The effect of perceived organizational support on employee performance with employee engagement as a mediating variable

This study aims to develop a conceptual model of perceived organizational support on employee performance with employee engagement as a mediating variable. A cross-sectional survey was conducted on 141 randomly selected bank employees in Rokan Hulu Regency, Riau Province, using a five-point Likert scale questionnaire. The data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with Smart PLS 4.1. The results indicate that perceived organizational support influences employee performance and that employee engagement mediates the relationship between perceived organizational support and employee performance. These findings are consistent with Social Exchange, which explains that when employees perceive support from their organization, they reciprocate by increasing their work engagement, ultimately enhancing performance. The originality of this study lies in its focus on bank employees in the relatively under-researched context of Rokan Hulu, Riau, and in its integrative examination of perceived organizational support, employee engagement, and performance through a PLS-SEM approach, thereby contributing theoretically to the validation of Social Exchange Theory in the local banking sector and practically to bank management in improving employee performance through strengthening organizational support and engagement.