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All Journal PSYMPATHIC JIP (Jurnal Intervensi Psikologi) Jurnal Pengabdian Masyarakat (ABDIRA) Jurnal Riset Psikologi Bandung Conference Series: Psychology Science Jurnal Psikologi Universitas Gadjah Mada JIP (Jurnal Intervensi Psikologi)
Dinda Dwarawati
Universitas Islam Bandung
Religion Aerospace Engineering Arts Humanities Computer Science & IT Education Health Professions Languange, Linguistic, Communication & Media Nursing Public Health Social Sciences Other

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Journal : Bandung Conference Series: Psychology Science

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Pengaruh Perceived Organizational Support terhadap Employee Engagement pada Dosen Gayatri Mazaya Khairana Umbara; Dinda Dwarawati
Bandung Conference Series: Psychology Science Vol. 4 No. 1 (2024): Bandung Conference Series: Psychology Science
Publisher : UNISBA Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29313/bcsps.v4i1.9917

Abstract

Abstract. Employee Engagement" refers to the cognitive, emotional, and behavioral condition of employees directed towards desired company outcomes (Shuck and Wollard, 2010). "Perceived Organizational Support," as defined by Eisenberger et al. (1986), is the perception of how much employees feel the organization values their contributions while caring for their well-being during employment. This study aims to determine the influence of Perceived Organizational Support on Employee Engagement among lecturers. The research method employed in this study is quantitative. The subjects of this study are lecturers at private universities in the city of Bandung with an "Excellent" accreditation, totaling 116 individuals. The data analysis technique used is multiple linear regression. The measurement tools used in this research include the Perceived Organizational Support instrument developed by Eisenberger, Huntington, Hutchinson, & Sowa (1986) and adapted by Meilian, Idulfilastri, and Dewi (2020) with 36 items, and the Employee Engagement Scale (EES) developed by Shuck et al. (2016) and adapted by Astari, Kadiyono, and Batubara (2022) with 12 items. The results of this study indicate that Perceived Organizational Support has an influence of 42.7% on Employee Engagement. Supervisor Support has the most significant influence on Employee Engagement, accounting for 26.1%. Meanwhile, Fairness does not have a significant impact on Employee Engagement. Abstrak. Employee Engagement merupakan kondisi kognitif, emosional, dan perilaku karyawan yang diarahkan menuju hasil perusahaan yang diinginkan (Shuck dan Wollard, 2010). Perceived Organizational Support menurut Eisenberger et al., (1986) merupakan persepsi karyawan mengenai sejauh mana organisasi menghargai kontribusi mereka selama bekerja dan peduli akan kesejahteraan mereka. Penelitian ini bertujuan untuk mengetahui pengaruh Perceived Organizational Support terhadap Employee Engagement pada dosen. Metode yang digunakan pada penelitian ini adalah metode kuantitatif. Subjek pada penelitian ini adalah dosen perguruan tinggi swasta di Kota Bandung dengan akreditasi Unggul sebanyak 116 orang. Teknik analisis data yang digunakan adalah regresi linier berganda. Alat ukur yang digunakan dalam penelitian ini adalah alat ukur Perceived Organizational Support yang dikembangkan oleh Eisenberger, Huntington, Hutchinson, & Sowa (1986) dan diadaptasi oleh Meilian, Idulfilastri, dan Dewi (2020) dengan 36 item dan alat ukur Employee Engagement Scale (EES) yang dikembangkan oleh Shuck et al (2016) yang diadaptasi oleh Astari, Kadiyono, dan Batubara (2022) dengan 12 item. Hasil penilitian ini menunjukkan bahwa Perceived Organizational Support memberikan pengaruh sebesar 42.7% terhadap Employee Engagement. Supervisor Support memberikan pengaruh paling besar pada Employee Engagement yaitu sebesar 26.1%. sedangkan, Fairness tidak berpengaruh terhadap Employee Engagement.
Hubungan Work Engagement terhadap Turnover Intention pada Karyawan PT. X Ita Djuita; Dinda Dwarawati
Bandung Conference Series: Psychology Science Vol. 4 No. 1 (2024): Bandung Conference Series: Psychology Science
Publisher : UNISBA Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29313/bcsps.v4i1.12381

Abstract

Abstract. This study aims to determine the relationship of work engagement to turnover intention in PT X employees. The method used in this research is quantitative method and data analysis using Pearson's Product Moment Correlation to see the relationship between two variables. The population of this study is PT X employees totalling 1932 employees with a research sample of 332 determined by simple random sampling technique. The work engagement measurement tool uses the Ultrech Work Engagement Scale (UWES) developed and translated by Schaufeli (2004) and adapted by Aditya (2022). Meanwhile, the turnover intention measurement tool used is a three-item turnover intention questionnaire developed by Mobley et al. (1978) which has been adapted by Abid & Butt (2017) and translated by Farhan Farisan (2022) [17]. The results of this study indicate that work engagement and turnover intention have a negative relationship with a correlation coefficient value of -0.543 or with a percentage of 54.3%. This means that the high work engagement of PT X employees can reduce the turnover intention of PT X employees. The results also show that the level of work engagement in PT X employees is classified in the high category (61.7%) and turnover intention is in the low category (53.6%). Meanwhile, the aspect of work engagement that has the strongest negative relationship with turnover intention is absorption (50.6%). Abstrak. Penelitian ini bertujuan untuk mengetahui hubungan work engagement terhadap turnover intention pada karyawan PT. X. Metode yang digunakan dalam penelitian ini yaitu metode kuantitatif dan analisis data menggunakan Product Moment Correlation Pearson untuk melihat hubungan dua variable. Populasi penelitian ini yaitu karyawan kantor pusat PT. X yang berjumlah 1932 karyawan dengan sampel penelitian sebanyak 332 ditentukan dengan teknik simple random sampling. Alat ukur work engagement menggunakan Ultrech Work Engagement Scale (UWES) yang dikembangkan dan diterjemahkan oleh Schaufeli (2004) dan diadaptasi oleh Aditya (2022). Sementara itu, alat ukur turnover intention yang digunakan merupakan three-item turnover intent questionnaire yang dikembangkan oleh Mobley et al. (1978) yang telah diadaptasi oleh Abid & Butt (2017) dan diterjemahkan oleh Farhan Farisan (2022) [17]. Hasil penelitian ini menunjukan bahwa work engagement dan turnover intention memiliki hubungan yang negatif dengan nilai koefisien korelasi sebesar -0.543 atau dengan presentase sebesar 54,3%. Artinya tingginya work engagement yang dimiliki karyawan PT. X dapat menurunkan turnover intention karyawan PT. X. Hasil penelitian juga menunjukkan bahwa tingkat work engagement pada karyawan PT. X tergolong dalam kategori tinggi (61,7%) dan turnover intention berada pada kategori rendah (53,6%). Sementara itu, aspek dari work engagement yang memiliki hubungan negatif paling kuat terhadap turnover intention adalah absorption (50,6%).
Pengaruh Budaya Organisasi terhadap Komitmen Organnisasi pada Karyawan PT X Khansa Jilan Nafisa; Dwarawati, Dinda
Bandung Conference Series: Psychology Science Vol. 5 No. 2 (2025): Bandung Conference Series: Psychology Science
Publisher : UNISBA Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29313/bcsps.v5i2.19011

Abstract

Abstract. This study aims to examine the influence of organizational culture on the organizational commitment of employees at PT X, a medical device manufacturing company located in Padalarang, West Java. The study used a quantitative approach with a non-experimental causality design, and data collection was conducted by distributing questionnaires. The population was 291 employees. From this population, 75 respondents were selected as a sample using convenience sampling. Data analysis was performed using the Partial Least Square Structural Equation Modeling (PLS-SEM) method. The analysis showed that organizational culture significantly influences the three dimensions of organizational commitment: affective commitment (β = 0.506; p = 0.001), continuance commitment (β = 0.654; p = 0.000), and normative commitment (β = 0.638; p = 0.000). Based on the coefficient of determination (R²), the influence of organizational culture on affective commitment is classified as weak (25.6%), while organizational culture on continuance commitment (42.7%) and normative commitment (40.7%) is moderate. The findings indicate that the existence of a strong organizational culture plays a role in shaping and strengthening employee commitment, particularly in the areas of poverty and norms toward the organization. Abstrak. Penelitian ini bertujuan untuk mengkaji seberapa besar pengaruh budaya organisasi terhadap komitmen organisasi karyawan PT X, sebuah perusahaan manufaktur alat kesehatan yang berlokasi di Padalarang, Jawa Barat. Penelitian yang menggunakan pendekatan kuantitatif desain kausalitas non-eksperimental, dan pengumpulan data dilakukan dengan distribusi kuesioner. Total populasi 291 karyawan. Dari populasi tersebut, diperoleh 75 responden sebagai sampel yang ditentukan menggunakan teknik convenience sampling. Analisis data dilakukan memanfaatkan metode Partial Least Square Structural Equation Modeling (PLS-SEM). Analisis menunjukkan budaya organisasi signifikan memengaruhi ketiga dimensi komitmen organisasi, yaitu komitmen afektif (β = 0,506; p = 0,001), komitmen kontinuan (β = 0,654; p = 0,000), komitmen normatif (β = 0,638; p = 0,000). Berdasarkan nilai koefisien determinasi (R²), pengaruh budaya organisasi terhadap komitmen afektif tergolong lemah (25,6%), sementara budaya organisasi terhadap terhadap komitmen kontinuan (42,7%) dan komitmen normatif (40,7%) berada pada kategori sedang. Temuan yang melihatkan keberadaan budaya organisasi kuat berperan dalam membentuk serta memperkuat komitmen karyawan, terutama pada aspek keberlanjutan dan norma terhadap organisasi.
Co-Authors Adelia Noviyanti Annisa Dinda Zaytuna Annisa Salsabila Anugrah Niskalawasti Ayu Tuty Utami Bunga Safa Genita Eni N. Nugrahawati Eni Nuraeni Nugrahawati Fadillah Putri Amalia Rizky Gayatri Mazaya Khairana Umbara Hasmi Havila Hasybi M. Azka Ihsana Sabriani Borualogo Ita Djuita Khansa Jilan Nafisa M. Husni Mubarak, Ali Muhammad Husni Muizz Nadya Tridamayanti Putri Amalia Rahmah Ranti Nurbayanti Rexa Madya Utama Rozana, Anna Shafa Arina Darmawan Tenaya Nur Kaulika Tammy Tiffany Ibrahim Yasyfa Camilla Pudjiadi Zerlina Fatin Lutfiyah Zerlina Fatin Lutfiyah