Perceived Organizational Support Terhadap Komitmen Organisasi dan Kinerja Karyawan

Anggita Rinda Pratiwi, Muzakki muzakki Muzakki

Abstract


PT. Panca Mitra Multi Perdana is a company engaged in the export-import field. The production division is a division with a large workload and generally has the highest employee turnover compared to other divisions. Employee turnover can be suppressed by increasing perceived organizational support. This is because perceived good organizational support is directly proportional to organizational commitment and employee performance. This study aims to determine the effect of perceived organizational support on organizational commitment and employee performance on production division employees at PT. Panca Mitra Multi Perdana, located in Situbondo. This research uses causal quantitative research. The sample in this study amounted to 100 employees of the production division at PT. Panca Mitra Multi Perdana, located in Situbondo. Samples were selected using the purposive sampling method. Research data were analyzed using the Partial Least Square (PLS) method. The results showed that perceived organizational support had a positive and significant effect on organizational commitment with an R-Square value of 0.9123 (91.23%). Perceived organizational support has a positive and significant effect on employee performance with an R-Square value of 0.8997 (89.97%).


Keywords


Employee Performance, Organizational Commitment, Perceived Organizational Support, Production Division

Full Text:

PDF

References


Al-Omar, H. A., Arafah, A. M., Barakat, J. M., Almutairi, R. D., Khurshid, F., & Alsultan, M. S. (2019). The impact of perceived organizational support and resilience on pharmacists engagement in their stressful and competitive workplaces in Saudi Arabia. Saudi Pharmaceutical Journal, 27(7), 10441052. https://doi.org/10.1016/j.jsps.2019.08.007

Arshadi, N. (2011). The relationships of perceived organizational support (POS) with organizational commitment, in-role performance, and turnover intention: Mediating role of felt obligation. Procedia - Social and Behavioral Sciences, 30, 11031108. https://doi.org/10.1016/j.sbspro.2011.10.215

Arshadi, N., & Hayavi, G. (2013). The Effect of Perceived Organizational Support on Affective Commitment and Job Performance: Mediating Role of OBSE. Procedia - Social and Behavioral Sciences, 84, 739743. https://doi.org/10.1016/j.sbspro.2013.06.637

Baran, B. E., Shanock, L. R., & Miller, L. R. (2012). Advancing Organizational Support Theory into the Twenty-First Century World of Work. Journal of Business and Psychology, 27(2), 123147. https://doi.org/10.1007/s10869-011-9236-3

Caesens, G., & Stinglhamber, F. (2014). The relationship between perceived organizational support and work engagement: The role of self-efficacy and its outcomes. European Review of Applied Psychology, 64(5), 259267. https://doi.org/10.1016/j.erap.2014.08.002

Caesens, Gatane, Stinglhamber, F., Demoulin, S., & De Wilde, M. (2017). Perceived organizational support and employees well-being: The mediating role of organizational dehumanization. European Journal of Work and Organizational Psychology, 26(4), 527540. https://doi.org/10.1080/1359432X.2017.1319817

Edwards, M. R., & Peccei, R. (2010). Perceived Organizational Support, Organizational Identification, and Employee Outcomes: Testing a Simultaneous Multifoci Model. Journal of Personnel Psychology, 9(1), 1726. https://doi.org/10.1027/1866-5888/a000007

Eisenberger, R., & Stinglhamber, F. (2011). Antecedents of perceived organizational support. In R. Eisenberger & F. Stinglhamber, Perceived organizational support: Fostering enthusiastic and productive employees. (pp. 6197). https://doi.org/10.1037/12318-003

Gillet, N., Fouquereau, E., Forest, J., Brunault, P., & Colombat, P. (2012). The Impact of Organizational Factors on Psychological Needs and Their Relations with Well-Being. Journal of Business and Psychology, 27(4), 437450. https://doi.org/10.1007/s10869-011-9253-2

Hair, J. F., Sarstedt, M., Ringle, C. M., & Mena, J. A. (2012). An assessment of the use of partial least squares structural equation modeling in marketing research. Journal of the Academy of Marketing Science, 40(3), 414433. https://doi.org/10.1007/s11747-011-0261-6

Kurtessis, J. N., Eisenberger, R., Ford, M. T., Buffardi, L. C., Stewart, K. A., & Adis, C. S. (2017). Perceived Organizational Support: A Meta-Analytic Evaluation of Organizational Support Theory. Journal of Management, 43(6), 18541884. https://doi.org/10.1177/0149206315575554

Leveson, L., Joiner, T. A., & Bakalis, S. (2009). Managing cultural diversity and perceived organizational support: Evidence from Australia. International Journal of Manpower, 30(4), 377392. https://doi.org/10.1108/01437720910973061

Murthy, D. R. K. (2017). Perceived organizational support and work engagement. 3(5), 738740.

Rahman, S., & Karan, R. (2012). Perceived Organizational Support and Organizational Commitment: Bangladesh Perspective. 27, 12.

Vardaman, J. M., Allen, D. G., Otondo, R. F., Hancock, J. I., Shore, L. M., & Rogers, B. L. (2016). Social comparisons and organizational support: Implications for commitment and retention. Human Relations, 69(7), 14831505. https://doi.org/10.1177/0018726715619687

Zhong, L., Wayne, S. J., & Liden, R. C. (2016). Job engagement, perceived organizational support, high-performance human resource practices, and cultural value orientations: A cross-level investigation: JOB ENGAGEMENT, POS, AND HR PRACTICES. Journal of Organizational Behavior, 37(6), 823844. https://doi.org/10.1002/job.2076




DOI: https://doi.org/10.30596/jimb.v22i1.5282

Refbacks



Creative Commons License
Jurnal Ilmiah Manajemen Dan Bisnis is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.

  

ISSN 1693-7619 (print) | ISSN 2580-4170 (online)

 

View My Stats