THE ROLE OF CAREER ADAPTABILITY AND ORGANIZATIONAL SUPPORT IN BUILDING OPTIMAL EMPLOYEE ENGAGEMENT

Abstract

This study aims to analyze the role of career adaptability and perceived organizational support in building optimal employee engagement. The study was motivated by increasingly dynamic and uncertain work conditions that require employees to adapt to career changes while receiving adequate organizational support. A quantitative approach was applied using survey data from 102 respondents. The variables consisted of career adaptability and perceived organizational support as independent variables and employee engagement as the dependent variable. The data were analyzed through validity testing, reliability testing, classical assumption tests, and multiple linear regression using IBM SPSS Statistics. The results indicate that all questionnaire items are valid, as each item correlation with the total score is significant at 0.000. The reliability test shows Cronbach’s Alpha
values of 0.798 for career adaptability, 0.799 for organizational support, and 0.800 for employee engagement, indicating reliable instruments. The regression model shows that career adaptability and organizational support simultaneously have a significant effect on employee engagement, with an F-value of 123.401 and a significance value of 0.000. The R Square value of 0.714 indicates that 71.4% of employee engagement can be explained by career adaptability and organizational support. Partially, career adaptability has a positive and significant effect on employee engagement, with a
coefficient of 0.569 and a significance value of 0.000. Organizational support also has a positive and significant effect, with a coefficient of 0.396 and a significance value of 0.000. These findings confirm that strengthening employees’ adaptability and organizational support can improve optimal employee engagement.