The effect of organizational commitment, competence on Job satisfaction and employees performance in Maluku Governor's Office

Abstract

This study explores some of causality between variables include; the influence of organizational commitment and competence to job satisfaction as the first causality then the influence of organizational commitment, competence to employee performance as the second and final causality influence job satisfaction on employee performance, as well as to analyze the effect of organizational commitment, job satisfaction andcompetence on employee's performance. The research was conducted at the Maluku Governor's Office,involving 632 employees as a population then set at 244 as respondents. The WarpPLS results found thatorganizational commitment positive and significant impact on job satisfaction, on the other part, organizational commitment has a positive effect and insignificant effect on employee performance, organizational commitment directly positive and significant effect on employee performance, job satisfaction is a positive and significant effect on employee performance, the organizational commitment as indirect effect is positive not significant on employee performance as a mediated job satisfaction and employee competence indirectly is a positive and significant effect on employee performance as a mediated job satisfaction

Exploring the effect of employability and job characteristics on contextual performance: Mediating by organizational commitment

“…The results of previous studies conducted by Harwiki (2016), Anggapradja and Wijaya (2017), Renyut et al (2017), Destari, Lumbanraja and Absah (2018), Khunsoonthornkit and Panjakajornsak (2018), Fajrin, Saragih and Indratjahjo (2018), Lin and Shiqian (2018), Metin and Asli (2018), Suharto, Suyanto and Hendri (2019) also show that organizational commitment influences contextual performance. Thus, these findings are consistent, support and confirm the results of previous studies that organizational commitment has a positive and significant direct effect on contextual performance with the setting of the principals of Private Vocational High Schools in DKI Jakarta Province, Indonesia.…”

Pengaruh Kompetensi, Komitmen Organisasional dan Employee Engagement Terhadap Kinerja Pegawai PDAM Tirta Khatulistiwa Pontianak

“…Demikian juga halnya dengan peringkatnya di tingkat nasional yang terus menurun hingga tahun 2016. Kompetensi merupakan dimensi perilaku yang mempengaruhi kinerja (Wood-Ruffe (1990) dalam (Abraham, 2004;Karami, Farokhzadian, & Foroughameri, 2017;McEvoy et al, 2005;Moon, Tam, Lau, & Chang, 2014;Renyut, Modding, Bima, & Sukmawati, 2017;Sedarmayanti, 2010;Segon & Booth, 2015;Wibisono, 2006)). Kompetensi adalah bakat, sifat dan keahlian individu apapun yang dapat dibuktikan, dapat dihubungkan dengan kinerja efektif.…”

“…Mengingat pentingnya peranan PDAM Tirta Khatulistiwa dalam menjamin ketersediaan air bersih bagi masyarakat kota pontianak, maka diperlukan kinerja tim yang baik. Aspek lain yang dapat mempengaruhi kinerja pegawai adalah komitmen organisasional (Benkhoff, 1997;Chen & Silverthorne, 2005;Fu & Deshpande, 2014;Neininger, Lehmann-willenbrock, Kauffeld, & Henschel, 2010;Peng et al, 2013;Renyut et al, 2017;Vathanophas, 2007). Apabila seorang pegawai memiliki komitmen organisasional yang tinggi, maka kecenderungan untuk meningkatkan kinerja perusahaan dalam hal pelayanan kepada masyarakat tidak akan sulit karena kepentingan organisasi akan menjadi lebih diutamakan.…”

“…Beberapa hasil penelitian menunjukkan bahwa kompetensi berpengaruh positif terhadap kinerja (Abraham, 2004;Karami et al, 2017;McEvoy et al, 2005;Moon et al, 2014;Renyut et al, 2017;Segon & Booth, 2015). Hipotesis yang terbentuk adalah : H 1 : Kompetensi berpengaruh positif terhadap kinerja pegawai.…”

“…Beberapa hasil penelitian menunjukkan bahwa komitmen organisasional berpengaruh positif terhadap kinerja (Benkhoff, 1997;Chen & Silverthorne, 2005;Fu & Deshpande, 2014;Neininger et al, 2010;Peng et al, 2013;Renyut et al, 2017;Vathanophas, 2007). Hipotesis yang terbentuk adalah : H 2 : Komitmen organisasional berpengaruh positif terhadap kinerja pegawai.…”