Skip to main content
alam.amiki@gmail.com 6281260272238
Register
Articles

Enhancing Job Performance Through Work Engagement: The Role of Perceived Organizational Support Among Non-Medical Employees

  • 1*,2 Universitas Swadaya Gunung Jati

* Corresponding Author: Padilah Hamzah

Open Access
DOI
https://doi.org/10.59431/ijer.v6i2.811
Published
Pages
583–594

Issue

Vol. 6 No. 2 (2026)

Indonesian Journal Economic Review (IJER)
June

Abstract

This study aims to analyze the effect of Perceived Organizational Support (POS) on Job Performance, with Work Engagement as a mediating variable among non-medical employees at RSUD Waled, Cirebon (n = 102). The research employed a quantitative approach using a survey method. Data were collected through questionnaires and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The results indicate that POS has a positive and significant effect on Work Engagement (β = 0.540; t = 6.407; p < 0.001). Work Engagement also has a positive and significant effect on Job Performance (β = 0.533; t = 6.237; p < 0.001), while the direct effect of POS on Job Performance is not significant (β = 0.015; t = 0.150; p = 0.881). In addition, the indirect effect of POS on Job Performance through Work Engagement is significant (β = 0.288; t = 3.939; p < 0.001), indicating that Work Engagement functions as a mediating variable in this relationship. These findings suggest that organizational support is more effectively translated into Job Performance through the enhancement of Work Engagement, highlighting the important role of Work Engagement in explaining the relationship between organizational support and the performance of non-medical employees.

Keywords

Perceived Organizational Support Work Engagement Job Performance Non-Medical Employees

How to Cite

Hamzah, P., & Agi Syarif Hidayat. (2026). Enhancing Job Performance Through Work Engagement: The Role of Perceived Organizational Support Among Non-Medical Employees. Indonesian Journal Economic Review (IJER), 6(2), 583–594. https://doi.org/10.59431/ijer.v6i2.811

References

  • Adler, M., & Koch, A. K. (2017). Expanding the job demands-resources model to classify innovation-predicting working conditions. Management Revue, 28(2), 175–203. https://doi.org/10.5771/0935-9915-2017-2-175
  • Al-Fuqaha, O. N., Rayan, A., Baqeas, M. H., Alqadrie, W. T., Alhalaiqa, F., Batiha, A. M., & Rayani, A. M. (2025). Job satisfaction and job performance among critical care nurses: The moderating role of work engagement in public hospitals. Risk Management and Healthcare Policy, 18, 3311–3327. https://doi.org/10.2147/RMHP.S538291
  • Al-Omar, H. A., Arafah, A. M., Barakat, J. M., Almutairi, R. D., Khurshid, F., & Alsultan, M. S. (2019). The impact of perceived organizational support and resilience on pharmacists’ engagement in their stressful and competitive workplaces in Saudi Arabia. Saudi Pharmaceutical Journal, 27(7), 1044–1052. https://doi.org/10.1016/j.jsps.2019.08.007
  • Armstrong, M. (2018). Armstrong’s handbook of performance management: An evidence-based guide to delivering high performance (6th ed.). Kogan Page.
  • Bangun, W. (2012). Manajemen sumber daya manusia. Erlangga.
  • Berry, L. L., Deming, K. A., & Danaher, T. S. (2018). Improving nonclinical and clinical-support services: Lessons from oncology. Mayo Clinic Proceedings: Innovations, Quality & Outcomes, 2(3), 207–217. https://doi.org/10.1016/j.mayocpiqo.2018.05.002
  • Bonaiuto, F., Fantinelli, S., Milani, A., Cortini, M., Vitiello, M. C., & Bonaiuto, M. (2022). Perceived organizational support and work engagement: The role of psychosocial variables. Journal of Workplace Learning, 34(5), 418–436. https://doi.org/10.1108/JWL-11-2021-0140
  • Caesens, G., & Stinglhamber, F. (2014). The relationship between perceived organizational support and work engagement: The role of self-efficacy and its outcomes. Revue Européenne de Psychologie Appliquée, 64(5), 259–267. https://doi.org/10.1016/j.erap.2014.08.002
  • Demerouti, E., & Cropanzano, R. (2010). From thought to action: Employee work engagement and job performance. In A. B. Bakker & M. P. Leiter (Eds.), Work engagement: A handbook of essential theory and research (pp. 147–163). Psychology Press.
  • Eisenberger, R., & Stinglhamber, F. (2011). Perceived organizational support: Fostering enthusiastic and productive employees. American Psychological Association. https://doi.org/10.1037/12318-000
  • Ferdinand, A. (2014). Metode penelitian manajemen: Pedoman penelitian untuk penulisan skripsi, tesis, dan disertasi ilmu manajemen (Edisi ke-5). Badan Penerbit Universitas Diponegoro.
  • Gallup. (2025). State of the global workplace 2025 report. Gallup.
  • Guan, X., Sun, T., Hou, Y., Zhao, L., Luan, Y. Z., & Fan, L. H. (2014). The relationship between job performance and perceived organizational support in faculty members at Chinese universities: A questionnaire survey. BMC Medical Education, 14, Article 50. https://doi.org/10.1186/1472-6920-14-50
  • Hair, J. F., Hult, G. T. M., Ringle, C. M., & Sarstedt, M. (2017). A primer on partial least squares structural equation modeling (PLS-SEM) (2nd ed.). SAGE Publications.
  • Hair, J. F., Risher, J. J., Sarstedt, M., & Ringle, C. M. (2019). When to use and how to report the results of PLS-SEM. European Business Review, 31(1), 2–24. https://doi.org/10.1108/EBR-11-2018-0203
  • Jimoh, A. L. (2025). The effect of employee engagement and job satisfaction on job performance: The role of perceived organizational support. Journal of Management Development, 1–11. https://doi.org/10.1108/JMD-11-2024-0370
  • Karatepe, O. M., & Aga, M. (2016). The effects of organization mission fulfillment and perceived organizational support on job performance. International Journal of Bank Marketing, 34(3), 368–387. https://doi.org/10.1108/IJBM-12-2014-0171
  • Kurtessis, J. N., Eisenberger, R., Ford, M. T., Buffardi, L. C., Stewart, K. A., & Adis, C. S. (2017). Perceived organizational support: A meta-analytic evaluation of organizational support theory. Journal of Management, 43(6), 1854–1884. https://doi.org/10.1177/0149206315575554
  • Lee, D. Y., & Jo, Y. (2023). The job demands-resource model and performance: The mediating role of employee engagement. Frontiers in Psychology, 14, Article 1194018. https://doi.org/10.3389/fpsyg.2023.1194018
  • Li, Q., Mohamed, R., Mahomed, A., & Khan, H. (2022). The effect of perceived organizational support and employee care on turnover intention and work engagement: A mediated moderation model using age in the post-pandemic period. Sustainability, 14(15), Article 9125. https://doi.org/10.3390/su14159125
  • Lin, K.-H., Hsu, C.-C., & Lin, K.-Y. (2025). Job stress and burnout among hospital administrative staff: A cross-sectional study. Scientific Reports, 15, Article 31064. https://doi.org/10.1038/s41598-025-17209-5
  • Musenze, I. A., Mayende, T. S., Wampande, A. J., Kasango, J., & Emojong, O. R. (2021). Mechanism between perceived organizational support and work engagement: Explanatory role of self-efficacy. Journal of Economic and Administrative Sciences, 37(4), 471–495. https://doi.org/10.1108/JEAS-02-2020-0016
  • PR Newswire. (2024). Global employee engagement drops for only the second time in 12 years, costing the world’s economy US$438 billion. PR Newswire.
  • Pratiwi, W., Aisyah, & Henharsa, A. (2022). Peran self efficacy dan perceived organizational support terhadap kinerja pegawai Dinas Kesehatan Kabupaten Sanggau. Jurnal Equilibrium Manajemen, 8(1).
  • Putri, D. H., Efkelin, R., & Karlina, E. A. (2025). The influence of workload on the performance of administrative staff at Husada Hospital in 2025. Jurnal Kesehatan, Sains, dan Teknologi (JAKASAKTI), 4(3), 49–56. https://doi.org/10.36002/js.v4i3.4830
  • Rich, B. L., Lepine, J. A., & Crawford, E. R. (2010). Job engagement: Antecedents and effects on job performance. Academy of Management Journal, 53(3), 617–635. https://doi.org/10.5465/amj.2010.51468988
  • Şanliöz, E., Sağbaş, M., & Sürücü, L. (2023). The mediating role of perceived organizational support in the impact of work engagement on job performance. Hospital Topics, 101(4), 305–318. https://doi.org/10.1080/00185868.2022.2049024
  • Sugiyono. (2017). Metode penelitian bisnis (Edisi ke-3). Alfabeta.
  • Sugiyono. (2022). Metode penelitian kuantitatif, kualitatif, dan R&D (Cetakan ke-26). Alfabeta.

Author Biographies

  • Padilah Hamzah, Universitas Swadaya Gunung Jati

    Management Study Program, The Faculty of Economics and Business, Universitas Swadaya Gunung Jati, Cirebon City, West Java Province, Indonesia.

  • Agi Syarif Hidayat , Universitas Swadaya Gunung Jati

    Management Study Program, The Faculty of Economics and Business, Universitas Swadaya Gunung Jati, Cirebon City, West Java Province, Indonesia.

License

Copyright (c) 2026 Padilah Hamzah, Agi Syarif Hidayat

Creative Commons License

This work is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License.

This is an open-access journal. All articles are distributed under the terms of the Creative Commons Attribution 4.0 International License (CC BY 4.0), which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited.

Under this license, you are free to:

  • Share: Copy and redistribute the material in any medium or format.
  • Adapt: Remix, transform, and build upon the material for any purpose, even commercially.

Attribution Requirements:
You must give appropriate credit, provide a link to the license, and indicate if changes were made. You may do so in any reasonable manner, but not in any way that suggests the licensor endorses you or your use.

Copyright and Retention:
Authors retain copyright without restrictions and grant this journal the right of first publication under an open-access model. The journal retains non-exclusive publishing rights for archiving, indexing, and scholarly dissemination.

Usage Statistics

Similar Articles

View all similar articles