The influence of perceived organizational support, training and development and employee engagement on employee performance mediated by employee engagement at the director’s office PT XYZ
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Abstract
PT XYZ employees' performance shows a decline of 3.65% from 2022 to 2023 or below the target set by management. This decrease may be caused by increased job demands without an accompanying rise in individual competence and capacity. Based on the 2022 employee engagement survey, as many as 54% of employees feel disengaged with the company and their work. Apart from that, it was found that there was unfair treatment in terms of training intensity. This situation can affect employee performance at PT XYZ. Primary data was collected via a Google Form distributed directly to 484 employees by WhatsApp, resulting in 220 responses. The data was then analyzed using the smartPLS 4.0 program with the partial least squares equation analysis method. The results show a positive of perceived organizational support, training and development, and employee engagement on employee performance. As a mediating variable, employee engagement mediates the relationship between perceptions of organizational support and training and development on employee performance. The study advances theoretical understanding in educational contexts and suggests that PT XYZ can improve employee performance by implementing and continuously refining comprehensive training programs. Future research should include diverse employee groups and additional factors influencing performance. PT XYZ is advised to use these insights to significantly boost employee performance.
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How to Cite
Dwiputri, L. J., & Wanasida, A. S. (2024). The influence of perceived organizational support, training and development and employee engagement on employee performance mediated by employee engagement at the director’s office PT XYZ. Enrichment : Journal of Management, 14(3), 374-385. https://doi.org/10.35335/enrichment.v14i3.1968
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Azmy, A. (2022). How Great are Implication Factors for Employee Engagement in Application-Based Technology Company? Binus Business Review, 13(2), 119–132. https://doi.org/10.21512/bbr.v13i2.7932
Febriantoro, K., Juariyah, L., Manajemen, J., & Ekonomi, F. (2018). Pengaruh Persepsi Dukungan Organisasional (Perceived Organizational Support) dan Kepuasan Kerja terhadap Kinerja Karyawan Tata Usaha dan Keuangan Pabrik Gula Kebon Agung Malang Melalui Komitmen Organisasional sebagai Variabel Intervening. EKOBIS - Ekonomi Bisnis, 23(2), 81–90. https://repository.um.ac.id/32382/
Ghani, B., Hyder, S. I., Yoo, S., & Han, H. (2023). Does Employee Engagement Promote Innovation? The Facilitators Of Innovative Workplace Behavior Via Mediation And Moderation. Heliyon, 9(11), 1–12. https://doi.org/10.1016/j.heliyon.2023.e21817
Ghozali, I., & Kusumadewi, K. A. (2023). Partial Least Squares: Konsep, Teknik, dan Aplikasi Menggunakan SmartPLS 4.0 Untuk Penelitian Empiris (1st ed.). Yoga Pratama.
Hair, J. F., Hult, G. T. M. , Ringle, C. M., & Sarstedt, M. (2022). A Primer on Partial Least Squares Structural Equation Modeling (PLS-SEM) Third Edition. Sage Publications.
Hair, J. F., Hult, G. T. M., Ringke Christian M., Sarstedt, M., Danks, N. P., & Ray, S. (2021). Partial Least Squares Structural Equation Modeling (PLS-SEM) Using R A Workbook. Springer International Publishing. https://doi.org/10.1007/978-3-030-80519-7
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
Henseler, J., Ringle, C. M., & Sarstedt, M. (2015). A New Criterion for Assessing Discriminant Validity in Variance-Based Structural Equation Modeling. Journal of the Academy of Marketing Science, 43(1), 115–135. https://doi.org/10.1007/s11747-014-0403-8
Jankelová, N., Joniaková, Z., & Skorková, Z. (2021). Perceived Organizational Support and Work Engagement of First-Line Managers In Healthcare – The Mediation Role of Feedback Seeking Behavior. Journal of Multidisciplinary Healthcare, 14, 3109–3123. https://doi.org/10.2147/JMDH.S326563
Joushan, S. A., Syamsun, M., & Kartika, L. (2015). Pengaruh Budaya Organisasi dan Employee Engagement terhadap Kinerja Karyawan Pengaruh Budaya Organisasi dan Employee Engagement terhadap Kinerja Karyawan pada PT PLN (Persero) Area Bekasi. Jurnal Aplikasi Manajemen (JAM), 13(4), 697–703. https://jurnaljam.ub.ac.id/index.php/jam/article/view/820
Lu, Y., Zhang, M. M., Yang, M. M., & Wang, Y. (2023). Sustainable Human Resource Management Practices, Employee Resilience, and Employee Outcomes: toward Common Good Values. Human Resource Management, 62(3), 331–353. https://doi.org/10.1002/hrm.22153
Memon, M. A., Ting, H., Cheah, J.-H., Thurasamy, R., Chuah, F., & Huei Cham, T. (2020). Sample Size For Survey Research: Review And Recommendations. Journal of Applied Structural Equation Modeling, 4(2), 2590–4221.
Nurcholis, G., & Budi, W. (2020). The Impact of Organizational Culture and Perceived Organizational Support on Employee Engagement. Advances in Social Science, Education and Humanities Research, 395, 240–246. https://doi.org/10.2991/assehr.k.200120.050
Purwanto, N. (2023). Kebijakan Kenaikan Harga Gula Petani Dalam Rangka Swasembada Gula. Pusat Penelitian Badan Keahlian DPR RI, 13, 11–15. https://berkas.dpr.go.id/pusaka/files/info_singkat/Info%20Singkat-XV-13-I-P3DI-Juli-2023-235.pdf
Rahman, A., Björk, P., & Ravald, A. (2020). Exploring The Effects of Service Provider’s Organizational Support and Empowerment on Employee Engagement and Well-Being. Cogent Business and Management, 7(1), 1–19. https://doi.org/10.1080/23311975.2020.1767329
Ratnasari, D., Utami, H. N., & Prasetya, A. (2023). The Impacts of Perceived Organizational Support and Work Environment on Employee Performance: The Mediating Effects of Job Satisfaction. Jurnal Administrasi Bisnis |, 17(2), 267–281. https://profit.ub.ac.id/index.php/profit/article/view/2710
Rohman, A. F., Indiyati, D., & Ghina, A. (2021). The Influence of Organizational Culture and Employee Engagement on Employees Performance at Telkom University, Indonesia. International Journal of Science and Society, 3(1), 75–88. http://ijsoc.goacademica.com
Sannagy, P. B., & Hassan, R. (2023). Impact of Training and Development and Employee Engagement on Employee Performance among Medium Manufacturing Enterprises (MMES). Global Business Management Review, 15, 1–23. https://doi.org/10.32890/gbmr2023.15.1.1
Savitri, C. A., Anggraeni, N. L. P. N., & Santosa, D. F. (2023). Analisis Faktor Employee Engagement terhadap Kinerja Karyawan di PT Sinkona Indonesia Lestari. Jurnal Manajemen Dan Organisasi (JMO), 14(2), 110–124. https://doi.org/10.29244/jmo.v14i2.44680
Sekaran, U., & Bougie, R. (2016). Research Methods For Business: a Skill Building Approach, 7th Edition (Seventh Edition). Wiley. www.wileypluslearningspace.com
Sofyani, H. (2023). Penentuan Jumlah Sampel Pada Penelitian Akuntansi dan Bisnis Berpendekatan Kuantitatif. Reviu Akuntansi Dan Bisnis Indonesia, 7(2), 311–319. https://doi.org/10.18196/rabin.v7i2.19031
Stirpe, L., Profili, S., & Sammarra, A. (2022). Satisfaction with HR Practices and Employee Performance: a Moderated Mediation Model of Engagement and Health. European Management Journal, 40(2), 295–305. https://doi.org/10.1016/j.emj.2021.06.003
Sugiyono. (2023). Metode Penelitian Kuantitatif, Kualitatif, dan R&D (Sutopo, Ed.; 5th ed.). Alfabeta, CV .
Suherman, U. D., Ahman, E., & Rofaida, R. (2023). Effect of Career Development and Employee on Engagement Employee Performance of PT. Pos Indonesia (Persero). Jurnal Manajemen Universitas Bung Hatta, 18(1), 134–144. https://www.researchgate.net/publication/367206182_Effect_of_Career_Development_and_Employee_Engagement_on_Employee_Performance_of_PT_Pos_Indonesia_Persero
Tensay, A. T., & Singh, M. (2020). The Nexus Between HRM, Employee Engagement and Organizational Performance of Federal Public Service Organizations in Ethiopia. Heliyon, 6(6), 1–15. https://doi.org/10.1016/j.heliyon.2020.e04094
Tondang, I. S. (2023). Pengaruh Pelatihan dan Pengembangan Serta Lingkungan Kerja terhadap Kinerja Karyawan. Journal Publicuho, 6(1), 267–275. https://doi.org/10.35817/publicuho.v6i1.118
Yamin, R. A., & Pusparini, E. S. (2022). The Effect of Flexible Work Arrangement and Perceived Organizational Support on Employee Job Performance: The Mediating Role of Employee Engagement. Advances in Economics, Business and Management Research, 220, 436–441. https://www.atlantis-press.com/proceedings/gcbme-21/125975991
Yamin, S. (2023). SmartPLS 3, SmartPLS 4, AMOS & STATA Olah Data Statistik: [Mudah & Praktis] Edisi III (A. Rasyid, Ed.; III). PT Dewangga Energi Internasional. www.dewanggapublishing.com
Yusuf, M. H., Games, D., & Lukito, H. (2023). Enhancing Employee Performace through Talent Management, Perceived Organizational Support and Employee Engagement. Jurnal Mantik, 7(1), 168–176. https://iocscience.org/ejournal/index.php/mantik/article/download/3682/2680