Exploring the Interplay of Perceived Organizational Support, Fringe Benefits, Work Resilience, and Self-Efficacy in Predicting Employee Performance
Main Article Content
Cindy Pramita*
Budi Eko Soetjipto
In an era of increasingly dynamic business competition, improving employee performance is a top priority for organisations. One strategic approach that has been widely researched is Perceived Organizational Support (POS), which is the employee's perception of the extent to which the organisation values their contribution and cares about their well-being. This study aims to explore the relationship between POS, fringe benefits, work resilience, and self-efficacy in predicting employee performance. This study uses a qualitative approach through a systematic literature study of various relevant national and international scientific journals. The results show that POS has a positive effect on employee performance, and this effect is mediated by the presence of fringe benefits. Meanwhile, work resilience and self-efficacy act as moderator variables that strengthen the relationship between POS and performance. The implications of this study emphasise the importance of organisations in creating a supportive work environment, providing competitive benefits, and empowering the psychological aspects of employees to increase work productivity in a sustainable manner. The findings can serve as a basis for developing more effective and long-term orientated human resource management strategies.
Ahli, R., Hilmi, M. F., & Abudaqa, A. (2024). Moderating effect of perceived organizational support on the relationship between employee performance and its determinants: A case of entrepreneurial firms in uae. Aptisi Transactions on Technopreneurship (ATT), 6(2), 199–212.
Bandura, A., & Wessels, S. (1997). Self-efficacy. Cambridge University Press Cambridge.
Chen, I.-S., & Fellenz, M. R. (2020). Personal resources and personal demands for work engagement: Evidence from employees in the service industry. International Journal of Hospitality Management, 90, 102600.
Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71(3), 500–507.
Farooqi, M. T. K., Ahmed, S., & Ashiq, I. (2019). Relationship of Perceived Organizational Support with Secondary School Teachers’ Performance. Bulletin of Education and Research, 41(3), 141–152.
Islam, T., & Ahmed, I. (2018). Mechanism between perceived organizational support and transfer of training: Explanatory role of self-efficacy and job satisfaction. Management Research Review, 41(3), 296–313.
Jelita, F., Harahap, K., & Siregar, O. M. (2024). Pengaruh Perceived Organizational Support dan Pengaruh Komunikasi Interpersonal terhadap Kinerja Karyawan: (Studi pada Perumda Tirta Terubuk Kabupaten Bengkalis). TRANSEKONOMIKA: AKUNTANSI, BISNIS DAN KEUANGAN, 4(3), 207–214. https://doi.org/10.55047/transekonomika.v4i3.635
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
Maan, A. T., Abid, G., Butt, T. H., Ashfaq, F., & Ahmed, S. (2020). Perceived organizational support and job satisfaction: a moderated mediation model of proactive personality and psychological empowerment. Future Business Journal, 6, 1–12.
Marhaenis, A. B. (2024). Antecedents of Work Performance in The Industry and Organizations Realm in Indonesia. JOURNAL OF HUMANITIES, SOCIAL SCIENCES AND BUSINESS, 3(4), 846–856. https://doi.org/10.55047/jhssb.v3i4.1191
Mohamed, S. A., & Ali, M. (2015). The influence of perceived organizational support on employees’ job performance. International Journal of Scientific and Research Publications, 5(4), 1–6.
Ng, T. W. H., & Sorensen, K. L. (2008). Toward a further understanding of the relationships between perceptions of support and work attitudes: A meta-analysis. Group & Organization Management, 33(3), 243–268.
Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support: A review of the literature. Journal of Applied Psychology, 87(4). https://doi.org/10.1037/0021-9010.87.4.698
Salau, A. N. (2022). Perceived organisational support and employee performance: The moderating role of organisational culture. Iconic Research And Engineering Journals, 6(2), 172–179.
Salau, A., Salau, A., & Olanipekun, L. (2023). Job Insecurity on Employees Performance with Mediating Role of Perceived Organisational Support in Stockbroking Firms in Lagos State. 6, 627–637.
Shaheen, S., Bukhari, I., & Adil, A. (2016). Moderating role of psychological capital between perceived organizational support and organizational citizenship behavior and its dimensions. International Journal of Research Studies in Psychology, 5(2). https://doi.org/10.5861/ijrsp.2016.1375
Ten Brummelhuis, L. L., & Bakker, A. B. (2012). A resource perspective on the work–home interface: The work–home resources model. American Psychologist, 67(7), 545.
Walumbwa, F. O., & Hartnell, C. A. (2011). Understanding transformational leadership–employee performance links: The role of relational identification and self?efficacy. Journal of Occupational and Organizational Psychology, 84(1), 153–172.
Wargoputri, A. I., Wahyuningsih, R. S. H., & Surwanti, A. (2024). Optimizing Job Performance Through Perceived Organizational Support and Self Efficacy: The Mediating Role of Work Engagement. Jurnal Aplikasi Bisnis Dan Manajemen (JABM), 10(3), 780.
Wen, Y., Chen, H., Pang, L., & Gu, X. (2020). The relationship between emotional intelligence and entrepreneurial self-efficacy of Chinese vocational college students. International Journal of Environmental Research and Public Health, 17(12), 4511.
