The Influence of Organizational Learning on Job Performance with Organizational Commitment and Job Satisfaction as Mediating Variables (Study of PT. App Employees)

Title: The Effect of Organizational Learning on Job Performance with Organizational Commitment and Job Satisfaction as Mediating Variables (Study on Pt. App Employees)

Author: Antika Ayu Nurvian

Item Type : Thesis (Thesis)

Affiliations: Master of Management Science Study Program, Faculty of Economics and Business, Universitas Airlangga , Surabaya, Indonesia

Publisher: Universitas Airlangga

Abstract

A dynamic environment, high levels of competition, rapid developments in science and technology require organizations to be productive, effective and efficient. The strategy that can be used is organizational learning. With the perception that organizational learning can help improve employee performance. This research aims to analyze the effect of organizational learning on employee job performance with organizational commitment and job satisfaction as mediating variables. The research object chosen in this study is PT. Madiun APP. Data was collected through a questionnaire method that was filled out independently by 40 respondents using the census method. Measurement of exogenous and endogenous constructs was tested using PLS analysis. Organizational learning measurement consists of five dimensions: experimentation, risk taking, interaction with the external environment, dialogue and participative decision making adopted from Chiva et al (2007). Measuring organizational commitment uses the Organizational Commitment Questionnaire (OCQ) which was adopted from Mowday et al (1979). Measuring job satisfaction uses the Minnesota Satisfaction Questionnaire (MSQ) which was adopted from Weill, Dawis, England, and Lofquist (1967). Meanwhile, measuring job performance uses indicators from Tsui, Anne S., Jone L., Pearce and Lyman W. Porter (1997). Based on the results of the Partial Least Square (PLS) analysis, it shows that organizational learning has a direct and indirect influence on job performance. The results of this research prove and conclude that: (1) organizational learning has a positive and significant effect on job performance, (2) organizational commitment positively and significantly mediates the effect of organizational learning on job performance, and (3) job satisfaction positively and significantly mediates the effect organizational learning on job performance.

Keywords: organizational learning, job performance, organizational commitment, job satisfaction.s

Sources: http://repository.unair.ac.id/33607/