The Work Commitment of Construction Project Managers in Indonesia Using the Structural Equation Modelling Method

Abstract

The aims of this research were to determine how much influence the independent variables have on the dependent variable and to identify the variable with the dominant influence on the dependent variable the work commitment of construction project managers. The independent variable is a variable that can affect the value of other variables. The dependent variable is influenced by the independent variable either directly or indirectly. After data collection, the research method used was data analysis using the Structural Equation Modeling (SEM) Amos program. The results showed that the following independent variables have a positive effect on the dependent variable work commitment: leadership, organizational climate, organizational culture, communication climate, trust, work motivation, work experience, salary, and job satisfaction. The variable with the dominant influence on the work commitment of construction project managers was found to be salary. The salary variable is the variable that has the highest influence on work commitment and is a motivator to achieve high performance. Good culture management will encourage the achievement of high productivity and the project can be completed according to plan. The contribution that can be made through this research is that salary is the main need that must receive attention from the company, and is a work motivator to achieve high productivity.

The Influence of Supervisors’ Perceived Green HRM on Job Satisfaction and Affective Commitment: The Mediating Role of Subordinates’ Perceived Green HRM and the Moderating Role of HRM System Strength

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Influence of Socio-Organizational and Personal Resources of the Employee on the Positive Perception of Work

“…Several studies have shown that organizational resources (supervision at work (Bakker, Van Veldhoven, et al, 2010)) and social resources (social support (Ángeles López-Cabarcos et al, 2022)) influence work engagement through personal resources (self-esteem and self-efficacy beliefs). Thus, the presence of substantial organizational and social resources reinforces personal resources, which, in turn, strengthens job commitment (Sahadi et al, 2022).…”