Perceived Organizational Support as Mediation of Work Engagement and Self-efficacy on Employee Performance

Objective: Employee performance in the context of the government agency sector is a significant concern, considering their vital role in providing public services and achieving development goals. The understanding of how perceived organizational support (POS) functions as mediation in the context of an agency still needs to be improved. Therefore, this research aims to fill the gap in previous research and explain the role of POS as a mediator that facilitates the influence of work engagement and self-efficacy on employee performance in the agency environment.

Study Design: In this research, perceived organizational support (POS) is considered a mediating mechanism that can explain the relationship between work engagement, self-efficacy, and employee performance.

Place and Duration of Study: Water Resources Management Center of Serayu Citanduy, Indonesia, between November 2023 and January 2024.

Methodology: This research involved 105 respondents who were employees at the Serayu Citanduy Water Resources Management Center. Data was collected through questionnaires, and data analysis was carried out using SmartPLS 4.0 software.

Results: There is a significant positive effect of work engagement on employee performance (β= .228, P value= .011), self-efficacy on employee performance (β= .238, P value= .017), POS on employee performance (β= .366, P value= .001), work engagement on employee performance through POS (β= .154, P value= .016), and self-efficacy on employee performance through POS (β= .122, P value= .004).

Conclusion: Partially, work engagement, self-efficacy, and POS have a positive and significant relationship with employee performance. Employees who feel involved in work will easily be used as capital by the organization or company to increase productivity. Employee who feels confident in their abilities will find it easier to develop themselves and later perform well. In addition, this research found that POS acts as a mediator, connecting work engagement and self-efficacy with employee performance indirectly.