Hubungan Timbal Balik antara Kinerja dan Komitmen Organisasi: Studi tentang Sektor Industri Restoran Cina
DOI:
https://doi.org/10.55123/mamen.v5i1.6724Keywords:
Job Performance, Organisational Commitment, Reciprocal Relationship, Dynamic InterplayAbstract
This study explores the reciprocal relationship between job performance and organisational commitment in the context of the Chinese food restaurant industry in Jakarta. Drawing on social exchange theory and triadic reciprocal causality, the study investigates how these two variables reinforce each other in a dynamic and socially intensive work environment. Using a quantitative approach, data were collected from employees at several restaurant locations through a structured questionnaire. The analysis revealed a statistically significant bidirectional effect, indicating that job performance contributes to strengthening organisational commitment, while organisational commitment also enhances individual job performance. The regression model used in this study was validated through classical assumption tests and demonstrated strong explanatory power. These findings underscore the importance of integrating performance and commitment strategies in human resource management to foster employee engagement, increase productivity, and support long-term organisational sustainability. Practical implications include the need for equitable recognition systems, ongoing training, and the development of a participatory and supportive work environment.
Downloads
References
Bandura, A. (2001). Social Cognitive Theory: An Agentic Perspective. Annual Reviews, 52, 1–26. https://doi.org/https://doi.org/10.1146/annurev.psych.52.1.1
Blau, P. M. (1967). Exchange and power in social life. In Exchange and Power in Social Life (2nd ed.). John Wiley. https://doi.org/10.4324/9780203792643
Budiono, A. (2024a). Job Performance Influenced by Leadership and Training: Job Satisfaction and Organizational Commitment as Mediator Variables. Folia Oeconomica Stetinensia, 24(2), 20–40. https://doi.org/10.2478/foli-2024-0015
Budiono, A. (2024b). Organisational Commitment Influenced by Motivation and Training with Job Satisfaction and Performance as Mediator. MAMEN (Jurnal Manajemen), 3(1), 16–32. https://doi.org/https://doi.org/10.55123/mamen.v3i1.2836
Budiono, A., Tarigan, H., & Khalid, J. (2024). Analysis of Employee Organizational Commitment: Using Four Independent Variables. Indonesian Journal of Social Research (IJSR), 6(2), 92–106. https://doi.org/10.30997/ijsr.v6i2.450
Colquitt, J. A., Lepine, J. A., & Wesson, M. J. (2019). Organizational Behavior: Improving Performance And Commitment In The Workplace (6th ed., Vol. 53, Issue 2). McGraw-Hill Education.
Dessler, G. (2020). Human Resource Management (N. Bhalla (ed.); 16th ed.). Pearson Education.
Gadzali, S. S. (2022). Telaah Komitmen Organisasi: Pengaruh Atas Penilaian Kinerja, Perencanaan Karier Dan Partisipasi Karyawan. Jurnal Aplikasi Manajemen Dan Bisnis, 8(2), 534–542. https://doi.org/http://dx.doi.org/10.17358/jabm.8.2.534
Gazi, M. A. I., Masud, A. Al, Alhebri, A., Amin, M. Bin, Islam, M. T., Hasan, M. M., Senathirajah, A. R. bin S., & Olah, J. (2025). Acta Psychologica The mediating role of organizational commitment and corporate social responsibility in the relationship between leadership style and job performance : An empirical study. Acta Psychologica, 260(August). https://doi.org/10.1016/j.actpsy.2025.105656
Homans, G. C. (1958). Social Behavior as Exchange. Chicago Journals, 63(6), 597–606. http://www.jstor.org/stable/2772990
Krejcie, R. V., & Morgan, D. W. (1970). Determining Sample Size for Research Activities. Educational and Psychological Measurement (SAGE), 30(3), 607–610. https://doi.org/10.1177/001316447003000308
Lee, C., Li, Y., Yeh, W., Yu, Z., Giancaspro, M. L., & Lee, C. (2022). The Effects of Leader Emotional Intelligence , Leadership Styles , Organizational Commitment , and Trust on Job Performance in the Real Estate Brokerage Industry. Frontiers in Psychology, 13(May). https://doi.org/10.3389/fpsyg.2022.881725
McShane, S. L., & Von Glinow, M. A. Y. (2018). Organizational Behavior. In C. Lyon (Ed.), McGraw-Hill (8th ed.). McGraw-Hill Education.
Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1(1), 61–89. https://doi.org/10.1016/1053-4822(91)90011-Z
Paksoy, H. M., Özbezek, B. D., Durmaz, Y., & Çopuroğlu, F. (2024). The mediating role of organizational commitment in the relationship between internal marketing and job performance : Application in Turkiye. Journal of Economics and Management, 46, 111–142. https://doi.org/https://doi.org/10.22367/jem.2024.46.05
Puspitawati, N. M. D., Atmaja, N. P. C. D., Ernawatiningsih, N. P. L., Salain, P. P. P., & Dwinata, I. P. W. J. (2025). Unlocking success : The mediating power of organizational commitment and job satisfaction between work-life balance and employee performance. Problems and Perspectives in Management, 23(1). https://doi.org/10.21511/ppm.23(1).2025.36
Radita, N. P., & Netra, I. G. S. K. (2017). Pengaruh Job Rotation Dan Job Performance Terhadap Organizational Commitment Pada Karyawan Melia Bali. E-Jurnal Manajemen Unud, 6(3), 1340–1367. https://media.neliti.com/media/publications/250801-none-aa694e6a.pdf
Robbins, S. P., Coulter, M., & Randel, A. (2021). Management (15e). In Pearson Education Limited (15th ed.). Pearson.
Robbins, S. P., Judge, T. A., & Breward, K. E. (2018). Essentials of Organizational Behavior: Canadian Edition (C. O’Donnell (ed.); Canadian E). Pearson.
Tarmeño-bernuy, L. E., Cosme-silva, O., & Rincón-calvo, S. Y. (2025). Satisfaction and organizational commitment in job performance : A systematic review. Edelweiss Applied Science and Technology, 9(2), 51–63. https://doi.org/10.55214/25768484.v9i2.4428
Wirawan. (2015). Evaluasi Kinerja Sumber Daya Manusia (L. Alfiah (ed.); 1st ed.). Salemba empat.
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2026 Leonardo Indra Vitaharsa, Aris Budiono
This work is licensed under a Creative Commons Attribution 4.0 International License.
Hak cipta pada setiap artikel adalah milik penulis.
Penulis mengakui bahwa MAMEN (Jurnal Manajemen) sebagai publisher yang mempublikasikan pertama kali dengan lisensi
Creative Commons Attribution 4.0 International License.
Penulis dapat memasukan tulisan secara terpisah, mengatur distribusi non-ekskulif dari naskah yang telah terbit di jurnal ini kedalam versi yang lain, seperti: dikirim ke respository institusi penulis, publikasi kedalam buku, dan lain-lain. Dengan mengakui bahwa naskah telah terbit pertama kali pada MAMEN (Jurnal Manajemen).
