The Role of Organizational Commitment in Mediating the Effects of the Work Environment on Employee Performance

Abstract

This study aims to analyze the role of organizational commitment in mediating the influence of the work environment on employee performance at the Human Resources Bureau of the North Sumatra Regional Police. The study used a quantitative approach with a population and sample size of 115 employees. The sample was determined using a saturation sampling technique. Data were collected through a questionnaire and analyzed using the Partial Least Squares–Structural Equation Modeling (PLS-SEM) method with the assistance of the SmartPLS 3.0 software. The results showed that the work environment had a positive and significant effect on employee performance, with a path coefficient of 0.187, a t-statistic of 3.233, and a p-value of 0.001. The work environment has a positive and significant effect on organizational commitment, with a path coefficient of 0.384, a t-statistic of 8.324, and a p-value of 0.000. Organizational commitment has a positive and significant effect on employee performance, with a path coefficient of 0.556, a t-statistic of 9.597, and a p-value of 0.000. Furthermore, the work environment has a positive and significant effect on employee performance through organizational commitment, with an indirect effect coefficient of 0.214, a t-statistic of 6.162, and a p-value of 0.000. These results indicate that organizational commitment acts as a partial mediator in the effect of the work environment on employee performance. Therefore, improving employee performance requires both creating a conducive work environment and strengthening employees’ commitment to the organization.