From Organizational Commitment to Employee Performance: The Role of Motivation and Work Engagement as Mediators
Keywords:
Organizational Commitment, Employee Performance, Motivation, Work Engagement, Mediation, Healthcare SectorAbstract
This study examines the relationship between organizational commitment and employee performance by considering motivation and work engagement as mediating variables in the healthcare sector. A quantitative associative approach was employed using a survey method involving employees of a private hospital in South Jakarta, Indonesia. Data were collected through structured questionnaires and analyzed using Structural Equation Modeling–Partial Least Squares. The findings indicate that organizational commitment does not directly improve employee performance in a statistically meaningful way. However, organizational commitment significantly strengthens both employee motivation and work engagement. Motivation contributes positively to employee performance, while work engagement demonstrates a stronger influence on performance. The mediation analysis further shows that motivation and work engagement fully mediate the relationship between organizational commitment and employee performance. Among the two mediating variables, work engagement emerges as the stronger psychological mechanism in transforming organizational commitment into improved work outcomes. These findings highlight that organizational commitment alone is insufficient to enhance employee performance unless it is accompanied by stronger motivation and deeper involvement in work. Therefore, healthcare organizations should develop integrated human resource practices that strengthen commitment while simultaneously promoting motivation and work engagement through fair compensation, career development, meaningful work, supportive leadership, employee recognition, and a conducive work environment.
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