Organizational Commitment as a Mediator between Competence, Workload, and Employee Performance: Evidence from a Primary Health Center in Jembrana, Bali (A Study at UPTD Puskesmas II Melaya)

Abstract

This study analyzes the influence of competence and workload on employee performance, with organizational commitment as a mediating variable, at the Puskesmas II Melaya Community Health Center (UPTD Puskesmas II Melaya) in Jembrana, Bali. The research is motivated by uneven competence among health and administrative staff, a heavy service workload, and organizational commitment and performance that are not yet optimal. A quantitative, explanatory research design with a cross-sectional survey was applied. Data were collected through a five-point Likert-scale questionnaire and documentation from all 55 employees using a saturated sampling technique, and all questionnaires were completed and suitable for analysis. Data were analyzed using validity and reliability tests, classical assumption tests, path analysis, and the Sobel test. The results reveal that competence has a positive and significant effect on organizational commitment (β = 0.507; p = 0.000) and on employee performance (β = 0.425; p = 0.029). Workload has a negative and significant effect on organizational commitment (β = -0.481; p = 0.000) and on employee performance (β = -0.526; p = 0.006). Organizational commitment has a positive and significant effect on employee performance (β = 0.576; p = 0.005). The Sobel test shows that organizational commitment mediates the effect of competence (Z = 2.22) and of workload (Z = -2.20) on employee performance, and the model explains 78.6% of the variation in the endogenous variables. These findings highlight the strategic importance of continuous competence development, proportional workload management, and the strengthening of organizational commitment in primary health care services.