Peran Perceived Organizational Support Terhadap Work Engagement pada Karyawan Generasi Z Melalui Mediasi Psychological Capital

Nur Auliya Rahmah Faizin (Universitas Negeri Malang)
Yaumul Rahmi (Universitas Negeri Malang)

Flourishing Journal
Vol. 6 No. 3 (2026)

Low work engagement may lead to decreased performance, particularly among Generation Z employees. This study uses a correlational quantitative approach involving 402 Generation Z employees in East Java obtained through purposive sampling techniques. Data were collected using a questionnaire distributed online and involved three instruments, namely the Survey of Perceived Organizational Support (SPOS), Psychological Capital Questionnaire (PCQ), and Utrecht Work Engagement Scale (UWES). The data obtained were then analyzed using mediation analysis through the PROCESS Macro developed by Hayes. The results showed that psychological capital partially mediates the effect of perceived organizational support on work engagement, as indicated by β = 0,408 with a significance value of BootLLCI = 0,286 and BootULCI = 0,533. Furthermore, it was found that perceived organizational support had a significant positive effect on work engagement, as indicated by β = 0,548 with a significance value of p = 0,000. Furthermore, perceived organizational support had a significant positive effect on psychological capital, as indicated by β = 0,950 with a significance value of p = 0,000. Furthermore, psychological capital had a significant positive effect on work engagement, as indicated by β = 0,429 with a significance value of p = 0,000. Abstrak Rendahnya work engagement dapat berdampak pada penurunan kinerja, terutama pada karyawan Generasi Z. Penelitian ini bertujuan untuk menguji peran perceived organizational support terhadap work engagement pada Generasi Z melalui psychological capital sebagai mediator. Penelitian ini menggunakan pendekatan kuantitatif korelasional dengan melibatkan 402 karyawan Generasi Z di Jawa Timur yang diperoleh melalui teknik purposive sampling. Data dikumpulkan menggunakan kuesioner yang disebarkan secara daring dan melibatkan tiga instrumen, yaitu Survey of Perceived Organizational Support (SPOS), Psychological Capital Questionnaire (PCQ), dan Utrecht Work Engagement Scale (UWES). Data yang diperoleh selanjutnya dianalisis menggunakan analisis mediasi melalui PROCESS Macro yang dikembangkan oleh Hayes. Hasil penelitian menunjukkan bahwa psychological capital memediasi pengaruh perceived organizational support terhadap work engagement secara parsial yang ditunjukkan oleh β = 0,408 dengan nilai signifikansi BootLLCI = 0,286 dan BootULCI = 0,533. Selanjutnya, ditemukan bahwa perceived organizational support berpengaruh positif signifikan terhadap work engagement yang ditunjukkan oleh β = 0,548 dengan nilai signifikansi p = 0,000. Selanjutnya, perceived organizational support berpengaruh positif signifikan terhadap psychological capital yang ditunjukkan oleh β = 0,950 dengan nilai signifikansi p = 0,000. Selanjutnya, psychological capital berpengaruh positif signifikan terhadap work engagement yang ditunjukkan oleh β = 0,429 dengan nilai signifikansi p = 0,000.