The Role of Organizational Support Perceived as a Moderation of the Influence of Competencies and Work Ethic on Job Satisfaction

The aim of this research is to empirically determine the role of perceived organizational support as a moderator of the influence of competence and work ethic on job satisfaction among PT employees. Amartha Micro Fintek Malang Branch. This research is positivism research, with the type of research being explanatory research. The population in this study were all employees of PT. Amartha Mikro Fintek Malang Branch, totaling 53 people. The number of samples in this study was determined based on total sampling. The data analysis technique used in this research is Partial Least Square-Structural Equation Modeling (PLS-SEM) with the SmartPLS application. The research results show that competence can increase job satisfaction. Work ethic can increase job satisfaction. Perceived organizational support can increase job satisfaction. Competency is able to increase job satisfaction moderated by the perceived organizational support of employees. Work ethic is able to increase job satisfaction moderated by perceived organizational support


INTRODUCTION
Human resource management plays a crucial role in managing human resource elements so that they become effective workers according to their field.Human resources are an important element in an organization, and the success of a company depends on the contribution of all elements of human resources from the lowest level to the top.Employee job satisfaction is a key factor in ensuring optimal performance and achieving company goals.
The factor that influences the success of a company is employee performance, which is influenced by job satisfaction.Job satisfaction, in turn, is influenced by various factors such as competence and work ethic.Employee competency includes skills, abilities and behavior that are relevant to the tasks at hand, while work ethic reflects employee attitudes and behavior at work.These two variables have an important role in achieving company goals.This research focuses on PT.Amartha Mikro Fintek Malang Branch as the object of study.This selection is based on certain considerations that make PT.Amartha Mikro Fintek Malang Branch is a relevant choice for exploring the phenomenon of employee job satisfaction in the context of the financial technology (fintech) industry.
Although job satisfaction, competence, and work ethic have had a significant impact in the literature, there is a research gap that needs to be filled.This study will explore how competence and work ethic influence PT employee job satisfaction.Amartha Mikro Fintek Malang Branch, and whether organizational support moderates this relationship.
In summary, this research aims to fill the research gap by exploring the relationship between competence, work ethic and job satisfaction of PT employees.Amartha Micro Fintek Malang Branch.The novelty of the research lies in the focus on the fintech industry and the use of organizational support as a moderator.It is hoped that the research results will provide new insights, provide practical benefits for companies, and assist in the development of human resource management strategies.Detailed objectives will be further explained in the research conclusion.

LITERATURE REVIEW Competence
According to (Spencer, L.M., & Spencer, 1993) states that competence can be defined as a person's underlying characteristics related to the effectiveness of an individual's performance in his or her work, or an individual's basic characteristics that have a causal or causal relationship with the criteria that are used as a reference, effective or excellent or superior performance in the workplace or in certain situations.

Work Ethic
According to (Sutrisno, 2016) Work ethic is norms that are binding and implicitly emphasized as well as practices that are accepted and recognized as normal habits to be maintained and established in the lives of the members of an organization.

Perceived Organizational Support
According to (Eisenberger et al., 1986), perceived organizational support is an employee's belief in the organization where the employee works which can encourage employee perceptions regarding the extent to which the organization values employee contributions and cares about their welfare.

Job Satisfaction
According to (Robbins, Stephen P. & Judge, 2013) Job satisfaction is a general attitude toward a person's job that shows the difference between the amount of reward workers receive and the amount they believe they should receive.

RESEARCH METHODS
This research is positivism research, with the type of research being explanatory research.The population in this study were all employees of PT.Amartha Mikro Fintek Malang Branch, totaling 53 people.The number of samples in this study was determined based on total sampling.The data analysis technique used in this research is Partial Least

Results
Data regarding the characteristics of respondents in this study include: 1) based on gender; 2) by age; 3) based on length of service; and 4) based on education.The four characteristics of respondents are presented in the table below:  1, it is known that the majority of respondents were female, namely 37 respondents and most were male, namely 16 respondents.Source: Processed data (2023) Based on Table 2, it is known that the majority of respondents were <30 years old with a total of 27 respondents.Then the next most respondents were aged 30 -< 35 years with a total of 19 respondents, those aged 35 -< 40 years with a total of 5 respondents, and those aged ≥ 40 years with a total of 2 respondents.Source: Processed data (2023) Based on Table 3, it is known that the largest number of respondents were those with high school/equivalent education with a total of 35 respondents.Then the next largest number of respondents had a Bachelor's degree with a total of 16 respondents.Furthermore, the next largest number of respondents had a Diploma education with a total of 2 respondents.Meanwhile there are no employees PT.Amartha Mikro Fintek Malang Branch with postgraduate education.Source: Processed data (2023) Based on Table 4, it is known that the largest number of respondents were those with a work period of 1 -< 5 years with a total of 21 respondents.Then the next largest number of respondents were those who had worked for 5 -< 10 years with a total of 19 respondents.Furthermore, those with a work period of <1 year were 13 respondents.Meanwhile there are no PT employees.Amartha Mikro Fintek Malang Branch which has a service period of ≥ 10 years.
Cronbach's alpha is a collection of indicators that properly assess the composite reliability of a variable, based on an alpha coefficient value greater than 0.60.Composite reliability, as a group of indicators that measure certain variables, is considered good if the score exceeds 0.70 (Creswell, 2017).The average variance extracted reflects the extent to which the variance or variations of the observed variables can be attributed to the latent construct, with a value exceeding 0.50 (Creswell, 2017).The table below presents the results of Cronbach's alpha, Composite Reliability, and Average Variance Extract (AVE) tests.Table 7 above shows that the R-Square value of the endogenous latent variable Job Satisfaction (Y) obtained is 0.714, which indicates a strong model, because the value is above 0.67 (Chin, 1998).The results of the PLS R-Square represent the amount of variance from the endogenous construct explained by the model.
The path coefficient is a standard regression coefficient that shows the direct influence of an independent variable on the dependent variable in a particular path model, while the specific indirect influence aims to analyze how strong the influence of a variable is on other variables, both exogenous and variable.endogenous.The results of the path coefficient test and the specific indirect effects can be seen in the table below, as follows: Table 8 Based on the table of path coefficients and specific indirect effects, it shows that the Competency Variable on job satisfaction has a positive and significant effect, Furthermore, the Work Ethic Variable on Job Satisfaction has a positive and significant effect, the perceived Organizational Support variable on Job Satisfaction has a positive and significant effect, the Organizational Support Variable has a positive and significant effect.perceived ability to moderate Competence on job satisfaction has a positive and significant influence, and the Organizational Support variable which is perceived to be able to moderate Work Ethic on job satisfaction has a positive and significant influence.

The Influence of Competency on Job Satisfaction
Hypothesis test results show that competency has a significant effect on job satisfaction of PT employees.Amartha Micro Fintek Malang Branch.These results are in accordance with the research results (Efendi & Yusuf, 2021), (Utami & Sukmawati, 2019), And ( Bagia & Cipta, 2019 ) which concludes that competence has a significant influence on job satisfaction.Judging from how large the effect size of the relationship between variables is, the effect of competence on job satisfaction is 0.318, which means it has a moderate effect because it is above the value of 0.15.

The Influence of Work Ethic on Job Satisfaction
Hypothesis test results show that work ethic has a significant effect on job satisfaction of PT employees.Amartha Micro Fintek Malang Branch.These results are in accordance with the research results (Ahmed et al., 2021) And (Panigrahi & Al-Nashash, 2019) which shows that work ethic has a positive and significant effect on job satisfaction.Judging from the size of the effect of the relationship between variables, the effect of work ethic on job satisfaction is 0.209, which means it has a moderate effect because it is above the value of 0.15.

The Effect of Perceived Organizational Support on Job Satisfaction
Hypothesis test results show that perceived organizational support has a significant effect on job satisfaction of PT employees.Amartha Micro Fintek Malang Branch.These results are in accordance with the research results (Purba et al., 2019) And (Abid et al., 2021) which states that perceived organizational support has a positive and significant effect on job satisfaction.Judging from the size of the effect of the relationship between variables, the effect of perceived organizational support on job satisfaction is 0.337, which means it has a moderate effect because it is above the value of 0.15.

The Role of Perceived Organizational Support in Moderating the Effect of Competency on Job Satisfaction
Hypothesis test results show that competence influences job satisfaction, moderated by organizational support felt by PT employees.Amartha Micro Fintek Malang Branch.The perceived organizational support in this case has a "weakening" moderation characteristic because the value is negative which has an original sample value of -0.247.Judging from the size of the effect of the relationship between variables, the moderating effect of perceived organizational support on the influence of competence on job satisfaction is 0.320, which means it has a moderate effect because it is above the value of 0.15.

The Role of Perceived Organizational Support in Moderating the Effect of Work Ethic on Job Satisfaction
Hypothesis test results show that work ethic influences job satisfaction, moderated by organizational support felt by PT employees.Amartha Micro Fintek Malang Branch.The perceived organizational support in this case has a "strengthening" moderation characteristic because the value is positive which has an original sample value of 0.117.Judging from the size of the effect of the relationship between variables, the moderating effect of perceived organizational support on the influence of work ethic on job satisfaction is 0.217, which means it has a moderate effect because it is above the value of 0.15.
Square-Structural Equation Modeling (PLS-SEM) with the SmartPLS application.The conceptual model in this research is as follows: Source: (Spencer & Spencer, 1993); (Sutrisno, 2016); (Eisenberger et al., 1986); (Robbins & Judge, 2013) Figure 1.Conceptual model Hypothesis H1 : Effect of Competency on Job Satisfaction H2 : The influence of work ethic on job satisfaction H3 : The effect of perceived organizational support on job satisfaction H4 : The influence of competency on job satisfaction is moderated by perceived organizational support H5 : Influence Work Ethic on Job Satisfaction Moderated by Perceived Organizational Support

Table 1 .
Characteristics of Respondents Based on Gender

Table 2 .
Characteristics of Respondents Based on Age

Table 3 .
Characteristics of Respondents Based on Education

Table 4 .
Characteristics of Respondents Working Period

Table 5 .
Cronbach's Alpha and Composite Reliability

Table 6 .
Average Variance Extracted (AVE)for endogenous latent variables in the structural model indicate a strong, moderate, and weak model(Chin, 1998).Based on the test results using the SmartPLS program, the following R-Square results were obtained: