The Role of the Organization Commitment in Mediating Effect and Cultural Organization Leadership Style on the Performance of Employees on Religious Ministry Office City Denpasar

Abstract

This study aims to explain the effect of leadership style, organizational culture and organizational commitment to employee performance and knowing whether organizational commitment is a mediating variable. This study used a sample of 75 employees of the Office of the Ministry of Religion in Denpasar City with a sampling technique that is saturated sampling. The data obtained were analyzed by descriptive analysis and PLS. The results found that leadership style did not directly influence employee performance. Budaya organization and organizational commitment and significant positive effect on employee performance. Leadership style and organizational culture have a positive and significant effect on organizational commitment. Furthermore, organizational commitment is able to mediate the influence of leadership style on employee performance, but is not able to mediate the influence of organizational culture on employee performance.

Emotionally Intelligent Employees’ Work Outcomes: The Mediating Role of Organizational Commitment

“…Innovative perspectives of the organizations highlight the importance of organizational success, which is also supported by the employees (Paterson et al, 2014). Specifically, the desired workplace in the organizations may be obtained by having employees with commitment as they tend to devote higher efforts to work (Garg, 2018) because they feel like part of the system based on connected action (Putra et al, 2020). As this current study adopts Meyer and Allen's (1991) definition, thus with the emergence of perception of this connection, a psychological state which is called "commitment" has been characterized as the employee's relationship with the organization, and indications for the decision to continue membership in the organization.…”

“…Besides, the role of the management types in the organizations has been pointed out the importance of participative management, which increases the degree of "we" feeling while providing the individuals understand each other (Argris, 1955). However, the new century also brings practical solutions to the endless problems by using these psychological states like keeping the employees committed (Putra et al, 2020), an emotionally intelligent workforce, and establishing supportive projects in the organizations (Rezvani and Khosravi, 2019). EI (Di Fabio & Saklofske, 2014), TI (Takawira et al, 2014), OI (Raeichi, 2010), and OC (Griffin et al, 1986) are among the most essential psychological variables that neglecting these might have devastating consequences for all kinds of organizations (Salajeghe & Tanabandeh, 2016).…”