Article Sidebar

Download
PDF
Statistic
Read Counter : 437 Download : 466

Main Article Content

Abstract

The purpose of this study was to examine the predictive effect of social support and affective commitment on employee engagement. It is hypothesized that social support will be positively related to employee engagement, and this relationship will be transmitted through affective commitment. Survey data were collected from 115 employees who are registered as active students at Universitas 45 Surabaya. The results of multiple regression analysis show a positive relationship between social support and employee engagement mediated by affective commitment. This finding can explain to companies that employee engagement can be effective by ensuring that employees perceive their organization as providing social support by increasing employees' affective commitment.

Keywords

social support affective commitment employee engagement University 45 Surabaya

Article Details

By exercising the Licensed Rights, You accept and agree to be bound by the terms and conditions of this Creative Commons Attribution-NonCommercial 4.0 International Public License.

How to Cite
Setiabudhi, S., Hadi, C., & Handoyo, S. (2021). Relationship Between Social Support, Affective Commitment, and Employee Engagement. Kontigensi : Jurnal Ilmiah Manajemen, 9(2), 690-695. https://doi.org/10.56457/jimk.v9i2.237

References

  1. Aamodt, M. G. (2009). Industrial Organizational Psychology: An Applied Approach. http://gen.lib.rus.ec/book/index.php?md5=4725A4BBA2E9D0EDC9A59F065AC0E57B%7D
  2. Allen, N. J., & Meyer, J. P. (1996). Affective, continuance, and normative commitment to the organization: An examination of construct validity. Journal of Vocational Behavior, 49, 252 – 276.
  3. Bakker, A. B., & Demerouti, E. (2007). The job demands– resources model: State of the art. Journal of Managerial Psychology, 22, 309 – 328.
  4. Grant, A. M., Dutton, J. E., & Rosso, B. D. (2008). Giving commitment: Employee support programs and the prosocial sensemaking process. Academy of Management Journal, 51, 898 – 918.
  5. Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33, 692 – 724.
  6. Kaur, P., & Mittal, A. (2020). Meaningfulness of Work and Employee Engagement: The Role of Affective Commitment. The Open Psychology Journal, 13(1), 115–122. https://doi.org/10.2174/1874350102013010115
  7. Kraimer, M. L., Seibert, S. E., Wayne, S. J., Liden, R. C., & Bravo, J. (2011). Antecedents and outcomes of organizational support for development: The critical role of career opportunities. Journal of Applied Psychology, 96, 485 – 500.
  8. Kraimer, M. L., & Wayne, S. J. (2004). An examination of perceived organizational support as a multidimensional construct in the context of an expatriate assignment. Journal of Management, 30, 209 – 237.
  9. Leiter, M. P., & Bakker, A. B. (2010). Work engagement: Introduction. In A. B. Bakker & M. P. Leiter (Eds.), Work engagement: A handbook of essential theory and research (pp. 1 – 9). New York, NY: Psychology Press.
  10. Macey, W. H., & Schneider, B. (2008). The meaning of employee engagement. Industrial and Organizational Psychology, 1, 3 – 30.
  11. MacKinnon, D. P., Coxe, S., & Baraldi, A. N. (2012). Guidelines for the investigation of mediating variables in business research. Journal of Business Psychology, 27, 1 – 14.
  12. Maertz, C. P., Griffeth, R. W., Campbell, N. S., & Allen,
  13. D. G. (2007). The effects of perceived organizational support and perceived supervisor support on employee turnover. Journal of Organizational Behavior, 28, 1059 – 1075.
  14. May, D. R., Gilson, R. L., & Harter, L. M. (2004). The psychological conditions of meaningfulness, safety, and availability and the engagement of the human spirit at work. Journal of Occupational and Organizational Psychology, 77, 11 – 37.
  15. Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1, 61 – 89.
  16. Meyer, J. P., & Maltin, E. R. (2010). Employee commitment and well-being: A critical review, theoretical framework and research agenda. Journal of Vocational Behavior, 77, 323 – 337.
  17. Meyer, J. P., Stanley, D. J., Herscovitch, L., & Topolnytsky, L. (2002). Affective, continuance, and normative commitment to the organization: A meta-analysis of antecedents, correlates, and consequences. Journal of Vocational Behavior, 61, 20 – 52.
  18. Nahrgang, J. D., Morgeson, F. P., & Hofmann, D. A. (2011). Safety at work: A meta-analytic investigation of the link between job demands, job resources, burnout, engage- ment, and safety outcomes. Journal of Applied Psychology, 96, 71 – 94.
  19. Ng, C. G., Amer Siddiq, A. N., Aida, S. A., Zainal, N. Z., & Koh, O. H. (2010). Validation of the Malay version of the Multidimensional Scale of Perceived Social Support (MSPSS-M) among a group of medical students in Faculty of Medicine, University Malaya. Asian Journal of Psychiatry, 3(1), 3–6. https://doi.org/10.1016/j.ajp.2009.12.001
  20. Poon, J. M. L. (2010). Affective commitment, employee cynicism, and work engagement. Singapore Management Review, 32, 47 – 62.
  21. Preacher, K. J., & Hayes, A. F. (2008). Asymptotic and resampling strategies for assessing and comparing indirect effects in multiple mediator models. Behavior Research Methods, 40, 879 – 891.
  22. Preacher, K. J., Rucker, D. D., & Hayes, A. F. (2007). Addressing moderated mediation hypotheses: Theory, methods, and prescriptions. Multivariate Behavioral Research, 42, 185 – 227.
  23. Rhoades, L., Eisenberger, R., & Armeli, S. (2001). Affective commitment to the organization: The contri- bution of perceived organizational support. Journal of Applied Psychology, 86, 825 – 836.
  24. Rich, B. L., LePine, J. A., & Crawford, E. R. (2010). Job engagement: Antecedents and effects on job perform- ance. Academy of Management Journal, 53, 617 – 635.
  25. Rucker, D. D., Preacher, K. J., Tormala, Z. L., & Petty, R. E. (2011). Mediation analysis in social psychology: Current practices and new recommendations. Social and Personality Psychology Compass, 5/6, 359 – 371.
  26. Schaufeli, W. B., Salanova, M., Gonza´lez-Roma, V., & Bakker, A. B. (2002). The measurement of engagement and burnout: A two sample confirmatory analytic approach. Journal of Happiness Studies, 3, 71 – 92.
  27. Schoemmel, K., Jønsson, T. S., & Jeppesen, H. J. (2015). The development and validation of a multitarget affective commitment scale. Emerald Insight, 44(2), 286–307. https://doi.org/10.1108/PR-06-2013-0099
  28. Shuck, B., & Wollard, K. (2010). Employee engagement and HRD: A seminal review of the foundations. Human Resource Development Review, 9, 89 – 110.
  29. Soane, E., Truss, C., Alfes, K., Shantz, A., Gatenby, M., & Rees, C. (2012). Development and Application of a New Measure of Employee Engagement: the ISA Engagement Scale. Human Resource Development International, 15(5), 529–547. https://doi.org/10.1080/13678868.2012.726542
  30. Zigarmi, D., Nimon, K., Houson, D., Witt, D., & Diehl, J. (2009). Beyond engagement: Toward a framework and operational definition for employee work passion. Human Resource Development Review, 8, 300 – 326.
  31. Zigarmi, D., Nimon, K., Houson, D., Witt, D., & Diehl, J. (2011). A preliminary test of an employee work passion model. Human Resource Development Quarterly, 22, 195 – 221. ten years and 80 % were referred from primary reference.