The Role of Organizational Commitment in Mediating the Effect of Work-Family Conflict and Work Stress on Employee Performance (Study at the Faculty of Cultural Sciences, Udayana University)
1I Gusti Agung Ayu Swandewi, 2Nengah Landra, 3Gde Bayu Surya Parwita
1,2,3Universitas Mahasaraswati Denpasar
https://doi.org/10.47191/jefms/v7-i9-16ABSTRACT:
Goal setting theory explains that a person's behavior is determined by values and goals. Goals set influence actual behavior, which is governed by ideas and intentions, thereby influencing actions and performance. Effective control of work-family conflict and work stress improves performance. Human Resource Management involves planning, organizing, implementing, and controlling human resources to achieve organizational goals efficiently. Work-family conflicts, such as heavy workloads and family responsibilities, and work stress reduce motivation and performance. Organizational commitment, including loyalty and work motivation, helps employees overcome conflict and stress and maintain good performance. The respondents in this research were employees at the Faculty of Cultural Sciences, Udayana University . The number of respondents in this study was 52 respondents using nonprobability techniques , namely saturated samples or often called total sampling. This research uses Structural Equation Modeling (SEM) analysis from the Smart Pls program. The results of this study indicate that work-family conflict and work stress have a negative and significant effect on organizational commitment. Work-family conflict and work stress have a negative and significant effect on employee performance. Organizational commitment has a positive and significant effect on employee performance. Organizational commitment is not proven to play a mediating role in the indirect effect of work-family conflict on employee performance. The effect of the mediating role of organizational commitment on the indirect influence of work-family conflict on employee performance has a direct effect without going through the mediating role of organizational commitment. Organizational commitment has been proven to play a mediating role in the influence of work stress on employee performance. The effect of the mediating role of organizational commitment on the indirect influence of work stress on employee performance is partial complementary mediation.
KEYWORDS:
work-family conflict, work stress, organizational commitment, and employee performance
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