KOMITMEN ORGANISASIONAL DALAM MODEL KINERJA PEGAWAI: Analisis Mediasi Pengaruh Budaya Organisasi dan Kepuasan Kerja pada RRI Surabaya

SINOPSIS

Apa yang membuat seseorang tetap memberikan yang terbaik, ketika kemampuan, aturan, dan tuntutan pekerjaan tidak lagi cukup menjelaskan mengapa ia melakukannya?

Di balik setiap pencapaian organisasi, selalu ada manusia. Manusia yang bekerja dengan pengetahuan dan keterampilan, menghadapi tekanan dan harapan, mencari makna dalam pekerjaannya, serta menentukan seberapa jauh dirinya bersedia memberikan kontribusi. Sebab, organisasi tidak hanya digerakkan oleh sistem dan peraturan, tetapi juga oleh hubungan yang terbangun antara manusia, pekerjaannya, dan lembaga tempat ia mengabdikan kemampuan.

Mengapa budaya organisasi yang sama dapat melahirkan pengalaman kerja yang berbeda? Mengapa kepuasan tidak selalu berarti keterikatan? Dan mengapa komitmen menjadi begitu penting dalam memahami kinerja manusia?

Melalui penelitian empiris terhadap 106 pegawai RRI Surabaya, monograf Komitmen Organisasional dalam Model Kinerja Pegawai mengupas hubungan budaya organisasi, kepuasan kerja, dan kinerja dengan menempatkan komitmen organisasional sebagai variabel penghubung. Pembaca diajak melampaui angka-angka statistik untuk memahami landasan teoretis, pola hubungan langsung dan tidak langsung, serta makna temuan bagi pengelolaan sumber daya manusia.

Disusun secara ilmiah, kritis, dan sistematis, buku ini tidak hanya menyajikan hasil penelitian, tetapi juga mengajak pembaca memahami batas kesimpulan ilmiah, pentingnya integritas analisis, dan tanggung jawab organisasi dalam membangun lingkungan kerja yang memungkinkan manusia berkembang.

Buku ini ditujukan bagi akademisi, peneliti, mahasiswa, praktisi manajemen, dan siapa pun yang meyakini bahwa keberhasilan organisasi tidak dapat dipisahkan dari manusia yang menjalankannya.

Sebab, pada akhirnya, kinerja bukan sekadar tentang seberapa banyak pekerjaan yang mampu diselesaikan, melainkan juga tentang hubungan, nilai, dan keterikatan yang menyertai manusia ketika ia memberikan kemampuan terbaiknya.

Ukuran Buku : 15,5 cm x 23 cm

Jumlah Halaman : 200 Halaman

ISBN : Proses

Katalog Dalam Terbitan (KDT) : Proses

DAFTAR PUSTAKA

Achmad, A. (2026a). Ar-Rahman Human Being Theory: A moral-governed framework of human behavior in socio-economic life [Poster ilmiah kajian konseptual]. ABMESDRA Penerbit Pustaka.

Achmad, A. (2026b). Ar-Rahman Human Being Theory II: Mechanisms and applications of moral-governed human behavior. ABMESDRA Penerbit Pustaka.

Achmad, A. (2026c). Resource based business resilience: The moderating role of akhlakul karimah in the Ar Rahman Human Being model. Economics and Business Journal (ECBIS), 4(3). https://doi.org/10.47353/ecbis.v4i3.305

Allan, B. A., Batz-Barbarich, C., Sterling, H. M., & Tay, L. (2019). Outcomes of meaningful work: A meta-analysis. Journal of Management Studies, 56(3), 500–528. https://doi.org/10.1111/joms.12406

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. https://doi.org/10.1111/j.2044-8325.1990.tb00506.x

Appelbaum, E., Bailey, T., Berg, P., & Kalleberg, A. L. (2000). Manufacturing advantage: Why high-performance work systems pay off. Cornell University Press.

Ashforth, B. E., & Mael, F. (1989). Social identity theory and the organization. Academy of Management Review, 14(1), 20–39. https://doi.org/10.5465/amr.1989.4278999

Bakker, A. B., Demerouti, E., & Sanz-Vergel, A. (2023). Job demands–resources theory: Ten years later. Annual Review of Organizational Psychology and Organizational Behavior, 10, 25–53. https://doi.org/10.1146/annurev-orgpsych-120920-053933

Blau, P. M. (1964). Exchange and power in social life. Wiley.

Borman, W. C., & Motowidlo, S. J. (1993). Expanding the criterion domain to include elements of contextual performance. In N. Schmitt & W. C. Borman (Eds.), Personnel selection in organizations (pp. 71–98). Jossey-Bass.

Bos-Nehles, A., Townsend, K., Cafferkey, K., & Trullen, J. (2023). Examining the ability, motivation and opportunity (AMO) framework in HRM research: Conceptualization, measurement and interactions. International Journal of Management Reviews, 25(4), 725–739. https://doi.org/10.1111/ijmr.12332

Bowen, D. E., & Ostroff, C. (2004). Understanding HRM–firm performance linkages: The role of the “strength” of the HRM system. Academy of Management Review, 29(2), 203–221. https://doi.org/10.5465/amr.2004.12736076

Bowling, N. A. (2007). Is the job satisfaction–job performance relationship spurious? A meta-analytic examination. Journal of Vocational Behavior, 71(2), 167–185. https://doi.org/10.1016/j.jvb.2007.04.007

Boxall, P., & Purcell, J. (2016). Strategy and human resource management (4th ed.). Palgrave Macmillan.

Cameron, K. S., & Quinn, R. E. (2011). Diagnosing and changing organizational culture: Based on the competing values framework (3rd ed.). Jossey-Bass.

Campbell, J. P., & Wiernik, B. M. (2015). The modeling and assessment of work performance. Annual Review of Organizational Psychology and Organizational Behavior, 2, 47–74. https://doi.org/10.1146/annurev-orgpsych-032414-111427

Choi, D., Oh, I.-S., & Colbert, A. E. (2015). Understanding organizational commitment: A meta-analytic examination of the roles of the five-factor model of personality and culture. Journal of Applied Psychology, 100(5), 1542–1567. https://doi.org/10.1037/apl0000014

Cosa, M., & Torelli, R. (2024). Digital transformation and flexible performance management: A systematic literature review of the evolution of performance measurement systems. Global Journal of Flexible Systems Management, 25, 445–466. https://doi.org/10.1007/s40171-024-00409-9

DeNisi, A. S., & Murphy, K. R. (2017). Performance appraisal and performance management: 100 years of progress? Journal of Applied Psychology, 102(3), 421–433. https://doi.org/10.1037/apl0000085

Denison, D. R., & Mishra, A. K. (1995). Toward a theory of organizational culture and effectiveness. Organization Science, 6(2), 204–223. https://doi.org/10.1287/orsc.6.2.204

Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71(3), 500–507. https://doi.org/10.1037/0021-9010.71.3.500

Grohnert, T., Ennemoser, N., Orth, M., & Gijselaers, W. (2022). A meta-analysis linking organizational learning culture, performance, innovation, and job attitudes. Academy of Management Proceedings, 2022(1). https://doi.org/10.5465/AMBPP.2022.12044abstract

Hackman, J. R., & Oldham, G. R. (1976). Motivation through the design of work: Test of a theory. Organizational Behavior and Human Performance, 16(2), 250–279. https://doi.org/10.1016/0030-5073(76)90016-7

Harrison, D. A., Newman, D. A., & Roth, P. L. (2006). How important are job attitudes? Meta-analytic comparisons of integrative behavioral outcomes and time sequences. Academy of Management Journal, 49(2), 305–325. https://doi.org/10.5465/amj.2006.20786077

Hartnell, C. A., Ou, A. Y., & Kinicki, A. (2011). Organizational culture and organizational effectiveness: A meta-analytic investigation of the competing values framework’s theoretical suppositions. Journal of Applied Psychology, 96(4), 677–694. https://doi.org/10.1037/a0021987

Herzberg, F., Mausner, B., & Snyderman, B. B. (1959). The motivation to work (2nd ed.). Wiley.

Hu, D., Oh, I.-S., & Agolli, A. (2025). A meta-analysis of employee HR attributions and their relationships with employee-perceived high-performance work systems and employee outcomes. Human Resource Management, 64(5), 1281–1303. https://doi.org/10.1002/hrm.22309

Jiang, K., Lepak, D. P., Hu, J., & Baer, J. C. (2012). How does human resource management influence organizational outcomes? A meta-analytic investigation of mediating mechanisms. Academy of Management Journal, 55(6), 1264–1294. https://doi.org/10.5465/amj.2011.0088

Judge, T. A., Thoresen, C. J., Bono, J. E., & Patton, G. K. (2001). The job satisfaction–job performance relationship: A qualitative and quantitative review. Psychological Bulletin, 127(3), 376–407. https://doi.org/10.1037/0033-2909.127.3.376

Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33(4), 692–724. https://doi.org/10.2307/256287

Katebi, A., HajiZadeh, M. H., Bordbar, A., & Salehi, A. M. (2022). The relationship between “job satisfaction” and “job performance”: A meta-analysis. Global Journal of Flexible Systems Management, 23(1), 21–42. https://doi.org/10.1007/s40171-021-00280-y

Kluger, A. N., & DeNisi, A. (1996). The effects of feedback interventions on performance: A historical review, a meta-analysis, and a preliminary feedback intervention theory. Psychological Bulletin, 119(2), 254–284. https://doi.org/10.1037/0033-2909.119.2.254

König, C. J. (2025). Electronic monitoring at work. Annual Review of Organizational Psychology and Organizational Behavior, 12, 321–342. https://doi.org/10.1146/annurev-orgpsych-110622-060758

Koopmans, L., Bernaards, C. M., Hildebrandt, V. H., de Vet, H. C. W., & van der Beek, A. J. (2014). Construct validity of the Individual Work Performance Questionnaire. Journal of Occupational and Environmental Medicine, 56(3), 331–337. https://doi.org/10.1097/JOM.0000000000000113

Kristof-Brown, A. L., Zimmerman, R. D., & Johnson, E. C. (2005). Consequences of individuals’ fit at work: A meta-analysis of person–job, person–organization, person–group, and person–supervisor fit. Personnel Psychology, 58(2), 281–342. https://doi.org/10.1111/j.1744-6570.2005.00672.x

Lee, M., & Kim, B. (2023). Effect of employee experience on organizational commitment: Case of South Korea. Behavioral Sciences, 13(7), Article 521. https://doi.org/10.3390/bs13070521

Locke, E. A. (1976). The nature and causes of job satisfaction. In M. D. Dunnette (Ed.), Handbook of industrial and organizational psychology (pp. 1297–1349). Rand McNally.

Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1(1), 61–89. https://doi.org/10.1016/1053-4822(91)90011-Z

Meyer, J. P., & Allen, N. J. (1997). Commitment in the workplace: Theory, research, and application. Sage.

Meyer, J. P., & Herscovitch, L. (2001). Commitment in the workplace: Toward a general model. Human Resource Management Review, 11(3), 299–326. https://doi.org/10.1016/S1053-4822(00)00053-X

Meyer, J. P., Stanley, D. J., Herscovitch, L., & Topolnytsky, L. (2002). Affective, continuance, and normative commitment to the organization: A meta-analysis of antecedents, correlates, and consequences. Journal of Vocational Behavior, 61(1), 20–52. https://doi.org/10.1006/jvbe.2001.1842

Meyer, J. P., Stanley, D. J., Jackson, T. A., McInnis, K. J., Maltin, E. R., & Sheppard, L. (2012). Affective, normative, and continuance commitment levels across cultures: A meta-analysis. Journal of Vocational Behavior, 80(2), 225–245. https://doi.org/10.1016/j.jvb.2011.09.005

Mitchell, T. R., Holtom, B. C., Lee, T. W., Sablynski, C. J., & Erez, M. (2001). Why people stay: Using job embeddedness to predict voluntary turnover. Academy of Management Journal, 44(6), 1102–1121. https://doi.org/10.2307/3069391

Mowday, R. T., Steers, R. M., & Porter, L. W. (1979). The measurement of organizational commitment. Journal of Vocational Behavior, 14(2), 224–247. https://doi.org/10.1016/0001-8791(79)90072-1

O’Reilly, C. A., III, & Chatman, J. A. (1996). Culture as social control: Corporations, cults, and commitment. Research in Organizational Behavior, 18, 157–200.

Pulakos, E. D., Arad, S., Donovan, M. A., & Plamondon, K. E. (2000). Adaptability in the workplace: Development of a taxonomy of adaptive performance. Journal of Applied Psychology, 85(4), 612–624. https://doi.org/10.1037/0021-9010.85.4.612

Riketta, M. (2002). Attitudinal organizational commitment and job performance: A meta-analysis. Journal of Organizational Behavior, 23(3), 257–266. https://doi.org/10.1002/job.141

Robbins, S. P., & Judge, T. A. (2023). Organizational behavior (19th ed.). Pearson.

Rotundo, M., & Sackett, P. R. (2002). The relative importance of task, citizenship, and counterproductive performance to global ratings of job performance: A policy-capturing approach. Journal of Applied Psychology, 87(1), 66–80. https://doi.org/10.1037/0021-9010.87.1.66

Rousseau, D. M. (1995). Psychological contracts in organizations: Understanding written and unwritten agreements. Sage.

Schein, E. H., & Schein, P. A. (2017). Organizational culture and leadership (5th ed.). Wiley.

Suarlin, S., Chairuddin, A., & Mattunruang, A. A.(2025). The influence of organizational culture on employee performance at CV. Sumber Wangi, Makassar City. Electronic Journal of Education, Social Economics and Technology, 6(1), 608–612. https://doi.org/10.33122/ejeset.v6i1.306

Suarlin, S., Elpisah, E., & Chairuddin, A. (2026). Modeling organizational commitment as a mediator: Path analysis of culture and job satisfaction effects on employee performance. Cogent Business & Management, 13(1), Article 2677224. https://doi.org/10.1080/23311975.2026.2677224

Van Maanen, J., & Schein, E. H. (1979). Toward a theory of organizational socialization. Research in Organizational Behavior, 1, 209–264.

Weiss, H. M., & Cropanzano, R. (1996). Affective events theory: A theoretical discussion of the structure, causes and consequences of affective experiences at work. Research in Organizational Behavior, 18, 1–74.

Wright, P. M., & McMahan, G. C. (1992). Theoretical perspectives for strategic human resource management. Journal of Management, 18(2), 295–320. https://doi.org/10.1177/014920639201800205

Xu, X., Zhao, P., Hayes, R., Le, N., & Dormann, C. (2023). Revisit the causal inference between organizational commitment and job satisfaction: A meta-analysis disentangling its sources of inconsistencies. Journal of Applied Psychology, 108(7), 1244–1261. https://doi.org/10.1037/apl0001073

Zhai, X., Zhu, C. J., & Zhang, M. M. (2026). Looking back and looking forward: Thirty years of evidence on strategic HRM systems and performance (1995–2025). Human Resource Management, 65(5), 1229–1251. https://doi.org/10.1002/hrm.70074

Format APA Style (7th Edition)

Suarlin. (2026). Dinamika kinerja sumber daya manusia dalam organisasi: Budaya organisasi, kepuasan kerja, dan komitmen organisasional. ABMESDRA Penerbit Pustaka.

Format Penulisan Lengkap

Dr. Suarlin, S.Pd., M.Si. (2026). Dinamika Kinerja Sumber Daya Manusia dalam Organisasi: Budaya Organisasi, Kepuasan Kerja, dan Komitmen Organisasional. ABMESDRA Penerbit Pustaka.

Contoh Sitasi Dalam Teks

• Sitasi Parentetik: (Suarlin, 2026)

• Sitasi Naratif: Suarlin (2026)

PENULISAN SITASI