The Influence of Perceived Organizational Support on Work Meaningfulness and Its Impact on Employee Life Satisfaction and Employee Creativity
DOI:
https://doi.org/10.24256/kharaj.v8i1.9270Keywords:
Perceived Organizational Support, Work Meaningfulness, Employee Life Satisfaction, Employee CreativityAbstract
This study aims to analyze the influence of Perceived Organizational Support (POS) on Work Meaningfulness and its impact on Employee Life Satisfaction and Employee Creativity among Civil Servants in the Public Order Police Unit (Satpol PP) in West Java. The study population includes 338 civil servants from the Satpol PP in five regions (Cirebon Regency, Kuningan Regency, Majalengka Regency, Cirebon City, and Indramayu Regency). The research sample was determined using the 10:1 rule of thumb approach (Hair et al., 2019), based on the number of indicators, which is 17, resulting in a minimum requirement of 170 respondents. Sample distribution was done proportionally in each region, while respondent selection in the second stage used convenience sampling as a form of multi-stage sampling. Data analysis was conducted using Structural Equation Modeling (SEM) with the assistance of AMOS. The research findings indicate that (1) POS has a positive effect on employee life satisfaction and employee creativity; (2) POS has a positive effect on work meaningfulness; (3) work meaningfulness has a positive effect on employee life satisfaction and employee creativity; and (4) work meaningfulness is proven to mediate the relationship between POS and both employee life satisfaction and employee creativity. These findings confirm that organizational support not only directly enhances employees' life satisfaction and creativity but also indirectly increases work meaning. Therefore, human resource management strategies at Satpol PP need to focus on improving the perception of organizational support and creating work meaning to strengthen the well-being and creativity of civil servants in the local government work environment.
References
Ajzen, I. (2011). The theory of planned behaviour: Reactions and reflections. Psychology and Marketing, 26(9), 1113–1127.
Allen, D. G., Shore, L. M., & Griffeth, R. W. (2003). The Role of perceived organizational support and Supportive Human Resource Practices in the Turnover Process. Journal of Management, 29(1), 99–118.
Amabile, T. M. (1996). Creativity In Context. Routledge New York, NY.
Ashmos, D. P., & Duchon, D. (2000). Spirituality at Work: A Conceptualization and Measure. Journal of Management Inquiry, 9(2), 134–145.
Bankins, S., & Formosa, P. (2023). The Ethical Implications of Artificial Intelligence (AI) For Meaningful Work. Journal of Business Ethics, 1–16.
Caesens, G., & Stinglhamber, F. (2021). perceived organizational support Gaëtane. In Annual Review of Organizational Psychology and Organizational Behavior (Issue November). Université catholique de Louvain (Belgium).
Caesens, G., & Stinglhamber, F. (2023). Perceived Organizational Support. Encyclopedia of Organizational Psychology. Publisher: Edward Elgar. November 2023.
Çelik, İ. H. (2023). The Effect of Perceived Organizational Support on Employees’ Job Satisfaction in Organizations: A Study on Firefighters. Abant Sosyal Bilimler Dergisi. https://doi.org/10.11616/asbi.1327865
Diener, E., Lucas, R. E., & Oishi, S. (2000). Subjective Well Being. In The Science of Happiness and Life Satisfaction (pp. 63–73).
Deci, E. L., & Ryan, R. M. (2000). The “What” and “Why” of Goal Pursuits: Human Needs and the Self-Determination of Behavior. Psychological Inquiry, 11(4), 227–268.
Edmondson, A. (1999). Psychological safety and learning behavior in work teams. Administrative Science Quarterly, 44(2), 350–383. https://doi.org/10.2307/2666999
Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Percieve Organisational Support. Journal of Applied Psychology, 71(3), 500–507.
Eisenberger, R., & Stinglhamber, F. (2011). Perceived organizational support: Fostering enthusiastic and productive employees.
Hemsworth, D., Muterera, J., Khorakian, A., & Garcia-Rivera, B. R. (2024). Exploring the Theory of Employee Planned Behavior: Job Satisfaction as a Key to Organizational Performance. Psychological Reports, 0(0), 1–32.
Hofstede, H. (2020). Country comparison: Indonesia. The Culture Factor.
Hair, J. F., Hult, G. T. M., Ringle, C. M., & Sarstedt, M. (2019). A Primer on Partial Least Squares Structural Equation Modeling (PLS-SEM) (2nd ed.). Sage Publications.
Lysova, E. I., Allan, B. A., Dik, B. J., Duffy, R. D., & Steger, M. F. (2019a). Fostering meaningful work in organizations: A multi-level review and integration. Journal of Vocational Behavior, 110(July 2018), 374–389.
Le, H., Gopalan, N., Lee, J., Kirige, I., Haque, A., Yadav, V., & Lambropoulos, V. (2023). Impact of Work and Non-Work Support on Employee Well-Being: The Moderating Role of Perceived Organizational Support. Sustainability. https://doi.org/10.3390/su152215808
Ng, T. W. H., Shao, Y., Koopmann, J., Wang, M., Hsu, D. Y., & Yim, F. H. K. (2022). The effects of idea rejection on creative self-efficacy and idea generation: Intention to remain and perceived innovation importance as moderators. Journal of Organizational Behavior, 43(1), 146–163.
Nguyen, M., Tuan, N., & Hoang, V.-N. (2019). The theory of planned behavior and knowledge sharing: A systematic review and meta-analytic structural equation modelling. VINE Journal of Information and Knowledge Management Systems, 49.
Rosso, B. D., Dekas, K. H., & Wrzesniewski, A. (2010). On the meaning of work: A theoretical integration and review. Research in Organizational Behavior, 30(C), 91–127.
Siagian, G. F., Setyabudi, C. M., & Mayastinasari, V. (2024). The Impact of Quality of Work Life and Work-Life Balance on Job Satisfaction: The Mediating Role of Perceived Organizational Support. Journal La Sociale. https://doi.org/10.37899/journal-la-sociale.v5i2.1053
Steger, M. F., Dik, B. J., & Duffy, R. D. (2012). Measuring Meaningful Work: The Work and Meaning Inventory (WAMI). Journal of Career Assessment, 20(3), 322–337.
Thompson, J. A., & Bunderson, J., S. (2019). Research on Work as a Calling…and How to Make It Matter. Annual Review of Organizational Psychology and Organizational Behavior, 6.
Zhang, X. (2010). Linking empowering leadership and employee creativity: the influence of psychological empowerment, intrinsic motivation, and creative process engagement. Development and Learning in Organizations: An International Journal, 24(5).
Zhang, X., & Bartol, K. M. (2010). Linking empowering leadership and employee creativity: The influence of psychological empowerment, intrinsic motivation, and creative process engagement. Academy of Management Journal, 53(1), 107–128. https://doi.org/10.5465/AMJ.2010.48037118
Zhou, J., & George, J. M. (2001). WHEN JOB DISSATISFACTION LEADS TO CREATIVITY: ENCOURAGING THE EXPRESSION OF VOICE. Academic of Management Journal, 44(4), 682–696.
Downloads
Published
How to Cite
Issue
Section
Citation Check
License
Copyright (c) 2026 Jujun Juhedi, widodo, Zaenal Mustafa El Qadri, Wisnu Prajogo
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.
Authors retain copyright and grant the journal right of first publication with the work simultaneously licensed under a Creative Commons Attribution-ShareAlike 4.0 International License. In line with the license, authors are allowed to share and adapt the material. In addition, the material must be given appropriate credit, provided with a link to the license, and indicated if changes were made. If authors remix, transform or build upon the material, authors must distribute their contributions under the same license as the original.
