Abstract
This study aims to analyze the effect of Competence, Job Sress, and Perceptual Organizational Support on Performance with Organizational Commitment as an Intervening Variable on Tanjungpinang City government employees. This type of research is associative causality. This research was conducted using a survey method by distributing questionnaires from government agencies in the Tanjungpinang City Government. The population of this study was all Regional Apparatus Organizations in Tanjungpinang City Government, totaling 31 Regional Apparatus Organizations, consisting of 97 sample respondents including the Head of Financial Subdivision, Head of Program Subdivision, Program Subdivision Secretary, Secretary, Development and Development Division of Control Programs in the Planning Agency, Development, Research and Development of Tanjungpinang City, and Inspectorate auditors. Data analysis methods used are descriptive statistical analysis and Partial Least Square (SEM-PLS) analysis. The results of this study indicate that competence has a significant effect on performance, work stress and perceived organizational support has no significant effect on performance. Competence does not significantly influence organizational commitment. Job stress and perceived organizational support have a significant effect on organizational commitment. Organizational commitment has no significant effect on performance. Indirectly, organizational commitment mediates the relationship of competence and organizational support, but does not mediate the relationship between work stress and performance
Highlights
IntroductionStated that job performance is a successful role achievement obtained from his actions
Endogenous variables consist of: Employee Performance (Y), Intervening variables are Organizational Commitment (X4) Kuncoro (2009) population is a complete group of elements, which are usually in the form of people, objects, transactions, or events where we are interested in learning or being the object of research The population in this study is the State Civil Apparatus (ASN) in each Organization Regions (OPD) in Tanjungpinang City Government related to the Accountability Performance Report of Government Agencies (LAKIP) totaling 97 [31]
Based on the data of internal consistency analysis in the table above, the results show that the Competency variable (X1) has a composite reliability value of 0.948> 0.600, the X1 variable is reliable, the Job Stress variable (X2) has a composite reliability value of 0.916> 0.600, the X2 variable is reliable, Perceived Organizational Support (X3) variable has a composite reliability value of 0.915> 0.600 X3 variable is reliable, Organizational Commitment variable (X4) has a composite reliability value of 0.915> 0.600 X4 variable is reliable, Employee Performance variable (Y) has composite reliability value of 0.935> 0.600 the Y variable is reliable
Summary
Stated that job performance is a successful role achievement obtained from his actions. This means that the success of performance measurement in an organization can be determined from the behavior of employees owned by the organization [1]. States several factors that influence organizational commitment, including: personal characteristics, job characteristics, company design characteristics, and experience gained from the company [2]. Related to the factors that influence employee performance and organizational commitment, it is necessary to identify several factors that influence organizational commitment that have an impact on improving employee performance. Some factors that influence this study are competence, job stress (Job Stress), and perceived organizational support (Perceived Organizational Support) [3]
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