Pengaruh Perceived Organizational Support terhadap Work Engagement pada Karyawan Produksi
Abstract
Abstract. The purpose of this study is to add information about the effect of Perceived Organizational Support on Work Engagement on production employees in the Divisi Alat Berat at PT Pindad (Persero). This research used a quantitative approach and data collection technique using a qyestionnaire. The data analysis technique was performed using Multiple Regression Analysis techniques. This study involved 72 permanent employees in the Divisi Alat Berat. The psychological scale used is the Survey of Perceived Organizational Support (SPOS) which refers to Eisenberger's Perceived Organizational Support theory and Ultrecht Work Engagement (UWES) -17 which refers to the Work Engagement theory from Schaufeli, Salanova, Gonzales-Roma & Bakker. The results of this study obtained Rs 0.969 with a significance level of 0.000 <0.05, so all aspects of Perceived Organizational Support have a major effect on Work Engagement.
Keywords : Perceived Organizational Support, Work Engagement, Production Employee.
Abstrak. Tujuan penelitian ini yaitu untuk menambah informasi mengenai pengaruh dari Perceived Organizational Support terhadap Work Engagement pada karyawan produksi di Divisi Alat Berat di PT Pindad (Persero). Penelitian ini menggunakan pendekatan kuantitatif dan pengumpulan data menggunakan kuesioner. Teknik analisis data menggunakan analisis multiple regression. Subjek penelitian berjumlah 72 karyawan tetap di Divisi Alat Berat. Skala psikologi yang digunakan adalah Survey of Perceived Organizational Support (SPOS) yang mengacu pada teori Perceived Organizational Support dari Eisenberger dan Ultrecht Work Engagement (UWES)-17 yang mengacu pada teori Work Engagement dari Schaufeli,Salanova, Gonzales-Roma &Bakker. Hasil penelitian ini memperoleh Rs 0,969 dengan taraf signifkansi sebesar 0,000 < 0,05, maka seluruh aspek Perceived Organziational Support berpengaruh besar terhadap Work Engagement.
Kata Kunci : Perceived Organizational Support, Work Engagement, Karyawan Produksi
Keywords
Full Text:
PDFReferences
Abed, F., & Elewa, A. H. (2016). The Relationship Between Organizational Support , Work Engagement And Organizational Citizenship Behavior As Perceived By Staff Nurses At Different Hospitals. Iosr Journal Of Nursing And Health Science, 5(4), 113–123. Https://Doi.Org/10.9790/1959-050405113123
Arslaner, E., & Boylu, Y. (2017). Perceived Organizational Support, Work-Family/Family-Work Conflict And Presenteeism In Hotel Industry. Tourism Review, 72(2), 171–183. Https://Doi.Org/10.1108/Tr-09-2016-0031
Bakker, A. B., & Demerouti, E. (2008). Towards A Model Of Work Engagement. Career Development International, 13(3), 209–223. Https://Doi.Org/10.1108/13620430810870476
Bakker, A. B., Van Emmerik, H., & Euwema, M. C. (2006). Crossover Of Burnout And Engagement In Work Teams. Work And Occupations,33(4),464–489. Https://Doi.Org/10.1177/0730888406291310
Bakker, A., Demerouti, E., & Xanthopoulou, D. (2012). How Do Engaged Employees Stay Engaged? Ciencia & Trabajo.
Bhatnagar, S. B. And J. (2013).Mediator Analysis Of Employee Engagement: Role Of Perceived Organizational Support,P-O Fit,Organizational Commitment And Job Satisfaction. Vikalpa, 38(1), 27–41.
Caesens, G., & Stinglhamber, F. (2014). The Relationship Between Perceived Organizational Support And Work Engagement: The Role Of Self-Efficacy And Its Outcomes. Revue Europeenne De Psychologie Appliquee, 64(5), 259–267. Https://Doi.Org/10.1016/J.Erap.2014.08.002
Chaudhary, R., & Rangnekar, S. (2017). Socio-Demographic Factors, Contextual Factors, And Work Engagement: Evidence From India. Emerging Economy Studies, 3(1), 1–18. Https://Doi.Org/10.1177/2394901517696646
Eisenberger, R., Armeli, S., Rexwinkel, B., Lynch, P. D., & Rhoades, L. (2001). Reciprocation Of Perceived Organizational Support. Journal Of Applied Psychology, 86(1), 42–51. Https://Doi.Org/10.1037/0021-9010.86.1.42
Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Eisenberger 1986 Japppsychol Pos Original Article. Journal Of Applied Psychology, 71(3), 500–507.
Eisenberger, R., Malone, G. P., & Presson, W. D. (2016). Optimizing Perceived Organizational Support To Enhance Employee Engagement. Society For Human Resource Management And Society For Industrial And Organizational Psychology, 2, 1–22. Retrieved From Http://Www.Siop.Org/Siop-Shrm/Shrm-Siop Pos.Pdf
Eisenberger, R., Rhoades Shanock, L., & Wen, X. (2020). Perceived Organizational Support: Why Caring About Employees Counts. Annual Review Of Organizational Psychology And Organizational Behavior, 7(1), 101–124. Https://Doi.Org/10.1146/Annurev-Orgpsych-012119-044917
Fredrickson, B. L., & Joiner, T. (2018). Reflections On Positive Emotions And Upward Spirals. Perspectives On Psychological Science, 13(2), 194–199. Https://Doi.Org/10.1177/1745691617692106
Hakanen, J. J., Ropponen, A., Schaufeli, W. B., & De Witte, H. (2019). Who Is Engaged At Work?: A Large-Scale Study In 30 European Countries. Journal Of Occupational And Environmental Medicine, 61(5), 373–381. Https://Doi.Org/10.1097/Jom.0000000000001528
Köse, A. (2016). The Relationship Between Work Engagement Behavior And Perceived Organizational Support And Organizational Climate. Journal Of Education And Practice, 7(27), 42–52. Retrieved From Www.Iiste.Org
Larsen, R. (2009). The Contributions Of Positive And Negative Affect To Emotional Weil-Being. Psihologijske Teme, 18(2), 247–266.
Llorens, S., Bakker, A. B., Schaufeli, W., & Salanova, M. (2007). Erratum: Testing The Robustness Of The Job Demands-Resources Model (International Journal Of Stress Management (2006) 13 (378-391)). International Journal Of Stress Management, 14(2), 224–225. Https://Doi.Org/10.1037/1072-5245.14.2.224
Lo, K. Y., & Becker, D. E. (1979). Pore-Pressure Response Beneath A Ring Foundation On Clay. Canadian Geotechnical Journal, 16(3), 551–566. Https://Doi.Org/10.1139/T79-060
Murthy, R. K. (2017). Perceived Organizational Support And Work Engagement. International Journal Of Applied Research, 3(5), 738–740. Retrieved From Http://Www.Emeraldinsight.Com/Doi/10.1108/Ijoa-11-2012-0627
Ouweneel, E., Le Blanc, P. M., Schaufeli, W. B., & Van Wijhe, C. I. (2012). Good Morning, Good Day: A Diary Study On Positive Emotions, Hope, And Work Engagement. Human Relations, 65(9), 1129–1154. Https://Doi.Org/10.1177/0018726711429382
Reid, A. A., Bowen, W. D., Setterlund, C., & Rothman, R. B. (1990). The Competitive Nmda Receptor Antagonist, Cpp, Allosterically Modulates Nmda Receptor Associated Pcp Binding Sites In The Absence Of Steric Hinderance. Nida Research Monograph Series, 56(105), 339–340.
Rhoades, L., & Eisenberger, R. (2002). Perceived Organizational Support: A Review Of The Literature. Journal Of Applied Psychology, 87(4), 698–714. Https://Doi.Org/10.1037/0021-9010.87.4.698
Rousseau, D. M. (1989). Psychological And Implied Contracts In Organizations. Employee Responsibilities And Rights Journal, 2(2), 121–139. Https://Doi.Org/10.1007/Bf01384942
Schaufeli, W. (2012). Work Engagement. What Do We Know And Where Do We Go? Romanian Journal Of Applied Psychology, 14(1), 3–10.
Schaufeli, W. B., & Bakker, A. B. (2004). Job Demands, Job Resources, And Their Relationship With Burnout And Engagement: A Multi-Sample Study. Journal Of Organizational Behavior, 25(3), 293–315. Https://Doi.Org/10.1002/Job.248
Schaufeli, W. B., Salanova, M., & Bakker, V. G. ´Alez-R. ´A A. B. (2016). The Measurement Of Engagement And Burnout: A Two Sample Confirmatory Factor Analytic Approach. Institut Für Management Und Wirtschaftsforschung, 60.
Schaufeli, W. B., Taris, T. W., & Van Rhenen, W. (2008). Workaholism, Burnout, And Work Engagement: Three Of A Kind Or Three Different Kinds Of Employee Well-Being? Applied Psychology, 57(2), 173–203. Https://Doi.Org/10.1111/J.1464-0597.2007.00285.X
Shaw, W. S., Reme, S. E., Pransky, G., Woiszwillo, M. J., Steenstra, I. A., & Linton, S. J. (2013). The Pain Recovery Inventory Of Concerns And Expectations: A Psychosocial Screening Instrument To Identify Intervention Needs Among Patients At Elevated Risk Of Back Disability. Journal Of Occupational And Environmental Medicine, 55(8), 885–894. Https://Doi.Org/10.1097/Jom.0b013e318289ee6c
Shoss, M. K., Eisenberger, R., Restubog, S. L. D., & Zagenczyk, T. J. (2013). Blaming The Organization For Abusive Supervision: The Roles Of Perceived Organizational Support And Supervisor’s Organizational Embodiment. Journal Of Applied Psychology, 98(1),158168.Https://Doi.Org/10.1037/A0030687
Sitorus, F. (2018). The Influence Of Perceived Organizational Support And Internal Communication Toward Work Engagement. 136(Icosop 2017), 280–287. Https://Doi.Org/10.2991/Icosop-17.2018.44
Sulea, C., Virga, D., Maricutoiu, L. P., Schaufeli, W., Zaborila Dumitru, C., & Sava, F. A. (2012). Work Engagement As Mediator Between Job Characteristics And Positive And Negative ExtraRole Behaviors. Career Development International, 17(3), 188–207. Https://Doi.Org/10.1108/13620431211241054
DOI: http://dx.doi.org/10.29313/.v7i1.25972
