The Effect of Compensation and Workload on Organizational Commitment Through Job Satisfaction as a Mediating Variable (Case Study: PT. Aneka Bumi Pratama Jambi)

Rudianto; Dewi Susita; Umi Widyastuti

doi:10.59890/ijarss.v2i11.75

Authors

Rudianto Universitas Negeri Jakarta
Dewi Susita Universitas Negeri Jakarta
Umi Widyastuti Universitas Negeri Jakarta

DOI:

https://doi.org/10.59890/ijarss.v2i11.75

Keywords:

Compensation, Workload, Work Satisfaction, Commitemnt Organization

Abstract

Organizational commitment is essential within a company. This commitment includes the strength, feelings, and emotional ties of members in determining whether to remain in the organization, demonstrated through loyalty, dedication, and high involvement, or to seek employment elsewhere. PT. Aneka Bumi Pratama Jambi, a large industrial company, expects commitment from its employees to achieve organizational goals. This study uses job satisfaction as a mediating variable to examine how workload and pay affect organizational commitment. The research utilized Structural Equation Modeling (SEM) with PLS 4.1 software, analyzing primary data collected through a Likert-scale questionnaire (range 1–5) from 185 permanent employees at PT. Aneka Bumi Pratama Jambi. The study's findings demonstrate that workload and compensation significantly and favorably impact job satisfaction.; Workload, compensation, and job satisfaction all significantly and favorably impact organizational commitment. However, While job satisfaction can mediate the impact of workload on organizational commitment, it does not mediate the link between remuneration and organizational commitment.

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