MAHENDRA, ADITYA (2026) PERAN SELF EFFICACY DALAM MEMEDIASI PENGARUH PERCEIVED ORGANIZATIONAL SUPPORT TERHADAP WORK ENGAGEMENT KARYAWAN DI PERUSAHAAN XY. S1 thesis, Universitas Mercu Buana Jakarta.
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Abstract
Employee work engagement is crucial for improving company performance and sustainability. This is especially true in a highly competitive and rapidly changing work environment. This study examines how perceived organizational support influences employee workplace engagement and how self-efficacy plays a role in this relationship at Company XY. The study used a survey method to collect data. Information collected from Company XY contract employees was measured using a Likert scale and a structured questionnaire. The researchers used a special type of survey called a census. A total of 171 people participated in the survey. We used a method called Partial Least Squares–Structural Equation Modeling, or PLSSEM, to analyze the data. The results showed that perceived supervisor social support and perceived colleague social support had a positive and significant influence on self-efficacy. Furthermore, when employees perceived their coworkers as supportive, it had a positive impact on their work engagement, but when employees perceived their supervisor as supportive, it did not directly affect their work engagement. The study also found that self-efficacy could fully explain the relationship between how much employees felt supported by their supervisor and how engaged they were at work. These findings demonstrate the importance of supporting their employees. This support can help employees develop stronger mental resources, particularly confidence in their abilities, which in turn can increase their dedication and enthusiasm for their work. Practically, this study suggests that organizations focus on developing policies, leadership practices, and work environments that support and enhance employees' confidence in their abilities. These findings will help organizations foster sustainable employee engagement. Keywords: Perceived Supervisor Social Support, Perceived Colleagues' Social Support, Self-Efficacy, Work Engagement Work engagement karyawan penting untuk meningkatkan kinerja perusahaan dan keberlangsungannya. Hal ini terutama berlaku di lingkungan kerja yang persaingannya tinggi dan perubahannya cepat. Studi ini meneliti bagaimana perasaan dukungan dari organisasi memengaruhi keterlibatan karyawan di tempat kerja dan bagaimana efikasi diri berperan dalam hubungan ini di Perusahaan XY. Studi ini menggunakan metode survei untuk mengumpulkan data. Informasi yang dikumpulkan dari karyawan kontrak Perusahaan XY diukur menggunakan skala Likert dan kuesioner terstruktur. Peneliti menggunakan jenis survei khusus yang disebut sensus. Sebanyak 171 orang mengikuti survei. Kami menggunakan metode yang disebut Partial Least Squares–Structural Equation Modeling, atau PLS-SEM, untuk menganalisis data. Hasil menunjukkan bahwa perceived supervisor social support dan perceived colleagues social support memiliki dampak positif dan signifikan terhadap self-efficacy. Selain itu, ketika karyawan merasa rekan kerja mereka mendukung, hal itu berdampak positif pada work engagement mereka, namun ketika karyawan merasa atasan mereka mendukung, hal itu tidak secara langsung memengaruhi work engagement mereka. Studi ini juga menemukan bahwa self-efficacy dapat sepenuhnya menjelaskan hubungan antara seberapa besar karyawan merasa didukung oleh atasan mereka dan seberapa terlibat mereka di tempat kerja. Temuan ini menunjukkan betapa pentingnya bagi organisasi untuk mendukung karyawan mereka. Dukungan ini dapat membantu karyawan mengembangkan sumber daya mental yang lebih kuat, terutama kepercayaan diri pada kemampuan mereka sehingga pada gilirannya, dapat meningkatkan dedikasi dan antusiasme mereka terhadap pekerjaan. Dalam praktiknya, studi ini menyarankan agar organisasi fokus pada pengembangan kebijakan, praktik kepemimpinan, dan lingkungan kerja yang mendukung dan meningkatkan kepercayaan diri karyawan pada kemampuan mereka. Temuan ini akan membantu organisasi untuk membina keterlibatan karyawan yang berkelanjutan. Kata Kunci : Perceived Supervisor Social Support, Perceived Colleagues Social Support, Self-Efficacy, Work Engagement
| Item Type: | Thesis (S1) |
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| NIM/NIDN Creators: | 46124110014 |
| Uncontrolled Keywords: | Perceived Supervisor Social Support, Perceived Colleagues Social Support, Self-Efficacy, Work Engagement |
| Subjects: | 100 Philosophy and Psychology/Filsafat dan Psikologi > 150 Psychology/Psikologi > 150.1-150.9 Standard Subdivisions of Psychology/Subdivisi Standar Dari Psikologi, Ilmu Jiwa > 150.6 Organization and Management of Psychology/Organisasi dan Manajemen di Bidang Psikologi 100 Philosophy and Psychology/Filsafat dan Psikologi > 150 Psychology/Psikologi > 152 Sensory Perception, Movement, Emotions, Physiological Drives/Psikologi Fisiologis > 152.5 Psychological urges/Dorongan psikologis |
| Divisions: | Fakultas Psikologi > Psikologi |
| Depositing User: | khalimah |
| Date Deposited: | 19 Feb 2026 03:42 |
| Last Modified: | 19 Feb 2026 03:42 |
| URI: | http://repository.mercubuana.ac.id/id/eprint/100994 |
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