Perceived Organizational Support, Job Satistaction Dan Organizational Citizenship Behavior Pada PT. Bank Maluku Cabang UTAMA Kota Ambon

Penelitian ini dilakukan untuk menguji Perceived Organizational Support, Job Satisfaction dan Organizational Citizenship Behavior pada PT. Bank Maluku Cabang Utama Kota Ambon. Sampel yang digunakan dalam penelitian ini berjumlah 103 orang karyawan PT. Bank Maluku Cabang Utama Kota Ambon. Penelitian ini menggunakan pendekatan kuantitatif, data penelitian diperoleh melalui kuesioner penelitian yang telah diisi oleh responden. Metode pengolahan data dilakukan dengan menggunakan validitas, reliabilitas, sedangkan metode analisa data yang dipakai adalah dengan menggunakan analisa Structural Equation Modelling (SEM) dengan AMOS. Hasil dari penelitian ini menunjukan bahwa perceived organizational support berpengaruh positif terhadap job satisfaction, begitu juga job satisfaction berpengaruh positif terhadap organizational citizenship behavior, tetapi perceived organizational support tidak berpengaruh terhadap organizational citizenship behavior. Namun, perceived organizational support berpengaruh positif terhadap organizational citizenship behavior melalui job satisfaction

Perceived Organizational Support Dan Retensi Pada Karyawan Pkwt Proyek Dermaga Petikemas PT. Pp (Persero) Jakarta

Retensi diperlukan tidak hanya untuk mengurangi biaya pergantian atau biaya yang dikeluarkan oleh Perusahaan untuk merekrut dan melatih, tapi kebutuhan untuk mempertahankan karyawan lebih penting untuk mempertahankan karyawan berbakat. Penelitian ini bertujuan untuk mengetahui hubungan antara Perceived Organizational Support (POS) dengan retensi pada karyawan PKWT Proyek Dermaga Petikemas PT. PP (Persero) Jakarta. Pengumpulan data dilakukan dengan menggunakan dua skala psikologi model Likert, yaitu Skala Retensi (23 aitem, α = 0,836) dan Skala Perceived Organizational Support (POS) (20 aitem, α = 0,804). Analisis data dengan menggunakan analisis yang dibantu dengan program komputer SPSS version 21.0. Hasil penelitian menunjukkan bahwa terdapat hubungan positif antara Perceived Organizational Support (POS) dengan retensi pada karyawan PKWT Proyek Dermaga Petikemas PT. PP (Persero) Jakarta (r = 0,838; p < 0,001). Perceived Organizational Support (POS) memberikan sumbangan efektif sebesar 70,2% terhadap retensi

Perceived Organizational Support (Pos) Sebagai Pemediasi Pengaruh Keadilan Prosedural, Penghargaan, Dukungan Supervisor Dan Kondisi Kerja Terhadap Komitmen Afektif Di Restoran Fusia Surabaya

Tujuan dari penelitian ini adalah untuk mengetahui apakah POS berperan sebagai pemediasi atau tidak mengenai pengaruh keadilan prosedural, penghargaan, dukungan supervisor, dan kondisi kerja terhadap komitmen afektif di Restoran Fusia Surabaya. Teknik analisa yang digunakan adalah analisis Statistical Product and Service Solutions (SPSS) dan analisis Partial Least Square(PLS). Hasil penelitian menunjukkan POS sebagai pemediasi keadilan prosedural berpengaruh negatif dan signifikan terhadap komitmen afektif sedangkan POS sebagai pemediasi penghargaan, dukungan supervisor, dan kondisi kerja berpengaruh positif dan signifikan terhadap komitmen afektif di Restoran Fusia Surabaya

Perceived Organizational Support dan Pengaruhnya terhadap Organizational Citizenship Behavior dengan Job Satisfaction sebagai Variabel Intervening (Studi pada Karyawan Jawa Timur Park 1)

The aim of this research is to analyze the influence of perceived organizational support (POS) on organizational citizenship behavior (OCB) mediated by job satisfaction. The respondents of this research were 174 employees of Jawa Timur Park 1. To test the hypotheses a hierarchical regression analysis was conducted using SPSS version 21. The result showed that 1) there was a positive effect of perceived organizational support on job satisfaction 2) there was a positive effect of perceived organizational support on organizational citizenship behavior 3) there was a positive effect of job satisfaction on organizational citizenship behavior. In addition, 4) job satisfaction was confirmed as a mediating variable on the effect of perceived organizational support on organizational citizenship behavior in Jawa Timur Park 1

Perceived Organizational Support and Perceived Supervisor Support as Antecedents of Work Engagement

Research has examined how providing employees with support through the organization and its supervisors is related to beneficial workplace outcomes. However, the use of nearly identical scales in measuring perceived organizational support (POS) and perceived supervisor support (PSS) might have led to consistent correlations and redundancies between the two constructs. To explore whether these scales are problematic in measuring POS and PSS, the purpose of this study was to develop and test new measures of POS and PSS designed to capture the unique characteristics of each construct. Additionally, organizations have become particularly interested in the benefits of work engagement; more specifically, POS and PSS have been found to be predictive of work engagement. Thus, the purpose of this study was also to use the proposed scales to measure POS and PSS as antecedents of work engagement. Participants in this study included 382 employees in a Southern California healthcare company. The findings of this study suggest that the proposed measures were able to successfully capture the unique qualities of POS and PSS. Furthermore, POS and PSS were found to be predictive of work engagement, with POS being the stronger predictor. These findings also suggest that while providing employees with supervisor support increases engagement, organizational support is likely to make a larger impact. However, perceptions of organizational support are likely to include how employees perceive support from their supervisors

PENGARUH WORK LIFE BALANCE TERHADAP KINERJA KARYAWAN DENGAN PERCEIVED ORGANIZATIONAL SUPPORT SEBAGAI VARIABEL MODERASI PADA PT CAHAYA FAJAR KALTIM

This research aims to understand the influence of work-life balance and perceived organizational support on employee performance at PT.Cahaya Fajar Kaltim. This is a quantitative study using purposive sampling technique, considering specific considerations or criteria. The study includes a sample of 70 employee respondents. The scale range in this study has a minimum weight of 70 and a maximum weight of 350. Data collection and data analysis techniques involve moderated regression analysis (MRA) using SPSS 25 software. Simultaneously, the results show that work-life balance and perceived organizational support together influence employee performance. The value generated from the influence of X*Z on employee performance is significant, indicating that variable Z moderates the influence of X on employee performance. Therefore, H3 is accepted. The results of this study are (1) good work-life balance, good perceived organizational support, and high employee performance. (2) Work-life balance has a significant positive effect on employee performance. (3) Perceived organizational support has a significant positive effect on employee performance. (4) Perceived organizational support moderates the influence of work-life balance on employee performance

Pengaruh Perceived Organizational Support Terhadap Corporate Entrepreneurship Pada Perusahaan Keluarga Di Jawa Timur

Penelitian ini bertujuan untuk menggambarkan tingkat Pengaruh Perceived Organizational Support terhadap Corporate Entrepreneurship pada Perusahaan keluarga Di Jawa Timur. Jenis penelitian yang digunakan adalah penelitian kuantitatif. Responden dalam penelitian ini berjumlah 60 yang terdiri dari manajer tingkat tengah dan supervisor pada Perusahaan keluarga di Jawa Timur, dengan menggunakan teknik sampling purposive. Metode yang digunakan untuk menganalisis data dalam penelitian ini adalah analisis faktor konfirmatori, uji regresi linear sederhana, uji koefisien determinasi dan uji t. Kesimpulan dari hasil penelitian ini menunjukan bahwa Perceived Organizational Support memberikan dampak secara positif dan signifikan terhadap Corporate entrepreneurship. Dengan meningkatnya Perceived Organizational Support maka Corporate Entrepreneurship juga akan mengalami peningkatan secara signifikan pada Perusahaan keluarga di Jawa Timu

The Effects of Variable Work Arrangements on the Organizational Commitment of Contingent Workers

Drawing on social exchange theory and research on organizational commitment, we developed a model of contingent workers’ commitment to two foci: their hiring agencies and the organizations to which they have been assigned. Hypotheses were tested using survey data from 197 contingent workers. We found that commitment to the hiring agency was positively related to pay satisfaction and perceived organizational support from the agency. Commitment to the client organization was positively related to perceived organizational support from the client, co-worker relations, and job satisfaction. Preference for contingent work exhibited a positive relationship with pay and job satisfaction. Holding job and pay satisfaction constant, we found that commitment was negatively related to preference for contingent work. Of the factors studied, perceived organizational support exhibited the largest effect. Implications for theory and practice are discussed

Pengaruh Budaya Organisasi dan Persepsi Dukungan Organisasi terhadap Komitmen Karyawan

The purpose of this study is to investigate the influence of organizational culture and perceived organizational support toward organizational commitment. The instrument was used in this study were organizational commitment scale is based on aspects of organizational commitment, organizational culture scale is based on aspects of organizational culture and perceived organizational support scale based on aspects of the perceived organizational support. This study was involved 203 banking employees. The results showed that organizational culture and perceived organizational support significantly influenced of organizational commitment. It means organizational culture and perceived organizational support contributed to increasing organizational commitment. Meanwhile, organizational culture has a greater contribution to organizational commitment than perceived organizational support. This study also showed that two aspects of organizational culture contributed to organizational commitment, there were espoused values and artifacts. An espoused value has a higher contributed to organizational commitment. Meanwhile, for perceived organizational support, fairness aspect contributed to organizational commitment

Organizational culture, internal marketing, and perceived organizational support in portuguese higher education institutions

Changes imposed on public higher education institutions try to adopt some management practices in public organizations. In this study, we intend to understand how organizational culture (support, innovation, goals, rules) and internal marketing can contribute to the organizational support of employees of higher education institutions. The study was developed with a sample of 635 employees. The results show that organizational culture and internal marketing contribute to the explanation of perceived organizational support (POS). Then, through a structural equation model, it was possible to confirm the contribution of support culture and internal marketing to the explanation of POS. More studies are necessary taking students' point of view into account. These results reveal the importance of the fact that organizations need to implement a culture of support and appropriate internal communication networks that allow employees to perceive social support.FCT-Foundation for Science and Technology [UID/SOC/04020/2013