Peran mediasi self-efficacy pada work engagement dan perceived organizational support


  • Devina Andriany Universitas Muhammadiyah Malang
  • IJK Sito Meiyanto Universitas Gadjah Mada



Excellent human resources in the organization are seen as the principal capital for the company to improve the company’s role, function, and competitiveness in facing developments and changes both internally and externally. Companies with high-stress levels need superior employees that motivated, passionate about work and loyal to the organization. These needs can refer to the characteristics of employees who are engaged with their work. However, there are still many dynamics of psychological constructs that have not been revealed that can increase work engagement. The purpose of this study was to determine whether self-efficacy can be a mediator on the effect of perceived organizational support (POS) on work engagement. The research was conducted through a survey method taken from 103 bank marketing employees. The collected data were analyzed through the structural equation model (SEM) and showed an indirect effect of perceived organizational support on work engagement (ab = 0.13; p0.001). This result shows that self-efficacy partially mediates the relationship between perceived organizational support (POS) and work engagement and the research hypothesis is acceptable.

Keywords: SEM, work engagement, perceived organizational support, self-efficacy


Download data is not yet available.


Alfatekha W, L. O., & Budiono. (2021). The effect of perceived organizational support on work engagement through job crafting (study at general division employees of bank jatim head office surabaya). Journal of Business and Behavioural Entrepreneurship, 5(1), 109–126. jobbe.005.1.07

Azwar, S. (2007). Metode Penelitian. Yogyakarta: Pustaka Pelajar Bandura, A. (1997). Self-efficacy: The exercise of control. New

York: Freeman.

Bandura, A. (2012), “On the functional properties of perceived self-efficacy revisited”. Journal of Management, 38 (1), 9-

doi: 10.1177/0149206311410606

Bakker, A. B., Hakanen, J. J., Demerouti, E., and Xanthopoulou,

D. (2007). Job resources boost work engagement, partic- ularly when job demands are high. J. Educ. Psychol. 99, 274–284. doi:10.1037/0022-0663.99.2.274

Bostjan, A., Jasna, A. A., & Marketta, A. H. (2016). Marketing self-efficacy and firm creation. Journal of Small Business and Enterprise Development, 23(1), 90–104. 1108/JSBED-07-2015-0093

Caesens, G., & Stinglhamber, F. (2014). The relationship between perceived organizational support and work engagement: The role of self-efficacy and its outcomes. Revue Europe´enne de Psychologie Applique´e/European Review of Applied Psychology, 64(5), 259–267.

Carasco-Saul, M., Kim, W., and Kim, T. (2015). Leadership and employee engagement. Hum. Resour. Dev. Rev. 14, 38–63. doi: 10.1177/1534484314560406

Consiglio, C., Borgogni, L., Di Tecco, C., & Schaufeli, W. B. (2016). What makes employees engaged with their work? The role of self-efficacy and employee’s perceptions of social context over time. Career Development International, 21(2), 125–143.

Creswell, J. W. (2014). Research design: Qualitative, quantita- tive, and mixed methods approaches. (4th ed). California: SAGE Publications, Inc.

Diniati, M. D. (2015). Peran kepercayaan pada organisasi dan efikasi diri kerja terhadap job insecurity pada karyawan kontrak [Unpublished doctoral dissertation]. Fakultas Psikologi Universitas Gadjah Mada, Yogyakarta.

Eisenberger, R., Hungtington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71, 500-507. Perceived Organizational Support.pdf

Eisenberger, R., & Stinglhamber, F. (2011). Perceived orga- nizational support: Fostering enthusiastic and productive employees. Washington, DC: American Psychological Asso- ciation Books.

Hair, J. F., Black, W. C., Babin, B. J., & Anderson, R. E. (2010). Multivariate Data Analysis: A Global Perspective (7th ed.). New Jersey: Prentice Hall.

Harter, J. (2021). U.S. employee engagement holds steady in first half of 2021. Retrieved August 26, 2021, from engagement-holds-steady-first-half-2021.aspx

Innanen, H., Tolvanen, A., & Salmela-aro, K. (2014). Burnout , work engagement and workaholism among highly educated employees: Profiles , antecedents and outcomes. Burnout Research, 1(1), 38–49.

Karatepe, O. M. (2015). Do personal resources mediate the effect of perceived organizational support on emotional exhaustion and job outcomes? International Journal of Contemporary Hospitality Management, 27(1), 4–26. doi: 10.1108/02656710210415703

Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support: A review of the literature. Journal of Applied Psychology, 87(4), 698–714.

Riggle, R. J., Solomon, P., & Artis, A. (2015). The impact of perceived organizational support on salesperson psychological and behavioral work outcomes. International Journal of Management Research and Business Stretegy, 4(1), 297–311. doi:10.1016/S0149-2063

Saks, A. (2006). Antecedents and consequences of employee engagement. Journal of Managerial Psychology, 21(7), 600–619. doi:10.1108/ 02683940610690169

Salanova, M., Llorens, S. and Schaufeli, W.B. (2011), “‘Yes, I can, I feel, I just do it!’ On gain cycles and spirals of efficacy beliefs, affect and engagement”. Applied Psychology: An International Review, Vol. 60 No. 2, pp. 255-285. doi: 10.1111/j.1464-0597.2010.00435.x

Schaufeli, W. B., Martinez, I. M., Pinto, a. M., Salanova, M., & Bakker, a. B. (2002). Burnout and engagement in university students: A Cross-National Study. Journal of Cross-Cultural Psychology, 33(5), 464–481. 10.1177/0022022102033005003

Schaufeli, W. B., & Bakker, A. B. (2003). UWES: Utrecht work engagement scale preliminarty manual. Journal of Occupational Health Psychology, (November). Retrieved from articles/articlesarnold bakker 87.pdf.

Schaufeli, W. B., & Bakker, A. B. (2010). Defining and measuring work engagement: Bringing clarity to the concept. In A. B. Bakker & M. P. Leiter (Eds.), Work engagement a handbook of essential theory and research (pp. 10-24). New York: Psychology Press.

Septiyani, R. (2012). Hubungan antara emotional labour dan work engagement dengan dimoderatori oleh dukun- gan organisasi. Tesis yang tidak dipublikasikan. Fakultas Psikologi Universitas Gadjah Mada, Yogyakarta.

Sihag, P., & Sarikwal, L. (2015). Effect of perceived organizational support on psychological capital: A study of IT industries in Indian framework. EJBO-Electronic Journal of Business Ethics and Organization Studies, 20(2), 19–26.

Sweetman, D., & Luthans, F. (2010). The power of positive psychology: Psychological capital and work engagement. In A. B. Bakker, & M. P. Leiter (Eds.), Work engagement: A handbook of essential theory and research (pp. 54–68). New York: Psychology Press

van Tuin, L., Schaufelt, W. B., van den Broeck, A., & van Rhenen, W. (2020). A corporate purpose as an antecedent to employee motivation and work engagement. Frontiers in Psychology, 11(September).

Wollard, K. K., & Shuck, B. (2011). Antecedents to employee engagement: a structured review of the literature. Advances in Developing Human Resources, 13(4), 429–446. http://doi. org/10.1177/1523422311431220

Yang, B., Kim, Y., & Mcfarland, R. G. (2011). Individual dif- ferences and sales performance: A distal-proximal mediation model of self-efficacy, conscientiousness and extraversion, Journal of Personal Selling & Sales Management. XXXI(4), 371–381. doi:10.2753/PSS0885-3134310401




How to Cite

Andriany, D., & Meiyanto , I. S. . (2021). Peran mediasi self-efficacy pada work engagement dan perceived organizational support. Cognicia, 9(2), 130-136.