PENGARUH PSYCHOLOGICAL CONTRACT BREACH DAN TRUST INORGANIZATION TERHADAP EMPLOYEE ENGAGEMENT DENGAN KOMITMEN ORGANISASIONAL SEBAGAI VARIABEL MEDIASI STUDI PADA PEGAWAI PPPK PEMERINTAH KOTA PARIAMAN

KHANSA PRIMA SANDRA M, KHANSA (2026) PENGARUH PSYCHOLOGICAL CONTRACT BREACH DAN TRUST INORGANIZATION TERHADAP EMPLOYEE ENGAGEMENT DENGAN KOMITMEN ORGANISASIONAL SEBAGAI VARIABEL MEDIASI STUDI PADA PEGAWAI PPPK PEMERINTAH KOTA PARIAMAN. S2 thesis, Universitas Andalas.

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Abstract

PengaruhPsychologicalContractBreachDan TrustInOrganization TerhadapEmployeeEngagement DenganKomitmenOrganisasionalSebagaiVariabelMediasiStudiPadaPegawaiPPPK Pemerintah Kota Pariaman Tesis oleh Khansa Prima Sandra M Pembimbing1:HendraLukito,SE,MM,Ph.D Pembimbing2:Prof.Dr.HarifAmaliRivai,SE,M.Si ABSTRAK Keberhasilan reformasi birokrasi dan peningkatan kualitas pelayanan publik sangat ditentukan oleh tingkat keterlibatan kerja (employee engagement) aparatur sipil negara. Dalam konteks birokrasi modern, keterlibatan pegawai tidak hanya dipengaruhi oleh aspek struktural dan administratif, tetapi juga oleh faktor psikologis yang membentuk kualitas hubungan antarapegawai dan organisasi. Salah satu isu penting yang kerap muncul dalam hubungan kerja ASN, khususnya Pegawai Pemerintah dengan Perjanjian Kerja (PPPK), adalah persepsi terhadap pemenuhan kontrak psikologis serta tingkat kepercayaan pegawai terhadap organisasi. Penelitian ini bertujuan untuk menganalisis pengaruh Psychological Contract Breach dan Trust in Organization terhadap Employee Engagement dengan Komitmen Organisasional sebagai variabel mediasipadaPPPKdilingkunganPemerintahDaerahKotaPariaman. Penelitianini menggunakan pendekatan kuantitatif dengan desain explanatory research yang berlandaskan Social Exchange Theory. Data diperoleh melalui survei kuesioner terhadap 81 PPPK yang bekerja pada lima Organisasi Perangkat Daerah (OPD) strategis di Pemerintah Kota Pariaman, dengan teknik purposive sampling. Instrumen penelitian dikembangkan dari indikator yang telah teruji secara empiris dan diukur menggunakan skala Likert lima poin. Analisis data dilakukan dengan metode Structural Equation Modeling–Partial Least Square (SEM-PLS) untuk menguji hubungan kausal langsung maupun tidak langsung antarvariabel penelitian. Hasil penelitian menunjukkan bahwa Psychological Contract Breach berpengaruh negatif dan signifikan terhadap Employee Engagement, sedangkan Trust in Organization berpengaruh positif dan signifikan terhadap Employee Engagement. Selain itu, Psychological Contract Breach dan Trust in Organization terbukti berpengaruh signifikan terhadap Komitmen Organisasional. Selanjutnya, Komitmen Organisasional berpengaruh positif dan signifikan terhadap Employee Engagement serta berperan sebagai variabel mediasi dalam hubungan antara Psychological Contract Breach dan Trust in Organization terhadap Employee Engagement. Temuan penelitian ini menegaskan bahwa keterlibatan kerja PPPK dalam birokrasi pemerintahan daerah tidak hanya ditentukan oleh faktor formal dan regulatif, tetapi sangat dipengaruhi oleh kualitas hubungan psikologis antara pegawai dan organisasi. Oleh karena itu, upaya peningkatan employee engagement perlu diarahkan pada pengelolaanekspektasipegawaisecararealistis, pemenuhankomitmenorganisasi, sertapenguatan kepercayaandan komitmenorganisasional.Penelitianinidiharapkandapatmemberikan kontribusi teoritis dalam pengembangankajianmanajemensumber daya manusia sektor publikserta menjadi dasar pertimbangan praktis bagi pemerintah daerah dalam merumuskan kebijakan pengelolaan PPPK yang berorientasi pada keterlibatan dan kinerja berkelanjutan. Katakunci:PsychologicalContractBreach,TrustinOrganization,Komitmen Organisasional, Employee Engagement, PPPK. i The Influence of Psychological Contract Breach and Trust in Organization on EmployeeEngagementinthePariamanCityGovernmentwithOrganizationalCommitment asaMediatingVariable Thesis by Khansa Prima Sandra M SupervisorI:HendraLukito,SE,MM,Ph.D SupervisorII:Prof.Dr.HarifAmaliRivai,SE,M.Si ABSTRACT Thesuccessofbureaucraticreformandtheenhancementofpublicservicequalityareclosely linkedto the level of employeeengagement among civil servants. In the context of modern public administration, employee engagement is influenced not only by structural and administrative arrangements but also by psychological factors that shape the employment relationship between individuals and their organizations. Among Government Employees with Work Agreements (PPPK),perceptionsofpsychologicalcontractfulfillmentandtrustintheorganizationconstitute critical issues that may affect their work engagement. This study aims to examine the effects of Psychological Contract Breach and Trust in Organization on Employee Engagement, with Organizational Commitment serving as a mediating variable, among PPPK in the Regional Government of Pariaman City. This study adopts a quantitative approach with an explanatory research design grounded in Social Exchange Theory. Data were collected through a structured questionnaire survey administered to 81 PPPK employed in five strategic Regional Apparatus Organizations (OPD) within the Pariaman City Government, using a purposive sampling technique. Measurement instruments were developed based on empirically validated indicators and assessed using a five-point Likert scale. Data analysis was conducted using Structural Equation Modeling–Partial Least Squares (SEM-PLS) to examine both direct and indirect relationships among the study variables. The results reveal that Psychological Contract Breach has a significant negative effect on Employee Engagement, whereas Trust in Organization has a significant positive effect on Employee Engagement. In addition, both Psychological Contract Breach and Trust in Organization significantly influence Organizational Commitment. Furthermore, Organizational Commitment is found to have a positive and significant effect on EmployeeEngagement andtomediatetherelationshipsbetween PsychologicalContractBreach, Trust in Organization, and Employee Engagement. These findings indicate that employee engagement among PPPK in local government institutions is not determined solely by formal regulations and administrative mechanisms but is strongly shaped by the quality of the psychological relationship between employees and their organization. Accordingly, efforts to enhance employee engagement should prioritize realistic management of employee expectations, fulfillment of organizational obligations, and the strengthening of trust and organizational commitment. This study contributes to the public sector human resource management literature and offers practical implications for local governments in designing PPPK management policies oriented toward sustainable engagement and performance. Keywords:PsychologicalContractBreach;TrustinOrganization;OrganizationalCommitment; Employee Engagement; Government Employees with Work Agreements (PPPK).

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