1
THE INFLUENCE OF PERCEIVED ORGANIZATIONAL SUPPORT ON
ORGANIZATION COMMITMENT EMPLOYEE
( STUDY IN INSPECTORATE REGIONAL DEPOK)
Heru Rochmansjah,SH, M.Si
Dr. Achmad Dheni S,S.E.M.Si
Abstract
The era of reform and competitive impact of globalization accelerate
change in performance improvement Apparatus Civil State (ASN). ASN is
required to work more professional, moral, clean and ethical in support
bureaucratic reform and support the task of governance and development.
During this time the measure of success of a government agency measured
adherence to follow all procedures and regulations in force even though it is no
longer appropriate to the conditions on the ground and the real needs of the
community to be served. Based on the phenomena mentioned above, the central
theme in this study "Effect of Perceived Organization Support (POS) of the
Employees Organizational Commitment. Perceived organizational support
(POS) has an important role in improving organizational commitment. It can
also be seen in the inspectorate regional depok which indicates that the
employee who received the support of the organization will be more committed
to the organization.
Introduction
The
government
through
the
bureaucratic apparatus which is currently a
Civil State Apparatus (ASN) role to run the
government, construction and community
development as well as promote the progress
of society in order to realize prosperity and
justice community.
The era of reform and competitive
impact of globalization accelerate change in
performance improvement ASN. ASN is
required to work more professional, moral,
clean and ethical in support bureaucratic
reform and support the task of governance
and development.
In reality there are many people
disappointed with the attitude and behavior
of the ASN, there are a lot of disappointment
felt by the people directly when the
community was dealing with the ASN
workplace, minimal if people need the
service of them. It is also when considered
in some electronic media news shows good
television, radio, the Internet or social
media, a lot of news about the many
cornering ASN ASN employees who leave
the office during office hours.
Another fundamental problem is the
level of professionalism and responsiveness
of employees bureaucracy that often make
people disappointed with their performance.
The causes can be very numerous and
intertwine in the form of the problems are so
complex. And institutional structure of
matter, the division of functions, working
mechanisms, to the culture within
government organizations. Thus, efforts to
address the problem of low professionalism
and responsiveness of employees had to be
done comprehensively and supported by
policy makers summit.
Many efforts have been made to
improve the performance of government
organizations, including the restructuring of
the organization, a change in strategy and
work procedures, issuing new regulations
and remove the old rules were deemed no
longer relevant in accordance with the
present situation, and improve the quality of
resources human. At this situation required
the commitment of various levels in the
organization to apply the rules in accordance
with its function and is expected to be
implemented reward and punishment
(rewards and sanctions) in accordance with
existing arrangements.
ASN undisciplined phenomenon
(disciplinary) actually has become a
common phenomenon that occurs at this
time. A question arises: Where an ASN
2
commitment to serve the State? And How
quality and quality of an ASN who donated
for the construction and development of the
society? The above question justified
because two of the following:
First, As a servant of the state an
ASN not only receive salary / wages of state
but has a commitment to the country.
Committed to the state appears also in
service and discipline to always follow any
rules into existence as a consequence of an
ASN. Disciplinary attitude shows the
performance of an ASN misguided
orientation. Or an ASN who do not know
why when it becomes ASN and state
servants
Second, the attitude is not discipline
an ASN impact the degradation and loss of
quality of work. An ASN quality will show
itself through the quality of work and service
provided to community. Quality the work in
question is the quality of work that occurs
because of an ASN realize how big the
expectations of society will be a touch of the
hand and the ministry of the maximum.
People really crave the presence of an ASN
is always willing to serve their needs. ASN
presence of bias makes people feel there are
maids and servants of the state that could
meet their needs (the public).
During this time the measure of
success of a government agency measured
adherence to follow all procedures and
regulations in force even though it is no
longer appropriate to the conditions on the
ground and the real needs of the community
to be served.
An ASN, is expected to arrive on
time. However, if the presence of an ASN
like a 'boss' that is just waiting to receive a
salary every month, then the presence of
such ASN is unquestionable commitment
and presence. Does being ASN mean duties
are finished? Therefore, the ASN that is not
committed to serving the country must be
dealt with decisively could even be given
appropriate sanctions under the rules
applicable. Government Regulation on
Discipline of Civil Servants No. 53 of 2010,
in article 10ayat (9) asserts that "civil
servants do not go in for 31 to 35 working
days in a year cumulatively, can be
penalized demotion level, and displacement
in order of decreasing structural position or
certain functional for those who do not come
to work without a legitimate reason for 36 to
40 days. Meanwhile, in Article 8 paragraph
(9) confirmed that for civil servants who are
absent from work for 5 days sanctioned
verbal warning, do not come to work for 6
days got a written warning. Government
regulation over an ASN reminded of the
importance of discipline in work and how an
ASN demonstrate its commitment to the
State. Therefore, the existing legislation
must be implemented consistently so that
any violations committed by certain
elements ASN sanctioned accordingly.
Firmness in enforcing the regulations will
make the ASN be earnest as a servant of the
State, instead of being a waitress who just
want to be served by the State.
Remuneration by the State must be
accompanied by the quality of the self and
the quality of work demonstrated by the
ASN. Without good quality work and
continuous discipline an ASN will remain a
state servant who 'eat salary blind'. The fact
the disciplinary attitude ASN must be dealt
with firmly, because if not, then an ASN will
feel yourself like a 'boss countries'. They
will feel they are 'on the wind', because
although the work is not serious but
demanding salaries and wages of the State.
ASN which will decrease the quality of
themselves and their skills do not develop
serious because what is to be part of the
ministry as ASN.
To respond to the above statement
Inspectorate regional depok has also made
efforts to improve their performance. One is
the reform of the bureaucracy of change and
renewal of local government management
Depok city, there are three things that are of
particular concern in the activities of this
reform, namely the restructuring of the
organization, budget reform and cultural
reform. However, until now the efforts are
still in the process to obtain results in
accordance with what the people want that
employee
performance
bureaucracy
professional, effective and efficient. Facing
it is a government employee or bureaucracy
continuous and programmed must improve
and develop internal capabilities in order to
be able to carry out the tasks of the
organization and externally can provide
excellent service to the community.
3
There are few phenomena with
regard to bureaucratic reform policies which
need to be considered: the morality of
bureaucrats, systems, and procedures as well
as the system of rewards and sanctions.
Certainly beyond that there are many more
agendas to be done, both in the political and
economic perspective, technology, and so
forth. In more detail, put forward several
phenomena encountered as a result of field
observations namely:
First, government organizations,
compliance is purchased with a salary,
incentives and overtime become less
relevant. In contrast to private organizations,
lack of reward and punishment system, an
obstacle the government to obtain
compliance employees. ASN indication of
the weakening of the level of compliance
among others is much ASN began
disobeying his superiors. This phenomenon
is still prevalent in the work environment of
employees bureaucracy where, according to
his perception of their unmet needs in terms
of payment, promotion, self-reliance,
training
and
comfortable
working
conditions, so a variety of reasons always
expressed by them to describe the
disappointment that they get from the boss
or the organization , In accordance with the
statement of the Chief Inspectorate of
Bantul, where the average ASN disciplinary
action undertaken relating to family issues
and welfare issues.
Second,
the
commitment
to
organizational of some employees still less
than optimal, it can be seen from the
smallest things like the level of employee
attendance that there is still a lack of
discipline, frequently absent from work for
reasons of all sorts, ranging from illness,
funeral into a neighbor's house, attending the
wedding invitations, or just out of the office
to look for food or shopping. If an employee
in the office, and even then only fulfill its
main
obligations
morning
assembly
attendance, and after it was busy avoiding a
given job supervisor for various reasons.
This phenomenon could mean a lack of
desire of employees to stay on as members
of the organization as a whole, the lack of
willingness of employees to mobilize all
abilities for the success of the organization.
The next main characteristic of this
study that distinguishes it from other
previous studies are focused on issues of
organizational support of existing and
perceived by employees who are focused on
the apparatus state civil or employee
bureaucracy especially those working in the
Inspectorate Regional Depok and influence
organizational support received is against
organizational commitment.
In an effort to improve employee
performance and execution of tasks such
professionalism, research must be done as a
first step to identify precisely the ability to
be changed or not owned by the employee in
the discharge of official duties. This study
will also be useful as an ingredient in the
manufacture of a competency-based plan
that is based on the real needs of each
component within the Inspectorate regional
depok.
Based
on
the
phenomena
mentioned above, the central theme in this
study "Effect of Perceived Organization
Support (POS) of the Employees
Organizational Commitment (A Study in
Inspectorate regional depok)”.
Based on the background of the
problems that have been raised before it
formulates the problem as follows: "How
can
the
influence
of
perceived
organizational support (POS) to the
organizational commitment in Inspectorate
regional depok.
Literatue Review
Application of applied theory is more
technical and methodical, which can be
described in terms of specific variables and
indicators should be consistent, harmonious,
systematic, synchronized to the grand theory
and middle theory. Applied research
scientific paper theory is a theory Perceived
Organizational Support (POS) and the
theory of commitment. Where According to
Rhoades and Eisenberger (2002: 698)
support the organization received regarded
as a confidence globally in shape by each
employee about their assessment of
organizational policies and procedures are
established based on their experience with
organizational policies and procedures,
acceptance resources, interaction the agent
organization (eg supervisor) and their
4
perception of the organization concern for
their welfare. Thus the support received by
employees of the organization will be
different because it is based on the
perception that they receive the support
provided by the organization.
According to Meyer et al (2002)
commitment is an attitude or psychological
linkage between the individual members of
the organization that is characterized by
confidence and acceptance of the goals and
values of the organization, the desire to
remain a member and a desire to promote
the organization. Thus every employee in
the organization has the basic and behaviors
are different and these differences based on
their organizational commitment.
Perceived Organization Support
(POS) is a key concept of the theory of
organizational support (Eisenberger et.al,
1986; Eisenberger et. Al, 1997; Rhoades &
Eisenberger, 2002), which states that
"Clearly, employees believe that the
organization has a positive and negative
orientation generally toward those that
include better recognition of their
contribution and concern for their welfare
"(Eisenberger, R., Stinglhamber,
F.,
Vandenberghe, C., Sucharski, LL &
Rhoades, L. (2002).
POS has several aspects, among
others:
a. Pay Satisfaction Level
Organizational support theory states
that the returns that benefit the organization
indicating the value of the contribution of
employees to the organization, which is the
main dimensions POS. (Eisenberger et. Al.,
1986;, Eisenberger, Rhoades. & Cameron
1999). In particular, he argues that
organizations such as the remuneration of
investments by organizations representing
the employees and interpreted by the
employee as an indication of the
appreciation and recognition of the
organization, and thus, contribute to the
development of POS. (Eisenberger et.al,
1997; .Shore & Shore, 1995). The
investment in question is how big the
organization paying the employees they hire
in the organization.
b. Career Development Opportunities
In addition to meet the physiological
needs, employees also have a desire to
expand their potential and develop their
skills within the organization, or in other
words, to meet their needs for growth and
self-actualization. So another way you can
make the practice of human resources
employee confidence in POS higher and
give them development opportunities that
will meet their needs for personal growth.
Similarly, Rhoades and Eisenberger
(2002) suggest that providing a potential
career opportunities such as training and
promotions can imply a high level of
concern for employees and recognition of
their contributions to the organization. Due
to organizational action beyond what is
mandated by the organization's policies,
employees tend to see it as a policy revision
by the organization to show concern and
support organization (Eisenberger et al,
1997; .Shore & Shore, 1995). Eisenberger et
al, (1999) also stated that the opportunity for
recognition and promotion has a positive
association with the POS.
c. Work-Family Support
Another HR practices that can meet
the needs of employees, and thus, increase
the POS is Support Work - Family. As
suggested Armeli, Eisenberger, Fasolo, and
Lynch (1998) suggest, POS may be
associated with the actions of an employee
organization that strengthens the belief that
the organization will give sympathetic
understanding and material assistance to
deal with stressful situations at work or at
home.
These factors will help meet the need for
emotional and interpersonal relationships,
thereby increasing employee POS. It is very
possible that if the organization provides a
high level of support work - family, officials
will consider the organization as more
sensitive to their welfare and become more
supportive.
So far, little research has been conducted to
explore the possibility that other contributors
POS is the support work - family. However,
there has been some indication that the
degree to which an organization to show
concern for the family problems of
employees and provide support for workfamily balance relates to personnel
evaluation.
d. Leader-Member Exchange (LMX)
5
As has been conceptualized Eisenberger
et. al., (1986), since employers often act as
an agent of the organization to direct policy
of the award and to evaluate the contribution
of employees, while this policy of
appreciation and evaluation are key to the
POS, how to treat an employee in receiving
the boss tends to contribute to employee
perceptions of support superiors in the
organization (Wayne et al., 1997).
Thus it is believed that the level of LMX
or support supervisor generate positive
relationship for POS. (Rhoades &
Eisenberger, 2002; Rhoades et al, 2001 ;.
Wayne et al, 1997).
In terms of commitment of
employees towards the organization is a
relationship
between
the
individual
employee to the organization where they
work, where employees have the confidence
and trust of the values and goals of the
organization of work, the willingness to use
his business seriously for the sake of the
organization of work and have a desire
strong to remain a part of the organization.
In this case the individual identifies himself
in an organization where they work and
hopes to become a member of the
organization to contribute to realize the
goals of the organization.
Many people can observe the same
people or events that occur with different
interpretations based on what they have
seen. It shows something about the perceiver
likely to affect perception. People who judge
not passively processing information. The
experience and knowledge (Schemas), needs
and desires (motivational states) them and
feeling (Feeling) they distill the information
into their perception of reality. Therefore,
we should consider how each of the
characteristics of people who judge that
would affect their judgment.
There
are
three
different
components of organizational commitment
according to Meyer and Allen, in Coetzee
(2005), namely:
1) Affective commitment, the
employee's emotional attachment to,
identification with, and involvement in the
organization. That is, affective commitment
with regard to their emotional attachment
employee, employee identification, and the
involvement of employees in the
organization and this occurs when able to
get the employees to be part of the
organization because of the emotional
attachment (emotional attachment) or felt
having a value equal to the organization;
This implies that in this condition causes the
employee remain in a job because they want
it.
2) continuance commitment, an
awareness of the costs associated with
leaving the organization. That is continuance
commitment is an awareness of employees
would be the costs to be borne (loss whether
financial or other losses) related to the
discharge of an employee of the
organization, can be described that this
commitment leads to the calculation of profit
and loss in self employee with respect to his
desire to retain or left his job, or in terms of
employee perceptions of the price to be paid
if the employee leaves his job, it is because
they need it.
3) Normative commitment, a
feeling
of
obligation
to
continue
employment.
Meaning
Normative
commitment is an employee feel obligated to
stay in an organization because of the
feeling of indebtedness to the organization in
other words, they feel obliged to do so and
based on their beliefs about what is right and
moral issues related to.
Furthermore,
Meyer
and
Herscovitch (in Coetzee, 2005), describes
the three
forms of organizational
commitment and the factors underlying it, in
Figure follows.
Commitment Organizational
Affective
(Desire)
Bases
 Identity relevance
 Shared values
 Personal
Involvement
Continuance
(Cost)
Bases
 Investment
 Lack of alternative
Normative
(Obligation)
Bases
 Internalization of norms
 Psychological contact
 Benefit & reciprocity
norm
2
Source: Meyer and Herscovitch (in Coetzee, 2005)
Method
The necessary data for this study, in
the form of primary data and secondary data
obtained from officials and staff as well as
the research object various published reports
of relevant agencies related to the research
problem.
Selection and preparation of precise and
accurate instrument will generate reliable
data so as to ensure the certainty of the
results. In order to obtain the data that is
relevant to the purpose of this study we used
a tool in collecting the data as follows:
(1). Survey method with Interview
Techniques
This is done in an interactive
method wherein researchers involved
directly in relation to the problems
examined, either with officials or staff.
Furthermore, from the survey interviews
were conducted to support and strengthen
the data obtained.
(2) Questionnaire
This study used a questionnaire
directly to form a closed answer (close end
questions) and consists of possible answers
(option) multiple. This questionnaire is used
as the main instrument for data collection,
but do not rule out other instruments as a
complement. These instruments are used
based on the consideration of time
constraints, costs and given the sample size
is large enough, also members of the sample
are able to read and write. The presumption
is very important also in using the
questionnaire are:
1. The subject is the person most
knowledgeable about himself.
2. What is stated by the subject to the
researcher is true and trustworthy.
3. Interpretation of the subject of the
questions posed to him is the same as what
is meant by the researcher.
The questionnaire must be tested prior to
the respondent who is not the actual sample
to obtain reliability. The trial was conducted
on employees outside the actual research,
with consideration of the subject in the trial
have the same characteristics as the subject
of research. Each of these items are used as
instruments, was given a score of 5 (five) as
an option, and each option is given a score
of 5, 4, 3, 2 and 1 to follow the pattern of
Likert scale (ordinal data).
Research Instruments
The main instrument in this study is the
observation that the form guide is supported
by the observation of interviews to
complete. Observation guidelines formulated
by observing classroom management skills
component
(indicator)
as
follows:
responsive, dividing attention visually and
verbally, focus groups, give instructions, and
admonish wisely. The statement drawn up in
two categories, namely positive and negative
statements.
Testing Instrument Research
In this research, data collection
techniques were collected using a
questionnaire, therefore the research
instruments need to be tested on other
respondents to determine the level of
validity and reliability. It is hoped the
research results will be valid and realibel.
validity testing
The validity of the test is to examine the
extent to which the validity of a measuring
instrument. By using the technique formula
"Spearman
Rank
Correlation",
the
correlation between each question with a
total score is calculated, to determine which
statements are valid and invalid. For further
statement is not valid discarded, and for a
valid statement continued at a later stage.
Testing Reliability
Reliability test aims to demonstrate the
extent to which a relatively consistent
measurement results when the measurement
was repeated twice or more.
In other words that reliability is an index
indicating the extent to which a measure is
reliable or unreliable. The measuring device
is used twice, to measure the same
symptoms and the measurement results
obtained are relatively consistent.
Discussion of Results
Normality Test
The use of maximum likelihood estimation
method in structural equation modeling
2
requires a multivariate normal distribution of
with the applications contained in the
data. For that first tested the normality of
program LISREL 8.7) and the result can be
data using Chi-square test (in accordance
seen in the following table.
Test of Multivariate Normality for Continuous Variables
Skewness
Kurtosis
Skewness and Kurtosis
Value Z-Score P-Value Value Z-Score P-Value
Chi-Square P-Value
------ ------- ------- ------- ------- ---------------- ------47.889 9.978 0.000 298.736 7.609 0.000
157.462 0.000
In the multivariate normality test, chi-square values obtained at 157.462 with a p-value of 0.000,
thus the p-value less than 0.05 can be
The goodness of fit
concluded that the manifest variable data
Test goodness of fit was conducted to
(indicator) is not a multivariate normal
determine whether the model obtained was
distribution. According to data normality test
right in describing the relationship between
results (not normal), then the appropriate
the variables being studied so that it can be
estimation method used to test the effect of
categorized into a good model. Kecocokoan
perceived organizational
support on
test models in structural equation modeling
employee organizational commitment is a
can be based on several criteria for testing
robust method of maximum likelihood.
the suitability of the model as presented in
the following table.
Size Goodness of Fit
Value Estimation Results
Chi-Square
158,74 (p-value = 0,000)
RMSEA
0,079*
GFI
0,869
AGFI
0,815
NFI
0,961*
CFI
0,981*
IFI
0,981*
RFI
0,952*
PNFI
0,777
PGFI
0,615
*meet the criteria a good model
The size of the fitness model in SEM
analysis, namely:
• The calculation result 2 value (chisquare) for the model under study
obtained at 158.74 with a p-value =
0.000. Judging from the p-value less
than 0.05 indicates that a significant 2
test.
• Judging from the value of RMSEA (Root
Mean Square Error of Approximation)
to the model studied by 0.079 shows a
model obtained meet the criteria in
which the expected value of RMSEA
small (<0.08).
• Judging from the value of GFI
(Goodness of Fit Index) for models
studied by 0.869 shows a model
obtained do not meet the criteria, where
the expected value of GFI> 0.90.
Results indicate the absolute size of the
suitability of the model obtained meet the
criteria for goodness of fit in the relatively
small size of the RMSEA (0.079 <0.08) so
that it can be concluded that the empirical
models obtained are in accordance with the
theoretical model. To measure parsimonius
(CFI, IFI, RFI) all meet the criteria of a good
model, ie, greater than 0.9.
Model Results
Measurement model is a model that
links between latent variables with manifest
variables. In this study, there are four latent
variables with manifest variables as many as
2
15. The number of latent variables perceived
organizational support consists of 4
variables
manifest,
organizational
commitment consists of three variables
manifest.
The goodness of fit concluded that the
model is acceptable, meaning that models
0.408
0
X1
0.541
8
X2
obtained can be used to test hypotheses of
the study that has been set. Using maximum
likelihood estimation method robust
obtained full path diagram model of the
effect of perceived organizational support to
the
organizational
commitment
of
employees as shown in Figure below.
0.7694
0.7555
0.414
0
X3
0.281
6
X4
Y1
0.429
2
Y2
0.312
55418
Y3
0.223
34140
0.5928
0.6769
0.7655
POS
KMO
0.8282
0.8476
0.8813
Through weighting factors contained in
Figure 4.5 can be seen on the latent variables
perceived organizational support (POS),
indicator X4 (Leader-Member Exchange)
most powerful in reflecting latent variables
perceived organizational support (POS),
followed indicator X1 (Pay Level
Satisfaction) , While the indicator X2
(Career
Development
Opportunities)
weakest in latent variable reflect perceived
organizational support (POS). Next on the
latent
variables
of
organizational
commitment (KMO), an indicator Y3
(Normative Commitment) the most powerful
variable Manifesto
X1
X2
X3
X4
Y1
Y2
Y3

 2

Construct Reliability
Variance Extracted
The variable perceived organizational
support (POS), extracted variance value of
0.5886 indicates that 58.86% of the
in organizational commitment reflects the
latent variables (KMO). Instead indicator Y1
(Affective Commitment) is the weakest in
organizational commitment reflects the
latent variables (KMO).
Further testing the degree of
conformity of the indicators used to measure
perceived organizational support and
organizational commitment of employees
through approach to construct reliability and
variance extracted. The test results for each
indicator latent variables are described in the
following table:
Weighting factor
POS
KMO
0,7694
0,6769
0,7655
0,8476
0,7555
0,8292
0,8813
3,0594
2,3546
1,6454
0,8505
0,5886
2,4660
2,0350
0,9650
0,8631
0,6783
information contained in the manifest
variables (four indicators) can be represented
in latent variables perceived organizational
2
support. Then the construct reliability of the
four indicators of latent variables perceived
organizational support (0.8505) is still
greater than that recommended is 0.70. At
the latent variables of organizational
commitment (KMO), extracted variance
value of 0.6783 indicates that 67.83% of the
information contained in the manifest
variables (three indicators) can be
represented
in
the
latent
variable
organizational commitment. Then the
Sub Structure
Path
construct reliability of third latent variable
indicator of organizational commitment
(0.8631) is still greater than that
recommended is 0.70.
Model Sub Struktural
Structural sub models is a model that
connects the latent exogenous variables to
endogenous latent variables or endogenous
variable relationships with other endogenous
variables. Here's a summary of the values
used in the structural model.
Coefficient
tarithmetic*
R-Square
POS  KMO
Pertama
*tkritis = 1,96
0,5928
7,3065
0,3514
Perceived organizational support of
35.14% giving effect to the organizational
commitment of employees.
Hypothesis Testing Effect of Perceived
Organizational Support Organizational
Commitment Against
The first hypothesis to be tested is
the effect of perceived organizational
support to the organizational commitment.
Based on the results of data processing using
software LISREL path coefficients obtained
on testing the first hypothesis is formulated
as follows.
Structural equation the influence of perceived organizational support
on the organizational commitment
Endegenous
Constructs
Exogenous Constructs
POS
KMO
0,5928
(7,3065)
Remarks: Figures in brackets are the t-test statistical value.
POS : Perceived organizational suppor ,
KMO :Komitmen organisasional
Partially perceived organizational
support contribute to or influence by 35.14%
against the Environmental Inspectorate
organizational commitment in the area of
Inspectorate regional depok. While the
remaining 64.86% influenced by other
factors beyond the perceived organizational
support.
0.4080
0.5418
X1
X2
0.4140
X3
0.2816
X4
0.7655
0.847
6
Y1
0.4292
Y2
0.3125
5418
Y3
0.2233
4140
0.755
5
0.592
8
POS
0,3514
Once the path coefficient is
calculated, and then to prove whether a
significant influence on the perceived
organizational
support
organizational
commitment, then the hypothesis test.
Visually the path diagram on the first
hypothesis testing is described as follows.
0.769
4
0.6769
R-Square
KMO
0.8282
0.881
3
2
hypothesis:
H0: 1.1 = 0 Perceived organizational support is partially no effect on organizational commitment
in Inspectorate regional depok.
Ha: 1.1 ≠ 0 Perceived organizational support partial effect on organizational commitment in
Inspectorate regional depok.
Testing Results Effect of Perceived Organizational Support
Against Organizational Commitment
Path
coefficient
tarithmetic
tcritical
Ho
Ha
0,5928
7,3065
1,96
Ditolak
Diterima
Based on the test results can be
seen
tcount
variables
perceived
organizational support (7.3065) greater than
tkritis (1.96). Because tcount greater than
tkritis, then the error rate of 5% so it was
decided to reject Ho Ha received. So based
on test results with a confidence level of
95% concluded that perceived organizational
support partial effect on organizational
commitment in the Inspectorate regional
depok.
Based on the above test results, it
can be interpreted Perceived Organization
Support (POS) has an important role in
improving
organizational
commitment
within the Inspectorate regional depok. This
means that when the facts that occurred
showed that the employee who has received
support from the employer as an individual
and as a representative of the employer
support organization Depok City has
experienced an increase in terms of
organizational commitment.
Conclusion
Based on the analysis and
discussion of the results, it can be concluded
as follows:
• Perceived organizational support
(POS) has an important role in improving
organizational commitment. It can also be
seen in the inspectorate regional depok
which indicates that the employee who
received the support of the organization will
be more committed to the organization.
Suggestions
Based on the discussion that has
been described in the previous chapter and
the conclusions will be put forward some
suggestions as follows:
1. For Depok City Government
• To further increase the commitment
Organizational employees, the organization
is expected to also increase its commitment
to the employee so that the employee
relations and the organization will lead to an
attitude that can be seen as a sense of
attachment to one another, in which
employees will uphold wholeheartedly and
promised to carry out tasks that must be
carried out in strict accordance with
principles , which has been designated by
the employer as an agent of the organization
to achieve certain goals and vice versa
organization committed to pay attention to
the contribution of employees and concerned
over the whereabouts and welfare of
employees so that there will be a reciprocal
process, or the balance between the
treatment of employees of the organization
and vice versa treatment organization to
employees in local government area in
Depok.
2. For Academic
• Other researchers are interested in the
development
of
Human
Resource
Management are encouraged to conduct
research and further development of the
factors
that
affect
organizational
commitment of employees at different
organizations. It is useful to examine the
validity of the findings in this study more
broadly.
• Such research is expected to be carried
out at the Institute both in central and
regional governments in the hope that the
Civil Service as a whole to know the
problems and the other dimensions to
determine its effect on organizational
commitment Civil Servants in Indonesia.
2
and
Perceived
Organizational
Suppport in The NSW Police.
International Journal of Strategies
& Management. Vol.29 No.4 pp.
741-756,
Emerald
Group
Publishing Limited 1363-951X
DOI 10.1108/13639510610711637
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