The Mediating Role of Compensation to the Effect of Work Competency and Workload on Organizational Commitments' Civil Servant: The Study of Regional Civil Service Agency in East Java Province
Downloads
One important aspect of the organization was maintaining employee presence and reviewing the organizational commitments held by each individual. High commitment made individuals concerned with the future of the organization and tried to make the organization a better direction, on the contrary, individuals with low commitment would prioritize themselves or their groups and did not have the desire to make the organization towards a better direction. High work competency, an employee would be able to do much for the organization, conversely with low competency an employee would not be able to complete his duties as well as possible, which ultimately hamper the achievement of organizational goals. The distribution of employee workload that had not appropriate can make employees not have less than optimal performance. Compensation could be an incentive for someone to do an activity to get the best results, compensation needed to be raised so that employees could carry out maximum performance. The purpose of this study was to analyzing and testing the effect of work competence and workload on organizational commitment through compensation to Civil Servants in the Regional Civil Service Agency of East Java Province. This research used a quantitative approach with an explanative design. The results of this study provided several conclusions, including: 1.) Work competence had a significant positive effect on compensation; 2.) Workload had a significant effect on compensation; 3.) Work competence had a significant positive effect on organizational commitment; 4.) Workload had a significant positive effect on organizational commitment; 5.) Compensation had a significant positive effect on organizational commitment; 6.) Compensation became an intervening variable on the effect of work competence and workload on organizational commitment.
Abdullah. & Ramay, M. I. (2012). Antecedents of organizational commitment of banking sector
employees in Pakistan. Serbian Journal of Management, 7(1), pp. 89 – 102.
Adekola, B. (2012). The Impact of Organizational Commitment on Job Satisfaction: A Study of
Employees at Nigerian Universities. International Journal of Human Resource Studies,
(2), pp. 1 – 17.
Anita, N. K. A. S. & Kawiana, I. G. P. (2018). The role of organizational commitment in mediating the effect of job satisfaction on employee's intention to quit. International Journal of Economics, Commerce, and Management, 6(12), pp. 348 – 366.
Apuke, O. D. (2015). Quantitative research methods: A Synopsis approach. Arabian Journal of
Business and Management Review, 3(1), pp. 40 – 47.
Ashfaq, A., Bibi, P. & Majid, A. H. A. (2016). Co-worker support as moderator on the relationship between compensation and transactional leadership in organizational commitment. International Journal of Economic Perspectives, 10(4), pp. 695 – 709.
Azeez, R. O. & Omolade, M. A. (2013). Workload, subjective wellbeing and organisat ional commitment of Bank workers. Contemporary Humanities, 6, pp. 119 – 132.
De Cuyper, N. & De Witte, H. (2006). Autonomy and workload among temporary workers: Their effects on job satisfaction, organizational commitment, life satisfaction, and self - rated performance. International Journal of Stress Management, 13(4), pp. 441 – 459.
Delvia, R. & Soegoto, H. S. (2018). The influence workload and competence on employee performance in PT. X Finance. Advance in Social Science, Education, and Humanities Research, 225, pp. 135 – 138.
Galanou, E., Georgakopoulos, G., Sotiropoulos, I. & Dimitris, V. (2011). The effect of reward system on job satisfaction in an organizational chart of four hierarchical levels: A qualitative study. International Journal of Human Sciences, 8(1), pp. 484 – 519.
Gunawan, H., Haming, M., Zakaria, J. & Djamareng, A. (2017). Effect of organizational commitment, competence, and good governance on employees performance and quality asset management. International Journal of Management & Social Science, 8(1), pp. 17 –
Islam, T., Ahmad, Z., Ahmed, I., Ahmad, A., Saeed, M. & Muhammad, S, K. (2012). Does compensation and demographic variable influence on teachers commitment and job satisfaction: A study of University of the Punjab, Pakistan. International Journal of Business and Management, 7(4), pp. 35 – 43.
Khan, A. S. & Jan, F. (2015). The study of organization commitment and job satisfaction among hospital nurses: A survey of District Hospital of Dera Ismail Khan. Global Journal of Management and Business Research: A Administration and Management, 15(1), pp. 1 –
Khan, I., Nawaz, A. & Khan, M. S. (2013). Determining the organizational commitment of academicians in public sector universities of developing countries like Pakistan, International Journal of Academic Research in Economics and Management Sciences,
(1), pp. 361 – 374.
Lotunani, A., et. al. (2015). The Effect of competence on commitment, performance and satisfaction with reward as a moderating variable: A study on designing work plans in Kendari City Government of Southeast Sulawesi. International Journal of Business and Management Invention, 3(2), pp. 18 – 25.
Mabaso, C. M. & Dlamini, B. I. (2017). Impact of compensation and benefits on job satisfaction.
Research Journal of Business Management, 11(2), pp. 80 – 90.
Nawab, S. & Bhatti, K. K. (2011). Influence of employee compensation on organizational commitment and job satisfaction: A case study of educational sector of Pakistan. International Journal of Business and Social Science, 2(8), pp. 25 – 32.
Ngatimun. Sanusi, A. & Manan, A. (2019). The effect of workload, work stress, and emotional intelligence towards teacher performance through organizational commitment. IOSR Journal of Business and Management, 21(8), pp. 63 – 72.
Odunlami, B. & Oludele, M. (2014). Compensation management and employees performance in the manufacturing sector: A case study of reputable organization in the food and beverage industry. International Journal of Managerial Studies and Research, 2(9), pp.
– 117.
Pratama, R. & Aima, M. H. (2018). The effect of compensation and employee engagement on organizational commitments and its implementation toward employee's performance of PT. XYZ Jakarta. International Journal of Scientific and Research Publication, 8(12), pp.
– 368.
Renyut, B. C., Modding, H. B., Bima, J. & Sukmawati, S. (2017). The effect of organizational commitment, competence on Job satisfaction and employees performance in Maluku Governor's Office. IOSR Journal of Business and Management, 19(2), pp. 18 – 29.
Salisu, J. B., Chinyio, E. & Suresh, S. (2015). The impact of compensation on the job satisfaction of public sector construction workers of jigawa state of Nigeria. The Business and Management Review, 6(4), pp. 37 – 48.
Saputra, P., Sudiro, A. & Irawanto, D. W. (2018). Job satisfaction in compensation, environment, discipline, and performance: Evindence from Indonesia Higher Education. Management and Economics Journal, 2(3), pp. 217 – 236.
Sekaran, U. & Bougie, R. (2010). Research Method for Business: A Skill Building Approach (5th
Ed.). United Kingdom: John Wiley & Sons, Ltd.
Sjahruddin, H. & Normijati, A. A. S. (2013). Personality effect on organizational citizenship behavior (OCB): Trust in manager and organizational commitment mediator of organizational justice in Makassar City Hospitals. European Journal of Business and Management, 5(9), pp. 95 – 104.
Sumardi, H. R. & Wibowo. (2016). The effect of compensation, empowerment, competency and job satisfaction toward performance of lecture in Wiralodra University of Indramayu. International Journal of Scientific Research and Management, 6(5), pp. 317 – 334. http://www.dx.doi.org/10.18535/ijsrm/v6i5.el02
Suyitno. (2017). Effect of competence, satisfaction and discipline on performance of employees
in the office of women empowerment and family planning of West Papua. Asian Social
Science, 13(5), pp. 71 – 80.
Zaim, H., Yaşar, M. F., & Ünal, Ö. F. (2013). Analyzing the effects of individual competencies on performance: A field study in services industries in Turkey. Journal of Global Strategic Management, 7(2), pp. 67 – 77.
ADJ by Unair is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.
Authors who publish with this journal agree to the following terms:
1. The journal allows the author(s) to hold the copyright of the article without restrictions.
2. The journal allows the author(s) to retain publishing rights without restrictions
3. The legal formal aspect of journal publication accessibility refers to Creative Commons Attribution-ShareAlike 4.0 International License
