Peran komitmen organisasi sebagai pemediasi hubungan antara kompensasi, motivasi, dan kinerja pegawai

Authors

  • Shania Ayanda Nur Universitas Hayam Wuruk Perbanas, Surabaya, Jawa Timur, Indonesia
  • Soni Harsono Universitas Hayam Wuruk Perbanas, Surabaya, Jawa Timur, Indonesia
  • Tjahjani Prawitowati Universitas Hayam Wuruk Perbanas, Surabaya, Jawa Timur, Indonesia

DOI:

https://doi.org/10.14414/jbb.v14i1.4447

Keywords:

Employee performance, Compensation, Motivation, Organizational commitment

Abstract

This study analyzes the role of organizational commitment as a mediator between compensation, motivation, and performance of PPNPN employees at the Pusdatin of the Ministry of ATR/BPN, with a sample of 48 employees using a saturated sampling technique. The role of PPNPN is important to study because it will be able to explain its contribution to the performance of government agencies because PPNPN performance is measured through plans and performance targets made by employees and must be achieved within a certain period of time or what is commonly referred to as Employee Performance Targets (SKP). Performance targets made at the beginning of the year will then be assessed at the end of the year and their compliance with the predetermined targets will be assessed. The analysis technique used is SEM-PLS with the WarpPLS 8.0 program, and data was collected through a Google Form questionnaire. The results of the study indicate that compensation does not have a significant effect on employee performance, while motivation and organizational commitment have a significant positive effect on performance. Organizational commitment also mediates the effect of compensation and motivation on employee performance. The implication of this study is the importance of programs to improve organizational commitment and PPNPN motivation in order to encourage employee performance.

Author Biographies

  • Shania Ayanda Nur, Universitas Hayam Wuruk Perbanas, Surabaya, Jawa Timur, Indonesia

    Shania Ayanda Nur earned a bachelor degree of management (2020) from Sekolah Tinggi Ilmu Ekonomi Perbanas Surabaya and finished her master degree of management in human resource management from Universitas Hayam Wuruk Perbanas Surabaya. She works as a Policy Analyst in the Labour Sector. Her last research mainly focuses on employee performance and financial literacy.
    First Author’s contact detail: Faculty of Economics and Business; Universitas Hayam Wuruk
    Perbanas; Jl. Wonorejo Utara 16, Rungkut, Surabaya, Indonesia; +6285132557357; shanianur88@gmail.com.

  • Soni Harsono, Universitas Hayam Wuruk Perbanas, Surabaya, Jawa Timur, Indonesia

    Soni Harsono (soni@perbanas.ac.id) an professor at the Faculty of Economics and Business, Universitas
    Hayam Wuruk perbanas, Surabaya, Indonesia. He obtained a Doctoral degree from the Faculty of
    Economics, Airlangga University, Surabaya, Indonesia. His current research primarily focuses on
    consumer behavior and employee behavior. He has published academic articles in the International
    Journal of Applied Business and Economic Research, Polish Journal of Management Studies, Advanced
    Science Letters, International Journal of Advanced and Applied Sciences, Science International and
    Market Tržište.

  • Tjahjani Prawitowati, Universitas Hayam Wuruk Perbanas, Surabaya, Jawa Timur, Indonesia

    Tjahjani Prawitowati completed her bachelor's, master's and doctoral formal education at
    Airlangga University in Surabaya. Bachelor and doctoral education in the field of Psychology
    with a specialisation in Industrial & Organisational Psychology, while for S2 in Master of
    Management. Some of the professional competency certifications owned are Certified Human
    Resource Management, Professional Competency Certification for Training and Development
    Managers, Talent Management Managers, General Human Resource Managers, and
    Competency Assessors in HRM (BNSP licence). Daily work activities as a Lecturer, with
    courses that have been taught: HRM, Organisational Behaviour, HR Planning & Procurement,
    Business Communication, Performance & Talent Management, Compensation & Benefit
    Management, and HR Research Methods. In addition, she is also a Competency Assessor in
    the field of Human Resource Management. She is also a trainer in various materials including: Leadership, Excellent Service, SOCB (Service-Organizational Citizenship Behavior) and CCB (Customer Citizenship Behavior) as well as Windows of Work/Job Preparation. The research conducted is related to employee work attitudes and behaviours as well as HR management.
    As an Associate Consultant in the field of HRM in educational organisations, banking, and other service companies as well as manufacturing companies, with clients handling among others for: Position Analysis, HR Planning, Selection Recruitment, Performance Appraisal System Development, Compensation, Human Audit, HRD Audit, and Competency Measurement.

References

Organizational Culture, and Motivation to Performance of Employees. Jurnal Aplikasi Manajemen, 15(1), 74–80. https://doi.org/10.18202/jam23026332.15.1.10.

Arif, M., Syaifani, P. E., Siswadi, Y., & Jufrizen. (2019). Effect of Compensation and Discipline on Employee Performance. Journal of Hunan University Natural Sciences, 1(1), 263–276.

Ariyani, R. P. N., & Sugiyanto, E. K. (2020). Pengaruh Komitmen Afektif, Komitmen Berkelanjutan dan Komitmen Normatif terhadap Kinerja Karyawan (Studi Perusahaan BUMN X di Semarang). Jurnal Ilmiah Manajemen Ubhara, 2(2), 113–122. https://doi.org/10.31599/jmu.v2i2.772.

Bukit, B., Malusa, T., & Rahmat, A. (2017). Pengembangan Sumber Daya Manusia. Zahir Publishing.

Butarbutar, B., & Nawangsari, L. C. (2022). The Effect of Compensation and Work Discipline on Employee Performance Through Work Motivation ( Case Study : Secretariat of DPRD DKI Jakarta Province). Dinasti International Journal Of Digital Business Science (DIJMS), 3(4), 468–486.

Frastika, A., & Franksiska, R. (2021). The Impact of Motivation and Environment on Employee Performance with Organizational Commitment as Intervening Variable. International Journal of Social Science and Business, 5(4), 551–560.

Hidayah, T., & Tobing, D. S. K. (2018). The Influence of Job Satisfaction, Motivation, and Organizational Commitment to Employee Performance. International Journal of Scientific and Technology Research, 7(7), 122–127.

Kuhal, A. J., Arabi, A., Zaid, M. F. M., & Ismawi, N. (2020). Relationship between Affective Commitment , Continuance Commitment and Normative Commitment towards Job Performance. Journal of Sustainable Management Studies, 1(1), 19–27.

Masram, M., Mu’ah, M., Basyah, M. A., Indrayani, T. I., & Qomariah, N. (2022). The Impact of Compensation, Motivation And Commitment To The Performance Of Hospital Employees. American Journal of Humanities and Social Sciences Research, 6(2), 117–124.

Robbins, S. P., & Judge, T. A. (2022). Organizational Behavior (Updated 18). Pearson Education.

Sari, R. M., & Dewi, I. M. (2020). The Role of Organizational Commitment Mediation on The Effect of Compensation and Motivation on Performance. International Research Journal of Management, IT & Social Sciences, 7, 90–102. https://doi.org/https://doi.org/10.21744/irjmis.v7n4.957.

Sugiyono. (2019). Metode Penelitian Kuantitatif, Kualitatif, dan R&D. Alfabeta.

Downloads

Published

2024-10-31

Issue

Vol. 14 No. 1: May-October 2024

Section

Articles

License

Copyright (c) 2024 Shania Ayanda Nur, Soni Harsono, Tjahjani Prawitowati

Creative Commons License

This work is licensed under a Creative Commons Attribution 4.0 International License.

How to Cite

Peran komitmen organisasi sebagai pemediasi hubungan antara kompensasi, motivasi, dan kinerja pegawai. (2024). Journal of Business & Banking, 14(1), 149-167. https://doi.org/10.14414/jbb.v14i1.4447

Similar Articles

41-50 of 80

You may also start an advanced similarity search for this article.

Most read articles by the same author(s)