Effect of Perceived Organizational Support and Work Engagement on Employee Performance at PT Bank Tabungan Negara Medan Branch Office

Oct 13, 2025 by thesweetdesigns.com 99 views

Effect of Perceived Organizational Support and Work Engagement on Employee Performance at PT Bank Tabungan Negara Medan Branch Office

Employee performance is a crucial factor that determines the success of an organization or company. Every organization strives to manage human resources effectively to maximize employee performance. This study aims to analyze the effect of perceived organizational support and work engagement on the performance of employees of PT Bank Tabungan Negara (Persero) Medan Branch Office.

Background and Significance of the Study

Employee performance is a critical aspect of organizational success. It is influenced by various factors, including perceived organizational support and work engagement. Perceived organizational support refers to the extent to which employees feel that their organization supports them, both through resources, recognition, and care. Work engagement, on the other hand, refers to the level of emotional, mental, and physical involvement of employees in their duties. This study aims to investigate the effect of these two variables on employee performance.

Methodology

This study employed a quantitative research approach with an associative design. The population consisted of 158 employees of PT Bank Tabungan Negara Medan Branch Office. A probability sampling technique with a simple random sampling model was used to select 61 respondents based on the Slovin formula. Data collection was carried out through observation methods, interviews, and distribution of questionnaires for primary data, while secondary data were obtained through library research.

Data Analysis

Data analysis included validity tests, reliability tests, classical assumptions, multiple linear analysis, and hypothesis testing. The results showed that the perceived organizational support and work engagement had a significant influence on employee performance, both partially and simultaneously. The coefficient value produced shows that the relationship between the perceived organizational support and work engagement with very strong employee performance, with a R value of 0.646 or 64.6%. In addition, the Adjusted R Square value shows that the perceived organizational support variable and work involvement can explain 39.7% of employee performance variables, while the remaining 60.3% are influenced by other variables that are not explained in this study.

Additional Analysis and Explanation

The importance of organizational support felt by employees cannot be ignored, especially in the context of employee performance. When employees feel that the organization supports them, both through resources, recognition, and care, they tend to be more motivated to work well. This support also creates a positive work environment, which contributes to a higher level of involvement.

High work involvement means that employees are not only physically present at work, but are also involved emotionally and mentally in their duties. This can increase productivity, quality of work, and customer satisfaction. Employees involved tend to have a greater sense of responsibility for the results of their work, which ultimately has an impact on the performance of individuals and organizations as a whole.

Implications of the Study

The discovery that organizational support and work involvement have a significant influence on employee performance illustrates how important these two variables are to be considered by management. Strategies to increase organizational support, such as providing training, career development, and good communication, and creating employee involvement programs, can be important steps in an effort to improve employee performance at PT Bank Tabungan Negara Medan Branch Office.

Conclusion

With a better understanding of the relationship between organizational support, work involvement, and employee performance, companies can design more effective strategies to improve employee performance. In the long run, improvement of employee performance will contribute to the achievement of organizational goals and competitiveness in the market.

Recommendations

Based on the findings of this study, the following recommendations are made:

Organizational Support: Organizations should provide training, career development, and good communication to increase perceived organizational support among employees.
Work Involvement: Organizations should create employee involvement programs to increase work engagement among employees.
Employee Performance: Organizations should design strategies to improve employee performance, such as providing incentives, recognition, and rewards for good performance.
Research: Further research is needed to investigate the relationship between organizational support, work involvement, and employee performance in other organizations.

Limitations of the Study

This study has several limitations, including:

Sample Size: The sample size of 61 respondents may not be representative of the entire population of PT Bank Tabungan Negara Medan Branch Office.
Data Collection: The data collection method used in this study may not be comprehensive, and may not capture all the variables that influence employee performance.
Generalizability: The findings of this study may not be generalizable to other organizations.

Future Research Directions

Future research should investigate the relationship between organizational support, work involvement, and employee performance in other organizations. Additionally, research should be conducted to investigate the impact of organizational support and work involvement on employee well-being and job satisfaction.
Frequently Asked Questions (FAQs) about the Effect of Perceived Organizational Support and Work Engagement on Employee Performance

Q: What is the main objective of this study? A: The main objective of this study is to analyze the effect of perceived organizational support and work engagement on the performance of employees of PT Bank Tabungan Negara (Persero) Medan Branch Office.

Q: What is perceived organizational support? A: Perceived organizational support refers to the extent to which employees feel that their organization supports them, both through resources, recognition, and care.

Q: What is work engagement? A: Work engagement refers to the level of emotional, mental, and physical involvement of employees in their duties.

Q: What is the significance of this study? A: This study is significant because it investigates the relationship between perceived organizational support, work engagement, and employee performance, which can help organizations design more effective strategies to improve employee performance.

Q: What is the methodology used in this study? A: This study employed a quantitative research approach with an associative design. The population consisted of 158 employees of PT Bank Tabungan Negara Medan Branch Office, and a probability sampling technique with a simple random sampling model was used to select 61 respondents.

Q: What are the findings of this study? A: The findings of this study show that perceived organizational support and work engagement have a significant influence on employee performance, both partially and simultaneously.

Q: What are the implications of this study? A: The implications of this study are that organizations should provide training, career development, and good communication to increase perceived organizational support among employees, and create employee involvement programs to increase work engagement among employees.

Q: What are the limitations of this study? A: The limitations of this study include the sample size of 61 respondents, which may not be representative of the entire population of PT Bank Tabungan Negara Medan Branch Office, and the data collection method used, which may not be comprehensive.

Q: What are the future research directions? A: Future research should investigate the relationship between organizational support, work involvement, and employee performance in other organizations, and investigate the impact of organizational support and work involvement on employee well-being and job satisfaction.

Q: What are the recommendations of this study? A: The recommendations of this study are that organizations should design strategies to improve employee performance, such as providing incentives, recognition, and rewards for good performance, and that further research is needed to investigate the relationship between organizational support, work involvement, and employee performance in other organizations.

Q: What is the conclusion of this study? A: The conclusion of this study is that perceived organizational support and work engagement have a significant influence on employee performance, and that organizations should design more effective strategies to improve employee performance by increasing perceived organizational support and work engagement among employees.

Q: What is the significance of employee performance? A: Employee performance is a critical aspect of organizational success, and it is influenced by various factors, including perceived organizational support and work engagement.

Q: What are the benefits of improving employee performance? A: The benefits of improving employee performance include increased productivity, quality of work, and customer satisfaction, and a greater sense of responsibility for the results of their work among employees.

Q: What are the challenges of improving employee performance? A: The challenges of improving employee performance include the need to design more effective strategies to improve employee performance, and the need to address the limitations of this study, such as the sample size and data collection method.