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  2. PENGARUH KOMPETENSI, KOMITMEN ORGANISASI DAN KEPEMIMPINAN TERHADAP KINERJA PEGAWAI DENGAN BUDAYA ORGANISASI SEBAGAI VARIABEL INTERVENING PADA PEMERINTAHAN KECAMATAN AIR BATU

PENGARUH KOMPETENSI, KOMITMEN ORGANISASI DAN KEPEMIMPINAN TERHADAP KINERJA PEGAWAI DENGAN BUDAYA ORGANISASI SEBAGAI VARIABEL INTERVENING PADA PEMERINTAHAN KECAMATAN AIR BATU

ANNISA SISWANTI (2025)

penelitian-pengaruh-kompetensi-komitmen-organisasi-dan-kepemimpinan-terhadap-kinerja-pegawai-dengan-budaya-organisasi-sebagai-variabel-intervening-pada-pemerintahan-kecamatan-air-batu

PENGARUH KOMPETENSI, KOMITMEN ORGANISASI DAN KEPEMIMPINAN TERHADAP KINERJA PEGAWAI DENGAN BUDAYA ORGANISASI SEBAGAI VARIABEL INTERVENING PADA PEMERINTAHAN KECAMATAN AIR BATU

PENGARUH KOMPETENSI, KOMITMEN ORGANISASI DAN KEPEMIMPINAN TERHADAP KINERJA PEGAWAI DENGAN BUDAYA ORGANISASI SEBAGAI VARIABEL INTERVENING PADA PEMERINTAHAN KECAMATAN AIR BATU, Competence; Organizational Commitment; Leadership; Organizational Culture...

Author: ANNISA SISWANTI
Date: 2025
Keywords: Competence; Organizational Commitment; Leadership; Organizational Culture
Type: Jurnal
Category: penelitian

This study aims to analyze the influence of competence, organizational commitment, and leadership on employee performance with organizational culture as an intervening variable in the Air Batu District Government. There search method uses a quantitative approach with data collection techniques through question naires. There search sample consisted of all employees of the Air Batu District Government totaling 85 people using a saturated sampling technique. Data analysis using Structural Equation Modeling (SEM) with the help of Smart PLS software. The results of the study show that competence does not have a direct influence on employee performance, but has a significant effect on organizational culture. Leadership has apositive and significant influence on employee performance and organizational culture. Meanwhile, organizational commitment does not have a direct effect on employee performance but has a significant effect on organizational culture. Organizational culture, it self does not have a significant influence on employee performance. In addition, the results of the analysis show that there is no significant in direct influence of competence, leadership, and organizational commitment on employee performance through organizational culture. The R Square value for employee performance is 40.7%, showing that there are still 59.3% other factors that affect performance outside this research model. Meanwhile, the R Square value of organizational culture of 66.2% shows a strong predictive power for the independent variable stested.

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