RELATIONSHIP BETWEEN PERCEIVED ORGANIZATIONAL SUPPORT AND WORK ENGAGEMENT WITH ORGANIZATIONAL CITIZENSHIP BEHAVIOR ON EMPLOYEES AT PT. M

Zuhrati Desiana (Universitas Medan Area)
Risydah Fadilah (Universitas Medan Area)
Patisina (Universitas Medan Area)

Multidiciplinary Output Research for Actual and International Issue (Morfai Journal)
Vol. 4 No. 3 (2024): Multidiciplinary Output Research For Actual and International Issue

This study found thatthat if the variables perceived organizational support (X1) and work engagement (X2) simultaneously have a value of zero, then organizational citizenship behavior (Y) will have a value of 0.596, if the variable perceived organizational support (X1) increases by one unit, then organizational citizenship behavior (Y) will increase by 59.6% units and if the variable work engagement (X2), increases by one unit, then organizational citizenship behavior (Y) will increase by 59.6% units. The variable perceived organizational support has a t-value of 27.84. This value is smaller than the t-table value with a Sig. value of less than 0.05. This shows that partially, the variable perceived organizational behavior has a significant effect on organizational citizenship behavior of PT. M. The variable work engagement has a t-value. This value is smaller than the t-table value and is positive with a Sig. value of less than 31.74. This shows that partially, the variable work engagement has a significant effect on organizational citizenship behavior of PT. M. These results indicate that the variables perceived organizational support and work engagement have a major influence on organizational citizenship behavior of PT. M while the rest is explained by other variables not examined in this study.