Increase Delegation of Authority

Oct 13, 2025 by wbrum.org 101 views

Introduction

In today's fast-paced business environment, employee performance is a crucial factor in determining the success of an organization. The North Sumatra Regional Division of Bulog Perum has been conducting research to analyze the effect of delegation of authority and organizational commitment on employee work performance. This study aims to investigate the relationship between these two factors and employee performance, with the ultimate goal of improving productivity and job satisfaction among employees.

Background

Delegation of authority is a practice in which a leader gives power and responsibility to his subordinates to make decisions in certain areas. This approach not only increases operational efficiency but also provides confidence to employees, creating a more collaborative work environment where employees feel valued and able to contribute optimally. On the other hand, organizational commitment is the willingness of employees to contribute to the goals and values of the organization. In the context of Bulog Perum, this commitment is reflected in employee loyalty to the company's vision and mission.

Methodology

This study involved 47 respondents who were employees of the North Sumatra Regional Division of Bulog Perum. The results showed that simultaneously, the delegation of authority and organizational commitment had a positive and significant influence on employee performance. The study used a quantitative approach, with data collected through a survey questionnaire.

Results

The results of the analysis show that the delegation of authority and organizational commitment together explain 56.9% of the factors that affect employee performance. This means that there are still 43.1% of other factors that can affect the performance that needs to be further investigated, such as organizational culture, training, and work environment.

Delegation of Authority

Delegation of authority is a crucial factor in determining employee performance. Employees who feel that they have the authority are more likely to work harder and achieve the goals set. This study found that the delegation of authority had a significant positive influence on employee work performance. By giving more responsibilities to employees, management can encourage employees to innovate and achieve higher levels of performance.

Organizational Commitment

Organizational commitment is also a significant factor in determining employee performance. Employees who have high commitment will be more motivated to achieve better performance. This study also shows that organizational commitment has a positive and significant effect on employee work performance. Employees who feel connected to organizational goals tend to show higher initiatives and try to achieve optimal results.

Discussion

The results of this study have important implications for the management of Bulog Perum. By understanding the effect of delegation of authority and organizational commitment on employee performance, it is expected that the North Sumatra Regional Bulog Division can implement more effective steps to increase productivity and job satisfaction among employees. The right strategy in delegating and increasing organizational commitment can be the key to achieving greater and sustainable organizational goals.

Conclusion

In conclusion, this study found that delegation of authority and organizational commitment have a positive and significant influence on employee performance. The results of the analysis show that these two factors together explain 56.9% of the factors that affect employee performance. This means that there are still 43.1% of other factors that can affect the performance that needs to be further investigated. By understanding the effect of delegation of authority and organizational commitment on employee performance, it is expected that the North Sumatra Regional Bulog Division can implement more effective steps to increase productivity and job satisfaction among employees.

Recommendations

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

Increase Delegation of Authority: Management should continue to encourage the delegation of authority to employees. By giving more responsibilities to employees, management can encourage employees to innovate and achieve higher levels of performance.
Increase Organizational Commitment: Management should also increase organizational commitment by creating a supportive environment that encourages employees to contribute to the goals and values of the organization.
Investigate Other Factors: Management should investigate other factors that can affect employee performance, such as organizational culture, training, and work environment.

Limitations

This study has several limitations. Firstly, the study only involved 47 respondents, which may not be representative of the entire organization. Secondly, the study only used a quantitative approach, which may not capture the nuances of employee performance. Finally, the study only investigated the effect of delegation of authority and organizational commitment on employee performance, and did not investigate other factors that can affect employee performance.

Future Research

Future research should investigate other factors that can affect employee performance, such as organizational culture, training, and work environment. Additionally, future research should use a mixed-methods approach to capture the nuances of employee performance. Finally, future research should investigate the effect of delegation of authority and organizational commitment on employee performance in other organizations.

Conclusion

Q1: What is delegation of authority, and how does it affect employee performance?

A1: Delegation of authority is a practice in which a leader gives power and responsibility to his subordinates to make decisions in certain areas. This approach not only increases operational efficiency but also provides confidence to employees, creating a more collaborative work environment where employees feel valued and able to contribute optimally. Delegation of authority has a significant positive influence on employee work performance, as employees who feel that they have the authority are more likely to work harder and achieve the goals set.

Q2: What is organizational commitment, and how does it affect employee performance?

A2: Organizational commitment is the willingness of employees to contribute to the goals and values of the organization. In the context of Bulog Perum, this commitment is reflected in employee loyalty to the company's vision and mission. Employees who have high commitment will be more motivated to achieve better performance. Organizational commitment has a positive and significant effect on employee work performance, as employees who feel connected to organizational goals tend to show higher initiatives and try to achieve optimal results.

Q3: How can management encourage the delegation of authority and increase organizational commitment?

A3: Management can encourage the delegation of authority by giving more responsibilities to employees and creating a supportive environment that encourages employees to innovate and achieve higher levels of performance. Management can also increase organizational commitment by creating a supportive environment that encourages employees to contribute to the goals and values of the organization.

Q4: What are the benefits of delegating authority and increasing organizational commitment?

A4: The benefits of delegating authority and increasing organizational commitment include increased productivity, job satisfaction, and employee performance. By giving more responsibilities to employees and creating a supportive environment, management can encourage employees to innovate and achieve higher levels of performance.

Q5: What are the limitations of this study?

A5: This study has several limitations. Firstly, the study only involved 47 respondents, which may not be representative of the entire organization. Secondly, the study only used a quantitative approach, which may not capture the nuances of employee performance. Finally, the study only investigated the effect of delegation of authority and organizational commitment on employee performance, and did not investigate other factors that can affect employee performance.

Q6: What are the implications of this study for management?

A6: The implications of this study for management are that delegation of authority and organizational commitment are crucial factors in determining employee performance. Management should continue to encourage the delegation of authority and increase organizational commitment by creating a supportive environment that encourages employees to innovate and achieve higher levels of performance.

Q7: What are the recommendations for future research?

A7: Future research should investigate other factors that can affect employee performance, such as organizational culture, training, and work environment. Additionally, future research should use a mixed-methods approach to capture the nuances of employee performance. Finally, future research should investigate the effect of delegation of authority and organizational commitment on employee performance in other organizations.

Q8: What are the conclusions of this study?

A8: In conclusion, this study found that delegation of authority and organizational commitment have a positive and significant influence on employee performance. The results of the analysis show that these two factors together explain 56.9% of the factors that affect employee performance. This means that there are still 43.1% of other factors that can affect the performance that needs to be further investigated. By understanding the effect of delegation of authority and organizational commitment on employee performance, it is expected that the North Sumatra Regional Bulog Division can implement more effective steps to increase productivity and job satisfaction among employees.