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.

Intervensi Pelatihan Penilaian Kinerja Pada Atasan Untuk Meningkatkan Perceived Organizational Support & Employee Engagement Pada Lembaga Pendidikan YPTK

2018 ◽  
Vol 2 (2) ◽  
Author(s):  
Holy Greata
Keyword(s):  
Performance Appraisal ◽  
Employee Engagement ◽  
Work Engagement ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
T Test ◽  
Paired Sample ◽  
Utrecht Work Engagement Scale ◽  
Engagement Scale

Abstrak Penelitian ini bertujuan melihat efektifitas program pelatihan penilaian kinerja untuk meningkatkan perceived organizational support dan employee engagement pada karyawan di lembaga pendidikan YPTK. Alat ukur perceived organizational support merupakan adaptasi dari Survey of perceived organizational support (Eisenberger, 1986) sedangkan alat ukur employee engagement merupakan adaptasi dari Utrecht Work Engagement Scale (Schaufeli dan Bakker 2003). Hasil uji regresi 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 Engagemen; Performance Appraisal

scholarly journals Identifikasi pengaruh perceived organizational support terhadap kepuasan kerja dengan work engagement sebagai variabel pemediasi

2018 ◽  
Vol 7 (1) ◽  
Author(s):  
Rini Sarianti ◽  
Yuki Fitria ◽  
Etha Visari Nazara
Keyword(s):  
Job Satisfaction ◽  
Employee Engagement ◽  
Work Engagement ◽  
Organizational Support ◽  
Significant Relationship ◽  
Perceived Organizational Support ◽  
Secondary Data ◽  
Primary Data ◽  
Development Bank ◽  
Regional Development Bank

The purpose of this research is to analyze (1) the influence of perceived organizational support on job satisfaction (2) the influence of perceived organizational support on employee engagement (3) the influence of perceived organizational support on job satisfaction with employee engagement as a mediating variable. The population in this research are the employees of Department of PT. West Sumatera Regional Development Bank of Padang consist of 115 employees. The samples were selected using Clustered Proportional Random Sampling which the total of the samples are 89 employees. The data used are primary data and secondary data. The data was analyzed using multiple regression analysis with mediating variable. The result of this research shows (1) perceived organizational support has a positive and significant relationship on job satisfaction (2) perceived organizational support has a positive and significant relationship on employee engagement (3) employee engagement become a mediator on the effect of perceived organizational support on job satisfaction.Keywords: Perceived organizational support; job satisfaction; employee engagement.

scholarly journals WORK PERFORMANCE: THE IMPACT OF WORK ENGAGEMENT, PSYCHOLOGICAL CAPITAL, AND PERCEIVED ORGANIZATIONAL SUPPORT

2020 ◽  
Vol 4 (1) ◽  
pp. 88
Author(s):  
Kiky Dwi Hapsari Saraswati ◽  
Mirda Sari Ningtyas Dara Pertiwi
Keyword(s):  
Work Engagement ◽  
Organizational Support ◽  
Mental Hospital ◽  
Work Performance ◽  
Perceived Organizational Support ◽  
Psychological Capital ◽  
Utrecht Work Engagement Scale ◽  
The Family ◽  
The Impact ◽  
Engagement Scale

Work performance, undoubtedly, is the key of organizational success. Therefore, it is very important to find out the antecedents which will significantly lead to work performance. Unlike other organizations, mental hospital is a unique institution delivering a different kind of service, both to the patients as well as the family of the patients. Adding to the fact, nurses play a very important role in determining the performance of the hospital. Current study aimed to investigate the contributions of work engagement, psychological capital, and perceived organizational support towards work performance. This was a quantitative non-experimental research employing four questionnaire distributed to 140 nurses from all positions, ranging from junior to senior,  and conducted in a mental hospital in Jakarta, Indonesia. The questionnaires distributed to participants were 47-item Individual’s Work Performance, 3-item Utrecht Work Engagement Scale, 24-item Psychological Capital Questionnaire, and 8-item Survey of Perceived Organizational Support. The results of the study found that work engagement played a significant role towards work performance (F=42.402, p<0,05). Moreover, psychological capital and perceived organization support contributed a significant impact towards work engagement (F=3.678, p<0.05). Tidak diragukan lagi bahwa kinerja adalah kunci keberhasilan organisasi. Oleh karena itu, mengetahui anteseden yang secara signifikan akan mengarah pada kinerja sangat penting. Tidak seperti organisasi lain, rumah sakit jiwa adalah institusi unik yang memberikan layanan yang berbeda, baik untuk pasien maupun keluarga pasien. Ditambah juga perawat memainkan peran yang sangat penting dalam menentukan kinerja rumah sakit. Penelitian ini bertujuan untuk menyelidiki kontribusi keterlibatan kerja, modal psikologis, dan dukungan organisasi yang dirasakan terhadap kinerja kerja. Penelitian ini adalah penelitian kuantitatif non-eksperimental yang menggunakan empat kuesioner yang didistribusikan kepada 140 perawat dari berbagai posisi, mulai dari junior hingga senior, dan dilakukan di sebuah rumah sakit jiwa di Jakarta, Indonesia. Kuesioner yang dibagikan kepada peserta adalah Individual’s Work Performance yang terdiri dari 47 item, Utrecht Work Engagement Scale yang terdiri dari 3 item, Psychological Capital Questionnaire yang terdiri dari 24 item, dan Survey of Perceived Organizational  Support yang terdiri dari 8 item. Hasil penelitian menemukan bahwa keterlibatan kerja berperan penting terhadap kinerja kerja (F = 42,402, p <0,05). Selain itu, modal psikologis dan dukungan organisasi yang dirasakan berkontribusi secara signifikan pada keterlibatan kerja (F = 3,678, p <0,05).

scholarly journals EFEKTIVITAS PROGRAM MANAGEMENT BY OBJECTIVES PADA TINGKAT WORK ENGAGEMENT KARYAWAN PT. X ICE CREAM YOGYAKARTA

2017 ◽  
Vol 5 (2) ◽  
pp. 210
Author(s):  
Genjadid Utomo ◽  
Bagus Riyono ◽  
Sus Budiharto
Keyword(s):  
Work Engagement ◽  
Small And Medium Enterprises ◽  
Program Management ◽  
Optimal Performance ◽  
Management By Objectives ◽  
Utrecht Work Engagement Scale ◽  
Before And After ◽  
Medium Enterprises ◽  
Before And After Study ◽  
Engagement Scale

Work engagement telah menjadi topik hangat dalam beberapa tahun terakhir di perusahaan-perusahaan konsultasi dan dalam dunia bisnis (Saks, 2006). Penting bagi perusahaan  untuk memperhatikan  engagement para karyawannya  karena  sangat  berkaitan  erat  dengan  outcome  bisnis,   seperti:  produktivitas,   keuntungan,  loyalitas  dan  kenyamanan  pelanggan (Markos & Sandhya, 2010). PT. X merupakan usaha kecil menengah (UKM) yang sedang berkembang. Permasalahan yang dihadapi PT. X berkaitan adalah kurang optimalnya kinerja para karyawan. Penting bagi perusahaan tersebut untuk meningkatkan work engagement karyawan terutama untuk memastikan keberlangsungan usaha dan membuat karyawan memiliki kinerja yang optimal. Penelitian ini bertujuan untuk melihat efektifitas program management by objectives (MBO) pada tingkat work engagement karyawan di PT. X. Program MBO merupakan salah satu metode penetapan tujuan dengan melibatkan karyawan. Penelitian ini menggunakan metode eksperimen dengan desain penelitian the before and after study. Sebanyak 12 responden dari perusahaan Usaha Kecil Menengah yang bergerak di bidang beverage terlibat dalam Program MBO yang dilakukan selama 2 bulan. Pengukuran work engagement menggunakan skala UWES (Utrecht Work Engagement Scale) yang dikembangkan oleh Schaufeli dan Bakker (2004). Dengan menggunakan analisis data wilcoxon ditemukan perbedaan yang signifikan sebelum dan sesudah dilakukannnya program MBO dengan nilai Z= -2.135  dan signifikansi  0,03 (P<0,05). Sementara sumbangan efektif program MBO terhadap peningkatan work engagement karyawan PT. X adalah 31,33%.  Kata Kunci : management by objectives, work engagementWork engagement has become a hot topic in recent years in consulting firms and in the business world (Saks, 2006). It is important for companies to pay attention to the engagement of its employees because it is closely linked to business outcomes, such as: productivity, profitability, loyalty and customer convenience (Markos & Sandhya, 2010). PT. X is the small and medium enterprises (SMEs) are being developed. Problems faced by PT. X relates is less than optimal performance of employees. It is important for these companies to increase employee engagement work is mainly to ensure business continuity and to make employees have optimal performance. This study aimed to examine the effectiveness of program management by objectives (MBO) at the level of work engagement of employees at PT. X. MBO program is one method of goal setting by involving employees. This research used experimental methods to study the design of the before and after study. A total of 12 respondents from companies small and medium enterprises engaged in the beverage involved in the MBO program conducted over two months. Measurement of work engagement using a scale Uwes (Utrecht Work Engagement Scale) developed by Schaufeli and Bakker (2004). By using the Wilcoxon data analysis found a significant difference before and after the perpetration of the MBO program to the value of Z = -2,135 and significance of 0.03 (P <0.05). While MBO program effective contribution to the improvement of work engagement of employees of PT. X is 31.33%.Keywords: management by objectives, work engagement

scholarly journals Peran Perceived Organizational Support terhadap Work Engagement Karyawan

2020 ◽  
Vol 6 (2) ◽  
Author(s):  
Jufi Lailatul Mufarrikhah ◽  
Muhammad Salis Yuniardi ◽  
Nandy Agustin Syakarofath
Keyword(s):  
Work Engagement ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Utrecht Work Engagement Scale ◽  
Quota Sampling ◽  
Engagement Scale

Work engagement adalah sikap yang menggambarkan individu secara penuh terlibat dengan pekerjaannya, baik secara emosi maupun fisik dengan menunjukkan perilaku yang penuh semangat, penuh dedikasi, dan penghayatan dalam menunaikan pekerjaan. Salah satu faktor yang dapat berperan dalam meningkatkan work engagement adalah perceived organizational support, yaitu persepsi karyawan mengenai dukungan, kepedulian dan kontribusi organisasi terhadap  kesejahteraan karyawannya. Tujuan penelitian ini adalah untuk menguji peran perceived organizational support terhadap work engagement karyawan. Subjek penelitian ini sejumlah 300 karyawan di bidang jasa dan produksi yang diperoleh menggunakan teknik quota sampling. Instrumen penelitian menggunakan SPOS (Survey Perceived Organizational Support) sebanyak 13 aitem dan UWES-17 (Utrecht Work Engagement Scale-17) sebanyak 17 aitem. Analisis data menggunakan teknik regresi linier sederhana dengan hasil perceived organizational support berperan positif terhadap work engagement karyawan (Nilai F = 152,442; p = <0,005). Adapun, sumbangan efektif yang diberikan oleh perceived organizational support dapat memprediksi work engagement sebesar 33,8%. Artinya, perceived organizational support terbukti memiliki peran terhadap tinggi rendahnya work engagement karyawan.

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

Cognitive and affective predictors of occupational stress and job performance: the role of perceived organizational support and work engagement

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ana Junça Silva ◽  
Cannanda Lopes
Keyword(s):  
Job Performance ◽  
Occupational Stress ◽  
Work Engagement ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Mediating Effect ◽  
Future Research ◽  
Cross Sectional ◽  
Content Type

PurposeThis study aimed to (1) analyze whether the perceived organizational support (POS) was a significant predictor of performance and stress and (2) explore the mediating role of engagement in these relations.Design/methodology/approachTo test the hypotheses, the authors collected data with 200 working adults in a mandatory quarantine due to COVID-19 pandemic crisis.FindingsThe results showed that the POS contributed to increase engagement, and consequently, job performance. These relations also proved to be significant for stress, because when the POS increased, the work engagement also increased, and as a result decreased occupational stress.Research limitations/implicationsThis study relied on a cross-sectional design. Therefore, future research should consider a daily design to replicate this study and analyze daily fluctuations. Overall, the authors can conclude that work engagement is an affective process through which POS decreases stress and increases performance.Originality/valueThis study tests the mediating effect of work engagement on the link between POS, stress and performance, and its theoretical and practical implications of these findings are discussed.

Sign in / Sign up

Export Citation Format

Share Document