Implikasi Prilaku-Prilaku Organisasi Terhadap Kinerja Karyawan di Lembaga Pendidikan
This study aims to investigate the impact of organizational commitment of workers, job
satisfaction and job discipline towards employees’ performances. It has been proven through
previous literature that organizational commitment is defined as the relative strength of an
individual’s recognition with, and participation in an organization. The concept of the job
satisfaction consists of the feelings and attitudes one has about one’s job. These attitudes
include all aspects of negative or positive feelings about a particular job wihc are likely to
contribute to the development of feelings of satisfaction (or dissatisfaction), while job
discipline is an effort of the management of the institution to implement or execute the rules
or regulations that must be adhered by all employees without exception. The data was
collected from 127 employees using stratified random sampling and used path analysis. The
risults of the study shown that: organizational commitment has positive direct effect toward employees’ performance (β=0,658); organizational commitment has positive direct effect
toward job discipline (β=0,862); Job discipline doesn’t have direct effect toward employees’
performance (β=-0.022); Job Satisfaction has direct effect toward employees’ performance
(β=0.943); Organizational commitment has direct effect toward employees’ performance
through job satisfaction (β = 0,862); Job discipline doesn’t have direct effect toward
employees’ performance through job satisfaction (β=-0.022); organizational commitment has
direct effect toward employees’ performance (β=0.943); and Job discipline hasn’t direct effect
toward employees’ performance (β = 0,162)
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