The Role of Perceived Organizational Support in Enhancing Work Engagement among Millennial Healthcare Employees
DOI:
https://doi.org/10.24905/icobis.v2i1.24Keywords:
Work Engagement, Perceived Organizational Support, Work-Life Balance, Psychological Empowerment, Millennial Healthcare EmployeesAbstract
This study examines the effects of effective human resource practices, work-life balance, psychological empowerment, and transformational leadership on work engagement, while investigating the mediating role of perceived organizational support among millennial employees working in supporting and administrative units of one Regional General Hospital in Tegal Regency, Indonesia. Data were collected from 113 employees and analyzed using Structural Equation Modeling–Partial Least Squares (SEMPLS), with hypothesis testing performed through bootstrapping using a two-tailed significance test at the 5% significance level. The findings reveal that (1) work engagement is significantly shaped by work-life balance and psychological empowerment, while effective human resource practices and transformational leadership do not show significant direct effects; (2) work-life balance,
psychological empowerment, and transformational leadership significantly enhance perceived organizational support, whereas effective human resource practices do not significantly influence perceived organizational support; (3) perceived organizational support significantly promotes work engagement and partially mediates the relationship between work-life balance and work engagement; and (4) the non-significant effects of effective human resource practices and transformational leadership challenge assumptions in the work engagement literature, suggesting that organizational support and psychological resources may represent stronger drivers of engagement in public healthcare settings. These findings extend the literature by providing evidence from an Indonesian public hospital context and highlighting perceived organizational support as a key mechanism linking supportive work environments to work engagement.
References
Aboramadan, M., & Karatepe, O. M. (2021). Green Human Resource Management, Perceived Green Organizational Support and Their Effects on Hotel Employees’ Behavioral Outcomes. International Journal of Contemporary Hospitality Management, 33(10), 3199–3222. https://doi.org/10.1108/IJCHM-12 2020-1440
Alfes, K., Shantz, A. D., Truss, C., & Soane, E. C. (2013). The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model. The International Journal of Human Resource Management, 24(2), 330–351.
https://doi.org/10.1080/09585192.2012.679950
Bakker, A. B., & Albrecht, S. (2018). Work Engagement: Current Trends. Career Development International, 23(1), 4–11. https://doi.org/10.1108/CDI-11-20170207
Bakker, A. B., & Demerouti, E. (2017). Job Demands–Resources Theory: Taking Stock And Looking Forward. Journal Of Occupational Health Psychology, 22(3), 273–285. https://doi.org/10.1037/Ocp0000056
Dzulfikar, M. A. C., Maksum, I., & Ekowati, V. M. (2026). Transformational Leadership And Work Engagement: A Mediation Analysis of Psychological Empowerment and Psychological Safety. COSTING: Journal Of Economic, Business And Accounting, 9(1), 3611–3624. https://doi.Org10.31539/Ge8e1144
Eisenberger, R., Shanock, L. R., Wen, & Xueqi. (2020). Perceived Organizational Support : Why Caring About Employees Counts. Annual Review Of Organizational Psychology And Organizational Behavior, 7, 101–124. Https://doi.org/10.1146/Annurev-Orgpsych-012119- 044917 Ham, A. Van Der, Merode, F. Van, Ruwaard, D., & Raak, A. Van. (2020). Identifying Integration and Differentiation In A Hospital ’ S Logistical System : A Social Network Analysis of A Case Study. BMC Health Services Research, 20, 857. https://doi.org/10.1186/S12913-020-05514-W
Hämmig, O. (2024). Burnout and Disengagement At Work Among Health Professionals — Interrelations and Associations with Stress Indicators and Job Resources. Journal of Occupational And Environmental Medicine., 66(2). Https://Doi.Org/10.1097/JOM.0000000000003005
Kurtessis, J. N., Eisenberger, R., Ford, M. T., Buffardi, L. C., Stewart, K. A., & Adis, C. S. (2017). Perceived Organizational Support: A Meta-Analytic Evaluation of Organizational Support Theory. Journal of Management, 43(6), 1854–1884. https://doi.org/10.1177/0149206315575554
Mori, K., Adi, N. P., Odagami, K., & Nagata, T. (2024). Bridging Perceived Organizational Support with Learning Motivation and Work Engagement : The Mediating Role of. Journal of Occupational Health, 66(1). https://doi.org/10.1093/JOCCUH/uiae024
Parker, B. Y. K., Graf, N., & Igielnik, R. (2019). Generation Z Looks a Lot Like Millenials on Key Social and Political Issues. In PEW Research Center. https://www.pewresearch.org
Pinho, M., Ferreira, P., & Gomes, S. (2023). Healthcare Professionals’ Voice as A Road To Burnout and Work Engagement? The Role of Relational Outcomes: An Exploratory Study of European Countries. Journal of Health Organization and Management, 38(7), 971–991. https://doi.org/10.1108/JHOM-06-2023-0200
Prastyani, D., Kaur, S., & Arianti, Y. (2024). The Influence of Transformational Leadership , Structural Empowerment and Psychological Well-Being on Work Engagement Management Study Program , Faculty of Economics and Business , Universitas Esa Unggul , Indonesia Accounting Study Program , Faculty Of E. Kinerja Journal, 28(1), 91–109. https://doi.org/10.24002/Kinerja.V28i1.8098
Sari, Q. M., & Nasution. (2025). The Effect of Work Life Balance and Job Crafting on Employee Work Engagement at Rejang Lebong Regional General Hospital. Jambura Economic Education Journal Qurnia, 7(4), 1343 – 1358. https://doi.org/10.37479/jeej.v7i4.32673
Saragih, R., Pradana, M., Azis, E., Driana, T. F., & Ramadhana, N. S. (2021). The Relationship Between Human Resources Practice , Work-Life Balance , And Employee Engagement : An Empirical Study In Indonesia. 8(7), 357–364. https://doi.org/10.13106/Jafeb.2021.Vol8.No7.0357
Saragih, R., & Prasetio, A. P. (2020). Effective Human Resources Practice And Employee Engagement: The Mediating Roles Of Organizational Support. GATR Journal Of Management And Marketing Review, 5(1), 74–83. https://doi.org/10.35609/Jmmr.2020.5.1(7)
Schaufeli, W. B., & Bakker, A. B. (2004). Utrecht Work Engagement Scale Preliminary Manual Version 1.1. Occupational Health Psychology Unit Utrecht
University, December, 1–60. https://doi.org/10.1037/T01350-000
Septiani, A., & Frianto, A. (2023). Pengaruh Work Life Balance dan Perceived Organizational Support terhadap Employee Engagement pada BPJS Ketenagakerjaan. Jurnal Ilmu Manajemen, 11(2), 266–277. https://doi.org/10.26740/Jim.V11n2.P266-277
Tristati, I. I., Widodo, A. P., & Sudarsono, H. (2025). Pengaruh Digital Work Environment dan Psychological Empowerment terhadap Work Engagement dengan Kesejahteraan Karyawan Sebagai Variabel Mediasi: Studi Kasus RSD Balung Jember. Jurnal Ekonomi & Bisnis, 10(2), 191–204. Https://Doi.Org/Https://Doi.Org/10.30996/Jeb17.V10i02.132433
Wijayanto, P., Suharti, L., & Chaniago, R. (2022). Pengaruh Work Life Balance terhadap Employee Engagement dan Dampaknya terhadap Turn-Over Intentions dengan Job Characteristics Sebagai Pemoderasi (Studi Pada Karyawan Generasi Y di Indonesia). Jurnal Ekonomi Pendidikan dan Kewirausahaan, 10(1), 83–98. https://doi.org/10.26740/Jepk.V10n1.P83-98
