The Effect of Organizational Climate on Job Engagement with Job Satisfaction as A Mediator
(1) * Salsa Shabila Achsan Mail (Psychology, Universitas 17 Agustus 1945 Samarinda, Indonesia)
(2) Evi Kurniasari Purwaningrum Mail (Psychology, Universitas 17 Agustus 1945 Samarinda, Indonesia)
(3) Siti Khumaidatul Umaroh Mail (Psychology, Universitas 17 Agustus 1945 Samarinda, Indonesia)
*corresponding author

Abstract


The 2022 ASN work engagement survey, conducted by the Ministry of Administrative and Bureaucratic Reform of the Republic of Indonesia, shows that the percentage of ASN employees in administrative positions is lower than the percentage of employees in other positions. This study was conducted with the aim of empirically determining the influence of organizational climate on job engagement with job satisfaction as a mediator. The main hypothesis of this study is to determine whether job satisfaction can mediate the relationship between organizational climate and job engagement among civil servants. This study used a quantitative method with 183 civil servants as the research sample. This study employs three types of scales: Job Engagement UWES (Utrecht Work Engagement Scale), Organizational Climate using OCQ (Organizational Climate Questionnaire), and Job Satisfaction using MSQ (Minnesota Satisfaction Questionnaire). The SPSS 25 program for Windows was used to analyze research data using mediation regression techniques. The results of the study showed that organizational climate had a significant effect on job engagement with job satisfaction as a mediator with a p-value of 0.000 (p < 0.05). The R value is 0.301. Job satisfaction as a mediator is very important because when there is a fair, open, and supportive work environment, it does not immediately make employees engaged in their work. Instead, when the work environment creates job satisfaction, this will encourage employees to be more emotionally, cognitively, and physically engaged in their work.


Keywords


Job Engagement; Organizational Climate; Job Satisfaction; Employee; State Civil Apparatus

   

DOI

https://doi.org/10.47679/jopp.7311212025 		      

Article metrics

Read: 692 | Download: 823

   

Cite

How to cite item
   

Full Text

Download

References


Achsan, S. S., Vahlepi, T., & Padhanah, J. R. (2024). Pengaruh iklim organisasi terhadap kepuasan kerja pada pegawai. Jurnal Ilmiah Global Education (JIGE), 5(September 2024), 2389–2396. https://doi.org/10.55681/jige.v5i3.3328

Aditi, B., Pratiwi, H., & Mendrofa, S. A. (2023). Hubungan iklim organisasi dengan kepuasan kerja karyawan di CV Primajaya Logistik Je’El Medan. Jurnal Sains Dan Teknologi, 5(1), 39–44. https://doi.org/10.55338/saintek.v5i1.1318

Ancarani, A., Di Mauro, C., & Giammanco, M. D. (2019). Linking Organizational Climate to Work Engagement: A Study in the Healthcare Sector. International Journal of Public Administration, 42(7). https://doi.org/10.1080/01900692.2018.1491595

Bakker, A. B., & Demerouti, E. (2007). The Job Demands-Resources model: State of the art. In Journal of Managerial Psychology (Vol. 22, Issue 3). https://doi.org/10.1108/02683940710733115

Bakker, A. B., & Leiter, M. P. (2010). Work engagement a handbook of essential theory and research. Psycology Press.

Chaudhary, R., Rangnekar, S., & Barua, M. K. (2014). Organizational Climate, Climate Strength and Work Engagement. Procedia - Social and Behavioral Sciences, 133. https://doi.org/10.1016/j.sbspro.2014.04.195

Gallup. (2023). Gallup’s employee engagement survey: Ask the right questions with the q12® survey. GALLUP.COM. https://www.gallup.com/394373/indicator-employee-engagement.aspx/diakses

Hanif, A. (2017, December 20). Analisis regresi dengan variabel mediator. Semesta Psikometrika. https://www.semestapsikometrika.com/2017/12/analisis-regresi-dengan-variabel.html

Hasan, H., Astuti, S., Tri, W. A., & Iqbal, M. (2020). Impact of Organizational Culture on Employee Engagement and Employee Performance: A Stimuli-Organism-Response Approach. Wacana Journal of Social and Humanity Studies, 23(4), 235–247. https://wacana.ub.ac.id/index.php/wacana/article/view/842/510

Juliasa, M., Luh, N., Antari, S., & Santika, P. (2022). Pengaruh kepemimpinan dan iklim organisasi terhadap keadilan organisasional dan employee engagement di sekolah tinggi ilmu kesehatan buleleng. Journal of Applied Management Studies (JAMMS), 4(1), 1–14. https://doi.org/10.51713/jamms.v4i1.56

Kementrian PANRB. (2023, March 28). Bisa tanya kebijakan PANRB: Hasil survei employee engagement dan employer branding ASN 2022 [Video recording].

Muchtadin. (2023). Pengaruh learning agility dan kepuasan kerja terhadap work engagement pengemudi ojek online grab. Surplus: Jurnal Ekonomi Dan Bisnis, 1(2), 172–181. https://yptb.org/index.php/sur/article/view/421

Mulyati, R., Himam, F., Riyono, B., & Suhariadi, F. (2019). Model work engagement angkatan kerja generasi millennial dengan meaningful work sebagai mediator. Gadjah Mada Journal of Psychology (GamaJoP), 5(1), 34–49. https://doi.org/10.22146/gamajop.47964

Nafis, R. Y., Safitri, F. N., & Qatrunnada, R. Z. (2023). Pengaruh Motivasi Kerja dan Kepuasan Kerja Terhadap Work Engagement pada Karyawan PT. Eka Timur Raya Pasuruan Jawa Timur. Jurnal Ilmiah Psikologi Candrajiwa, 8(1), 44. https://doi.org/10.20961/jip.v8i1.70506

Olivia, S., & Prihatsanti, U. (2017). Hubungan antara iklim organisasi dengan work engagement pada anggota Sabhara Polda Jateng Semarang. Jurnal Empati, Oktober, 6(4), 354–361. https://doi.org/10.14710/empati.2017.20107

Paramitha, N. L. M. A., Indiani, N. L. P., & Yasa, P. N. S. (2024). The Role of Job Satisfaction as A Mediator of Work Discipline and Organizational Climate on Employee Performance. International Journal of Environmental, Sustainability, and Social Science, 5(4), 928–945. https://doi.org/10.38142/ijesss.v5i4.1096

Preacher, K. J., & Hayes, A. F. (2004). SPSS and SAS procedures for estimating indirect effects in simple mediation models. In Behavior Research Methods, Instruments, & Computers (Vol. 36, Issue 4). www.psychonomic.org/archive/.

Rahman, S., Hermanto, H., & Saufi, A. (2023). Pengaruh iklim organisasi dan kompensasi terhadap loyalitas guru honor dengan dimediasi kepuasan kerja (studi pada SMKN se Kota Mataram). Empiricism Journal, 4(1), 19–34. https://doi.org/10.36312/ej.v4i1.1216

Rahwidiharto, R. T. D., & Darma, S. (2003). Studi tentang hubungan iklim organisasi dan kepemimpinan dengan kepuasan kerja pegawai di lingkungan Kantor Sekretariat Kabinet. Universitas Indonesia.

Roseana, A., & Dewi, D. K. (2023). Hubungan Antara Job Satisfaction Dengan Work Engagement Pada Karyawan di PT. X. Jurnal Penelitian Psikologi, 10(3), 145–161. https://doi.org/10.26740/cjpp.v10i03.54201

Saputra, D., & Bantam, Dian. J. (2023). Hubungan Kepuasan Kerja Dengan Work Engagement Pada Karyawan PT. KI Daerah Istimewa Yogyakarta. Indonesian Journal of Economic and Social Science, 1(1), 36–44. https://doi.org/https://doi.org/10.30989/ijess.v1i1.901

Schaufeli, W. B., & Bakker, A. B. (2004). Job demands, job resources, and their relationship with burnout and engagement: A multi-sample study. Journal of Organizational Behavior, 25(3), 293–315. https://doi.org/10.1002/job.248

Stringer, R. A. (2002). Leadership and organizational climate. Prentice Hall.

Sugiyono. (2022). Metode Penelitian Kuantitatif, Kualitatif, dan R&D. Alfabeta.

Tang, H., An, S., Zhang, L., Xiao, Y., & Li, X. (2024). The Antecedents and Outcomes of Public Service Motivation: A Meta-Analysis Using the Job Demands–Resources Model. In Behavioral Sciences (Vol. 14, Issue 10). Multidisciplinary Digital Publishing Institute (MDPI). https://doi.org/10.3390/bs14100861

Tri, N., Ghalib, S., & Fitriyadi. (2021). Hubungan Iklim Organisasi Dengan Work Engagement Pada Karyawan PT. PLN (Persero) UPP Kitring Kalbagteng 3 Cabang Sampit. Smart Business Journal , 1, 24–30. http://dx.doi.org/10.20527/sbj.v1i2.12795

Weiss, D., Dawis, R., England, G., & Lofquist, L. (1967). Manual for the Minnesota Satisfaction Questionnare. University of Minnesota. https://vpr-psych-umn-edu.translate.goog/node/26?_x_tr_sl=en&_x_tr_tl=id&_x_tr_hl=id&_x_tr_pto=tc

Weiss, H. M., & Cropanzano, R. (1996). Affective Events Theory: A theoretical discussion of the structure, causes and consequences of affective experiences at work. In Research in Organizational Behavior (Vol. 18, Issue 1). https://doi.org/1-55938-938-9

Williams, C. E., Thomas, J. S., Bennett, A. A., Banks, G. C., Toth, A., Dunn, A. M., McBride, A., & Gooty, J. (2024). The role of discrete emotions in job satisfaction: A meta-analysis. Journal of Organizational Behavior, 45(1). https://doi.org/10.1002/job.2747

Zhou, H., Xu, S. Q., Chung, D. H., & Dang, D. X. (2025). Job satisfaction mediates the effect of self-efficacy on work engagement among physical education teachers in economically disadvantaged areas. PLoS ONE, 20(4 April). https://doi.org/10.1371/journal.pone.0321055


Refbacks

  • There are currently no refbacks.


Copyright (c) 2025 Salsa Shabila Achsan, Evi Kurniasari Purwaningrum, Siti Khumaidatul Umaroh

Creative Commons License
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.

Creative Commons License
All publications by the Utan Kayu Publishing [e-ISSN: 2715-4807, p-ISSN: 2715-4785] is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.