HUMAN RELATIONS AND PERCEIVED ORGANIZATIONAL SUPPORT AS DETERMINANTS OF EMPLOYEE PERFORMANCE: THE MEDIATING ROLE OF MOTIVATION AT SMKN 1 MERANTI

Abstract

This study aims to examine in depth the influence of Human Relations and Perceived Organizational Support on employee performance with Motivation as an intervening variable at SMKN 1 Meranti. The focus of the study was directed at permanent employees with a population of 42 people. Considering the relatively small population, the sampling technique used was a saturated sample, so that all members of the population were made respondents. In data collection, researchers utilized primary data through questionnaires and secondary data obtained from documentation studies. Furthermore, the data were analyzed using a quantitative approach using the SPSS version 25 program, through a series of statistical tests including the t-test, path analysis, and Sobel test. The results of the study showed that Human Relations were proven to have a positive and significant influence on employee motivation. Similarly, Perceived Organizational Support also had a positive and significant influence on motivation. In addition, both Human Relations and Perceived Organizational Support directly had a positive and significant influence on employee performance. Motivation itself plays an important role because it was proven to have a positive and significant influence on improving performance. Furthermore, this study also found that motivation mediates the relationship between human relations and performance, as well as the This study aims to examine in depth the influence of Human Relations and Perceived Organizational Support on employee performance with Motivation as an intervening variable at SMKN 1 Meranti. The focus of the study was directed at permanent employees with a population of 42 people. Considering the relatively small population, the sampling technique used was a saturated sample, so that all members of the population were made respondents. In data collection, researchers utilized primary data through questionnaires and secondary data obtained from documentation studies. Furthermore, the data were analyzed using a quantitative approach using the SPSS version 25 program, through a series of statistical tests including the t-test, path analysis, and Sobel test. The results of the study showed that Human Relations were proven to have a positive and significant influence on employee motivation. Similarly, Perceived Organizational Support also had a positive and significant influence on motivation. In addition, both Human Relations and Perceived Organizational Support directly had a positive and significant influence on employee performance. Motivation itself plays an important role because it was proven to have a positive and significant influence on improving performance. Furthermore, this study also found that motivation mediates the relationship between human relations and performance, as well as the relationship between perceived organizational support and performance. Therefore, it can be concluded that the better the relationships between employees and perceived organizational support, the higher the motivation that arises, ultimately contributing to improved employee performance at SMKN 1 Meranti.