Peran Mediasi Perceived Organizational Support dalam Hubungan Kepuasan Kerja dan Komitmen Organisasi di Sektor Publik

The Role of Perceived Organizational Support Mediation on the Relationship between Job Satisfaction and Organizational Commitment in the Public Sector

Penelitian ini bertujuan menganalisis peran mediasi persepsi dukungan organisasi pada kepuasan kerja

terhadap komitmen organisasi pegawai di sektor publik. Latar belakang penelitian muncul dari

fenomena ketidaksamaan tingkat keterikatan dan loyalitas pegawai, meskipun sebagian memiliki tingkat

kepuasan kerja tinggi, sehingga diperlukan pemahaman mekanisme psikologis yang menghubungkan

kepuasan kerja dengan komitmen organisasi. Penelitian ini menggunakan metode kuantitatif dengan

desain survei korelasional melibatkan 120 pegawai yang telah bekerja minimal satu tahun. Instrumen

yang digunakan meliputi Job Satisfaction Survey, Survey of Perceived Organizational Support, dan

Organizational Commitment Questionnaire. Analisis dilakukan menggunakan PROCESS Macro Model

4 dengan 5.000 bootstrap sampel. Hasil penelitian menunjukkan bahwa kepuasan kerja berpengaruh

positif signifikan terhadap POS (β = 0,32; p < 0,001), dan POS berpengaruh positif signifikan terhadap

komitmen organisasi (β = 0,37; p < 0,001). Selain itu, kepuasan kerja tetap memberikan pengaruh

langsung terhadap komitmen organisasi (β = 0,28; p < 0,001). Efek tidak langsung melalui POS sebesar

0,12 dengan interval kepercayaan 95% (0,04–0,24), yang menunjukkan adanya mediasi parsial. Temuan

ini menegaskan bahwa kepuasan kerja dan persepsi dukungan organisasi bekerja secara simultan dalam

membentuk komitmen pegawai sektor publik.

This study aims to analyze the mediating role of perceived organizational support in the relationship

between job satisfaction and organizational commitment among public sector employees. The

background of this research arises from the phenomenon of disparities in employees’ attachment and

loyalty, despite some exhibiting high levels of job satisfaction, highlighting the need to understand the

psychological mechanisms linking job satisfaction to organizational commitment. This study employed

a quantitative correlational survey design involving 120 employees with a minimum tenure of one year.

Data were collected using the Job Satisfaction Survey, the Survey of Perceived Organizational Support,

and the Organizational Commitment Questionnaire. Analysis was conducted using PROCESS Macro

Model 4 with 5,000 bootstrap samples. The results show that job satisfaction significantly predicts POS

(β = 0.32, p < 0.001), and POS significantly predicts organizational commitment (β = 0.37, p < 0.001).

Job satisfaction also exerts a significant direct effect on organizational commitment (β = 0.28, p <

0.001). The indirect effect through POS is 0.12, with a 95% confidence interval of 0.04–0.24, indicating

partial mediation. These findings suggest that job satisfaction and perceived organizational support

jointly contribute to strengthening employees organizational commitment in the public sector.