Pengaruh Perceived Organizational Support terhadap Work Engagement dengan Psychological Capital sebagai Mediasi dan Negative Affectivity Sebagai Moderasi

Teguh Adi Partama
Arlette Suzy Puspa Pertiwi
Kahar Mulyani

Jurnal Manajemen
Vol. 4 No. 2 (2025): April 2025

In modern organizational dynamics, employee work engagement levels fluctuate significantly, especially amidst increasing work pressures and evolving organizational expectations. Studies show that low work engagement negatively impacts employee productivity, innovation and retention. This study uses negative affectivity as a moderator and psychological capital as a mediator to examine the relationship between perceived organizational support and work engagement. With a population of 250 employees and a sample of 72 respondents selected using random sampling procedures, the methodology used is quantitative. Questionnaires, observation, and documentation were used to collect data. The conditional process approach was then used to analyze the data and test the direct, mediating, and moderating relationships between the variables. The findings show that psychological capital and work engagement are positively influenced by perceived organizational support. This suggests that psychological capital mediates the relationship between perceived organizational support and work engagement and has a beneficial impact on work engagement as well. Although it reduces the impact of perceived organizational support on work engagement, negative affectivity does not reduce the impact of perceived organizational support on psychological capital. However, the relationship between psychological capital and work engagement was not moderated by negative affect.