Konstruksi Sosial tentang Dukungan Organisasi : Studi Fenomenologi Sosial terhadap Keterlibatan Kerja Tenaga Kerja Sosial di Dinas Sosial Kota Malang
DOI:
https://doi.org/10.58192/wawasan.v3i2.3166Keywords:
Perceived Organizational Support, Job Involvement, Social PhenomenologyAbstract
In the modern work environment, perceived organizational support is an important factor in increasing work engagement and productivity. Organizations that provide emotional, professional, and structural support to employees tend to have a more motivated, loyal, and productive workforce. However, social workers, especially in the Malang City Social Service, often experience minimal organizational support, resulting in work stress, burnout, and high employee turnover. Most previous studies have used a quantitative approach, while few have examined how organizational support is socially constructed in everyday interactions. This study aims to understand how social workers in the Malang City Social Service construct the meaning of organizational support and how it affects their work engagement. This study uses a qualitative approach with a social phenomenology method. Data were collected through in-depth interviews, participant observation, and document analysis, with informants selected using homogeneous purposive sampling. The findings of the visualization construct confirm that effective organizational support acts as a catalyst in increasing work engagement, strengthening motivation, and improving the performance and productivity of social workers in the public service organization environment. Organizational support is not only an administrative aspect, but also a social phenomenon that is formed through interaction, communication, and work experience. These findings contribute to the social phenomenology literature in organizational management studies, as well as provide recommendations for social organizations to improve the well-being and engagement of social workers.
References
Anam, C., & Purwanti, I. (2023). Fluid organisation: The dynamics of human capital, organisational culture, and leadership style in the era of managerial postmodernism. Conference on Innovation and Application of Science and Technology (CIASTECH), 6(1), 74. https://doi.org/10.31328/ciastech.v6i1.5308
Arendt, H. (1958). The human condition. University of Chicago Press.
Berger, P. L., & Luckmann, T. (1966). The social construction of reality. https://doi.org/10.4324/9781315775357
Bonaiuto, F., Fantinelli, S., Milani, A., Cortini, M., Vitiello, M. C., & Bonaiuto, M. (2022). Perceived organizational support and work engagement: The role of psychosocial variables. Journal of Workplace Learning, 34(5), 418–436. https://doi.org/10.1108/JWL-11-2021-0140
Dewey, J. (1938). Experience and education. Kappa Delta Pi.
Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71(3), 500–507.
Foucault, M. (1977). Discipline & punish: The birth of the prison. https://doi.org/10.1093/bjps/axv048
Gadamer, H.-G. (1975). Truth and method. http://scioteca.caf.com/bitstream/handle/123456789/1091/RED2017-Eng-8ene.pdf?sequence=12&isAllowed=y%0Ahttp://dx.doi.org/10.1016/j.regsciurbeco.2008.06.005%0Ahttps://www.researchgate.net/publication/305320484_SISTEM_PEMBETUNGAN_TERPUSAT_STRATEGI_MELESTARI
Jamal, M. (2023). Dukungan organisasi dan perilaku inovatif pada tenaga pendidik. Educational Management Review, 12(1), 45–60.
Jesi, T., & Sentoso, A. (2023). Analisis dukungan organisasi dan kualitas kehidupan kerja terhadap kinerja karyawan dengan keterlibatan karyawan sebagai mediasi pada perusahaan freight forwarder Kota Batam. Jesya, 6(1), 102–113. https://doi.org/10.36778/jesya.v6i1.899
Kementerian Sosial RI. (2023). Peran tenaga kerja sosial dalam penanganan permasalahan sosial di Indonesia.
Kim, H., & Kao, D. (2014). A meta-analysis of turnover intention predictors among U.S. child welfare workers. Children and Youth Services Review, 47(3), 214–223. https://doi.org/10.1016/j.childyouth.2014.09.015
Ladita, S., Survival, S., & Anam, C. (2024). The influence of job characteristics on organizational citizenship behaviour and job engagement and its implications for employee performance. EPaper Bisnis: International Journal of Entrepreneurship and Management, 1(2), 1–13.
Leksono, S. (2020). Metode penelitian kualitatif ekonomi dan bisnis (studi pembangunan, akuntansi, & manajemen). Graha Ilmu.
Leksono, S., Anam, C., & Firdaus, R. N. (2021). Code of conduct as an institutional instrument to preserve traditional markets. Jurnal Aplikasi Manajemen, 19(4).
Marx, K. (1967). Capital: A critique of political economy. https://doi.org/10.4324/9781351128704-11
Mead, G. H. (1934). Mind, self, and society.
Nurchalis, M., Mas, N., & Anam, C. (2024). Analisis kompetensi dan perilaku kerja inovatif terhadap kinerja pegawai yang dimediasi knowledge sharing. Jurnal Manajemen Kreatif dan Inovasi, 2(3), 217–229.
Patton, M. Q. (2003). Qualitative research and evaluation methods (3rd ed.). SAGE Publications. https://doi.org/10.1177/1035719X0300300213
Saldaña, J. (2011). A survey of qualitative data analytic methods. In Fundamentals of qualitative research: Understanding qualitative research. Oxford University Press.
Saldaña, J. (2018). Qualitative research: Analysing life. SAGE Publications.
Sartre, J.-P. (1943). Being and nothingness: A phenomenological essay on ontology.
Saunders, M. N. K., Lewis, P., & Thornhill, A. (2023). Research methods for business students (9th ed.). Pearson.
Schaufeli, W. (1998). Companion study relationship. In Definitions. https://doi.org/10.32388/yigy3u
Schutz, A. (1967). The phenomenology of the social world. Northwestern University Press.
Setiawan, A., & Kurniawan, T. (2021). Tantangan tenaga kerja sosial di Indonesia: Studi kasus dinas sosial. Jurnal Ilmu Kesejahteraan Sosial, 15(1), 67–80.
Wigert, B., & Tatel, C. (2023). 42% of employee turnover is preventable but often ignored. Gallup.
World Economic Forum. (2023). The global risk report 2023.
