Mediator Role of Organizational Commitment to Performance

Abstract

The aims of this study is to determaine the effect of spiritual leadership (X1) and quality of work life (X2) on performance (Y2) with organizational commitment (Y1) as a mediation on employees of Wimarion Hotel Semarang. The type and design of the research used in this study is quantitative research. Sampling in this study using a saturated sampling system and obtained the sample size that must be used is 70 employees. The analytical method used is the test instrument (validity and reliability), classic assumption test, and hypothesis testing with IBM SPSS Verse 23 and mediation testing with Sobel test. Application methods of data collection using interviews, quetionnares, and literature studies. The result of this study show that all of seven hypotheses were accepted. Therefore could be known that spiritual leadership has a positive and significant effect on organizational commitment. Quality of work life has a positive and significant effect on organizational commitment. Spiritual leadership has a positive and significant effect on performance. Quality of work life has a positive dan significant effect on performance. Organizational commitment has a positive dan significant effect on performance. Organizational commitment is able to mediate the relationship between spiritual leadership and performance. And organizational commitment is able to mediate the relationship between quality of work life and performance.

The Effect of Work-life Quality and Transglobal Leadership on Employee Performance of Sharia Saving-load and Finance Cooperative

“…Thus, organizational commitment is a variable that mediates the relationship between work-life quality and employee performance. The results of this study are in line with previous research, namely the research of Nurluviyana and Sudarma (2020) that organizational commitment can mediate the relationship between the worklife quality and employee performance. The results of the seventh hypothesis state that the higher the transglobal leadership style, the higher the employee's performance, if mediated by organizational commitment is also higher.…”

“…Previous research including Suci (2021) was conducted on employees of UKM Malang Raya. Nurluviyana and Sudarma (2020) on employees of the Wimarion Semarang hotel. Rita et al, (2018) on employees of the regional secretariat in Papua.…”

Impact of Motivation on Performance: The Role of Organizational Commitment

“…Therefore, the research findings signal that organizational commitment as an employee's experience bond with the organization is committed to the organization brings values, beliefs, and awareness to improve their performance effectively and significantly through the quality and number of results, closeness at work, and productivity as revealed by Jufrizen et al (2021) that every employee must commit within himself to improve performance and be able to achieve organizational goals. This positive and significant effect of organizational commitment on employee performance is identical to other researchers revealed by Adhan et al, (2020), Rembet et al (2020), Nurluviyana and Sudarma (2020). The organizational commitment that plays an important role in improving employee results and performance is still a topic for several companies.…”

“…For example, Tolentino, (2013) stated that commitment is effectively and significantly related to academic staff's work performance. Other researchers, for example, Abu Jahid & Adnyana, (2021); Anggapradja & Wijaya, (2017); Astuti & Amalia, (2021); Jufrizen et al, (2021); Nurluviyana & Sudarma, (2020); Suharto et al,( 2019) that the relationship between organizational commitment with employee performance, the effect is positive and significant. The results of this study are different from Rembet et al, (2020) stated that organizational commitment to employee performance does not have a significant effect because the success and failure of employees in improving their performance are not only supported by commitment, but mainly the motivational factor of their behavior.…”