Pengaruh Perceived Organizational Support, Contigency Reward Behaviour terhadap Work Engagement

https://doi.org/10.35912/jakman.v4i3.1290
Published: Jun 9, 2023

Abstract:

Purpose: This study aimed to analyze and explore the presence of perceived organizational support and contingent reward behavior in work engagement case studies of employees in PT Pelabuhan Indonesia.

Methodology: The sample used in this study was purposive by distributing questionnaires online to 70 employees at PT Pelabuhan, Indonesia. The data analysis method was a simple regression method using SPSS version 25.

Results: The results showed that perceived organizational support and contingent reward behavior had a positive and significant effect on work engagement in a case study of employees in PT Pelabuhan Indonesia.

Limitations: This study involved only 70 employees at PT Pelabuhan Indonesia as respondents. In this study, only contingency reward behavior and perceived organizational support were used as independent variables. Work engagement is the dependent variable.

Contribution: The findings of this study are useful in providing and becoming a source of information about the influence of perceived organizational support and contingent reward behavior, and can be applied by PT Pelabuhan Indonesia so that they can pay more attention to employees by implementing contingent reward behavior and perceived organizational support so that workers will feel valued in working at PT. Pelabuhan Indonesia feels that the workforce is prioritized, gets motivated, and can be rewarded according to performance to achieve company goals. This will have an impact on increasing work engagement in PT Pelabuhan, Indonesia.

Keywords:
1. Perceived Organizational Support
2. Contigency Reward Behavior
3. Work Engagement
Authors:
1 . Fildzah Aleyda
2 . Dita Oki Berliyanti
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How to Cite
Aleyda, F., & Berliyanti, D. O. . (2023). Pengaruh Perceived Organizational Support, Contigency Reward Behaviour terhadap Work Engagement . Jurnal Akuntansi, Keuangan, Dan Manajemen, 4(3), 185–194. https://doi.org/10.35912/jakman.v4i3.1290
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Vol. 4 No. 3 (2023): Juni
Articles
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References

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    Caesens, G., Marique, G., Hanin, D., & Stinglhamber, F. (2016). The Relationship Between Perceived Organizational Support and Proactive Behaviour Directed Towards The Organization. European Journal of Work and Organizational Psychology, 25(3), 398–411. https://doi.org/10.1080/1359432X.2015.1092960

    Caesens, G., Stinglhamber, F., & Marmier, V. (2014). The Curvilinear Effect of Work Engagement on Employees’ Turnover Intentions. International Journal of Psychology, 51(2), 150–155. https://doi.org/10.1002/ijop.12131

    Chandra, C. (2018). Analisis Dampak Perceived Organizational Support Terhadap Tingkat Turnover Intention. Jurnal Ilmiah Bisnis Dan Ekonomi Asia, 11(1), 51–55. https://doi.org/10.32812/jibeka.v11i1.32

    Crawford, E. R., Lepine, J. A., & Rich, B. L. (2010). Linking job demands and resources to employee engagement and burnout: A theoretical extension and meta-analytic test. Journal of Applied Psychology, 95(5), 834–848. https://doi.org/10.1037/a0019364

    Demerouti, B. dan. (n.d.). Recovery turns job demands into challenges: A diary study on work engagement and performance The episodic nature of Work Engagement View project. January. https://www.researchgate.net/publication/46713287

    Eder, P., & Eisenberger, R. (2008). Perceived organizational support: Reducing the negative influence of coworker withdrawal behavior. Journal of Management, 34(1), 55–68. https://doi.org/10.1177/0149206307309259

    Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Eisenberger 1986 JAppPsychol POS original article. Journal of Applied Psychology, 71(3), 500–507.

    Eisenberger, R., Malone, G. P., & Presson, W. D. (2016). Optimizing perceived organizational support to enhance employee engagement. Society for Human Resource Management and Society for Industrial and Organizational Psychology, 2, 1–22. http://www.siop.org/SIOP-SHRM/SHRM-SIOP POS.pdf

    Gadolin, C., Skyvell Nilsson, M., Ros, A., & Törner, M. (2021). Preconditions for nurses’ perceived organizational support in healthcare: a qualitative explorative study. Journal of Health Organization and Management, 35(9), 281–297. https://doi.org/10.1108/JHOM-03-2020-0091

    Hairudin, H., & Oktaria, E. T. (2022). Analisis Peningkatan Kinerja Karyawan melalui Motivasi Kerja Internal dan Motivasi Eksternal Karyawan ( Analysis of Employee Performance Improvement through Internal Work Motivation and External Employee Motivation ). Jurnal Akuntansi, Keuangan, Dan Manajemen, 4(1), 1–14. https://doi.org/https://doi.org/10.35912/jakman.v4i1.1466

    Harahap, V., & Novita. (2022). Control Self Assessment (CSA) In Improving Company Performance. Jurnal Akuntansi, Keuangan, Dan Manajemen, 3(3), 207–223. https://doi.org/10.35912/jakman.v3i3.731

    Hasibuan, M. S. . (2016). Manajemen Sumber Daya Manusia. Bumi Aksara.

    Jin, M. H., & McDonald, B. (2017). Understanding Employee Engagement in the Public Sector: The Role of Immediate Supervisor, Perceived Organizational Support, and Learning Opportunities. American Review of Public Administration, 47(8), 881–897. https://doi.org/10.1177/0275074016643817

    Knight, C., Patterson, P. M., & Jeremy, D. (2017). Building work engagement: A systematic review and meta-analysis investigating the effectiveness of work engagement interventions. Journal of Organizational Behavior, 38(6), 792–812. https://doi.org/10.1002/job.2167

    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

    Laulié, L., Pavez, I., Martínez Echeverría, J., Cea, P., & Briceño Jiménez, G. (2021). How leader contingent reward behavior impacts employee work engagement and turnover intention: the moderating role of age. Academia Revista Latinoamericana de Administracion, 34(4), 510–529. https://doi.org/10.1108/ARLA-12-2019-0241

    Lee, J. (Jay), & Ok, C. M. (2015). Hotel Employee Work Engagement and Its Consequences. Journal of Hospitality Marketing and Management, 25(2), 133–166. https://doi.org/10.1080/19368623.2014.994154

    Liu, C., Liu, S., Yang, S., & Wu, H. (2019). Association between transformational leadership and occupational burnout and the mediating effects of psychological empowerment in this relationship among cdc employees: A cross-sectional study. Psychology Research and Behavior Management, 12, 437–446. https://doi.org/10.2147/PRBM.S206636

    Locke, E. A., & Latham, G. P. (2002). Building a practically useful theory of goal setting and task motivation: A 35-year odyssey. American Psychologist, 57(9), 705–717. https://doi.org/10.1037/0003-066X.57.9.705

    Luthans, F., & Youssef-Morgan, C. M. (2017). Psychological Capital: An Evidence-Based Positive Approach. Annual Review of Organizational Psychology and Organizational Behavior, 4(January), 339–366. https://doi.org/10.1146/annurev-orgpsych-032516-113324

    Makikangs, T, A. F., U, K., & S, M. (2013). Does Personality matter? reserch on individual differences in occupational well-being. Syria Studies, 7(1), 37–72. https://www.researchgate.net/publication/269107473_What_is_governance/link/548173090cf22525dcb61443/download%0Ahttp://www.econ.upf.edu/~reynal/Civil wars_12December2010.pdf%0Ahttps://think-asia.org/handle/11540/8282%0Ahttps://www.jstor.org/stable/41857625

    Mathumbu, D., & Dodd, N. (2013). Perceived Organisational Support, Work Engagement and Organisational Citizenship Behaviour of Nurses at Victoria Hospital. Journal of Psychology, 4(2), 87–93. https://doi.org/10.1080/09764224.2013.11885497

    Mustika, S., & Rahardjo, K. (2017). Pengaruh Perceived Organizational Support terhadap Employee Engagement dan Organizational Citizenship Behaviour. Jurnal Administrasi Bisnis S1 Universitas Brawijaya, 47(1), 9–15.

    Obrad, C. (2020). Constraints and consequences of online teaching. Sustainability (Switzerland), 12(17). https://doi.org/10.3390/SU12176982

    Pelindo profil perusahaan. (n.d.). https://pelindo.co.id/page/tentang-kami

    Raziq, M. M., Borini, F. M., Malik, O. F., Ahmad, M., & Shabaz, M. (2018). Leadership styles, goal clarity, and project success: Evidence from project-based organizations in Pakistan. Leadership and Organization Development Journal, 39(2), 309–323. https://doi.org/10.1108/LODJ-07-2017-0212

    Rubin, R. S., Munz, D. C., & Bommer, W. H. (2005). Leading from within: The effects of emotion recognition and personality on transformational leadership behavior. Academy of Management Journal, 48(5), 845–858. https://doi.org/10.5465/AMJ.2005.18803926

    Salim, C., & Ilham Firdaus, A. (2020). Pengaruh digital engagement dan gamifikasi terhadap work engagement karyawan yang bekerja di Jakarta dan Tangerang. Jurnal Akuntansi, Keuangan, Dan Manajemen, 1(4), 265–286. https://doi.org/10.35912/jakman.v1i4.45

    Schaufeli, W. B., & Bakker, A. B. (2010). Defining and measuring work IS TI IS. 10–24.

    Schaufeli, W. B., Bakker, A. B., & Salanova, M. (2006). The Measurement of Work Engagement With a Short Questionnaire. Educational and Psychological Measurement, 66(4), 701–716. https://doi.org/10.1177/0013164405282471

    Shafa, D. A., Sutrisna, A., & Barlian, B. (2022). Pengaruh Kecerdasan Emosional dan Kemampuan Adaptasi terhadap Employee Engagement ( Effect of Emotional Intelligence and Adaptability on Employee Engagement ). 3(4), 307–322.

    Stewart, G. L., Courtright, S. H., & Manz, C. C. (2019). Self-Leadership: A Paradoxical Core of Organizational Behavior. Annual Review of Organizational Psychology and Organizational Behavior, 6(September), 47–67. https://doi.org/10.1146/annurev-orgpsych-012218-015130

    Tremblay, M., Vandenberghe, C., & Doucet, O. (2013). Relationships Between Leader-Contingent and Non-contingent Reward and Punishment Behaviors and Subordinates’ Perceptions of Justice and Satisfaction, and Evaluation of the Moderating Influence of Trust Propensity, Pay Level, and Role Ambiguity. Journal of Business and Psychology, 28(2), 233–249. https://doi.org/10.1007/s10869-012-9275-4

    Trisnawati, A. A. (2021). Holistic Work Engagement pada Tenaga Kesehatan di Kota Jakarta Barat: Pengaruh Digital Quotient, Authentic Leadership, dan Perceived Organizational Support selama Covid-19. Jurnal Akuntansi, Keuangan, Dan Manajemen, 2(4), 255–278. https://doi.org/10.35912/jakman.v2i4.425

    Yang, F., Liu, P., & Xu, S. (2022). How does mentoring influence protégés’ work engagement? Roles of perceived organizational support and family-like employee-organization relationship. Chinese Management Studies, 16(1), 197–210. https://doi.org/10.1108/CMS-10-2019-0364

  1. Bakker, A. B., & Albrecht, S. (2018). Work Engagement: Current Trends. Career Development International, 23(1), 4–11. https://doi.org/10.1108/CDI-11-2017-0207
  2. Caesens, G., Marique, G., Hanin, D., & Stinglhamber, F. (2016). The Relationship Between Perceived Organizational Support and Proactive Behaviour Directed Towards The Organization. European Journal of Work and Organizational Psychology, 25(3), 398–411. https://doi.org/10.1080/1359432X.2015.1092960
  3. Caesens, G., Stinglhamber, F., & Marmier, V. (2014). The Curvilinear Effect of Work Engagement on Employees’ Turnover Intentions. International Journal of Psychology, 51(2), 150–155. https://doi.org/10.1002/ijop.12131
  4. Chandra, C. (2018). Analisis Dampak Perceived Organizational Support Terhadap Tingkat Turnover Intention. Jurnal Ilmiah Bisnis Dan Ekonomi Asia, 11(1), 51–55. https://doi.org/10.32812/jibeka.v11i1.32
  5. Crawford, E. R., Lepine, J. A., & Rich, B. L. (2010). Linking job demands and resources to employee engagement and burnout: A theoretical extension and meta-analytic test. Journal of Applied Psychology, 95(5), 834–848. https://doi.org/10.1037/a0019364
  6. Demerouti, B. dan. (n.d.). Recovery turns job demands into challenges: A diary study on work engagement and performance The episodic nature of Work Engagement View project. January. https://www.researchgate.net/publication/46713287
  7. Eder, P., & Eisenberger, R. (2008). Perceived organizational support: Reducing the negative influence of coworker withdrawal behavior. Journal of Management, 34(1), 55–68. https://doi.org/10.1177/0149206307309259
  8. Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Eisenberger 1986 JAppPsychol POS original article. Journal of Applied Psychology, 71(3), 500–507.
  9. Eisenberger, R., Malone, G. P., & Presson, W. D. (2016). Optimizing perceived organizational support to enhance employee engagement. Society for Human Resource Management and Society for Industrial and Organizational Psychology, 2, 1–22. http://www.siop.org/SIOP-SHRM/SHRM-SIOP POS.pdf
  10. Gadolin, C., Skyvell Nilsson, M., Ros, A., & Törner, M. (2021). Preconditions for nurses’ perceived organizational support in healthcare: a qualitative explorative study. Journal of Health Organization and Management, 35(9), 281–297. https://doi.org/10.1108/JHOM-03-2020-0091
  11. Hairudin, H., & Oktaria, E. T. (2022). Analisis Peningkatan Kinerja Karyawan melalui Motivasi Kerja Internal dan Motivasi Eksternal Karyawan ( Analysis of Employee Performance Improvement through Internal Work Motivation and External Employee Motivation ). Jurnal Akuntansi, Keuangan, Dan Manajemen, 4(1), 1–14. https://doi.org/https://doi.org/10.35912/jakman.v4i1.1466
  12. Harahap, V., & Novita. (2022). Control Self Assessment (CSA) In Improving Company Performance. Jurnal Akuntansi, Keuangan, Dan Manajemen, 3(3), 207–223. https://doi.org/10.35912/jakman.v3i3.731
  13. Hasibuan, M. S. . (2016). Manajemen Sumber Daya Manusia. Bumi Aksara.
  14. Jin, M. H., & McDonald, B. (2017). Understanding Employee Engagement in the Public Sector: The Role of Immediate Supervisor, Perceived Organizational Support, and Learning Opportunities. American Review of Public Administration, 47(8), 881–897. https://doi.org/10.1177/0275074016643817
  15. Knight, C., Patterson, P. M., & Jeremy, D. (2017). Building work engagement: A systematic review and meta-analysis investigating the effectiveness of work engagement interventions. Journal of Organizational Behavior, 38(6), 792–812. https://doi.org/10.1002/job.2167
  16. 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
  17. Laulié, L., Pavez, I., Martínez Echeverría, J., Cea, P., & Briceño Jiménez, G. (2021). How leader contingent reward behavior impacts employee work engagement and turnover intention: the moderating role of age. Academia Revista Latinoamericana de Administracion, 34(4), 510–529. https://doi.org/10.1108/ARLA-12-2019-0241
  18. Lee, J. (Jay), & Ok, C. M. (2015). Hotel Employee Work Engagement and Its Consequences. Journal of Hospitality Marketing and Management, 25(2), 133–166. https://doi.org/10.1080/19368623.2014.994154
  19. Liu, C., Liu, S., Yang, S., & Wu, H. (2019). Association between transformational leadership and occupational burnout and the mediating effects of psychological empowerment in this relationship among cdc employees: A cross-sectional study. Psychology Research and Behavior Management, 12, 437–446. https://doi.org/10.2147/PRBM.S206636
  20. Locke, E. A., & Latham, G. P. (2002). Building a practically useful theory of goal setting and task motivation: A 35-year odyssey. American Psychologist, 57(9), 705–717. https://doi.org/10.1037/0003-066X.57.9.705
  21. Luthans, F., & Youssef-Morgan, C. M. (2017). Psychological Capital: An Evidence-Based Positive Approach. Annual Review of Organizational Psychology and Organizational Behavior, 4(January), 339–366. https://doi.org/10.1146/annurev-orgpsych-032516-113324
  22. Makikangs, T, A. F., U, K., & S, M. (2013). Does Personality matter? reserch on individual differences in occupational well-being. Syria Studies, 7(1), 37–72. https://www.researchgate.net/publication/269107473_What_is_governance/link/548173090cf22525dcb61443/download%0Ahttp://www.econ.upf.edu/~reynal/Civil wars_12December2010.pdf%0Ahttps://think-asia.org/handle/11540/8282%0Ahttps://www.jstor.org/stable/41857625
  23. Mathumbu, D., & Dodd, N. (2013). Perceived Organisational Support, Work Engagement and Organisational Citizenship Behaviour of Nurses at Victoria Hospital. Journal of Psychology, 4(2), 87–93. https://doi.org/10.1080/09764224.2013.11885497
  24. Mustika, S., & Rahardjo, K. (2017). Pengaruh Perceived Organizational Support terhadap Employee Engagement dan Organizational Citizenship Behaviour. Jurnal Administrasi Bisnis S1 Universitas Brawijaya, 47(1), 9–15.
  25. Obrad, C. (2020). Constraints and consequences of online teaching. Sustainability (Switzerland), 12(17). https://doi.org/10.3390/SU12176982
  26. Pelindo profil perusahaan. (n.d.). https://pelindo.co.id/page/tentang-kami
  27. Raziq, M. M., Borini, F. M., Malik, O. F., Ahmad, M., & Shabaz, M. (2018). Leadership styles, goal clarity, and project success: Evidence from project-based organizations in Pakistan. Leadership and Organization Development Journal, 39(2), 309–323. https://doi.org/10.1108/LODJ-07-2017-0212
  28. Rubin, R. S., Munz, D. C., & Bommer, W. H. (2005). Leading from within: The effects of emotion recognition and personality on transformational leadership behavior. Academy of Management Journal, 48(5), 845–858. https://doi.org/10.5465/AMJ.2005.18803926
  29. Salim, C., & Ilham Firdaus, A. (2020). Pengaruh digital engagement dan gamifikasi terhadap work engagement karyawan yang bekerja di Jakarta dan Tangerang. Jurnal Akuntansi, Keuangan, Dan Manajemen, 1(4), 265–286. https://doi.org/10.35912/jakman.v1i4.45
  30. Schaufeli, W. B., & Bakker, A. B. (2010). Defining and measuring work IS TI IS. 10–24.
  31. Schaufeli, W. B., Bakker, A. B., & Salanova, M. (2006). The Measurement of Work Engagement With a Short Questionnaire. Educational and Psychological Measurement, 66(4), 701–716. https://doi.org/10.1177/0013164405282471
  32. Shafa, D. A., Sutrisna, A., & Barlian, B. (2022). Pengaruh Kecerdasan Emosional dan Kemampuan Adaptasi terhadap Employee Engagement ( Effect of Emotional Intelligence and Adaptability on Employee Engagement ). 3(4), 307–322.
  33. Stewart, G. L., Courtright, S. H., & Manz, C. C. (2019). Self-Leadership: A Paradoxical Core of Organizational Behavior. Annual Review of Organizational Psychology and Organizational Behavior, 6(September), 47–67. https://doi.org/10.1146/annurev-orgpsych-012218-015130
  34. Tremblay, M., Vandenberghe, C., & Doucet, O. (2013). Relationships Between Leader-Contingent and Non-contingent Reward and Punishment Behaviors and Subordinates’ Perceptions of Justice and Satisfaction, and Evaluation of the Moderating Influence of Trust Propensity, Pay Level, and Role Ambiguity. Journal of Business and Psychology, 28(2), 233–249. https://doi.org/10.1007/s10869-012-9275-4
  35. Trisnawati, A. A. (2021). Holistic Work Engagement pada Tenaga Kesehatan di Kota Jakarta Barat: Pengaruh Digital Quotient, Authentic Leadership, dan Perceived Organizational Support selama Covid-19. Jurnal Akuntansi, Keuangan, Dan Manajemen, 2(4), 255–278. https://doi.org/10.35912/jakman.v2i4.425
  36. Yang, F., Liu, P., & Xu, S. (2022). How does mentoring influence protégés’ work engagement? Roles of perceived organizational support and family-like employee-organization relationship. Chinese Management Studies, 16(1), 197–210. https://doi.org/10.1108/CMS-10-2019-0364