Pengaruh Perceived Organizational Support terhadap Work Engagement pada Karyawan Marketing di PT. Len Industri

Mardiyatussalma Rohaeti Jaya, Hendro Prakoso, Vici Sofiana Putera

Abstract


Abstract—  The importance of work engagement in contributing significantly to organizations in reducing turnover, enhancing the company's financial position and determining the success of the organization. Support from organizations in the form of fairness to employee contributions, support from supervisor and rewards and job conditions can improve employee work engagement. This research aims to see how much impact of perceived organizational support on work engagement towards 21 marketing employees at PT. Len Industri, using quantitative methods and multiple regression analysis techniques. The results of the study showed a significance of 0.000 < 0.05, so perceived organizational support had a significant influence on work engagement. Fairness has a P-value = 0.003 and the Support supervisor has  P-value = 0.003 so it has a significant effect on work engagement, While the organization reward and job condition has p-value = 0,148 mean that the aspect of the organization reward and job condition has no significant effect on the work engagement.

 

Keywords— Perceived Organizational Support , Work Engagement, Marketing Employees.

 


Keywords


Perceived Organizational Support , Work Engagement, Karyawan Marketing.

Full Text:

PDF

References


Alvi, A. K., & Haider, R. (2014). Relationship of Perceived Organizational Support. Sci.Int., 26(2), 949–952.

Biswas, S and Bhatnagar, J. (2013). Mediator Analysis of Employee Engagement:Role of Perceived Organizational Support, P-O Fit, Organizational Commitment and Job Satisfaction

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

Demerouti, E. and Cropanzano, R., 2010. From thought to action: employee work engagement and job performance. In: Bakker, A.B. and Leiter, M.P (Eds) Work Engagement : A Handbook of Essential Theory and Research. Psychology Press, Hove.

DeConinck, J. B. (2010). The effect of organizational justice, perceived organizational support, and perceived supervisor support on marketing employees’ level of trust. Journal of Business Research, 63(12), 1349–1355. https://doi.org/10.1016/j.jbusres.2010.01.003

Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Eisenberger 1986 JAppPsychol POS original article. Journal of Applied Psychology, 71(3), 500–507.

Ghozali, Imam. 2012. Aplikasi Analisis Multivariate Dengan Program Spss. Semarang: Badan Penerbit Universitas Diponegoro.

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.

Liu, L. (2018). A Review of Perceived Organizational Support. DEStech Transactions on Economics, Business and Management, icssed, 319–322. https://doi.org/10.12783/dtem/icssed2018/20255

Luthans, F. (2002). Luthans-2002-Journal_of_Organizational_Behavior. Journal of Organizational Behavior, 23(6), 695–706. https://doi.org/10.1002/job.165

Nikhil, S., & Arthi, J. (2018). Perceived Organisational Support and Work Engagement: Mediation of Psychological Capital - A Research Agenda. Journal of Strategic Human Resource Management, 7(1), 33–40. http://elib.tcd.ie/login?url=https://search.proquest.com/docview/2024163427?accountid=14404%0Ahttp://linksource.ebsco.com/linking.aspx?sid=ProQ%3Aabiglobal&fmt=journal&genre=article&issn=22772138&volume=7&issue=1&date=2018-01-01&spage=33&title=Journal+of+

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

Schaufeli, W. B. (2013). What is engagement? Employee Engagement in Theory and Practice, 15–35. https://doi.org/10.4324/9780203076965

Schaufeli,W. B., Salanova, M., Gonzalez-Romá, V., & Bakker, A. B. (2002). The measurement of engage- ment and burnout: A confirmative analytic approach. Journal ofHappiness Studies.

Sugiyono. (2009). Metode Penelitian Kualitatif Kuantitatif dan R&D. Bandung : Alfabeta

Wu, T. J., & Wu, Y. J. (2019). Innovative work behaviors, employee engagement, and surface acting: A delineation of supervisor-employee emotional contagion effects. Management Decision, 57(11), 3200–3216. https://doi.org/10.1108/MD-02-2018-0196




DOI: http://dx.doi.org/10.29313/.v6i2.24480

Flag Counter    Â