PERAN QUIET QUITTING DALAM MEMODERASI PENGARUH PERCEIVED ORGANIZATIONAL SUPPORT (POS) TERHADAP WORK ENGAGEMENT PADA KARYAWAN GENERASI Z DENGAN SISTEM KERJA HYBRID

NASYWA BUNGA BANAFSASHABIRA, . (2026) PERAN QUIET QUITTING DALAM MEMODERASI PENGARUH PERCEIVED ORGANIZATIONAL SUPPORT (POS) TERHADAP WORK ENGAGEMENT PADA KARYAWAN GENERASI Z DENGAN SISTEM KERJA HYBRID. Sarjana thesis, UNIVERSITAS NEGERI JAKARTA.

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Abstract

Penelitian ini bertujuan untuk menganalisis pengaruh perceived organizational support (POS) terhadap work engagement serta menguji peran quiet quitting sebagai variabel moderator pada karyawan Generasi Z dengan sistem kerja hybrid. Penelitian ini menggunakan pendekatan kuantitatif dengan melibatkan 263 karyawan Generasi Z yang bekerja dengan sistem kerja hybrid dan dipilih menggunakan teknik purposive sampling. Data dikumpulkan menggunakan skala perceived organizational support, Utrecht work engagement Scale 17 (UWES-17), dan quiet quitting Scale. Analisis data dilakukan menggunakan regresi linear sederhana dan uji moderasi dengan PROCESS Hayes Model 1. Hasil penelitian menunjukkan bahwa perceived organizational support berpengaruh positif dan signifikan terhadap work engagement (p < 0,05). Selain itu, interaksi antara perceived organizational support dan quiet quitting signifikan (p < 0,05), sehingga quiet quitting memoderasi hubungan antara perceived organizational support dan work engagement. Hasil conditional effect menunjukkan bahwa pengaruh positif perceived organizational support terhadap work engagement semakin menguat seiring meningkatnya quiet quitting. ***** This study aimed to examine the effect of perceived organizational support (POS) on work engagement and to investigate the moderating role of quiet quitting in the relationship between perceived organizational support and work engagement among Generation Z employees working under a hybrid work system. This study employed a quantitative research approach involving 263 Generation Z employees who worked under a hybrid work system and were selected using a purposive sampling technique. Data were collected using the perceived organizational support Scale, the Utrecht work engagement Scale-17 (UWES-17), and the quiet quitting Scale. The data were analyzed using simple linear regression and moderation analysis with Hayes' PROCESS Macro Model 1. The results indicated that perceived organizational support had a positive and significant effect on work engagement (p < .05). Furthermore, the interaction between perceived organizational support and quiet quitting was statistically significant (p < .05), indicating that quiet quitting moderated the relationship between perceived organizational support and work engagement. The conditional effect analysis further revealed that the positive effect of perceived organizational support on work engagement became stronger as the level of quiet quitting increased.

Item Type:	Thesis (Sarjana)
Additional Information:	1). Liza Yudhita Widyastuti, M.Psi., Psikolog. ; 2). Fauziah Wijayanti, M.Psi., Psikolog.
Subjects:	Filsafat, Psikologi & Agama > Psikologi, Ilmu Jiwa
Divisions:	FPPsi > S1 Psikologi
Depositing User:	Nasywa Bunga Banafsashabira .
Date Deposited:	10 Aug 2026 04:52
Last Modified:	10 Aug 2026 04:52
URI:	http://repository.unj.ac.id/id/eprint/69051

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