Work Passion dan Organizational Support terhadap Employee’s Career Commitment dengan Mediasi Work-Family Interface dan Autonomy Support sebagai Variabel Moderasi
DOI:
https://doi.org/10.47747/snfmi.v3i1.3187Abstract
The purpose of this study was to explain the influence of work passion and organizational support on the work-family interface. Furthermore, the influence of the work-family interface on employee career commitment was also examined. The mediating variables, namely, the work-family interface and autonomy support — were analyzed. The work-family interface and autonomy support were not just analyzed as mediating variables, but also as moderators, which means they play a crucial role in influencing the relationship between work passion, organizational support, and employee career commitment. The data collection process for this study was conducted with meticulous care. A survey was used, and responses were measured on a Likert scale to ensure accuracy. The population under study, private-sector employees in the transportation industry who provided taxi services, was carefully selected. The sample, which comprised private-sector employees in the transportation industry with more than 1 year of service, working shifts and public holidays, was chosen with precision. The total number of respondents was 195, providing a robust dataset for analysis. Data processing used the SEM-PLS method, a reliable and widely accepted approach in the field of research. The results showed that Harmonious Work Passion, Organizational Support, and Work-Family Conflict significantly influenced Employee Career Commitment. This suggests that fostering a harmonious work passion, providing strong organizational support, and managing work-family conflicts can positively impact employee career commitment. Furthermore, Organizational Support significantly influenced Work-Family Conflict, indicating that a supportive organizational environment can help mitigate work-family conflicts. However, Obsessive Work Passion and Work-Family Enrichment did not influence Employee Career Commitment, suggesting that these factors may not be as significant in determining career commitment. Harmonious Work Passion and Organizational Support did not influence Work-Family Enrichment, indicating that these factors may not directly contribute to work-family enrichment. Work–Family Interface does not mediate the influence between Harmonious Obsessive Work Passion and Career Commitment, and Autonomy Support does not moderate the relationship between Work Passion and Work-Family Interface.
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