THE EFFECT OF PERCEIVED ORGANIZATIONAL SUPPORT ON ASN PERFORMANCE WITH ORGANIZATIONAL COMMITMENT AS AN INTERVENING VARIABLE AT THE PERKIM DEPARTMENT OF OKU TIMUR REGENCY
DOI:
https://doi.org/10.64788/jpem.v1i3.22Keywords:
Perceived Organizational Support, organizational commitment, civil servant performance, intervening variable, local government.Abstract
This study investigates the relationship between Perceived Organizational Support (POS) and the performance of civil servants, examines the influence of POS on organizational commitment, and analyzes the effect of organizational commitment on employee performance. In addition, the study evaluates the mediating role of organizational commitment in explaining the relationship between POS and the performance of civil servants at the Department of Housing and Settlement Areas of East Ogan Komering Ulu Regency. A quantitative research approach was employed using a descriptive-verificative design with a causal framework. The study involved all 62 civil servants working at the institution, with the entire population selected through a saturated sampling technique. Data were collected through questionnaires, observations, and documentation, while the questionnaire responses were measured using a five-point Likert scale. The data were analyzed using regression analysis and hypothesis testing. The findings demonstrate that POS has a positive and statistically significant effect on civil servant performance. POS also significantly contributes to organizational commitment, while organizational commitment has a positive and significant effect on employee performance. Furthermore, POS and organizational commitment jointly explain 67.5% of the variation in civil servant performance, as indicated by an R-Square value of 0.675. The analysis also confirms that organizational commitment functions as an intervening variable in the relationship between POS and civil servant performance. These findings indicate that organizational support contributes to improved employee performance not only through its direct influence but also by strengthening employees’ commitment to the organization. Therefore, government institutions should enhance organizational support through recognition of employee contributions, attention to employee welfare, competency development opportunities, leadership support, adequate work facilities, and a conducive work environment to foster stronger organizational commitment and improve civil servant performance.
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