The analysis of influence of motivation and organizational commitment on employees’ performance in Telkom Kandatel Gorontalo Province
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Author(s)Abdul Rahman RahimLink to ORCID Index: https://orcid.org/0000-0001-7341-4827
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Andi Jam’anLink to ORCID Index: https://orcid.org/0000-0001-5936-2274
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DOIhttp://dx.doi.org/10.21511/ppm.16(4).2018.36
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Article InfoVolume 16 2018, Issue #4, pp. 429-443
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180 Downloads
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Creative Commons Attribution 4.0 International License
Every organization is required to be in a conducive condition in order to produce optimal performance to serve the community. The successfulness of an organization in many activities was based on technological advantages, fund avalaibility, facilities and human capital. It demanded that every organization of the company must improve its competence in terms of human resources. This research was explanatory research with a quantitative approach that aimed to:
1) analyze the effect of motivation on organizational commitment;
2) analyze the effect of motivation on employees’ performance;
3) analyze the effect of organizational commitment on employees’performance;
4) analyze the effect of motivation on employees’ performance through organizational commitment.
The study was conducted at the Regional Service Office of PT Telkom Kandatel Gorontalo Province with the total sample of 45 people, the sampling technique used was saturated sampling (census). Primary data collected using the questionnaires were then processed and analyzed using Structural Equation Modeling (SEM). The results of the study indicated that:
1) motivation had a significant positive effect on organizational commitment;
2) motivation did not have a significant effect on employees’ performance;
3) organizational commitment had a significant positive effect on employees’ performance;
4) motivation had a significant positive effect on employees’ performance through organizational commitment of PT Telkom Kandatel Gorontalo Province employees.
- Keywords
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JEL Classification (Paper profile tab)L26, O15
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References47
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Tables2
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Figures1
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- Figure 1. Diagram of test results for the hypothesis of direct effect
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- Table 1. Results of path coefficient and test of direct effect hypothesis
- Table 2. Results of path coefficient and indirect effect hypothesis test
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Green product buying intentions among young consumers: extending the application of theory of planned behavior
Andhy Setyawan 
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Noermijati Noermijati ,
Sunaryo Sunaryo ,
Siti Aisjah
doi: http://dx.doi.org/10.21511/ppm.16(2).2018.13
Problems and Perspectives in Management Volume 16, 2018 Issue #2 pp. 145-154 Views: 2862 Downloads: 947 TO CITE АНОТАЦІЯThis research reveals the factors explaining the purchase intention toward green products among young consumers. Young consumers are beginner consumers who are going to play an important role to take a responsibility in preserving the environment. Theory of Planned Behavior (TPB) is selected as the main theoretical framework in this research alongside some other variables (environmental concern, environmental knowledge, and willingness to pay), which are added in the research model to expand TPB application. Three hundred and twenty-six respondents were interviewed through a survey and the data are analyzed using Structural Equation Modeling (SEM).
The findings illustrated that not every explanatory variable influenced the purchase intention toward green products among young consumers. Environmental concern and attitude did not influence the purchase intention toward green products among young consumers. -
The effects of perceived organizational support and social comparison on work attitudes
Nuri Herachwati , Jovi Sulistiawan ,
Zainiyah Alfirdaus ,
Mario Gonzales B. N.
doi: http://dx.doi.org/10.21511/ppm.16(1).2018.02
Problems and Perspectives in Management Volume 16, 2018 Issue #1 pp. 12-21 Views: 2016 Downloads: 286 TO CITE АНОТАЦІЯThis study is based on the results of a survey research conducted by JobStreet Indonesia on its members, which has surprisingly found that more than 70% of employees lack clarity on the goals of their career. Drawing from the social exchange theory, employees tend to show positive work attitudes when they perceive that their organization paid attention to them. The objective of this study is to assess how significant the influence of Perceived Organizational Support (POS) is on career satisfaction, organizational commitment, and turnover intention. Besides organizational perspective, as stated by the social comparison theory, the way individuals perform both upward and downward comparisons could be expected to affect career satisfaction. Also, this research uses career commitment as a moderator variable that can strengthen or weaken the influence among variables, which is the employee’s commitment towards their organization and competitiveness within their respective work group. The research has found some interesting results. It was shown that there is no significant relationship between POS and career satisfaction, career satisfaction and turnover intention, organizational support and turnover intention, and both upward and downward social comparison and turnover intention. The moderating effects of career commitment were not proven. In comparison, all of the moderating effects of a competitive work group were proven together with the relationship between upward social comparison and turnover intention.
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The mediating role of emotional intelligence in the employees performance
Arief Tukiman Hendrawijaya ,
Tatang Ary Gumanti ,
Sasongko ,
Zarah Puspitaningtyas
doi: http://dx.doi.org/10.21511/ppm.16(1).2018.14
Problems and Perspectives in Management Volume 16, 2018 Issue #1 pp. 145-154 Views: 1884 Downloads: 703 TO CITE АНОТАЦІЯThis study investigates the mediating effect of emotional intelligence on the relationship between motivation, compensation, satisfaction, work climate and employees’ performance. The sample consists of 96 field officials who were the government employees specializing in coping with the eradication of Dengue Hemorrhagic Fever (DHF) in the district of Jember, Indonesia. Results using path analysis reveal that all examined variables positively and significantly affect employees’ performance. The study finds that emotional intelligence mediates the relationship of work motivation, compensation, work satisfaction, and work climate with employees’ performance.
