Employee Engagement as a Function of Perceived Organizational Support and Organizational Justice

2021 ◽  
Vol 12 (1) ◽  
pp. 71-71
Author(s):  
Richa Mishra ◽  
Shweta Upamanyu
Keyword(s):  
Organizational Justice ◽  
Employee Engagement ◽  
Organizational Support ◽  
Steel Industry ◽  
Perceived Organizational Support ◽  
Major Contributor ◽  
High Turnover ◽  
Working Lives ◽  
Talented People ◽  
High Level

In today's world, finding dedicated employees is difficult. It is important to identify the root factors that lead to employees being engaged. Employee Engagement is influenced by perceptions of organizational support and organizational justice. Employee engagement and retention are high priorities for HR executives. Disengaged workers are a major contributor to high turnover of employees, and heavily active businesses reduce both sales and staffing costs. Employees who are passionate about their jobs are more likely to be productive on a regular basis. According to Gallup data, companies with a high level of engagement show 22 per cent higher productivity. Today, the test isn't only barely holding talented people, but completely captivating them, capturing their psyches and hearts at any point of their working lives. It's more difficult to attract top talent than before. The aim of this empirical study was to learn more about the factors that influence employee engagement in the steel industry. Keywords: Employee Engagement, Perceived Organizational Support, Organizational Justice

scholarly journals INVESTIGATION OF THE ORGANIZATIONAL JUSTICE, PERCEIVED ORGANIZATIONAL SUPPORT AND ORGANIZATIONAL CYNICISM PERCEPTIONS OF ACADEMICIANS

2021 ◽  
Vol 8 (12) ◽  
Author(s):  
Sinan Yalçın ◽  
Mehmet Özbaş
Keyword(s):  
Regression Analysis ◽  
Organizational Justice ◽  
Organizational Support ◽  
Quantitative Research ◽  
Perceived Organizational Support ◽  
Correlation And Regression Analysis ◽  
Organizational Cynicism ◽  
High Level ◽  
The Relationship ◽  
Research Pattern

<p>This research, which aimed to investigate the relationship between organizational justice, perceived organizational support and organizational cynicism perceptions of academicians, was designed with the correlational survey model in the quantitative research pattern. The data of the research were collected with the organizational justice, perceived organizational support and organizational cynicism scales. The research was carried out with 132 academicians who were in-service in the Erzincan Binali Yıldırım University located in the Eastern Anatolia Region of Turkey in 2019. The data of the research were analysed using the frequency, frequency, arithmetic mean, correlation and regression analysis. At the end of the research, it was found that the organizational justice, perceived organizational support of the academicians were at a high level, their organizational cynicism perceptions were at a low level. According to another result reached, there was a negative significant relationship between organizational justice, perceived organizational support perceptions and organizational cynicism perceptions of the academicians. At the end of the regression analysis, it was found that the academicians' organizational justice and perceived organizational support perceptions were a significant predictor of organizational cynicism.</p><p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/edu_01/0951/a.php" alt="Hit counter" /></p>

INTERVENSI PELATIHAN PENILAIAN KINERJA PADA ATASAN UNTUK MENINGKATKAN PERCEIVED ORGANIZATIONAL SUPPORT & EMPLOYEE ENGAGEMENT

2017 ◽  
Vol 2 (2) ◽  
pp. 1-8
Author(s):  
Holy Greata
Keyword(s):  
Performance Appraisal ◽  
Employee Engagement ◽  
Study Design ◽  
Work Engagement ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Paired Sample ◽  
Utrecht Work Engagement Scale ◽  
Before And After ◽  
Before And After Study

This study aims to look at the effectiveness of performance appraisal training programs to improve perceived organizational support and employee engagement among employees at YPTK educational institutions. This research uses a quantitative approach, with the before-and-after study design research design. The strength of this program is the ability to measure the impact of an intervention. Measuring devices perceived organizational support is an adaptation of the survey of perceived organizational support, while measuring instruments employee engagement is an adaptation of the Utrecht work engagement scale. The results of this study indicate the influence of perceived organizational support on employee engagement of 0.168 (p = 0.016 significant at l.o.s 0.05). Paired sample t-test results showed significant differences in perceived organizational support and employee engagement scores before and after the training and outreach of performance appraisal. Keywords: Perceived Organizational Suppor; Employee Engagement, Performance assessment   Penelitian ini bertujuan melihat efektifitas program pelatihan penilaian kinerja untuk meningkatkan perceived organizational support dan employee engagement pada karyawan di lembaga pendidikan YPTK. Penelitian ini menggunakan pendekatan kuantitatif, dengan design penelitian the before-and-after study design. Kelebihan dari program ini adalah kemampuan untuk mengukur dampak dari sebuah intervensi. Alat ukur perceived organizational support merupakan adaptasi dari survey of perceived organizational support, sedangkan alat ukur employee engagement merupakan adaptasi dari Utrecht work engagement scale. Hasil penelitian ini menunjukkan adanya pengaruh perceived organizational support terhadap employee engagement sebesar 0.168 (p=0.016 signifikan pada l.o.s 0.05). Hasil uji paired sample t-test menunjukkan adanya perbedaan skor perceived organizational support dan employee engagement yang signifikan sebelum dan sesudah dilakukan pelatihan dan sosialisasi penilaian kinerja.   Kata Kunci: Perceived Organizational Suppor; Employee Engagement, Penilaian Kinerja.

DAFTAR ISI

2018 ◽  
Vol 2 (2) ◽  
Author(s):  
DAFTAR ISI
Keyword(s):  
Employee Engagement ◽  
Organizational Support ◽  
Perceived Organizational Support

DAFTAR ISI SUSUNAN REDAKSI ............................................................................................................... i DAFTAR ISI ............................................................................................................................. ii Intervensi Pelatihan Penilaian Kinerja Pada Atasan Untuk Meningkatkan Perceived Organizational Support & Employee Engagement Pada Lembaga Pendidikan YPTK Holy Greata .........................................................................................................................1 – 10 Penerapan Terapi Behavioral Komprehensif Untuk Meningkatkan Keterampilan Coping Pada Subjek Trikotilomania Wina Lova Riza .................................................................................................................11 – 18 Konsep Diri Pada Perempuan Korban Kekerasan Seksual Di Karawang Nuram Mubina ..................................................................................................................19 – 31 Kontribusi Motivasi Berprestasi dan Tipe Kepribadian Terhadap Prokrastinasi dalam menyelesaikan Skripsi pada Mahasiswa Cempaka Putrie Dimala ....................................................................................................32 – 41 Keterkaitan Regulasi Diri Dengan Penyesuaian Sosial Di Pondok Pesantren AlAmanah Al-Gontory Pondok Aren Tanggerang Arif Rahman Hakim; Linda Mora Siregar…………………………………………………...42 – 53 Analisis Kepuasan Konsumen di Rumah Sakit Rawamangun Jakarta Timur Lania Muharsih …………………………………………………………………………54-59

scholarly journals Sustainable Human Resource Management: How to Create a Knowledge Sharing Behavior through Organizational Justice, Organizational Support, Satisfaction and Commitment

2019 ◽  
Vol 11 (19) ◽  
pp. 5419 ◽  
Author(s):  
Natàlia Cugueró-Escofet ◽  
Pilar Ficapal-Cusí ◽  
Joan Torrent-Sellens
Keyword(s):  
Organizational Commitment ◽  
Knowledge Sharing ◽  
Organizational Justice ◽  
Human Resource ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Comprehensive Model ◽  
Affective Organizational Commitment ◽  
Knowledge Sharing Behavior ◽  
Sharing Behavior

Knowledge sharing (KS) behavior is one of the main drivers to generate social sustainability. It predicts high organizational performance and innovation capabilities, and creates enjoyment and happiness in helping others. Even if incentives to enhance KS behaviors exist, employees would still be reluctant to share knowledge. For this reason, we test a comprehensive model of sustainable human resource management with the inclusion of KS to explain how to enhance collaborative practices in terms of voluntary knowledge sharing. In a comprehensive model, we incorporate organizational justice, employee perceived organizational support, job satisfaction and affective organizational commitment, and how they relate in order to generate knowledge sharing behavior. Using a sample of 1350 employees working for multinational firms operating in Spain, the present research obtains two main results. First, organizational justice, employee perceived organizational support and affective organizational commitment are positively related with KS. Second, employee perceived organizational support, job satisfaction and affective organizational commitment play a mediating role between organizational justice and KS, which reinforces the positive relationship between both constructs. Consequently, employees would be more willing to cooperate and share in fair organizational contexts, especially when they are satisfied and affectively committed, and when their contributions are valued and recognized. Finally, we discuss human resource management’s (HRM) practical interventions and recommendations for future research on sustainable organizations.

Do disciplinary matrices moderate the effects of prior disciplinary actions on perceived organizational support (POS) among police officers?

2018 ◽  
Vol 20 (4) ◽  
pp. 272-283
Author(s):  
Paul D Reynolds ◽  
Richard C Helfers
Keyword(s):  
Organizational Justice ◽  
Organizational Support ◽  
Police Officers ◽  
Online Survey ◽  
Perceived Organizational Support ◽  
Positive Association ◽  
Disciplinary Actions ◽  
Organizational Attitudes ◽  
Positive Attitudes ◽  
Disciplinary Matrix

Previous research has argued that disciplinary matrices should increase positive attitudes toward the administration because this form of disciplinary practice allows for more salient, consistent, and predictable outcomes; however, no research has examined the influence of disciplinary actions on police officers’ attitudes, particularly among officers working in smaller agencies. Therefore, this exploratory study assessed the relationship between a department having a disciplinary matrix and perceived organizational support (POS) among police officers. Data were collected via a self-reported anonymous online survey administered by a state-wide police officer association in the southern USA. The findings suggest that the presence of a disciplinary matrix, a policy consisting of organizational justice components, has a positive association with officers’ POS and it also moderates disciplined officers’ POS. Thus, providing support that police administrators may be able to enhance organizational attitudes through the development and implementation of policies that adhere to organizational justice principles.

scholarly journals Analisis Dukungan Organisasional Persepsian Dan Employee Engagement Terhadap Kinerja Karyawan: Kepuasan Kerja Sebagai Pemediasi

2020 ◽  
Vol 9 (3) ◽  
pp. 286-304
Author(s):  
YUNI SISWANTI YUNI ◽  
Krisnandini Wahyu Pratiwi
Keyword(s):  
Job Satisfaction ◽  
Employee Engagement ◽  
Organizational Support ◽  
Research Method ◽  
Perceived Organizational Support ◽  
Employee Performance ◽  
Validity And Reliability ◽  
Permanent Employees ◽  
Simple Regression

This study aims to analyze the effect of perceived organizational support (POS) and employee engagement on performance and the role of job satisfaction in mediating the effect of perceived organizational support (POS) and employee engagement on performance. The population in this study were permanent employees at PT. Solusi Bangun Indonesia Tbk. The research method used was a survey and a sample size of 185 employees. The research instrument adopted from previous research. Retrieval of data by means of questionnaires and interviews. Validity and reliability tests show all questionnaire items are valid and reliable. To test H1 and H2 with simple regression, H3 and H4 test with Baron and Kenny regression model. The results of hypothesis testing show that: (1) perceived organizational support has a significant effect on employee performance, (2) employee engagement has a significant effect on employee performance, (3) job satisfaction partially mediates the effect of perceived organizational support on employee performance, and (4) job satisfaction does not mediate the effect of Employee engagement on employee performance.  

scholarly journals Persepsi Dukungan Organisasi Sebagai Mediator Antara Keadilan Organisasi Dan Kepuasan Kerja Karyawan Di PT ABC

2019 ◽  
Vol 5 (2) ◽  
pp. 95-104
Author(s):  
Meity Fransiska Simatupang ◽  
Alice Salendu
Keyword(s):  
Job Satisfaction ◽  
Organizational Justice ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Satisfaction Survey ◽  
Job Satisfaction Survey

Penelitian ini bertujuan untuk mengetahui peran persepsi dukungan organisasi sebagai mediator pada hubungan antara keadilan organisasi dan kepuasan kerja pada karyawan di PT ABC sebagai salah satu perusahaan penyedia jasa pelayanan solusi telekomunikasi khususnya bagi vendor operator seluler. Penelitian ini dilakukan kepada 95 karyawan PT ABC sebagai partisipan penelitian melalui pemberian kuesioner. Keadilan organisasi diukur menggunakan alat ukur yang diadaptasi dari alat ukur organizational justice questionnaire Colquitt (2001) dengan jumlah 20 item (α=0,891). Persepsi dukungan organisasi diukur menggunakan alat ukur yang diadaptasi dari survey perceived organizational support Eisenberger dkk (1986) dengan jumlah 36 item (α=0,893). Kepuasan kerja diukur menggunakan alat ukur yang diadaptasi dari job satisfaction survey dari Spector (1997) dengan jumlah 36 item (α=0,858). Penelitian ini menggunakan disain penelitian kuantitatif dengan menggunakan analisis teknik regresi Hayes pada program PROCESS SPSS versi 24. Hasil analisis menunjukkan bahwa persepsi dukungan organisasi berperan sebagai mediator antara keadilan organisasi dan kepuasan kerja dengan efek mediasi parsial dengan efek mediasi parsial dengan nilai BootLLCI 0,194 dan BootULCI 0,4406. Organisasi perlu memberikan perlakuan adil bagi karyawannya dan diharapkan muncul persepsi dukungan organisasi pada karyawan secara optimal sehingga meningkatkan kepuasan kerja karyawan yang dapat mempengaruhi kinerja organisasi meningkat.

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