Analisis Gaya Kepemimpinan, Lingkungan Kerja dan Motivasi terhadap Kinerja Karyawan Melalui Komitmen Organisasi pada Industri Food and Beverage di Jakarta

Maruli Tua Siahaan; Subarto Subarto; I Nyoman Marayasa

doi:10.61132/nuansa.v4i3.2851

Authors

Maruli Tua Siahaan Universitas Pamulang
Subarto Subarto Universitas Pamulang
I Nyoman Marayasa Universitas Pamulang

DOI:

https://doi.org/10.61132/nuansa.v4i3.2851

Keywords:

Employee Performance, Leadership Style, Motivation, Organizational Commitment, Work Environment

Abstract

This study aims to analyze the effects of leadership style, work environment, and motivation on employee performance through organizational commitment in Jakarta. The study is motivated by the importance of effective human resource management in the Food and Beverage industry to improve employee performance and maintain the quality of the company’s services. This research employed a quantitative method with a descriptive and causal approach. The study population consisted of 135 employees, and a saturated sampling technique was used, whereby all members of the population were included as respondents. Data were collected through questionnaires and analyzed using Structural Equation Modeling (SEM) based on Partial Least Squares (PLS) with the assistance of SmartPLS 4. The results showed that leadership style, work environment, and motivation had positive and significant effects on organizational commitment. Organizational commitment also had a positive and significant effect on employee performance. Regarding the direct effects, motivation had a positive and significant effect on employee performance, whereas leadership style and work environment did not have significant direct effects on employee performance. The results of the indirect-effect analysis demonstrated that organizational commitment positively and significantly mediated the effects of leadership style, work environment, and motivation on employee performance. These findings indicate that improving employee performance is not solely determined by motivation directly, but can also be achieved by strengthening organizational commitment, supported by effective leadership and a conducive work environment. Therefore, the company should strengthen organizational commitment by improving leadership quality, creating a supportive work environment, and continuously developing employee motivation.

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