Organizational Commitment as a Mediator of Burnout and Motivation on Employee Performance in a Public Sector Organization
DOI:
https://doi.org/10.32832/jm-uika.v17i3.24533Keywords:
Burnout, Motivation, Organizational Commitment, Employees' PerformanceAbstract
Employee performance is essential for achieving organizational effectiveness, particularly in public sector organizations responsible for delivering quality public services. However, previous studies have reported inconsistent findings regarding the effects of burnout and motivation on employee performance, especially through the mediating role of organizational commitment. Therefore, this study aims to examine the effects of burnout and motivation on employee performance through organizational commitment among employees of the Bojonegoro Regency Transportation Agency. A quantitative explanatory approach was employed using a structured questionnaire distributed to 215 employees selected through proportionate stratified random sampling. The data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS. The results indicate that burnout has a negative and significant effect on organizational commitment and employee performance, whereas motivation positively and significantly influences organizational commitment and employee performance. Organizational commitment also has a positive and significant effect on employee performance. Furthermore, organizational commitment fully mediates the relationship between burnout and employee performance, and partially mediates the relationship between motivation and employee performance. These findings extend the application of Social Exchange Theory and provide practical implications for government organizations to improve employee performance by reducing burnout, strengthening motivation, and enhancing organizational commitment.
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