Work Life Balance, Organizational Culture and Work Discipline on Organizational Commitment and Their Implications on Employee Performance

Abstrak

Employee performance is the level of achievement of a person's work results according to the tasks and standards set, which is seen from how he or she carries out his or her work and meets organizational demands. This study aims to empirically test and analyze the influence of work-life balance, organizational culture and work discipline on organizational commitment and its implications for employee performance. The research method used in this study is a quantitative research method with a descriptive and verification approach. The data sources used are primary data sources and secondary data sources. Data collection techniques in this study are interviews, questionnaires, observations, and library research. The population in this study is all employees totaling 105 people. The sampling technique used in this study is a purposive sampling technique. The analytical tools in this study are SPSS 25 and SmartPLS 4. Testing of measurement models or outer models in this study are convergent validity, discriminant validity, Average Variance Extracted (AVE), composite reliability, Cronbach alpha. Testing of structural models or inner models in this study is the coefficient of determination (R2) and Predictive relevance (Q2). The results of this study indicate that work-life balance, organizational culture, and work discipline have a positive and significant effect on organizational commitment, both partially and simultaneously, with a 92% effect, with the remaining 8% being influenced by other variables not examined in this study. Organizational commitment has a positive and significant effect on employee performance, and organizational commitment can mediate the relationship between work-life balance and employee performance. Meanwhile, organizational commitment cannot mediate the relationship between organizational culture and work discipline on employee performance.