PENGARUH PERCEIVED ORGANIZATIONAL SUPPORT DAN WORK MEANING TERHADAP JOB PERFORMANCE DI MEDIASI OLEH WORK ENGAGEMENT PADA PT. ANIL LASAKKA

THE EFFECT OF PERCEIVED ORGANIZATIONAL SUPPORT AND WORK MEANING ON JOB PERFORMANCE MEDIATED BY WORK ENGAGEMENT AT PT. ANIL LASAKKA

Penelitian ini bertujuan untuk menganalisis pengaruh perceived organizational support dan work meaning terhadap job performance, dengan work engagement sebagai variabel mediasi pada karyawan PT. Anil Lasakka di Kota Kendari. Penelitian ini dilatarbelakangi oleh masih fluktuatifnya kinerja karyawan yang dipengaruhi oleh terbatasnya dukungan organisasi, perbedaan persepsi makna kerja, serta tingkat keterlibatan kerja yang belum merata di lingkungan kerja.
Penelitian ini menggunakan pendekatan kuantitatif dengan metode Structural Equation Modeling (SEM) berbasis Partial Least Squares (PLS) menggunakan perangkat lunak SmartPLS. Data diperoleh dari 133 karyawan PT. Anil Lasakka melalui penyebaran kuesioner.Hasil penelitian menunjukkan bahwa perceived organizational support dan work meaning berpengaruh terhadap work engagement. Selanjutnya, work engagement berpengaruh terhadap job performance. Namun, perceived organizational support dan work meaning tidak berpengaruh langsung terhadap job performance. Uji mediasi menunjukkan bahwa work engagement tidak memediasi pengaruh perceived organizational support terhadap job performance, tetapi mampu memediasi pengaruh work meaning terhadap job performance.
Temuan ini menunjukkan bahwa peningkatan kinerja karyawan lebih efektif dicapai melalui peningkatan keterlibatan kerja yang didorong oleh makna kerja, dibandingkan hanya mengandalkan dukungan organisasi yang bersifat administratif. Hasil penelitian ini dapat menjadi bahan pertimbangan bagi manajemen perusahaan dalam merancang kebijakan pengelolaan sumber daya manusia guna meningkatkan keterlibatan dan kinerja karyawan.
Kata Kunci: Perceived Organizational Support, Work Meaning, Work Engagement, Job Performance.

This study aims to analyze the influence of perceived organizational support and work meaning on work performance, with work engagement as a mediating variable among employees at PT. Anil Lasakka in Kendari City. This research is motivated by the persistent fluctuations in employee performance, influenced by limited organizational support, differing perceptions of work meaning, and uneven levels of work engagement across the workplace.
This study employed a quantitative approach using the Partial Least Squares (PLS)-based Structural Equation Modeling (SEM) method using SmartPLS software. Data were obtained from 133 employees at PT. Anil Lasakka through questionnaires. The results indicate that perceived organizational support and work meaning influence work engagement. Furthermore, work engagement influences work performance. However, perceived organizational support and work meaning do not directly influence work performance. A mediation test indicated that work engagement does not mediate the effect of perceived organizational support on work performance, but it does mediate the effect of work meaning on work performance.
These findings suggest that improving employee performance is more effectively achieved through increased work engagement driven by work meaning, rather than relying solely on administrative organizational support. The results of this study can be used as consideration for company management in designing human resource management policies to increase employee engagement and performance.
Keywords: Perceived Organizational Support, Work Meaning, Work Engagement, Job Performance.