scholarly journals The Affecting Factors of Commitment to Change after Reorganization in PT PLN (Persero) UIP Sumbagut

2021 ◽  
Vol 8 (4) ◽  
pp. 435-438
Author(s):  
Ratih Sri Handayani ◽  
Isfenti Sadalia ◽  
Rulianda Purnomo Wibowo
Keyword(s):  
Employee Engagement ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Employee Commitment ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
P Value ◽  
Emotional Attachment ◽  
Commitment To Change

Organizational change is directed at increasing the effectiveness and improvement of organizational capabilities. PT PLN (Persero) where one of its units is PLN UIP Sumbagut reorganized in 2018 which included several business functions. The purpose of this study is to understand the factors that affect employee commitment to change after reorganization, namely through trust, emotional attachment and perceived organizational support. The data processing method in this study is to use the causality method between variables with the Structural Equation Modeling (SEM) Partial Least Square (PLS) modeling equation. The measurement results showed that the Trust variable (X1) was 0,4% & insignificant with a p-value of 0,637>0,05, the Emotional Attachment (X2) variable was 86% & significant with a p-value of 0,016<0,05 and Perceived Organizational Support (X3) of 14,3% & significant with a a p-value of 0,000<0,05 is able to directly influence Employee Commitment to Change as part of an indicator of organizational climate which is very inherent in determining organizational success. The results of the evaluation show that in an effort to build a commitment to change, management needs to increase the intensity of communication among employees both formally and informally to improve the harmony of relationships between colleagues, the generation gap can be managed specifically with a relationship-oriented approach, namely by placing between generations in one work team. To increase trust, increase employee engagement through networking programs through work networking on work experience and the use of technology, increased organizational support that is felt can be done by cerating a work system that is supported by media aspirations of employees that area evaluated regularly, empowering employees to be more active in implementing changes and conduct special training proactively. Keywords: Reorganization, Trust, Emotional Attacment, Perceived Organizational Support, Employee Commitment to Change.

scholarly journals The Effect of Perceived Organizational Support on Employee Engagement

FENOMENA ◽  
2021 ◽  
Vol 29 (2) ◽  
Author(s):  
Grandita Satira Claudianty ◽  
Fendy Suhariadi
Keyword(s):  
Employee Engagement ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Sampling Technique ◽  
Least Square Method ◽  
Partial Least Square ◽  
Least Square ◽  
Partial Least Square Method ◽  
One Year ◽  
Significant Direct Effect

This study aims to determine the direct effects of perceived organizational support on employee engagement. The sample used was 111 of PT X employees with more than one year work. The sampling technique used in this study was a purposive sampling. This study uses a Utretch Work Engagement Scale developed by Schaufeli and Bakker (2004) with reliability of 0,888 and Survey of Perceived Organizational Support developed by Rhoades dan Eisenberger (2002) with reliability of 0,947. Data analysis uses partial least square method with the help of Smart-PLS 3.0. software. The results show that there is a positive and significant direct effect of perceived organizational support on employee engagement.

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 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 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

scholarly journals PERAN MEDIASI AFFECTIVE COMMITMENT PADA HUBUNGAN PROCEDURAL JUSTICE, PERCEIVED ORGANIZATIONAL SUPPORT DENGAN EMPLOYEE ENGAGEMENT

2016 ◽  
Vol 7 (1) ◽  
pp. 14-27
Author(s):  
Praptini Yulianti ◽  
Early Antarest Haryadi Puteri
Keyword(s):  
Procedural Justice ◽  
Employee Engagement ◽  
Organizational Support ◽  
Affective Commitment ◽  
Perceived Organizational Support ◽  
Partial Least Square ◽  
Least Square

Organisasi yang memiliki karyawan yang engagement pada pekerjaan akan dapat meraih keunggulan kompetitif. Keadilan prosedural (procedural justice), persepsi atas dukungan yang diberikan organisasi (perceived organizational support) dan komitmen afektif (affective commitment) dapat sebagai variabel untuk membangun employee engagement.Penelitian ini dilakukan pada karyawan bagian produksi perusahaan manufaktur di Surabaya. Penelitian ini bertujuan untuk mengetahui pengaruh procedural justice dan perceived organizational support terhadap employee engagement dengan affective commitment sebagai variabel mediasi. Penelitian ini menggunakan pendekatan kuantiatif. Sampel pada penelitian ini adalah karyawan tetap bagian produksi perusahaan manufaktur di Surabaya sejumlah  182 sampel dengan menggunakan metode sensus. Teknik analisis yang digunakan dalam penelitian ini adalah teknik analisis Partial Least Square (PLS)Hasil pada penelitian ini menunjukan bahwa procedural justice dan perceived organizational support berpengaruh secara signifikan employee engagement dan affective commitment  sebagai variabel mediasi  karyawan bagian produksi perusahaan manufaktur.

The Impact of Perceived Organizational Support on Employee Engagement

2021 ◽  
Vol 12 (2) ◽  
pp. 35-52
Author(s):  
Priyanka Sihag
Keyword(s):  
Employee Engagement ◽  
Organizational Support ◽  
Structural Equation ◽  
Online Survey ◽  
Perceived Organizational Support ◽  
Middle Level ◽  
Work Behavior ◽  
Equation Modeling ◽  
It Professionals ◽  
The Impact

In the current challenging and competitive environment, the perceived support from the organization has a large impact on employee perception, attitude, work behavior, and employee return to the organization. The present study investigates whether perceived organizational support (POS) contribute to the level of employee engagement (EE) for middle level IT professionals in Indian context. Four hundred twenty samples (i.e., IT professionals working at middle level) were collected from different IT industry located in India by using online survey questionnaires. The data collected was further analyzed using regression analysis, factor analysis, reliability and validity analysis, SEM (structural equation modeling), and model fit indices analysis. Results of all analyses revealed a positive and strong relationship between POS and EE. Furthermore, a fit model was explored between POS and EE with their factors. This study would assist practitioners of human resources and organizational development in improving the positive attitude and commitment towards the work of employees.

scholarly journals The Relationship between Employee Engagement, HRM practices and Perceived Organizational Support: Evidence from Banking Employees

2017 ◽  
Vol 7 (3) ◽  
pp. 1 ◽  
Author(s):  
Alima Aktar ◽  
Faizuniah Pangil
Keyword(s):  
Employee Engagement ◽  
Social Exchange ◽  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Equation Modeling ◽  
Future Research ◽  
Cluster Sampling ◽  
Hrm Practices ◽  
The Relationship

The purpose of this study is to investigate the relationship between HRM practices and employee engagement. Although employee engagement has got a great attention among the industry practitioners in recent times, it requires more considerations particularly in the academic literature. Based on the norms of social exchange theory (SET), this study has developed the framework to examine the role of perceived organizational support (POS) on HRM practices-employee engagement linkage. Survey data has been collected from employees who are working in different private commercial banks in Bangladesh. This study has used a sample of 376 employees using cluster sampling technique. To analyze the data, this study has employed SmartPLS 3.0 version software. The results of structural equation modeling revealed that HRM practices namely career advancement, job security and performance were significantly and positively related to employee engagement. The results also showed that POS can moderate the relationship between HRM practices and employee engagement. It suggests that in the presence of POS, relatively low level of employees’ perceptions regarding job related resources will exert a high level of employees’ behavioral outcomes such as engagement. The implications and suggestions for future research have also been discussed.

Enhancing organizational commitment and employee performance through employee engagement

2017 ◽  
Vol 6 (1) ◽  
pp. 98-114 ◽  
Author(s):  
Owais Nazir ◽  
Jamid Ul Islam
Keyword(s):  
Higher Education ◽  
Employee Engagement ◽  
Organizational Support ◽  
Affective Commitment ◽  
Perceived Organizational Support ◽  
Employee Performance ◽  
Equation Modeling ◽  
Content Type ◽  
Indian Higher Education ◽  
Higher Educational

Purpose The purpose of this paper is to examine the relationships between perceived organizational support, employee engagement, employee performance and affective commitment in the context of Indian higher education. Design/methodology/approach Data were collected from 410 employees from various higher educational institutes of India using a self-administered questionnaire. Structural equation modeling was used to analyze the data. Findings The results revealed a positive influence of perceived organizational support on employee performance and affective commitment. Moreover, these relationships have also been found to be mediated by employee engagement. Practical implications The study serves as guide for the development of influential strategies to develop and retain a well engaged, competent and committed workforce at higher educational institutes in India. Originality/value The study enriches the organizational behavior literature by identifying and empirically validating some antecedents and consequences of employee engagement in the context of Indian higher education where such studies are scant.

scholarly journals Determining the Impact of Supervisory Support on Employee Engagement in the Telecommunication Sector of Ghana: The Role of Supportive Organizational Culture

2021 ◽  
Vol 1 (2) ◽  
pp. 15-31
Author(s):  
Leslie Afotey Odai ◽  
Jingzhao Yang ◽  
Isaac Ahakwa ◽  
Shaibu Ismaila Mohammed ◽  
Samuel Dartey
Keyword(s):  
Organizational Culture ◽  
Employee Engagement ◽  
Structural Equation ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
Supervisory Support ◽  
Telecommunication Sector ◽  
The Impact ◽  
The Relationship

Purpose- Organizations that enforce effective supervisory support through their cultural traits see their employees reciprocating through positive outcomes. The study explored the impact of supervisory support on employee engagement in Ghana’s telecommunications sector and the moderating effect of supportive organizational culture on the relationship. Design/Methodology- A correlational descriptive research design was adopted. A sample of three hundred and fifty-three (353) employees was drawn randomly from a top selected telecommunication company in the Accra Metropolis of Ghana. Information collated were analyzed using Statistical Package for Social Sciences (SPSS version 26) and partial least square based on Structural Equation Modeling (SEM) Findings- The findings indicate that supervisory support significantly influences employee engagement. Again it was revealed that supportive organizational culture influences employee engagement and substantially moderates the relationship between supervisory support and employee engagement. Practical Implications- The findings provide valuable suggestions for organizations, managers, and supervisors to emphasize on measures such as a robust feedback system, training of supervisors, and enhancing employees' freedom to operate within the organization, which increases employee engagement and optimizing the organization’s competitive advantage.

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