THE EFFECT OF JOB DEMAND, QUALITY OF WORK LIFE, AND PERCEIVED ORGANIZATIONAL SUPPORT ON WORK ENGAGEMENT WITH SELF-DETERMINATION AS A MEDIATION VARIABLE ON CORRECTIVE INSTITUTION EMPLOYEES IN INDONESIA

Abstract

This study aims to analyze the influence of Job Demand (JD), Quality of Work Life (QWL), and Perceived Organizational Support (POS) on Work Engagement (WE), with Self-Determination (SD) as a mediating variable on Correctional Institution employees throughout Indonesia. The background of this study is the central role of work engagement in improving organizational performance, especially in high-demand work environments such as Correctional Institutions. This study uses a quantitative approach with the Partial Least Squares-Structural Equation Modeling (PLS-SEM) method involving 397 samples. The results of direct analysis show a positive and significant influence of Job Demand, Quality of Work Life, and Self-Determination on Work Engagement. In addition, Job Demand, Quality of Work Life, and Perceived Organizational Support all have a positive and significant influence on Self-Determination. Self-Determination also has a positive and significant influence on Work Engagement. In the mediation pathway, Self-Determination is proven to positively and significantly mediate the influence of Job Demand on Work Engagement. Similarly, mediating self-determination has a positive and significant effect on Quality of Work Life towards Work Engagement, as well as mediating the positive and significant effect of Perceived Organizational Support towards Work Engagement. These findings overall strengthen that self-determination is an important psychological mechanism that transforms work conditions into high work engagement. This study provides significant theoretical and practical meaning. Theoretically, this study contextualizes the Job Demands-Resources (JD-R) and Self-Determination Theory (SDT) models in a unique and challenging employee population. Practically, Correctional Institution management is recommended to invest in programs that strengthen a supportive work culture, recognition of contributions, and interpersonal development to effectively increase employee work engagement.