Organizations should prioritize the development of a positive and supportive work environment

Oct 13, 2025 by sorusgentrification.com 61 views

The Influence of Perceived Organizational Virtuousness on Work Engagement with Perceived Organizational Support as a Moderator Variable in Rescue Workers in the City of Medan

Introduction

The rescue worker profession is one of the most challenging and high-risk occupations, requiring individuals to work in emergency response situations that can often cause disorder and stress. Involvement in work engagement (WE) is crucial for organizations engaged in emergency response, as it directly affects the performance and success of the organization. Previous research has shown that Perceived Organizational Virtuousness (POV) and Perceived Organizational Support (POS) have a significant impact on WE. This article aims to examine the effect of POV on WE, with POS as a moderator variable, in the context of rescue workers in Medan City.

Background

Rescue workers are often exposed to demanding situations, high stress levels, and traumatic events, which can affect their motivation and focus. Understanding the factors that can improve WE becomes essential to ensure the quality of services provided by these workers. POV, which refers to employee perceptions of the virtues and positive values that exist in their organization, has been proven to be a key driver in improving WE. When workers feel that the organization where they work has high moral values and is oriented towards goodness, they tend to feel more bound and committed to their tasks.

On the other hand, POS, which refers to the perceived support from the organization, plays an important role in strengthening the POV effect on WE. When workers feel supported by the organization in the form of training, resources, or attention to their welfare, this will increase their confidence and enthusiasm in work. Workers who feel strong support from the organization tend to feel more empowered and committed, which ultimately has a positive impact on the quality of the services they provide.

Methodology

This study used a quantitative approach, with a sample of 151 rescue workers who worked in an emergency response organization in Medan City. The participants were selected through purposive sampling techniques, and the data were collected using a survey questionnaire. The statistical analysis method used was Moderated Regression Analysis (MRA) to examine the effect of POV on WE, with POS as a moderator variable.

Results

The analysis results showed that POV has a positive and significant influence on WE. In addition, the POS strengthens the relationship between POV and WE. This finding shows that when rescue workers feel a good organizational environment, they are more likely to be involved in their work, and the support of the organization further enhances the relationship.

Discussion

The results of this study have important implications for emergency response organizations in the city of Medan. To maintain and improve WE among members, the organization needs to provide adequate support and strengthen the positive values that exist in their work environment. In this way, it is hoped that rescue workers can improve their performance and effectiveness in carrying out these high-risk tasks.

By paying attention to the factors that influence WE, such as POV and POS, organizations can create a more positive and productive work environment, which will bring benefits not only for workers but also for the people they serve. This study contributes to the existing literature on WE and provides insights for organizations to improve the well-being and performance of their employees.

Conclusion

In conclusion, this study found that POV has a positive and significant influence on WE, and POS strengthens the relationship between POV and WE. The results of this study have important implications for emergency response organizations in the city of Medan, and highlight the need for organizations to provide adequate support and strengthen the positive values that exist in their work environment.

Recommendations

Based on the findings of this study, the following recommendations are made:

Organizations should prioritize the development of a positive and supportive work environment, which includes providing adequate resources, training, and attention to the welfare of employees.
Organizations should foster a culture of virtuousness, which includes promoting values such as empathy, compassion, and fairness.
Organizations should provide opportunities for employees to participate in decision-making processes, which can help to increase feelings of ownership and commitment to the organization.
Organizations should provide regular feedback and recognition to employees, which can help to increase motivation and engagement.

By implementing these recommendations, organizations can create a more positive and productive work environment, which will bring benefits not only for workers but also for the people they serve.

Limitations

This study has several limitations, including:

The sample size was relatively small, which may limit the generalizability of the findings.
The study was conducted in a specific context, which may limit the applicability of the findings to other contexts.
The study used a quantitative approach, which may not capture the complexity of the relationships between POV, POS, and WE.

Future studies should aim to address these limitations and provide a more comprehensive understanding of the factors that influence WE in emergency response organizations.

Future Research Directions

Future research should aim to:

Examine the relationships between POV, POS, and WE in different contexts, such as healthcare, education, or business.
Investigate the mechanisms by which POV and POS influence WE, such as through the development of a positive and supportive work environment.
Develop and test interventions to improve WE, such as through the implementation of organizational development programs.

By addressing these research directions, future studies can provide a more comprehensive understanding of the factors that influence WE and inform the development of effective interventions to improve WE in emergency response organizations.
Q&A: The Influence of Perceived Organizational Virtuousness on Work Engagement with Perceived Organizational Support as a Moderator Variable in Rescue Workers in the City of Medan

Frequently Asked Questions

Q: What is Perceived Organizational Virtuousness (POV)?

A: Perceived Organizational Virtuousness (POV) refers to employee perceptions of the virtues and positive values that exist in their organization. It is the extent to which employees believe that their organization is guided by a sense of purpose, values, and principles that promote the well-being of all stakeholders.

Q: What is Perceived Organizational Support (POS)?

A: Perceived Organizational Support (POS) refers to the perceived support from the organization, which includes resources, training, and attention to the welfare of employees. It is the extent to which employees feel that their organization is supportive and cares about their well-being.

Q: How does POV influence Work Engagement (WE)?

A: POV has a positive and significant influence on WE. When employees perceive that their organization is guided by a sense of purpose, values, and principles that promote the well-being of all stakeholders, they are more likely to be engaged in their work.

Q: How does POS influence the relationship between POV and WE?

A: POS strengthens the relationship between POV and WE. When employees feel that their organization is supportive and cares about their well-being, they are more likely to be engaged in their work, and the positive influence of POV on WE is enhanced.

Q: What are the implications of this study for emergency response organizations in the city of Medan?

A: The study suggests that emergency response organizations in the city of Medan should prioritize the development of a positive and supportive work environment, which includes providing adequate resources, training, and attention to the welfare of employees. They should also foster a culture of virtuousness, which includes promoting values such as empathy, compassion, and fairness.

Q: What are the limitations of this study?

A: The study has several limitations, including a relatively small sample size, a specific context, and a quantitative approach. Future studies should aim to address these limitations and provide a more comprehensive understanding of the factors that influence WE in emergency response organizations.

Q: What are the future research directions for this study?

A: Future research should aim to examine the relationships between POV, POS, and WE in different contexts, investigate the mechanisms by which POV and POS influence WE, and develop and test interventions to improve WE.

Q: What are the practical implications of this study for organizations?

A: The study suggests that organizations should prioritize the development of a positive and supportive work environment, foster a culture of virtuousness, and provide opportunities for employees to participate in decision-making processes. By implementing these recommendations, organizations can create a more positive and productive work environment, which will bring benefits not only for workers but also for the people they serve.

Q: What are the benefits of improving Work Engagement (WE) in emergency response organizations?

A: Improving WE in emergency response organizations can lead to improved performance, increased job satisfaction, reduced turnover rates, and enhanced quality of services provided to the community.

Q: How can organizations measure Perceived Organizational Virtuousness (POV) and Perceived Organizational Support (POS)?

A: Organizations can measure POV and POS using surveys, such as the Organizational Virtuousness Scale (OVS) and the Perceived Organizational Support Scale (POSS). These scales can help organizations to assess the extent to which employees perceive that their organization is guided by a sense of purpose, values, and principles that promote the well-being of all stakeholders, and the extent to which employees feel that their organization is supportive and cares about their well-being.

Q: What are the next steps for organizations to improve Work Engagement (WE) in emergency response organizations?

A: Organizations should prioritize the development of a positive and supportive work environment, foster a culture of virtuousness, and provide opportunities for employees to participate in decision-making processes. They should also conduct regular surveys to measure POV and POS, and use the results to inform the development of interventions to improve WE.