<![CDATA[The problem in this study is that the competence of employees entrusted with the responsibility to complete tasks does not align with their skills and abilities. Furthermore, some employees lack commitment to achieving established goals. Furthermore, some employees still fail to assist their colleagues when they encounter difficulties, whether regarding tasks within the office or work issues in the field. This research method uses a quantitative research design. The results: The employee competence variable (X1) on employee performance shows a calculated t value of 4.951, which is greater than the t table value of 1.699, with a significance level of 0.000 < (α) 0.05. df (n-2) 31 – 2 = 29 is equal to the t table value of 1.699. This indicates that Ho is rejected and Ha is accepted. The organizational commitment variable (X2) on employee performance shows a calculated t value = 4,871 greater than the t table value of 1.699 with a significant level = 0.000 < (α) 0.05, df (n-2) 31 – 2 = 29 is t table 4,871, this shows that Ho is rejected and Ha is accepted. The calculated F obtained is 29,813 > F table = 3.32 and the level of significance simultaneously is 0.000 < (α) = 0.05. With an F table value of 3.32, Ho is rejected and Ha is accepted. The moderating variable (organizational citizenship behavior (OCB) yielded an R-square value of 0.555, or 55.5%. While the R-square value before moderation was 0.680, or 68.0%, after moderation by the organizational citizenship behavior (OCB) variable, it became 12.5%. Therefore, the moderating variable, organizational citizenship behavior (OCB), weakened the influence of employee competency and organizational commitment at the General Elections Commission Office in Lubuklinggau City.]]>
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