Volume 8, Issue 5, May – 2023 International Journal of Innovative Science and Research Technology

ISSN No:-2456-2165

The Influence of Perceived Organizational Support,

Self Efficacy, and Workplace Spirituality on
Employee Work Engagement
Ainun Cahyani Maulidya Sri Wahyu Lelly Hana Setyanti
University of Jember University of Jember
Jember, Indonesia Jember, Indonesia

Ariwan Joko Nusbantoro

University of Jember
Jember, Indonesia

Abstract:- The industrial revolution that continues to research, if a company gives trust and without pressure at
develop is a separate threat to human resources because work so that they feel given space to express themselves,
the industrial revolution will replace human resources. these employees will work with enthusiasm because they feel
Eventhough the industrial revolution is a special threat, responsible for their work that has been entrusted by the
human resources will still be used as a driving force for company.
the company's vision and mission. Therefore, it is
important to conduct this research to determine employee Dwitasari, et al [9] states in his journal that there are two
engagement which is influenced by several variables, factors that affect work engagement which are external factors
which are perceived organizational support, self efficacy, and internal factors. The external factor for work engagement
and workplace spirituality on work engagement using is perceived organizational support. When an employee has a
multiple linear regression analysis. Respondents in this positive perceived organizational support, he/she will try to
study are 40 employees of CV. Elang Indonesia of Jember repay it with positive things as well. The company needs to
Regency. The test results using multiple linear regression pay attention to how employees perceive in assessing the
state that perceived organizational support has a positive company's support for them. In addition to external factors,
and significant effect of 0,026 to work engagement, self there are also internal factors that is self efficacy which is
efficacy has a positive and significant effect of 0,001 to important for each individual. Self efficacy can encourage
work engagement, and workplace sipirtuality has a employees to complete their work according to goals. The
positive and significant effect of 0,000 to work company hopes that each of its employees will have strong
engagement. self efficacy within themselves because the stronger the self
efficacy they have, the more confident they will be in carrying
Keywords:- Perceived Organizational Support, Self Efficacy, out their work. Not only external factors and internal factors
Workplace Spirituality, Work Engagement. but there is a spiritual that must be instilled in the workplace.
Many Workplace Spiritualitys are seen as a particular religion
I. INTRODUCTION or religious tradition. This is because the word spirituality is
closely related to the meaning of divinity. At this time the
The existence of the 4.0 industrial revolution towards a spirituality workplace has a broad discussion not only about
5.0 society where technology and humans are side by side is a religion but can be related to the values of individual harmony
separated threat for every incompetent workforce. The with work. Employees who implement workplace spirituality
industrial revolution will replace human resources with are also influential in work engagement because workplace
machine power. Given this, human resources are a spirituality is interpreted as an internal condition of a person
determining factor for organizational progress, so it is that encourages the emergence of positive work behavior. In
important for employees to feel attached to their work and are line with the statement of [17] also explained "according to
committed to it (work engagement). According to [12] said previous theorists, they have recognized that the use of
that to minimize obstacles to achieving company goals, it spirituality in the workplace is to increase employee morale,
must be done with the company's driving force. According to reduce work stress, and burnout."
the latest Global Workplace report, 85% of employees are
found to be disengaged at work [23]. Gallup's latest data now CV. Elang Indonesia is a company engaged in the
states that in the Global Workplace only 21% of employees procurement of goods and services. The development of the
are involved in the workplace and 33% of employees thrive company CV. Elang Indonesia makes the company must
on welfare, most of them say they do not find their work provide comfort to employees so that the company's vision
meaningful and do not think their life is going well or do not and mission are aligned. CV. Elang Indonesia can see the
feel there is a hope at work. Based on previous data and condition of the company, one of which is from the level of

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Volume 8, Issue 5, May – 2023 International Journal of Innovative Science and Research Technology
ISSN No:-2456-2165
attendance. This level of attendance is one of the attitudes of from organizations that create general obligations, based on
enthusiasm and enthusiasm of employees at work. the norm of reciprocity from employees to care about the
Absenteeism according to [19] is the failure of the workforce organization and treat their organizations well as return.
to be present at the workplace where he/she should have come
to work either for medical or other reasons. Linggarwati and Sunarto and Suparji [28] explain that employees who
Nawawinetu [19] also explained that in general the rate of hold the perception that their work is valued and cared for by
absenteeism and lost work time due to absenteeism in the organization will encourage employees to incorporate
Indonesia ranges from 3% - 10% whereas if the absentee rate membership as members of the organization into their
reaches 10% - 15% this is a quite serious situation. The identity. Andani and Wibawa [3] also stated that support from
following is the attendance data on the CV. Elang Indonesia the company will affect the psychology of employees at work,
of Jember Regency for the period of 2019 to 2021: with positive psychological conditions employees will be able
to give the best they can to the company. This statement is in
Table 1 Attendance Level Report (Permit, Leave, and line with [10] where the pattern of perceived organizational
Sickness) of CV. Elang Indonesia of Jember Regency Period support is able to direct employees to have an engaged
of 2019-2021. attitude, commitment, job satisfaction to pride in the company
Total Percent Total Percent so that employees will work with a commitment to goals.
Year
Attendance (%) Absenteeism (%)
2019 95 5 According to [14] perceived organizational support
2020 92 8 arises from social exchange theory where employees are
2021 93 7 asked to return favorable treatment and feel an obligation to
Source: CV. Elang Indonesia of Jember Regency, 2022 help the organization achieve its goals when they develop
Processed by researchers positive beliefs about the organization. Employees who
perceive that their organization is supportive will tend to be
Based on attendance data as shown in Table 1, the committed to the organization, which is why it is important
percentage of employee attendance at CV. Elang Indonesia is for the organization to provide a supportive atmosphere for
quite low. The company sets a critical standard for employees [2].
absenteeism which is set at a maximum of 3%. In 2019, the
number of employee attendance is 95% and the number of B. Self Efficacy
absences was 5%. In 2020, the number of attendances Bandura in Hoza, et al [15] defines self efficacy as a
decreases by 92% and the number of absences increased by person's belief in his ability to exercise some form of control
8%. In 2021, it increases by 1% with 93% attendance and 7% over tasks or actions needed to achieve certain results.
absence, so according to the data obtained in Table 1 the Fitriyah, et al [11] explained that self-efficacy consists of self-
engagement of CV Elang Indonesia employees towards confidence, self-adaptation ability, cognitive quality and
employment is still low. The employee attendance rate report quantity, and acting in stressful conditions.
for the 2019-2021 period shows a number that is still above
the standard value. According to [30] self-efficacy is a belief that arises
because one has self-confidence in one's abilities in carrying
The absence of employees at work shows that employees out a job, so as to be able to obtain success. Noviawati [22]
are less enthusiastic about working. Work engagement has also emphasized that individuals who have high self-efficacy
several factors that must be considered in improving, that is will devote all their effort and attention to achieving goals and
external factors perceived organizational support in form of failures that occur and make them try even harder. Self
the supervisor's lack of assertiveness in reprimanding efficacy according to Mejia, et al [20] is a person's evaluation
employees who are not in accordance with the job description. of his own ability to organize and carry out a series of actions
There is also the internal factor which is self efficacy which needed to achieve his performance.
can be seen from when the company imposes quite difficult
work on employees who do not complete it optimally. Apart Putri and Frianto [24] describe self-efficacy as the level
from internal and external factors, there is a workplace of confidence of an individual in their ability to carry out and
spirituality that every employee must have. It is common organize actions to achieve the success that is valued from
knowledge that employees only want wages to work without their work. This statement is in line with [22] which states that
realizing that at work there must also be a sense of belonging in difficult situations, people who have low self-efficacy tend
or kinship, so employees will do it sincerely. Those things to give up easily, while people who have high self-efficacy
become the low employees’ work engagement. will try even harder to overcome the challenges that occur.

II. LITERATURE REVIEW C. Workplace Spirituality

Workplace Spirituality is defined as a basic human
A. Perceived Organizational Support ability to form meaning, values, and beliefs for himself in
The theory explained by Eisenberger in [16] perceived living life [7]. According to [5] workplace spirituality is
organizational support is the perception of employees that essential for the organization, employees who see work as a
their organization values contribution, cares about well-being, tool to increase spirituality will try more than employees who
and also fulfills socio-emotional needs. Sun [29] also explains see work as earning money.
that perceived organizational support shows good treatment

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Volume 8, Issue 5, May – 2023 International Journal of Innovative Science and Research Technology
ISSN No:-2456-2165
Baykal [8] explains that workplace spirituality is an E. Conceptual Framework
important tool needed by modern employees and is very
useful for organizations including work engagement.
According to [13] the organizational context of workplace
spirituality is considered a very potent factor for the
organization, especially in terms of retaining employees. Adi
and Fithriana [1] explain workplace spirituality is a
phenomenon to find a meaningful life and gain deeper self-
knowledge to a higher level where individual employees are
motivated to find the meaning and purpose of their existence,
this awareness is obtained from experience in the work
environment or high enthusiasm to complete their tasks to
achieve company goals.

D. Work Engagement
Work Engagement according to Maslach and Leiter in a
book written by [26] says individuals who have high work Fig 1. Research Conceptual Framework
engagement are individuals who do not experience emotional
exhaustion, or depersonalization, and have high self-efficacy. Based on the explanation above, there are objectives in
This opinion is in line [21] who explain work engagement is a this study which are as follows:
business management concept that states that employees who
have high engagement are employees who have full  To find out and analyze the influence of perceived
involvement and have high work enthusiasm in work and in organizational support, self efficacy, and workplace
matters relating to business activities. company in the long spirituality partially on the work engagement of the
run. employees of CV. Elang Indonesia of Jember Regency.

According to Schaufeli et al (2012: 71-92) "Engagement F. Previous Research

is a positive, fulfilling, work-related state of mind that is
characterized by vigor, dedication, and absorption". In this Table 2 Previous Research
sense, the concept of engagement according to [18] is a Name Variables Results
positive, emotional and motivational state of mind Christyasari Perceived There is a role for
characterized by enthusiasm, dedication, and absorption. & Lestari organizational perceived
Based on this concept, it can be explained that engagement is (2017) support(X1), Self organizational
a strength that refers to energetic work, being sufficiently efficacy (X2), support (POS) and
ambitious to work hard, even in difficult situations. Work Engagement self efficacy in
(Y) predicting work
Work engagement is important because when it is linked engagement.
to behavior it will have a positive impact on individuals and Safariningsih, grit(X1), Self The results of this
organizations, for example when employees show high Rizan, & Efficacy (X2), study have a positive
energy, dedication and enthusiasm, this will equip individuals Handaru Work Engagement and significant effect
with the ability to cope with work demands and fatigue which (Y) on work engagement
will increase positive achievement. at work [16]. Work Baykal Workplace Positive relationship
engagement according to Fairnandha (2021: 923) is the skills (2019) Spirituality(X), between workplace
and desire of workers for the prosperity of the company, and Altruistic Love spirituality and work
their willingness to give a good effort, beyond what is needed (Z), and Work engagement
to realize the success of the company. Sukoco, et al [27] agree Engagement (Y)
by viewing work engagement as the degree of willingness to
unite oneself with work, invest time, ability and energy for III. RESEARCH METHODS
work and consider work as part of one's life.
A. Resarch Design
Based on the background in this study, explanatory
research is used to explain the relationship between the
positions of the variables studied and the influence of other
variables. This study uses multiple linear regression analysis.

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ISSN No:-2456-2165
B. Population and Sample Table 4 normality test results using the Kolmogorov-
This study uses a population of the employees of CV. Smirnov Test. The results of the data normality test show that
Elang Indonesia of Jember Regency. The samples used are all the value of Asym. Sig. is 0.197. This value is greater than the
employees with a total of 40 people. The method used in significance value which is 0.05 so that it can be said that the
sampling is saturated sample technique because the data in this study are normally distributed.
population is less than 100.
C. Multiple Linear Regression Analysis
C. Data Types and Data Sources
The type of data in this study is qualitative data which is Table 5. Results of Multiple Linear Regression Analysis
quantified and then processed using statistics. Research Regression Informatio
Sig
variable Coefficient n
The data sources used in this study are primary data Constant 5,883 - -
sources obtained from distributing questionnaires and Perceived
interviews while secondary data sources are obtained from Organizational 0.132 0.026 Significant
previous research data such as references to journals, books, Support (X1)
and websites related to this research topic. Self Efficacy
0.207 0.001 Significant
(X2)
IV. RESULT AND DISCUSSION Workplace
0.157 0.000 Significant
Spirituality (X3)
A. Data Instrumen Test
 Based on table 5, it shows that the significant value of
 Reliability Test the perceived organizational support variable is 0.026 <0.05,
the self efficacy variable is 0.001 <0.05, and the work
Table 3 Reliability Test Results engagement variable is 0.000<0.05.
Criteria D. Classic Asumption Test
Research Cronbach's
Cronbach's Info
Variable Alpha
Alpha  Multicollinearity
Perceived  Table 6. Multicollinearity Result
Organizational 0.783 >0.70 Reliable
Support (X1) Research Collinearity Statistics
Info
Self Efficacy variable Tolerance VIF
0.779 >0.70 Reliable
(X2) Perceived There is no
Workplace Organizational 0.822 1.217 multicollinearit
0.771 >0.70 Reliable
Spirituality (X3) Support (X1) y
Work There is no
0.768 >0.70 Reliable Self Efficacy
Engagement (Y) 0.809 1,236 multicollinearit
(X2)
y
Table 3 shows that the results of the Reliability test on Workplace There is no
the variables perceived organizational support, self efficacy, Spirituality 0.981 1.019 multicollinearit
workplace spirituality, and work engagement are said to be (X3) y
reliable because they have a Cronbach's Alpha value of more
than 0.70 which means reliability is acceptable.
Table 6 shows that each research variable does not have
B. Data Normality Test multicollinearity symptoms. The test results can be seen in the
VIF value of perceived organizational support (X1) is 1.217
Table 4 Data Normality Test Results <10, the VIF self efficacy value (X2) is 1.236 <10, and the
One-Sample Kolomogorov-Smirnov Test VIF workplace spirituality (X3) is 1.019. Based on the test
Research Cronbach's results, it can be said that in this study there is no
Unstandardized
variable Alpha multicollinearity in all of the independent variables.
N 40  Heteroscedasticity
Normal
Mean .000000000
Parameters
std. Deviation 2.22349264
Most Extreme
Absolute .115
Differences
Positive .115
Negative -.105
Kolmogorov-
.115
Smirnov Z
Asymp. Sig. (2-
.197 Fig 2 Heteroscedasticity Results
tailed)

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Volume 8, Issue 5, May – 2023 International Journal of Innovative Science and Research Technology
ISSN No:-2456-2165
Based on Figure 2, it shows that there are points that do  Researcher cannot fully control the answers of
not resemble a certain pattern and the points spread above and respondents who answered that they were not serious in
below the number 0, so that it is stated that there is no filling out the statements on the questionnaire.
heteroscedasticity in the regression model.  Researcher only analyzed the effect of perceived
organizational support, self efficacy, and workplace
E. Hypothesis Test (t test) spirituality so that there are other influences that can affect
The t test is used to test the constants of each work engagement.
independent variable to see whether the variables perceived  The population in this study is small and the researcher
organizational support (X1), self efficacy (X2), and workplace has not focused on the same (homogeneous) sample.
spirituality (X3) have a partial effect on the dependent
variable that is work engagement (Y). The basis for the VI. CONCLUSIONS
decision on the t test is to look at the value of t count > t table
or significance value. If the value is significant <0.05 then H0 Based on the results of data analysis and discussion, the
is rejected and Ha is accepted, whereas if the value is following conclusions can be obtained:
significant > 0.05 then Ha is accepted and H0 is rejected. The  The results of testing using multiple linear regression of
t table value in this study was obtained from α; degree of perceived organizational support (X1) have a positive and
freedom, α= 0.05 degree of freedom two-way test with significant effect of 0.026 partially on work engagement
condition n-k-1; 37-3-1 = 33. So that a value of 2.03452 is (Y) of CV. Elang Indonesia of Jember Regency, which
obtained as a comparison with the calculated t value. The means that when perceived organizational support
results of the t test can be seen in the following table: increases, work engagement will also increase and vice
versa.
Table 7 Hypothesis Testing  The results of testing using multiple linear regression self
efficacy (X2) have a positive and significant effect of
Research 0.001 partially on work engagement (Y) of CV. Elang
t table t count Sig Info
variable Indonesia of Jember Regency, which means that when
Perceived self efficacy increases, work engagement will also
2.0345 H0 is
Organizationa 2,338 0.026 increase and vice versa.
2 rejected
l Support (X1)  The results of testing using multiple linear regression
Self Efficacy 2.0345 H0 is spirituality workplace (X3) have a positive and significant
3,626 0.001
(X2) 2 rejected effect of 0.000 partially on work engagement (Y) of CV.
Workplace Elang Indonesia of Jember Regency, which means that
2.0345 H0 is
spirituality 5,464 0.000 the Workplace Spirituality increases, so work engagement
2 rejected
(X3) will also increase and vice versa.

Based on the research results and conclusions in this

Based on Table 7. The t test (Partial Test) shows that all study, there are several suggestions given for the good of
independent variables have a t count > t table with a further research, as follows:
significance level of <5%, so that all zero hypotheses or H0  For Companies (CV. Elang Indonesia of Jember
hypotheses are rejected and the research hypothesis Ha is Regency)
accepted. This means that the variables perceived  CV. Elang Indonesia of Jember Regency is expected to be
organizational support (X1), self efficacy (X2), and workplace able to provide positive perceived organizational support
spirituality (X3) partially have a significant effect on the work for employees so that employees feel cared for in the
engagement variable (Y). The results of the partially influence welfare of the company.
between the independent variable (X) on the dependent  CV. Elang Indonesia of Jember Regency is expected to be
variable (Y) are as follows: able to increase employee self efficacy so that employees
H0: Perceived organizational support, self efficacy, and are more confident in their abilities by knowing that their
workplace spirituality have no partially significant effect on abilities will maximally carry out the tasks given by the
work engagement on CV. Elang Indonesia of Jember company and the goals of the company will be achieved.
Regency. In addition, employees will have high work engagement.
H1: Perceived organizational support, self efficacy, and  CV. Elang Indonesia of Jember Regency is expected to be
workplace spirituality partially have a significant effect on able to increase workplace spirituality in the company.
work engagement on CV. Elang Indonesia of Jember When viewed from the other three variables, this
Regency. workplace spirituality variable has a positive value that is
perceived by employees. Therefore, the company needs to
V. RESEARCH LIMITATIONS increase it so that employees will be more engaged with
their work.
There were some research limitations experienced
during this research were conducted so that the results of this  For Further Researchers
study may be said to be still not completely accurate and Future researchers are expected to be able to conduct
perfect (100%), including the following: research on larger companies with larger population numbers
so that they can be used as comparisons. Then the next

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ISSN No:-2456-2165
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