Research Article
The Moderating Effect of Perceived Organizational Support in Relationship between Affective Commitment and Workforce Agility in Workplace
@INPROCEEDINGS{10.4108/eai.30-10-2019.2299341, author={Inggil Sholata Sya and Wustari Mangundjaya}, title={The Moderating Effect of Perceived Organizational Support in Relationship between Affective Commitment and Workforce Agility in Workplace}, proceedings={Proceedings of the 3rd International Conference on Administrative Science, Policy, and Governance Studies, ICAS-PGS 2019, October 30-31, Universitas Indonesia, Depok. Indonesia}, publisher={EAI}, proceedings_a={ICAS-PGS}, year={2020}, month={8}, keywords={perceived organizational support affective commitment and workforce agility}, doi={10.4108/eai.30-10-2019.2299341} }- Inggil Sholata Sya
Wustari Mangundjaya
Year: 2020
The Moderating Effect of Perceived Organizational Support in Relationship between Affective Commitment and Workforce Agility in Workplace
ICAS-PGS
EAI
DOI: 10.4108/eai.30-10-2019.2299341
Abstract
The purpose of this research was examining the role of perceived organizational support as a moderator in the relationship of affective commitment and workforce agility in the workplace. This study was specific respondents to permanent employees in the manufacturing industry. Participants in this study numbered 154 permanent employees at one company. The researcher uses convenience sampling. This study adopted three instruments: perceived organizational support survey with 15 items, affective commitment questionnaire with 6 items, and 39 items of workforce agility questionnaire. Using regression, perceived organizational support as a positive moderator of the relationship between affective commitment and workforce agility in the workplace (r=.27, p<0.05). Some recommendations made are that management should improve employees related to being emotionally attached, having the same identification with the organization, and involving the organization’s activities and management should support employees by providing supervisory support; reward and job conditions; and perceived fairness.
