Organizational Commitment as a Reinforcing Factor in the Relationship between Transformational Leadership, Workload, and Organizational Culture on Employee Performance
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Effective management of human resources is closely tied to the quality of performance evaluation systems, which serve as the foundation for strategic decision-making in public institutions. Employee performance is shaped by multiple organizational dynamics, including a leader's capacity to apply transformational leadership practices, the volume and intensity of work responsibilities, shared norms and values embedded in the work environment, and the degree of employee commitment toward the organization. This research seeks to assess the influence of transformational leadership, workload, and organizational culture on employee performance, and to determine whether organizational commitment strengthens these relationships. A quantitative approach was employed by distributing an online Likert-scale questionnaire via Google Forms to 108 contract employees at the General Bureau of the East Java Provincial Secretariat. Data analysis was conducted using PLS-SEM, covering construct validity and reliability testing, evaluation of R-square and F-square coefficients, and examination of direct and moderating effects. The findings indicate that transformational leadership and a supportive organizational culture enhance employee performance, whereas excessive workload negatively impacts performance outcomes. Moreover, organizational commitment was found to reinforce the effect of all three variables on performance. Overall, the results highlight the importance of fostering commitment through inspirational leadership, supportive organizational values, and balanced task allocation to promote sustainable improvements in employee performance.
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