scholarly journals Perceived Organizational Support Terhadap Komitmen Organisasi dan Kinerja Karyawan

2021 ◽  
Vol 22 (1) ◽  
pp. 111-120
Author(s):  
Anggita Rinda Pratiwi ◽  
◽  
Muzakki Muzakki ◽  
Keyword(s):  
Organizational Commitment ◽  
Organizational Support ◽  
Employee Turnover ◽  
Quantitative Research ◽  
Perceived Organizational Support ◽  
Sampling Method ◽  
Employee Performance ◽  
Partial Least Square ◽  
Least Square ◽  
A Company

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%).

scholarly journals The Influence of Work Environment and Perceived Organizational Support on the Employee Performance of PT Y in Surabaya with Employee Engagement as an Intervening Variable

2021 ◽  
Vol 21 (1) ◽  
pp. 35-51
Author(s):  
Audina Anggraini ◽  
Hermien Tridayanti ◽  
Elok Damayanti
Keyword(s):  
Work Environment ◽  
Employee Engagement ◽  
Organizational Support ◽  
Indirect Effect ◽  
Perceived Organizational Support ◽  
Employee Performance ◽  
Statistical Tests ◽  
Partial Least Square ◽  
Least Square ◽  
Study Population

This study aims to determine the influence of work environment and perceived organizational support on the employee’s performance of PT Y in Surabaya, both directly or indirectly with employee engagement as an intervening variable. This research is a quantitative study. Population and sample based on the distribution of questionnaires to the performance of the employees of PT Y in Surabaya was taken as many as 30 respondents. Data collection techniques used interviews, observations, and questionnaires. For statistical tests and the processing of data is carried out by using the partial least square (Smart PLS 3.0). The study showed that each variable, work environment and perceived organizational support had a direct significant influence on employee performance and employee engagement. Work environment had a direct significant effect on employee performance with a t-statistical value of 2.136 greater than the indirect effect through employee engagement as an intervening variable with a t-statistics value of 1.454. While perceived organizational support had a direct effect on employee performance with t-statistics of 2.550 is greater when compared to the indirect effect through employee engagement as an intervening variable with t-statistics 2.042.

scholarly journals Organizational Citizenship Behavior Guru Sekolah Menengah Atas dan Sederajat di Lingkungan Pondok Pesantren

2019 ◽  
Vol 2 (2) ◽  
Author(s):  
Niki Puspita Sari ◽  
Helmi Muhammad
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Partial Least Square ◽  
Least Square ◽  
Citizenship Behavior ◽  
Least Square Approach

The purpose of this study was to determine and analyze the influence of perceived organizational support, job satisfaction, and organizational commitment on Organizational Citizenship Behavior (OCB), and the role of organizational commitment in mediating influence between perceived organizational support and job satisfaction on OCB of teachers of Islamic boarding high school in Tulungagung. This study used a census method by distributing questionnaire to the entire population of 150 teachers. Data was analyzed using a partial least square approach. The results showed that the perceived organizational support does not significantly affect OCB, job satisfaction affects OCB,  perceived organizational support affects organizational commitmet, job satisfaction affects organizational commitment, organizational commitment affects OCB,  perceived organizational support affects OCB through organizational commitment, and job satisfaction affects OCB through organizational commitment.

The Effect of Leadhership and Organizational Comitment to Performance of Employees with Working Satisfaction as Intervening Variables in Tanah Lot DTW Management Office

2018 ◽  
Vol 9 (10) ◽  
pp. 21096-21108
Author(s):  
I Putu Erawan ◽  
AA Putu Agung ◽  
Luh Kadek Budi Martini
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Structural Equation ◽  
Quantitative Research ◽  
Employee Performance ◽  
Partial Least Square ◽  
Least Square ◽  
Primary Data ◽  
Equation Modeling ◽  
Tourist Destination

This study aims to test The Influence of Leadership and Organizational Commitment to Employee Performance with Job Satisfaction as a Variable Intervening is carried out at the Dtw Tanah Lot Tabanan Office. This research is a quantitative research using primary data obtained from questionnaires and measured using a Likert scale. The population of this study were employees at the DTW Tanah Lot Tabanan management office Based on the data obtained at the Tanah Lot DTW management office in Tabanan Regency the number of employees is 40 people which is less than 100, then taken entirely, so the research is population research. (Sample saturated). Data analysis techniques used in this study are Structural Equation Modeling (SEM) based on Partial Least Square (PLS) using the help of the Smart PLS 3.0 program. The results showed that Leadership has a positive and significant effect on job satisfaction. Organizational commitment has a positive and significant effect on job satisfaction. Leadership has a positive and significant effect on employee performance. Organizational commitment has a positive and significant effect on employee performance. Job satisfaction has a positive and significant effect on employee performance. The effect of mediation on job satisfaction variables on the indirect influence of leadership on employee performance is partial (partial mediation), meaning thatvariable job satisfaction is not a key determinant of the influence of leadership on employee performance at the Tanah Lot Tabanan Tourist Destination (DTW) office.   Influence of mediation on job satisfaction variables on indirect effects Organizational commitment to employee performance is partial (partial mediation), meaning that variable job satisfaction is not a key determinant of the influence of leadership on employee performance at the Tanah Lot Tabanan Tourist Destination (DTW) office.

scholarly journals THE INFLUENCE OF ORGANIZATIONAL CULTURE AND PERCEIVED ORGANIZATIONAL SUPPORT ON EMPLOYEE ENGAGEMENT WITH ORGANIZATIONAL COMMITMENT AS A MEDIATOR

2021 ◽  
Vol 19 (1) ◽  
pp. 340-361
Author(s):  
Hanna Amanda ◽  
Pantius Drahen Soeling
Keyword(s):  
Organizational Culture ◽  
Organizational Commitment ◽  
Employee Engagement ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Positive Influence ◽  
Partial Least Square ◽  
Least Square ◽  
Positive Direct ◽  
The Relationship

The focus of this research is how to improve employee engagement at the PT.X head office by examining the relationship between organizational culture and organizational perceptions of employee engagement with organizational commitment as a mediator. This research uses quantitative approach, which is a study that aims to explain a cause of the occurrence of social phenomena, which the phenomenon will be explained by conducting an objective measurement. Primary data collection through the dissemination of questionnaires to 74 respondents. Data analysis using the partial least square equation model or can be known as SEM-PLS. Based on the results of research that has been found, it can be concluded that organizational culture variable does not give a significant direct positive influence on employee engagement, whereas when viewed on variables perceived organizational support and organizational commitment, these two variables have a significant positive direct affect on employee engagement. If the direct influence relationship between organizational culture and employee engagement does not have a significant influence, but when the variable is mediated by organizational commitment, then the results state that there is a significant positive influence relationship between the two variables.  This shows that the organization's commitment to succeed has a significant role in mediating the relationship between organizational culture and employee engagement.

scholarly journals Perceived Organizational Support and Employee Performance

2021 ◽  
pp. 35-44
Author(s):  
Taha Shabbir ◽  
Kehkashan Naz ◽  
Sunil Dutt Trivedi
Keyword(s):  
Organizational Justice ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Employee Performance ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
Bank Employees ◽  
Relationship Of ◽  
The Relationship

The employee’s in-role and extra-role performance has badly effected due to prevalence of COVID-19. The aim of the study is to examine the relationship of perceived organizational support and employee performance. The role of organizational justice is examined as a moderator. A sample of 222 bank employees was selected on convenience basis.  The responses were recorded through closed ended questionnaires. The responses were analyzed through Partial Least Square Structural Equation Modeling Method. In times of COVID-19 the perceived organizational support has an antidotal effect on employee’s performance. At the same time the organizational justice has a significant role in the relationship of perceived organizational support and employee performance. The managers interested to have good performance of employees have to ensure organizational support along with justice in organizational practices. The perceived organizational support and justice induce trust among employees and compel them to work with diligence. The organizational justice has greater contributions towards performance. The study has examined the non-linear relationship between perceived organizational support and employees’ performance in bank employees in the context of COVID-19. In such times the people expect increased need for organizational support to fight out the challenges

scholarly journals The Impacts of Distributive Justice and Perceived Organizational Support on Turnover Intention within The Poultry Industry

2018 ◽  
Vol 1 (2) ◽  
pp. 88-97
Author(s):  
Sherly Rosalina Tanoto ◽  
Merry Yuanita Sugiharto
Keyword(s):  
Distributive Justice ◽  
Organizational Support ◽  
Turnover Intention ◽  
Perceived Organizational Support ◽  
Partial Least Square ◽  
Least Square ◽  
Poultry Industry ◽  
Perceived Fairness ◽  
Distributive Fairness ◽  
A Company

Increased numbers of job-hopping in Indonesia might result in negative costs for organizations. Earlier research in turnover intention tends to emphasize organizational commitment yet it neglects the importance of perceived fairness in allocating results and perceived support from organizations. The aim of this study is to investigate the influence of distributive justice and perceived organizational support to turnover intention in a company within the poultry industry. This study implements quantitative method by administering surveys to 142 fulltime employees. Partial Least Square was utilized to test the research model. Results of this study demonstrated that perceived organizational support is the most significant factor for turnover intention and distributive justice has higher influence on perceived organizational support compared with turnover intention. These findings contribute to the development of employers and managers’ initiatives to promote support and distributive fairness toward their employees.

scholarly journals Antecedents of Perceived Organizational Support to Improve Organizational Commitment in the Public Sector Institutions

2020 ◽  
Vol 3 (2) ◽  
pp. 163-171
Author(s):  
Munawar Muchlish
Keyword(s):  
Organizational Commitment ◽  
Local Government ◽  
Procedural Justice ◽  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Supervisor Support ◽  
Partial Least Square ◽  
Least Square ◽  
City Government

Objective – This study aims to examine the effect of organizational reward, procedural justice, and supervisor support as an antecedent variables of perceived organizational support in increasing organizational commitment as the ultimate dependent variable at the local government units in Serang City Government, Banten Province, Indonesia.  Design/methodology – This research is an empirical study using purposive sampling technique. Data was collected through surveys and the respondents are civil servants from local government unit of Serang City Government. Data analysis was performed with the Structural Equation Model (SEM) with the SmartPLS (Partial Least Square) program. Results – The results of this study provide empirical evidence that organizational reward, procedural justice, supervisor support perceived organizational support, and organizational commitment have a significant positive relationship. This results is consistent with similar studies in private sector.

scholarly journals The Effect Of Competence, Job Stress And Perceived Organizational Support On Employee Performance With Organizational Commitments As Intervening Variables

2021 ◽  
Vol 3 (2) ◽  
pp. 131-139
Author(s):  
Nolla Puspita Dewi ◽  
Intan Rahmadian ◽  
Jemmy Rumengan ◽  
Bambang Satriawan ◽  
Sri Y ◽  
...  
Keyword(s):  
Organizational Commitment ◽  
Job Stress ◽  
Work Stress ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Partial Least Square ◽  
Least Square ◽  
City Government ◽  
Survey Method ◽  
The Relationship

This study aims to analyze the effect of Competence, Job Sress, and Perceptual Organizational Support on Performance with Organizational Commitment as an Intervening Variable on Tanjungpinang City government employees. This type of research is associative causality. This research was conducted using a survey method by distributing questionnaires from government agencies in the Tanjungpinang City Government. The population of this study was all Regional Apparatus Organizations in Tanjungpinang City Government, totaling 31 Regional Apparatus Organizations, consisting of 97 sample respondents including the Head of Financial Subdivision, Head of Program Subdivision, Program Subdivision Secretary, Secretary, Development and Development Division of Control Programs in the Planning Agency, Development, Research and Development of Tanjungpinang City, and Inspectorate auditors. Data analysis methods used are descriptive statistical analysis and Partial Least Square (SEM-PLS) analysis. The results of this study indicate that competence has a significant effect on performance, work stress and perceived organizational support has no significant effect on performance. Competence does not significantly influence organizational commitment. Job stress and perceived organizational support have a significant effect on organizational commitment. Organizational commitment has no significant effect on performance. Indirectly, organizational commitment mediates the relationship of competence and organizational support, but does not mediate the relationship between work stress and performance

scholarly journals PENGARUH TEAMWORK DAN DISIPLIN KERJA TERHADAP KINERJA SDM DENGAN PERCEIVED ORGANIZATIONAL SUPPORT SEBAGAI VARIABEL MODERATING

2019 ◽  
Vol 12 (3) ◽  
pp. 180
Author(s):  
Deny Ariyanto ◽  
Paulus Wardoyo ◽  
Endang Rusdianti
Keyword(s):  
Human Resources ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Sampling Method ◽  
Sampling Technique ◽  
Partial Least Square ◽  
Least Square ◽  
Primary Data ◽  
Probability Sampling ◽  
Purposive Sampling

<p>Tujuan penelitian ini yaitu untuk menguji pengaruh <em>teamwork</em> terhadap kinerja Sumber Daya Manusia (SDM), untuk menguji pengaruh disiplin kerja terhadap kinerja SDM, untuk menguji <em>perceived organizational support</em> dalam memoderasi pengaruh <em>teamwork</em> terhadap kinerja SDM, serta untuk menguji <em>perceived organizational support</em> dalam memoderasi pengaruh disiplin kerja terhadap kinerja SDM. Sumber data yang digunakan dalam penelitian ini adalah data primer. Teknik pengambilan sampel yang digunakan dalam penelitian ini adalah <em>non probability sampling</em> dengan metode <em>purposive sampling</em> terhadap 46 pegawai/SDM pada Kantor Pelayanan Kekayaan Negara dan Lelang (KPKNL) Semarang. Metode analisis yang digunakan adalah <em>Partial Least Square</em> (PLS) yaitu SEM yang berbasis <em>variance</em>. Hasil penelitian menunjukkan bahwa <em>teamwork</em> berpengaruh positif dan signifikan terhadap kinerja SDM. Begitu pula dengan disiplin kerja yang berpengaruh positif dan signifikan terhadap kinerja SDM. Sementara itu, <em>perceived organizational support</em> tidak terbukti sebagai variabel moderating antara <em>teamwork</em> terhadap kinerja SDM maupun disiplin kerja terhadap kinerja SDM.</p><p><em>The purpose of this study is to examine the effect of teamwork on the performance of Human Resources (HR), to examine the effect of work discipline on HR performance, to test perceived organizational support in moderating the effect of teamwork on HR performance, and to test perceived organizational support in moderating the influence of discipline work on HR performance. Source of data used in this study are primary data. The sampling technique used in this study was non-probability sampling with a purposive sampling method for 46 employees/HR at the Office of State Assets and Auction Services (KPKNL) Semarang. The analytical method used is Partial Least Square (PLS), which is SEM based on variance.The results showed that teamwork had a positive and significant effect on HR performance. Similarly, work discipline has a positive and significant effect on HR performance. Meanwhile, perceived organizational support is not proven as a moderating variable between teamwork on HR performance and work discipline on HR performance.</em></p>

scholarly journals PENGARUH SERVANT LEADERSHIP TERHADAP KOMITMEN ORGANISASIONAL DAN KINERJA PEGAWAI (Studi pada Pegawai Negeri Sipil di RSUD Wangaya Kota Denpasar)

2017 ◽  
pp. 2731
Author(s):  
I Gede Hendry Kamanjaya ◽  
Wayan Gede Supartha ◽  
IG.A. Manuati Dewi
Keyword(s):  
Organizational Commitment ◽  
Servant Leadership ◽  
Structural Equation ◽  
Employee Performance ◽  
Equation Model ◽  
Partial Least Square ◽  
Least Square ◽  
Inferential Analysis ◽  
The Impact

This study is focused to analyze the impact of servant leadership on employee performance in relation to the organizational commitment mediation. It is a causality research, providing an explanation and understanding about the impact of servant leadership on employee performance and the impact of servant leadership on organizational commitment. The sample of the research are 90 civil servants in Wangaya General Hospital as the respondents. In this study questionares are used as instuments of the research. Descriptive and inferential analysis were applied as method of analysis and Structural Equation Model-Partial Least Square (SEM-PLS) as a tool. The result is that servant leadership does not have any significant effect on employees performance, servant leadership has a positive and significant effect on organizational commitment, organizational commitment has positive and significant effect on employee performance, and the impact on servant leadership and employee performance through the role of organizational commitment as mediating variable is supported.

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