Employee Performance Improvement Model
Keywords:
Work Culture, Moral Values (Moral Values (Akhlak)), Leadership, Organizational Commitment, Employee Performance, SEM-PLS.Abstract
This study aims to analyze the influence of Work Culture, Moral Values (Moral Values (Akhlak)), and Leadership on Employee Performance mediated by Organizational Commitment at the Regional Office of Human Rights of North Sumatra (Working Area of North Sumatra and Riau Islands). The issue addressed in this study is the importance of improving employee performance, which is influenced by work culture, moral values, leadership, and organizational commitment. This research employed a quantitative approach with an explanatory research design. The population consisted of all employees of the Regional Office of Human Rights of North Sumatra (Working Area of North Sumatra and Riau Islands). Data were analyzed using the Structural Equation Modeling–Partial Least Squares (SEM-PLS) method with the assistance of SmartPLS software. The results indicate that Moral Values (Moral Values (Akhlak)) have a positive and significant effect on Employee Performance, with a path coefficient of 0.338, a T-statistic of 3.105, and a P-value of 0.001. Work Culture does not have a significant effect on Employee Performance, with a path coefficient of -0.009, a T-statistic of 0.057, and a P-value of 0.477. Leadership has a positive and significant effect on Employee Performance, with a path coefficient of 0.453, a T-statistic of 4.706, and a P-value of 0.000. Furthermore, Work Culture has a positive and significant effect on Organizational Commitment, with a path coefficient of 0.592, a T-statistic of 3.392, and a P-value of 0.000, while Moral Values (Moral Values (Akhlak)) do not have a significant effect on Organizational Commitment, with a path coefficient of 0.105, a T-statistic of 0.795, and a P-value of 0.213. Leadership has a positive and significant effect on Organizational Commitment, with a path coefficient of 0.260, a T-statistic of 1.956, and a P-value of 0.026. In addition, Organizational Commitment has a positive and significant effect on Employee Performance, with a path coefficient of 0.214, a T-statistic of 1.880, and a P-value of 0.030. The indirect effect analysis shows that Organizational Commitment is unable to mediate the effect of Moral Values (Moral Values (Akhlak)) on Employee Performance (coefficient = 0.022; T-statistic = 0.688; P-value = 0.246), unable to mediate the effect of Work Culture on Employee Performance (coefficient = 0.127; T-statistic = 1.532; P-value = 0.063), and unable to mediate the effect of Leadership on Employee Performance (coefficient = 0.056; T-statistic = 1.347; P-value = 0.089). Therefore, the effects of Moral Values (Moral Values (Akhlak)) and Leadership on Employee Performance occur predominantly through direct relationships, while Work Culture plays a more important role in enhancing Organizational Commitment.
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