Pengaruh Disiplin Kerja dan Komunikasi Kerja Terhadap Kinerja Karyawan yang dimediasi oleh Komitmen Organisasi PT Kawan Menengah Atas - Khalda Salma Thufailah; Abdullah Muksin; Ruwaida Ruwaida; Endri Sentosa (Universitas Persada Indonesia YAI, 2025)
ABSTRAKTujuan penelitian ini untuk meneliti Pengaruh Disiplin Kerja dan Komunikasi Kerja terhadap Kinerja Karyawan yang dimediasi oleh Komitmen Organisasi PT Kawan Menengah Atas. Menggunakan pendekatan kuantitatif dengan data dikumpulkan melalui observasi, wawancara beberapa karyawan dan pihak HRD untuk pra-servey, serta kuesioner yang disebarkan kepada seluruh populasi sebanyak 35 karyawan PT Kawan Menengah Atas, menggunakan teknik sampling jenuh. Analisis data dilakukan menggunakan metode Partial Least Square (PLS) dengan bantuan software SmartPLS versi 3.0. Hasil penelitian menunjukkan bahwa Disiplin kerja tidak berpengaruh terhadap komitmen organisasi. Disiplin kerja tidak berpengaruh terhadap kinerja karyawan. Komunikasi kerja berpengaruh positif dan signifikan terhadap komitmen. Komunikasi kerja berpengaruh positif dan signifikan terhadap kinerja karyawan. Komitmen organisasi tidak berpengaruh terhadap kinerja karyawan. Komitmen organisasi tidak memediasi pengaruh disiplin kerja dan komunikasi kerja terhadap kinerja karyawan. Dengan demikian, komunikasi kerja merupakan faktor penting yang berpengaruh langsung terhadap komitmen organisasi dan kinerja karyawan, sedangkan komitmen organisasi tidak berperan sebagai mediator. Berdasarkan hasil pengujian data, terdapat pengaruh Disiplin Kerja dan Komunikasi Kerja terhadap Kinerja Karyawan sebesar 68,2%, sedangkan sisanya sebesar 31,8% dipengaruhi oleh variabel lain di luar penelitian ini. Sementara itu, pengaruh Disiplin Kerja dan Komunikasi Kerja terhadap Komitmen Organisasi sebesar 63,8%, sedangkan sisanya sebesar 36,2% berasal dari variabel lain di luar penelitian ini.ABSTRACTThis study aims to examine the influence of Work Discipline and Work Communication on Employee Performance mediated by Organizational Commitment at PT Kawan Menengah Atas. A quantitative approach was used, with data collected through observation, interviews with several employees and the HR department for pre-survey purposes, as well as questionnaires distributed to the entire population of 35 employees using a saturated sampling technique. Data analysis was conducted using the Partial Least Square (PLS) method with the help of SmartPLS version 3.0 software. The results showed that Work Discipline had no effect on Organizational Commitment. Work Discipline also had no effect on Employee Performance. Work Communication had a positive and significant effect on Organizational Commitment. It also had a positive and significant effect on Employee Performance. Organizational Commitment did not influence Employee Performance. Furthermore, Organizational Commitment did not mediate the effects of Work Discipline or Work Communication on Employee Performance respecti. Thus, Work Communication is a key factor that directly affects both Organizational Commitment and Employee Performance, while Organizational Commitment does not serve as a mediating variable. Based on the results of data analysis, Work Discipline and Work Communication have an effect on Employee Performance by 68.2%, while the remaining 31.8% is influenced by other variables outside this study. Meanwhile, the influence of Work Discipline and Work Communication on Organizational Commitment is 63.8%, while the remaining 36.2% comes from other variables outside this study.