THE INFLUENCE OF LEADERSHIP, COMPENSATION, COMMUNICATION AND WORK ENVIRONMENT ON EMPLOYEE PERFORMANCE THROUGH ORGANIZATIONAL COMMITMENT AS AN INTERVENING VARIABLE (STUDY AT BANK KALTIMTARA SYARIAH SAMARINDA BRANCH

Rupi Rupi, Zainal Ilmi, Jiuarhardi Jiuarhardi

Abstract

Abstract: This study aims to analyze the influence of leadership, compensation, communication, and work environment on employee performance through organizational commitment as a banking intervention variable. IBM AMOS 23 was used to analyze the pattern of causality between variables. This research uses survey research methods. The population in this study were all staff at the Bank Kaltimtara Syariah Samarinda Branch in East Kalimantan. The number of research samples is determined by 250 respondents. The result of the research is that there is a significant direct and positive influence of leadership on employee performance. There is no significant negative direct effect of compensation on employee performance. There is a significant direct and positive effect of communication on employee performance. There is a significant direct and positive effect of the work environment on employee performance. There is a significant direct and positive effect of organizational commitment on employee performance. There is a significant indirect and positive effect of leadership on employee performance by intervening organizational commitment. There is a significant indirect and positive effect of compensation on employee performance by intervening organizational commitment. There is a significant indirect and positive effect of communication on employee performance with organizational commitment intervention. There is no indirect and insignificant negative effect of the work environment on employee performance by intervening organizational commitment. There is a significant direct and positive effect of organizational commitment on employee performance. There is a significant indirect and positive effect of leadership on employee performance by intervening organizational commitment. There is a significant indirect and positive effect of compensation on employee performance by intervening organizational commitment. There is a significant indirect and positive effect of communication on employee performance with organizational commitment intervention. There is no indirect and insignificant negative effect of the work environment on employee performance by intervening organizational commitment. There is a significant direct and positive effect of organizational commitment on employee performance. There is a significant indirect and positive effect of leadership on employee performance by intervening organizational commitment. There is a significant indirect and positive effect of compensation on employee performance by intervening organizational commitment. There is a significant indirect and positive effect of communication on employee performance with organizational commitment intervention. There is no indirect and insignificant negative effect of the work environment on employee performance by intervening organizational commitment. There is a significant indirect and positive effect of compensation on employee performance by intervening organizational commitment. There is a significant indirect and positive effect of communication on employee performance with organizational commitment intervention. There is no indirect and insignificant negative effect of the work environment on employee performance by intervening organizational commitment. There is a significant indirect and positive effect of compensation on employee performance by intervening organizational commitment. There is a significant indirect and positive effect of communication on employee performance with organizational commitment intervention. There is no indirect and insignificant negative effect of the work environment on employee performance by intervening organizational commitment.

Keywords: Leadership, compensation, communication, work environment, organizational commitment and employee performance

Full Text:

PDF

References

Reference

Robbins. (2013). Organizational Behavior (16th ed.). Salemba Four.

Sapti, M. (2017). The Influence of Leadership, Motivation and Organizational Culture on Employee Performance at Kudungga Hospital, East Kutai Regency. Mathematical Connection Ability (Overview of Savi's Learning Approach), 53(9), 1–15.

Saladin, A. (2016). The Influence of Leadership and Work Environment on Organizational Commitment and Employee Performance of PT. Source Djantin in West Kalimantan. Journal of Theoretical and Applied Management| Journal of Theory and Applied Management, 6(2). https://doi.org/10.20473/jmtt.v6i2.2665

Shanty, D., & Mayangsari, S. (2019). Analysis of the Effect of Compensation, Motivation, Work Environment on Employee Performance With Organizational Commitment as an Intervening Variable. In Journal of Information, Taxation, Accounting, and Public Finance (Vol. 12, Issue 2, p. 103). https://doi.org/10.25105/jipak.v12i2.5114

Setiawan, R., & Lestari, EP (2016). The influence of organizational culture, communication, work environment and motivation on organizational commitment in improving employee performance. Journal of Organization and Management, 12(2), 169–184.

Effendy, OU (2015). Science, Communication Theory and Practice of Communication. PT. Image of Aditia Bakti.

Budi W Soetjipto. (2018). Human Resource Management, Work Environment. Amara.

Aprillia, V. (2011). The Influence of Work Environment, Work Discipline And Organizational Commitment Towards Employee Performance Pt. Indomulti Plasindo in the city of Semarang. E-Journals, 1–12.

Mowday, P. & S. (2019). The Effect of Organizational and Professional Commitment on Auditor Job Satisfaction with Motivation as an Intervening Variable. KAP and DIY.

Yukl, G. (2012). Leadership in organizations (A. Cahayani (ed.); 7 edition ed.). PT. Index.

Robbins, and C. (2011). Management (WH Bob Sabran (ed.)). Erlangga.

Jex, Steve M, TWB (2015). Organizational Psychology (N. Jersey (ed.); 2nd ed.).

Whitmore, J. (2012). Coaching For Performance Growing People, Performance, and Purpose. Nicholas Brealey.

Kuncoro, M. (2013). Research Methods For Business and Economics (th edition). Erlangga.

Collier, JE (2020). Applied Structural Equation Modeling Using AMOS : Basic to Advanced Techniques. Routledge Taylor & Francis Group.

Refbacks

  • There are currently no refbacks.