PERSEPSI DUKUNGAN ORGANISASI SEBAGAI MEDIATOR ANTARA KEADILAN ORGANISASI DAN KOMITMEN AFEKTIF PADA SEBUAH PERUSAHAAN DISTRIBUSI PELUMAS

Yoga Samudra Dewa · Alice Salendu

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Employee Performance and Management Job Satisfaction and Organizational Behavior Human Resource and Talent Management

Abstract

Abstract. The aim of this research is to determine the role of perceived organizational support as mediator variable between organizational justice dan affective commitment in Shell lubricants distributor company in Indonesia. The respondents of this study are 52 employees which completing the questionnaire through online and dirrect response. This study used a quantitative research design with mediation analysis from Hayes in PROCESS SPSS version 25. The results showed that the perceived organizational support mediated with BootLLCI value = 0.016 and BootULCI = 0.265, which mean perceived organization support is fully mediated in the relationship between organizational justice and affective commitment. In order to get optimized perceived organizational support from the employee, the organization should treat the employee fairly, as the result, it will increase employee`s affective commitment and the organization performance.

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References

1991A three-component conceptualization of organizational commitment 2002Perceived organizational support: A review of the literature.2002Affective, Continuance, and Normative Commitment to the Organization: A Meta-analysis of Antecedents, Correlates, and Consequences 2001On the dimensionality of organizational justice: A construct validation of a measure.1984Employee-Organization Linkages: The Psychology of Commitment, Absenteeism, and Turnover.1997Commitment in the Workplace: Theory, Research, and Application 2001The Role of Justice in Organizations: A Meta-Analysis 2001Affective commitment to the organization: The contribution of perceived organizational support.

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2024Employee Readiness in Implementing the Core Values of the Indonesian Government Organization “BerAKHLAK”2023The Influence of Extrinsic Motivation, Affective Commitment, and Job Satisfaction on Employee Performance During COVID-19 Pandemic

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