How Perceived Organizational Support Shapes Employee Engagement: Evidence From Healthcare Professionals in a Regional Public Hospital
DOI:
https://doi.org/10.61978/psychosocia.v4i1.1361Keywords:
Perceived Organizational Support, Employee Engagement, Employee, Healthcare, Public HospitalsAbstract
Hospital management requires professionals from various disciplines who are able to collaborate in providing quality, effective, efficient, and responsive healthcare services according to patient needs. Medical and health personnel are key elements in determining the success of these services. Their optimal contribution will be achieved if they have high employee engagement. One factor related to employee engagement is Perceived Organizational Support (POS). This study aims to analyze the relationship between POS and Employee Engagement among medical and health personnel at Bandung City Regional General Hospital. The study used a quantitative approach with a cross-sectional design. Of the 260 questionnaires collected, 236 responses were declared valid and analyzed after a data screening process. Data collection used the POS Scale and Employee Engagement, which have been tested for reliability. The results of a simple linear regression analysis showed that POS had a positive and significant relationship with Employee Engagement (β = 0.749, t(234) = 15.09, p < 0.001). The overall regression model was significant, F(1,234) = 227.79, p < 0.001, with a Adjusted R² = 0.559, indicating that 55.9% of the variance in Employee engagement can be explained by POS. This finding indicates that POS is an important predictor of work engagement in the context of a public hospital with high workloads and limited resources. Practically, hospital management needs to prioritize fair policies, transparency of the system provided, and strengthening supervisor support to improve the perception, support, and engagement of medical and health personnel.
References
Anggelina, R. T. (2023). Pengaruh Perceived Organizational Support (POS) dan Budaya Organisasi terhadap Employee Engagement dalam Perspektif Ekonomi Islam (Studi Pada Pegawai di Kebun Raya Liwa, Lampung Barat). Universitas Islam Raden Intan Lampung.
Annisa, S. M. (2023). Penerapan Human Capital Management sebagai Upaya Peningkatan Profesionalisme Pegawai di Rumah Sakit Umum Daerah Menggala Provinsi Lampung dalam Perspektif Islam. UIN Raden Intan Lampung.
Ariarni, N., & Afrianty, T. W. (2017). Pengaruh Perceived Organizational Support terhadap Kinerja Karyawan dengan Employee Engagement sebagai Variabel Intervening (Studi pada Karyawan PT Pos Indonesia Kota Madiun). Universitas Brawijaya.
Astari, K., Kadiyono, A. L., & Batubara, M. (2022). Adaptasi alat ukur the employee engagement scale (EES). Eqien-Jurnal Ekonomi Dan Bisnis, 11(1), 511–520. https://doi.org/10.34308/eqien.v11i1.752
Azwar, S. (2014). Metode Penelitian. Pustaka Pelajar.
Azwar, S. (2022). Penyusunan Skala Psikologi (3rd ed.). Pustaka Pelajar.
Bakker, A. B., & Demerouti, E. (2008). Towards a model of work engagement. Career Development International, 13(3), 209–223. https://doi.org/10.1108/13620430810870476 DOI: https://doi.org/10.1108/13620430810870476
Blau, P. M. (1964). Justice in social exchange. Sociological Inquiry, 34(2), 193–206. https://doi.org/10.1111/j.1475-682X.1964.tb00583.x DOI: https://doi.org/10.1111/j.1475-682X.1964.tb00583.x
Bond, T. G., Yan, Z., & Heene, M. (2020). Applying the Rasch Model: Fundamental Measurement in the Human Sciences (4th ed.). Routledge. https://doi.org/10.4324/9780429030499 DOI: https://doi.org/10.4324/9780429030499
Diana, S., & Frianto, A. (2021). Pengaruh perceived organizational support dan employee engagement terhadap kinerja karyawan. Jurnal Ilmu Manajemen, 9(3), 1205–1213. https://doi.org/10.26740/jim.v9n3.p1205-1213 DOI: https://doi.org/10.26740/jim.v9n3.p1205-1213
Eisenberger, R., Stinglhamber, F., Vandenberghe, C., Sucharski, I. L., & Rhoades, L. (2002). Perceived supervisor support: Contributions to perceived organizational support and employee retention. Journal of Applied Psychology, 87(3), 565–573. https://doi.org/10.1037/0021-9010.87.3.565 DOI: https://doi.org/10.1037/0021-9010.87.3.565
Field, A. (2009). Discovering Statistics Using SPSS (3rd ed.). SAGE Publications.
Firnanda, D. Y., & Wijayati, D. T. (2021). Pengaruh perceived organizational support, self efficacy dan lingkungan kerja terhadap employee engagement karyawan PT Pesona Arnos Beton. Jurnal Ilmu Manajemen, 9(3), 1076–1091. https://doi.org/10.26740/jim.v9n3.p1076-1091 DOI: https://doi.org/10.26740/jim.v9n3.p1076-1091
Ginting, E. Y. P. B. (2017). Hubungan Antara Perceived Organizational Support dengan Employee Engagement Pegawai Tenaga Kesehatan di Puskesmas Kabanjahe. Program Studi Psikologi FPSI-UKSW.
Hafidz, L. (2023a). 4 Data Statistik HR dalam Proses Rekrutmen.
Hafidz, L. (2023b). Pengukuran Kesuksesan Survey Employee Engagement.
Kahn, W. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33, 692–724. https://doi.org/10.2307/256287 DOI: https://doi.org/10.2307/256287
Kular, S., Gatenby, M., Rees, C., Soane, E., & Truss, K. (2008). Employee Engagement: A Literature Review.
Mahkamah Konstitusi Republik Indonesia. (2015). Putusan Nomor 82/PUU-XIII/2015 tentang Pengujian Undang-Undang Nomor 36 Tahun 2014 tentang Tenaga Kesehatan terhadap Undang-Undang Dasar Negara Republik Indonesia Tahun 1945. Mahkamah Konstitusi Republik Indonesia.
Maslach, C., Schaufeli, W. B., & Leiter, M. P. (2001). Job burnout. Annual Review of Psychology, 52, 397–422. https://doi.org/10.1146/annurev.psych.52.1.397 DOI: https://doi.org/10.1146/annurev.psych.52.1.397
Mustika, S. I., & Rahardjo, K. (2017). Pengaruh Perceived Organizational Support terhadap Employee Engagement dan Organizational Citizenship Behaviour (Studi pada Staf Medis Rumah Sakit Lavalette Malang). Universitas Brawijaya.
Natsir, S. (2004). Pengaruh Gaya Kepemimpinan terhadap Perilaku Kerja dan Kinerja Karyawan Perbankan di Sulawesi Tengah. Universitas Airlangga.
Nunnally, J. C. (1978). Psychometric Theory (2nd ed.). McGraw-Hill.
Pasinringi, S. A., Shalihah, A. A., & Sari, N. (2019). Hubungan Perceived Organizational Support terhadap Kinerja Dokter di Rumah Sakit Kota Makassar. Media Kesehatan Masyarakat Indonesia, 15(4), 358–366. https://doi.org/10.30597/mkmi.v15i4.7871 DOI: https://doi.org/10.30597/mkmi.v15i4.7871
Prawira, J. (2019). Pengaruh Perceived Organizational Support terhadap Employee Performance melalui Employee Engagement CV Sumo Surya Perkasa di Lombok. Agora, 7(1), 287–304.
Rahmadhani, N. (2022). Pengaruh Perceived Organizational Support dan Budaya Organisasi terhadap Employee Engagement dengan Kepuasan Kerja sebagai Variabel Intervening pada Pegawai DPRD SUMUT. Universitas Muhammadiyah Sumatera Utara.
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 DOI: https://doi.org/10.1037/0021-9010.87.4.698
Saks, A. M. (2006). Antecedents and consequences of employee engagement. Journal of Managerial Psychology, 21(7), 600–619. https://doi.org/10.1108/02683940610690169 DOI: https://doi.org/10.1108/02683940610690169
Sari, D. A. (2019). Hubungan Perceived Organizational Support dengan Employee Engagement Karyawan Tidak Tetap PT KAI DAOP 4 Semarang. Universitas Negeri Semarang.
Shuck, B., Adelson, J. L., & Reio, T. G. (2016). The Employee Engagement Scale: Initial evidence for construct validity and implications for theory and practice. Human Resource Management. https://doi.org/10.1002/hrm.21811 DOI: https://doi.org/10.1002/hrm.21811
Shuck, B., Reio, T. G., & Rocco, T. S. (2011). Employee engagement: An examination of antecedent and outcome variables. Human Resource Development International, 14(4), 427–445. https://doi.org/10.1080/13678868.2011.601587 DOI: https://doi.org/10.1080/13678868.2011.601587
Shuck, B., & Wollard, K. (2010). Employee engagement and HRD: A seminal review of the foundations. Human Resource Development Review, 9(1), 89–110. https://doi.org/10.1177/1534484309353560 DOI: https://doi.org/10.1177/1534484309353560
Singh, N., Tang, Y., Zhang, Z., & Zheng, C. (2020). COVID-19 waste management: Effective and successful measures in Wuhan, China. Resources, Conservation and Recycling, 163, 105071. https://doi.org/10.1016/j.resconrec.2020.105071 DOI: https://doi.org/10.1016/j.resconrec.2020.105071
Sugiyono. (2017). Metode Penelitian Bisnis: Pendekatan Kuantitatif, Kualitatif, Kombinasi, dan R&D. Alfabeta.
Syahputra, W., Yundianto, D., & Indrawardhana, E. (2022). Validasi instrumen perceived organizational support (POS) versi bahasa Indonesia: Studi dengan penerapan model Rasch. Psikoislamika: Jurnal Psikologi Dan Psikologi Islam, 423–436. https://doi.org/10.18860/psikoislamika.v19i2.15985 DOI: https://doi.org/10.18860/psikoislamika.v19i2.15985
Wahab, F. K. (2018). Pengaruh perceived organizational support terhadap employee engagement pada karyawan. Motivasi Jurnal Mahasiswa Psikologi, 6(1), 148–158.
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2025 Psychosocia : Journal of Applied Psychology and Social Psychology
This work is licensed under a Creative Commons Attribution 4.0 International License.
