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PERCEIVED ORGANIZATIONAL SUPPORT ON AFFECTIVE

ORGANIZATIONAL COMMITMENT OF MINISTRY OF STATE

SECRETARIAT’S CIVIL SERVANTS

Fajar Gumilang Kosasih

, Mohamad Rizan, Agung Wahyu Handaru

Universitas Negeri Jakarta, East Jakarta, DKI Jakarta, Indonesia

fajargumilangkosasih_9917921045@mhs.unj.ac.id

PAPER INFO ABSTRACT

Received:

September 2022

Revised:

September 2022

Approved:

September 2022

Background: Since President Soekarno's election in 1957, there has been

discussion about relocating the capital city. Several factors contributed to the

change in the capital city, and East Kalimantan was chosen as the new capital

city because it met several criteria. The Ministry of State Secretariat is one of

the Ministries that became a partner in relocating the Capital City.

Socialization will occur regarding the scheme or design for the transfer of

employees from the Ministry of State Secretariat.

Aim: This study aimed to determine how Perceived Organizational Support

(POS) affected Affective Organizational Commitment (AOC) in civil

servants at the Ministry of State Secretariat.

Method: The research used quantitative approach and a cross-sectional study

design. This study's sample size was 160 civil servants from the Ministry of

State Secretariat. Simple linear regression analysis was used to analyze the

data in this study.

Findings: The results show that perceived organizational support positively

and significantly affects affective organizational commitment. The

regression analysis test yielded a regression coefficient value of 0.726. The

R Square value of 0.465 indicates that the perceived organizational support

variables can explain 46,5% of the affective organizational commitment

variable, while other variables explain the rest. Human resource practitioners

in the Ministry of State Secretariat should strengthen perceived

organizational support and affective organizational commitment.

KEYWORDS

affective organizational commitment, perceived organizational support, ministry of

state secretariat

INTRODUCTION

The issue of moving the National Capital city was discussed by President Soekarno in

1957 when he inaugurated the city of Palangka Raya as the capital of Central Kalimantan

(Kementrian Perencanaan Pembangunan Nasional, 2021). The move to the national capital was

driven by several concerns, including the water availability crisis and land conversion on the

island of Java, the large number of people on the island of Java, the decline in environmental

carrying capacity, and the threat of disasters in Jakarta. East Kalimantan was chosen as the

location of the new National Capital because it met the criteria.

One of the ministries that became a companion or moved for the first time in the context

of moving the National Capital was the Ministry of State Secretariat. The Ministry of State

Secretariat has the task of assisting the President and Vice President in organizing state

government (Peraturan Menteri Sekretaris Negara Republik Indonesia Nomor 5 Tahun 2020

Tentang Organisasi Dan Tata Kerja Kementerian Sekretariat Negara, 2020).

There has been no dissemination about the scheme or design for the transfer of employees

of the Ministry of State Secretariat, for example, the first work unit/organizational unit to be

Perceived Organizational Support on Affective Organizational Commitment of Ministry of State Secretariat’s

Civil Servants

1396 Interdisciplinary Social Studies, 1(12), Sep 2022

transferred, work system, accommodation, work facilities, criteria for employees to move, and

others. One of the factors to consider in transferring.

One of the critical factors in moving employees is the commitment of employees to the

organization (Hussain et al., 2018). Organizational Commitment is described as an individual's

perception of the organization's goals, the willingness to contribute to the organization's

interests, and the recognition of the strength to remain a member of the organization (Porter et

al., 1974). Affective organizational commitment is a commitment as an emotional attachment

to identify and participate in an organization. The degree of attachment to an organization

depends on how members feel about it (Allen & Meyer, 1990). Some factors that affect

affective organizational commitment are personal character, job character and role,

organizational structure characteristics, work experience, and organizational support (Mowday

et al., 2013).

Another thing that has not been done is socializing the moving to the National Capital,

especially how the organization treats or rewards its employees who have moved to the new

National Capital. It relates to Perceived Organizational Support (POS) which affects

commitment. According to Akgunduz and Sanli (2017), Perceived Organizational Support is

an employee's expectation to be recognized and appreciated by the organization to increase

employee confidence that the organization approves and respects employee attitudes and

behaviors. According to Ibrahim et al. (2016), Perceived Organizational Support is provided to

meet the social-emotional needs of employees. In other words, trust in organizational support

also improves the behavior of voluntary membership of employees because the basis of social

exchange depends on trust and goodwill built between the two parties.

Perceived Organizational Support is strongly driven by effective leadership, good HR

practices, desired working conditions, and fair treatment (Eisenberger & Stinglhamber, 2011).

Strategies to improve Perceived Organizational Support are to support what is done by

employees freely:

1) Be honest and equal in the development, monitoring, and implementation of all

management procedures;

2) Set achievable goals and reward proportionately;

3) Learn and provide the type of support employees need;

4) Encourage supervisors to encourage Perceived Organizational Support in their

subordinates; educate subordinates to be supportive; foster strong social networks; and

5) Begin providing organizational support before employees start working (Eisenberger

et al., 2016).

Human resource practitioners have an essential role in building an Affective

Organizational Commitment. Therefore, human resource practitioners must make strategies,

namely socialization with new employees, mentoring and social networking, and training and

development. Organizations that intensively recruit and select the members, as well as having

a deliberately structured newcomer socialization plan focusing on the education of

organizational values and norms, anxiety reduction and clarification of job roles, and positive

role models, can create the necessary conditions to develop a positive level of affective

commitment among their employees (Mercurio, 2015). Empirical research has revealed that

mentoring positively affects Affective Organizational Commitment. Affective Organizational

Commitment is mentoring, which helps employees identify with the organization personally.

Perceived Organizational Support on Affective Organizational Commitment of Ministry of State Secretariat’s

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1397 Interdisciplinary Social Studies, 1(12), Sep 2022

Mentoring helps stress management, and positive role models and relationships can improve

work attitudes. Payne and Huffman (2005) found that mentees with mentor supervisors

revealed a higher Affective Organizational Commitment. Craig et al. (2012) argue that

employees who participate in career mentoring and psychosocial mentoring in the workplace

show a higher value of affective organizational commitment, thus lowering the intention of

wanting to move away from their jobs. Training and development can help develop an affective

organizational commitment. According to Vance (2006), training and development are

essential to building an affective organizational commitment. Investments in training and

development that increase knowledge and competence lead to self-efficacy, self-esteem, and

employee commitment.

Several studies have found that Perceived Organizational Support (POS) affects employee

commitment to the organization. Hendrajaya and Wahyuniati (2019), in their research, showed

that Perceived Organizational Support (POS) partially had a positive and significant effect on

Organizational Commitment. The results of Afif's research (2018) show that Perceived

Organizational Support is significantly related to job satisfaction and organizational

commitment. The results of research by Putri et al. (2018) show that Perceived Organizational

Support positively influences organizational commitment. Research by Hakkak et al. (2014)

shows that perceived organizational support, organizational commitment, and emotional

commitment have found positive and significant relationships. Finally, all of the mentioned

research have shown positive and significant relationship of each variable but none of them

show the variables affect each other in ministries.

Therefore, the novelty of this study is that researchers are interested in examining the

Affective Organizational Commitment variable as a dependent variable of Perceived

Organizational Support (POS) in the Ministry of State Secretariat. In that case, this study

explicitly examines employees' affective commitment, considering that if there is no affective

commitment in employees of the Ministry of State Secretariat, it will be easy for employees to

leave the organization or at least refuse to move to the new capital city. It is because there is

no socialization or debriefing about the transfer of the new National Capital and what facilities

or compensation will be available for employees willing to be transferred to the new National

Capital. In addition, so far, much research has not been conducted in government agencies,

especially in Ministries/Institutions, especially the Ministry of State Secretariat. This study

aims to determine the effect of Perceived Organizational Support on Affective Organizational

Commitment in the State Civil Apparatus in the Ministry of State Secretariat.

METHOD

This research method uses a cross-sectional study design. The population in this study is

the state civil apparatus in the Ministry of State Secretariat. Perceived Organizational Support

was measured by eight indicators adapting the questionnaire The Survey of Perceived

Organizational Support (SPOS) (Eisenberger et al., 1986). The measurement of affective

organizational commitment was measured by eight indicators adapting the Affective

Commitment Scale questionnaire (Allen & Meyer, 1990). The samples in this study were the

civil servants working in the Ministry of State Secretariat. Researchers used the formula from

the theory of Hair et al. (2018) to determine the number of samples in this study. The

determination of the number of samples is determined based on the number of indicators of the

Perceived Organizational Support on Affective Organizational Commitment of Ministry of State Secretariat’s

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1398 Interdisciplinary Social Studies, 1(12), Sep 2022

formed variables, which are multiplied by 5 to 10. The indicators in this study are as many as

16 indicators so that the calculation of the number of samples is as follows:

Total Sample = Total of Indicators x 10

Total Sample = 16 x 10 = 160

The sampling technique in this study used the purposive sampling method. The data

analysis technique in the study is a simple linear regression analysis with the help of SPSS

applications.

RESULTS AND DISCUSSION

Table 1. Descriptive Analysis

Variable

Information

Frequency

Percentage

Gender

Man

Woman

54,4%

45,6%

Age

< 25 years old

25 years old – 49 years old

>49 years old

110

10,6%

68,8%

20,6%

Marital status

Unmarried

Married

122

23,75%

76,25%

Recent education

Senior High School

Bachelor

Graduate

Postgraduate

10%

16,9%

46,7%

18,8%

7,5%

Position

Echelon 1

Echelon 2

Echelon 3

Echelon 4

108

26,8%

67,5%

5,7%

Based on table 1, the majority of civil servants are male; namely 87 (54.4%), aged 25-49,

namely 110 (68.8%), married, namely 122 (76.25%), the last education is S1, which is 75

(46.7%), and the position is as echelon 3, which is 108 (67.5%).

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Table 2. T

count

Test

Model

Unstandardized

Coefficients

Standardized

Coefficients

Sig

Std. Error

Beta

1(Constant)

Perceived

Organizational Support

11,88

0,726

2,039

0,062

0,682

5,831

11,709

0,000

Source: Data Processed

Table 3. F

count

Test

Model

Sum of Squares

Mean Square

Sig

1 Regression

Residual

Total

795,412

916,682

1712,094

158

159

795,412

5,802

137,098

0,000

Source: Data Processed

Table 4. Model Summary

Model

R Square

Adjusted R Square

Std. Error of the Estimate

0,682

0,465

0,461

2,409

Source: Data Processed

The Effect of Perceived Organizational Support on Affective Organizational

Commitment

The analysis results showed the p-value of Perceived Organizational Support, which was

0.000 (<0.005), and the results of the calculated t-test were 1.709 > t table 1.97509, which

showed the hypothesis was accepted. The regression analysis results show the value of the

regression coefficient, which is 0.726, which means that every time there is a change in

Perceived Organizational Support by 1 point, it affects the increase in Affective Organizational

Commitment by 0.726, assuming other variables are constant. The result of the R Square value

of 0.465 means that the Perceived Organizational Support variable can explain the Affective

Organizational Commitment variable of 46.5%, while other variables explain the rest.

This research is in line with Hendrajaya and Wahyuniati's (2019) research, which shows

that Perceived Organizational Support (POS) partially has a positive and significant effect on

Organizational Commitment. The results of Afif's research (2018) show that Perceived

Organizational Support is significantly related to job satisfaction and organizational

commitment. The results of research by Putri et al. (2018) show that Perceived Organizational

Support positively influences organizational commitment. Research by Hakkak et al. (2014)

(2014) shows that Perceived Organizational Support, organizational commitment, and

emotional commitment have found positive and significant relationships.

Perceived Organizational Support on Affective Organizational Commitment of Ministry of State Secretariat’s

Civil Servants

1400 Interdisciplinary Social Studies, 1(12), Sep 2022

Affective Organizational Commitment is a commitment as an emotional attachment to

identify and participate in an organization. The degree of attachment to an organization

depends on how employees feel about the organization (Allen & Meyer, 1990). Organizational

affection can decrease withdrawal from work and employee turnover (Meyer, 2016).

Therefore, the organization must appreciate employees’ dedication and contribution and

appreciate the work that employees have already done for the organization. It is based on the

theory of organizational support, in which employees develop a general perception of how

much the organization values contributions and cares about the welfare of employees and

responds to that support through attitudes and behaviors that are beneficial to the organization

(Eisenberger et al., 1986; Vardaman et al., 2016).

CONCLUSION

Human resource practitioners in the Ministry of State Secretariat are advised to increase

Perceived Organizational Support and Affective Organizational Commitment in the state civil

apparatus so that civil servants will be willing to be moved to the new capital. Strategies to

improve Perceived Organizational Support are being fair and equal (in the development,

monitoring, and implementation of all management procedures), setting achievable goals and,

rewarding correctly, learning and providing the support that employees need, encouraging

supervisors to apply Perceived Organizational Support on their subordinates, educating

subordinates to be supportive, fostering a solid social network, and providing organizational

support before employees start working. Strategies to improve Affective Organizational

Commitment are socialization with new employees, mentoring and social networking, and

training and development.

For future research, the researchers expect that there will be more variables to discuss

rather than merely revolving around the discussed variables. Also, hopefully, there will be more

places to research on since AOC and POS do not only occur in ministries.

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