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


  • Fajar Gumilang Kosasih Universitas Negeri Jakarta, East Jakarta, DKI Jakarta, Indonesia
  • Mohamad Rizan Universitas Negeri Jakarta, East Jakarta, DKI Jakarta, Indonesia
  • Agung Wahyu Handaru Universitas Negeri Jakarta, East Jakarta, DKI Jakarta, Indonesia



affective organizational commitment, perceived organizational support, ministry of state secretariat


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. This study aimed to determine how Perceived Organizational Support (POS) affected Affective Organizational Commitment (AOC) in civil servants at the Ministry of State Secretariat. 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. 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.


Afif, A. H. (2018). The relationship between perceived organizational supports with job satisfaction and organizational commitment at faculty members of universities. Sleep and Hypnosis, 20(4), 290–293.

Akgunduz, Y., & Sanli, S. C. (2017). The effect of employee advocacy and perceived organizational support on job embeddedness and turnover intention in hotels. Journal of Hospitality and Tourism Management, 31, 118–125.

Allen, N. J., & Meyer, J. P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. In Journal of Occupational Psychology (Vol. 63, Issue 1, pp. 1–18). British Psychological Society.

Craig, C. A., Allen, M. W., Reid, M. F., Riemenschneider, C. K., & Armstrong, D. J. (2012). The Impact of Career Mentoring and Psychosocial Mentoring on Affective Organizational Commitment, Job Involvement, and Turnover Intention. Administration & Society, 45(8), 949–973.

Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived Organizational Support. In Journal of Applied Psychology (Vol. 71, Issue 3, pp. 500–507).

Eisenberger, R., Malone, G. P., & Presson, W. D. (2016). Optimizing perceived organizational support to enhance employee engagement. Society for Human Resource Management and Society for Industrial and Organizational Psychology, 2, 1–22.

Eisenberger, R., & Stinglhamber, F. (2011). Perceived organizational support: Fostering enthusiastic and productive employees. In Perceived organizational support: Fostering enthusiastic and productive employees. (pp. viii, 304–viii, 304). American Psychological Association.

Hair, J. F., Black, W. C., Babin, B. J., & Anderson, R. E. (2018). Multivariate data analysis (8. b.). Harlow: Cengage Learning.

Hakkak, M., Hajizadeh Gashti, M. A., & Nawaser, K. (2014). The Relationship between Perceived Organizational Support & Job Satisfaction with Organizational Commitment. Entrepreneurship and Innovation Management, 2, p-ISSN: 2310.

Hendrajaya, B., & Wahyuniati, S. H. (2019). The effect of perceived organizational support and organizational culture on employee organizational commitments at the South-East Sulawsi Province’s maritime and fisheries service. Eurasia: Economics & Business, 5(23), 53–59.

Hussain, S. T., Lei, S., Akram, T., Haider, M. J., Hussain, S. H., & Ali, M. (2018). Kurt Lewin’s change model: A critical review of the role of leadership and employee involvement in organizational change. Journal of Innovation and Knowledge, 3(3).

Ibrahim, H. I., Isa, A., & Shahbudin, A. S. Md. (2016). Organizational Support and Creativity: The Role of Developmental Experiences as a Moderator. Procedia Economics and Finance, 35(October 2015), 509–514.

Kementrian Perencanaan Pembangunan Nasional. (2021). Buku Saku Pemindahan Ibu Kota Negara. Kementrian PPN/Bappenas, 2–24.

Peraturan Menteri Sekretaris Negara Republik Indonesia Nomor 5 Tahun 2020 tentang Organisasi dan Tata Kerja Kementerian Sekretariat Negara, (2020).

Mercurio, Z. A. (2015). Affective Commitment as a Core Essence of Organizational Commitment: An Integrative Literature Review. Human Resource Development Review, 14(4), 389–414.

Meyer, J. P. (2016). Handbook of Employee Commitment. Edward Elgar Publishing.

Mowday, R., Porter, L. W., Steers, R. M., & Warr, P. G. (2013). Employee-Organization Linkages?: the Psychology of Commitment, Absenteeism, and Turnover. Elsevier Science.

Payne, S. C., & Huffman, A. H. (2005). A Longitudinal Examination of the Influence of Mentoring on Organizational Commitment and Turnover. In Academy of Management Journal (Vol. 48, Issue 1, pp. 158–168). Academy of Management.

Porter, L. W., Steers, R. M., Mowday, R. T., & Boulian, P. V. (1974). Organizational commitment, job satisfaction, and turnover among psychiatric technicians. In Journal of Applied Psychology (Vol. 59, Issue 5, pp. 603–609). American Psychological Association.

Putri, S., Sjabadhyni, B., & Mustika, M. D. (2018). “Making Generation Y Stay”: The Mediating Role of Organizational Commitment. Psikohumaniora: Jurnal Penelitian Psikologi, 3(2), 141.

Vance, R. J. (2006). Engagement and Commitment. SHRM Foundation’s Effective Practice Guidelines, 1–45.

Vardaman, J. M., Allen, D. G., Otondo, R. F., Hancock, J. I., Shore, L. M., & Rogers, B. L. (2016). Social comparisons and organizational support: Implications for commitment and retention. Human Relations, 69(7), 1483–1505.