Peran mediasi self-efficacy pada work engagement dan perceived organizational support

Abstract

Excellent human resources in the organization are seen as the principal capital for the company to improve the company’s role, function, and competitiveness in facing developments and changes both internally and externally. Companies with high-stress levels need superior employees that motivated, passionate about work and loyal to the organization. These needs can refer to the characteristics of employees who are engaged with their work. However, there are still many dynamics of psychological constructs that have not been revealed that can increase work engagement. The purpose of this study was to determine whether self-efficacy can be a mediator on the effect of perceived organizational support (POS) on work engagement. The research was conducted through a survey method taken from 103 bank marketing employees. The collected data were analyzed through the structural equation model (SEM) and showed an indirect effect of perceived organizational support on work engagement (ab = 0.13; p≤0.001). This result shows that self-efficacy partially mediates the relationship between perceived organizational support (POS) and work engagement and the research hypothesis is acceptable. Keywords: SEM, work engagement, perceived organizational support, self-efficacy

Model of Digital Literacy and Organizational Support in Determining Teacher Performance: An Empirical Study

“…Attention to employee welfare is also organizational support that can increase employee self-efficacy and ultimately increase employee willingness to work (Mete, et al, 2014). Andriany & Meiyanto (2021) found that employees who work in a work environment where the company values contributions and cares about the welfare of its employees will increase self-efficacy employee. In addition, the findings of Purwaningtyas & Septyarini (2021) show that high self-efficacy has an impact on high employee work involvement.…”

“…Organizational support was an employee's perception of how much the organization has valued employee contributions and organizational concern for employee conditions and needs (Chiang & Hsieh, 2012). The teachers who believe that the organization values their contributions and cares about their well-being tend to reciprocate by doing good work and assignments (Andriany & Meiyanto, 2021). Teachers who feel cared for and valued by the institution will tend to feel more satisfied and more committed to their work.…”

“…Organizational appreciation and concern will foster self-efficacy for employees to carry out their duties and work well (Chiang & Hsieh, 2012). The results of research conducted by Andriany & Meiyanto (2021) and Firnanda & Wijayati (2021) have found that the more effective organizational support will increase the self-efficacy of employees. In this study, efforts will be examined to explain the self-efficacy of teachers in the learning process based on digital literacy and organizational support.…”