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All Journal Jurnal Akuntansi, Manajemen dan Ilmu Ekonomi (JASMIEN) International Journal of Management, Economic and Accounting
Bambang Pramono
Universitas Pembangunan Panca Budi
Decision Sciences, Operations Research & Management Economics, Econometrics & Finance

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The Effect of Strategic Human Resource Management on Organizational Performance with Organizational Commitment as a Mediating Variable at Sada Organizer in Padang City Kholilul Kholik; Bambang Pramono; Hilfan Helmy; Anton Sobirin; Ardani Putra Yudha
International Journal of Management, Economic and Accounting Vol. 4 No. 3 (2026): June 2026
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/wbr89659

Abstract

Strategic human resource management is an important factor for service organizations because service success depends heavily on employee competence, commitment, and work behavior. This study aims to analyze the effect of strategic human resource management on organizational performance with organizational commitment as a mediating variable at Sada Organizer in Padang City. This study employed a quantitative approach using a survey method. Data were collected through questionnaires distributed to employees involved in operations, client services, event coordination, and organizational administration. Data were analyzed using Partial Least Squares Structural Equation Modeling. The results show that strategic human resource management has a positive and significant effect on organizational commitment. Strategic human resource management also has a positive effect on organizational performance. Furthermore, organizational commitment has a positive effect on organizational performance and mediates the relationship between strategic human resource management and organizational performance. These findings indicate that well-directed HR practices, such as needs-based recruitment, employee training, reward systems, performance appraisal, and career development, can improve organizational performance when they strengthen employee commitment. This study implies that Sada Organizer needs to enhance strategic HR management to improve service quality, work coordination, and sustainable organizational achievement.
The Effect Of Motivation And Competence On Employee Performance With Commitment As An Intervening Variable At The Representative Office Of Bank Indonesia, West Sumatra Bambang Pramono; Sri Rahayu; Saimara Sebayang
Jurnal Akuntansi, Manajemen dan Ilmu Ekonomi (Jasmien) Vol. 6 No. 2 (2026): Jurnal Akuntansi, Manajemen dan Ilmu Ekonomi (Jasmien)
Publisher : Cattleya Darmaya Fortuna

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54209/jasmien.v6i2.2575

Abstract

This study aims to analyze the effect of motivation and competence on employee performance with commitment as an intervening variable at the Representative Office of Bank Indonesia, West Sumatra. The research method used is a quantitative approach with data collection techniques through questionnaires. The population in this study consisted of all employees totaling 60 people, using a saturated sampling technique, so that the entire population was used as respondents. The data analysis technique used is Structural Equation Modeling (SEM) based on Partial Least Square (PLS) with the assistance of SmartPLS software. The results of the study indicate that competence has a positive and significant effect on employee performance and also has a positive and significant effect on commitment. Commitment also has a positive and significant effect on employee performance. Meanwhile, motivation does not have a significant effect on employee performance, but has a positive and significant effect on commitment. In addition, commitment is proven to mediate the effect of competence and motivation on employee performance. Thus, improving employee performance can be achieved through enhancing competence and strengthening organizational commitment. The results of this study are expected to be taken into consideration by management in improving employee performance.  
Career Development at PT PLN (Persero) UP3 Nias Bambang Pramono; Hilfan Helmy; Anton Sobirin; Ardani Putra Yudha; Kholilul Kholik
International Journal of Management, Economic and Accounting Vol. 4 No. 4 (2026): August 2026
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/5krvxy42

Abstract

Career development is a strategic aspect of human resource management that plays an important role in improving employee competence, motivation, and performance. Organizations with effective career development systems are able to create more competent employees and strengthen employee commitment toward organizational goals. This study aims to analyze the effect of career development on employee performance at PT PLN (Persero) UP3 Nias. This research employed a quantitative approach with an explanatory research design. The population consisted of all employees of PT PLN (Persero) UP3 Nias, with a total sample of 56 respondents selected using a total sampling technique. Data were collected through a questionnaire using a five-point Likert scale consisting of 25 statement items. Data analysis was conducted using SPSS through validity testing, reliability testing, descriptive statistical analysis, linear regression analysis, t-test, and coefficient of determination analysis. The results indicate that career development is perceived at a high level with an average score of 4.16. The research instrument was proven valid and reliable with a Cronbach's Alpha value of 0.921. The regression analysis shows that career development has a positive and significant effect on employee performance, indicated by a significance value of 0.000 < 0.05 and a coefficient of determination of 46.8%. The findings demonstrate that better career development practices implemented by the organization contribute to higher employee performance. This study provides managerial implications for PT PLN (Persero) UP3 Nias to strengthen career planning systems, improve competency development programs, and establish transparent competency-based promotion mechanisms.
Co-Authors Anton Sobirin Ardani Putra Yudha Hilfan Helmy Kholilul Kholik Saimara A.M Sebayang Sri Rahayu