Influence Of Organizational Commitment Research Articles

The Influence of Organizational Commitment, Non-Financial Compensation and Organizational Justice on Readiness to Change

This research aims to examine and analyze Organizational Commitment, Non-Financial Compensation and Organizational Justice on Readiness to Change. The population in this research were employees of the Deputy for Human Resources for Science and Technology, the National Research and Innovation Agency. The sample used was 114 people. The sampling method uses a quota sampling model. The data collection method used a survey method, with the research instrument being a questionnaire using a Likert scale as a questionnaire assessment tool. Methods of data analysis using SPSS 26. The results of this research indicate that organizational commitment has a positive effect on readiness to change, non-financial compensation has a positive effect on readiness to change and organizational justice has a positive effect on readiness to change.

The Influence of Organizational Culture, Situational Leadership and Emotional Intelligence on Organizational Commitment through Job Satisfaction at PDAM Tirta Ardhia Rinjani, Central Lombok Regency

This research aims to analyze the influence of organizational culture, situational leadership and emotional intelligence on job satisfaction, analyze the influence of organizational culture, situational leadership and emotional intelligence on organizational commitment, analyze the influence of job satisfaction on organizational commitment, and analyze the influence of organizational culture, situational leadership and intelligence emotional impact on organizational commitment through job satisfaction. The sample in this research was 50 employees. The analysis technique uses path analysis. The results of the analysis show that Organizational Culture, Situational Leadership and Emotional Intelligence influence Job Satisfaction. Organizational culture and emotional intelligence influence organizational commitment. Transformational leadership has no effect on organizational commitment. Job satisfaction influences organizational commitment. Job satisfaction mediates the influence of organizational culture and emotional intelligence on organizational commitment. Job satisfaction does not mediate situational leadership on organizational commitment.

Self Control and Organizational Commitment Views of Cyberloafing Behavior

Internet facilities in the workplace are often misused for personal purposes, known as cyberloafing behavior. This study utilizes multiple linear regression analysis to understand the influence of self-control and organizational commitment on employees' cyberloafing behavior in private companies in Kuningan Regency, both partially and simultaneously, through the distribution of questionnaires as a data collection technique on 100 sampled employees. The results show that organizational commitment does not have a significant impact, while self-control can reduce cyberloafing behavior. These research findings can serve as recommendations for local private business owners to improve their employees' performance by enhancing control over cyberloafing behavior, focusing on self-control aspects, and also increasing employee work commitment. Keywords: Cyberloafing; Self Control; Organizational Commitment; Employee Performace; Privat Employees

Pengaruh Budaya Organisasi, Komitmen Organisasi dan Kepuasan Kerja terhadap Organizational Citisenship Behavior Pada Pegawai Kantor Pengadilan Negeri Mataram

This research is entitled the influence of organizational culture, organizational commitment and job satisfaction on Organizational Citizenship Behavior of Mataram District Court office employees. Aims to determine the influence of organizational culture, organizational commitment and job satisfaction on organizational citizenship behavior. The type of research used is causal associative research with a quantitative approach. The data collection method used is the census method. The population and respondents in the research were 83 employees of the Mataram District Court office. The analytical tool used is Multiple Linear Regression using SPSS versions 25 and 26. The results of the analysis show that: (1) organizational culture has a positive and significant effect on organizational citizenship behavior (2) organizational commitment has a positive and significant effect on organizational citizenship behavior (3) Job satisfaction has a positive and significant effect on organizational citizenship behavior

The Influence of Organizational Commitment, Work Environment, Work Discipline, and Motivation on Employee Performance in Manufacturing and Assembly of Electronic Components

This research aims to determine and analyse the influence of Organizational Commitment, Work Environment, Work Discipline and Motivation. This type of research is quantitative with a population of 76 respondents. Questions are given using a questionnaire with the Google Form technique. The data analysis methods used are Descriptive Test, Validity Test, Reliability Test, Classical Assumption Test, Multiple Analysis and Determination (????2). The results of data analysis using multiple regression and hypotheses using the SPSS program and it can be seen that Organizational Commitment has a significant effect on employee performance, Work Environment does not have a significant effect on employee performance, Work Discipline has a significant effect on employee performance, Motivation has a significant effect on employee performance, and systematic testing Simultaneously shows that Organizational Commitment, Work Environment, Work Discipline and Motivation have a significant effect on Employee Performance.

Akuntabilitas Pengelolaan Dana Desa: Peran Religiusitas, Partisipasi Masyarakat, Komitmen Organisasi Dan Moralitas Perangkat Desa

This study aims to examine and evaluate the influence of religiosity, community participation, organizational commitment, and morality of village officials on the accountability of village budget management in Kalitengah District, Lamongan Regency. This study used non-probability sampling techniques combined with multiple linear regression analysis. This study used a research sample of 57 village officials, namely the village head, village secretary, and village treasurer who are responsible for administering village finances in Kalitengah sub-district, Lamongan district. The findings of this study explain that religiosity, organizational commitment, and morality of village officials have a significant influence on the accountability of village fund management in Kalitengah District, Lamongan Regency. However, community participation does not have a significant influence on the accountability of village fund management in the sub-district. The findings of this study are expected to provide valuable input for village governments in making decisions about the allocation and use of village funds. In addition, the findings are also expected to be a valuable reference for future researchers in developing their research framework.

Pengaruh Budaya Organisasi, Komitmen Organisasional, Dan Motivasi Ekstrinsik Terhadap Citizenship Behavior Pegawai Kantor Kapanewon Depok

This research aims to examine the influence of organizational culture, organizational commitment and extrinsic motivation on the citizenship behavior of Depok District Office Employees. This study was a quantitative study and primary data were taken using a questionnaire with 32 respondents. Sampling techniques using the saturated sample method. The data is collected through direct surveys and then processed using multiple linear regression analysis. The results showed that organizational culture, organizationa

Pengaruh Komitmen Organisasi dan Disiplin Kerja terhadap Motivasi Serta Dampaknya terhadap Kinerja Aparatur Sipil Negara Pada Badan Pengelolaan Keuangan dan Pendapatan Daerah Provinsi Jambi

This study aims to obtain an overview of the influence of organizational commitment, work discipline, motivation and performance of state civil servants on the Regional Financial and Revenue Management Agency (BPKPD) of Jambi Province. To answer the research objectives, the researcher conducted literature observations related to several research variables, as well as reviewing relevant journals. The population of this research is all BPKPD Jambi Province employees totaling 166 employees. The population of this study was too large, so the researcher decided to use a sample taken based on the Slovin formula, where the error rate was 10%, and obtained a sample of 63 employees. Data analysis using the path analysis method to measure the influence of the research variables. The next analysis is R square and hypothesis testing (t test and F test). The research results show that both simultaneous and partial organizational commitment and work discipline have an influence on work motivation and performance. This indicates that the high level of organizational commitment and work discipline of employees at work can increase their work motivation, thereby having a positive effect on their performance. This research concludes that organizational commitment, work discipline, work motivation and employee performance at BPKPD Jambi Province are at a fairly high level. In addition, organizational commitment and work discipline, both simultaneously and individually, have a significant positive effect on work motivation and performance. Meanwhile, work motivation also has a significant positive effect on performance.

The Influence of Change Management, Organizational Commitment, and Supervision on the Integrity of Police Members in the Gorontalo Regional Police Department

This research aims to analyze the influence of change management, human resource quality, organizational commitment, and supervision on the integrity of police members in the Gorontalo Regional Police Department. The research population consists of 75 respondents using an incidental method. The analytical technique used to address the research problem and test hypotheses is multiple regression analysis with the assistance of Statistical Product Service Solution (SPSS) software. The findings of this research are as follows: (1) change management has a positive and significant influence on the integrity of police members, (2) organizational commitment has a positive and significant influence on the integrity of police members, and (3) supervision has a positive and significant influence on the integrity of police members

Analyzing the influence of moral culture and job satisfaction on organizational commitment in enhancing employee performance: an empirical study at PT. Antam TBK Gold Mining Business Unit Pongkor

This research aims to analyze the influence of moral culture, organizational commitment, and job satisfaction on employee performance, as well as the influence of moral culture and job satisfaction on organizational commitment. Data were collected through questionnaires from 154 respondents from PT ANTAM UBPE Pongkor and analyzed using Partial Least Square (PLS) based on Structural Equation Model (SEM) with SmartPLS 3.0. The results of the analysis show that moral culture, organizational commitment, and job satisfaction significantly and positively influence employee performance, and moral culture and job satisfaction also significantly and positively influence organizational commitment.

The Influence of Discipline, Work Environment, and Organizational Commitment on Employee Performance through Motivation in PT. Bank People Indonesia Tbk Makassar City Region

Purpose: The objectives of this research are: (1) to partially analyze the influence of discipline, work environment, and organizational commitment on motivation at PT. Bank Rakyat Indonesia Tbk Makassar City Region. (2) to partially analyze the influence of discipline, work environment, and organizational commitment on employee performance at PT. Bank Rakyat Indonesia Tbk Makassar City Region. (3) to analyze the influence of motivation on employee performance at PT. Bank Rakyat Indonesia Tbk Makassar City Region. (4) to partially analyze the influence of discipline, work environment, and organizational commitment on employee performance through motivation at PT. Bank Rakyat Indonesia Tbk Makassar City Region. Methods: The sampling method uses proportionate stratified random sampling and purposive sampling. The data collection method uses a questionnaire. The analysis method uses the Structural Equation Model (SEM). Results and discussion: The research results prove that: (1) Discipline, work environment, and organizational commitment partially have a positive and significant effect on motivation at PT. Bank Rakyat Indonesia Tbk Makassar City Region. (2) Discipline and organizational commitment partially have a positive and significant effect on employee performance at PT. Bank Rakyat Indonesia Tbk Makassar City Region. (3) The work environment has a positive and insignificant effect on employee performance at PT. Bank Rakyat Indonesia Tbk Makassar City Region. (3) Motivation has a positive and significant effect on employee performance at PT. Bank Rakyat Indonesia Tbk Makassar City Region. (4) Discipline and organizational commitment partially have a positive and significant effect on employee performance through motivation at PT. Bank Rakyat Indonesia Tbk Makassar City Region. (5) (4) The work environment has a positive and insignificant effect on employee performance through motivation at PT. Bank Rakyat Indonesia Tbk Makassar City Region.

ORGANIZATIONAL COMMITMENT: BOOSTING INNOVATION THROUGH KNOWLEDGE SHARING

Employee innovative behavior is crucial in an era characterized by rapid change and intense competition. This research aims to investigate the influence of organizational commitment on teacher innovative work behavior, mediated by knowledge sharing. A total of 191 teachers from several prestigious private schools in Jakarta, Indonesia, agreed to participate as respondents by completing an online questionnaire. The analysis employed Structural Equation Modeling (SEM) with SMART Partial Least Squares (SMARTPLS). The results indicate that affective and continuance commitment significantly influence teacher innovative behavior both directly and through the mediating role of knowledge sharing. However, normative commitment was not found to have a significant influence on innovative behavior. These findings are expected to provide valuable insights for the development of human resource management strategies in the education context and contribute significantly to the enhancement of overall education quality. KEYWORDS: innovative work behavior, knowledge sharing, organizational commitment, teacher

The Effect of Job Satisfaction, Organizational Commitment, and Organizational Citizenship Behavior on Turnover Intention in the Tourism Management and Environmental Sector in Minahasa Regency-North Sulawesi-Indonesia

Purpose: Exploration of a number of aspects of attitudes and behavior as measurement instruments for employee turnover intention , which are specifically described as follows; 1) Testing the influence of aspects of attitudes and behavior (job satisfaction, organizational commitment, and extra-role behavior) which have a direct effect on turnover intention of tourism sector workers, 2) Testing the influence of job satisfaction which has a significant effect on organizational commitment of tourism sector workers, 3 ) Testing the effect of job satisfaction has a significant effect on the extra role behavior of tourism sector workers, 4) Testing the effect of job satisfaction has a significant effect on turnover intention of tourism sector workers, 5) Testing the effect of organizational commitment has no effect on the extra role behavior of tourism sector workers, 6 )Testing the effect of organizational commitment has a significant effect on turnover intention of tourism sector workers, 7)Testing the effect of job satisfaction has no indirect effect on extra role behavior through organizational commitment, 8)Testing the effect of job satisfaction has a significant indirect effect on turnover intention through commitment organization, 9) Testing the effect of job satisfaction has a significant indirect effect on turnover intention through extra role behavior, 10) Testing the effect of organizational commitment has an indirect effect on turnover intention through extra role behavior, and 11) Testing the effect of job satisfaction has an indirect effect on turnover intention through organizational commitment and extra role behavior. Method: This study, in terms of its type, is an explanatory study with a quantitative method approach, using the framework of hypothesis testing, which is exploratory and associative in nature, which aims to explore instruments for measuring job satisfaction, organizational commitment, and extra-role behavior, as well as testing their influence on turnover intention. The population in this research are workers in the Tourism Sector such as accommodation businesses, travel agencies and other service businesses. For the sampling technique, there were 168 participants who worked in the tourism sector, such as: accommodation and lodging services, travel services, restaurants, bars and catering, entertainment and recreation services, as well as other service businesses in tourism areas and/or areas that have tourist attraction. Testing the effect will use the structural equation model - partial Least Squares (SEM-PLS). Results and conclusion: Testing the path coefficient in the structural model shows that the hypothesis that job satisfaction influences organizational commitment and Organizational Citizenship Behavior and Turnover Intention is acceptable. In contrast, the hypnotic influence of organizational commitment on extra-role behavior is rejected, but the hypothesis of the influence of organizational commitment on turnover intention is accepted. Testing the indirect effect shows that the hypothesis of job satisfaction influencing extra-role behavior through organizational commitment is rejected, while the hypothesis of the influence of job satisfaction on turnover intention through organizational commitment is accepted. The hypothesis of the influence of job satisfaction on turnover intention through extra-role behavior is accepted. Likewise, the hypothesis regarding the influence of organizational commitment on turnover intention through extra-role behavior is rejected, as well as the influence of job satisfaction on turnover intention through organizational commitment and extra-role behavior is rejected. Research implications: The tourism sector is the object of research because this sector is one of the sectors that contributes to the economy of the people of North Sulawesi. The phenomenon of turnover instruction in the service sector, especially the Tourism Sector, is largely determined by their attitudes and behavior, such as: job satisfaction, organizational commitment, and extra role behavior and has an impact on the environment and local wisdom of the community in Minahasa Regency, North Sulawesi Province, Indonesia. Originality/value: Tourism sector business actors such as: accommodation and lodging services businesses and travel services businesses: tourist transportation services, tourist travel services, agents and/or travel agencies, catering services providing food and drinks: restaurants, bars and catering, services accommodation, entertainment and recreation services, meeting organizers, tourist guide information services, water services, spa services, and other service businesses in tourism areas and/or areas that have tourist attractions need to pay attention to all aspects of local wisdom related to attitudes and behavior. workers, including: job satisfaction, organizational commitment, and extra role behavior because they influence the turnover intention of tourism sector workers in Minahasa Regency, North Sulawesi Province, Indonesia.

The Influence of Emotional Intelligence on Nurse Loyalty at RS. Sukmul Sisma Medika, North Jakarta

Sukmul Sisma Medika Hospital is a private hospital and is a Class C hospital located in the Jakarta City area. The results of nurses' performance achievements over the last two years show that performance achievements have not met management targets. Regarding the problem of nurse loyalty at the Sukmul Sisma Medika Hospital, nurses were found to be nurses who did not prioritize patient satisfaction. This study aims to analyze the influence of emotional intelligence and organizational commitment on nurse loyalty with motivation as an intervening variable in hospitals. Sukmul Sisma Medika, North Jakarta. This research uses a quantitative analysis method with a cross sectional research design, the analysis tool used is SEM PLS. The sample calculation using purposive sampling was 86. The variables in this research were emotional intelligence, organizational commitment, nurse loyalty and motivation. The research uses a questionnaire as a research instrument with a 5-level Likert scale measurement. Data analyzed using the SEM PLS data processing application shows that there is a direct and indirect influence of emotional intelligence and organizational commitment on nurse loyalty with motivation as an intervening variable in hospitals. Sukmul Sisma Medika, North Jakarta.

The Influence Of Competency, Job Satisfaction, And Organizational Commitment On Employee Performance At The Medan Madya Tax Services Office

This examination means to decide the impact of skill, work fulfillment and authoritative responsibility to some degree and, at the same time, representative execution at the Medan Moderate Expense Administration Office. The examination was led at the Medan Halfway Expense Administration Office, Jalan Sukamulia Number 17A Medan, with a population of 122 individuals and an exploration test of 55 individuals. Information assortment was completed through meetings, polls and documentation. Using version 24 of the IMB Statistics for Product and Service Solution (SPSS) computer program, multiple regression analysis was used to analyze the data. In view of the consequences of the examination, it was found that skill significantly affected the exhibition of the Medan Moderate Duty Administration Office workers. This was upheld by the consequences of the investigation of t count > t-table (3,529 > 2,008) at n = 55 at an importance level of 95%. Work fulfillment significantly affects the exhibition of Medan Moderate Expense Administration Office representatives; this is upheld by t count > t-table examination (2,035 > 2,008) at n = 55 at an importance level of 95%. Hierarchical responsibility meaningfully affects the presentation of Medan Middle Expense Administration Office workers; this is upheld by t count > t-table examination (2,833 > 2,008) at n = 55 with an importance level of 95%. The worth of F-count > F table (22.284 > 2.79) states that together, there is a positive and huge impact of skill, work fulfillment and hierarchical responsibility on the presentation of representatives of the Medan Middle of the Road Expense Administration Office.

Peran Job Satisfaction sebagai Pemediasi Pengaruh Employee Engagement dan Organizational Commitment Terhadap Employee Performance

Management is a process of coordinating activities with the aim of time efficiency through cooperation with others. The company will be able to achieve organizational goals if it has employees with good performance. The purpose of this study was to examine the impact of employee engagement, organizational commitment on employee performance using job satisfaction as a mediation variable. This research is a quantitative study with explanatory research method to prove the research hypotheses. Data were gathered through the distribution of questionnaires to 88 respondents, and analyzed using partial least squares (PLS). The result of this study show that employee engagement directly affects employee performance, organizational commitment directly affects employee performance, Job satisfaction mediates the influence of employee engagement on employee performance and Job satisfaction mediates the influence of organizational commitment on employee performance.

The Influence of Organizational Commitment and Burnout to Employee Performance through Extra-Role Behavior as Intervening Variable in PT. Bank SulutGo Cabang Manado

The purpose of this study is to analyze the structural relationship between organizational commitment, burnout, performance and extra-role behavior of employees. Design/methodology/approach – The research question is examined using a sample of PT. Bank SulutGo kantor cabang Manado employees. Path Analysis is used to test various research hypotheses and examine the extent of extra role behavior mediate the effect of organizational commitment and burnout on employee performance. Findings – First, there is a non-significant relationship between organizational commitment and burnout to extra role behavior. Second, there is a positive and significant relationship between organizational commitment and employee performance, while burnout has negative and non- significant relationship. Third, extra-role has positive and significant relationship to employee performance. Practical Implications – Based on this empirical finding should be concerned commitment to be used as a benchmark to improve employee performance. Besides that, it should be noted that for the banking sector extra-role behavior can be categorized as a work culture. Research Limitations – There is a need to extend the results and compare with other banking industries. Originality – This research explain that extra-role behavior contributes as a medium to the evaluation of organizational commitment and employee performance.

Improving Employee Performance through the Influence of Organizational Justice, Job Satisfaction, and Organizational Commitment (A Study at the Population and Civil Registration Office of Manokwari Regency)

This research aims to analyze strategies for improving the performance of Manokwari Regency Population and Civil Registration Service employees through the influence of Organizational Justice, Job Satisfaction and Organizational Commitment. This research uses a quantitative approach with analytical survey methods. The data used is primary data obtained from distributing questionnaires to the entire population of 50 people. The analytical method used in this research is inferential statistics using multiple linear regression analysis tools using SPSS 21 software. The results of the research show that Organizational Justice, Job Satisfaction and Organizational Commitment can have a positive and significant effect, partially or simultaneously, on the performance of employees in the service. Population and Civil Registration of Manokwari Regency.

The Influence of Professionalism and Organizational Commitment on The Performance of Nurses at The Kertosono Regional Hospital

<div><table cellspacing="0" cellpadding="0" align="left"><tbody><tr><td align="left" valign="top"><p><em>Because nurse performance has a major impact on the healthcare industry and the standard of hospital services, it is a strategic issue. Maintaining and enhancing nurses' work performance is essential. The purpose of this study is to determine the variables that either directly or indirectly influence nurse performance at Kertosono Regional Hospital, including professionalism, organizational commitment, and job satisfaction. Using Likert scale questionnaires and secondary data gathered from nurse performance assessments, the study used cross-sectional methodologies. This research was conducted at Kertosono Regional Hospital start from May to July 2023. Sample sizes were determined using the Slovin formula, resulting in 140 samples out of 195 total populations. Data were analyzed with smartPLS 3.3, conducting hypothesis testing in two stages: outer model testing for indicator validity and reliability, and inner model testing to confirm hypotheses. The results showed that: professionalism (path coefficient = 0.356, p = 0.000), organizational commitment (path coefficient = 0.330, p = 0.001), and job satisfaction (path coefficient = 0.304, p = 0.002) directly positively impact nurse performance. Additionally, professionalism (path coefficient = 0.261, p = 0.040) and organizational commitment (path coefficient = 0.218, p = 0.047) directly influence nurse performance, mediated by job satisfaction. Indirect effects were observed for professionalism (path coefficient = 0.108, p = 0.015) and organizational commitment (path coefficient = 0.100, p = 0.033) on the effectiveness of nurses through job satisfaction. The study's findings demonstrate that organizational commitment and professionalism have a favorable, considerable impact on nurses' job satisfaction and performance at Kertosono Regional Hospital. Furthermore, job satisfaction has a direct impact on nurses' performance, whereas job satisfaction indirectly influences professionalism and organizational commitment in nurses.</em><em> </em></p><p> </p></td></tr></tbody></table></div><p><strong><em>Keywords: Job Satisfaction, Nurse Performance, Organizational Commitment, Professionalism</em></strong></p>

Analysis of Empowerment, Organizational Commitment and Competence in Improving Employee Performance: Study on the Regional Revenue Agency of Southeast Sulawesi Province

This research is aimed at investigating the influence of employee empowerment, organizational commitment, and competence on enhancing employee performance at the Regional Revenue Authority of Southeast Sulawesi Province. Utilizing a qualitative approach and the Interactive Analysis Model from Miles and Huberman, this study analyzes data from six informants to explore how these three factors individually and collectively contribute to employee performance. The findings indicate that employee empowerment through authority delegation and capability development significantly contributes to performance enhancement. Organizational commitment, influenced by organizational justice and recognition of performance, is also proven to enhance employee performance. Meanwhile, employee competence, encompassing knowledge, skills, and attitudes, is found as a critical factor supporting work effectiveness and efficiency. These findings offer valuable insights for the development of human resource management strategies in the public sector, particularly in efforts to enhance organizational performance. This study contributes to the literature by identifying and analyzing key factors influencing employee performance in the local government sector and suggesting practical applications of the research findings for policy development and human resource management practices at the Regional Revenue Authority.