Optimizing Performance Through Organizational Commitment

Abstract

This study aims to analyze the influence of Core Values of Civil Servants (BerAKHLAK) and Intrinsic Motivation on ASN Performance with Organizational Commitment as a mediating variable at the Department of Education and Culture, Medan City. The research employed a quantitative approach using the Partial Least Square (PLS) method. The sample consisted of 123 respondents who are Civil Servants (ASN) working at the Department of Education and Culture, Medan City. The results show that the Core Values of ASN (BerAKHLAK) have a positive and significant effect on ASN Performance (β = 0.694; p = 0.000) and on Organizational Commitment (β = 0.558; p = 0.001). Organizational Commitment also has a positive and significant effect on ASN Performance (β = 0.158; p = 0.034). Meanwhile, Intrinsic Motivation significantly affects Organizational Commitment (β = 0.321; p = 0.046), but does not significantly affect ASN Performance (β = 0.108; p = 0.228). Furthermore, the indirect effects through Organizational Commitment—namely Core Values → Organizational Commitment → ASN Performance (p = 0.074) and Intrinsic Motivation → Organizational Commitment → ASN Performance (p = 0.121)—are found to be not significant. The R-Square results indicate that ASN Performance is explained by the research variables by 87.0%, while Organizational Commitment is explained by 74.1%, showing that the model has strong predictive power. These findings confirm that the implementation of BerAKHLAK values and the strengthening of organizational commitment play a crucial role in improving ASN performance. However, intrinsic motivation has yet to show a direct significant impact on performance; therefore, managerial strategies should focus on enhancing job meaning, recognition, and personal contribution to boost intrinsic motivation among ASN employees.