PENGARUH PELATIHAN, DISIPLIN KERJA DAN KOMUNIKASI INTERNAL TERHADAP KINERJA PEGAWAI DENGAN KOMITMEN ORGANISASI SEBAGAI VARIABEL INTERVENING PADA KANTOR BPBD SITUBONDO

Abstract

This study aims to examine the effects of training, work discipline, and internal communication on employee performance, with organizational commitment serving as an intervening variable. A quantitative research approach using a survey method was employed. The population and sample consisted of 57 employees selected through a saturated sampling technique. Data were collected using a Likert-scale questionnaire and analyzed using Structural Equation Modeling-Partial Least Squares (SEM-PLS). The findings indicate that training has a positive and significant effect on organizational commitment, whereas work discipline has a positive but insignificant effect on organizational commitment. Internal communication has a positive and significant effect on organizational commitment. Furthermore, training and work discipline have positive but insignificant effects on employee performance, while internal communication has a positive and significant effect on employee performance. Organizational commitment also has a positive and significant effect on employee performance. Regarding indirect effects, training has a positive and significant effect on employee performance through organizational commitment. In contrast, work discipline does not have a significant indirect effect on employee performance through organizational commitment. Internal communication also demonstrates a positive indirect effect on employee performance through organizational commitment; however, this effect is not statistically significant. These findings suggest that improving employee performance should primarily focus on strengthening internal communication and organizational commitment, while training can contribute to performance indirectly by fostering stronger organizational commitment.