Hubungan Antara Persepsi Dukungan Organisasi (Perceived Organizational Support) Dengan Keterikatan Karyawan

Abstract

Employee participation is essential for the effectiveness of the organization. The employees mentioned are not only reliable but also loyal, committed, and willing to contribute better performance, or in other words, employees with employee engagement. Employees having high level of engagement are able to help the adaptation of the organization to the surrounding communities. The research was aimed to determine the correlation between perceived organizational support and employee engagement. Data collection was conducted based on Perceived Organizational Support Scale/POS (α = .931) and Employee Engagement Scale (α = .903). The hypothesis of the research was the more positive perceived organizational support results in the higher employee engagement. Data were analyzed using simple regression. The result shows a positive correlation between perceived organizational support and employee engagement (r = .631; p < .001). It means that the hypothesis has been accepted. In the research, POS contributed effectively as much as 39.8% to employee engagement.Keywords: perceived organizational support, employee engagement, employee, Semarang AbstrakPeran serta karyawan sangat penting bagi efektivitas organisasi. Karyawan yang dimaksud adalah karyawan yang tidak hanya handal, tetapi juga memiliki loyalitas dan komitmen, serta bersedia untuk memberikan kinerja lebih bagi organisasi, atau biasa disebut dengan karyawan yang memiliki employee engagement. Karyawan yang memiliki engagement yang tinggi akan dapat membantu organisasi dalam beradaptasi dengan lingkungan. Penelitian ini bertujuan untuk mengetahui hubungan persepsi dukungan organisasi dengan employee engagement. Pengumpulan data dengan menggunakan Skala Persepsi Dukungan Organisai/POS (α = 0, 931) dan Skala Employee Engagement (α = 0, 903). Hipotesis penelitian ini adalah semakin positif persepsi dukungan organisasi, semakin tinggi employee engagement karyawan. Analisis data dilakukan dengan menggunakan korelasi regresi sederhana. Hasil analisis data menunjukkan adanya hubungan positif yang signifikan antara perceived organizational support dan employee engagement (r = 0, 631; p < 0,001). Dengan demikian hipotesis yang diajukan dapat diterima. Di dalam penelitian ini, POS memberikan sumbangan efektif sebesar 39.8% pada employee engagement.Kata Kunci : persepsi dukungan organisasi, keterikatan karyawan, karyawan, Semarang PENDAHULUANPentingnya keberadaan sumber daya manusia yang handal dalam sebuah organisasi atau perusahaan pada era globalisasi ini menuntut adanya karyawan dengan produktivitas tinggi. Oleh karena itu organisasi membutuhkan karyawan yang proaktif, memiliki inisiatif tinggi dan mempunyai tanggung jawab penuh terhadap perkembangan perusahaan dan karir. Selain itu, perusahaan juga membutuhkan karyawan-karyawan yang energik dan berdedikasi, yaitu karyawan yang memiliki engagement di dalam menjalani pekerjaanya (Bakker & Leiter, 2010).

The Impact of Organizational Culture and Perceived Organizational Support on Employee Engagement

“…Bakker et al (2015) also stated that POS is a level in which employee sense that company pay attention well on their welfare and value the contribution that has been done by the company. POS aspects consist of (1) Fairness received (fairness), (2) Supervisor support, and (3) reward and work condition, can improve employee engagement (Rhoades & Eisenberger, 2002;Saks, 2006;Mujiasih, 2015;Ariani & Afrianty (2017).…”

“…POS is the employee feedback response through the organization, which is shown with a high level of commitment dan involvement of organization goal achievement (Sacks, 2006). Mujiasih (2015) and Ariani & Afrianty (2017) in their research revealed that there is an influence between POS through employee engagement, in which the higher level of employee engagement, the higher the POS will be, and vice versa.…”

“…The assessment of organizational culture influence model (Macey et al, 2009;Lockwood, 2007) and perceived organizational support (Saks, 2006) through employee engagement is based on the results of former researchers who showed that employee engagement can be formed through a strong organizational culture (Dennison, 2010;Markos & Sridivi, 2010;Akbar, 2013;Robbins & Judge, 2015;Namrita & Yoginder, 2017) and Perceived Organisational Support (Rhoades & Eisenberger, 2002;Saks, 2006;Mujiasih, 2015;Ariani & Afrianty (2015).…”

“…The importance of POS studies in order to increase employee engagement has been assessed through several studies in the field of the organization. Rhoades and Eisenberger (2002); Mujiasih (2015); Ariani and Afrianty (2017) have proven that a positive POS on employees can increase employee engagement. The positive POS from the organization will make employees work more than usual, which encourages them to commit to work and achieve organizational targets, using all the capabilities they have to carry out their duties properly, as a characteristic of employees who have a high level of engagement (Thomas, 2009as cited in Mujiasih, 2015.…”

The Impact of Transformational Leadership and Peceived Organizational Support on Organizational Commitment: The Mediating Role of Employee Engagement

“…Whereas, Mujiasih (2015) defines perceptions of organizational support as employees' perceptions of how far the organization gives support to employees and the extent of the organization's readiness to provide assistance when needed. Eisenberger et al (2002) in Mujiasih (2015) said that organizational support for employees can be in the form of: (1) reliable organizations;…”