Pengaruh Perceived Organizational Support terhadap Komitmen Organisasi dengan Kepuasan Kerja sebagai Variabel Mediator pada Perawat

Abstract

Penelitian ini bertujuan untuk menguji pengaruh perceived organizational support terhadap komitmen organisasi dengan kepuasan kerja sebagai variabel mediator pada perawat. Komitmen organisasi merupakan tingkat keterikatan, loyalitas dan keinginan individu untuk tetap menjadi bagian organisasi serta berkontribusi dalam mencapai tujuan organisasi yang tercermin melalui komitmen afektif, berkelanjutan dan normatif. Penelitian ini menggunakan pendekatan kuantitatif eksplanatif dengan menggunakan teknik purposive sampling berdasarkan kriteria Perawat berstatus Pegawai PNS, PPPK dan BLUD serta memiliki masa kerja di atas 1 tahun. Subjek penelitian berjumlah 157 perawat yang bekerja di RSU Dr. Ferdinand Lumban Tobing yang berlokasi di kota Sibolga, Sumatera Utara. Pengumpulan data dilakukan dengan menggunakan Skala Perceived Organizatonal Support, Organizational Commitment Questioner (OCQ) dan Job Satisfaction Survey (JSS). Analisis data dilakukan dengan analisis inferensial dengan menggunakan metode Structural Equation Modeling (SEM) berbasis Partial Least Squares (PLS) melalui SmartPLS4. Hasil penelitian menunjukkan bahwa Perceived Organizational Support berpengaruh positif dan signifikan terhadap komitmen organisasi (β = 0,835). Selain itu, Perceived organizational support berpengaruh positif dan signifikan terhadap kepuasan kerja (β = 0,882). Kepuasan kerja juga berpengaruh positif dan signifikan terhadap komitmen organisasi (β = 0,322) dan kepuasan kerja memediasi pengaruh perceived organizational support terhadap komitmen organisasi (β = 0,284). Hasil uji SEM menunjukkan bahwa kepuasan kerja berperan sebagai mediator dalam pengaruh Perceived Organizational Support terhadap komitmen organisasi. Hasil penelitian menunjukkan bahwa perceived organizational support dan kepuasan kerja mampu menjelaskan atau mempengaruhi komitmen organisasi sebesar 72,1 %, sedangkan sisanya dipengaruhi oleh faktor lain diluar model penelitian. This study aimed to examine the effect of perceived organizational support on organizational commitment, with job satisfaction as a mediating variable among nurses. Organizational commitment refers to the degree of attachment, loyalty, and an individual’s desire to remain part of an organization and contribute to the achievement of its goals. It is characterized by three dimensions affective commitment, continuance, and normative. A quantitative explanatory approach was employed using purposive sampling based on the criteria that participants were nurses with civil servant (PNS), government contract employee (PPPK), or BLUD status and had a minimum tenure of more than one year. The sample consisted of 157 nurses working at Dr. Ferdinand Lumban Tobing General Hospital in Sibolga City, North Sumatra, Indonesia. Data were collected using the Perceived Organizational Support Scale, the Organizational Commitment Questionnaire (OCQ), and the Job Satisfaction Survey (JSS). Data analysis was conducted using inferential statistics through Structural Equation Modeling (SEM) with a Partial Least Squares (PLS) approach using SmartPLS 4. The results indicated that perceived organizational support had a positive and significant effect on organizational commitment (β = 0.835). Perceived organizational support also showed a positive and significant effect on job satisfaction (β = 0.882). Furthermore,job satisfaction had a positive and significant effect on organizational commitment (β = 0.322) and mediated the relationship between perceived organizational support and organizational commitment (β = 0.284). The SEM analysis confirmed the mediating role of job satisfaction. Overall, perceived organizational support and job satisfaction explained 72.1% of the variance in organizational commitment, while the remaining variance was influenced by other factors not examined in this study.