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"Felt Accountability merupakan kunci yang menuntun pada kesuksesan dalam dunia organisasi karena dapat membantu mengarahkan karyawan membentuk ekspektasi peran dan kewajiban bersama, serta memperjelas kriteria evaluasi kinerja dan perilaku mereka. Selain itu, felt accountability juga dapat berasosiasi dengan tindakan-tindakan tidak etis dan ilegal karyawan. Oleh karena itu, menjadi penting untuk mengetahui faktor yang dapat memprediksikan felt accountability.Penelitian berdesain korelasional ini dilakukan untuk meneliti faktor-faktor yang dapat berhubungan dengan felt accountability. Secara spesifik ingin meneliti hubungan dari faktor individu berupa conscientiousness dan faktor kelompok berupa ethical leadership dengan felt accountability karyawan.Adapun untuk mencegah common method bias, pengambilan data menerapkan metode time lag yang memisahkan pengambilan data independent variable dan dependent variable dengan jarak dua minggu pada masing-masing partisipan. Penelitian ini dilakukan terhadap 140 orang karyawan dengan dua struktur perusahaan berbeda: organic dan mechanistic. Seluruh alat ukur penelitian menunjukkan konsistensi internal yang baik dengan koefisien reliabilitas yang berada pada rentang 0,7 ndash; 0,9.Hasil analisis multiple regression menunjukkan bahwa terdapat hubungan positif yang signifikan antara conscientiousness dan felt accountability. Akan tetapi, tidak ditemukan adanya hubungan yang signifikan antara ethical leadership dan felt accountability. Adapun implikasi dari penelitian ini didiskusikan lebih lanjut.

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Felt Accountability is a key that leads to success in organization because it provides guidance and direction for employees to form their role expectations and mutual obligations, also clarify the evaluation criteria for their performance and behavior. Felt accountability is associated with employees unethical and illegal conducts, hence it is important to explore the predictors of felt accountability.

This research is conducted to investigate the factors involved in correlational relationship of felt accountability. Specifically, aim to investigate the relationship of individual factor, such conscientiousness and group factor, such ethical leadership to felt accountability in employee.

To avoid common method bias, the survey was applying time lag method which separate the independent from dependent variable for two weeks gap of survey time. This research is conducted towards 140 employees in two different structure of companies organic and mechanistic. All of the research instruments show good internal consistency with coefficient of reliability from 0,7 ndash 0,9.

Analysis result of multiple regression shows a positively significant correlational relation between conscientiousness and felt accountability. However, there is no significant correlation found between ethical leadership and felt accountability. The implications of this study is discussed further."

"Felt accountability, atau persepsi akuntabilitas karyawan, merupakan salah satu faktor yang memegang andil dalam penentuan kesuksesan ataupun kegagalan perusahaan. Hal ini disebabkan, karyawan dengan felt accountability yang rendah, berisiko melakukan kecurangan yang mampu merugikan perusahan. Sayangnya, meskipun konsekuensi dari felt accountability sudah banyak diketahui, namun masih minim penelitian yang berusaha mengetahui antesedennya.Penelitian dengan desain korelasional ini dilakukan untuk mengetahui apakah afek positif, afek negatif, dan persepsi dukungan perusahaan memiliki hubungan dengan felt accountability. Untuk menghindari adanya common method bias, penulis memberikan jarak dua minggu antara pengambilan data variabel independen dan variabel dependen. Jumlah sampel yang digunakan pada penelitian skripsi inisebanyak 134 orang.Hasil analisis regresi majemuk menunjukkan bahwa afek positif, afek negatif, dan persepsi dukungan perusahaan memiliki hubungan yang signifikan dengan felt accountability. Riset ini memberi kontribusi empiris dalam mengangkat aspek individu dan situasi sebagai anteseden dari felt accountability.

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Felt accountability is one of the major factors that can determine the successor failure of a company. Employees with low felt accountability have a greater risk of doing fraud which can harm the company. However, despite the consequences of felt accountability have already been known, there is still little empirical research regarding its antecedents.

Research with the correlational design is under taken to investigate whether the relationship of positive affect, negative affect, and perceived organizational support towards felt accountability exist or not. To avoidthe common method bias, there was two weeks delay between the first data taking and second data taking. The data were collected from 134 participants.

The result from multiple regression analysis shows that positive affect, negative affect, andperceived organizational support have significant relationships with feltaccountability. This research provides empirical contribution in felt accountabilityresearch field by highlighting the person situation aspects as its antecedents."

"ABSTRAKPenelitian ini bertujuan mengetahui hubungan antara felt accountability, perceived resources, emotional exhaustion terhadap intuitive decision making di Kontraktor Pertambangan Batubara ABC dan program intervensi perceived resources coaching untuk meningkatkan kualitas intuitive decision making.Sampel penelitian ini N = 167 adalah karyawan Kontrktor Pertambangan Batubara ABC yang bekerja di lingkungan kerja yang berbahaya, yang berpotensi untuk mereka melakukan intuitive decision making pada situasi emergensi.Hasil penelitian menunjukkan bahwa tidak terdapat hubungan antara felt accountability terhadap intuitive decision making ? = 0.123 p = 0.149 dan antara emotional exhaustion terhadap intuitive decision making ? = 0.141 p = 0.074 . Ditemukan hubungan antara perceived resources terhadap intuitive decision making ? = 0.291 p = 0.000 Hasil tersebut mengindikasikan bahwa peningkatan persepsi akan perceived resources akan meningkatkan kualitas intuitive decision making karyawan Kontraktor Pertambangan Batubara ABC pada situasi emergensi. Oleh karena itu,program intervesi yang disusun untuk meningkatkan kualitas intuitive decision making pada situasi emergensi di Kontraktor Pertambangan Batubara ABC adalah Perceived Resources Coaching.

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ABSTRACT This study aims to examine the relationship between felt accountability, perceived resources, and emotional exhaustion toward intuitive decision making at Coal Mine Contractor ABC and the intervention program of perceived resources coaching to improve the quality of intuitive decision making. The sample of this study N 167 are the employees of Coal Mine Contractor ABC who work in hazardous work environments that may cause them making intuitive decision in an emergency situation. The result demonstrates that there is no correlation between felt accountability toward intuitive decision making 0.123 p 0.149 and between emotional exhaustion toward intuitive decision making 0.141 p 0.074 . There is correlation between perceived resources toward intuitive decision making 0.291 p 0.000 This analysis result indicates that increased perception of perceived resources will improve the quality of decision making of Coal Mine Contractor ABC rsquo s employees in emergency situation. Therefore, the intervention program named Perceived Resources Coaching is developed to increase the quality of ABC employees in making decision in emergency situation. "

"Persepsi akuntabilitas merupakan elemen penting di masyarakat dan dalam organisasi. Tanpa akuntabilitas, individu akan bertindak dengan tidak memperhatikan kemungkinan konsekuensi yang terjadi dari perbuatannya bagi orang lain. Akan tetapi, penelitian empiris mengenai faktor-faktor yang memprediksi persepsi akuntabilitas masih sangat minim. Penelitian berdesain korelasional ini dilakukan untuk meneliti hubungan antara persepsi akuntabilitas dengan perilaku pengawasan manajerial yang dibagi menjadi pengawasan terhadap tugas dan hubungan interpersonal dan iklim pemberdayaan oleh pemimpin. Untuk menghindari common method bias, data penelitian diperoleh dari sumber berbeda: 85 pasang atasan dan bawahan di Indonesia dan juga diberikan jeda waktu time-lag untuk sumber yang sama. Seluruh alat ukur penelitian menunjukkan konsistensi internal yang baik dengan koefisien reliabilitas sebesar 0,7-0,9. Hasil analisis korelasi pearson menunjukkan a tidak terdapat hubungan positif yang signifikan antara perilaku pengawasan manajerial terkait tugas dan iklim pemberdayaan oleh pemimpin terhadap persepsi akuntabilitas b terdapat hubungan positif yang signifikan dari perilaku pengawasan manajerial terkait hubungan interpersonal terhadap felt accountability. Hasil temuan ini memberikan kontribusi bagi pembentukan dan evaluasi felt accountability dalam lingkup organisasi.

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Felt Accountability is an imperative element within a society, as well as an organization. Without accountability, one would disregard the consequences that their actions may cost another individual. However, the number of empirical research that studies predicting factors of felt accountability, is very much lacking. This correlational design research is done to study the relationship of felt accountability among managerial monitoring for task and for interpersonal facilitation behavior and empowering leadership climate. To reduce common method bias, these research data were obtained from multiple different sources 85 pairs of leaders and their subordinates in Indonesia, furthermore an appropriate amount of time lag was given for the ones that were obtained from the same source. All the measuring instruments for the purposes of this research exhibit a relatively good internal consistency, with the reliability coefficients ranging from 0.7 0.9. The Pearson correlation analysis shows a there are no significant, positive correlation, between managerial monitoring behavior for task and empowering leadership climate with felt accountability b there are significantly positive effect that managerial monitoring for interpersonal facilitation have towards felt accountability. These findings provide new empirical evidences concerning the construction and evaluation of felt accountability within the organizational scope."