Persepsi Terhadap Dukungan Organisasi Sebagai Mediator Pengaruh Antara Empowerment dengan Komitmen Organisasi

Abstract

Penelitian ini bertujuan untuk mengetahui pengaruh empowerment terhadap persepsi dukungan organisasi, pengaruh persepsi dukungan organisasi terhadap komitmen organisasi, dan efek mediasi persepsi dukungan organisasi pada pengaruh antara empowerment dengan komitmen organisasi. Pengumpulan data penelitian dilakukan dengan menggunakan skala, yaitu skala komitmen organisasi, skala persepsi dukungan organisasi, dan skala empowerment. Penelitian ini dilakukan di kantor pusat PT. Pelindo 1 (Persero) dengan jumlah subjek penelitian sebanyak 161 orang. Hasil analisis regresi sederhana untuk hipotesis pertama menyimpulkan bahwa ada pengaruh signifikan empowerment terhadap persepsi dukungan organisasi sebesar 65,5%. Sedangkan untuk hipotesis kedua didapatkan hasil ada pengaruh signifikan persepsi dukungan organisasi terhadap komitmen organisasi, yang besarnya adalah 46,8%. Dari hasil uji hipotesis mediasi, disimpulkan bahwa persepsi dukungan organisasi memediasi pengaruh antara empowerment dan komitmen organisasi, di mana mediasi yang dihasilkan adalah mediasi sempurna. Untuk penelitian selanjutnya, dapat menggunakan seluruh karyawan sebagai subjek penelitian, mengingat penelitian ini hanya menggunakan karyawan di kantor pusat saja sebagai subjek penelitian.

The purpose of this research are to analyze the effect of empowerment to perceived organizational support, the effect of perceived organizational support to organizational commitment, and to test the mediating effect of perceived organizational support to the relationship between empowerment and organizational commitment. Three scales was used to collect the data. There are organizational commitment scale, perceived organizational support scale, and empowerment scale. This research was held in the head office of PT. Pelindo 1 (Persero) and the total of the subject is 161. The result showed that there are positive and significant effect between empowerment and perceived organizational support and also between perceived organizational support and organizational commitment. While, for the third hypothesis, the result showed that perceived organizational support act as mediator between empowerment and organizational commitment. The result for mediating effect is fully mediated. The limitation of this research is the researcher didn't use all of the offices that include in the area of working of PT. Pelindo 1 (Persero). For next research, the researcher suggest that they can use all of the offices, including the branch office to be included, so the result can be generate to all employee.