Kontigensi : Scientific Journal of Management Volume 7, No. 1, Juni 2019, pp. 15 - 21 ISSN 2088-4877
Effect of Work Rotation on Job Satisfaction
Dedi Hadian Sekolah Tinggi Ilmu Ekonomi Pasundan, Bandung E-mail: [email protected]
ABSTRACT
Find out the performance of employees, and it is necessary to measure or evaluate performance criteria. One assessment of employee work is job satisfaction determined by job rotation. Based on the phenomenon in the field, this study aims to assess the effect of job rotation on job satisfaction. This study uses a survey approach to employees. Structural analysis of equation modeling used to analyze data. The results of the survey prove that job rotation, which consists of additional employee capabilities, other employee knowledge, and overcoming employee saturation levels, affects job satisfaction.
Keywords: job rotation, job satisfaction.
INTRODUCTION Employees are one of the crucial factors determining the progress of a company. Humans always play an active role in every According to Stanton & Nankervis (2011), the organization because humans become planners, quality of an organization depends on the quality actors, and determinants of the realization of of the people. This condition means that organizational goals. This goal is not possible excellent employee performance affects the without the active part of employees. Employees achievement of company goals. who have high performance will have an impact Employees are the most critical assets that on the company or organization. To find out the must be owned by the company and highly performance of employees' performance is considered by management. Humans boil down needed, a measure or criteria for performance to the fact that HR is an element that is always in appraisal. Performance appraisal is an activity the organization. Humans make goals, innovate, that can use as a means of the success of an and achieve organizational goals. Human employee is working within a specific time. resources trigger creativity in every organization
15 Kontigensi : Scientific Journal of Management Volume 7, No. 1, Juni 2019, pp. 15 - 21 ISSN 2088-4877 to achieve its goals. Human resources make the officials in rotating. It is not impossible if it resources of other organizations run. Rotation of ignored; the wheels of the organization do not go employees in an organization is something that according to the plan and vision and mission of needs to be considered by management so that the organization. The phenomenon that occurs changes or exchanges of employees are that is not optimal job satisfaction is also thought following the fields and abilities of employees. to be caused by suboptimal rotation. Based on And it can make employees better. the results of the survey, it knows that the The rotation system did make the employee employee's progress of 3.0 is considered quite work from the beginning or learn something new good. Employee knowledge (2.79) is quite good, again. Indeed, if this happens, it will make the and work saturation (2.75) is not good. balance of the wheels of the institution will At the rotation process, the existence of disrupt. With excellent and precise employee employee competencies should be a concern, so rotation with a minimum under the abilities of the that the skills of the employees themselves are employee's background, it can also take into not far from their necessary abilities. Because as consideration. So it is not only oriented to the it knows that employees who have excellent rotation of an empty job or provide new competence even above average can run the experience and expertise to employees, but organization well. When we look at competent, even these aspects become a concern so that qualified employees, it will be easier to run the the involvement of employees in the original process of the organization's wheels. The function makes employees think hard to be able competence in question can be in the form of to adjust the new work so that it can give the employee education or perhaps training that is wrong impact for organizational travel. To get the followed by employees to support the needs of rotation process that is right on target and can the organization. provide positive things both for organizations Work rotation performed is expected to should be able to make considerations to provide include the cross-training process of the positive things. In line with the results of employees themselves, wherein the process of research conducted by Kampkötter, Harbring & moving from one job to another can provide Sliwka (2018), stating that the process of rotation positive things both for the employee itself or the itself can provide positive things for the learning organization. When employees rotated, process of a job. employees also expected to be able to learn the It is departing from the roles and functions of work within the scope of the same organization, rotation only to provide new experiences, new both skills, and understanding, to increase the skills for employees so that they can adapt and productivity of the organization that is their have excellent abilities. However, if done home. Thus, as stated above, rotation is a inappropriately and carefully, it is not possible division of labor with different tasks or different instead to give an inappropriate effect on the positions in a unit of time management. It employee itself or the process of organizational intended to transfer objectives to employees to turnover which can be slower or maybe if a right improve their abilities, knowledge, skills, and and proper rotation process should be able to competencies and which have an effect on their move the organization better than before the motivational outcomes on one another. rotation process is done. These values are the In carrying out work routines, sometimes ones that are considered by organizational employees experience excessive methods from
16 Kontigensi : Scientific Journal of Management Volume 7, No. 1, Juni 2019, pp. 15 - 21 ISSN 2088-4877 the work they do. As for the alternative done is to If the employee performs as required, he rotate the work (Khan, Rasli, Yusoff, Ahmed, should receive the promised gift. When he gets Rehman & Khan, 2014). The condition explains these rewards, his motives are satisfied, and his that rotation is a periodic change for an belief in the same pattern in the future employee from one task to another or from one strengthened. If he works well but receives less job to another job. than promised, he will be skeptical for the days According to Zareen, Razzaq & Mujtaba to come. Conversely, if he is not able to run well, (2013), job rotation indirectly benefits that and does not receive compensation, the employees will have a lot of skills and knowledge consequences may be different. The first about other jobs. So that it can provide a good possibility, he becomes not to himself, maybe impact for the organization because it can revenge with other factors that felt to be the reduce costs for employee training. Even the cause. He no longer wants to do the same thing management of the organization has more if he does not feel able to one hundred percent flexibility in planning work, adjusting to changes, successful. and filling tunnels according to its ability. Also, Another possibility is to increase its efforts to job rotation can lead to increased work overcome these failures. With increased energy, disruption. Newly rotated employees must be it might be able to overcome failure in its past able to adjust to other employees. Besides, it time. Therefore the process can be restarted, if also takes time to monitor and evaluate them for not necessarily immediately realized, for that freshly turned. individual will evaluate the feasibility of the prize. Job satisfaction is an individual. Each He will compare with the effort that has spent to individual has a different level of joy following the achieve the award. After that, if he feels enough, value system that applies to him. The higher the then he will become more critical for the future. If assessment of activities felt under individual he is satisfied, the same process will do again. desires, the higher satisfaction with these The phenomenon that has described previously activities; thus, Rivai and Sagala (2009) define is the purpose of this study, namely how much job satisfaction as an evaluation describing influence the job rotation on employee job satisfaction. someone's feelings of being happy or unhappy, satisfied, or dissatisfied at work. Job satisfaction can identify as a positive feeling about one's work as a result of an evaluation of their RESEARCH METHODS characteristics (Saravani & Abbasi, 2013). According to Siengthai & Pila-Ngarm (2016), job This research conducted at government satisfaction is a positive emotional state that is agencies that manage the development of the the result of evaluating one's work experience. paper industry in the city of Bandung where Job dissatisfaction arises when one's found problems that are worthy of study. The expectations not met. Based on the definitions of research authors focus on issues relating to some experts, it can conclude that Job Employee Rotation of Employee Job satisfaction is an evaluation result that illustrates Satisfaction, and this research was carried out an individual's attitude that shows satisfaction or for four months and used a survey approach to dissatisfaction with his work experience. 95 employees. The data analysis technique uses a partial least squares approach.
17 Kontigensi : Scientific Journal of Management Volume 7, No. 1, Juni 2019, pp. 15 - 21 ISSN 2088-4877
Operational variables include work rotation can be declared reliable and genuinely as a variables developed by Eriksson & Ortega reliable measuring instrument and have a high (2006); Earney & Martins (2009), who revealed level of stability, in the sense that the measuring that rotation covers that rotation is an addition to instrument, if carried out repeatedly, the results the ability of employees, additional employee of testing the instrument will show results that knowledge, and overcome the level of boredom remain. at work. And the Job Satisfaction variable uses the Minnesota Satisfaction Questionnaire instrument developed by Weiss, Dawis & RESULTS AND DISCUSSION England (1967). Job Satisfaction Factors are factors that concern a person's psychological The results of the calculation show the needs, that is, a perfect feeling of doing work. research variables consist of 4 variables, namely Data quality testing shows that some job rotation composed of 3 variables, namely the statement instruments show loading values addition of employee capabilities, additional
18 Kontigensi : Scientific Journal of Management Volume 7, No. 1, Juni 2019, pp. 15 - 21 ISSN 2088-4877 satisfaction. This result means that the additional be able to learn the work within the scope of the ability of employees contributes to job same organization, both skills, and satisfaction by 0.02. Path coefficient Rot2 = 0.38, understanding, to increase the productivity of the obtained p-value of <0.01 by taking a organization that is their home. significance level of α of 5%, then H0 is rejected, Thus, as stated above, rotation is a division or in other words, there is a significant effect of labor with different tasks or different positions between additional employee knowledge of in a unit of time management. This result satisfaction. Thus it can be concluded that the intended to transfer objectives to employees to additional knowledge of employees has an improve their abilities, knowledge, skills, and influence, which is substantial to satisfaction. competencies and which have an effect on their This result means that the additional knowledge motivational outcomes on one another. The of employees contributes to satisfaction by 0.38. highest statement is about aspects. Every Thus the better the additional knowledge of employee is always trying to get new workability, employees, it will increase satisfaction. Rot3 and I feel the change provides a unique path coefficient = 0.44, obtained p-value of <0.01 atmosphere that is more comfortable. by taking a significance level of α of 5%, then H0 is rejected, or in other words, there is a However, there are still weak aspects, significant influence between overcoming the namely different elements of the position will level of employee boredom towards satisfaction. increase knowledge in solving problems and Thus it can be concluded that overcoming the each employee feels confident that work transfer saturation level employees has a significant will increase the ability to work, meaning that effect on satisfaction. This result means employees feel that the removal of work they overcoming the level of employee boredom experienced is not a means to increase the contributes to satisfaction by 0.02. Thus the ability of these employees to work it is only a better the rotation, it will increase satisfaction move that is determined by the organization. and R2 by 0.34. The phenomenon that occurs in the field of The results of this study are following employees, in general, addressing employee Saravani & Abbasi (2013), which proves that work rotation is limited to the transfer of positions rotation is a process as an additional ability for and the transfer of duties and authority so that employees themselves and also as a process of they do not pay attention to aspects of the increasing ability and efforts to overcome the knowledge they will get other than that very level of burnout at work. rarely employees feel confident that rotation will increase their awareness in work, so it is clear Based on the results of research on that rotation employee work is still not sufficient. descriptive analysis, obtained an average value of rotation with a total average of 3.28 with a The rotation influences satisfaction. This reasonably good to proper criteria, rotation of result shows that employee satisfaction will not work carried out expected to include the process only be able to be achieved from the movement of cross-training of the employees themselves, or rotation, but needs to be supported by the which in the process of moving from one job to right motivation from the employee. (Siengthai & other jobs able to provide positive things both for Pila-Ngarm, 2016) Work rotation based on the the employee itself or the organization. When transfer of proactive tasks is an organizational employees rotated, employees also expected to leadership policy to increase productivity by
19 Kontigensi : Scientific Journal of Management Volume 7, No. 1, Juni 2019, pp. 15 - 21 ISSN 2088-4877 placing an employee on a job assignment under REFERENCES his expertise — the consideration based on the results of employee performance appraisals. Earney, S., & Martins, A. (2009). Job rotation at Thus, if based on the transfer of productive Cardiff University library service: a pilot tasks, job rotation will be a form of organizational study. Journal of librarianship and appreciation for the achievements of an information science, 41(4), 213-226. employee. When that happens, then one of the Eriksson, T., & Ortega, J. (2006). The Adoption impacts will be employee satisfaction. of Job Rotation: Testing the Theories. ILR Review, 59(4), 653–666.
https://doi.org/10.1177/00197939060590040
7 CONCLUSIONS Kampkötter, P., Harbring, C., & Sliwka, D. (2018).Job rotation and employee Rotations consisting of additional employee performance–evidence from a longitudinal capabilities, other employee knowledge, and study in the financial services industry. The overcoming employee burnout are in the good International Journal of Human Resource enough category. Job Satisfaction is in pretty Management, 29(10), 1709-1735. good criteria. As for the highest statement that is Khan, F., Rasli, A. M., Yusoff, R. M., Ahmed, T., on the aspects of Superiors, encourage me to Rehman, A., & Khan, M. M. (2014). Job advance and improve my career and position rotation, job performance, organizational that have reached today is under my capacity. commitment: An empirical study on bank The lowest statement is on the elements of employees. Journal of Management financial rewards received from work under the info, 3(1), 33-46. work that I do, and every employee can work Saravani, S. R., & Abbasi, B. together in a team well. However, it needs to be (2013).Investigating the influence of job improved and considered by management is the rotation on performance by considering skill number of benefits that felt is still not following variation and job satisfaction of bank the workload of its employees adjusted it needs employees. Tehnički vjesnik, 20(3), 473-478. training from the relevant command to create the Siengthai, S., & Pila-Ngarm, P. (2016). The situations and conditions of the employees so interaction effect of job redesign and job that they always cooperate without any sense of satisfaction on employee performance, excessive ego. Evidence-based HRM, 4(2), 162-180. Based on data processing, rotation https://doi.org/10.1108/EBHRM-01-2015- consisting of additional employee knowledge and 0001 overcoming the level of employee saturation Stanton, P., & Nankervis, A. (2011).Linking affects satisfaction; however, the other ability of strategic HRM, performance management employees does not have a significant effect on and organizational effectiveness: satisfaction. The findings show that the current perceptions of managers in Singapore. Asia rotation has good value and meaning for the Pacific Business Review, 17(01), 67-84. organization but will significantly affect when Weiss, D. J., Dawis, R. V., & England, G. W. balanced by high motivation. (1967). Manual for the Minnesota Satisfaction Questionnaire. Minnesota Studies in Vocational Rehabilitation, 22, 120.
20 Kontigensi : Scientific Journal of Management Volume 7, No. 1, Juni 2019, pp. 15 - 21 ISSN 2088-4877
Zareen, M., Razzaq, K., & Mujtaba, B. G. (2013). Job design and employee performance: The moderating role of employee psychological
perception. European Journal of Business
and management, 5(5), 46-55.
21