The Effect Of Job Satisfaction And Organizational Commitment On The Performance Of The Lecturer In Polytechnic Mandiri Bina PERAGEMENT MEDAN

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The Effect of Job Satisfaction and Organizational Commitment on the Performance of the Mandiri Polytechnic Lecturer in Medan

Introduction

The performance of lecturers in various tertiary institutions, including the Mandiri Polytechnic of Medan Achievement Bina, is often in the spotlight and received criticism from various parties, such as students, the industrial world, and the government. The low performance of lecturers is considered caused by several factors, one of which is job satisfaction and organizational commitment. This study aims to reveal the effect of job satisfaction and organizational commitment on the performance of lecturers in the Mandiri Polytechnic of Medan Achievement.

Background

The Mandiri Polytechnic of Medan Achievement is one of the institutions of higher education in Indonesia that provides education and training in various fields. The performance of lecturers in this institution is crucial in achieving the institution's goals and objectives. However, the performance of lecturers in this institution has been criticized by various parties, including students, the industrial world, and the government. The low performance of lecturers is considered caused by several factors, one of which is job satisfaction and organizational commitment.

Methodology

This study uses a quantitative approach to analyze the effect of job satisfaction and organizational commitment on the performance of lecturers in the Mandiri Polytechnic of Medan Achievement. The data was collected through a questionnaire with a Likert scale and analyzed using SPSS software with multiple regression statistics models. The variables studied are:

*** Free variable: *** * Job satisfaction (X1): The level of lecturer's feelings for their work, measured by the comparison between what the lecturer receives and what he expected, wanted, and thought about. * Organizational Commitment (X2): The level of lecturer's feelings to be bound and work as a lecturer, because it receives the grades and objectives of the MBP Polytechnic and is willing to really teach and maintain their work as lecturers. *** Dependent variable: *** * Lecturer Performance (Y): The results of work achieved by the lecturer in carrying out their duties in accordance with the responsibilities given and the standards set as the Lecturer in the Mandiri Polytechnic of Medan Achievement.

Results

The results of statistical analysis show that ** job satisfaction and organizational commitment together have a positive and significant effect on lecturer performance **. However, partial tests show that ** job satisfaction does not affect the performance of lecturers **, while ** organizational commitment has a positive and significant effect **. This means that organizational commitment is a dominant factor in improving the performance of lecturers in the Mandiri Polytechnic of Medan Achievement.

Discussion

The results of this study indicate that organizational commitment has a more important role in encouraging the dedication and motivation of lecturers in carrying out their duties. This is because organizational commitment is a reflection of the lecturer's feelings towards their work and the institution. When lecturers are committed to their work and the institution, they are more likely to be motivated and dedicated to their duties.

On the other hand, job satisfaction does not directly affect the performance of lecturers. This is because job satisfaction is a subjective feeling that can vary from person to person. While job satisfaction is important for the well-being of lecturers, it is not a direct predictor of their performance.

Implications

The results of this study have several implications for the Mandiri Polytechnic of Medan Achievement. Firstly, the institution needs to focus on efforts to increase the commitment of lecturer organizations. This can be done by building a positive organizational culture, rewarding and recognizing good performance, and providing professional development opportunities for lecturers.

Secondly, the institution needs to pay attention to the needs of lecturers and create a conducive work environment. This can be done by providing adequate facilities, creating a harmonious work relationship, and providing opportunities to participate in decision making.

Conclusion

This study provides a better understanding of the factors that affect lecturer performance. The results of this study are expected to be a reference for the Mandiri Polytechnic of Medan Achievement in improving the performance of lecturers, and ultimately can improve the quality of education provided.

Recommendations

Based on the results of this study, the following recommendations are made:

  • The Mandiri Polytechnic of Medan Achievement should focus on efforts to increase the commitment of lecturer organizations.
  • The institution should pay attention to the needs of lecturers and create a conducive work environment.
  • The institution should provide professional development opportunities for lecturers to improve their skills and knowledge.
  • The institution should reward and recognize good performance of lecturers to motivate them to perform better.

Limitations

This study has several limitations. Firstly, the study only focuses on the Mandiri Polytechnic of Medan Achievement and may not be generalizable to other institutions. Secondly, the study only uses a quantitative approach and may not capture the qualitative aspects of lecturer performance.

Future Research

Future research should focus on exploring the qualitative aspects of lecturer performance and the factors that affect it. Additionally, future research should focus on developing a more comprehensive model of lecturer performance that takes into account multiple factors.

References

  • Allen, N. J., & Meyer, J. P. (1990). The measurement and antecedents of affective, continuance, and normative commitment to the organization. Journal of Occupational Psychology, 63(1), 1-18.
  • Mowday, R. T., Porter, L. W., & Steers, R. M. (1982). Employee-organization linkages: The psychology of commitment, absenteeism, and turnover. Academic Press.
  • Porter, L. W., & Steers, R. M. (1973). Organizational, work, and personal factors in employee turnover and absenteeism. Psychological Bulletin, 80(2), 151-176.

Appendix

The appendix includes the questionnaire used in this study, the data analysis procedures, and the results of the statistical analysis.
Frequently Asked Questions (FAQs) about the Effect of Job Satisfaction and Organizational Commitment on the Performance of the Mandiri Polytechnic Lecturer in Medan

Q: What is the main objective of this study?

A: The main objective of this study is to reveal the effect of job satisfaction and organizational commitment on the performance of lecturers in the Mandiri Polytechnic of Medan Achievement.

Q: What are the variables studied in this research?

A: The variables studied in this research are:

  • Job satisfaction (X1): The level of lecturer's feelings for their work, measured by the comparison between what the lecturer receives and what he expected, wanted, and thought about.
  • Organizational Commitment (X2): The level of lecturer's feelings to be bound and work as a lecturer, because it receives the grades and objectives of the MBP Polytechnic and is willing to really teach and maintain their work as lecturers.
  • Lecturer Performance (Y): The results of work achieved by the lecturer in carrying out their duties in accordance with the responsibilities given and the standards set as the Lecturer in the Mandiri Polytechnic of Medan Achievement.

Q: What are the results of the statistical analysis?

A: The results of the statistical analysis show that job satisfaction and organizational commitment together have a positive and significant effect on lecturer performance. However, partial tests show that job satisfaction does not affect the performance of lecturers, while organizational commitment has a positive and significant effect.

Q: What are the implications of the results of this study?

A: The implications of the results of this study are that organizational commitment is a dominant factor in improving the performance of lecturers in the Mandiri Polytechnic of Medan Achievement. This means that the institution should focus on efforts to increase the commitment of lecturer organizations, such as building a positive organizational culture, rewarding and recognizing good performance, and providing professional development opportunities for lecturers.

Q: What are the limitations of this study?

A: The limitations of this study are that it only focuses on the Mandiri Polytechnic of Medan Achievement and may not be generalizable to other institutions. Additionally, the study only uses a quantitative approach and may not capture the qualitative aspects of lecturer performance.

Q: What are the recommendations of this study?

A: The recommendations of this study are that the Mandiri Polytechnic of Medan Achievement should focus on efforts to increase the commitment of lecturer organizations, pay attention to the needs of lecturers and create a conducive work environment, provide professional development opportunities for lecturers, and reward and recognize good performance of lecturers.

Q: What are the future research directions?

A: The future research directions are to explore the qualitative aspects of lecturer performance and the factors that affect it. Additionally, future research should focus on developing a more comprehensive model of lecturer performance that takes into account multiple factors.

Q: What are the practical implications of this study?

A: The practical implications of this study are that it provides a better understanding of the factors that affect lecturer performance and can be used as a reference for the Mandiri Polytechnic of Medan Achievement in improving the performance of lecturers, and ultimately can improve the quality of education provided.

Q: What are the theoretical implications of this study?

A: The theoretical implications of this study are that it contributes to the understanding of the relationship between job satisfaction, organizational commitment, and lecturer performance, and can be used to develop a more comprehensive theory of lecturer performance.

Q: What are the policy implications of this study?

A: The policy implications of this study are that it can be used to inform policy decisions related to lecturer performance and can be used to develop policies that promote lecturer commitment and job satisfaction.

Q: What are the future research questions?

A: The future research questions are:

  • What are the factors that affect lecturer commitment and job satisfaction?
  • How can the Mandiri Polytechnic of Medan Achievement improve lecturer performance?
  • What are the effects of lecturer commitment and job satisfaction on student outcomes?
  • How can the Mandiri Polytechnic of Medan Achievement use the results of this study to improve lecturer performance and student outcomes?