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All Journal Journal of Economy, Accounting and Management Science (JEAMS) Journal of Economics and Social Sciences
Ervan Yansen
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Agriculture, Biological Sciences & Forestry Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Industrial & Manufacturing Engineering Law, Crime, Criminology & Criminal Justice Materials Science & Nanotechnology Social Sciences

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Organizational Commitment Mediates Work Leadership And Performance Ervan Yansen; Nurlaely; Angga Rizka Lidiawan
Journal of Economy, Accounting and Management Science (JEAMS) Vol. 7 No. 1 (2025): September
Publisher : Faculty of Economics, Merdeka University Surabaya, Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55173/jeams.v7i1.75

Abstract

This study aims to analyze the influence of leadership and work environment on employee performance in Correctional Institutions (Prisons), as well as the mediating role of organizational commitment. The research method used is a quantitative approach with Structural Equation Modeling-Partial Least Squares (SEM-PLS) analysis. The results show that leadership does not have a significant effect on employee performance (O = 0.193, T = 1.506, P = 0.133) but has a positive effect on organizational commitment (O = 0.633, T = 9.985, P = 0.000). Organizational commitment does not significantly influence employee performance (O = 0.022, T = 0.162, P = 0.872), while the work environment significantly influences employee performance (O = -0.349, T = 4.107, P = 0.000) but not organizational commitment (O = 0.063, T = 0.718, P = 0.473). Additionally, organizational commitment does not mediate the relationship between leadership and work environment on employee performance (O = 0.014, T = 0.158, P = 0.874; O = 0.001, T = 0.088, P = 0.930). The implications of these findings indicate that improving employee performance in prisons is not sufficient solely by enhancing leadership aspects or organizational commitment; instead, there is a need for a more conducive work environment and more effective managerial strategies. Recommendations for prison management include improving leadership competencies, enhancing workplace facilities, and implementing employee welfare programs. This study is expected to serve as a reference for academics and practitioners in the development of human resource management within correctional institutions.
Organisational Commitment as a Mediating Variable in the Relationship between Work Environment and Leadership on Employee Performance in Correctional Institutions Ervan Yansen; Nur Laely; Angga Rizka Lidiawan
Journal of Economics and Social Sciences (JESS) Vol. 5 No. 1 (2026)
Publisher : CV. Civiliza Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59525/jess.1378

Abstract

This study aims to analyze the influence of leadership and work environment on employee performance at a Correctional Institution, as well as the mediating role of organizational commitment. The research method used is a quantitative approach with Structural Equation Modeling-Partial Least Squares (SEM-PLS) analysis. The results show that leadership does not have a significant influence on employee performance (β = 0.193, T = 1.506, P = 0.133), but has a positive influence on organizational commitment (β = 0.633, T = 9.985, P = 0.000). Organizational commitment does not have a significant influence on employee performance (β = 0.022, T = 0.162, P = 0.872), while the work environment has a significant influence on employee performance (β = -0.349, T = 4.107, P = 0.000) but not on organizational commitment (β = 0.063, T = 0.718, P = 0.473). Furthermore, organizational commitment does not mediate the relationship between leadership and work environment on employee performance (β = 0.014, T = 0.158, P = 0.874; β = 0.001, T = 0.088, P = 0.930). The implication of these findings indicates that improving employee performance in the Correctional Institution is not sufficiently achieved by merely enhancing leadership aspects or organizational commitment. Instead, improvements in a more conducive work environment and more effective managerial strategies are necessary. Recommendations for the Correctional Institution include enhancing leadership competency, improving work facilities, and implementing employee welfare programs. This study is expected to serve as a reference for academics and practitioners in the development of human resource management within the correctional environment.
Co-Authors Angga Rizka Lidiawan Nur Laely Nurlaely