Perceived Organizational Support Terhadap Komitmen Organisasi dan Kinerja Karyawan

Abstract

PT. Panca Mitra Multi Perdana is a company engaged in the export-import field. The production division is a division with a large workload and generally has the highest employee turnover compared to other divisions. Employee turnover can be suppressed by increasing perceived organizational support. This is because perceived good organizational support is directly proportional to organizational commitment and employee performance. This study aims to determine the effect of perceived organizational support on organizational commitment and employee performance on production division employees at PT. Panca Mitra Multi Perdana, located in Situbondo. This research uses causal quantitative research. The sample in this study amounted to 100 employees of the production division at PT. Panca Mitra Multi Perdana, located in Situbondo. Samples were selected using the purposive sampling method. Research data were analyzed using the Partial Least Square (PLS) method. The results showed that perceived organizational support had a positive and significant effect on organizational commitment with an R-Square value of 0.9123 (91.23%). Perceived organizational support has a positive and significant effect on employee performance with an R-Square value of 0.8997 (89.97%).

Perceived Organization Support and Work Engagement toward Employee Performance with Motivation as Mediating Variable

“…Then this opinion is corroborated by (Rinda & Muzakki, 2021) which states that perceived organizational support has a positive and significant effect on employee performance. The greater the organizational support, the better the performance of employees at PT.…”

“…One of the studies that discusses employee performance is research that has been conducted by Anggita Rinda Pratiwi and Muzakki (2021) entitled "Perceived Organizational Support for Organizational Commitment and Employee Performance" with research analyzed using Partial Least Square (PLS) which shows the results of his research states that Perceived Organizational Support has a positive influence on employee performance with an R-square value of 0.8997 (89.9%). (Rinda & Muzakki, 2021), Then research entitled "The Influence of Self Efficacy and Work Engagement on Employee Performance with Work Motivation as an Intervening Variable at Pt Aji Vasthu Construction". This study aims to determine how the effect of self-efficacy, work engagement, and work motivation on employee performance, and the role of work motivation in mediating self-efficacy and work engagement on employee performance.…”

Does work-family conflict explain the direct and indirect role effects of perceived organizational support and job satisfaction? Evidence in the Indonesian banking

“…This conclusion can be reached by referring to the table that has been presented above. Therefore, values that are lower than 0.5 may be eliminated from the research construct, or one may alternatively assert that the item is invalid for the purpose of assembling latent constructs (Herdyanti et al, 2020;Muzakki & Hutabarat, 2022;Muzakki & Pratiwi, 2019;Pratiwi & Muzakki, 2021). After that, reprocessing the survey data is the next step to take if the invalid item has been deleted in the previous phase.…”

“…This meant that all of the items could be used to measure research variables (Muzakki & Hutabarat, 2022;Pratiwi & Muzakki, 2021).…”

The Effect of Perceived Organizational Support (POS), Job Demand and Job Satisfaction on Employee Work Engagement at PT Smart Glove Tanjung Morawa

“…Good perceived organizational support can be achieved if the organization can understand its employees' character, provide trust and opportunities to engage directly with coworkers and superiors, and help and assist employees. And superiors help and assist employees and provide clear direction when employees work (Pratiwi & Muzakki, 2021). Ahmed et al (2017) reveal that that job demands, which are frequently associated with physical and psychological expenditures, are defined as psychological, institutional, and job-related factors that encourage people to exert more significant physical and mental effort.…”