Perceived organizational support, employee work engagement and work life balance: Social exchange theory perspective

Abstract

<p><em>This study aimed to determine the effect of the Employee Work Engagement variable as a mediating variable between Perceived Organizational Support and Work-Life Balance. This type of quantitative descriptive research with Structural Equation Modeling as a data processing approach. The sampling technique is purposive sampling. They collected data by distributing questionnaires to 200 security unit employees working at State and Private Universities in Semarang City. The results showed a significant positive effect between the variables perceived organisational support, employee work engagement and work-life balance. The significant positive effect of the relationship between the three variables indicates that the employee work engagement variable can mediate the relationship between Perceived Organizational Support and Work-Life Balance. The triadic process between organisational support, work involvement and work-life balance is an implementation of social exchange theory. Employees give their time, energy, thoughts and enthusiasm for the organisation's benefit. Organisations provide remuneration in the form of compensation and welfare for the persistence of employee work for the advancement of the organisation. It gives a sense of satisfaction and happiness and can be used for yourself and your family.</em></p><p> </p><p>Tujuan dari penelitian ini adalah untuk mengetahui pengaruh variabel <em>Employee Work Engagement</em> sebagai variabel mediasi antara <em>Perceived Organizational Support</em> dan <em>Work-life Balance</em>. Jenis penelitian deskriptif kuantitatif dengan <em>Structural Equation Modeling</em> sebagai pendekatan pengolahan data. Teknik pengambilan sampel adalah <em>purposive sampling</em>. Metode pengumpulan data dengan menyebarkan kuesioner kepada 200 pegawai satpam yang bekerja di Perguruan Tinggi Negeri dan Swasta di Kota Semarang. Hasil menunjukkan ada pengaruh positif signifikan antara variabel persepsi dukungan organisasi<em>, employee work engagement</em> dan <em>work-life balance</em>. Pengaruh positif signifikan pada hubungan ketiga variabel tersebut menunjukkan bahwa variabel <em>employee work engagement</em> mampu memediasi hubungan <em>Perceived Organizational Support</em> dan <em>Work-life Balance</em>. Proses triadik antara dukungan organisasi, keterlibatan kerja dan keseimbangan kehidupan kerja merupakan implementasi dari teori pertukaran sosial. Karyawan memberikan waktu, tenaga, pikiran dan semangat untuk kepentingan organisasi. Organisasi memberikan remunerasi berupa kompensasi dan kesejahteraan pada karyawan serta memberikan rasa kepuasan dan kebahagiaan yang dapat digunakan untuk diri sendiri dan keluarga.</p>

Innovation In Banyuwangi Papring Batik In Efforts To Boost The Community’s Economy

“…This theory has been widely applied to organizations in various activities, including encouragement from organizations that can improve the quality of work life. The encouragement can be in the form of training and development activities (Sulistiyani et al, 2022). This theory has also been successful in implementing training and mentoring to improve the ability of participants so that the performance of the organization or institution also increases (Sulistyan, 2020;Zaman et al, 2019) This study aimed to find a model for improving the economy of the Papring Banyuwangi community through training and mentoring activities for the typical Batik of Papring Banyuwangi.…”

Peningkatan komitmen afektif berbasis Islamic work ethics, spiritual leadership dan perceived organizational support terhadap organizational citizenship behavior

“…POS merupakan tingkatan keadaan dimana pekerja yakin organisasi menghargai kontribusi mereka dan perhatian tentang kesejahteraan mereka. POS mengacu pada persepsi karyawan mengenai sejauh mana organisasi menilai kontribusi mereka dan peduli pada kesejahteraan mereka (Silviana Mursidta, 2017;Sulistiyani et al, 2022). Menurut Ahmad et al (2020) dan Rhoades & Eisenberger (2002), bahwa faktor-faktor yang mempengaruhi POS diantaranya disebabkan 3 hal: Keadilan, berhubungan dengan keadilan distribusi sumber daya diantara karyawan, yang terdiri dari aspek structural dan aspek sosial.…”