Employee Development Programs

Oct 13, 2025 by wbrum.org 71 views

The Effect of Commitment and Job Satisfaction on Employee Work Performance at PT. Narasindo Mitra Perdana Medan

Introduction

In today's competitive business landscape, employee work performance is a crucial factor that determines the success of an organization. PT. Narasindo Mitra Perdana Medan, a leading company in the industry, has been striving to improve its employee work performance to achieve its business goals effectively. However, the factors that influence employee work performance are complex and multifaceted. This study aims to analyze the effect of commitment and job satisfaction, both separately and simultaneously, on employee work performance at PT. Narasindo Mitra Perdana Medan.

Literature Review

Research has shown that commitment and job satisfaction are two critical factors that influence employee work performance. Commitment refers to the degree to which employees are committed to their organization and its goals (Meyer and Allen, 1991). Job satisfaction, on the other hand, refers to the degree to which employees are satisfied with their jobs and work environment (Locke, 1976). Studies have consistently shown that high levels of commitment and job satisfaction are associated with better employee work performance (Harter et al., 2002; Spector, 1997).

Methodology

This study used a quantitative and associative approach to analyze the effect of commitment and job satisfaction on employee work performance. A total of 50 respondents were chosen through the random sampling method. Data was collected using questionnaires and interviews, while the analysis was carried out with multiple linear regression.

Results

The results of this study showed that both commitment and job satisfaction have a significant positive influence on employee work performance. The t test results on the commitment variable show a value of 2,941 with a significance value of 0.005, indicating that employee commitment has a significant positive influence on work performance. Similarly, the t test results on the job satisfaction variable show a value of 2,724 with a significance value of 0.009, indicating that job satisfaction also has a positive and significant influence on employee work performance.

Discussion

The findings of this study suggest that both commitment and job satisfaction are critical factors that influence employee work performance at PT. Narasindo Mitra Perdana Medan. The results of the Determination Coefficient Test (R²) show that the commitment variable and job satisfaction can explain around 28.1% of employee work performance. This indicates that although these two factors have an effect, there are still around 71.9% of work performance that are influenced by other factors that are not examined in this study.

Conclusion

In conclusion, this study found that both commitment and job satisfaction have an important role in improving employee work performance at PT. Narasindo Mitra Perdana Medan. Therefore, companies should implement strategies to improve these two aspects, such as by offering employee development programs, conducting regular satisfaction surveys, and building a positive work culture. With the increase in commitment and job satisfaction, it is expected that employee work performance can be further improved, which in turn will have a positive impact on the company's overall performance.

Recommendations

Based on the findings of this study, the following recommendations are made:

Employee Development Programs: PT. Narasindo Mitra Perdana Medan should implement employee development programs to improve employee commitment and job satisfaction.
Regular Satisfaction Surveys: The company should conduct regular satisfaction surveys to monitor employee job satisfaction and identify areas for improvement.
Positive Work Culture: The company should strive to build a positive work culture that promotes employee commitment and job satisfaction.
Training and Development: The company should provide training and development opportunities to employees to improve their skills and knowledge.

Limitations

This study has several limitations that should be noted. Firstly, the sample size was relatively small, which may limit the generalizability of the findings. Secondly, the study only examined the effect of commitment and job satisfaction on employee work performance, and did not examine other factors that may influence employee work performance.

Future Research Directions

Future research should aim to examine the effect of other factors that influence employee work performance, such as the work environment, relationships between employees, training, and development, as well as more personal factors. Additionally, research should aim to examine the impact of employee commitment and job satisfaction on employee well-being and organizational performance.

References

Harter, J. K., Schmidt, F. L., & Hayes, T. L. (2002). Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: A meta-analysis. Journal of Applied Psychology, 87(2), 268-279.

Locke, E. A. (1976). The nature and causes of job satisfaction. In M. D. Dunnette (Ed.), Handbook of industrial and organizational psychology (pp. 1297-1349). Chicago: Rand McNally.

Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1(1), 61-89.

Spector, P. E. (1997). Job satisfaction: Application, assessment, cause, and consequences. Thousand Oaks, CA: Sage Publications.
Frequently Asked Questions (FAQs) about the Effect of Commitment and Job Satisfaction on Employee Work Performance

Q: What is the main objective of this study? A: The main objective of this study is to analyze the effect of commitment and job satisfaction, both separately and simultaneously, on employee work performance at PT. Narasindo Mitra Perdana Medan.

Q: What is commitment, and how does it relate to employee work performance? A: Commitment refers to the degree to which employees are committed to their organization and its goals. Research has shown that high levels of commitment are associated with better employee work performance.

Q: What is job satisfaction, and how does it relate to employee work performance? A: Job satisfaction refers to the degree to which employees are satisfied with their jobs and work environment. Research has shown that high levels of job satisfaction are associated with better employee work performance.

Q: What are the key findings of this study? A: The key findings of this study are that both commitment and job satisfaction have a significant positive influence on employee work performance. The results of the Determination Coefficient Test (R²) show that the commitment variable and job satisfaction can explain around 28.1% of employee work performance.

Q: What are the implications of this study for organizations? A: The findings of this study suggest that organizations should implement strategies to improve employee commitment and job satisfaction, such as offering employee development programs, conducting regular satisfaction surveys, and building a positive work culture.

Q: What are some potential limitations of this study? A: Some potential limitations of this study include the relatively small sample size and the fact that the study only examined the effect of commitment and job satisfaction on employee work performance.

Q: What are some potential future research directions? A: Some potential future research directions include examining the effect of other factors that influence employee work performance, such as the work environment, relationships between employees, training, and development, as well as more personal factors.

Q: How can organizations measure employee commitment and job satisfaction? A: Organizations can measure employee commitment and job satisfaction using various methods, including surveys, interviews, and focus groups.

Q: What are some strategies that organizations can use to improve employee commitment and job satisfaction? A: Some strategies that organizations can use to improve employee commitment and job satisfaction include offering employee development programs, conducting regular satisfaction surveys, building a positive work culture, and providing training and development opportunities.

Q: How can organizations use the findings of this study to improve employee work performance? A: Organizations can use the findings of this study to improve employee work performance by implementing strategies to improve employee commitment and job satisfaction, such as offering employee development programs, conducting regular satisfaction surveys, and building a positive work culture.

Q: What are some potential benefits of improving employee commitment and job satisfaction? A: Some potential benefits of improving employee commitment and job satisfaction include improved employee work performance, increased employee retention, and improved organizational performance.

Q: How can organizations measure the impact of improving employee commitment and job satisfaction on employee work performance? A: Organizations can measure the impact of improving employee commitment and job satisfaction on employee work performance using various methods, including surveys, interviews, and focus groups.

Q: What are some potential challenges that organizations may face when trying to improve employee commitment and job satisfaction? A: Some potential challenges that organizations may face when trying to improve employee commitment and job satisfaction include resistance to change, lack of resources, and difficulty in measuring the impact of interventions.