Memahami Perilaku Individu/

Understanding Individual Behavior

(Chapter 14)

•Identify the focus and goals of individual behavior within organizations

•Explain the role that attitudes play in job performance
•Describe different personality theories
•Describe perception and factors that influence it
•Discuss learning theories and their relevance in shaping behavior
•Discuss contemporary issues in organizational behavior

Copyright © 2012 Pearson Education, Inc.

Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter
Publishing as Prentice©2012
HallPearson Education, Inc. publishing as Prentice Hall 14-1
Focus of Organizational Behavior
Fokus Perilaku Organisasi
• Behavior - the actions of people.
• Organizational behavior - the study of the
actions of people at work.

• Perilaku - tindakan orang.

• Perilaku organisasi - studi tentang tindakan
orang di tempat kerja.

Copyright © 2012 Pearson Education, Inc.

Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter ©2012 Pearson Education, Inc. publishing as Prentice Hall
Publishing as Prentice Hall 14-2
Exhibit 14-1: Organization as Iceberg

Copyright © 2012 Pearson Education, Inc.

Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter ©2012 Pearson Education, Inc. publishing as Prentice Hall
Publishing as Prentice Hall 14-3
 Goals of Organizational Behavior
Tujuan Perilaku Organisasi
• Employee productivity - • Produktivitas karyawan -
a performance measure ukuran kinerja efisiensi
of both efficiency and dan efektivitas.
effectiveness. • Ketidakhadiran -
• Absenteeism - the failure kegagalan untuk muncul
to show up for work. untuk bekerja.
• Turnover - the voluntary • Perputaran – Pengeluaran
and involuntary permanen sukarela dan
permanent withdrawal tidak disengaja dari suatu
from an organization. organisasi. (resign/PHK)

Copyright © 2012 Pearson Education, Inc.

Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter ©2012 Pearson Education, Inc. publishing as Prentice Hall
Publishing as Prentice Hall 14-4
Goals of Organizational Behavior
Tujuan Perilaku Organisasi
• Organizational Citizenship Behavior (OCB) -
discretionary behavior that is not part of an
employee’s formal job requirements, but which
promotes the effective functioning of the
organization.

• Organizational Citizenship Behavior (OCB) - perilaku

diskresioner yang bukan bagian dari persyaratan
pekerjaan formal karyawan, tetapi mempromosikan
fungsi organisasi yang efektif.

Copyright © 2012 Pearson Education, Inc.

Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter ©2012 Pearson Education, Inc. publishing as Prentice Hall
Publishing as Prentice Hall 14-5
Exhibit 14-2: Key Employee Engagement Factors
Faktor Kunci Keterlibatan Karyawan

Copyright © 2012 Pearson Education, Inc.

Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter ©2012 Pearson Education, Inc. publishing as Prentice Hall
Publishing as Prentice Hall 14-6
 Job Satisfaction / Kepuasan kerja
• Job satisfaction - an employee’s • Kepuasan kerja - sikap umum
general attitude toward his or her karyawan terhadap
job. pekerjaannya.
• Workplace misbehavior - any • Perilaku buruk di tempat kerja
intentional employee behavior - setiap perilaku karyawan yang
that is potentially damaging to disengaja yang berpotensi
the organization or to individuals merusak organisasi atau
within the organization. individu di dalam organisasi.
• Attitudes - evaluative statements, • Sikap - pernyataan evaluatif,
either favorable or unfavorable, baik yang disukai atau tidak
concerning objects, people, or disukai, tentang objek, orang,
events. atau peristiwa.

Copyright © 2012 Pearson Education, Inc.

Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter ©2012 Pearson Education, Inc. publishing as Prentice Hall
Publishing as Prentice Hall 14-7
 Job Satisfaction / Kepuasan kerja
• Cognitive component - that • Komponen kognitif - bagian dari
part of an attitude that’s made sikap yang terdiri dari keyakinan,
up of the beliefs, opinions, pendapat, pengetahuan, atau
knowledge, or information informasi yang dipegang oleh
held by a person. seseorang.
• Affective component - that • Komponen afektif - bagian dari
part of an attitude that’s the sikap yang merupakan bagian
emotional or feeling part. emosional atau perasaan.
• Behavioral component - that • Komponen perilaku - bagian dari
part of an attitude that refers sikap yang mengacu pada niat
to an intention to behave in a untuk berperilaku dengan cara
certain way toward someone tertentu terhadap seseorang
or something. atau sesuatu.
Copyright © 2012 Pearson Education, Inc.
Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter ©2012 Pearson Education, Inc. publishing as Prentice Hall
Publishing as Prentice Hall 14-8
 Job Involvement and Organizational Commitment
Keterlibatan Pekerjaan dan Komitmen Organisasi
• Job involvement - the degree to • Keterlibatan kerja - sejauh mana
which an employee identifies seorang karyawan mengidentifikasi
with his or her job, actively dengan pekerjaannya, secara aktif
participates in it, and considers berpartisipasi di dalamnya, dan
his or her job performance to be menganggap kinerja pekerjaannya
important to self-worth. penting untuk harga diri.
• Organizational commitment - • Komitmen organisasi - sejauh mana
the degree to which an seorang karyawan mengidentifikasi
employee identifies with a dengan organisasi tertentu dan
particular organization and its tujuan-tujuannya dan keinginan
goals and wishes to maintain untuk mempertahankan
membership in that keanggotaan dalam organisasi itu.
organization.

Copyright © 2012 Pearson Education, Inc.

Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter ©2012 Pearson Education, Inc. publishing as Prentice Hall
Publishing as Prentice Hall 14-9
Organizational Commitment
Komitmen Organisasional
• Perceived organizational support - employees’
general belief that their organization values their
contribution and cares about their well-being.

• Dukungan organisasi yang dirasakan - keyakinan

umum karyawan bahwa organisasi mereka
menghargai kontribusi mereka dan peduli dengan
kesejahteraan mereka.

Copyright © 2012 Pearson Education, Inc.

Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter ©2012 Pearson Education, Inc. publishing as Prentice Hall
Publishing as Prentice Hall 14-10
 Employee Engagement /
Keterlibatan Karyawan
• Employee engagement - when • Keterlibatan karyawan - ketika
employees are connected to, karyawan terhubung, puas dengan,
satisfied with, and enthusiastic dan antusias dengan pekerjaan
about their jobs. mereka.
• Cognitive dissonance - any • Disonansi kognitif - setiap
incompatibility or inconsistency ketidaksesuaian atau
between attitudes or between ketidakkonsistenan antara sikap atau
behavior and attitudes. antara perilaku dan sikap.
• Attitude surveys - surveys that • Survei sikap - survei yang
elicit responses from employees memperoleh tanggapan dari
through questions about how karyawan melalui pertanyaan tentang
they feel about their jobs, work bagaimana perasaan mereka tentang
groups, supervisors, or the pekerjaan, kelompok kerja, penyelia,
organization. atau organisasi mereka.
Copyright © 2012 Pearson Education, Inc.
Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter ©2012 Pearson Education, Inc. publishing as Prentice Hall
Publishing as Prentice Hall 14-11
Exhibit 14-3: Sample Employee Attitude Survey
Contoh Survei Sikap Karyawan

Many organizations regularly survey their employees about their attitudes.

Banyak organisasi secara teratur mensurvei karyawan mereka tentang sikap

mereka.

Copyright © 2012 Pearson Education, Inc.

Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter ©2012 Pearson Education, Inc. publishing as Prentice Hall
Publishing as Prentice Hall 14-12
 Personality / Kepribadian
• Personality - the unique
combination of emotional,
thought, and behavioral
patterns that affect how a
person reacts to situations and
interacts with others.
• Big Five Model - personality • Model Lima Besar - model sifat
trait model that includes
extraversion, agreeableness,
conscientiousness, emotional
stability, and openness to
experience.
• Kepribadian - kombinasi unik
dari pola emosi, pemikiran,
dan perilaku yang
memengaruhi cara seseorang
bereaksi terhadap situasi dan
berinteraksi dengan orang lain.
kepribadian yang mencakup
ekstraversi, keramahan,
kesadaran, stabilitas emosi,
dan keterbukaan terhadap
pengalaman.

Copyright © 2012 Pearson Education, Inc.

Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter ©2012 Pearson Education, Inc. publishing as Prentice Hall
Publishing as Prentice Hall 14-13
 Other Personality Traits / Sifat Kepribadian
• Machiavellianism - a measure • Machiavellianism - ukuran sejauh
of the degree to which people mana orang pragmatis (menekankan
are pragmatic, maintain hasil praktis dan efektif), menjaga
emotional distance, and jarak emosional, dan percaya bahwa
believe that ends justify tujuan menghalalkan cara.
means. [manipulatif, licik, dan berfokus pada
pencapaian kepentingan pribadi ]
• Self-esteem - an individual’s
degree of like or dislike for • Harga diri - tingkat suka atau tidak
him/herself. suka seseorang terhadap dirinya
sendiri.
• Self-monitoring - a personality
trait that measures the ability • Pemantauan diri - sifat kepribadian
to adjust behavior to external yang mengukur kemampuan untuk
situational factors. menyesuaikan perilaku dengan faktor
situasional eksternal.
Copyright © 2012 Pearson Education, Inc.
Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter ©2012 Pearson Education, Inc. publishing as Prentice Hall
Publishing as Prentice Hall 14-14
Other Personality Traits / Sifat Kepribadian

• Proactive personality - a • Kepribadian proaktif -

trait belonging to people sifat milik orang yang
who identify mengidentifikasi peluang,
opportunities, show menunjukkan inisiatif,
initiative, take action, and mengambil tindakan, dan
persevere until bertahan sampai terjadi
meaningful change perubahan yang berarti.
occurs. • Ketahanan - kemampuan
• Resilience - an individual’s individu untuk mengatasi
ability to overcome tantangan dan
challenges and turn them mengubahnya menjadi
into opportunities. peluang.

Copyright © 2012 Pearson Education, Inc.

Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter ©2012 Pearson Education, Inc. publishing as Prentice Hall
Publishing as Prentice Hall 14-15
 Big Five Model
• Extraversion: The degree to which someone is sociable, talkative,
assertive, and comfortable in relationships with others. [Sejauh
mana seseorang mudah bergaul, cerewet, asertif, dan nyaman
dalam hubungan dengan orang lain.]
• Agreeableness: The degree to which someone is goodnatured,
cooperative, and trusting. [Sejauh mana seseorang bersifat baik,
kooperatif, dan percaya.]
• Conscientiousness: The degree to which someone is reliable,
responsible, dependable, persistent, and achievement oriented.
[Sejauh mana seseorang dapat diandalkan, bertanggung jawab,
dapat diandalkan, gigih, dan berorientasi pada pencapaian.]

Copyright © 2012 Pearson Education, Inc.

Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter ©2012 Pearson Education, Inc. publishing as Prentice Hall
Publishing as Prentice Hall 14-16
 Big Five Model
• Emotional stability / Stabilitas emosional : The degree to which
someone is calm, enthusiastic, and secure (positive) or tense,
nervous, depressed, and insecure (negative). [Sejauh mana
seseorang tenang, antusias, dan aman (positif) atau tegang,
gugup, tertekan, dan tidak aman (negatif).]
• Openness to experience / Keterbukaan terhadap pengalaman :
The degree to which someone has a wide range of interests and is
imaginative, fascinated with novelty, artistically sensitive, and
intellectual. [Sejauh mana seseorang memiliki minat yang luas
dan imajinatif, terpesona dengan hal-hal baru, sensitif secara
artistik, dan intelektual.]

Copyright © 2012 Pearson Education, Inc.

Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter ©2012 Pearson Education, Inc. publishing as Prentice Hall
Publishing as Prentice Hall 14-17
Exhibit 14-4: Examples of MBTI® Personality Types
Contoh Tipe Kepribadian MBTI®

MBTI: Myers Briggs Type Indicator / Indikator Tipe Myers Briggs

Menggabungkan preferensi ini memberikan deskripsi dari 16 tipe
kepribadian, dengan setiap orang diidentifikasi dengan salah satu
item di masing-masing dari empat pasang.

Copyright © 2012 Pearson Education, Inc.

Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter ©2012 Pearson Education, Inc. publishing as Prentice Hall
Publishing as Prentice Hall 14-18
Exhibit 14-5: Holland’s Personality-Job Fit

Teori kecocokan kepribadian-pekerjaan yang paling banyak didokumentasikan

dikembangkan oleh psikolog John Holland, yang mengidentifikasi enam tipe
kepribadian dasar. Teorinya menyatakan bahwa kepuasan karyawan dengan
pekerjaannya, serta kemungkinannya untuk meninggalkan pekerjaan itu, bergantung
pada tingkat kesesuaian kepribadian individu dengan lingkungan pekerjaannya.
Copyright © 2012 Pearson Education, Inc.
Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter ©2012 Pearson Education, Inc. publishing as Prentice Hall
Publishing as Prentice Hall 14-19
 Emotions and Emotional Intelligence
Emosi dan Kecerdasan Emosional
• Emotions - intense • Emosi - perasaan
feelings that are intens yang diarahkan
directed at someone pada seseorang atau
or something. sesuatu.
• Emotional Intelligence • Kecerdasan Emosional
(EI) - the ability to (EI) - kemampuan
notice and to manage untuk memperhatikan
emotional cues and dan mengelola isyarat
information. dan informasi
emosional.

Copyright © 2012 Pearson Education, Inc.

Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter ©2012 Pearson Education, Inc. publishing as Prentice Hall
Publishing as Prentice Hall 14-20
Perception / Persepsi
• Perception - a process by which we give
meaning to our environment by organizing
and interpreting sensory impressions.
• Persepsi - suatu proses di mana kita memberi
makna pada lingkungan kita dengan mengatur
dan menafsirkan kesan sensorik.

Copyright © 2012 Pearson Education, Inc.

Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter ©2012 Pearson Education, Inc. publishing as Prentice Hall
Publishing as Prentice Hall 14-21
 How We Perceive People
Bagaimana Kita Memandang Orang
• Attribution Theory - how • Teori Atribusi - bagaimana
the actions of individuals tindakan individu dianggap
are perceived by others oleh orang lain bergantung
depends on what meaning pada makna (penyebab) apa
(causation) we attribute to yang kita kaitkan dengan
a given behavior. perilaku tertentu.

– Internally caused behavior: - Perilaku yang disebabkan secara

under the individual’s internal: di bawah kendali individu
control - Perilaku yang disebabkan secara
– Externally caused behavior: eksternal: karena faktor luar
due to outside factors
Copyright © 2012 Pearson Education, Inc.
Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter ©2012 Pearson Education, Inc. publishing as Prentice Hall
Publishing as Prentice Hall 14-22
 How We Perceive People
Bagaimana Kita Memandang Orang
• Fundamental attribution error • Kesalahan atribusi mendasar -
- the tendency to kecenderungan untuk
underestimate the influence of meremehkan pengaruh faktor
external factors and to eksternal dan melebih-lebihkan
overestimate the influence of pengaruh faktor internal atau
internal or personal factors. pribadi.
• Self-serving bias - the • Bias melayani diri sendiri -
tendency of individuals to kecenderungan individu untuk
attribute their successes to mengaitkan kesuksesan mereka
internal factors while blaming dengan faktor internal sambil
personal failures on external menyalahkan kegagalan pribadi
factors. pada faktor eksternal.

Copyright © 2012 Pearson Education, Inc.

Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter ©2012 Pearson Education, Inc. publishing as Prentice Hall
Publishing as Prentice Hall 14-23
 Perception Exercise

• If your eyes follow the movement

of the rotating pink dot, the dots
will remain only one color, pink.

• However if you stare at the black

'+' in the center, the moving dot
turns to green.

• Now, concentrate on the black '+'

in the center of the picture. After
a short period, all the pink dots
will slowly disappear, and you will
only see only a single green dot
rotating.

Copyright © 2012 Pearson Education, Inc.

Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter ©2012 Pearson Education, Inc. publishing as Prentice Hall
Publishing as Prentice Hall 14-24
 Exhibit 14-6: What Do You See?

Copyright © 2012 Pearson Education, Inc.

Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter ©2012 Pearson Education, Inc. publishing as Prentice Hall
Publishing as Prentice Hall 14-25
Shortcuts Used in Judging Other
TIPS Digunakan untuk Menilai Orang Lain
• Assumed similarity - the • Asumsi kesamaan - asumsi
assumption that others are bahwa orang lain seperti diri
like oneself. sendiri.
• Stereotyping - judging a • Stereotip - menilai
person on the basis of one’s seseorang berdasarkan
perception of a group to persepsi seseorang tentang
which he or she belongs. kelompok tempat dia
• Halo effect - a general berada.
impression of an individual • Efek halo - kesan umum
based on a single seseorang berdasarkan satu
characteristic. karakteristik.

Copyright © 2012 Pearson Education, Inc.

Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter ©2012 Pearson Education, Inc. publishing as Prentice Hall
Publishing as Prentice Hall 14-26
 Exhibit 14-7: Attribution Theory

Semakin konsisten suatu perilaku, semakin cenderung

pengamat mengaitkannya dengan sebab-sebab internal.

Copyright © 2012 Pearson Education, Inc.

Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter ©2012 Pearson Education, Inc. publishing as Prentice Hall
Publishing as Prentice Hall 14-27
Psychological Factors – Learning
Faktor Psikologis – Pembelajaran
• Learning - any relatively permanent change in
behavior that occurs as a result of experience.
• Almost all complex behavior is learned.
• Learning is a continuous, life-long process.
• The principles of learning can be used to shape
behavior.
• Theories of learning:
– Operant conditioning
– Social learning
Copyright © 2012 Pearson Education, Inc.
Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter ©2012 Pearson Education, Inc. publishing as Prentice Hall
Publishing as Prentice Hall 14-28
 Operant Conditioning /
Pengkondisian operan
• Operant conditioning - a theory of • Pengondisian operan - teori
learning that says behavior is a pembelajaran yang mengatakan perilaku
function of its consequences adalah fungsi dari konsekuensinya
– Operant behavior: voluntary or – Perilaku operan: perilaku sukarela
learned behaviors atau dipelajari
• Behaviors are learned by • Perilaku dipelajari dengan
making rewards contingent membuat imbalan bergantung
to behaviors. pada perilaku.
• Behavior that is rewarded • Perilaku yang dihargai (diperkuat
(positively reinforced) is secara positif) kemungkinan besar
likely to be repeated. akan diulangi.
• Behavior that is punished • Perilaku yang dihukum atau
or ignored is less likely to diabaikan lebih kecil
be repeated. kemungkinannya untuk diulangi.

Copyright © 2012 Pearson Education, Inc.

Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter ©2012 Pearson Education, Inc. publishing as Prentice Hall
Publishing as Prentice Hall 14-29
Social Learning / Pembelajaran Sosial
• Social learning theory - a theory of learning that says people can learn
through observation and direct experience. [sebuah teori belajar yang
mengatakan bahwa orang dapat belajar melalui observasi dan
pengalaman langsung]
Attentional: the attractiveness or similarity of the model [daya tarik atau
kesamaan model]
Retention: how well the model can be recalled [Proses mempertahankan
atau menyimpan informasi mengenai perilaku yang diamati di dalam
ingatan. Retensi melibatkan encoding dan penyimpanan informasi di
memori.]
Motor reproduction: the reproducibility of the model’s actions. [Individu
mengamati dan belajar melalui pengamatan terhadap perilaku orang lain,
kemudian mencoba meniru atau mengulanginya sendiri.]
Reinforcement: the rewards associated with learning the model behavior
[hadiah yang terkait dengan mempelajari perilaku model]
Copyright © 2012 Pearson Education, Inc.
Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter ©2012 Pearson Education, Inc. publishing as Prentice Hall
Publishing as Prentice Hall 14-30
Shaping: A Managerial Tool
• Shaping behavior / Membentuk perilaku - proses membimbing
pembelajaran dalam langkah-langkah bertahap dengan
menggunakan penguatan atau kekurangan penguatan.
Shaping methods:
• Positive reinforcement / Penguatan positif : rewarding desired behaviors.
[menghargai perilaku yang diinginkan]
• Negative reinforcement / Penguatan negative : removing an unpleasant
consequence once the desired behavior is exhibited. [menghilangkan
konsekuensi yang tidak menyenangkan setelah perilaku yang diinginkan
ditunjukkan]
• Punishment / Hukuman : penalizing an undesired behavior [menghukum
perilaku yang tidak diinginkan]
• Extinction: eliminating a reinforcement for an undesired behavior
[menghilangkan atau mengurangi perilaku yang tidak diinginkan]
Copyright © 2012 Pearson Education, Inc.
Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter ©2012 Pearson Education, Inc. publishing as Prentice Hall
Publishing as Prentice Hall 14-31
Contemporary Issues in Organization Behavior
Isu Kontemporer dalam Perilaku Organisasi

• Mengelola Perbedaan Generasi di Tempat Kerja

– Gen Y: individuals born after 1978
• Membawa sikap baru ke tempat kerja yang
mencerminkan beragam pengalaman dan peluang
• Ingin bekerja, tetapi tidak ingin pekerjaan menjadi hidup
mereka
• Tantang status quo
• Telah tumbuh dengan teknologi
• Mengelola Perilaku Negatif di Tempat Kerja

Copyright © 2012 Pearson Education, Inc.

Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter ©2012 Pearson Education, Inc. publishing as Prentice Hall
Publishing as Prentice Hall 14-32
 Exhibit 14-8: Gen Y Workers

Tidak ada konsensus tentang rentang

waktu pasti yang dimiliki Gen Y, tetapi
sebagian besar definisi mencakup
individu yang lahir dari sekitar tahun
1982 hingga 1997. Satu hal yang pasti—
mereka membawa sikap baru ke
tempat kerja. Gen Y telah tumbuh
dengan berbagai pengalaman dan
peluang yang luar biasa. Dan mereka
ingin kehidupan kerja mereka
menyediakannya juga, seperti yang
ditunjukkan pada Tampilan 14-8.

Copyright © 2012 Pearson Education, Inc.

Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter ©2012 Pearson Education, Inc. publishing as Prentice Hall
Publishing as Prentice Hall 14-33
 Terms to Know
• behavior
• organizational behavior • behavioral component
• employee productivity • job involvement
• absenteeism • organizational commitment
• turnover • perceived organizational
support
• organizational citizenship
behavior • cognitive dissonance
• job satisfaction • attitude surveys
• workplace misbehavior • personality
• attitudes • Big Five Model
• cognitive component • locus of control
• affective component • Machiavellianism

Copyright © 2012 Pearson Education, Inc.

Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter
Publishing as Prentice©2012
HallPearson Education, Inc. publishing as Prentice Hall 14-34