ISSN 2477-1686
Vol. 10 No. 17 September 2024
Generasi Z dan Tempat Kerja:
Memahami Peran Perceived Organizational Support
Oleh:
Gita Widya Laksmini Soerjoatmodjo
Program Studi Psikologi, Universitas Pembangunan Jaya
Persepsi dukungan organisasi (perceived organizational support) dipahami sebagai “the degree to which refers to employees’ perceptions that the organization values their contributions and cares about their well-being” (Eisenberger et al., 2024, hal. 120). Dengan kata lain, hal tersebut dimaknai sebagai sejauh mana pegawai percaya bahwa organisasi menghargai kontribusi dan peduli akan kesejahteraan mereka.
Persepsi ini berangkat dari sudut pandang yang melihat bahwa pegawai cenderung melekatkan karakteristik seperti manusia (humanlike characteristics) pada organisasi dalam bentuk personifikasi (Eisenberger et al., 1986). Melalui persepsi tersebut, pegawai memenuhi kebutuhan sosial dan emosional bahwa organisasi peduli pada diri mereka (Shanock & Eisenberger, 2006).
Persepsi tersebut relevan dengan kebutuhan Generasi Z di tempat kerja (Andrea et al., 2016). Di Indonesia, Generasi Z sebagai kelompok usia produktif yang lahir antara tahun 1997-2012 semakin mendominasi pasar kerja sehingga karakteristik khusus mereka pun perlu diperhatikan oleh organisasi (IDN Research Institute, 2024).
Organisasi yang memahami Generasi Z diyakini akan mampu meretensi talenta mereka sehingga mempertahankan keberlanjutan organisasi di masa depan (Črešnar & Nedelko, 2020). Sayangnya organisasi masih tampak gamang dalam mengidentifikasi apa yang dibutuhkan Generasi Z (The Conversation, 2024).
Telaah literatur (literature review) menunjukkan hal-hal yang telah kita ketahui tentang perceived organizational support (Rhoades & Eisenberger, 2002). Pegawai memberikan penilaian yang tinggi terhadap perceived organizational support apabila dirinya merasakan keadilan (fairness), dukungan dari atasan (supervisor support), ganjaran dari organisasi (organizational rewards) dan kondisi pekerjaan yang nyaman (favorable job condition).
Sementara hal-hal tersebut di atas dipandang sebagai anteseden, maka hal-hal berikutlah yang muncul ketika pegawai merasakan perceived organizational support yang kuat, antara lain kepuasan kerja (job satisfaction), suasana hati yang positif (positive mood), komitmen afektif pada organisasi (affective organizational commitment), menunjukkan kinerja yang positif (positive performance) dan perilaku menarik diri dari pekerjaan (withdrawal behavior) pun berkurang (Ahmed & Nawaz, 2015).
Perceived organizational support ini telah diteliti dalam berbagai konteks budaya, bentuk organisasi sampai berbagai jenis profesi (Atalay et al., 2022; Kim et al., 2023; Newman et al., 2011; Wang & Wang, 2020; Zhang et al., 2023). Di sisi lain, penelitian yang spesifik meneropong tentang perceived organizational support pada Generasi Z tampaknya masih diperlukan untuk melengkapi kajian yang telah ada tentang Generasi Y (Hanif et al., 2020).
Di Indonesia sendiri, perceived organizational support telah diteliti (Kembaren, 2002; Mufarrikhah et al., 2020; Pardede, 2017; Pitaloka et al., n.d.; Purwaningrum et al., 2020; Usada, 2021). Oleh karenanya, terbuka luas peluang untuk mendalami hal ini di masa mendatang.
Referensi:
Ahmed, I., & Nawaz, M. M. (2015). Antecedents and outcomes of perceived organizational support: A literature survey approach. Journal of Management Development, 34(7), 867–880. https://doi.org/10.1108/JMD-09-2013-0115
Andrea, B., Gabriella, H. C., & Tímea, J. (2016). Y and Z generations at workplaces. Journal of Competitiveness, 8(3), 90–106. https://doi.org/10.7441/joc.2016.03.06
Atalay, M. O., Birincioglu, N., & Acuner, T. (2022). Effect of perceived organizational support and organizational trust on young academics’ organizational commitment. Argumenta Oeconomica, 2022(1). https://doi.org/10.15611/aoe.2022.1.09
Črešnar, R., & Nedelko, Z. (2020). Understanding future leaders: How are personal values of generations Y and Z tailored to leadership in industry 4.0? Sustainability , 12(11). https://doi.org/10.3390/su12114417
Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71(3), 500–507.
Eisenberger, R., Shanock, L. R., & Wen, X. (2024). 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
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Zhang, S., Huang, W., & Li, H. (2023). Perceived organizational support and occupational commitment: A study among male kindergarten teachers. Heliyon, 9(9). https://doi.org/10.1016/j.heliyon.2023.e20369
