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All Journal Jurnal Akuntansi dan Keuangan Jurnal Ilmu Sosial dan Humaniora Jurnal Pengabdian Masyarakat Bidang Sosial dan Humaniora GIAT: Jurnal Teknologi untuk Masyarakat Priviet Social Sciences Journal INJECT Interdisciplinary Journal of Communication Indonesian Journal of Taxation and Accounting Inovbiz : Jurnal Inovasi Bisnis
Muhamad Amir Ariandi
STMIK Widya Cipta Dharma
Religion Computer Science & IT Economics, Econometrics & Finance Education Engineering Environmental Science Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Social Sciences Other

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Cognitive Ability and Employee Performance: The Strategic Importance of Organizational Commitment as a Mediator Melda Aulia Ramadhani; Muhammad Rinaldi; Sugeng Raharjo; Muhamad Amir Ariandi
Inovbiz: Jurnal Inovasi Bisnis Vol 13 No 2 (2025)
Publisher : P3M Politeknik Negeri Bengkalis

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35314/inovbiz.v13.i2.1301

Abstract

This study investigates the relationship between cognitive ability, organizational commitment, and employee performance in the context of Indonesia’s private-sector companies. Using a quantitative explanatory approach and SEM-PLS analysis, data were collected from 100 permanent employees to examine both direct and mediating effects. The results indicate that cognitive ability does not significantly influence employee performance directly. However, it has a significant positive effect on organizational commitment, which in turn strongly predicts employee performance. Furthermore, organizational commitment is found to mediate the relationship between cognitive ability and performance, highlighting its role as a psychological mechanism that converts cognitive potential into tangible outcomes. These findings suggest that cognitive ability alone is insufficient to enhance performance without emotional engagement and commitment. The study contributes to organizational behavior theory by affirming the importance of integrating cognitive and affective dimensions in human resource practices. Practically, organizations are encouraged to design interventions that not only develop intellectual capacity but also foster organizational commitment through leadership support, recognition, and alignment of values. This integrated approach is essential to maximizing employee potential and sustaining high performance in dynamic work environments.
Co-Authors Aisyah Fajriantini Amelia Yusnita Melda Aulia Ramadhani Muhammad Harits Zidni Khatib Ramadhani Muhammad Nur Madani Muhammad Rinaldi Nardi Renni Mayasari Rizky Zakariyya Rasyad Sitti Rahma Sudirman Sugeng Raharjo Ulfah Nurfadhila Yunita Yunita