Dukungan Organisasi, Keadilan Organisasi dan Komitmen Organisasi Terhadap Kinerja Karyawan Pada PT. Batanghari Barisan Padang

Abstract

Human resources are important for the company because they have a role as a potential driver of all company activities. Companies that have quality human resources can easily achieve the performance that has been set. Performance measurement is a very important thing as a whole in an organization. Every company will always try to improve employee performance for the company's success. Several factors that can affect employee performance include: organizational support, organizational justice, and organizational commitment. This study is intended to determine how much influence organizational support, organizational justice and organizational commitment have on employee performance at PT. Batanghari Barisan Padang. Methods of collecting data through surveys and distributing questionnaires, with a sample of 72 respondents PT. Batanghari Baris. The analytical method used is multiple linear regression using SPSS 22. The results obtained are Organizational Support partially has a positive and significant effect on employee performance where H0 is rejected and Ha is accepted, Organizational Justice partially has a positive and significant effect on Employee Performance where H0 is rejected and Ha is accepted, and organizational commitment has a positive and significant effect on employee performance where H0 is rejected and Ha is accepted. Organizational support, organizational justice and organizational commitment together have a positive and significant effect on employee performance. The value of the contribution of variables that affect organizational support, organizational justice, and organizational commitment is 70.2%. So this research is very appropriate and becomes a reference in improving employee performance in advancing the company.

The Effect of Organizational Support and Competency on Employee Performance in PT. Andalan Mandiri Busana Boyolali

“…Organizational support is the degree to which employees believe the organization values their contributions and cares about their well-being (Robbins & Judge, 2018). This is in line with the research by Diah & Nugraheni (2021), Irianti & Bernarto (2021), Ningrum & Agung (2021), Arifin & Darmawan (2022), and Karlinda et al, (2022) which found that organizational support has a significant positive effect on employee performance, however, this is different from the research of Tombokan et al, (2019), andFitriani et al, (2022) who found organizational support to have a positive but not significant effect on employee performance.…”

“…The research results of Diah & Nugraheni (2021), Irianti & Bernarto (2021) Ningrum & Agung (2021) suggest that higher organizational support will have a positive effect on improving employee performance. This is reinforced by the research results of Arifin & Darmawan (2022) and Karlinda et al, (2022) which state that organizational support will improve employee performance. Based on this description, the hypothesis proposed is: H1: Organizational support has a positive and significant effect on employee performance.…”

“…Employee performance is the result of work in quality and quantity that an employee achieves in carrying out his duties according to the responsibilities given to him (Mangkunegara, 2017). Employee performance appraisal is very useful for the dynamics of the company's growth as a whole because, through this assessment, the actual conditions regarding employee performance can be known (Karlinda et al, 2022). In a company, the high or low level of employee performance can be influenced by several factors, and these factors include organizational support (Arifin & Darmawan, 2022), as well as other factors that influence competence (Hajiali et al, 2021).…”

Pengaruh Keadilan Organisasi Dan Iklim Etis Terhadap Kinerja Dengan Variable Kepuasan Kerja Sebagai Variabel Mediasi

“…Penelitian yang dilakukan oleh (Jufrizen & Hamdani, 2023) menunjukkan adanya penerapan keadilan distributive dan keadilan procedural yang baik maka akan meningkatkan kinerja dari pegawai. (Karlinda et al, 2022) dalam penelitiannya menjelaskan bahwa keadilan organisasi dapat diterapkan dengan peningkatan kewajaran alokasi sumber daya, proses pengambilan keputusan, pemeliharaan hubungan antar pribadi dapat menciptakan lingkungan yang adil bagi setiap pegawai sehingga membuat pegawai lain merasa puas dan rela dalam menyelesaikan pekerjaannya dengan baik. Oleh karena itu, Aturan-aturan tersebut memiliki implikasi yang sangat penting karena dipandang sebagai manifestasi nilai-nilai proses dasar dalam organisasi.…”

Pengaruh Lingkungan Kerja dan Reward terhadap Kinerja Pegawai

“…Semua itu merupakan sebab menurunya kinerja karyawan dalam bekerja. Faktor-faktor yang dapat digunakan untuk meningkatkan kinerja diantaranya adalah gaya kepemimpinan, motivasi dan disiplin kerja [4].…”