Influence Of Organizational Commitment Research Articles

The Influence of Leadership Style, Work Motivation and Organizational Commitment on Employee Performance of DPMD Malang Regency

This study aims to analyse the impact of leadership, work motivation, and commitment among employees of the Malang Regency Community and Village Empowerment Office (DPMD). The validation study is a quantitative study. Data were collected from a questionnaire administered to 52 respondents who were employees of DPMD Malang Regency using the entire sample. Data analysis techniques use multiple linear regression to show the impact of independent variables on the variables. The results showed that: (1) leadership style, work motivation, and organizational commitment have an impact on employee performance; (3) Job support has also been shown to have a positive effect on employee performance. In addition, (4) organizational commitment has also been shown to have a positive effect on employee performance. Wide. The importance of this study shows the importance of using good leadership styles, developing job support and strengthening the commitment of organizations to mobilize staff well

The Fulfillment of Psychological Contract and Job Satisfaction in Reducing Procrastination of Employees Working in the Public SectorPublic Sector

This research aims to examine the factors that influence procrastination among education staff at a university. The research used mono methods: quantitative method, survey strategy, and cross-sectional research design. The data were collected by questionnaires distributed offline and online via Google Forms to 145 education staff at a state university in Yogyakarta. The data were analyzed using the Structural Equation Modeling equation based on Partial Least Square (SEM PLS). The research found that achievement motivation and organizational commitment influence procrastination directly and through the mediation of fulfilling the psychological contract. Meanwhile, job satisfaction does not significantly affect procrastination, nor does it mediate the influence of achievement motivation and organizational commitment on procrastination. The research results were then discussed according to the characteristics of organizations in the public sector in higher education.

The Relationship Between Organizational Commitment, Professional Development, and Job Performance of Educators in Public Universities

This study investigates the relationship between organizational commitment, professional development, and job performance among educators in public universities. Using a sample of 250 educators from public universities in West Java, Indonesia, the study employed a quantitative approach, incorporating Pearson correlation and multiple regression analyses to examine the influence of organizational commitment and professional development on job performance. The findings revealed that both organizational commitment and professional development have significant positive effects on job performance. Furthermore, an interaction effect was observed, suggesting that educators who exhibit high levels of organizational commitment and actively participate in professional development activities perform better than those with only one of these factors. These results emphasize the importance of fostering both commitment and professional growth in improving educator performance. The study contributes to the literature on educator effectiveness and offers practical recommendations for enhancing job performance in higher education institutions.

Pengaruh Gaya Kepemimpinan, Kepuasan Kerja dan Komitmen Organisasi terhadap Kinerja Karyawan pada Dealer Honda MPM Motor Kupang

This research aims to determine the influence of leadership style, job satisfaction, and organizational commitment simultaneously and partially on employee performance at the MPM Motor Kupang Honda Dealer. The techniques used in collecting data were questionnaires and interviews. The questionnaire used in this research was 36 questions consisting of 10 questions regarding employee performance, 10 questions about leadership style, 8 questions about job satisfaction and 8 questions about organizational commitment. Interviews are used as supporting data in this research, especially regarding employee conditions and comfort. The results of the research reveal that simultaneously and partially there is a significant and positive influence between the variables of leadership style, job satisfaction and organizational commitment on employee performance at the MPM Motor Kupang Honda Dealer.

ANALISIS PENGARUH KOMITMEN ORGANISASI DAN KOMPETENSI PRAJURIT TERHADAP KINERJA PRAJURIT MELALUI KONTROL PERILAKU PADA BATALYON TAIFIB 2 MARINIR

This research aims to influence the influence of organizational commitment and soldier competency on soldier performance through behavioral control in the 2nd Marine Taifib Battalion. The population in this study were all 229 soldiers working in the 1st Marine Tankfib Battalion. This type of research is explanatory with a quantitative approach. The data analysis technique for this research uses path analysis. The research results show that Organizational Commitment has an influence on Behavioral Control, Competence has an influence on Behavioral Control. Organizational Commitment has an influence on Soldier Performance. Competency has an influence on Soldier Performance. Behavioral Control has an influence on Soldier Performance. Behavioral Control cannot be a variable that mediates the influence of Organizational Commitment on soldier performance. Behavioral Control cannot be a variable that mediates the influence of Competency on soldier performance.

The Influence of Teacher Supervision, Work Culture, and Organizational Commitment on Teacher Performance at XXY High School, Bintaro

The Influence of Teacher Supervision, Work Culture, and Organizational Commitment on Teacher Performance at XXY High School, Bintaro

The Influence of HRM, Employee Engagement, and Organizational Commitment on Employee Turnover Intention

High turnover rates are a significant challenge in the healthcare sector, where employee retention is critical to maintaining service quality and organizational performance. The purpose of this research is to determine and analyze the effect of HRM, employee engagement and organizational commitment on employee turnover intention at Tebet Hospital Jakarta, Atmajaya Hospital Jakarta, and UKI Hospital. The research method used was qualitative, which involved in-depth interviews with key respondents from the three hospitals. Primary data was collected using a structured questionnaire and analyzed using SEM-PLS (Structural Equation Modeling-Partial Least Squares). The findings show that HRM has a positive but not statistically significant influence on employee engagement, while significantly reducing turnover intention. Organizational commitment is positively and significantly related to employee engagement and decreased turnover intention. In addition, turnover intention positively affects employee performance. This research has implications highlighting the need for hospitals to develop more effective HRM strategies that encourage employee engagement and strengthen organizational commitment, ultimately reducing turnover rates.

Organizational Citizenship Behavior as a Mediator of the Effect of Organizational Commitment and Job Satisfaction on Performance

This study aims to test and analyze the effects of: 1) organizational commitment to organizational citizenship behavior, 2) job satisfaction to organizational citizenship behavior, 3) organizational commitment to performance, 4) job satisfaction affects performance, 5) organizational citizenship behavior to performance, 6) organizational commitment to performance through organizational citizenship behavior, 7) job satisfaction to performance through organizational citizenship behavior. This research was conducted at PT. Waskita Karya Jakarta Building Division in April-June 2024, carried out at PT. Waskita Karya (Perseo) Building Division in May-June 2024. The population is 456 employees, then sampled with the Slovin formula and with proportional random sampling of each department a sample of 213 employees was obtained. Primary data related to the research variables were obtained by questionnaires given via google form. Once the data is collected, it is analyzed with Smart Partial Lease Square (SPLS). However, previously a validity and reliability test was carried out. The hypothesis was tested by a t-test with a 5% alpa. The results prove that: 1) organizational commitment has an effect on organizational behavior citizenship. 2) job satisfaction affects organizational behavior citizenship, 3) organizational commitment affects employee performance. 4) Job satisfaction affects performance, 5) Organizational behavior citizenship affects employee performance. 6) Organizational citizenship behavior is able to increase/mediate the influence of organizational commitment on employee performance. 7) Organizational citizenship behavior is able to increase/mediate the influence of job satisfaction on employee performance.

Pengaruh Ketidakpastian Lingkungan dan Komitmen Organisasi Terhadap Kinerja Manajerial Dengan Kualitas Sistem Informasi Akuntansi Manajemen Sebagai Variabel Intervening

This study aims to directly test and analyze the Influence of Environmental Uncertainty, Organizational Commitment and Quality of Management Accounting Information Systems on Managerial Performance and indirectly to test and analyze directly the influence of Environmental Uncertainty and Organizational Commitment on Managerial Performance with the Quality of Management Accounting Information Systems as an Intervening Variable in Star Hotels in Medan City. The research approach uses quantitative associative. The population of this study is all 3 to 5 star hotels in Medan City, totaling 48 hotels with a total sample of 240 respondents. This study uses the Structural Equation Modeling (SEM) analysis method using SmartPLS.3 software. Based on the results of direct hypothesis testing, there is an influence of environmental uncertainty, organizational commitment and management accounting information systems on managerial performance. Indirectly, there is an influence of environmental uncertainty and organizational commitment on managerial performance mediated by management accounting information systems

Peran Penentuan Tipe Kapal dan Kargo dalam Memediasi Pengaruh Kepemimpinan dan Komitmen Organisasi terhadap Kinerja Bongkar Muat: Studi Empiris di Perusahaan Pelayaran Wilayah Banten

The purpose of this study is to examine and analyze the role of determining the type of ship and cargo in mediating the influence of leadership and organizational commitment on loading and unloading performance. This study uses primary data obtained from the results of distributing questionnaires via google form to 106 operators at Banten Port. Data is processed using SmartPLS 3.2.9. The results of the study indicate that leadership has a positive and significant effect on loading and unloading performance, organizational commitment has a positive and significant effect on loading and unloading performance, leadership has a positive and significant effect on ship and cargo type, organizational commitment has a positive and significant effect on ship and cargo type, ship and cargo type has a positive and significant effect on loading and unloading performance, ship and cargo type is able to mediate positively and significantly the influence of leadership on loading and unloading performance, ship and cargo type is able to mediate positively and significantly the influence of organizational commitment on loading and unloading performance.

Changes of Organizational Culture at the Public Health Center in Cilincing District, North Jakarta, Indonesia

The empirical problem in this research is that in the working area of the Cilincing District Public Health Center, they have never carried out health education or monitoring activities in fisheries areas, including how to make salted fish. The study aims (1) to measure responsive culture, awareness management, organizational commitment, and identification of formalin in salted fish before and after implementing responsive culture. Furthermore, the study analyzes the influence of awareness management and organizational commitment on responsive culture and formalization in salted fish. It also aims to determine the best influence path model. The design used is to provide a responsive culture module and pre-post observational. Descriptive analysis was used to determine the distribution of respondents regarding responsive culture; awareness management; organizational commitment; and identification of formalin in salted fish. SEM SmartPLS is used to test the influence between variables. The results showed that the best model of influence path is (1) awareness management has a direct effect on organizational commitment; (2) organizational commitment influences responsive culture and responsive culture influences formalin content in salted fish. It is proven that a responsive culture plays an important role in overcoming health center performance problems. After implementing the responsive culture module, and a formalin test was carried out on making salted fish, the results showed that there was no formaline in salted fish.

ANALISIS MOTIVASI, KEPUASAN KERJA DAN KOMITMEN TERHADAP KINERJA KARYAWAN PADA PT GERGAS UTAMA MEDAN

The research analysis aims to find out whether motivation, job satisfaction and organizational commitment influence employee performance. The data analysis technique used is an associative research method with the help of the SPSS version 19 program. This research uses multiple linear regression analysis. The sample in this study was 60 respondents. Primary data collection uses a questionnaire. The research results show that the t value is 2.432 > t table of 2.00 with a significant value of 0.019 < 0.05, so the hypothesis H1 is accepted and H0 is rejected, meaning that motivation has a partially positive and significant effect on employee performance at PT Gergas Utama. The t value is 3.926 > t table of 2.00 with a significant value of 0.000 < 0.05, so the hypothesis H2 is accepted and H0 is rejected, meaning that job satisfaction has a partially positive and significant effect on employee performance at PT Gergas Utama. The t value is 6.545 > t table of 2.00 with a significant value of 0.000 < 0.05, so the hypothesis H3 is accepted and H0 is rejected, meaning that organizational commitment has a partially positive and significant effect on employee performance at PT Gergas Utama. The calculated F value is 45.081 which is greater than 2.78 and the significant value of 0.000 is smaller than 0.05 so it can be concluded that hypothesis 4 is accepted and hypothesis 0 is rejected so it can be concluded that motivation, job satisfaction and organizational commitment have a significant simultaneous effect on performance of PT Gergas Utama employees.

Pengaruh Disiplin Kerja, Pengalaman Kerja, dan Komitmen Organisasi Terhadap Kinerja Karyawan Pada PT Al-Shofa Duta Mandiri

This study aims to determine the Influence of Work Discipline (X1), Work Experience (X2), and Organizational Commitment (X3) on Employee Performance at PT Al-Shofa Duta Mandiri Mataram. The type of research used is causal associative research. The technical analysis used is Multiple Linear Regression using SPSS. In this study, a sample determination technique was used by the saturated sampling method or census, so that the respondents in this study were all employees of PT-Al-Shofa Duta Mandiri Mataram totaling 50 employees. The results of the analysis showed that: (1) Work Discipline had a positive and significant effect on Employee Performance at PT-Al-Shofa Duta Mandiri Mataram (2) Work Experience had a positive and significant effect on Employee Performance at PT-Al-Shofa Duta Mandiri Mataram (3) Organizational Commitment had a positive and significant effect on Employee Performance at PT-Al-Shofa Duta Mandiri Mataram. With the presentation of the results of the analysis above, the company can pay more attention to the environment around the workplace, the company must be able to overcome the problems around the workplace so that employees are comfortable working, then can increase work activities in the team as well as an assessment of employee attitudes and free employees to innovate so that employees feel recognized and still maintain a state where employees can enjoy all existing infrastructure, With the help of infrastructure, employees will find it easier to complete tasks, all of which are done to improve employee performance.

THE EFFECTIVENESS OF EMPLOYEE PERFORMANCE IS REVIEWED FROM ORGANIZATIONAL COMPETENCY AND COMMITMENT THROUGH JOB SATISFACTION AS AN INTERVENING VARIABLE AT THE CENTRAL STATISTICAL AGENCY FOR THE WEST SUMATRA REGION

<span lang="EN-US">The lack of optimal competency, organizational commitment and performance of human resources (HR) as well as excellent service that has not yet been fully realized for users of statistical data at the West Sumatra Regional Central Statistics Agency, encourages researchers to conduct further research on "Effectiveness of Employee Performance in View of Competence And Organizational Commitment Through Job Satisfaction as an Intervening Variable at the West Sumatra Regional Central Statistics Agency." The aim of this research is to analyze the influence of competence and organizational commitment on performance through job satisfaction as an intervening variable for employees of the West Sumatra Regional Central Statistics Agency. The data in this study was collected by distributing questionnaires selected using the proportional random sampling method and then the data was tested using SEM PLS. The results of data processing from 7 hypotheses, the direct and indirect effects obtained are: 1) competence has a positive and significant effect on employee job satisfaction, 2) organizational commitment has a positive and significant effect on employee job satisfaction, 3) competence has a positive and insignificant effect on employee job satisfaction. employee performance, 4) organizational commitment has a positive and significant effect on employee performance, 5) job satisfaction has a positive and significant effect on employee performance, 6) job satisfaction is able to mediate competence on employee performance, and 7) job satisfaction is able to mediate organizational commitment on employee performance.</span>

The Impact of Organizational Commitment and Compensation on Employee Performance as Measured by Job Satisfaction at Denata Wedding Organizer

This research describes and analyzes organizational commitment, compensation, job satisfaction, and employee performance. Analyze the influence of organizational commitment and compensation on job satisfaction; analyze the influence of organizational commitment and compensation on employee performance; analyze job satisfaction on employee performance; analyze organizational commitment and compensation on employee performance through job satisfaction at Denata wedding organizer. The population and sample in this research were Denata wedding organizer employees, totaling 55 respondents. The data collection technique uses a questionnaire, and the data analysis technique used is path analysis. The research results show that organizational commitment and compensation have a significant and positive impact on job satisfaction, organizational commitment and compensation have a significant and positive impact on employee performance, job satisfaction has a positive and significant impact on employee performance, job satisfaction can mediate organizational commitment and compensation on employee performance.

The Role of Motivation and Organizational Commitment on Employee Performance

This study aims to examine the influence of motivation and organizational commitment on employee performance. The researcher conducted this study at the Blood Donor Unit of the Indonesian Red Cross in Surabaya City. The study population included all 132 permanent employees, with a sample size of 57 people. Researchers gathered data from existing literature and secondary sources. The researcher carried out the data analysis using the partial least squares (PLS) technique with Smart PLS software version 2.0. The test results revealed that motivation can enhance employee performance by addressing physiological needs, security needs, and appreciation needs. This occurs when employees receive recognition from superiors for their completed work, thereby fostering a sense of self-actualization and progress in task implementation and completion. Organizational commitment doesn't significantly influence employee performance, and we need to enhance the indicators of organizational commitment, which include affective aspects such as building relationships, continuous aspects like persevering and increasing participation, and normative aspects like confidence and pride.

Fly me to the moon of business performance; elevating the organisational performances trough organisational commitment and the mediating role of change management

The present research conceptualised the effect of concept organisational commitment on organizational performance in oil and gas sector in UAE and proposed the role of change management as mediating factor. The research aims to illustrate the influence of organisational commitment on organizational performance to craft the factors of change management impacts on this concept. This research conducted after spotted the gap and inconsistency pattern in academic literature for the concept sustainability, stakeholders and CSR as ecological and practical approach to tackle with the current unprecedented situation in the oil and gas sector. The authors adopted conceptual analysis as a theoretical research methodology that focused on examining and clarifying the definitions, meanings and utilisation of study key variables within a certain field, hence It aimed to ensure the consistent and accurate application of these concepts by revealing underlying assumptions and theoretical framework of stakeholder theory and the contemporary business issues. This study successfully conceptualised the effect of organisational commitment(OC) on organizational performance(OP). In addition, this study investigated the role of organizational change management OCM as a mediating variable on the relationship between organisational commitment on organizational performance OP. This research crafted the dynamic flow chart and the theoretical background for the relation of the underpinning stakeholder theory and the variables that effect the organisational performance in the oil sector that led to enrich the understanding and prospects of managers executive of these corporates to utilise that model among their organisations.

The Influence Of Organizational Culture, Leadership, and Organizational Commitment On Workplace Deviant Behavior Through Job Satisfaction In Government Employees Of The Riau Islands Province

This study aims to determine the direct and indirect effect of organizational culture, leadership, organizational commitment on workplace deviant behavior through job satisfaction in government employees of the Riau Island Province. This type of research uses quantitative research methods with primary and secondary data sources. The population in this study was 109 Civil Servants (PNS) who worked at the Bintan Regency Regional Secretariat office. In this study, data collection was carried out using the census method in which the entire population was taken as a sample. By using the census method, this study aims to obtain accurate and representative data from the entire existing population. This step will make it easier for researchers to analyze and describe the characteristics and events that occur in the population. This research uses Smart-Pls as a data processing tool. The results of this study, Organizational Culture variable (X1) on Job Satisfaction (Z), Leadership variable (X2) on Job Satisfaction (Z), Organizational Commitment variable (X3) on Job Satisfaction (Z), Organizational Culture variable (X1) on Workplace Deviant Behavior (Y1), Leadership variable (X2) on Workplace Deviant Behavior (Y1), Organizational Commitment variable (X3) on Workplace Deviant Behavior (Y1), Job Satisfaction (Z) on Workplace Deviant Behavior (Y1), Job Satisfaction variable (Z) mediates the effect of Organizational Culture (X1) on Workplace Deviant Behavior (Y1), Job Satisfaction variable (Z) mediates the effect of Leadership (X2) on Workplace Deviant Behavior (Y1), Job Satisfaction variable (Z) mediates the effect of Organizational Commitment (X3) on Workplace Deviant Behavior (Y1)

PENGARUH POS DAN BUDAYA ORGANISASI TERHADAP OCB DENGAN KOMITMEN ORGANISASI SEBAGAI VARIABEL INTERVENING

This research aims to analyze the influence of perceived organizational support and organizational culture on organizational citizenship behavior with organizational commitment as an intervening variable (case study at LPK Monarch Bali Dalung). The population of this study were all employees of LPK Monarch Bali Dalung. Respondents were determined using the saturated sample method, where the entire population was used as a sample, namely 44 people. The research analysis technique is to test the research hypothesis using `path analysis. The results of the analysis show that perceived organizational support and organizational culture influence organizational commitment and organizational citizenship behavior. Organizational commitment influences organizational citizenship behavior. The results of other research found that organizational commitment can act as an intervening variable on the influence of perceived organizational support on organizational citizenship behavior. Organizational commitment has not been able to act as an intervening variable in the influence of organizational culture on organizational citizenship behavior. The suggestions from this research are that it is hoped that the management of LPK Monarch Bali Dalung can increase perceived organizational support, organizational commitment, organizational culture in an effort to increase organizational citizenship behavior

The Influence of Organizational Citizenship Behavior, Organizational Commitment, and Organizational Culture on Production Employee Performance with Job Satisfaction as an Intervening Variable

This research is entitled "The Influence of Organizational Citizenship Behavior, Organizational Commitment and Organizational Culture on the Performance of Production Employees with Job Satisfaction as an Intervening Variable (Case Study at PT. Casuarina Harnessido Pemalang)". The purpose of this study was to determine the effect of Organizational Citizenship Behavior, organizational commitment and Organizational Culture on the Performance of Production Employees with Job Satisfaction as an Intervening Variable. In this research using purposive sampling technique with a total sample of 90 respondents. The testing in this research was carried out by testing validity, reliability testing, classical assumption test, multiple linear regression analysis, hypothesis testing in the form of t test, F test, R2 test, path analysis and Sobel test. In this research, there is a partially significant positive effect between the OCB variable on the performance of production employees with a value of tcount > ttable (2.184>1.662), organizational commitment to the performance of production employees with a value of tcount> ttable (3.689>1.662), organizational culture on the performance of production employees. with a value of tcount > ttable (3.160>1.662), job satisfaction affects the performance of production employees with a value of tcount > ttable (2,606>1,662). From the Sobel test results show that job satisfaction mediates the effect of OCB on the performance of production employees with a value of tcount > ttable (3.0496>1.6619), job satisfaction mediates the effect of organizational commitment on employee performance. production with a value of tcount > ttable (1.7531>1.6619), job satisfaction mediates the effect of organizational culture on the performance of production employees with a value of tcount > ttable (1.9392>1.6619).