EFFECT OF ORGANIZATION COMMITMENT, WORK MOTIVATION AND WORK DISCIPLINE ON EMPLOYEE PERFORMANCE (Study at. PT. PLN (Persero) P3b Sumatera UPT Padang)
DOI:
https://doi.org/10.12928/ijemi.v2i1.3183Keywords:
Asset, Employee performance, Organizational commitment, Work motivation, Work disciplineAbstract
Employees are an essential asset for the organization to advance and develop the organization to be more productive. This situation may achieve when employees in the organization have optimal performance. Many factors positively affect the performance of employees in the organization. This study aims to determine how much influence organizational commitment, work motivation and work discipline have on employee performance in PT. PLN (Persero) P3b Sumatera UPT Padang. Respondents who were involved in the study were 60 people who were selected using the saturated sample technique. The results showed that both partially and simultaneously, organizational commitment, work motivation, and work discipline had a significant and positive effect on employee performance. The coefficient of determination of the tested variables is .636. It shows that the percentage contribution of the variable organizational commitment, work motivation and work discipline to employee performance is 64.6%. In comparison, the remaining 35.4%Â determined by other variables not analyzed in this study's model. Thus, this study shows that the three tested variables must be an essential consideration for the organization to obtain optimal employee performance.
References
AAhyar, N. C., & Yuniawan, A. (2010). Pengaruh profesionalisme pemeriksa pajak, kepuasan kerja dan komitmen organisai terhadap kinerja karyawan. Jurnal Bisnis dan Ekonomi, 17(1).
Ayu, D. K., & Sinaulan, J. H. (2018). Pengaruh insentif dan disiplin kerja terhadap kinerja karyawan pada PT bintang satoe doea. Jurnal Ekonomi, 20, 373–383.
Cesilia, K. A., Tewal, B., & Tulung, J. E. (2017). Pengaruh disiplin kerja, perencanaan karir dan kompetensi terhadap kinerja karyawan kantor pelayanan pajak(kpp)pratama manado. Jurnal EMBA: Jurnal Riset Ekonomi, Manajemen, Bisnis, dan Akutansi, 5(2).
Devita, Maria. (2017). Faktor-faktor yang mempengaruhi kinerja karyawan di restauran alpha hotel Pekanbaru. Jurnal JOM FISIP Universitas Riau, Vol. 4 No. 2 – Oktober 2017.
Hafiz, Aliy & Ma’mur, Muhammad. (2018). Sistem pendukung keputusan pemilihan karyawan terbaik dengan pendekatan weighted product. Jurnal Cendekia, Volume 16 Nomor 1 April 2018.
Heruwanto, J., Septian, D., & Kurniawan, E. N. (2019). Pengaruh motivasi kerja dan lingkungan kerja terhadap kinerja karyawan pada Pt. putra taro paloma Bogor. Jurnal Manajemen Kewirausahaan, 15(2), 171. https://doi.org/10.33370/jmk.v15i2.220
Larasati, S., & Gilang, A. (2018). Pengaruh motivasi kerja terhadap kinerja karyawan wilayah telkom jabar barat utara (Witel bekasi). Jurnal Manajemen dan Organisasi, 5(3), 200. https://doi.org/10.29244/jmo.v5i3.12167
Latief, A., Zati, M. R., & Mariana, S. (2018). Pengaruh kompensasi dan motivasi kerja terhadap kinerja karyawan pada pusat penelitian kelapa sawit ( PPKS ). Jurnal Sistem Informasi, 2(1), 35–49.
Lestari, I. T. D., Djaelani, A. K., & Slamet, A. R. (2016). Pengaruh komitmen organisasi, kepuasan kerja,dan motivasi kerja dan disiplin keja terhadap kinerja karyawan(studi kasus cafe toaststory malang), Sosio-Ekons, 186–199.
Lydia, K. D., Susilo, H., & Aini, E. K. (2018). Pengaruh learning oreintation dan komitmen organisasi terhadap kinerja karyawan (studi pada karyawan tetapbBank X bumn cabang brawijaya Malang ). Jurnal Administrasi Bisnis, 58(1), 133–140.
Maulana, F. H., Hamid, D., & Mayoan, Y. (2015). Pengaruh motivasi intrinsik, motivasi ekstrinsik dan komitmen organisasi terhadap kinerja karyawan pada bank BTN kantor cabang malang. Jurnal Administrasi Bisnis, 22(1), 1–8.
Nazir, O. (2017). Enhancing organizational commitment and employee performance through employee engagement An empirical check. https://doi.org/10.1108/SAJBS-04-2016-0036
Putra, D. P. A. D., & Ratna Sari, M. M. (2018). Pengaruh efektivitas SIA dan komitmen organisasi pada kinerja karyawan dengan locus of control sebagai pemoderasi. E-Jurnal Akuntansi, 23, 323. https://doi.org/10.24843/eja.2018.v23.i01.p13
Rahmat, Abdul. (2014). Hubungan keterlibatan pamong dalam pengambilan keputusan dan komunikasi interpersonal dengan motivasi kerja pamong paket c di bpkb provinsi Gorontalo. Psympathic: Jurnal Ilmiah Psikologi, 1(2), 130-149.
Ramdani, Z., Marliani, R., & Rahman, A. A. (2019). The individual work performance scale: A psychometric study and its application for employee performance. Humanities & Social Sciences Reviews, 7(5), 405–414. https://doi.org/10.18510/hssr.2019.7545
Ryanto, Setyo., Sutrisno, Ady., & Ali, Hapzi. (, 2017). The impact of working motivation and working environment on employees performance in Indonesia stock exchange. Journal International Review of Management and Marketing, Vol. 7 Issue 3. 2017 342-348
Salsabila, D. F., Rofifah, R., Natanael, Y., & Ramdani, Z. (2019). Uji validitas konstruk Indonesian-psychological measurement of Islamic religiousness (I-PMIR). JPIB : Jurnal Psikologi Islam dan Budaya, 2(2), 1–10. https://doi.org/10.15575/jpib.v2i2.5494
Sani, Achmad. (, 2013). Role of procedural justice, organizational commitment and job satisfaction on job performance: The mediating effects of organizational citizenship behavior. International Journal of Business and Management, vol 8 no 15 2013
Santoso, Budi. (2017). Pengaruh disiplin kerja, motivasi, dan komitmen organisasi terhadap kinerja karyawan (Studi pada pt. bank negara Indonesia (persero) cabang pamulang). Jurnal Mandiri, 1(2), 248–271.
Serenko, A., Bontis, N., & Serenko, A. (2013). Investigating the current state and impact of the intellectual capital academic discipline. https://doi.org/10.1108/JIC-11-2012-0099
Setiani, Baiq. (2013). Kajian sumber daya manusia dalam proses rekrutmen tenaga kerja di perusahaan. Jurnal Ilmiah Widya, Volume 1 Nomor 1 Mei-Juni 2013 ISSN 2338-3321
Shahzadi, Irum., Javed, Ayesha., Pirzada, Syed S., Nasreen, Shagufta., & Khanam, Farida. (, 2014). Impact of employee motivation on employee performance. European Journal of Business and Management. Vol. 6 no 23 2014
Sitorus, deo sansha, & Soesatio, Y. (2014). pengaruh kemampuan motivasi dan komitmen organisasi terhadap kinerja karyawan. Bisnis Dan Manajemen, 7(031). https://doi.org/10.1002/nme.607
Sugiyono. (2014). Metode penelitian kuantitatif, kualitatif dan RD. Bandung: Alfabeta.
Sularso, Bambang. (2017). Pengaruh komitmen organisasi dan disiplin kerja terhadap kinerja pegawai dan implikasinya pada kepuasan karier (Studi empirik pada kecamatan semarang barat). Jurnal Bingkai Manajemen Seminar Nasional dan Call Paper 2017 9 Mei 2017
Susanto, N. (2019). pengaruh motivasi kerja, kepuasan kerja, dan disiplin kerja terhadap kinerja karyawan pada divisi penjualan pt rembaka. 7(1).
Syafrina, N. (2017). Pengaruh Disiplin Kerja Terhadap Kinerja Karyawan Pada PT. Suka Fajar Pekanbaru. Eko Dan Bisnis, 8(4), 1–12. Retrieved from https://ekobis.stieriau-akbar.ac.id/index.php/ekobis/article/view/11/9
Untari, D. (2018). pengaruh disiplin kerja terhadap kinerja karyawan pada pt. kie indonesia. 7, 1–15.
Yamanie, I. Y., & Y, S. (2016). pengaruh penilaian prestasi kerja,komitmen organisasi dan disiplin kerja terhadap kinerja karyawan pada PT. pelabuhan indonesia IV cabang samarinda. 8(1), 223–224.
Yantika, Y., Herlambang, T., & Rozzaid, Y. (2018). Pengaruh lingkungan kerja, etos kerja dan disiplin kerja terhadap kineja karyawan (studi kasus pada pemkab bondowoso). Jurnal Manajemen dan Bisnis Indonesia, 4(2), 174–188.
Zein, A. K. A., & Hadijah, H. S. (2018). pengaruh komirmen organisasi dan motivasi kerja terhadap kinerja guru di smk pasudan 1 cimahi. Jurnal Pendidikan Manajemen Perkantoran, 2, 62–68
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2021 Universitas Ahmad Dahlan
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.
The copyright to this article is transferred to Universitas Ahmad Dahlan (UAD) if and when the article is accepted for publication. The undersigned hereby transfers any rights in and to the paper including without limitation all copyrights to UAD. The undersigned hereby represents and warrants that the paper is original and that he/she is the author of the paper, except for material that is identified as to its source, with permission notices from the copyright owners where required. The undersigned represents that he/she has the power and authority to make and execute this assignment.
We declare that:
This paper has not been published in the same form elsewhere.
It will not be submitted anywhere else for publication before acceptance/rejection by this Journal.
Copyright permission is obtained for materials published elsewhere and which require this permission for reproduction.
Furthermore, I/We hereby transfer the unlimited rights of publication of the above-mentioned paper in whole to UAD. The copyright transfer covers the exclusive right to reproduce and distribute the article, including reprints, translations, photographic reproductions, microform, electronic form (offline, online), or any other reproductions of similar nature.
The corresponding author signs for and accepts responsibility for releasing this material on behalf of any and all co-authors. This agreement is to be signed by at least one of the authors who have obtained the assent of the co-author(s) where applicable. After submission of this agreement signed by the corresponding author, changes of authorship or in the order of the authors listed will not be accepted.
Retained Rights/Terms and Conditions
Authors retain all proprietary rights in any process, procedure, or article of manufacture described in the Work.
Authors may reproduce or authorize others to reproduce the Work or derivative works for the authors' personal use or for company use, provided that the source and the UAD copyright notice are indicated, the copies are not used in any way that implies UAD endorsement of a product or service of any employer, and the copies themselves are not offered for sale.
Although authors are permitted to re-use all or portions of the Work in other works, this does not include granting third-party requests for reprinting, republishing, or other types of re-use.
