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THE INFLUENCE OF WORKLOAD AND PERCEIVED ORGANIZATIONAL

SUPPORT ON EMPLOYEE PERFORMANCE WITH COLLECTIVE

ORGANIZATIONAL ENGAGEMENT AS A MEDIATING VARIABLE

(A STUDY ON THE DEPARTMENT OF COMMUNITY AND VILLAGE

EMPOWERMENT IN DEMAK)

Muhammad Labib Khoirul Anwar

, Edy Raharja

Faculty of Economics and Business Diponegoro University, Semarang, Indonesia

[email protected]

, [email protected]

ABSTRACT

Human Resources is the most decisive factor in every organization because in addition to human

resources as one of the elements of the nation's competitive strength it is also the main determinant,

therefore human resources must have high competence and performance for the progress of the

organization. The purpose of this study is to compare or find out in research as follows: The Effect of

Workload and Perceived Organizational Support on Employee Performance With Collective

Organizational Engagement as a Mediation Variable does it result in maximum employee performance ,

high morale from employees but also higher workload then performance will decrease and if the value

of the workload is low then the employee's performance increases . The method used in this research is

quantitative, namely using a representative sample to answer each statement submitted and using a

questionnaire to collect research data. The research sample consisted of 134 Demak Dinpermades

employees with a minimum working period of one year . The research analysis tool uses AMOS 24.00

software with the SEM method. The results of this study state that there is no significant relationship

between workload and employee performance. The results of this study state that there is a positive

relationship between perceptions of organizational support on employee performance. This is supported

by a positive estimation parameter data value of 0.973 and also a probability value of 0.000 (p <0.05).

The results of this study state that there is a positive relationship between workload and collective

organizational involvement . The results of this study state that there is no significant influence between

perceptions of organizational support on employee performance through collective organizational

involvement . This is supported by the value of t count data of 1.282 and t table of 1.978.

Keywords: Workload; Percieved Organizational Support; Employee Performance; Collective

Organizational Engagement; Dinpermades Demak Employee

INTRODUCTION

Human Resources is the most decisive factor in any organization because in addition to

human resources as one element of the strength of the nation's competitiveness is also the main

determinant, (Crouch & Ritchie, 1999) therefore human resources must have high competence and

performance for the progress of the organization, for this reason, careful planning is needed so

that the company's activities can run in an integrated and directed manner in realizing the desired

goals, One way is by improving the performance of human resources.

Based on producing maximum employee performance, it takes a high mental or high

morale from employees but also the higher the workload, the performance will decrease and if

the workload value is low, employee performance increases (Konstantinou et al., 2018).

Perceived organizational support (POS) is the degree to which employees believe their

contributions and well-being are valued by the organization (Robbins & Judge, 2008). According to

(Baliartati, 2017) Perceived organizational support (POS) and values adopted are important

factors for changing employee behavior, one of which is POS is the perception of an employee

regarding the extent to which the organization assesses employee contributions and cares about

employee welfare (Noor, 2021).

In addition to the background described above, some studies provide inconsistent results

below, so the intervening variable is proposed, namely Collective Organizational Engagement.

Based on the research gap, the results of the study are different, besides that the researcher also

analyzes from a sample company data that there is still a mismatch between theory and fact,

The Influence Of Workload And Perceived Organizational Support On Employee Performance With

Collective Organizational Engagement As A Mediating Variable (A Study On The Department Of

Community And Village Empowerment In Demak)

660 Return: Study of Economic And Business Management, Vol 2 (7), Juuly 2023

therefore this study will reanalyze employee performance. In addition, the importance of

employee performance to the progress of the company because it can improve the company's

economy by increasing and empowering human resources in employee performance makes this

research important to be researched. The gap phenomenon in this study is a decrease in employee

performance which indicates a high workload, impacting on low HR performance. This requires

an objective attitude from management in implementing organizational strategies such as

involving employees in determining work goals, specifying how to achieve those goals and setting

targets in this engagement will build high HR performance for the organization.

The Effect of Workload on Employee Performance.

According to Lisnayetti and Hasanbasari (2009) in (Rolos et al., 2018) there is a

relationship between Workload and Employee Performance, high workload will cause a lack of

performance where it can be explained that the higher the workload received by an employee will

affect the performance of the employee, as well as the definition of workload that workload is

defined as a responsibility or task given by employees that must be completed according to the

specified time in order to achieve it The purpose of the organization or company, therefore

workload is very important for a company with effective workload the company can find out to

what extent its employees can be given the maximum workload and the extent of its influence on

the performance of the company itself.

H1 : Workload has a positive effect on Employee Performance

The effect of percieved organization support on employee performance.

According to Rhoades &; Eisenberger in Artiko et al (2015), Percieved Organizational

Support is the perception of organizational support, referring to the perception of employees

about the extent to which the organization through their contributions and care about their welfare

is very influential in employee performance in the company.

According to Sinambela, et al (2012) suggest that employee performance is defined as the

ability of employees to do certain skills, employee performance is very necessary because with

this performance it will be known how far the ability of employees to carry out the tasks imposed

on them, in this case the support of an organization has a positive effect on achieving an

organizational goal (Sinambela, 2012).

H2 : POS Has a Positive Effect on Employee Performance

How Workload Affects Collective Organizational Engagement

According to (Sumarni, 2010), workload is a set or number of activities that must be

completed by an organizational unit or office holder within a certain period of time. Collective

Organizational Engagement arises as a positive response from employees to good support from

the organization. Due to workplace engagement, employees perform better and organizational

efficiency is improved. So that the workload can affect the collective perception of organizational

members in the division and demands of work. Employee engagement refers to individual

engagement towards work whereas organizational engagement argues about individual

motivation towards organizational goals (Ali Malik et al., 2020).

H3: Workload Positively Affects Collective Organizational Engagement

The effect of percieved organizational support on collective organizational engagement

According to Rhoades &; Eisenberger in Artiko et al (2015), Percieved Organizational

Support is the perception of organizational support, referring to the perception of employees

about the extent to which the organization through their contributions and care about their welfare

is very influential in employee performance in the company. Organizations generally provide

employees with positive forms of support such as recognition, respect, fair treatment, salary,

promotion, voting rights, access to information, and other support that can improve job

performance and well-being (Ariarni & Afrianty, 2017).

H4 : Percieved Organizational Support Positively Affects Collective Organizational Engagement

The Influence Of Workload And Perceived Organizational Support On Employee Performance With

Collective Organizational Engagement As A Mediating Variable (A Study On The Department Of

Community And Village Empowerment In Demak)

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The Effect of Collective Organizational Engagement on Employee Performance

Collective Organizational Engagement is a firm-level construct and indicator of the overall

motivational environment within the company, and thus has a more descriptive focus (Barrick et

al., 2015; Rich et al., 2010). Sirmon et al. (Sirmon et al., 2007) argue that with the strategy of top

managers in their actions to encourage collective organizational involvement, which, in turn,

creates increased value for the company indicated by improved company performance.

Engagement can be thought of as an organization-level construct that is influenced by motivation-

focused organizational practices that represent enterprise-level resources.

H5: Collective Organizational Engagement Positively Affects Employee Performance

RESEARCH METHOD

The type of research used in this study is quantitative, Primary data in this study is obtained

by researchers as original data collected according to the purpose of the study by conducting

surveys or observations Dinpermades, Demak (Klein & Kozlowski, 2000). The population in this

study was all employees working at Dinpermades where there were 134 respondents. The total

sample used was the total of Dinpermades employees totaling 134 respondents. The variables in

this study are workload (X

), percieved organizational support (X

), employee performance (Y),

collective organizational engagement (Z).

Testing the validity and reliability of the research questionnaire before the overall

dissemination will be tested, 30 samples will be tested using SPSS. A data variable can be declared

valid if the value of the loading factor ≥ 0.50, while a variable will be declared reliable if the

value of construct reliability (cr) > 0.70 (Ghozali, 2017). After sample testing, invalid or reliable

question items will be eliminated immediately. According to (Malhotra Naresh & Dash, 2016), to

measure questions using the Likert scale from 1 to 5 is as follows:

Strongly disagree = score 1

Disagree = score 2

Neutral = score 3

Agree = score 4

Strongly agree = score 5

Data Collection Methods

Data collection in this study will later be disseminated using questionnaires or

questionnaires to Dinpermades employees totaling 134 respondents. The process of distributing

questionnaires is carried out by sharing google form links to people through social media. The

data analysis used in this study is SEM (Structural Equation Modelling) using IBM SPSS Amos

software. The purpose of data analysis is to process data into information to analyze how the

influence of Workload and Percieved Organizational Support on Employee Performance with

Collective Organizational Engagement as a mediation variable.

Table 1 Goodness of Fit Index

Goodness of Fit Index

Cut – off Value

X² - Chi Square

< df, a =0,05

Significance Probability

≥ 0,05

RMSEA

≤ 0,08

GFI

≥ 0,09

AGFI

≥ 0,09

TLI

≥ 0,95

CMN/DF

≤ 2,00

CFI

≥ 0,95

The Influence Of Workload And Perceived Organizational Support On Employee Performance With

Collective Organizational Engagement As A Mediating Variable (A Study On The Department Of

Community And Village Empowerment In Demak)

662 Return: Study of Economic And Business Management, Vol 2 (7), Juuly 2023

Measurement

To conduct this study, we conducted quantitative data processing with the help of Sofwahare

AMOS 24.00 to test the influence of each research variable used in this study, test research

hypotheses, theoretical implications, managerial implications and research conclusions. The

subjects / respondents of this study are Dinpermades, Demak. From the results of the distribution

of questionnaires carried out, as many as 134 respondents. The census method is used in the

determination of s

RESULTS AND DISCUSSION

Descriptive Analysis of Research

This study used Structural Equation Model (SEM) data analysis operated with Amos

software version 24. The results of the Structural Equation Model (SEM) testing will be described

as follows :

Normality Test

Table 2 Data Normality Test

Variable

Min

Max

skew

c.r.

kurtosis

c.r.

Z1.1

-0.243

-1.147

-0.641

-1.515

Z1.2

-0.452

-2.134

-0.132

-0.312

Z1.3

-0.437

-2.066

-0.068

-0.161

Z1.4

-0.667

-3.152

0.871

2.059

Y1.5

-0.454

-2.145

-0.706

-1.667

Y1.4

-0.407

-1.925

-0.667

-1.577

Y1.3

-0.142

-0.673

-0.605

-1.431

Y1.2

-0.555

-2.621

-0.654

-1.545

Y1.1

-0.725

-3.425

-0.488

-1.153

X2.1

-0.317

-1.498

-0.657

-1.552

X2.2

-1.189

-5.619

0.398

0.941

X2.3

-0.738

-3.486

-0.441

-1.043

X2.4

-0.903

-4.267

-0.217

-0.512

X2.5

-0.547

-2.587

-0.695

-1.642

X1.1

0.065

0.307

-0.68

-1.606

X1.2

-0.274

-1.296

-0.637

-1.505

X1.3

-0.554

-2.617

0.624

1.474

X1.4

-0.441

-2.086

-0.731

-1.727

X1.5

-0.217

-1.025

-0.632

-1.494

Multivariate

28.491

5.838

Source : Processed Primary Data (2023)

Based on the data above, it can be seen that the critical ratio (c.r) value indicator in

skewness and kurtosis is not greater than 2.58, so it can be concluded that the variable indicators

of research data are univariately normal. While the multivariate normality test in this study was

5.838 greater than 2.58 so it was assumed to be abnormal.

Uji Outlier

The multivariate outlier test was performed by looking at the value of mahalanobis distance

squared with p levels < 0.001. The variable indicators in this study amounted to 19 items, based

on the calculation of the CHIINV formula in the excel program by entering the probability and

number of variable indicators obtained a value of 43,820. So that the data will be declared an

outlier if the expensive value of distance squared is above 43,820.

The Influence Of Workload And Perceived Organizational Support On Employee Performance With

Collective Organizational Engagement As A Mediating Variable (A Study On The Department Of

Community And Village Empowerment In Demak)

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Table 3 Outlier Normality Testing

Observation number

Mahalanobis d-squared

Responden 117

35.781

0.011

0.78

Responden 60

35.395

0.013

0.501

Responden 63

35.229

0.013

0.257

Responden 62

34.753

0.015

0.142

Responden 7

34.337

0.017

0.076

Responden 89

34.298

0.017

0.027

Responden 73

32.47

0.028

0.079

Responden 77

31.854

0.032

0.071

Responden 59

30.706

0.043

0.131

Responden 58

30.589

0.045

0.079

Source : Processed Primary Data (2023)

Based on the data above, it can be seen that there is no data with a value above 43,820. So it can

be concluded that the 134 data have no outliers.

Test Validity and Reliability

The results of validity and reliability tests on each variable can be known in the table below:

Table 4 Validity and Reliability Test Results

Variable

Item

Factor Loading

Construct Reliability

Workload

X1.1

0.544

0.739

X1.2

0.635

X1.3

0.548

X1.4

0.685

X1.5

0.591

Percieved

Organization

Support

X2.1

0.583

0.814

X2.2

0.703

X2.3

0.782

X2.4

0.654

X2.5

0.691

Employee

Performance

Y1.1

0.806

0.813

Y1.2

0.708

Y1.3

0.659

Y1.4

0.615

Y1.5

0.619

Collective

Organizational

Engagement

Z1.1

0.691

0.791

Z1.2

0.711

Z1.3

0.704

Z1.4

0.683

Source : Processed Primary Data (2023)

The Influence Of Workload And Perceived Organizational Support On Employee Performance With

Collective Organizational Engagement As A Mediating Variable (A Study On The Department Of

Community And Village Empowerment In Demak)

664 Return: Study of Economic And Business Management, Vol 2 (7), Juuly 2023

Data variable indicators can be declared valid if the value of the loading factor is ≥0.50,

while a variable will be declared reliable if the value of construct reliability (cr) >0.70 (Ghozali,

2017). Based on the data above, it can be concluded that the data is valid and reliable.

Structural Model Analysis

In the analysis of the measurement model, it is carried out with a goodness test of fit indices.

The criteria are chi-square, GFI, AGFI, TLI, RMSEA, and NFI (Jung et al., 2015; Schreiber,

2017). The first test analysis can be said that the analyzed model is not good. This is because

almost all indicators used have not met the criteria for cut of value values, namely GFI, AGFI,

TLI, NFI has a limit of > 0.90 while for RMSEA with a limit of <0.08 and chi-square with a limit

of ≥ 0.05. To find out the results of the chi-square, it is done by looking at the df 134 table with

a significance level of 0.05, the result is 1.974. In measurement models that are not good, it is

necessary to modify indices in amos software by connecting errors that have the largest value

of the correlation value between errors and the results can be seen in the following table .

Table 5 Goodness Of Fit Indices Test with Modification

Goodness of Fit Indicies

Cut of Value

Result

Information

Chi-square

< 162,015

132.776

Good

GFI

> 0,90

0.914

Good

AGFI

> 0,90

0.901

Good

TLI

> 0,90

0.980

Good

RMSEA

< 0,08

0.028

Good

NFI

> 0,90

0.921

Good

Source : Primary Data processed (2023)

Based on the data above, it can be seen that the results of the goodness of fit indices test

with chi-square, GFI, AGFI, TLI, RMSEA, and NFI criteria can be said to be good because, it

has met the predetermined limit criteria

Hypothesis Testing

This stage has the aim of seeing the variables studied whether there is a significant

influence. Based on analysis data using amos version 24, the results of the hypothesis test are

known which is a test of the relationship between the following research variables.

The Influence Of Workload And Perceived Organizational Support On Employee Performance With

Collective Organizational Engagement As A Mediating Variable (A Study On The Department Of

Community And Village Empowerment In Demak)

Return: Study of Management, Economic and Bussines, Vol. 2 (7), July 2023

665

Table 6

Test the Hypothesis

Hypothesis

Estimation

S.E.

Border

Information

There is a positive

influence of workload on

employee performance

0.112

0.177

0.526

0,05

Not Accepted

There is a positive

influence of percieved

organization support on

employee performance

0.973

0.211

0.000

0,05

Accepted

There is a positive

influence of workload on

collective organizational

engagement

0.926

0.218

0.000

0,05

Accepted

There is a positive

influence of percieved

organization support on

collective organizational

engagement

0.163

0.246

0.508

0,05

Not Accepted

There is a positive

influence of collective

organizational

engagement on

employee performance

0.403

0.13

0.002

0,05

Accepted

Source: Processed Primary Data (2023)

Table 7 Test Hypotheses with Mediation

Hipotesis

T Count

Table

Information

There is a positive influence of workload

on employee performance through collective

organizational engagement

1.544

1.978

Not Accepted

There is a positive influence of perceived

organization support on employee performance

through collective organizational engagement

1.282

1.978

Not Accepted

Source: Processed Primary Data (2023)

The Effect of Workload Variables on Employee Performance

From the results of this research states that there is no significant relationship between

workload and employee performance. This is supported by the value of the positive estimation

parameter data of 0.112 which is smaller and also the probability value of 0.526 (p<0.05).

The Effect of Percieved Organization Support Variables on Employee Performance

The results of this study state that there is a positive relationship between percieved

organization support on employee performance. This is supported by the value of the positive

estimation parameter data of 0.973 and also the probability value of 0.000 (p<0.05).

The effect of workload variables on collective organizational engagement

From the results of this study states that there is a positive relationship between workload

and collective organizational engagement. This is supported by the value of the positive

estimation parameter data of 0.926 and also the probability value of 0.000 (p<0.05). This shows

The Influence Of Workload And Perceived Organizational Support On Employee Performance With

Collective Organizational Engagement As A Mediating Variable (A Study On The Department Of

Community And Village Empowerment In Demak)

666 Return: Study of Economic And Business Management, Vol 2 (7), Juuly 2023

that if the workload received by employees increases or decreases, it will affect collective

organizational engagement.

Effect of Percieved Organization Support Variables on Collective Organizational

Engagement

The results of this study stated that there was no significant relationship between percieved

organization support on collective organizational engagement. This is supported by the value of

positive estimation parameter data of 0.163 and also the probability value of 0.508 (p<0.05).

The Effect of Collective Organizational Engagement Variables on Employee Performance

From the results of this research states that there is a positive relationship between

collective organizational engagement on employee performance. This is supported by the value

of the positive estimation parameter data of 0.403 and also the probability value of 0.002 (p<0.05).

The influence of workload variables on employee performance through collective

organizational engagement

The results of this research stated that there was no significant influence on the relationship

of workload to employee performance through collective organizational engagement. This is

supported by the value of the data t count is 1.544 and t table is 1.978. This explains that the size

of the workload received by employees will not affect the performance of these employees or

through collective organizational engagement.

The influence of percieved organization support variables on employee performance

through collective organizational engagement

The results of this research stated that there was no significant influence on the relationship

of percieved organization support on employee performance through collective organizational

engagement. This is supported by the value of the data t count is 1.282 and t table is 1.978. This

explains that the size of percieved organization support provided to influence employee

performance through collective organizational engagement will not be effective.

CONCLUSION

The research indicate that workload has an insignificant effect on employee performance,

while perceived organizational support has a significant positive impact on employee

performance. Workload does significantly affect collective organizational engagement, but

perceived organizational support does not show a significant effect on collective organizational

engagement. Collective organizational engagement, however, has a significant positive influence

on employee performance. Additionally, the study suggests that workload does not affect

employee performance through collective organizational engagement, and perceived

organizational support does not influence employee performance through collective

organizational engagement effectively. Therefore, it is essential for organizations to focus on

providing positive support and fostering collective engagement to enhance employee performance

effectively..

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