Examining the Relationship between Organizational Commitment, Professionalism, Job Satisfaction, and Employee Performance
https://doi.org/10.56225/finbe.v4i2.502
Keywords:
Organizational commitment, Professionalism, Job satisfaction, Employee performance, Public sectorAbstract
Employee performance is a critical factor in determining organizational effectiveness, particularly in public sector institutions where service quality and accountability are essential. This study aims to examine the effects of organizational commitment, professionalism, and job satisfaction on employee performance and to identify the most dominant influencing factor. A quantitative research approach was employed using data collected from 51 employees of the Regional Drinking Water Company of Banyuwangi Regency, selected through random sampling from a population of 102 employees. Data were collected using a Likert-scale questionnaire and analyzed using SPSS version 23 with multiple linear regression. The results indicate that organizational commitment (β = 0.460, p < 0.001), professionalism (β = 0.175, p = 0.012), and job satisfaction (β = 0.457, p < 0.001) all have positive and significant effects on employee performance. Among these variables, organizational commitment is identified as the most dominant factor based on the highest beta coefficient, while job satisfaction shows the strongest statistical significance. The model demonstrates strong explanatory power, with an R-squared value of 0.845, indicating that 84.5% of the variance in employee performance is explained by the three independent variables. These findings suggest that enhancing organizational commitment and job satisfaction, supported by professionalism, is essential for improving employee performance. The study contributes to the literature by providing an integrated model of key performance determinants and offering practical implications for public sector human resource management.
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