Pengaruh Perceived Organizational Support terhadap Komitmen Afektif Karyawan Generasi Z

Azelia Almira Islamey; Ayu Tuty Utami

doi:10.29313/jrp.v4i2.5122

Authors

Azelia Almira Islamey Psikologi, Fakultas Psikologi, Universitas Islam Bandung
Ayu Tuty Utami Psikologi, Universitas Islam Bandung

DOI:

https://doi.org/10.29313/jrp.v4i2.5122

Keywords:

Affective Commitment, Perceived Organizational Support, Generation Z Employees

Abstract

Abstract. Working in a company brings individuals to interact with different generations. In a dynamic work environment, it is important for organizations to have a deep understanding of Generation Z as a new generation in the workforce. Allen & Meyer (1991), defined affective commitment as an individual's emotional attachment to the organization they work for. One way to increase this affective commitment is to provide organizational support to employees. Eisenberger (1986) defines perceived organizational support as the perception of employees as the extent to which employees feel that their organization values their contribution and cares about their well-being. The purpose of this study is to find out the influence of perceived organizational support on the affective commitment of generation Z employees. The method used in this study is a quantitative causality method using simple linear regression analysis. The instrument used is The Survey of Perceived Organizational Support (SPOS) based on Eisenberger's theory (1986) adapted by Syahputra, W., Yundianto, D., & Indrawardhana, E. (2022) and the affective commitment scale from Allen & Meyer (1991) which has been adapted by Suseno, M. N. M. (2019). The results of this study show that perceived organizational support has an influence on affective commitment of 0.307, meaning that there are other factors that can affect the existence of affective commitment in generation Z employees in Bandung city corporations.

Abstrak. Bekerja di sebuah perusahaan membawa individu untuk berinteraksi dengan berbagai generasi. Dalam lingkungan kerja yang dinamis, penting bagi organisasi untuk memiliki pemahaman yang mendalam tentang generasi Z sebagai generasi baru dalam angkatan kerja. Allen & Meyer (1991), mendefinisikan komitmen afektif sebagai ikatan emosional individu terhadap organisasi tempat mereka bekerja. Salah satu cara untuk meningkatkan komitmen afektif ini adalah dengan memberikan dukungan organisasi kepada para karyawan. Eisenberger (1986) mendefinisikan perceived organizational support sebagai persepsi karyawan megenai sejauh mana karyawan merasa bahwa organisasi mereka menghargai kontribusi mereka dan peduli terhadap kesejahteraan mereka. Tujuan dari penelitian ini adalah untuk mengetahui adanya pengaruh perceived organizational support terhadap komitmen afektif karyawan generasi Z. Subjek pada penelitian ini adalah karyawan generasi Z di korporasi kota Bandung, yang berjumlah 96 orang. Metode yang digunakan dalam penelitian ini yaitu metode kuantitatif kausalitas dengan menggunakan analisis regresi linier sederhana. Instrumen yang digunakan adalah The Survey of Perceived Organizational Support (SPOS) berdasarkan teori Eisenberger (1986) yang diadaptasi oleh Syahputra, W., Yundianto, D., & Indrawardhana, E. (2022) dan skala komitmen afektif dari Allen & Meyer (1991) yang telah diadaptasi oleh Suseno, M. N. M. (2019). Hasil pada penelitian ini menunjukkan bahwa perceived organizational support memiliki pengaruh terhadap komitmen afektif sebesar 0.307 artinya terdapat faktor lain yang dapat mempengaruhi adanya komitmen afektif pada karyawan generasi Z di korporasi kota Bandung.

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