Pengaruh Perceived Organizational Support Terhadap Komitmen Organisasi Dengan Kepuasan Kerja Sebagai Variabel Mediator (Studi Pada Karyawan Generasi Z Di Kota Medan)

Abstract

Generasi z membawa perubahan pada organisasi dengan karakteristiknya mampu beradapatasi mengikuti perkembangan teknologi terkini dan multi-tasking yang memberikan efisiensi kerja bagi organisasi yang memiliki karyawan generasi z. Tetapi, generasi z dipersepsikan mudah beralih ke peluang kerja yang lain dan menantikan kepuasan instan, mengakibatkan komitmen mereka cenderung rendah terhadap organisasi. Salah satu prediktor yang mempengaruhi komitmen organisasi adalah perceived organizational support. Namun bagaimana perceived organizational support mempengaruhi komitmen organisasi pada karyawan generasi z belum dapat dijelaskan dari riset terdahulu. Penelitian kuantitatif korelasional ini bertujuan menguji pengaruh perceived organizational support terhadap komitmen organisasi melalui mediasi kepuasan kerja. Penelitian ini melibatkan 366 partisipan dengan karakteristik yaitu karyawan tetap yang tergolong dalam generasi z yang bekerja di area Kecamatan X Medan. Instrumen penelitian menggunakan skala perceived organizational support, skala komitmen organisasi dan skala kepuasan kerja yang sudah teruji validitas dan reliabilitasnya. Hasil uji SEM menunjukkan bahwa kepuasan kerja berperan sebagai mediator dalam hubungan perceived organizational support terhadap komitmen organisasi. Hasil penelitian ini berkontribusi untuk meningkatkan komitmen organisasi karyawan generasi z, dengan cara menyediakan bentuk dukungan organisasi dan menyelaraskannya dengan nilai – nilai kepuasan yang diharapkan karyawan generasi z terhadap pekerjaannya. The ability of Generation Z employees to multitask and adjust to the newest technological advancements brings about improvements for firms that employ them. However, generation Z is perceived to be readily distracted by alternative work prospects and to seek rapid gratification, which makes them less likely to be committed to organizations. Perceived organizational support is one of the factors that predict organizational commitment. However, prior research has not explained how perceived organizational support influences organizational commitment among Z- Generation employees. This correlational quantitative research aims to examine the effect of perceived organizational support on organizational commitment through the mediation of job satisfaction. This study involved 366 participants characterized as permanent employees belonging to Generation Z working in the area of District X, Medan. The research instruments use the perceived organizational support scale, the organizational commitment scale, and the job satisfaction scale, all of which have been tested for validity and reliability. The results of the SEM test indicate that job satisfaction acts as a mediator in the relationship between perceived organizational support and organizational commitment. The findings of this study contribute to increase Generation Z employees' organizational commitment by offering types of perceived organizational support that are aligned with the job satisfaction values expected of Generation Z employees at work.