Impact of Motivation on Performance: The Role of Organizational Commitment

Abstract

Objective: The study aims to analyze the important role of motivation in improving the performance of company employees with the support of organizational commitment as a mediation. Design/Method/Approach: This study uses a causality model with an explanatory method. The sample size of 160 respondents was obtained by distributing questionnaires to employees of a service company in Indonesia. The explanatory method as a measurement of confirmatory factor analysis and SEM analysis to test the model and significance test. Findings: The results of this study prove that motivation has a positive and significant effect on employee performance. Motivation-mediated employee success can master intrinsic factors and strengthen the associated extrinsic motivation because high-performance results are supported by affective, continuance, and normative commitment. Employee commitment, as a bond of experience, values, and beliefs, indirectly affects employee performance because it is needed to achieve organizational goals. Originality: This paper lies in a comprehensive study that combines the variables of motivation, organizational commitment, and performance into a complete study model. The originality of this paper shows the role of The Role of Motivation, How It Affects Employee Performance, and Organizational Commitment. Implications for Practice/Policy: Employee success in meeting company goals is important because employee motivation for commitment can move actions toward high performance. Furthermore, our findings show that the strength of the relationship between motivation and commitment mediates in helping the company's needs and changing employee actions that are more profound in producing job performance for the company's goals.

Motivation mediating effect on principals’ personality, job satisfaction, and affective commitment

“…Briefly saying, motivation serves as a significant mediating factor. Reports on previous research have also found that motivation has a moderating role in affective commitment [34], [35]. Motivation also moderates the relationship between affective commitment and another variable such as transformational leadership [36].…”

The Effect Of Motivation and Workload On Employee Performance By Mediating Organizational Commitment To The Blitar City Regional Secretariat

“…The research results by (Rachman, 2022) and (Nawangsari, Mintarti, & Sudjatno, 2023) stated that organisational commitment mediates the influence of work motivation on performance. However, in (Frastika & Franksiska, 2021) research, organisational commitment does not mediate the influence of work motivation on employee performance.…”

“…Meanwhile, the difference lies in the independent variable, where in (Frastika & Franksiska, 2021) research is Work Motivation and Work Environment. (Rachman, 2022) only uses motivation as an independent variable. (Nawangsari et al, 2023) 2021), uses independent variables that are different from the current research, where this study uses work motivation and workload as independent variables (Anggreni, Yasa, & Sitiari, 2019).…”

Exploring the Mediating Role of Organizational Commitment in the Relationship between Corporate Social Responsibility and Employee Performance: Evidence from Henan's Universities

“…Aguinis and Glavas [2] highlight CSR's role in elevating educational institutions ' effectiveness, indicating its importance in academic excellence. CSR's impact on organizational performance is complex, involving various dynamics such as organizational commitment-a psychological state denoting an employee's loyalty to their organization, which affects job satisfaction, retention, and performance [3]. However, the role of organizational commitment in mediating CSR's effect on employee performance, especially in Henan's universities, remains underexplored.…”