The Impact of Supervisor Support, Empowerment, and Work Stress on Work Commitment and Engagement among Export-Import Staff
DOI:
https://doi.org/10.35870/ijmsit.v6i1.6721Keywords:
Supervisor Support, Empowerment, Work Stress, Work Commitment, Work EngagementAbstract
This study aims to determine the effect of supervisory support, empowerment, and work stress on work engagement through work commitment as a mediating variable. An empirical study was conducted on export-import staff employees at companies in KBN Cakung Jakarta using a questionnaire. The novelty of this research is that this is the first research to be conducted on export-import staff at KBN, and the results will be able to provide a positive impact on the company and society. This study is a descriptive study with a population of 143 staff employees at companies in KBN Cakung Jakarta. The sample selected was 100 employees obtained through cluster sampling, stratified sampling, and proportional random sampling techniques. The analysis method is path analysis processed with using structural equation modeling (SEM). The results of this study indicate that supervisor support coefficient value of 0,226 empowerment coefficient value of 0,570 effectively have a positive on work engagement directly. As well as a positive and direct effect between supervisor support coefficient value of 0,254 and the empowerment coefficient value of 0,428 on work commitment, while the work stress variable coefficient value of-0,569 has a negative and effect directly on work commitment and the work stress variable coefficient value of -0,440 has a negative and effect directly work engagement. The indirect effect of supervisor support coefficient value of 0,155 and empowerment coefficient value of 0,153 on work engagement variables through work commitment has a positive. As well as the indirect effect of work stress coefficient value of-0,145 on work engagement through work commitment has a negative. Based on the results of this study, it can be obtained that the variables of supervisory support, empowerment, and work stress have a direct significant effect on work commitment and have an impact on employee work engagement in the export-import staff section. And have an indirect impact on supervisory support and empowerment of Work Engagement through Work Commitment.
Downloads
References
Ahmad Hidayat, Zaman Zaini, (2017), "Factors Affecting Teacher Performance at Junior High Schools in DKI Jakarta, Indonesia", International Journal of Science and Research (IJSR), 6(11), 203-208. https://dx.doi.org/10.21275/ART20177855
Ahmed, S. K. (2024). How to choose a sampling technique and determine sample size for research: A simplified guide for researchers. Oral Oncology Reports, 12. Https://Doi.Org/10.1016/J.Oor.2024.100662
Albrecht, S. L., Furlong, S., Leiter, M. P., Lacap, J. P., & Albrecht, S. L. (2023). The Psychological Conditions for Employee Engagement in Organizational Change: Test of A Change Engagement Model. Frontiers In Psychology Introduction, January, 1–11. Https://Doi.Org/10.3389/Fpsyg.2023.1071924
Astawa, K., Armoni, N. L. E., & Suardani, A. A. P. (2023). The importance of supervisor support to improve employee performance and retention in 5-star hotels in Bali. Technium Soc. Sci. J., 47, 240. DOI:10.47577/tssj.v47i1.9466
Atmaja, N. P. C. D., & Puspitawati, N. M. D. (2018). Effect of physical work environment through productivity employees job satisfaction as an intervening variable. International Journal of Business, Economics and Law, 17(5), 98-104.
Aveline, S., & Kumar, R. M. (2017). Employee engagement and effects of work life balance in software industries in Chennai. International journal of pure and applied mathematics, 116(22), 459-466.
Bakker, A. B., Veldhoven, M. Van, & Xanthopoulou, D. (2010). Beyond The Demand-Control Model Thriving on High Job Demands and Resources. Journal Ofpersonnel Psychology, 9(1), 3–16. Https://Doi.Org/10.1027/1866-5888/A000006
Cachon-Rodríguez, G., Blanco-Gonz, A., Prado-Rom, C., & Del-Castillo-Feito, C. (2022). How Sustainable Human Resources Management Helps in The Evaluation and Planning of Employee Loyalty and Retention: Can Social Capital Make a Difference? Evaluation And Program Planning, 95(May). Https://Doi.Org/10.1016/J.Evalprogplan.2022.102171
Dara, S. R., & Meliana, V. (2022). Pentingnya Membangun Ekonomi Kreatif di Era Pandemi. ABDIMAS Jurnal Pengabdian Kepada Masyarakat, 3(1), 28-30. https://doi.org/10.53008/abdimas.v3i1.226
Fetriah, D., & Herminingsih, A. (2023). The Effect of Perceived Organizational Support, Work Motivation, And Competence on Employee Performance Mediated by Employee Engagement. Donasti International Journal of Manajemen Science (DIJMS), 5(1), 22–33. Https://Doi.Org/DOI: Https://Doi.Org/10.31933/Dijms.V5i1
Goyette, M., Mann-Feder, V., Turcotte, D., & Grenier, S. (2016). Youth empowerment and engagement: an analysis of support practices in the youth protection system in Québec. Revista Española de Pedagogía, 74(263), 31–49. http://www.jstor.org/stable/24711267
Harter, J. (2020). Employee Engagement Continues Historic Rise Amid Coronavirus. Gallup. Retrieved March, 11, 2022.
Herdiman, H., & Tirtoprojo, S. (2024). The Influence of Psychological Empowerment on Work Engagement with The Mediating Role of Organizational Commitment in Wera Community Health Center Employees. International Journal of Management Science and Information Technology, 4(1), 104-112. https://doi.org/10.35870/ijmsit.v4i1.2676
Hussain, M., & Gulzar, A. (2020). Interactive Effect of Work Place Spirituality and Job Autonomy with Organizational Based Self -Esteem on Organizational Learning Culture. International Journal of Psychosocial Rehabilitation, 24(6), 793-807. https://doi.org/10.61841/twe9na09
Iddagoda, S. L., Jayakodi, C., Jayakodi, I., Umanga, I., Karunarathna, N., & Dayapathirana, N. (2025). Exploring female participation and challenges in the Sri Lankan logistics sector: A qualitative inquiry. Social Sciences & Humanities Open, 12. Https://Doi.Org/10.1016/J.Ssaho.2025.102321
Kumar, A., & Kapoor, S. (2020). Employee engagement amidst COVID-19 pandemic: A challenge or opportunity for Indian organizations. International Journal of Advanced Science and Technology, 29(9), 1980-1987.
Lie, J., & Sitabuana, T. H. (2022). Hak Pekerja Tidak Tetap (Outsourcing). PROSIDING SERINA, 2(1), 181-190. https://doi.org/10.24912/pserina.v2i1.18528
Lisá, E., Greškovičová, K. & Krizova, K. The perception of the leader as an attachment figure: can it mediate the relationship between work engagement and general/citizenship performance? BMC Psychol 9, 196 (2021). https://doi.org/10.1186/s40359-021-00700-9
Nafiudin., & Andari. (2022). Pengaruh compensation satisfaction and supervisory support terhadap engagement karyawan (Studi pada karyawan Perusahaan manufaktur di Provinsi Banten). Jurnal Manajemen, 12(1), 76-85. https://doi.org/10.30656/jm.v12i1.4748
Nanda, N. (2024). Impact Of Employee Engagement on Organizational. International Journal of Progressive Research in Engineering Management and Science (IJPREMS), 4(9), 1132–1137.
Platania, S., Maggio, C., & Boccadamo, M. (2025). The Impact of Diversity Inclusion Practices in the Workplace Context: The Effect of Inclusive Leadership. European Journal of Investigation in Health, Psychology and Education, 15(7), 121. https://doi.org/10.3390/ejihpe15070121
Pranitasari, D., & Kusumawardani, C. R. W. (2021). Pengaruh stress kerja dan lingkungan kerja terhadap keterlibatan kerja dan etika kerja. Media Manajemen Jasa, 9(1). https://doi.org/10.52447/mmj.v9i1.4970
Pratiwi, A. R., & muzakki Muzakki, M. (2021). Perceived organizational support terhadap komitmen organisasi dan kinerja karyawan. Jurnal Ilmiah Manajemen Dan Bisnis, 22(1), 111-120. https://doi.org/10.30596/jimb.v22i1.5282
Rawis, J. A., Tambingon, H. N. ., & Lengkong, J. S. . (2024). The Role Of Leadership In Improving The Engagement And Productiv-ity Of Human Resources In Educational Institutions. Eduvest - Journal of Universal Studies, 4(10), 9654–9660. https://doi.org/10.59188/eduvest.v4i10.38827
Sanjaya, B., Susita, D., & Buchdadi, A. D. (2025). The Effect Of Supervisor Support And Work Engagement On Innovative Work Behavior Of Government Statisticians. Journal Of Information Systems Engineering And Management, 10(208), 802–812. https://doi.org/10.52783/jisem.v10i20s.3246
Simamora, T. V., Mustika, M. D., & Sjabadhyni, B. (2019). Effects of flexible work arrangements on ethical decision makign: Job satisfaction as a mediator. Jurnal Psikologi Talenta.
Sugiyono. (2022). Metode Penelitian Kuantitatif Kualitatif Dan R&D. Alfabeta.
Suhardoyo, S. (2022). Pengelolaan Loyalitas Kerja, Stres Kerja Dan Supervisor Support Dalam Meningkatkan Produktivitas Kerja Karyawan Pada Masa Pandemi Covid 19. Procuratio: Jurnal Ilmiah Manajemen, 10(1), 74-85. https://doi.org/10.35145/procuratio.v10i1.1889
Tan, M., & Le, Q. (2019, May). Efficientnet: Rethinking model scaling for convolutional neural networks. In International conference on machine learning (pp. 6105-6114). PMLR.
Valtonen, A., Saunila, M., Ukko, J., Treves, L., & Ritala, P. (2025). AI and employee wellbeing in the workplace: An empirical study. Journal of business research, 199. https://doi.org/10.1016/j.jbusres.2025.115584
Villar, C., & Guevara, R. (2025). Perceived Organisational Support As A Mediator Between Green Organisational Culture And Organisational Commitment : Evidence From Manufacturing Firms In Peru. Sage Open, 2(2), 1–16. Https://Doi.Org/10.1177/21582440251357698
Widiyana, E. O. (2021). Pengaruh Stres Kerja, Beban Kerja, Konflik Kerja dan Kompensasi Terhadap Komitmen Kerja Karyawan PT Intidragon Suryatama Mojokerto. Jurnal Ilmu Manajemen (BION), 1(1), 33-42.
Worme, K. R. (2023). Corporate governance–a comparative analysis of the approach to corporate governance regulation and enforcement in the UK and the US. Liverpool John Moores University (United Kingdom).
Yehuda, M., & Yoyo, T. (2025). A The Effect of Job Pressure, Task Complexity, and Work Motivation on Employee Performance with Resilience Ability as a Moderator. Primanomics : Jurnal Ekonomi & Bisnis, 23(2), 199–214. https://doi.org/10.31253/pe.v23i2.3620
Yusnita, E., & Megawati. (2021). Terhadap Keterikatan Kerja Dengan Komitmen Afektif Sebagai Variabel Mediasi (Studi Pada Perawat Rumah Sakit Umum Daerah Meuraxa Kota Banda Aceh ). Jurnal Ilmiah Mahasiswa Ekonomi Manajemen, 3(1), 94–104.
Downloads
Published
Issue
Section
License
Copyright (c) 2026 Suhardoyo Suhardoyo
This work is licensed under a Creative Commons Attribution 4.0 International License.
Authors who publish with this journal agree to the following terms:
1. Copyright Retention and Open Access License
Authors retain copyright of their work and grant the journal non-exclusive right of first publication under the Creative Commons Attribution 4.0 International License (CC BY 4.0).
This license allows unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited.
2. Rights Granted Under CC BY 4.0
Under this license, readers are free to:
- Share — copy and redistribute the material in any medium or format
- Adapt — remix, transform, and build upon the material for any purpose, including commercial use
- No additional restrictions — the licensor cannot revoke these freedoms as long as license terms are followed
3. Attribution Requirements
All uses must include:
- Proper citation of the original work
- Link to the Creative Commons license
- Indication if changes were made to the original work
- No suggestion that the licensor endorses the user or their use
4. Additional Distribution Rights
Authors may:
- Deposit the published version in institutional repositories
- Share through academic social networks
- Include in books, monographs, or other publications
- Post on personal or institutional websites
Requirement: All additional distributions must maintain the CC BY 4.0 license and proper attribution.
5. Self-Archiving and Pre-Print Sharing
Authors are encouraged to:
- Share pre-prints and post-prints online
- Deposit in subject-specific repositories (e.g., arXiv, bioRxiv)
- Engage in scholarly communication throughout the publication process
6. Open Access Commitment
This journal provides immediate open access to all content, supporting the global exchange of knowledge without financial, legal, or technical barriers.
