Update Artikelilmiah: 23316

RIFQI RAHARDIAN

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Abstrak (Bhs. Indonesia)

Tujuan penelitian ini ialah untuk menganalisis pengaruh kompetensi, komitmen organisasi, dan perceived organizational support (POS) terhadap kinerja karyawan dengan motivasi sebagai variabel pemediasi. Penelitian ini dilakukan di PT. Telekomunikasi Indonesia (Persero) Tbk WITEL Purwokerto. Sebanyak 52 karyawan diminta untuk menilai tingkat POS serta evaluasi diri mengenai kompetensi, komitmen organisasi, motivasi, dan kinerja karyawan melalui kuesioner. Metode analisis dalam penelitian ini menggunakan Partial Least Square (PLS). Hasil analisis menunjukan bahwa kompetensi, komitmen organisasi, dan POS tidak hanya berpengaruh positif signifikan terhadap kinerja karyawan namun juga terhadap motivasi dan motivasi berpengaruh positif signifikan terhadap kinerja karyawan. Kemudian, hasil anlisis juga menunjukan bahwa motivasi hanya memediasi pengaruh POS terhadap kinerja karyawan dan tidak memediasi pengaruh kompetensi dan komitmen organisasi terhadap kinerja karyawan. Dapat disimpulkan bahwa kompetensi dan komitmen organisasi memiliki pengaruh langsung terhadap kinerja karyawan sedangkan POS memiliki pengaruh tidak langsung terhadap kinerja karyawan.

Abtrak (Bhs. Inggris)

The purpose of this study was to analyze the determination of competence, organizational commitment, and perceived organizational support (POS) on employee performance with motivation as a mediating variable. This research was conducted at PT. Telekomunikasi Indonesia (Persero) Tbk WITEL Purwokerto. A total of 52 employees were asked to assess the level of POS as well as self-evaluation of competence, organizational commitment, motivation, and employee performance through a questionnaire. The method of analysis used in this study is Partial Least Square (PLS). The results of the analysis showed that competence, organizational commitment, and POS not only had a significant positive effect on employee performance but also on motivation and motivation had a significant positive effect on employee performance. Then, the results of the analysis also showed that motivation only mediated the influence of POS on employee performance and did not mediate the influence of organizational competence and commitment on employee performance. It can be concluded that competence and organizational commitment had a direct influence on employee performance while POS had an indirect influence on employee performance.

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