THE RELATIONSHIPS BETWEEN JOB SATISFACTION, ORGANIZATIONAL COMMITMENT, AND ORGANIZATIONAL JUSTICE ON EMPLOYEE PERFORMANCE AT PT. PERTAMINA EP

• Main Author: Pratama, Heru
• Format: Theses
• Language: Indonesia
• Subjects: Manajemen umum
• Online Access: https://digilib.itb.ac.id/gdl/view/70032
• Institution: Institut Teknologi Bandung

Every year, the increasing demand for oil and natural gas has led to increasingly high competition in today's oil and gas industry. Therefore, an oil and gas company must improve its performance to compete globally. The company's performance is certainly strongly influenced by internal factors such as the capabilities of its employees. Therefore, organizations must maintain a conducive and comfortable workplace climate for employees because conditions that are not ideal for employees will cause various conflicts and complaints that can affect employee performance. The complaints felt by employees while working at PT. Pertamina EP is significantly related to the items of Job Satisfaction, Organizational Commitment, and Organizational Justice. This research was conducted to find the relationship between the three independent variables and their effect on employee performance. The research method used is cross-sectional with a closed questionnaire survey with a 5-point Linkert scale. The study involved 365 employees who responded to the questionnaire from the operator level to the senior manager. To support the conclusions and implementation plan, statistical data processing was carried out using SPSS software version 25.0, which consisted of instrument testing and hypothesis tests. The statistical analysis results show that Organizational Commitment is the most powerful variable and positively affects employee performance. In comparison, the variables of Job Satisfaction and Organizational Justice have no influence and relationship on employee performance. So, when viewed simultaneously, the relationship between the three independent variables on employee performance also shows a weak positive relationship. Through the partial hypothesis, it can be concluded that the implementation of the plan to improve working conditions will be specified for factors that can affect Organizational Commitment, namely by causing conformity of organizational goals and values to employees, willingness to make more effort for the sake of the organization, and the desire to maintain membership in the organization. This approach is expected to impact improving employee performance at PT. Pertamina EP, which at the same time will have an impact on better company performance.