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This study aims to determine the effect of commitment and organizational culture on employee engagement at DC Yogya Group Cikoneng Branch, Tasikmalaya. The method used is a case study, data obtained through questionnaires to the number of employees working at DC Yogya Group Cikoneng Branch. Sampling using saturated sample technique and the method of analysis used is multiple linear regression analysis method. From the results of the study indicate that commitment, organizational culture and employee engagement are included in the low classification. Simultaneously commitment and organizational culture have a significant effect on employee engagement at DC Yogya Group Cikoneng Branch. Partially, the commitment variable has a significant effect on employee engagement at the DC Yogya Group Cikoneng Branch, and the organizational culture variable has a significant effect on employee engagement at the DC Yogya Group Cikoneng Branch.  

The objective of this study is to analyze the impact of organizational commitment and job satisfaction on personnel performance, with work discipline as a mediating variable. The study population includes all 115 employees of the Support Company, Yonif 753/AVT Korem 173/PVB Kodam XVII/Cenderawasih, with a sample size of 98 respondents selected using the census method. Data were analyzed using regression analysis and processed with SPSS. The results indicate that organizational commitment and job satisfaction have a positive and significant effect on work discipline. Work discipline also has a positive and significant impact on personnel performance. Furthermore, organizational commitment and job satisfaction positively and significantly influence personnel performance. The Sobel test demonstrates that work discipline can mediate the effects of organizational commitment and job satisfaction on personnel performance

Research was conducted to analyze the effect of work environment, work stress, workload on turnover intention through organizational commitment. Sampling based on purposive sampling technique as many as 120 respondents with the criteria of project logistics division employees at PT Pos Logistics. The results concluded that the work environment has a negative and significant effect on turnover intention; work stress and workload have a positive and significant effect on turnover intention. The effect of organizational commitment as an intervening variable shows that the work environment has a negative and significant effect on turnover intention; work stress price and workload have a positive and significant effect on turnover intention.

This study aims to determine the effect of Total Quality Management (TQM), work motivation, and organizational commitment on managerial performance at PT Semen Padang using a quantitative approach method. The population in the study were all managers and senior managers working at PT Semen Padang totaling 140 people. In this study, the sampling technique used the purposive sampling method. The sources in this study were employees who held managerial positions at PT Semen Padang. The data collection method that will be used in this study is a questionnaire. Data were processed using SPSS 25.0. The results of the study indicate that Total Quality Management and work motivation have a positive and significant effect on managerial performance, organizational commitment does not have a significant effect on managerial performance. Total quality management, work motivation and organizational commitment have a significant positive effect on managerial performance at PT Semen Padang.

Interpersonal communication is communication between a communicator and a communicant. This type of communication is considered the most effective in changing someone's attitude, opinion or behavior, because of its dialogic nature in the form of a conversation. Commitment to the organization means the level of trust and acceptance of the workforce towards the goals of the organization and the desire to remain in the organization which is ultimately reflected in the problems above. This research has several objectives, namely to analyze interpersonal communication skills between school principals and Telekomedika Vocational School teachers and to analyze the organizational commitment of Telekomedika Vocational School teachers. This research uses descriptive qualitative, with the data collected mostly in the form of words or images rather than numbers. The subjects in this research were leaders, teachers and staff at Bogor Telekomedika Vocational School. The research carries out analysis of the data obtained through interviews and other documents by combining and selecting data that is close to suitability related to the research study. The results of the research show that interpersonal communication can be done by improving communication so that they are more motivated to complete the work given by the organization, developing a positive attitude and attention to work in each teacher, setting work goals and trying to improve teachers' work knowledge. It is known that teachers' organizational commitment at Telekomedika Vocational Schools means that teachers as educators and instructors should have a commitment to the organization as a process that is not only limited to creating new ideas or thoughts.  The idea must be implemented through an adoption process, and adoption is the decision to use commitment to the organization as a whole as the best course of action. 

This study aims to explore efforts to improve teacher professionalism and determine the supporting and inhibiting factors of the madrasah principal's efforts at MTS Arrabi Tamansuruh. Using a qualitative descriptive approach, data collection methods include observation, interviews, and documentation. Data were analyzed using an interactive analysis model. The results of the study indicate that the madrasah principal plays an important role in improving the personality and skills of teachers through role models. In addition, increasing capacity through training, implementing teacher working group (KKG) programs to providing facilities and resources. The madrasah principal also focuses on motivating and rewarding teachers. In addition, several supporting factors are also listed, including managerial support, availability of resources, teacher motivation, partnerships and collaboration. While inhibiting factors include lack of support from human resources in accordance with the field of science, lack of awareness, teacher commitment, changes in curriculum and policies and budget constraints that prevent teachers from participating in training and self-development.

The increasingly tight level of business competition has resulted in companies being faced with the challenge of improving employee performance in order to maintain the company's survival. Employee performance itself is a fairly complex problem where the level of performance can be influenced by a number of factors such as organizational commitment and job training. Work loyalty is also expected to moderate between Organizational Commitment and Training. Because employees who have a high sense of loyalty can work optimally and have a high sense of responsibility for what they do. This study aims to determine the effect of Organizational Commitment and Training on Employee Performance through Loyalty as a moderating variable at PT Bunga Jaya Jati Bintang Company. This study uses a quantitative approach with data collection techniques using questionnaires. The population of this study was 60 employees with a sample of 60 employees, who were selected as a whole and analyzed using the SPSS (Statistical Package for the Social Sciences) version 26 analysis tool. The results of this study indicate (1) Organizational Commitment has a positive and significant effect on Employee Performance, (2) Training has a positive and significant effect on Employee Performance, (3) Loyalty can moderate (strengthen) the effect of Organizational Commitment on Employee Performance, and (4) Loyalty can moderate (strengthen) the effect of Training on Employee Performance.

In a change towards what is desired, change management is needed to provide stimulus and also a supervisory and control function in each change process. In this case study, KPP PMB succeeded in carrying out development and obtaining the ZIWBK predicate through three change management implementation processes. The first stage, namely Re-freezing, at this stage it is hoped that all stakeholders will be aware of the need for change, on the basis of which they are required to form an organizational structure to make changes along with the work program that will be delivered. The second stage is the change stage, this stage changes begin to be carried out by executing all the work programs that have been created, socialization from change agents is very necessary to communicate the goals and regulations changed by the organization as well as the commitment of all employees in making changes in behavior, mindset and culture . Changes that have been successfully implemented must be maintained according to documented standards and also carried out regular evaluations in accordance with the aim of the last stage, namely refreezing.

Organizational citizenship behavior is an important factor for company progress, because it is voluntary behavior outside the official job description and can increase company effectiveness and efficiency. This study aims to analyze the influence of Work Environment, Organizational Commitment, and Emotional intelligence on Organizational citizenship behavior at PT Berau Karetindo Lestari South Jakarta. This research is a quantitative study with a sample size of 110 respondents. The sampling method uses probability sampling with simple random sampling technique. Data was collected through a questionnaire with a Likert scale which was processed using Microsoft Excel 2007 software and SPSS Version 26 software. The data analysis used is correlation and multiple linear regression analysis. The results of this study indicate that Work Environment has a positive and significant effect on Organizational citizenship behavior, Organizational Commitment has a positive and significant effect on Organizational citizenship behavior, Emotional intelligence has a positive and significant effect on Organizational citizenship behavior, and Work Environment, Organizational Commitment, and Emotional intelligence simultaneously have a positive and significant effect on Organizational citizenship behavior.

This study analyzes the employee performance assessment system at the Malang Regency Transportation Office, based on observations and interviews with several employees. Performance assessments are carried out annually with quarterly evaluations by the head of the sub-division. Evaluations include employee performance, financial administration, and staffing. The assessment process involves several stages: Annual Work Plan (RKT), Performance Agreement, Employee Performance Targets (SKP), and the use of the "SIAP KERJA" Application. The RKT is prepared as an elaboration of the Agency's strategy and facilitates program evaluation. A Performance Agreement is a commitment document between leaders and subordinates related to the implementation of tasks with performance indicators. SKP includes targets that must be achieved in a certain period, measured based on quantity, quality, time, and cost. The results of this assessment are then summarized in the "SIAP KERJA" Application, which experiences technical problems such as frequent errors or maintenance. The suggested solution is to fill in daily activities regularly. This performance assessment aims to improve the integrity, accountability, transparency, and performance of the apparatus, as well as be the basis for evaluation, awards, and sanctions to employees.

This research aims to determine the influence of organizational commitment, work experience, professionalism and auditor education on consideration of the level of audit methodology for auditors working in public accounting firms in the South Jakarta and West Jakarta regions in 2024. The data sampling technique involves distributing questionnaires directly to respondents. The research population was auditors who worked in 9 Public Accounting Firms and obtained 78 questionnaires and all questionnaires could be processed. The data processing used was multiple linear regression analysis, tested using the Statistical Package For The Social Science (SPSS) program version 22 and Microsoft Excel 2010. Based on the research results, it can be concluded that organizational commitment (X1) and auditor education (X4) have a significant effect on consideration of audit materiality level (Y), while work experience (X2) and professionalism (X3) have no effect on consideration of audit materiality level (Y).

In building good teacher performance, it is necessary to provide additional allowances to improve teacher welfare. This will lead to teacher commitment in educating. This study aims to determine the impact of providing additional allowances and commitment on teacher performance. The research location is at MI Al-Ittihad Kalianyar Jogoroto Jombang using qualitative research that relies on observations, interviews, and documentation on the object of research so as to produce data that describes in detail. With the results of the study that the provision of additional allowances provided by the principal at MI Al-Ittihad Kalianyar Jogoroto Jombang has an impact on improving teacher performance such as teachers willing to work overtime to do the tasks given by the school. In addition, the commitment of teachers at MI Al-Ittihad Kalianyar Jogoroto Jombang is high and can be seen by the enthusiasm and activity of the teachers in carrying out various ideas in the learning process..         

The aim of this research was to determine and analyze the role of self-control in mediating the influence of organizational commitment, work environment, and work stress on cyberloafing behavior among employees of the Religious Court Regional Coordinator I of the High Religious Court of Bandung. The method used in this study was a survey with a descriptive quantitative approach. The sample size in this study was 230 respondents, determined using the saturated sample technique. Using Partial Least Square-Structural Equation Model (PLS-SEM), the study found that organizational commitment and work environment had a significant positive effect on self-control, while work stress had a significant negative effect on self-control. Organizational commitment had a significant negative effect and work stress had a significant positive effect on cyberloafing behavior, while work environment had no effect on cyberloafing behavior. Self-control had a significant negative effect on cyberloafing behavior. Self-control was able to mediate the influence of organizational commitment, work environment, and work stress on cyberloafing behavior among employees of the Religious Court Regional Coordinator I of the High Religious Court of Bandung.

Cyberloafing, or employees engaging in non-work-related internet activities, has become a prevalent issue for many companies. Finding out how organizational commitment and workload affect cyberloafing behavior in nurses at the Lampung Province Regional Mental Hospital (RSJD) is the goal of this study. The basic data for this study came from a Likert scale questionnaire. There were 115 nurses in the research sample, and SPSS 29 software was utilized for the multiple linear regression analysis of the data. The study's findings provided evidence in favor of the premise that organizational commitment and workload significantly and negatively influence cyberloafing behavior. The recommendation for the Lampung Province Mental Hospital is to help create an atmosphere where nurses can feel content and at ease at work, as well as to inculcate positive values in them. The Lampung Provincial Mental Hospital ought to establish guidelines for the equitable distribution of nursing responsibilities. To lower the amount of cyberloafing among nurses, the Lampung Provincial Mental Hospital must also implement specific internet usage guidelines.

The aim of this research is to examine and measure both partially and simultaneously the influence of compensation, work environment and organizational commitment on employee job satisfaction. To find out the factors that have the most dominant influence on employee job satisfaction. This research was conducted on employees of PT Giri Aneka Usaha (Perseroda) Wonogiri Regency. In this study, the population was all employees of PT Giri Aneka Usaha (Perseroda) Wonogiri Regency, namely 71 employees. Considering that the population size in this study is not too large, the entire population in this study, totaling 71 employees, was taken as a sample. Thus, this research is a population/census research. The sampling technique uses saturated sampling. The research results found that both partially and simultaneously compensation, work environment and organizational commitment had a positive effect on employee job satisfaction. It was also found that compensation had the most dominant influence on employee job satisfaction. Job satisfaction of PT Giri Aneka Usaha (Perseroda) Wonogiri Regency employees is influenced by compensation, work environment and organizational commitment by 94.20%, while the remaining 5.80 is influenced by other variables outside this research model.

This research discusses the influence of communication, work motivation, and work commitment on employee performance. Effective communication in the workplace plays an important role in building good relationships between managers and employees as well as between employees. High work motivation can increase employee productivity and work quality, while strong work commitment leads to high loyalty and dedication to the organization. This research uses a survey method by distributing questionnaires to employees at the same level from service companies. The collected data is analyzed using statistical techniques such as regression to identify relationships between these variables. The research results show that effective communication significantly contributes to improving employee performance. Work motivation has also been proven to have a strong influence on performance, with employees who feel motivated tending to be more productive and innovative. Apart from that, the level of employee work commitment to the organization also influences their performance positively. Employees who have high levels of commitment tend to show lower levels of absenteeism and greater loyalty to their companies. The implication of these findings is that organizations need to pay attention to and improve internal communication strategies, develop effective work motivation programs, and promote strong work commitment bonds to improve overall employee performance.      

This study is a quantitative research. The purpose of this research is to analyze the influence of work engagement on employee performance with organizational commitment as an intervening variable. The subjects of this study are the employees of Class IIA Correctional Facility in Sidoarjo. The sampling technique used in this study is a census, where data is obtained from the entire population. The data collection method involves a questionnaire containing 44 questions. The respondents in this study consist of 107 employees in the production department. Data analysis is conducted using SPSS. The results of this study indicate that work engagement influences organizational commitment, organizational commitment influences performance, and work engagement influences performance. Furthermore, organizational commitment cannot mediate the influence of work engagement on performance.  

This research aims to find out how much influence work motivation and commitment has on the performance of state civil servants at the Deli Serdang Regency Land Office. Sampling The samples used in this research were all state civil servants at the Deli Serdang Regency Land Office except the Head of the Deli Serdang Regency Land Office, so there were 92 people present. In this research, the data used is primary data, then continued with path analysis. The results of the analysis show that there is a positive and significant influence between motivation and performance. This means that better motivation can improve the performance of state civil servants at the Deli Serdang Regency Land Office. There is a positive and significant influence between work commitment and performance. This means that an increase in work commitment that is getting better can improve the performance of state civil servants at the Deli Serdang Regency Land Office. There is a positive and significant influence between motivation and work commitment on performance. This means that motivation which is interrelated with better work commitment can improve the performance of state civil servants at the Deli Serdang Regency Land Office.

This research begins with the discovery of problems related to the low resilience of employees in dealing with work pressure in the Pangeran Beach Hotel Padang environment. This study aims to analyze the effect of employee resilience on organizational citizenship behavior mediated by organizational commitment at Pangeran Beach Hotel Padang.  The research population was 110 employees of Pangeran Beach Hotel Padang with purposive sampling method obtained a sample of 86 respondents. The data analysis method uses descriptive statistical tests and SmartPLS 3.0. The results of the research seen from direct hypothesis testing employee resilience has a positive and significant effect on OCB with a statistical t value of 3.947, employee resilience has a positive and significant effect on organizational commitment with a statistical t value of 3.938, organizational commitment has a positive and significant effect on OCB with a statistical t value of 2.751, and indirect results employee resilience has no significant effect on OCB through organizational commitment with a statistical t value of 1.700 which is smaller than 1.96.

The purpose of the study was to determine the role of compensation and healthy work environment in encouraging teacher work loyalty. Case study at RA H. Achmad Ali, Surabaya. The analysis technique used is qualitative descriptive analysis technique, with data collection techniques conducted through interviews and observations. This research method uses a qualitative descriptive approach. The results of the analysis obtained that the compensation obtained by RA H. Achmad Ali teachers is in the form of salaries, allowances, and transportation given once a month. Although with a relatively low nominal compensation does not have a significant impact as a driver of teacher work loyalty, because their commitment is grown from healthy work environment factors that they experience while working. This is evidenced by the running of the learning process in accordance with the rules and objectives, and proven by the length of service of teachers at RA H. Achmad Ali, Surabaya. So it can be concluded that the role of compensation is not significant in encouraging teacher work loyalty, while the role of a healthy work environment is significant and influential in encouraging teacher work loyalty at RA H. Ach Ali, Surabaya.