Effect Of Organizational Commitment And Work Home On Employee Performance Of The General Section Of PTPN III Medan
Introduction
In today's fast-paced and ever-changing work environment, understanding the factors that influence employee performance is crucial for organizations to remain competitive and productive. The General Section of PTPN III Medan, a leading state-owned enterprise in Indonesia, is no exception. This study aims to investigate the impact of organizational commitment and work application from home (WFH) on employee performance in the General Section of PTPN III Medan. By examining the relationship between these variables, this research provides valuable insights for the company to improve its human resource management approach and enhance employee performance.
Methodology
This study employed a quantitative approach, using a sample of 43 employees from the General Section of PTPN III Medan. The data analysis method used was descriptive analysis and multiple linear regression. The population studied consisted of all employees in the General Section, and all members of the population were used as research samples. The data collection process involved administering a survey questionnaire to the participants, which included questions related to organizational commitment, WFH, and employee performance.
Results
The results of this study showed that both simultaneously and partially, there was a significant influence between organizational commitment and WFH on employee performance in the General Section of PTPN III Medan. Specifically, organizational commitment had a significant positive influence on performance, while the application of WFH showed a significant negative effect. The coefficient of determination, R Adjusted Square (R²), was 0.738, indicating that 73.8 percent of employee performance variables can be explained by organizational and work commitment variables from home, while the remaining 26.2 percent is influenced by other variables that are not included in this study.
Discussion
The effect of organizational commitment on employee performance is a crucial aspect of this study. Organizational commitment refers to the extent to which employees feel bound and responsible for the purpose and value of the company. Employees who have high commitment tend to be more trying to achieve organizational goals and show better performance. In the context of PTPN III Medan, this might reflect the company's values implanted in its work culture, which in turn motivates employees to provide the best.
On the other hand, the results that show the negative impact of WFH on employee performance should be observed. Although WFH offers flexibility and comfort, not all employees can adapt well in less structured work arrangements. Lack of direct interaction with coworkers can hamper efficient collaboration and communication, which is essential for work in the general section that requires coordination between departments. In addition, factors such as distraction at home and lack of separation between work space and personal space can affect productivity.
Implications
This research provides valuable insights about the dynamics between organizational commitment and new ways of working such as WFH. To improve employee performance, companies need to consider programs that support the strengthening of organizational commitment, while also designing a more effective WFH policy. For example, providing training on time management and the use of technology to support remote collaboration can be a good step to improve employee performance in this digital age.
Conclusion
In conclusion, PTPN III Medan must continue to evaluate and develop in their human resource management approach. This is important so that companies can remain competitive and productive in the midst of challenges and changes that continue to develop in the world of work. By understanding the impact of organizational commitment and WFH on employee performance, the company can take proactive steps to improve its human resource management approach and enhance employee performance.
Recommendations
Based on the findings of this study, the following recommendations are made:
- Strengthen Organizational Commitment: PTPN III Medan should consider implementing programs that support the strengthening of organizational commitment, such as training and development programs, employee recognition and reward programs, and employee engagement initiatives.
- Design Effective WFH Policy: The company should design a more effective WFH policy that takes into account the needs and preferences of employees. This may include providing training on time management and the use of technology to support remote collaboration.
- Monitor and Evaluate Employee Performance: PTPN III Medan should regularly monitor and evaluate employee performance to identify areas for improvement and to ensure that employees are meeting their performance goals.
- Provide Support for Employees: The company should provide support for employees who are working from home, such as providing access to technology and resources, and offering guidance and support on how to manage work and personal life.
By implementing these recommendations, PTPN III Medan can improve its human resource management approach and enhance employee performance, ultimately leading to improved business outcomes.
Q: What is the main objective of this study?
A: The main objective of this study is to investigate the impact of organizational commitment and work application from home (WFH) on employee performance in the General Section of PTPN III Medan.
Q: What is organizational commitment, and how does it affect employee performance?
A: Organizational commitment refers to the extent to which employees feel bound and responsible for the purpose and value of the company. Employees who have high commitment tend to be more trying to achieve organizational goals and show better performance.
Q: What is the relationship between WFH and employee performance?
A: The results of this study show that WFH has a significant negative effect on employee performance. Although WFH offers flexibility and comfort, not all employees can adapt well in less structured work arrangements.
Q: What are some of the challenges associated with WFH?
A: Some of the challenges associated with WFH include lack of direct interaction with coworkers, distraction at home, and lack of separation between work space and personal space.
Q: What are some of the recommendations for improving employee performance in the General Section of PTPN III Medan?
A: Some of the recommendations include strengthening organizational commitment, designing an effective WFH policy, monitoring and evaluating employee performance, and providing support for employees who are working from home.
Q: How can PTPN III Medan improve its human resource management approach?
A: PTPN III Medan can improve its human resource management approach by understanding the impact of organizational commitment and WFH on employee performance, and by implementing programs that support the strengthening of organizational commitment and designing a more effective WFH policy.
Q: What are some of the implications of this study for other organizations?
A: The findings of this study have implications for other organizations that are considering implementing WFH policies. Organizations should be aware of the potential challenges associated with WFH and take steps to mitigate them.
Q: What are some of the limitations of this study?
A: Some of the limitations of this study include the small sample size and the use of a single company as the research site. Future studies should aim to replicate this study with a larger sample size and in multiple companies.
Q: What are some of the future research directions?
A: Some of the future research directions include investigating the impact of WFH on employee well-being, exploring the relationship between organizational commitment and employee engagement, and examining the effects of WFH on team performance.
Q: How can readers access the full study?
A: The full study is available upon request from the author. Readers can also contact the author for more information about the study.