Publisher

BAJANGJOURNALBAJANGJOURNAL

Journal International Journal of Social ScienceInternational Journal of Social Science Abstract

This study explores an integrative model of competence, commitment, and performance in achieving organizational effectiveness. Modern organizations face increasingly complex challenges that require strategic human resource approaches. Competence encompasses the knowledge, skills, and attitudes that enable individuals to perform tasks effectively. Organizational commitment reflects employees emotional and psychological attachment to the organizations values and goals. Performance is the tangible outcome of accumulated competence and commitment, manifested in productivity, work quality, and contributions to strategic objectives. The research was conducted at Barantin using a quantitative approach with Structural Equation Modeling (SEM) via SmartPLS. The sample consisted of 160 purposively selected respondents. The results indicate that employee performance has the most dominant influence on organizational effectiveness (original sample value 0.559; T-statistic 6.677), followed by organizational commitment (0.264; T-statistic 3.530), and work competence (0.161; T-statistic 2.887). All three variables show statistically significant effects on organizational effectiveness. This integrative model confirms that enhancing organizational effectiveness cannot rely on improving a single factor alone. Instead, it requires the synergy of competence, commitment, and performance. These findings support previous literature and offer a practical framework for HR policymakers to design sustainable and adaptive managerial interventions in response to evolving workplace dynamics.

Conclusion

The study concludes that organizational effectiveness is significantly influenced by work competence, organizational commitment, and employee performance.Employee performance contributes the most to achieving organizational goals.To achieve sustainable and adaptive effectiveness, organizations must simultaneously enhance all three aspects.This research reinforces the importance of a synergistic approach to human resource management.

Future Research

Berdasarkan temuan penelitian ini, beberapa saran penelitian lanjutan dapat diajukan. Pertama, penelitian lebih lanjut dapat dilakukan untuk menguji model integratif ini pada berbagai sektor industri dan ukuran organisasi untuk melihat apakah hasilnya konsisten. Kedua, penelitian kualitatif, seperti studi kasus mendalam atau wawancara, dapat digunakan untuk menggali lebih dalam mekanisme bagaimana kompetensi, komitmen, dan kinerja berinteraksi dalam memengaruhi efektivitas organisasi. Hal ini akan memberikan pemahaman yang lebih kaya dan kontekstual. Ketiga, penelitian di masa depan dapat mengeksplorasi peran variabel moderasi atau mediasi lainnya, seperti kepemimpinan transformasional, budaya organisasi, atau iklim kerja, yang dapat memperkuat atau melemahkan hubungan antara kompetensi, komitmen, kinerja, dan efektivitas organisasi. Dengan demikian, penelitian lanjutan ini akan memberikan wawasan yang lebih komprehensif tentang faktor-faktor yang berkontribusi terhadap efektivitas organisasi dan membantu organisasi mengembangkan strategi manajemen sumber daya manusia yang lebih efektif.

References

1. Removal of user fees for caesareans and under‐fives in northern Sudan: a review of policy implementation... onlinelibrary.wiley.com/doi/10.1002/hpm.2146Removal of user fees for caesareans and underyAAAafives in northern Sudan a review of policy implementation onlinelibrary wiley doi 10 1002 hpm 2146
2. APA PsycNet. psycnet loading doi.org/10.1037/0033-2909.108.2.171APA PsycNet psycnet loading doi 10 1037 0033 2909 108 2 171

Metadata

File size	548.21 KB
Pages	10
DMCA	Report