The Effect Of Job Satisfaction And Self-Efficacy On Individual Performance Through Organizational Commitment As An Intervening Variable In Employees Of The Regional Inspectorate Of Southeast Minahasa Regency
1Febrianus Raimon Palili, 2*Bambang Raditya Purnomo
Abstract
This study aims to explain the relationship between job satisfaction and individual performance of Employees of the Regional Inspectorate of Southeast Minahasa Regency through organizational commitment as an intervening variable. The type of research is quantitative research. The population of the study was employees working at the Regional Inspectorate Office of Southeast Minahasa Regency totaling 59 people. Therefore, the object of the study was employees of the Regional Inspectorate of Southeast Minahasa Regency totaling 59 employees. The sampling technique uses census sampling (saturated sample) where the entire population can be used as a sample. The statistical method used in this study is path analysis. Path analysis is used to describe and test the relationship model between variables in the form of cause and effect. Thus, in the relationship model between these variables, there are independent variables which in this case are referred to as exogenous variables, and dependent variables which are called endogenous variables. The direct effect of job satisfaction on organizational commitment is stated to be insignificant with a p-value of 0.882 and an estimate of -0.045. A p-value greater than 0.05 indicates that this effect is statistically insignificant or insignificant. Self-efficacy has a significant direct effect on employee performance with a p-value of 0.011. The estimate of this direct effect is 1.012. This means that a one-unit increase in self-efficacy will increase employee performance by 1.012 units. This significance shows that self-efficacy is a very important factor in directly improving employee performance.