Tri Djatmiko, Arif Partono Prasetio, Elvira Azis


The purpose of the study is to examine the impact of the effects of human resources practice (HRP) on employee engagement in Indonesia through the mediation of and perceived organizational support (POS). Recently, employee engagement has been a decline, and the organization has to take action to seek out what are the main factors that can help to stop the negative trend. Data collected using a questionnaire distributed to an individual who worked in private & public organizations in Bandung. It took 3 months to collect 350 responses. And from 250 valid participants, the study found that HRP and POS were a significant predictor of employee engagement. Employee whose perceived effective human resources practice and receive support from the organization, have stronger engagement. This study also found that POS mediate the relationship, which means that HR managers should be conducted in a way that provides convenience so that employees can perform better in their job. The limitation of the study is based on cross-sectional data and using self-reports for independent and dependent variables. The practical implication of the study is that since HRP and POS were found to influence engagement, this provides a model for management regarding important factors that can be enhanced to increase employee engagement. This study also provides a wider discussion regarding the impact of HRP and POS on engagement which still limited in a local domain. Future studies are suggested to cover more detailed participants from large organizations or certain industries to gather homogenous information regarding HRP, POS, and engagement. Besides, scholars could also implement deeper analysis using other statistical methods like Structural Equation Model. Lastly, future research can also examine other work behavior such as job satisfaction, organizational commitment, and leadership style which believed to have a great impact on engagement.


employee engagement; human resource practice; perceived organizational support

Full Text:



Adresi, A. A. and Darun, M. R. 2017. Determining relationship between strategic human resource management practices and organizational commitment. International Journal of Engineering Business Management, Vol. 9, 1–9.

Ahmed, I. and Nawaz, M. M. 2015. Antecedents and outcomes of perceived organizational support: a literature survey approach. Journal of Management Development, Vol. 34, Iss 7 pp. 867 – 880. http://

Albrecht, S. L. and Marty, A. 2017. Personality, self-efficacy, and job resources and their associations with employee engagement, affective commitment, and turnover intentions. The International Journal of Human Resource Management, 1–25. doi:10.1080/ 09585192.2017.1362660

Al-dalahmeh, M., Masa’deh, R., Khalaf, R. K. A., and Obeidat, B. Y. 2018. The Effect of Employee Engagement on Organizational Performance Via the Mediating Role of Job Satisfaction: The Case of IT Employees in Jordanian Banking Sector. Modern Applied Science, Vol. 12, No. 6, 17-43.

Ang, S. H., Bartram, T., McNeil, N., Leggat, S. G., Stanton, P. 2013. The effects of high-performance work systems on hospital employees work attitudes and intention to leave: A multi-level and occupational group analysis. The International Journal of Human Resource Management, 24(16), 3086-3114. DOI: 10.1080/09585192.2013.775029.

Anitha, J. 2013. Determinants of employee engagement and their impact on employee performance. International Journal of Productivity and Performance Management, Vol. 63 No. 3, 308-323.

Asif, M., Qing, M., Hwang, J.S., and Shi, H. 2019. Ethical Leadership, Affective Commitment, Work Engagement, and Creativity: Testing a Multiple Mediation Approach. Sustainability, 11 (16), 4489. doi:10.3390/su11164489.

Aybas, M. and Acar, A. C. 2017. The Effect of Human Resource Management Practices on Employees’ Work Engagement and the Mediating and Moderating Role of Positive Psychological Capital. International Review of Management and Marketing, 7 (1), 363-372.

Buil, I., Martínez, E., and Matute, J. 2018. Transformational leadership and employee performance: The role of identification, engagement, and proactive personality. International Journal of Hospitality Management. doi:10.1016/j.ijhm.2018.06.014.

Dai, K., and Qin, X. 2016. Perceived Organizational Support and Employee Engagement: Based on the Research of Organizational Identification and Organizational Justice. Open Journal of Social Sciences, 46-57.

Eisenberger, R., Armeli, S., Rexwinkel, B., Lynch, P. D., Rhoades, L. 2001. Recipro-cation of perceived organizational support. Journal of Applied Psychology, 86, 42–51.

Espinoza-Parra, S., Molero, F., and Fuster-Ruizdeapodaca, M. J. 2015. Transformational leadership and job satisfaction of police officers (carabineros) in Chile: The mediating effects of group identification and work engagement. Revista de Psicología Social, 30:3, 439-467, DOI: 10.1080/ 02134748.2015.1065087.

Garg, N. 2017. Workplace Spirituality and Organizational Performance in Indian Context: Mediating Effect of Organizational Commitment, Work Motivation, and Employee Engagement. South Asian Journal of Human Resources Management, 4, 2, 1– 21.

Haar, J. M., Roche, M., Brummelhuis, L. T. 2017. A Daily Diary Study of Work-Life Balance in Managers: Utilizing A Daily Process Model. The International Journal of Human Resource Management, Volume 29, Issue 18, 2659-2681.

Hayes, A. F. 2018. Introduction to Mediation, Moderation, and Conditional Process Analysis: A Regression-Based Approach, 2nd Edition. New York: The Gilford Press.

HetalJani and Balyan, R. K. 2016. Impact of Employee Perceive HR Practices on Employee Engagement. Journal of Business Management and Social Sciences Research, Vol. 5, No.9, 258-261.

Hewitt, Aon. 2017. 2017 Trends in Global Employee Engagement Global anxiety erodes employee engagement gains.

Jain, R. and Premkumar, R. 2011. HRD Practices in Indian Organizations and Their Impact on ‘Productivity’ of Human Resources: An Empirical Study. Management and Labour Studies, Vol. 36 No. 1, 5- 30.

Karatepe, O. M. 2013. High-performance work practices and hotel employee performance: The mediation of work engagement. International Journal of Hospitality Management, 32, March, 132–140.

Kinicki, A. and Fugate, M. 2016. Organizational Behavior: A Practical Prolem Solving Approach. New York: McGraw-Hill.

Kovjanic, S., Schuh, S. C., and Jonas, K. 2013. Transformational leadership and performance: An experimental investigation of the mediating effects of basic needs satisfaction and work engagement. Journal of Occupational and Organizational Psychology, doi:10.1111/joop.12022.

Lee, H. and Chui, J. 2019. The mediating effect of interactional justice on human resource practices and organizational support in a healthcare organizaand Performance, Vol. 6 No. 2, pp. 129-144. https://

Lee, J., and Peccei, R. 2007. Perceived organizational support and affective commitment: The mediating role of organization-based self-esteem in the context of job insecurity. Journal of Organizational Behavior, 28, 661–685.

Marescaux, E., Winne, S. D., and Sels, L. 2013. HR Practices and HRM Outcomes: The Role of Basic Need Satisfaction. Personnel Review, Volume 42, Number 1, 4-27.

Mayes, B. T., Finney, T. G., Johnson, T. W., Shen, J., and Yi, L. 2016. The effect of human resource practices on perceived organizational support in the People’s Republic of China. The International Journal of Human Resource Management, DOI: 10.1080/ 09585192.2015.1114768.

McShane, S. L. and Von Glinow, M. A. 2018. Organizational behavior: Emerging knowledge. Global Reality (8th ed. New York, NY: McGraw-Hill.

Murthy, R. 2017. Perceived Organizational Support and Work Engagement. International Journal of Applied Research, Volume 3, Number 7, 738-740.

Noe, R. A., Hollenbeck, J. R., Gerhart, B., and Wright, P. M. 2011. Fundamentals of Human Resource Management, 4th Edition. New York:McGraw-Hill.

Perko, K., Kinnunen, U., Tolvanen, A., and Feldt, T. 2016. Back to Basics: The Relative Importance of Transformational and Fair Leadership for Employee Work Engagement and Exhaustion. Scandinavian Journal of Work and Organizational Psychology, 1(1): 6, 1–13, DOI: sjwop.8.

Pohl, S., Vonthron, A. M., and Closon, C. 2017. Human resources practices as predictors of organizational citizenship behaviour: The role of job breadth and organizational support. Journal of Management and Organization, doi:10.1017/jmo.2017.14

Saks, A. M. 2006. Antecedents and consequences of employee engagement. Journal of Managerial Psychology, Vol. 21 No. 7, 600-619. DOI: 10.1108/ 02683940610690169.

Schaufeli, W. B., Salanova, M., Gonzals-Roma, V., and Bakker A. B. 2002. The measurement of Engagement and Burnout: A Two Sample Confirmatory Factor Analytic Approach. Journal of Happiness Studies, 3: 71–92.

Shantz, A., Alfes, K., and Latham, G. P. 2014. The Buffering Effet of Perceived Organizational Support on the Relationship between Work Engagement and Behavioral Outomes. Human Resource Management, Vol. 55, Iss 1, 25-38DOI:10.1002/hrm.21653.

Shepell, Morneau. 2018. Human Resources Trends for 2019 Insights on what HR leaders are expecting in the coming year. Summary report, October 2018.

Snell, S. and Bohlander, G. 2013. Managing Human Resources, 16th Edition. USA: South-Western Cengage Learning.

Stiles, K. 2018. 10 Employee Engagement Trends 2018. [On Line]. From: employee-engagement-trends/.

Sun, L. and Bunchapattanasakda, C. 2019. Impact of Strength of Human Resource Management System on Perceived Organizational Support. International Journal of Business and Management, Vol. 14, No. 3, 60-68. DOI:10.5539/ijbm.v14n3p60.

Tang, R. L., Restubog, S. L. D., Rodriguez, J. A. C., and Cayayan, P. L. T. 2006. The Impact of Human Resource Management Practices on Organizational Commitment: Investigating the Mediating Roles of Perceived Organizational Support and Procedural Justice. Philippine Journal of Psychology, Vol 39 No 1, 146-174.

Tessema, M. T., Ready, K. J., and Embaye, A. B. 2013. The Effects of Employee Recognition, Pay, and Benefit on Job Satisfaction: Cross Country Evidence. Journal of Business and Economics, Vol. 4, No. 1, 1- 12.

Zacher, H. and Winter, G. 2011. ÿþ Eldercare demands, strain, and work engagement: The moderating role of perceived organizational support. Journal of Vocational Behavior, Vol. 79, 667-680. 10.1016/j.jvb.2011.03.020.

Zhong, L., Wayne, S. J., and Liden, R. C. 2015. Job Engagement, Perceived Organizational Support, High-Performance Human Resource Practices, and Cultural Value Orientations: A Cross-Level Investigation. Journal of Organizational Behavior, Volume 37, Issue 6, 823-844. DOI: 10.1002/job.2076.



  • There are currently no refbacks.