HUBUNGAN ANTARA PERCEIVED ORGANIZATIONAL SUPPORT DENGAN EMPLOYEE ENGAGEMENT PADA KARYAWAN

Abstract

Objective: This study aims to determine the relationship between perceived
organizational support and employee engagement at employees. Method: In this
study, the sample selection used purposive sampling with the criteria, has
worked for at least 3 months, so that 150 samples were obtained in this study.
Result: From the data description, it is found that the results of the responses to
employee engagement show that as many as 77 or 51.3 employees have high
engagement, 70 or 46.7%, and 3 or 2% have low engagement. While the
perceived organizational support obtained by 24 employees or 16% have high
perceived organizational support, 144 employees or 76% have moderate
perceived organizational support and 12 people or 8% have low perceived
organizational support. The results of the product moment correlation analysis
show that the correlation value (rxy) = 0.251 and p is 0.002 or less than 0.05.
This shows that there is a positive relationship between perceived
organizational support and employee engagement. Conclusion: This means that
increasing positive perceptions about the extent to which the organization
values employee contributions and concerns for their welfare, the higher their
engagement. Conversely, increasing the negative perception of the extent to
which the organization values employee contributions and cares about their
welfare, the lower the engagement applied.