THE INFLUENCE OF PSYCHOLOGICAL CAPITAL AND JOB CHARACTERISTICS ON PERFORMANCE WITH ORGANIZATIONAL COMMITMENT AS MEDIATION (STUDY AT THE REGIONAL SECRETARIAT OFFICE OF SALATIGA CITY)

Abstract

This research aims to investigate the influence of psychological capital and job characteristics on employee performance, with organizational commitment as a moderating variable at the Salatiga City Regional Secretariat. Organizations, especially the Regional Secretariat, have an important role in achieving regional government goals. Appropriate job design and strong psychological capital can improve employee performance, while organizational commitment is expected to moderate the relationship between psychological capital variables, job characteristics, and performance. The research results show that psychological capital, consisting of self-efficacy, optimism, hope and resilience, has a significant positive effect on employee performance. Job characteristics, including skill variety, task identity, task significance, autonomy, and job feedback, also make a positive contribution to employee performance. Organizational commitment acts as a moderating factor that strengthens the relationship between psychological capital, job characteristics, and performance. This research contributes to the understanding of the factors that influence employee performance in local government environments. Practical implications involve recommendations for increasing psychological capital, job redesign, and strengthening organizational commitment as human resource management strategies. It is hoped that these findings can become a basis for developing human resource management theory in the local government context. KEYWORDS: Psychological Capital, Job Characteristics, Organizational Commitment, Employee Performance, Local Government.