PENGARUH ORGANIZATIONAL COMMITMENT TERHADAP EMPLOYEE PERFORMANCE MELALUI MEDIASI JOB SATISFACTION
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Abstract
Penelitian ini menggunakan kepuasan kerja (JS) sebagai variabel mediasi untuk menguji hubungan antara komitmen organisasi (OC) dan kinerja karyawan (EP). Enam puluh enam pekerja dari tiga perusahaan manufaktur di Kawasan Industri EJIP menjadi sampel penelitian. SmartPLS 3 digunakan untuk analisis data Structural Equation Modeling (SEM) berbasis varian. Temuan menunjukkan korelasi positif antara peningkatan kinerja karyawan dan komitmen organisasi yang tinggi. Di sisi lain, kinerja karyawan tidak dipengaruhi secara signifikan oleh kepuasan kerja. Terlepas dari kenyataan bahwa kepuasan kerja dan komitmen organisasi berkorelasi positif, kepuasan kerja tidak berperan sebagai faktor mediasi dalam dampak komitmen organisasi terhadap kinerja karyawan. Dengan kata lain, rasa loyalitas yang kuat terhadap perusahaan dapat meningkatkan produktivitas karyawan tanpa memerlukan peningkatan kepuasan kerja. Tidak ada variabel mediasi yang signifikan antara kinerja karyawan dan komitmen organisasi yang berhubungan dengan kepuasan kerja. Pemahaman bahwa organisasi harus berkonsentrasi pada upaya mengembangkan komitmen organisasi yang kuat dari karyawan daripada hanya meningkatkan kepuasan kerja adalah kontribusi penelitian ini untuk meningkatkan kinerja karyawan.
This study uses job satisfaction (JS) as a mediating variable to examine the relationship between organizational commitment (OC) and employee performance (EP). Sixty-six workers from three manufacturing companies in the EJIP Industrial Estate made up the research sample. SmartPLS 3 was utilized for variant-based Structural Equation Modeling (SEM) data analysis. The findings demonstrated a positive correlation between increased employee performance and high organizational commitment. On the other hand, employee performance is not significantly impacted by job satisfaction. Despite the fact that job satisfaction and organizational commitment are positively correlated, job satisfaction does not act as a mediating factor in the impact of organizational commitment on employee performance. Put another way, a strong sense of loyalty to the company can enhance worker productivity without requiring a rise in job satisfaction. There is no significant mediating variable between employee performance and organizational commitment that is related to job satisfaction. The understanding that organizations should concentrate on efforts to develop strong organizational commitment from employees rather than just increasing job satisfaction is the research's contribution to improving employee performance.
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