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Universitas Swadaya Gunung Jati, Cirebon, Indonesia
Decision Sciences, Operations Research & Management Economics, Econometrics & Finance

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THE EFFECT OF PERSONALITY AND WORK FATIGUE ON ORGANIZATIONAL COMMITMENT AND ITS IMPLICATIONS ON EMPLOYEE PERFORMANCE IN THE MAJALENGKA DISTRICT GOVERNMENT Della Sopyani Agustin; Kartono
Majapahit Journal of Islamic Finance and Management Vol. 6 No. 2 (2026): Islamic Finance and Management
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/mjifm.v6i2.963

Abstract

This study aims to analyze the influence of personality and work fatigue on organizational commitment and its implications for employee performance in the Majalengka Regency Government. The approach used is quantitative with Casual Associative, through data collection using questionnaires distributed to employees as respondents. Data were analyzed using Structural Equation Modeling based on Partial Least Square (SEM-PLS). The results of the study indicate that personality has a significant effect on organizational commitment and employee performance. Work fatigue (burnout) has a significant effect on organizational commitment and employee performance. In addition, organizational commitment is proven to play a role as a mediating variable in the relationship between personality and work fatigue on employee performance. These findings confirm that personality factors and the level of work fatigue have an important role in shaping organizational commitment that has an impact on improving employee performance. This study concludes that human resource management that considers personality aspects and controls work fatigue can strengthen organizational commitment and improve employee performance. Future research is recommended to add other contextual variables to enrich the research model.
THE EFFECT OF PERSONALITY AND WORK FATIGUE ON ORGANIZATIONAL COMMITMENT AND ITS IMPLICATIONS ON EMPLOYEE PERFORMANCE IN THE MAJALENGKA DISTRICT GOVERNMENT Della Sopyani Agustin; Kartono
Majapahit Journal of Islamic Finance and Management Vol. 6 No. 2 (2026): Islamic Finance and Management
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/mjifm.v6i2.963

Abstract

This study aims to analyze the influence of personality and work fatigue on organizational commitment and its implications for employee performance in the Majalengka Regency Government. The approach used is quantitative with Casual Associative, through data collection using questionnaires distributed to employees as respondents. Data were analyzed using Structural Equation Modeling based on Partial Least Square (SEM-PLS). The results of the study indicate that personality has a significant effect on organizational commitment and employee performance. Work fatigue (burnout) has a significant effect on organizational commitment and employee performance. In addition, organizational commitment is proven to play a role as a mediating variable in the relationship between personality and work fatigue on employee performance. These findings confirm that personality factors and the level of work fatigue have an important role in shaping organizational commitment that has an impact on improving employee performance. This study concludes that human resource management that considers personality aspects and controls work fatigue can strengthen organizational commitment and improve employee performance. Future research is recommended to add other contextual variables to enrich the research model.
The Influence of Leadership Style, Compensation, and Work Environment on Turnover Intention at PT Hi-Lex Cirebon Mohammad Abriel Alatas; Kartono
Majapahit Journal of Islamic Finance and Management Vol. 6 No. 2 (2026): Islamic Finance and Management
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/mjifm.v6i2.1032

Abstract

Turnover intention is an important human resource issue in manufacturing companies because employee stability is closely related to production continuity, work discipline, and organizational performance. This study aims to examine the influence of leadership style, compensation, and work environment on turnover intention among employees of PT HI-LEX Cirebon. The study used a quantitative survey approach involving 100 employees as respondents. Data were collected through a five-point Likert-scale questionnaire and analyzed using SPSS 27. The analysis included validity testing, reliability testing, classical assumption testing, multiple linear regression, t-test, F-test, and coefficient of determination. The results show that leadership style has a positive and significant effect on turnover intention, with a significance value of 0.015. Compensation does not have a significant effect on turnover intention, with a significance value of 0.598. Work environment has a positive and significant effect on turnover intention, with a significance value of 0.029. Simultaneously, leadership style, compensation, and work environment have a significant effect on turnover intention, with a significance value of 0.000. The Adjusted R Square value of 0.169 indicates that the three independent variables explain 16.9% of the variation in turnover intention. These findings imply that PT HI-LEX Cirebon should prioritize leadership improvement and work-environment development while continuing to evaluate compensation fairness as part of a broader employee retention strategy.
Organizational Commitment, Workload, and Organizational Justice as Predictors of Turnover Intention at PT Hi-Lex Cirebon Ferdy Arianto; Kartono
Majapahit Journal of Islamic Finance and Management Vol. 6 No. 2 (2026): Islamic Finance and Management
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/mjifm.v6i2.1042

Abstract

This study analyzes the effect of organizational commitment, workload, and organizational justice on turnover intention among employees of PT Hi-Lex Cirebon. The study used a quantitative explanatory design with questionnaire data from 100 employees selected through purposive sampling. Data were analyzed using SPSS through validity, reliability, classical assumption, multiple regression, t-test, F-test, and coefficient of determination. The results show that the three variables have significant partial and simultaneous effects on turnover intention, with workload as the strongest predictor. The policy synthesis recommends workload balancing, stronger employee commitment, and more transparent organizational justice practices to support employee retention.
The Influence of Leadership Style, Compensation, and Work Environment on Turnover Intention at PT Hi-Lex Cirebon Mohammad Abriel Alatas; Kartono
Majapahit Journal of Islamic Finance and Management Vol. 6 No. 2 (2026): Islamic Finance and Management
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/mjifm.v6i2.1032

Abstract

Turnover intention is an important human resource issue in manufacturing companies because employee stability is closely related to production continuity, work discipline, and organizational performance. This study aims to examine the influence of leadership style, compensation, and work environment on turnover intention among employees of PT HI-LEX Cirebon. The study used a quantitative survey approach involving 100 employees as respondents. Data were collected through a five-point Likert-scale questionnaire and analyzed using SPSS 27. The analysis included validity testing, reliability testing, classical assumption testing, multiple linear regression, t-test, F-test, and coefficient of determination. The results show that leadership style has a positive and significant effect on turnover intention, with a significance value of 0.015. Compensation does not have a significant effect on turnover intention, with a significance value of 0.598. Work environment has a positive and significant effect on turnover intention, with a significance value of 0.029. Simultaneously, leadership style, compensation, and work environment have a significant effect on turnover intention, with a significance value of 0.000. The Adjusted R Square value of 0.169 indicates that the three independent variables explain 16.9% of the variation in turnover intention. These findings imply that PT HI-LEX Cirebon should prioritize leadership improvement and work-environment development while continuing to evaluate compensation fairness as part of a broader employee retention strategy.
Organizational Commitment, Workload, and Organizational Justice as Predictors of Turnover Intention at PT Hi-Lex Cirebon Ferdy Arianto; Kartono
Majapahit Journal of Islamic Finance and Management Vol. 6 No. 2 (2026): Islamic Finance and Management
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/mjifm.v6i2.1042

Abstract

This study analyzes the effect of organizational commitment, workload, and organizational justice on turnover intention among employees of PT Hi-Lex Cirebon. The study used a quantitative explanatory design with questionnaire data from 100 employees selected through purposive sampling. Data were analyzed using SPSS through validity, reliability, classical assumption, multiple regression, t-test, F-test, and coefficient of determination. The results show that the three variables have significant partial and simultaneous effects on turnover intention, with workload as the strongest predictor. The policy synthesis recommends workload balancing, stronger employee commitment, and more transparent organizational justice practices to support employee retention.
Co-Authors Della Sopyani Agustin Ferdy Arianto Mohammad Abriel Alatas