The Effect of Reward and Organizational Climate on Employee Performance with Affective Commitment as an Intervening Variable

Abstract

This research is a causal-comparative study with a quantitative approach conducted at PT Bank Maybank Indonesia Semarang Area. The aim of this study is to determine whether there is an effect of reward and organizational climate on employee performance with affective commitment as a mediating variable. The data collection method used in this study was a questionnaire. The sampling technique used was simple random sampling. The population in this study consisted of permanent employees of PT Bank Maybank Indonesia Semarang Area, with a sample of 92 employees. Hypothesis testing was conducted using linear regression analysis for hypotheses 1, 2, 3, 4, and 5, and path analysis and Sobel test for hypotheses 6 and 7 using SPSS 25.0 for Windows. Based on the results of the study at a 5% significance level, the conclusions are: (1) reward has a positive and significant effect on employee performance; (2) organizational climate has a positive and significant effect on employee performance; (3) reward has a positive and significant effect on affective commitment; (4) organizational climate has a positive and significant effect on affective commitment; (5) affective commitment has a positive and significant effect on employee performance; (6) affective commitment significantly mediates the effect of reward on employee performance; and (7) affective commitment significantly mediates the effect of organizational climate on employee performance.