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The Influence of Employee’s Work Value and Employee’s Engagement to Organizational Commitment – the Moderating Effect of Perceived Supervisor Support
perceived supervisor support
Living in a globalized world, industries grow rapidly. In order to stay competent in the knowledge economy world nowadays, companies need to convince employees that performs well to stay. However, if company only focus on external motivations, they may be replaced by their competitions. If employees have a high level of commitment toward organization, it is the internal motivation that really keeps employees willing to stay in an organization. Regardless of industries, how to keep employees willing to invest their efforts, do their best in order to achieve organizational goal is a common issue. The purpose of this research is to discuss how work value and employee engagement influences organizational commitment, also discuss the moderating effect of employee engagement, and the mediating effect of perceived supervisor support. This research sampled from employees working in the financial industry, consist of 353 valid sample. The result of this research may provide some insights to leaders and decision makers. After analyzing retrieved data, this research’s conclusion is as follows: (1) work value has positive and significant effect on employee’s engagement. (2) Employee’s engagement has positive and significant effect organizational commitment. (3) Work value has positive and significant effect on organizational commitment. (4) While work value effects organizational commitment, employee’s engagement has full moderating effect. (5) Perceived supervisor support has no significant mediating effect in the model of work value effecting employee’s engagement.
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