasi dari Rodsutti

Equation

culture has large and in-depth and Organizational

& Swierczek (2002); Sun Jui- Model (SEM)

influence on organizational Restructuring on

ying (2002); Huang His-min

efficiency. Besides that, fine Organizational

(2004): organizational

organizational culture can Performance: Taking Old

efficacy

increase organizational efficacy, Folks Nursing

2) Budaya diukur berdasarkan

raise productivity. Therefore, Organization in Taiwan as

hasil elaborasi dari Quinn

organizational culture in an an Example

(1988); Cameron & Quinn

organization has a favorable (The Journal of Human

(1999); Sun Jui-ying (2002);

influence on organizational Resource and Adult

Tseng Hua-chen (2006):

performance. Learning. Vol. 7(2) pp. 96-

consensus, developing,

reasonable, echelon

109) 5. Rukevwe J.

From the analysis, all four Olughor (2014)

The Influence of

1) Menggunakan dimensi

1) Efektivitas diukur

Analysis of

Organisational Culture on

cultural dimensions are less Firms’ Effectiveness

budaya dari Denison &

menggunakan dimensi dari

Variance

highly correlated with (IOSR Journal of

Mishra (1995); Denison &

Denison & Mishra (1995):

(ANOVA),

Neale (1996); Denison et al.

overall performance, market

Regression

organisational effectiveness. In

Tabel 2.1. Hasil penelitian terdahulu (Lanjutan)

No. Nama

Alat Analisis

Kesimpulan

Pengaruh Budaya Organisasi terhadap Kinerja

Nigeria, mission is the strongest Management. Vol. 16(6)

Business and

(2002): involvement,

share, sales growth,

Analysis

contribution toward pp. 67-70)

consistency, adaptability,

profitability, employee

mission

satisfaction, quality of

effectiveness.

products and services, new product development

Pengaruh Komitmen Organisasi terhadap Kinerja

1. Aysen Organizational

According to the results of the Berberoglu &

1) Menggunakan dimensi

1) Kinerja diukur menggunakan

Pearson

statistical analysis, it is possible Hikmet Secim

Commitment and

komitmen dari Meyer & Allen

dimensi dari Delaney &

Correlation

to conclude that there is a (2015)

Perceived Organizational

(1991): affective,

Huselid (1996): quality of

Coefficient,

Performance Among

statistically significant Health Care

continuance, normative

products, services, or

Analysis of

relationship between level of Professionals: Empirical

programs; development of

Variance

organizational commitment and Evidence From A Private

new products, services, or

(ANOVA)

perceived organizational Hospital in Northern

programs; ability to attract

performance of the health care Cyprus

essential employees; ability

workers. Besides having an (Journal of Economics

to retain essential

influence on the overall and Behavioral Studies.

employees; satisfaction of

organizational performance, Vol. 7(1) pp. 64-71)

customers or clients;

relations between

level of organizational

management and other

commitment is also affecting

employees; relations among

how the employees are

employees in general

observing the performance of their organizations.

On the other hand, hypothesis Ching-Lin Huang

2. Yu-Je Lee & The Relationships

1) Kinerja diukur berdasarkan

General Path

is not substantiated to indicate (2012)

between Balanced

hasil elaborasi dari Wu

Analytic

Scorecard, Intellectual

both balanced scorecard Capital, Organizational

(1998); Ling & Hung (2010);

Approach

implementation and employee Commitment and

Delaney & Huselid (1996):

(GPAA)

organizational commitment of Organizational

financial performance

Control Non-

Taiwan-listed LED Performance: Verifying a

2) Menggunakan dimensi

Linear

komitmen dari Hsieh, Lang &

Regression

manufacturers have no

Tabel 2.1. Hasil penelitian terdahulu (Lanjutan)

No. Nama

Alat Analisis

Kesimpulan

Pengaruh Komitmen Organisasi terhadap Kinerja

significantly interactive effect on Model

‘Mediated Moderation’

Chen (2010): selflessness,

(CNLR),

organization performance. (American Journal of

dedication to job,

Structural

Identification with the

Equation

Business and

organization, assisting

Modeling

Management. Vol. 1(3)

colleagues

(SEM)

pp. 140-153) 3. Rajendran

The findings show that Muthuveloo &

Antecedents and

1) Menggunakan dimensi

1) Outcome diukur

Multiple

organizational commitment and Raduan Che

Outcomes of

komitmen dari Meyer & Allen

menggunakan dimensi dari

Regression

personal characteristics have a Rose (2005)

Organisational

(1991): affective,

Steers (1974): loyalty,

Analysis,

Commitment among

significant influence on Malaysian Engineers

continuance, normative

intention to leave, work

Analysis of

organizational outcomes. (American Journal of

stress, self performance

Variance

Higher organizational Applied Sciences. Vol.

(ANOVA)

commitment leads to higher 2(6) pp. 1095-1100)

loyalty, reduced work stress and a lower intention to leave. This research also confirms that organizational commitment has little influence on self- performance.

4. Andry Arifian The Effect of Organization

The research findings Rachman (2014)

1) Kinerja diukur menggunakan

Structure

organization commitment have Procedural Fairness on

Commitment and

skor dari: Evaluation Results

Equation

positive and significantly affect Participative Budgeting

Report (LHE) AKIP for Fiscal

Model (SEM),

the performance. While and Its Implication to

Year 2010

Partial Least

organization commitment Performance Moderating

2) Menggunakan dimensi

Square (PLS)

related to outcomes such as by Management

komitmen dari Mowday,

performance. Accounting Information (A

Steers & Porter (1979):

degree of goal and value,

Survey on Province Local

willingness to exert effort,

Tabel 2.1. Hasil penelitian terdahulu (Lanjutan)

No. Nama

Alat Analisis

Kesimpulan

Pengaruh Budaya Organisasi terhadap Kinerja

Government Unit

desire to maintain

Agencies of West Java)

membership

(Review of Integrative Business & Economics Research. Vol. 3(1) pp. 201-218)

Pengaruh Modal Intelektual terhadap Kinerja

1. Gökhan Ozer, Effects of intellectual

The results of the study Ercan Ergun &

1) Kinerja diukur menggunakan

Structural

demonstrate that IC and its Osman Yilmaz

capital on qualitative and

dimensi dari Yılmaz, Alpkan

Equation

components have positive (2015)

quantitative performance:

& Ergun (2005): innovation,

Model (SEM)

Evidence from Turkey

effects on both the qualitative (South African Journal of

adaptation, operational,

and quantitative performance Economic and

human resources (kualitatif);

by firms. On the other hand, it Management Sciences.

dan profitability, sales growth,

could be argued that the effect Vol. 18(2) pp. 143-154)

market share (kuantitatif)

2) Modal intelektual diukur

of IC is more dominant in

berdasarkan hasil elaborasi

qualitative performance. When

dari Bontis (1998, 2001);

we look at the effects of factors

Brooking (1996); Dzinkowski

of IC on performance

(2000); Edvinsson (1997);

quantitatively and qualitatively,

Edvinsson & Malone (1997);

the most important is RC.

Marr (2004, 2005); Moon & Kym (2006); Petty & Guthrie (2000); Roos & Roos (1997); Sullivan (2000); Sveiby (1998); Wang & Chang (2005): human, relational, structural

Tabel 2.1. Hasil penelitian terdahulu (Lanjutan)

No. Nama

Alat Analisis

Kesimpulan

Pengaruh Modal Intelektual terhadap Kinerja

The results of testing Reza Rostami &

2. Peyman Akbari, The Analysis Impact of

1) Menggunakan dimensi modal

1) Kinerja diukur menggunakan

Structural

hypotheses showed that there Akbar

Human Resource

intelektual dari Bontis (2002):

indikator-indikator: employee

Equation

is evidence that Intellectual Veismoradi

Management and

human, structural, customer

satisfaction, customer

Modeling

capital has a significant and (2013)

Intellectual Capital on

satisfaction, financial

(SEM), Partial

Organizational

moderate effect on Performance in Physical

performance

Least

organizational performance. Education Organization of

Squares

(PLS)

Iran (Case Study: Physical Education General Department of Kermanshah) (International Journal of Sport Studies. Vol. 3(3) pp. 263-273)

We can partially confirm our Angel Barajas

3. Elena Shakina & The Relationship between

1) Kinerja diukur menggunakan

Instrumental

hypothesis: the countries’ (2012)

Intellectual Capital Quality

indikator-indikator: economic

Variables

and Corporate

institutional factors play a Performance: An

value added (EVA), future

Method,

crucial role in the intellectual Empirical Study of Rusian

gross value (FGV)

Cross-

capital transformation into the and European Companies

2) Modal intelektual diukur

sectional and

berdasarkan hasil elaborasi

Panel Data

companies’ value, but some of

the positive factors have a LVII No. 192 pp. 79-97)

(Economic Annals. Vol.

dari Ross et al. (2005);

Analysis,

Stewart (1997): human,

Ordinary

negative link with corporate

structural, relational

Least

performance. Therefore we

Squares

have found a relationship that is

(OLS)

not so obvious at first sight: the indicator of the economic incentive regime, as well as the level of education in the country, has a negative link to

Tabel 2.1. Hasil penelitian terdahulu (Lanjutan)

No. Nama

Alat Analisis

Kesimpulan

Pengaruh Modal Intelektual terhadap Kinerja

the value added of a company and its potential growth.

The data analysis reveals that Ruzita Jusoh

4. Kaveh Asiaei &

A Multidimensional View

1) Kinerja diukur berdasarkan

Structure

there is a significant positive (2015)

of Intellectual Capital: The

hasil elaborasi dari Gupta &

Equation

association between the human Performance

Impact on Organizational

Govindarajan (1984);

Model (SEM),

capital, structural capital, (Management Decision.

Govindarajan (1988):

Partial Least

relational capital and OP. Vol. 53(3) pp. 668-697)

planned targets or stated

Square (PLS)

objectives

Conversely, there is no

2) Modal intelektual diukur

significant relationship between

berdasarkan hasil elaborasi

social capital and OP.

dari Tayles et al. (2007); Subramaniam & Youndt (2005); Burt (1992): human, structural, relational, social

The empirical finding from this Dadashinasab,

5. Majid The Effect of Intellectual

1) Kinerja diukur menggunakan

Pearson

study had a clearly significant Saudah Sofian,

Capital on Performance:

indikator-indikator: return on

Correlation

positive relationship between Mohsen Asgari & Automotive Industry

A Study among Iranian

equity (ROE), return on

Coefficient,

VAIC and ROA, ROE and GR. Majid Abbasi

assets (ROA), growth

Multiple

This paper showed that STVA, (2012)

(Journal of Basic and

revenues (GR)

Regression

VAHU, and VACA had a Research. Vol. 2(11) pp.

Applied Scientific

2) Modal intelektual diukur

Analysis

significant positive effect on 11353-11360)

berdasarkan Value Added

Intellectual Coefficient

financial performance. In other

(VAIC): value added

words, the profitability of a firm

efficiency of capital employed

was positively influenced by

(VACA), value added

increase in value creation

efficiency of human capital

efficiency.

(VAHU), value added efficiency of structural capital (STVA)

Tabel 2.1. Hasil penelitian terdahulu (Lanjutan)

No. Nama

Alat Analisis

Kesimpulan

Korelasi Budaya Organisasi dan Komitmen Organisasi

It can be argued that all these (2012)

1. Astri Ghina The Influence of

1) Menggunakan dimensi

Bartlett Test,

Corporate Culture on

dimensions of corporate culture Organizational

budaya dari Lau & Idris

Pearson

are directly involved in Commitment; Case Study

(2001): training and

Correlation

improvements in employees’ of Civil Government

development, rewards and

Coefficient,

organizational commitment. Organizations in

recognition, teamwork,

Multiple

Moreover, the findings also Indonesia (International

organizational

Regression

indicate that the most important Journal of Basic and

communication

Analysis

corporate culture dimension Applied Science. Vol. 1(2)

2) Menggunakan dimensi

that explains the variance in pp. 156-170)

komitmen dari Mowday,

Steers & Porter (1979):

employees’ organizational

degree of goal and value,

commitment was

willingness to exert effort,

communication.

desire to maintain membership

2. Adel Mohamed The Relationship between

The empirical results indicated Ali Shurbagi

1) Menggunakan dimensi

1) Menggunakan dimensi

Pearson

that the relationship between (2014)

Organizational Culture

komitmen dari Allen & Meyer

budaya dari Cameron &

Correlation

and Organizational

organizational culture and Commitment in National

(1990): affective,

Quinn (2006): clan,

Coefficient,

organizational commitment in Oil Corporation of Libya

continuance, normative

adhocracy, market, hierarchy

Regression

National Oil Corporation of (2 nd International

Analysis

Libya was positive significant Conference on Research

relationship, while the dominant in Science, Engineering

culture in NOC of Libya was and Technology. March

Hierarchy culture and the 21-22, 2014 pp. 185-191)

dominant organizational commitment was Affective commitment.

Results indicate that there K. Manikandan

3. A.P. Ramshida & Organizational

1) Menggunakan dimensi

Pearson

exists a significant positive (2013)

Commitment as a

budaya dari Cooke & Lafferty

Correlation

Mediator of

(1986): constructive,

Coefficient,

relationship between

Tabel 2.1. Hasil penelitian terdahulu (Lanjutan)

No. Nama

Alat Analisis

Kesimpulan

Korelasi Budaya Organisasi dan Komitmen Organisasi

Counterproductive Work

organizational culture and Behavior and

passive/defensive and

Regression

organizational commitment. Organizational Culture

aggressive/defensive

Analysis,

And also these correlational (International Journal of

2) Menggunakan dimensi

Sobel Test

values indicate that the Social Science &

komitmen dari Balachandran

organizational culture is Interdisciplinary

& Thomas (1994): feelings,

strongly embedded in an Research. Vol. 2(2) pp.

loyalty, involvement, interest,

employee's commitment 59-69)

reaction

towards the organization. 4. Peter Lok & John The Relationship between

The correlations suggest that, Crawford (1999)

1) Menggunakan dimensi

Pearson

Commitment and

except for the hospital Organizational Culture,

budaya dari Wallach's

Correlation

bureaucratic and ward Subculture, Leadership

(1983): bureaucratic,

Coefficient

bureaucratic culture variables, Style and Job Satisfaction

innovative, supportive

there are, in general, positive in Organizational Change

2) Menggunakan dimensi

and significant correlations and Development

komitmen dari Mowday,

between commitment and (Leadership &

Steers & Porter (1979):

measures of hospital culture, Organization

degree of goal and value,

ward culture, leadership style Development Journal.

willingness to exert effort,

and job satisfaction. Hospital Vol. 20(7) pp. 365-373)

desire to maintain

membership

culture dimensions generally had low correlations with commitment. However, the ward culture dimensions, innovation and supportive, had higher correlations with commitment.

5. Abbas Ali Impacts of Organizational

The main result of this study is Rastegar &

1) Menggunakan dimensi

Regression

that supportive and innovative Somaye

Culture on Organizational

budaya dari Wallach ’s

Analysis,

organizational culture are Aghayan (2012)

(Journal of Human

innovative, supportive

Correlation

positively correlated with

Tabel 2.1. Hasil penelitian terdahulu (Lanjutan)

No. Nama

Alat Analisis

Kesimpulan

Korelasi Budaya Organisasi dan Komitmen Organisasi

Resource Management

organizational commitment but and Development. Vol.

2) Menggunakan dimensi

Coefficient

the correlation between 2(2) pp. 1-13)

komitmen dari Mowday,

Steers & Porter (1979):

bureaucratic organizational

degree of goal and value,

culture and organizational

willingness to exert effort,

commitment is low.

desire to maintain membership

6. Akhtar Shoaib Impact of Organizational

The results indicate that there Ch., Naseer

1) Menggunakan dimensi

1) Menggunakan dimensi

Pearson

exist a statistically significant Zainab, Haider

Culture on Organizational

komitmen dari Allen & Meyer

budaya dari Cameron &

Correlation

relationship between clan Maqsood & Rafiq Comparative Study of

Commitment: A

(1990): affective,

Quinn (2006): clan,

Coefficient

culture and all the dimensions Sana (2013)

continuance, normative

adhocracy, market, hierarchy

Public and Private of commitment. Adhocracy and Organizations

market dimensions of culture (Research Journal of

were found to have a weak but Recent Sciences. Vol.

statistically significant 2(5) pp. 15-20)

relationship with normative commitment only. Hierarchy culture was found to be statistically insignificant in relation to all dimensions of commitment.

Korelasi Modal Intelektual dan Budaya Organisasi

The results indicated that Mina Mozaiini

1. Fattah Nazem &

A Structural Equation

1) Menggunakan dimensi modal

1) Menggunakan dimensi

Structure

dimensions of organizational (2014)

Model of Intellectual

intelektual dari Bontis (1998):

budaya dari Robbin’s ( 1996): Equation

culture had a direct effect on Organizational Culture in

Capital Based on

human, structural, customer

individual initiative, risk

Model (SEM)

intellectual capital. The model Higher Education

tolerance, direction,

also showed that the factors of Institutions

integration, conflict tolerance,

management contact, control,

individual initiative and direction

Tabel 2.1. Hasil penelitian terdahulu (Lanjutan)

No. Nama

Alat Analisis

Kesimpulan

Korelasi Modal Intelektual dan Budaya Organisasi

in organizational culture had the Experimental Biology.

(European Journal of

reward system

highest direct effect on the Vol. 4(1) pp. 71-76)

intellectual capital. 2. Hardi Supeno,

In general it was indicated that Made Sudharma, Capital, Strategic

The Effects of Intellectual

1) Budaya diukur berdasarkan

Structure

IC might drive the development Siti Aisjah,

hasil elaborasi dari Acar &

Equation

of positive corporate culture. Arsono

Flexibility, and Corporate

Acar (2012); Yesit & Kaya

Model (SEM),

The finding had empirically Laksmana (2012) Performance: A Study on

Culture on Company

(2013): clan, adhocracy,

Partial Least

proven that IC significantly and Small and Micro-scaled

market, hierarchy

Square (PLS)

positively affected corporate Enterprises (SMEs) in

2) Modal intelektual diukur

culture developed within a Gerbangkertosusila

berdasarkan hasil elaborasi

company. In this sense, the Region, East Java

dari Dar et al. (2001); Bontis

better IC management (International Business

& Serenko (2009); Amit &

supported by positive corporate and Management. Vol.

Schoemaker (1993); CIMA

culture might improve the 11(1) pp. 1-12)

(2005); IFAC (1995); Alvares

et al. (2011); Marr, Schiuma

performance of the SMEs.

& Neely (2004): human, structural, relational

3. Kaveh Asiaei &

The standardized coefficients of Ruzita Jusoh

A Multidimensional View

1) Budaya diukur berdasarkan

Structure

the effect of organizational (2015)

of Intellectual Capital: The

hasil elaborasi dari Zammuto

Equation

Impact on Organizational

culture on human capital and Performance

& Krakower (1991); Bhimani

Model (SEM),

structural capital provide (Management Decision.

(2003); Henri (2006): group,

Partial Least

support for hypothesis, Vol. 53(3) pp. 668-697)

developmental, hierarchical,

Square (PLS)

rational

respectively. That is, culture

2) Modal intelektual diukur

(flexibility dominant cultural

berdasarkan hasil elaborasi

type) has a positive and

dari Tayles et al. (2007);

significant impact on human

Subramaniam & Youndt

capital and structural capital.

(2005); Burt (1992): human,

Conversely, the results do not

structural, relational, social

support others hypothesis since

Tabel 2.1. Hasil penelitian terdahulu (Lanjutan)

No. Nama

Alat Analisis

Kesimpulan

Korelasi Modal Intelektual dan Budaya Organisasi

no statistical significance was found between culture and relational capital and social capital.

Korelasi Modal Intelektual dan Komitmen Organisasi

1. Jafar Jafari The Relationship between

The results of the survey show Jouzani (2015)

1) Menggunakan dimensi

Kolmogorov-

that there is a significant Organizational

Intellectual Capital and

komitmen dari Meyer & Allen

Smirnov Test,

positive correlation between Commitment: Case Study

(1997): affective,

Pearson

intellectual capital and of Sepah Bank, Golestan

continuance, normative

Correlation

organizational commitment. The Province, Iran (Gazi

2) Menggunakan dimensi modal

Coefficient,

most direct effect is related to Univertesi Gazi Egitim

intelektual dari Bontis (2001):

Regression

the effect of the capital structure Fakultesi Dergisi. Vol.

human, structural, customer

Analysis

at the organizational level on 4(7) pp. 1-8)

the intellectual capital of organizational commitment.

2. Yung-Chieh The Influences of

This study shows that the Chien (2012)

1) Menggunakan dimensi

Structure

Balanced Scorecard upon

balanced scorecard Intellectual Capital

komitmen dari Mowday,

Equation

implemented by companies Accumulation

Porter & Steers (1982):

Model (SEM)

influences the intellectual Implemented by Listed

retention, value, effort

capital, and the "organizational LED Companies in

2) Modal intelektual diukur

commitment" variable has a Taiwan: A Moderator of

berdasarkan hasil elaborasi

significantly positive Organizational

dari Chen (2001); Chen & Hu

interference/interaction effect, Commitment

(2010): human resource,

which also implies that (The Journal of

structure, relationship

organizational commitment, International Management

facilitates the balanced Studies. Vol. 7(2) pp. 40-

scorecard to influence the 52)

accumulation of intellectual

Tabel 2.1. Hasil penelitian terdahulu (Lanjutan)

No. Nama

Alat Analisis