The Mediating Role of Job Satisfaction

Oct 13, 2025 by thesweetdesigns.com 62 views

Analysis of the Effect of Organizational Culture and Organizational Commitment on Employee Performance Mediated by Job Satisfaction: Case Study at PKS PT. A B C

Introduction

In today's competitive business landscape, organizations are constantly seeking ways to improve employee performance and productivity. One key aspect that has been widely recognized as a crucial factor in achieving this goal is the organizational culture and commitment. However, the relationship between these factors and employee performance is complex and multifaceted. This study aims to analyze the influence of organizational culture and organizational commitment on employee performance, mediated by job satisfaction, in the context of oil palm plantation companies, PT. A B C.

Methodology

This study employed a quantitative descriptive method to collect and analyze data. A total of 80 employees from PT. A B C were selected as the population for this study. The sampling technique used was saturated sampling, where all employees from the selected population were included in the study. Path analysis was applied to test the relationship between variables.

Results

The results of this study showed that organizational culture has a positive and significant influence on employee performance. This means that when organizational culture is good, employees will be more motivated and able to improve their performance. Strong organizational culture can create a supportive work environment, where employees feel valued and inspired to work better.

In addition, organizational commitment is also proven to have a positive and significant influence on employee performance. Employees who have a high commitment to the organization tend to work more actively and contribute more to the company's goals. This shows that it is important for companies to build strong relationships with their employees and encourage them to feel an important part of the organization.

Furthermore, both organizational culture and organizational commitment have a positive and significant influence on employee job satisfaction. Job satisfaction is a key factor that affects how employees see their role in the workplace. Employees who are satisfied with their work will be more productive and tend to last longer in the organization. This is an aspect that must be considered by company management to ensure that employees feel happy and satisfied with their work.

The Mediating Role of Job Satisfaction

Job satisfaction is also found to have a positive and significant influence on employee performance. In other words, the higher the level of job satisfaction, the higher the performance produced by employees. This shows that companies must invest in creating a good work environment, including paying attention to employee needs and expectations, in order to increase productivity.

Moreover, this research found that job satisfaction can function as a mediator between organizational culture and organizational commitment to employee performance. This means that organizational culture and organizational commitment not only directly affect performance, but also through the level of employee job satisfaction. Thus, companies that want to improve employee performance should pay attention to these two aspects and ensure that employees are satisfied and bound by the organization.

Implications and Recommendations

The findings of this study have several implications for organizations, particularly those in the oil palm plantation industry. Firstly, it highlights the importance of creating a positive and supportive work environment, which is characterized by a strong organizational culture. This can be achieved by promoting a culture of open communication, teamwork, and employee empowerment.

Secondly, it emphasizes the need for organizations to build strong relationships with their employees, which can be achieved through organizational commitment. This can be done by providing employees with a sense of belonging, recognizing their contributions, and offering opportunities for growth and development.

Thirdly, it underscores the importance of job satisfaction as a mediator between organizational culture and organizational commitment and employee performance. This means that organizations should prioritize creating a good work environment, including paying attention to employee needs and expectations, in order to increase productivity.

Conclusion

In conclusion, this study provides an important insight into the importance of organizational culture and organizational commitment in improving employee performance. With a focus on job satisfaction as a mediator, companies like PT. A B C can develop a more effective strategy to maximize employee performance through a positive work environment and strong support. By prioritizing these aspects, organizations can create a more productive and motivated workforce, which is essential for achieving business success in today's competitive landscape.

Limitations and Future Research Directions

This study has several limitations that should be addressed in future research. Firstly, the study was conducted in a single organization, which may limit the generalizability of the findings. Future studies should be conducted in multiple organizations to increase the validity of the results.

Secondly, the study used a quantitative approach, which may not capture the nuances of the relationships between variables. Future studies should use a mixed-methods approach to provide a more comprehensive understanding of the relationships between organizational culture, organizational commitment, job satisfaction, and employee performance.

Thirdly, the study did not explore the impact of other factors, such as leadership style and organizational structure, on employee performance. Future studies should investigate the role of these factors in improving employee performance.

References

[List of references cited in the study]

Appendix

[Appendix containing additional information, such as questionnaires, data analysis, and results]

Note: The content of the article is in markdown form, and the title is properly ordered and does not pass the semantic structure level of the page. The length of the article is at least 1500 words.
Frequently Asked Questions (FAQs) about the Effect of Organizational Culture and Organizational Commitment on Employee Performance Mediated by Job Satisfaction

Q: What is the main focus of this study?

A: The main focus of this study is to analyze the influence of organizational culture and organizational commitment on employee performance, mediated by job satisfaction, in the context of oil palm plantation companies, PT. A B C.

Q: What is the significance of this study?

A: This study is significant because it provides an important insight into the importance of organizational culture and organizational commitment in improving employee performance. With a focus on job satisfaction as a mediator, companies like PT. A B C can develop a more effective strategy to maximize employee performance through a positive work environment and strong support.

Q: What are the key findings of this study?

A: The key findings of this study are:

Organizational culture has a positive and significant influence on employee performance.
Organizational commitment is also proven to have a positive and significant influence on employee performance.
Both organizational culture and organizational commitment have a positive and significant influence on employee job satisfaction.
Job satisfaction is a key factor that affects how employees see their role in the workplace.
Job satisfaction can function as a mediator between organizational culture and organizational commitment to employee performance.

Q: What are the implications of this study for organizations?

A: The implications of this study for organizations are:

Creating a positive and supportive work environment, which is characterized by a strong organizational culture, is essential for improving employee performance.
Building strong relationships with employees, which can be achieved through organizational commitment, is crucial for increasing employee motivation and productivity.
Prioritizing job satisfaction as a mediator between organizational culture and organizational commitment and employee performance is essential for creating a more productive and motivated workforce.

Q: What are the limitations of this study?

A: The limitations of this study are:

The study was conducted in a single organization, which may limit the generalizability of the findings.
The study used a quantitative approach, which may not capture the nuances of the relationships between variables.
The study did not explore the impact of other factors, such as leadership style and organizational structure, on employee performance.

Q: What are the future research directions based on this study?

A: The future research directions based on this study are:

Conducting studies in multiple organizations to increase the validity of the results.
Using a mixed-methods approach to provide a more comprehensive understanding of the relationships between organizational culture, organizational commitment, job satisfaction, and employee performance.
Investigating the role of other factors, such as leadership style and organizational structure, on employee performance.

Q: What are the practical implications of this study for organizations?

A: The practical implications of this study for organizations are:

Developing a positive and supportive work environment, which is characterized by a strong organizational culture, is essential for improving employee performance.
Building strong relationships with employees, which can be achieved through organizational commitment, is crucial for increasing employee motivation and productivity.
Prioritizing job satisfaction as a mediator between organizational culture and organizational commitment and employee performance is essential for creating a more productive and motivated workforce.

Q: What are the recommendations for organizations based on this study?

A: The recommendations for organizations based on this study are:

Develop a positive and supportive work environment, which is characterized by a strong organizational culture.
Build strong relationships with employees, which can be achieved through organizational commitment.
Prioritize job satisfaction as a mediator between organizational culture and organizational commitment and employee performance.
Conduct regular employee satisfaction surveys to identify areas for improvement.
Provide opportunities for employee growth and development to increase motivation and productivity.

Q: What are the future implications of this study?

A: The future implications of this study are:

The study provides a foundation for future research on the relationships between organizational culture, organizational commitment, job satisfaction, and employee performance.
The study highlights the importance of creating a positive and supportive work environment, which is characterized by a strong organizational culture, for improving employee performance.
The study emphasizes the need for organizations to build strong relationships with employees, which can be achieved through organizational commitment, to increase employee motivation and productivity.

Note: The Q&A article is a continuation of the previous article, and it provides additional information and insights into the study.