Abstract
This study aimed to examine (1) the direct effect of goal-setting participation on goal commitment, (2) indirect effect of goal-setting participation on goal commitment with procedural fairness and interpersonal trust as intervening variables. The data for this study was collected by sending a questionnaire via email using the Google Forms. 411 questionnaire are send to middle manager who work of manufacturing companies listed on Indonesia Stock Exchange, and 74 responses are returned and due to incomplete data nine questionnaire were dropped. The hypothesis were tested by using Partial Least Square (PLS)2.0 M3. Seven out of eight hypotheses were accepted. Result of this study proved that (1) goal-setting participation has no significant effect on goal commitment; (2) no direct effect of goal-setting participation on goal commitment; (3) goal-setting participation has indirect effect toward goal commitment through procedural fairness and interpersonal trust as intervening variables.
Highlights
Abstrak: Penelitian ini bertujuan untuk mengetahui (1) pengaruh langsung partisipasi penetapan tujuan terhadap goal commitment, (2) pengaruh tidak langsung partisipasi penetapan tujuan terhadap goal commitment dengan procedural procedural fairness dan interpersonal trust sebagai variabel intervening
Result of this study proved that (1) goal-setting participation has no significant effect on goal commitment; (2) no direct effect of goal-setting participation on goal commitment; (3) goal-setting participation has indirect effect toward goal commitment through procedural fairness and interpersonal trust as intervening variables
M., Pike, R., Mangena, M., dan Li, J., (2011) “Goal-setting participation and goal commitment: Examining the mediating roles of procedural fairness and interpersonal trust in a UK Financial services organization”, The British Accounting Review, 43, 135-146
Summary
Likert Likert rekayasa atau pun manipulasi dalam proses bisnis (Bertens, 2009:102). mengkomunikasikan umpan balik kinerja 3. Likert Likert rekayasa atau pun manipulasi dalam proses bisnis (Bertens, 2009:102). Adanya keadilan dalam peningkatan gaji yang diterima. 4. Adanya keadilan dalam promosi atau kenaikan jabatan (McFarlin dan Sweeney (1992))
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