|
Abstract:
In facing the challenges of a
world full of uncertainty, every organization needs to adapt to organizational
changes. Employees as change targets need high motivation to be able to accept
change. The success of an organizational change can be seen through the
realization of employee affective commitment, which leads to increased
performance during organizational change. This study aims to analyze the role
of perceived organizational support on employee performance. In addition, to
analyze the role of mediating affective commitment in the relationship. The
object of research was carried out in the government sector by taking a sample
of 128 respondents who are employees of the public sector organization, the
Central Bureau of Statistics in Indonesia. Data collection was carried out
through questionnaires distributed via email and social media. The research
findings show that perceived organizational support does not directly affect
employee performance. Meanwhile,
affective commitment is a perfect mediator mediating the relationship between
perceived organizational support and employee performance. Research is limited
to the scope of one government agency only. Furthermore, research can be
conducted in all government agencies in Indonesia to provide more comprehensive
results.
|
