DO PERSON-ORGANIZATIONAL FIT AND JOB CHARACTERISTICS CREATE EMPLOYEE PERFORMANCE: THE MEDIATING ROLE OF ORGANIZATIONAL COMMITMENT

This study investigates the impact of Public Service Motivation (PSM) on employee performance, with particular attention to the mediating role of organizational commitment, within the context of public service institutions in Hai Phong City. Specifically, the research explores both the direct influence of PSM on employee performance and its indirect effect through organizational commitment. Utilizing the Structural Equation Modeling–Partial Least Squares (SEM-PLS) approach, data were collected from a sample of 34 public officials to assess these relationships. The empirical findings reveal that PSM exerts a positive and statistically significant influence on employee performance, affirming its role as a critical driver of effectiveness in public sector work. Furthermore, PSM significantly enhances organizational commitment, fostering emotional attachment, a sense of duty, and a deeper awareness of long-term contribution among employees. In turn, organizational commitment is shown to have a robust positive effect on employee performance, as committed individuals tend to maintain higher work standards and consistently strive to achieve institutional goals. Crucially, organizational commitment also acts as a significant mediator in the relationship between PSM and performance, amplifying the positive effects of motivation through strengthened institutional loyalty.

This research aims to determine the effect of dual role conflict and work stress on employee performance directly and indirectly through organizational commitment at the Central Java BKKBN agency, Semarang City, and Regency Work Area. The population used in this research is all employees who work in the Central Java BKKBN working area of Semarang City and Regency. Sampling will use purposive sampling, with the sample selection criteria being female married or married employees. Based on this sampling, the research sample size was 80 respondents. The primary data used was obtained through a research questionnaire. The data analysis technique used is the Structural Equation Model Partial Least Square (SEM-PLS). The research results show that multiple-role conflict has a significant negative effect on organizational commitment, and work stress negatively and significantly impacts organizational commitment. Multiple role conflict has a negative and significant effect on employee performance, work stress has a negative and significant impact on employee performance, and organizational commitment has a positive and significant effect on employee performance. The results of the mediation test show that organizational commitment can mediate the impact of multiple role conflicts on employee performance, and organizational commitment can mediate the effect of work stress on employee performance.

This study aims to analyze the role of organizational citizenship behavior as a mediation effect of employee engagement and organizational commitment on employee performance. This research includes quantitative research using questionnaires to collect data. The population in this study were RSIA Puri Bunda Malang employees. The sampling technique used proportional random sampling with a total sample of 119 respondents. The data analysis technique involved SEM-PLS (Structural Equation Modeling-Partial Least Square). The results indicated that employee engagement and organizational commitment had no effect on employee performance, while organizational citizenship behavior significantly can affect employee performance. The results also showed that organizational citizenship behavior can mediate both the effect of employee engagement and organizational commitment to employee performance. It indicates that the attitude of employee engagement and organizational commitment of employees does not affect employee performance. The presence of organizational citizenship behavior will strengthen the effect of employee engagement and organizational commitment on employee performance. Keywords: Employee engagement, Employee performance, Organizational commitment, Organizational citizenship behavior

The State Civil Apparatus (ASN) is required to have high performance. High Performance Work Systems (HPWS) can improve organizational and employee performance. This study aims to examine the effect of HPWS on Organizational Citizenship Behavior (OCB); find out how far Psychological Wellbeing (PWB) affects Job Satisfaction; and exploring PWB, Organizational Commitment and Job Satisfaction as a mediator for the HPWS-OCB relationship with ASN in 42 Regional Apparatus Organizations (OPD) DKI Jakarta Provincial Government. Determination of the sample by purposive sampling, with the criteria of an active civil servant who has worked for at least 1 year. Data collection used a survey, by distributing 33 questionnaires in the google-form via Whatsapp, to 185 respondents in June 2023. Data was analyzed using the Structural Equation Model Partial Least Square (SEM-PLS). The result is that HPWS has a significant positive effect on PWB and organizational commitment. The direct relationship between HPWS-OCB was positive but not significant, PWB was able to fully mediate positive HPWS-OCB. PWB has a significant positive effect on organizational commitment and will increase OCB. HPWS through PWB mediation and organizational commitment has a significant effect on job satisfaction, without HPWS mediation it has no significant effect on job satisfaction. Organizational commitment does not mediate the HPWS-OCB relationship and job satisfaction does not significantly affect OCB. The better government organizations implement HPWS in ASN management, the ASN's OCB will increase and ultimately lead to an increase in excellent service quality and organizational performance.

This study is focused to analyze the impact of servant leadership on employee performance in relation to the organizational commitment mediation. It is a causality research, providing an explanation and understanding about the impact of servant leadership on employee performance and the impact of servant leadership on organizational commitment. The sample of the research are 90 civil servants in Wangaya General Hospital as the respondents. In this study questionares are used as instuments of the research. Descriptive and inferential analysis were applied as method of analysis and Structural Equation Model-Partial Least Square (SEM-PLS) as a tool. The result is that servant leadership does not have any significant effect on employees performance, servant leadership has a positive and significant effect on organizational commitment, organizational commitment has positive and significant effect on employee performance, and the impact on servant leadership and employee performance through the role of organizational commitment as mediating variable is supported.

Research Aims: This study aims to analyse the role of motivation as a mediator in the relationship between organizational commitment and employee performance at Wyndham Opi Hotel Palembang. The research is based on the phenomenon of the hotel's failure to achieve its specified targets and the relatively high employee turnover rate. Design/methodology/approach: The study was conducted on a population of 150 employees, with data collected through interviews and questionnaires. The analysis technique employed was Structural Equation Modelling-Partial Least Squares (SEM-PLS) to assess the relationships between affective, continuous, and normative commitments, motivation, and employee performance. Research Findings: The findings indicate that affective, continuous, and normative commitments significantly influence employee motivation. However, when examining their direct impact on employee performance, only normative commitment was found to have a significant effect, whereas affective and continuous commitments did not. Furthermore, motivation was found to significantly mediate the relationship between affective and normative commitment to employee performance but not for continuous commitment. These results explain the persistent high turnover rate at Wyndham Opi Hotel Palembang and highlight the need for better hotel management strategies to strengthen employee commitment and reduce turnover. Theoretical Contribution/Originality: This study contributes to the existing literature by providing empirical evidence on the mediating role of motivation in the relationship between organizational commitment and employee performance. It emphasizes the need for organizations to enhance normative commitment and employee motivation to improve performance and reduce turnover, particularly in the hospitality industry

This research aims to analyze the influence of transformational leadership style and organizational culture on employee performance and examine the role of organizational commitment in mediating the impact of transformational leadership style and organizational culture on employee performance. The method used is quantitative with Structural Equation Model-Partial Least Square (SEM-PLS) analysis using the SmartPLS 4.1.0.9 program for data processing. The respondents in this research consisted of 139 employees, and the sampling technique was simple random sampling. The results of this study indicate that transformational leadership style does not significantly affect employee performance. Organizational culture and organizational commitment have a significant effect on employee performance. Organizational commitment can mediate the influence of transformational leadership style and organizational culture on employee performance.

Tujuan dari penelitian ini adalah untuk mengetahui apakah terdapat pengaruh dari Disiplin Kerja, Motivasi Kerja, dan Kompensasi terhadap Kinerja Karyawan yang ada di PT Pioneerindo Gourmet International Tbk. Jumlah sampel yang digunakan pada penelitian ini adalah berjumlah 100 responden yang dipilih menggunakan teknik purposive sampling. Data yang diperoleh dianalisis dengan teknik Structural Equation Modeling-Partial Least Square (SEM-PLS) menggunakan software Smart PLS versi 4. Hasil penelitian ini menunjukkan bahwa terdapat pengaruh positif Disiplin Kerja terhadap Kinerja Karyawan, terdapat pengaruh positif Motivasi Kerja terhadap Kinerja Karyawan, dan terdapat pengaruh positif Kompensasi terhadap Kinerja Karyawan pada PT Pioneerindo Gourmet International Tbk. The purpose of this research is to find out whether there is an influence of Work Discipline, Work Motivation, and Compensation on Employee Performance at PT Pioneerindo Gourmet International Tbk. The number of samples used in this research was 100 respondents selected using purposive sampling techniques. The data obtained were analyzed using the Structural Equation Modeling-Partial Least Square (SEM-PLS) technique using Smart PLS version 4 software. The results of this study show that there is a positive influence of Work Discipline on Employee Performance, there is a positive influence of Work Motivation on Employee Performance, and there is the positive influence of compensation on employee performance at PT Pioneerindo Gourmet International Tbk.

This study aims to examine the impact of work motivation on employee satisfaction and performance at Al-Qur’an Nurul Falah Islamic Boarding School located in East Java. In addition, the study explores the role of employee satisfaction as a mediating variable in the relationship between work motivation and employee performance. The research employs a quantitative approach, utilizing data analysis techniques through Structural Equation Modeling–Partial Least Squares (SEM-PLS). Data were collected through a survey using questionnaires distributed to employees within the boarding school environment. To evaluate the research model, tests were conducted to assess validity and reliability using convergent validity, discriminant validity, composite reliability, as well as path coefficient analysis to determine the relationships between variables. The results indicate that work motivation has a significant and positive influence on employee satisfaction, with a T-statistic value of 4.636 (p < 0.05). Furthermore, employee satisfaction significantly and positively affects performance, with a T-statistic value of 3.473 (p < 0.05). However, work motivation does not have a significant direct effect on employee performance, as shown by the significance value of 0.166 (> 0.05). Nonetheless, work motivation has an indirect influence on performance through employee satisfaction as a mediating variable, as evidenced by the path coefficient value, which indicates a full mediation effect. These findings provide recommendations for the management of Al-Qur’an Nurul Falah Islamic Boarding School to formulate policies that enhance work motivation and employee satisfaction in order to improve performance. Moreover, this study contributes theoretically to the development of human resource management studies, particularly within the context of Islamic-based educational institutions.

Abstract: This research aims to analyze the influence of workload and training on employee performance with job satisfaction as an intervening variable at Mazarzo Traditional Wedding Organizer. The background of this research is based on the high demand for services that is not proportional to the available human resources, as well as the suboptimal employee training that may reduce performance. The approach used is quantitative, employing methods such as observation, interviews, and questionnaires, with a saturated sampling technique involving 53 employees as respondents. Data analysis was conducted using Structural Equation Modeling-Partial Least Square (SEM-PLS) with the SmartPLS 4.0 software. The results of the study indicate that: (1) workload has a positive and significant effect on job satisfaction; (2) workload has a negative and insignificant effect on employee performance; (3) training has a positive and insignificant effect on job satisfaction; (4) training has a positive and insignificant effect on employee performance; (5) job satisfaction has a positive and significant effect on employee performance; (6) workload has a positive and significant effect on employee performance through job satisfaction; (7) training has a positive and insignificant effect on employee performance through job satisfaction. These findings highlight the importance of proportional workload management and structured training to optimally enhance employee satisfaction and performance..

This research was conducted with the aim of understanding and analyzing the influence of bureaucratic leadership style on employee performance through job satisfaction as an intervening variable at the Department of Industry and Trade of Jambi Province. The population in this study is all civil servants of the Department of Industry and Trade of Jambi Province and uses a census technique for sampling with a total of 85 respondents. The method used in this research is quantitative analysis with the data obtained through a questionnaire method. The data analysis tool in this research uses Structural Equation Modeling-Partial Least Square (SEM-PLS) in the SmartPLS 4 application. The results of this study indicate that bureaucratic leadership style has a positive and significant effect on employee performance, and the bureaucratic leadership style also has a positive and significant effect on job satisfaction. Job satisfaction has a significant effect on employee performance. The bureaucratic leadership style has a positive and significant effect on employee performance through job satisfaction as an intervening variable at the Department of Industry and Trade of Jambi Province.

Information about the factors that influence turnover intention is needed by managerial in providing strategic steps to overcome the negative effects of high turnover intention. This study aims to analyze the effect of turnover intention on employee performance with organizational commitment as a moderator variable. The sampling method used was the proportionate stratified random sampling technique. The research data used respondents' perceptions of the variables, then analyzed using Structural Equation Modeling-Partial Least Square (SEM-PLS) method. The results of this study indicate that turnover intention has a negative relation toward employee performance and commitment, although not significant. This condition can occur because of tugging to get high-performing talents in the service industry. This condition is triggered by the increasingly open competition in the world of work so that employees are aware of having to create a positive impression for the company to be left, which will usually be a recommendation to the next destination company. High organizational commitment is an important factor in improving employee performance. High organizational commitment will reduce the desire of employees to leave a company (turnover intention) and reduce the negative influence on employee performance, so that despite high turnover intention, employee performance is remaining high. This happens especially in service companies whose main capital is human resources.

The role of Organisational Citizenship Behaviour (OCB) as a mediator of employee performance remains inconsistent, and research in the Indonesian public sector, particularly in West Kalimantan PDAM, remains limited. This study examines the role of Organisational Citizenship Behaviour (OCB) as a mediator in the relationships among motivation, discipline, organisational culture, and employee performance at Regional Water Companies (PDAMs) in West Kalimantan, Indonesia. Using Structural Equation Modelling-Partial Least Squares (SEM-PLS) with a sample of 110 employees from PDAM Tirta Pancur Aji, one of 13 PDAMs in West Kalimantan, this research addresses the research gap regarding the mediating role of OCB in public sector organisations. Results indicate that motivation, discipline, and organisational culture significantly influence both OCB and employee performance, with organisational culture exerting the strongest effect, followed by work motivation and work discipline. Furthermore, OCB partially mediates the relationships between these HR factors and employee performance. Research findings also show that OCB has the strongest direct impact on PDAM employee performance. These findings contribute to organisational behaviour theory in the public sector and offer practical implications for PDAM management to enhance service delivery and achieve the Sustainable Development Goals, particularly SDG 6 on clean water and sanitation.

This study aims to examine the influence of job analysis and work experience on employee performance, with job satisfaction as a mediating variable and organizational commitment as a moderating variable. A quantitative approach was used with the Structural Equation Modeling-Partial Least Squares (SEM-PLS) method, involving 170 employees from four Community Health Centers (Puskesmas) in Semampir District, Surabaya. Data were collected through a validated questionnaire and analyzed using SmartPLS 3.0. The results showed that job analysis and work experience did not directly affect performance, but significantly influenced job satisfaction. Job satisfaction significantly influenced performance and fully mediated the influence of job analysis and work experience on performance. In addition, organizational commitment significantly moderated the relationship between job satisfaction and performance. These findings confirm the central role of job satisfaction and the importance of organizational commitment in improving employee performance in primary healthcare.

State Civil Apparatus (ASN) must have high performance. High-Performance Work Systems (HPWS) can increase employee and organizational productivity. In this study, we examine how HPWS relates to Organizational Citizenship Behavior (OCB), how psychological well-being (PWB) influences job satisfaction, and examine how PWB, organizational commitment, and job satisfaction function as mediators of HPWS-OCB interaction with the ASN population in 42 DKI Jakarta Provincial Government Organizations (OPD). Sampling was taken by purposive sampling, with ASN requirements with a minimum working period of 1 year. The survey was conducted in June 2023 to obtain data from 185 respondents who received 33 questions via Whatsapp. The data were evaluated using the Structural Equation Model Partial Least Square (SEM-PLS). HPWS has a significant positive effect on PWB and organizational commitment. HPWS does not affect OCB. The positive HPWS-OCB relationship can be fully moderated by PWB. PWB has a significant positive effect on organizational commitment and will increase OCB. HPWS does not affect job satisfaction. HPWS through PWB mediation and organizational commitment has a significant effect on job satisfaction. Organizational commitment does not mediate the HPWS-OCB relationship. Job satisfaction does not affect OCB. Government organizations should implement HPWS in ASN management so that ASN feels PWB and in the end voluntarily carry out OCB, which leads to improving the quality of excellent service and organizational performance