The Effect Of Perceived Organizational Support On Employee Performance With Employee Engagement As A Mediator (Study At PT. Kereta Api Indonesia Daop 5 Purwokerto)

Abstract

This study aims to examine the relationship between perceived organizational support and employee performance with employee engagement as a mediating variable at PT KAI DAOP 5 Purwokerto. Using a quantitative approach, data were collected through questionnaires distributed to 110 employees and analyzed using multiple regression analysis and mediation testing. The results indicate that perceived organizational support has a positive effect on both employee engagement and employee performance, while employee engagement also positively affects employee performance and serves as a significant mediator in the relationship between perceived organizational support and employee performance. These findings align with Social Exchange Theory, which emphasizes that reciprocal relationships between organizations and employees create a supportive work environment, thereby enhancing engagement and performance. This study provides practical implications for organizations, particularly PT KAI DAOP 5 Purwokerto, to prioritize organizational support by fostering a positive work environment, providing adequate resources, and recognizing employee contributions. Additionally, enhancing employee engagement through training programs and feedback mechanisms is crucial for improving overall performance.

Keywords: perceived organizational support, employee engagement, employee performance, social exchange theory.