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 Role of work stress and organizational commitments in educating workload effect on intention to quit

2019 ◽  
Vol 6 (4) ◽  
pp. 8-16
Author(s):  
Maria Yasinta Palma Christy ◽  
Putu Saroyini Priartini
Keyword(s):  
Organizational Commitment ◽  
Job Stress ◽  
Work Stress ◽  
Partial Least Square ◽  
Least Square ◽  
Intention To Quit ◽  
Positive Contribution ◽  
The Relationship ◽  
Pls Method

This research aimed at analyzing the mediation role of job stress and organizational commitment in the effect on workload through the employees’ intention to quit. There are 86 respondents in this research which consist of all department operational.  The test was done with the PLS method (Partial Least Square) by using smart PLS. Based on the result of analysis it can be concluded that the workload  gives a positive contribution to job stress, the workload  contributes negatively to the organizational commitment, job stress contribute positively to the intention to quit, the organization commitment contribute negatively to the intention to quit, the workload contribute positively to the intention to quit, job stress mediates partially the relationship between workload employee intention to quit, and organizational commitment mediates partially the relationship between workload employee intention to quit.

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 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 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.

scholarly journals The Effect of Job Stress and Reward System on Organizational Commitment and Employee Performance

2021 ◽  
Vol 1 (2) ◽  
pp. 216-230
Author(s):  
Adhisty Merrial Oya
Keyword(s):  
Organizational Commitment ◽  
Job Stress ◽  
Work Stress ◽  
Significant Relationship ◽  
Structural Equation ◽  
Employee Performance ◽  
Reward System ◽  
Partial Least Square ◽  
Least Square ◽  
Using Data

The purpose of this study was to investigate the relationship between job stress and reward systems on organizational commitment and employee performance. The subjects in this study were employees in manager level, namely IPOMS (Indonesian Production and Operation Management Society) with 119 respondents. The data collection method is done by distributing questionnaires using an interval scale of 1 to 7 and using data analysis methods Structural Equation Modelling (SEM) – Partial Least Square (PLS). The result showed that there is no significant relationship between work stress and organizational commitment, there is a significant relationship and positive between reward system and organizational commitment, there is no significant relationship between work stress and employee performance, there is no significant relationship between reward system and organizational commitment, there is a significant relationship and positive between organizational commitment and employee performance.

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 Peran Mediasi Komitmen Organisasional Dalam Pengaruh Antara job Stress, Leader Member Exchange, Perceived Organizational support, dan Efektivitas Pengendalian Internal Terhadap Kinerja Auditor Internal Pemerintah

2020 ◽  
Vol 1 (2) ◽  
pp. 129-154
Author(s):  
Noor Riefma Hidayah
Keyword(s):  
Job Stress ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Partial Least Square ◽  
Least Square ◽  
Leader Member Exchange ◽  
Equation Modelling ◽  
Member Exchange

Tujuan dari penelitian ini adalah untuk menguji pengaruh langsung dan tidak langsung job stress, leader member exchange,perceived organizational support, dan pengendalian internal terhadap komitmenorganisasional dan pengaruh langsung komitmen organisasional terhadap kinerja kerja auditor internal dengan variabel mediasikomitmen organisasional. Sampel yang digunakan dalam penelitian ini adalah sebanyak 128kuesioner dari para auditor internal pemerintah daerah yang berada pada Kantor InspektoratDaerah di Provinsi Sulawesi Tengah. Hipotesis dalam penelitian ini diuji dengan menggunakanStructural Equation Modelling – Partial Least Square (SEM-PLS) dengan SoftwareWarpPLS 3.0.Hasil Penelitian ini menemukan beberapa bukti bahwa job stress, leader member exchange,perceived organizational support, dan pengendalian internal berpengaruh secara signifikanterhadap komitmen organisasional dan komitmen organisasional berpengaruh terhadap kinerjakerja. Job stressmemiliki pengaruh secara signifikan terhadap komitmen organisasional, leadermember exchangeberpengaruh positif dan signifikan terhadap komitmen organisasional,perceived organizationalsupport berpengaruh positif dan signifikan terhadap komitmenorganisasional, pengendalian internal berpengaruh positif dan secara signifikan terhadapkomitmen organisasional, komitmen organisasional berpengaruh positif dan signifikan terhadapkinerja kerja, serta komitmen organisasional memediasi secara parsial pengaruh job stress, leadermember exchange, dan perceived organizational support terhadap kinerja kerja auditor internal.Namun komitmen organisasional tidak mampu memediasi pengaruh dari pengendalian internalterhadap kinerja kerja.

scholarly journals Supporting Role of Society and Firms to COVID-19 Management among Medical Practitioners

2020 ◽  
Vol 17 (21) ◽  
pp. 7961 ◽  
Author(s):  
GholamReza Zandi ◽  
Imran Shahzad ◽  
Muhammad Farrukh ◽  
Sebastian Kot
Keyword(s):  
Job Stress ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Negative Impact ◽  
Well Being ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
Path Modeling ◽  
Medical Practitioners

Measurement of job stress and employees’ commitment are few of the admired topics in the corporate world amongst business writers. With a principal aim to trial the blow of exposure to COVID-19 patients on doctors’ job stress and commitment, in Pakistan; data have been collected through 7-10 min telephonic interview from voluntary participants and a sample of 129 responses were analyzed by Structure Equation Modeling-Partial Least Square (SEM-PLS) path modeling through Smart PLS 3.2. The results of the study indicated; direct positive & significant impact of Extent of Exposure on Job Stress while direct negative, significant association with Commitment. Job Stress also observed having direct negative impact on commitment. The Extent of Exposure-Job Stress relationship was also found stronger among group of doctors having Low level of Perceived Organizational Support and weaker among group of doctors having High level of Perceive Organizational support. Perceived Organizational Support showed a moderating effect on the Extent of Exposure-Job Stress relationship; while, Social Support showed no moderation. Researchers are required to investigate more and management of the medical services providers (both hospitals and government) needs to focus on doctors’ perception about Organizational Support, as doctors show no concern about the support from society as long as their well-being is cared for by respective hospitals. This study is an effort to stimulate more empirical evidence towards the treating and handling of COVID-19 patients and the psychological well-being of doctors.

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

Workplace ostracism and work-to-family conflict among female employees: moderating role of perceived organisational support

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Youngkeun Choi
Keyword(s):  
Organizational Support ◽  
Family Conflict ◽  
Perceived Organizational Support ◽  
Survey Method ◽  
Content Type ◽  
Female Employee ◽  
Workplace Ostracism ◽  
Perceived Organisational Support ◽  
Female Employees ◽  
The Relationship

Purpose Based on the conservation of resources theory, this study aims to develop and test the relationship between workplace ostracism and the work-to-family conflict of a female employee. And, it assumes that the direct link between workplace ostracism and the work-to-family conflict of a female employee is moderated by perceived organizational support. Design/methodology/approach For this, this study used a survey method and multiple regression analyses with multi-source data from 226 Korean female employees. Findings The results suggest the following. First, workplace ostracism was positively associated with the work-to-family conflict of a female employee. Second, there was a stronger positive relationship between workplace ostracism and work-to-family conflict for female employees with low as opposed to those with high levels of perceived organizational support. Originality/value To the best of author’s knowledge, this study is the first one to examine the moderating effect of perceived organizational support on the relationship between workplace ostracism and the work-to-family conflict of a female employee.

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