Analysis of Job Stress and Organizational Commitment on Employee Performance with Work Engagement as an Intervening Variable at PT Permodalan Nasional Madani

Rida Riyany; Stefanus MS Sadana

doi:10.63922/ijebir.v5i05.6334

Rida Riyany Master of Management Program, Perbanas Institute, Jakarta, Indonesia
Stefanus MS Sadana Master of Management Program, Perbanas Institute, Jakarta, Indonesia

DOI: https://doi.org/10.63922/ijebir.v5i05.6334

Keywords: Work Stress; Organizational Commitment; Work Engagement; Employee Performance; PT Permodalan Nasional Madani (PNM).

Abstract

This study aims to analyze the effects of work stress and organizational commitment on employee performance, with work engagement as an intervening variable at PT Permodalan Nasional Madani (PNM), Eastern Indonesia Regional. The study employed a quantitative approach, with employees of PNM’s Mekaar Units in the Eastern Indonesia region serving as the unit of analysis, and data were collected through questionnaires. The data were analyzed using the Structural Equation Modeling–Partial Least Squares (SEM-PLS) method to examine both the direct and indirect effects among the variables. The results showed that work stress has a negative and significant effect on work engagement. Furthermore, work engagement was found to be an important mechanism in explaining the effect of work stress on employee performance. The study also demonstrated that organizational commitment contributes to increased work engagement, which subsequently contributes to improved employee performance. Work engagement was found to mediate the effect of organizational commitment on employee performance. These findings imply that PNM needs to strengthen work stress management, enhance organizational support, foster employee commitment, and create a work environment that can maintain work engagement, thereby improving employee performance sustainably

References

Abdelwahed, N. A. A., & Doghan, M. A. A. (2023). Developing Employee Productivity and Performance through Work Engagement and Organizational Factors in an Educational Society. Societies, 13(3). https://doi.org/10.3390/soc13030065
Al-Dossary, R. N. (2022). Leadership Style, Work Engagement and Organizational Commitment Among Nurses in Saudi Arabian Hospitals. Journal of Healthcare Leadership, 14, 71–81. https://doi.org/10.2147/JHL.S365526
Febrian, W. D., Subagio, M., Suhendra, A., Syahridhan, S., & Soekirman, A. (2024). Employee Engagement Implementation for Prevent Employee Turnover in Transportation Company. Greenation International Journal of Tourism and Management, 2(3), 170–188. https://doi.org/10.38035/gijlss.v2i3
Ghozali, I., & Latan, H. (2020). Partial Least Squares: Konsep, Teknik, dan Aplikasi Menggunakan Program SmartPLS 3.0. Badan Penerbit Universitas Diponegoro.
Jufrizen, J., Harahap, D. S., & Khair, H. (2024). Leader-Member Exchange and Employee Performance: Mediating Roles of Work Engagement and Job Satisfaction. Journal of Economics, Business, & Accountancy Ventura, 26(3), 306–322. https://doi.org/10.14414/jebav.v26i3.3591
Nastavia Putri, & Lista Meria. (2022). The Effect of Transformational Leadership on Employee Performance Through Job Satisfaction and Organizational Commitment. IAIC Transactions on Sustainable Digital Innovation (ITSDI), 4(1), 8–21. https://doi.org/10.34306/itsdi.v4i1.565
Salama, W., Abdou, A. H., Mohamed, S. A. K., & Shehata, H. S. (2022). Impact of Work Stress and Job Burnout on Turnover Intentions among Hotel Employees. International Journal of Environmental Research and Public Health, 19(15). https://doi.org/10.3390/ijerph19159724
Sugiyono. (2019). Metode Penelitian Kuantitatif, Kualitatif R&D. Alfabeta.