Peran mediasi komitmen afektif pada persepsi dukungan organisasi terhadap kinerja karyawan
Article Sidebar
Main Article Content
Abstract
Organizations are often faced with problems with their employees, employee performance is one of them. Employees are the key to the success of an organization. The purpose of this study is to investigate the extent to which the mediating role of affective commitment on perceived organizational support will ultimately have an impact on improving employee performance. This study uses a quantitative method with a PLS-SEM approach, and data collection using a questionnaire. The results of this study, all proposed hypotheses are entirely accepted, where the perception of organizational support has an effect on increasing employee performance and affective commitment, then affective commitment has a significant impact on increasing employee performance. On the other hand, affective commitment can have a partial mediating effect on the perceived organizational support on employee performance.
Article Details
This work is licensed under a Creative Commons Attribution 4.0 International License.
References
Alqudah, I. H. A., Carballo-Penela, A., & Ruzo-SanmartÃn, E. (2022). High-performance human resource management practices and readiness for change: An integrative model including affective commitment, employees’ performance, and the moderating role of hierarchy culture. European Research on Management and Business Economics, 28(1), 100177. https://doi.org/10.1016/j.iedeen.2021.100177
Atalay, M. O., Birincioglu, N., & Acuner, T. (2022). Effect of perceived organizational support and organizational trust on young academics’ organizational commitment. ARGUMENTA OECONOMICA, 1(48), 201–233.
Brodeur, A., Gray, D., Islam, A., & Bhuiyan, S. (2021). A literature review of the economics of COVIDâ€19. Journal of Economic Surveys, 35(4), 1007–1044. https://doi.org/10.1111/joes.12423
Carrión, G. C., Nitzl, C., & Roldán, J. L. (2017). Mediation Analyses in Partial Least Squares Structural Equation Modeling: Guidelines and Empirical Examples. In Partial Least Squares Path Modeling (pp. 173–195). Springer International Publishing. https://doi.org/10.1007/978-3-319-64069-3_8
Cepeda-Carrion, G., Cegarra-Navarro, J.-G., & Cillo, V. (2019). Tips to use partial least squares structural equation modelling (PLS-SEM) in knowledge management. Journal of Knowledge Management, 23(1), 67–89. https://doi.org/10.1108/JKM-05-2018-0322
Chen, T., Hao, S., Ding, K., Feng, X., Li, G., & Liang, X. (2020). The impact of organizational support on employee performance. Employee Relations: The International Journal, 42(1), 166–179. https://doi.org/10.1108/ER-01-2019-0079
Chyung, S. Y. Y., Roberts, K., Swanson, I., & Hankinson, A. (2017). Evidence-Based Survey Design: The Use of a Midpoint on the Likert Scale. Performance Improvement, 56(10), 15–23. https://doi.org/10.1002/pfi.21727
Duarte, A. P., Ribeiro, N., Semedo, A. S., & Gomes, D. R. (2021). Authentic Leadership and Improved Individual Performance: Affective Commitment and Individual Creativity’s Sequential Mediation. Frontiers in Psychology, 12. https://doi.org/10.3389/fpsyg.2021.675749
Ficapal-CusÃ, P., Enache-Zegheru, M., & Torrent-Sellens, J. (2020). Linking Perceived Organizational Support, Affective Commitment, and Knowledge Sharing with Prosocial Organizational Behavior of Altruism and Civic Virtue. Sustainability, 12(24), 10289. https://doi.org/10.3390/su122410289
Gahlawat, N., & Kundu, S. C. (2019). Participatory HRM and firm performance. Employee Relations: The International Journal, 41(5), 1098–1119. https://doi.org/10.1108/ER-05-2018-0147
Gaudet, M.-C., & Tremblay, M. (2017). Initiating structure leadership and employee behaviors: The role of perceived organizational support, affective commitment and leader–member exchange. European Management Journal, 35(5), 663–675. https://doi.org/10.1016/j.emj.2017.04.001
Gourinchas, P.-O. (2020). Flattening the pandemic and recession curves. Mitigating the COVID Economic Crisis: Act Fast and Do Whatever, 31(2), 57–62.
Gun, I., Soyuk, S., & Ozsari, S. H. (2021). Effects of Job Satisfaction, Affective Commitment, and Organizational Support on Job Performance and Turnover Intention in Healthcare Workers. Archives of Health Science and Research, 8(2), 89–95. https://doi.org/10.5152/ArcHealthSciRes.2021.21044
Hair, J. F., Hult, G. T. M., Ringle, C. M., & Sarstedt, M. (2017). A Primer on Partial Least Squares Structural Equation Modeling (PLS-SEM) (2nd ed.). SAGE Publications.
Hair, J. F., Risher, J. J., Sarstedt, M., & Ringle, C. M. (2019). When to use and how to report the results of PLS-SEM. European Business Review, 31(1), 2–24. https://doi.org/10.1108/EBR-11-2018-0203
Hasan, N., Waseem, M. A., Sarfraz, M., & Wajid, N. (2023). Perceived Organizational Support and Reduced Job Performance During COVID-19. INQUIRY: The Journal of Health Care Organization, Provision, and Financing, 60, 004695802311609. https://doi.org/10.1177/00469580231160908
Hassan, S., & Mahmood, B. (2016). Relationship between HRM Practices and Organizational Commitment of Employees: An Empirical Study of Textile Sector in Pakistan. International Journal of Academic Research in Accounting, Finance and Management Sciences, 6(1), 23–28. https://doi.org/10.6007/IJARAFMS/v6-i1/1952
Hoa, N. D., Ngan, P. T. H., Quang, N. M., Thanh, V. B., & Quyen, H. V. T. (2020). An Empirical Study of Perceived Organizational Support and Affective Commitment in the Logistics Industry. The Journal of Asian Finance, Economics and Business, 7(8), 589–598. https://doi.org/10.13106/jafeb.2020.vol7.no8.589
Isfahani, A. N., & Rezaei, A. (2017). The impact of perceived organisational support on organisational citizenship behaviour: the mediating role of organisational trust. International Journal of Business Excellence, 13(4), 441. https://doi.org/10.1504/IJBEX.2017.087754
Jain, A. K., & Sullivan, S. (2019). An examination of the relationship between careerism and organizational commitment, satisfaction, and performance. Personnel Review, 49(8), 1553–1571. https://doi.org/10.1108/PR-05-2019-0280
Khan, A. N., Ali, A., Khan, N. A., & Jehan, N. (2019). A study of relationship between transformational leadership and task performance: the role of social media and affective organisational commitment. International Journal of Business Information Systems, 31(4), 499. https://doi.org/10.1504/IJBIS.2019.101583
Ko, S.-H., Ryu, I. A., & Choi, Y. (2022). The Relationship between Compassion Experienced by Social Workers and Job Performance: The Double Mediating Effect of Positive Psychological Capital and Affective Commitment. The Open Psychology Journal, 15(1), 1–9. https://doi.org/10.2174/18743501-v15-e2204140
Koo, B., Yu, J., Chua, B.-L., Lee, S., & Han, H. (2020). Relationships among Emotional and Material Rewards, Job Satisfaction, Burnout, Affective Commitment, Job Performance, and Turnover Intention in the Hotel Industry. Journal of Quality Assurance in Hospitality & Tourism, 21(4), 371–401. https://doi.org/10.1080/1528008X.2019.1663572
Kumar, D. S., & Purani, K. (2018). Model specification issues in PLS-SEM: Illustrating linear and non-linear models in hospitality services context. Journal of Hospitality and Tourism Technology, 9(3), 338–353. https://doi.org/10.1108/JHTT-09-2017-0105
Kurtessis, J. N., Eisenberger, R., Ford, M. T., Buffardi, L. C., Stewart, K. A., & Adis, C. S. (2017). Perceived Organizational Support: A Meta-Analytic Evaluation of Organizational Support Theory. Journal of Management, 43(6), 1854–1884. https://doi.org/10.1177/0149206315575554
Leung, V. T. Y., & Lin, P. M. C. (2022). The roles of multiple foci of employee commitments and job satisfaction on creative performance: a study of hotel chefs. International Journal of Hospitality Management, 101, 103107. https://doi.org/10.1016/j.ijhm.2021.103107
Liu, X., Jing, Y., & Sheng, Y. (2023). Work from home or office during the COVID-19 pandemic: The different chain mediation models of perceived organizational support to the job performance. Frontiers in Public Health, 11. https://doi.org/10.3389/fpubh.2023.1139013
Liu, Yipeng, Lee, J. M., & Lee, C. (2020). The challenges and opportunities of a global health crisis: the management and business implications of COVID-19 from an Asian perspective. Asian Business & Management, 19(3), 277–297. https://doi.org/10.1057/s41291-020-00119-x
Liu, Yueyue, Xi, M., & Zhang, X. (2023). The influence of the fit between strategic human resource management and CEO strategic leadership behaviours on organizational effectiveness in China. Asia Pacific Business Review, 29(1), 136–161. https://doi.org/10.1080/13602381.2022.2130640
Mansoor, A., Wahab, S. A., Jahan, S., & Islam, A. (2022). Boosting Employees’ Performance through the Affective Commitment and Transformational Leadership: The Role of Employee Engagement as a Mediator. Vision, 1–12. https://doi.org/10.1177/09722629221130847
Mercurio, Z. A. (2015). Affective Commitment as a Core Essence of Organizational Commitment. Human Resource Development Review, 14(4), 389–414. https://doi.org/10.1177/1534484315603612
Meyer, J. P. (2015). Organizational Commitment. In Wiley Encyclopedia of Management (pp. 1–3). John Wiley & Sons, Ltd. https://doi.org/10.1002/9781118785317.weom050052
Nazir, S., Shafi, A., Atif, M. M., Qun, W., & Abdullah, S. M. (2019). How organization justice and perceived organizational support facilitate employees’ innovative behavior at work. Employee Relations: The International Journal, 41(6), 1288–1311. https://doi.org/10.1108/ER-01-2017-0007
Nijhawan, G., Gujral, H. K., & Singh, K. (2023). Perceived Organizational Support and Job Performance: Mediating Role of Organizational Citizenship Behavior. Journal for Re Attach Therapy and Developmental Diversities, 6(4s), 139–151.
Nurhayati, M., Saputra, A. R. P., Santosa, A., Rahmani, S., & Ariyanto, E. (2022). Impact of Work-School Conflict to Employee Performance: Moderation of Perception Organizational Support and Work Characteristics. MIX: JURNAL ILMIAH MANAJEMEN, 12(2), 237. https://doi.org/10.22441/jurnal_mix.2022.v12i2.005
Nurhidayati, Kusnilawati, N., & Santoso, A. (2022). Employee Satisfaction: Determinants and Its Effect on Performance. Jurnal Manajemen, 26(1), 67–81. https://doi.org/10.24912/jm.v26i1.838
Para-González, L., Jiménez-Jiménez, D., & MartÃnez-Lorente, Ã. R. (2019). Do SHRM and HPWS shape employees’ affective commitment and empowerment? Evidence-Based HRM: A Global Forum for Empirical Scholarship, 7(3), 300–324. https://doi.org/10.1108/EBHRM-01-2019-0004
Philip, J., & Medina-Craven, M. N. (2022). An examination of job embeddedness and organizational commitment in the context of HRD practices. Management Research Review. https://doi.org/10.1108/MRR-03-2021-0224
Ramos-Villagrasa, P. J., Barrada, J. R., Fernández-del-RÃo, E., & Koopmans, L. (2019). Assessing Job Performance Using Brief Self-report Scales: The Case of the Individual Work Performance Questionnaire. Revista de PsicologÃa Del Trabajo y de Las Organizaciones, 35(3), 195–205. https://doi.org/10.5093/jwop2019a21
Reiley, P. J., & Jacobs, R. R. (2019). Linking leader power use and performance: The mediating role of follower satisfaction and commitment. Journal of Management & Organization, 1–21. https://doi.org/10.1017/jmo.2019.20
Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support: A review of the literature. Journal of Applied Psychology, 87(4), 698–714. https://doi.org/10.1037/0021-9010.87.4.698
Ribeiro, N., Nguyen, T., Duarte, A. P., Torres de Oliveira, R., & Faustino, C. (2021). How managerial coaching promotes employees’ affective commitment and individual performance. International Journal of Productivity and Performance Management, 70(8), 2163–2181. https://doi.org/10.1108/IJPPM-10-2018-0373
Ringle, C. M., Wende, S., & Becker, J.-M. (2015). SmartPLS 3. Boenningstedt: SmartPLS GmbH, 584.
Rubel, M. R. B., Kee, D. M. H., Daghriri, Y. Q., & Rimi, N. N. (2023). Does perceived organizational support matter? The effect of high-commitment performance management on supervisors’ performance. Frontiers in Psychology, 13. https://doi.org/10.3389/fpsyg.2022.837481
Sabir, I., Ali, I., Majid, M. B., Sabir, N., Mehmood, H., Rehman, A. U., & Nawaz, F. (2022). Impact of perceived organizational support on employee performance in IT firms – a comparison among Pakistan and Saudi Arabia. International Journal of Organizational Analysis, 30(3), 795–815. https://doi.org/10.1108/IJOA-10-2019-1914
Shao, H., Fu, H., Ge, Y., Jia, W., Li, Z., & Wang, J. (2022). Moderating Effects of Transformational Leadership, Affective Commitment, Job Performance, and Job Insecurity. Frontiers in Psychology, 13. https://doi.org/10.3389/fpsyg.2022.847147
Shateri, K., & Hayat, A. A. (2020). Investigating the mediating role of organizational trust in the relationship between perceived organizational support and Knowledge sharing. Knowledge Management & E-Learning: An International Journal, 12(3), 298–314. https://doi.org/10.34105/j.kmel.2020.12.016
Shen, J., & Tang, C. (2018). How does training improve customer service quality? The roles of transfer of training and job satisfaction. European Management Journal, 36(6), 708–716. https://doi.org/10.1016/j.emj.2018.02.002
Suprianto, G., Montundu, Y., & Alidin, L. A. (2021). The Effect of Perceived Organizational Support and Transformational Leadership on Employee Performance Mediated by Organizational Commitment (Study On Employees of PT. Altrak 1978 Kendari). International Journal of Management and Education in Human Development, 1(04), 234–248.
Van Waeyenberg, T., Peccei, R., & Decramer, A. (2022). Performance management and teacher performance: the role of affective organizational commitment and exhaustion. The International Journal of Human Resource Management, 33(4), 623–646. https://doi.org/10.1080/09585192.2020.1754881
Weny, W., Siahaan, R. F. B., Anggraini, D., & Sulaiman, F. (2021). The Effect of Perceived Organizational Support on Employee Performance. Enrichment: Journal of Management, 12(1), 321–324. https://doi.org/10.35335/enrichment.v12i1.224
Yang, H., & Zhou, D. (2022). Perceived Organizational Support and Creativity of Science-Technology Talents in the Digital Age: The Effects of Affective Commitment, Innovative Self-Efficacy and Digital Thinking. Psychology Research and Behavior Management, 15, 2421–2437. https://doi.org/10.2147/PRBM.S378141
Yücel, L., Ribeiro, N., & Gomes, D. R. (2020). Perceived organisational support and employees’ performance: the mediating role of affective commitment. International Journal of Management and Enterprise Development, 19(3), 187. https://doi.org/10.1504/IJMED.2020.108713
Zhang, M. J. (2014). Research on the Innovation Method of HRM Based on Information Technology. Applied Mechanics and Materials, 687–691, 4485–4488. https://doi.org/10.4028/www.scientific.net/AMM.687-691.4485