Article Sidebar

Download
PDF
Statistic
Read Counter : 13 Download : 6

Main Article Content

Abstract

With the development of information technology, the need for fast information becomes crucial for government attention. The formation of the Community Information Group (KIM) is a solution to increase public knowledge. This study aims to determine and analyze the influence and support of the organization on the performance of the management of the Community Information Group (KIM) in Jember Regency through affective commitment. This study uses descriptive and verification methods with a quantitative approach. The research sample was 168 respondents selected using purposive sampling techniques from a total population of 672 KIM managers. Data was collected through questionnaires, observations, documentation, and interviews. Data were analyzed using the Structural Equation Model (SEM) with the WarpPLS 8.0 program. The results showed that the minimum work and organizational support significantly affected KIM members' performance and affective commitment. Work flexibility allows members to manage their time and work methods more efficiently, increasing productivity and emotional commitment to the organization. Organizational support improves performance by providing the necessary resources and strengthening members' emotional ties to common goals. Both factors, both directly and through affective commitment, encourage KIM members to work optimally and effectively. The practical implications of this study emphasize the importance of implementing more adaptive work policies to increase alertness and strengthen organizational support through adequate training, resource provision, and rewards. This will create a supportive and empowering work environment, resulting in members who are not only high performers but also have loyalty and dedication to achieving common goals.

Keywords

Work Flexibility Organizational Support Affective Commitment Performance KIM Jember

Article Details

Creative Commons License

This work is licensed under a Creative Commons Attribution 4.0 International License.

How to Cite
Dewi, A., Herlambang, T., Martini, N. N. P., Qomariah, N., & Ridwan, W. (2025). Mediation of Affective Commitment: The Impact of Work Flexibility and Organizational Support on Community Information Performance. Ilomata International Journal of Social Science, 6(2), 593-609. https://doi.org/10.61194/ijss.v6i2.1676

References

  1. Abadi, M. D., & Taufiqurrahman, A. (2023). Fleksibilitas Kerja, Insentif dan Motivasi Kerja terhadap Kinerja Driver Grabbike Lamongan Work Flexibility, Incentives and Work Motivation on Lamongan Grabbike Driver Performance. Jurnal Media Komunikasi Ilmu Ekonomi, 40(Juni), 30–40. https://doi.org/10.58906/melati.v40i1.97
  2. Affandi, H. A., Achmad Rozi, S. E., MM, C., Sunarsi, D., & others. (2021). Manajemen SDM strategik. Bintang Visitama.
  3. Amin, M. S. (2022). Organizational Commitment, Competence on Job Satisfaction and Lecturer Performance: Social Learning Theory Approach. Golden Ratio of Human Resource Management, 2(1), 40–56. https://doi.org/10.52970/grhrm.v2i1.156
  4. Astuty, I., & Udin. (2020). The Effect of Perceived Organizational Support and Transformational Leadership on Affective Commitment and Employee Performance. The Journal of Asian Finance, Economics and Business, 7(10), 401–411. https://doi.org/10.13106/JAFEB.2020.VOL7.NO10.401
  5. Caesens, G., & Stinglhamber, F. (2020). Toward a more nuanced view on organizational support theory. Frontiers in Psychology, 11, 476. https://doi.org/10.3389/fpsyg.2020.00476
  6. Cesário, F., & Chambel, M. J. (2019). Linking organizational commitment and work engagement to employee performance. Knowledge and Process Management, 26(2), 152–158. https://doi.org/10.1002/kpm.1596
  7. Chen, T., Hao, S., Ding, K., Feng, X., Li, G., & Liang, X. (2020). The impact of organizational support on employee performance. Employee Relations, 42(1), 166–179. https://doi.org/10.1108/ER-01-2019-0079/FULL/XML
  8. Davidescu, A. A. M., Apostu, S. A., Paul, A., & Casuneanu, I. (2020). Work flexibility, job satisfaction, and job performance among romanian employees-Implications for sustainable human resource management. Sustainability (Switzerland), 12(15). https://doi.org/10.3390/su12156086
  9. Febriyanti, M. N., & Qomariyah, L. (2023). Pengaruh Budaya Organisasi dan Fleksibilitas Terhadap Komitmen Organisasi Pada Karyawan di Perusahaan Rintisan (Startup). Borobudur Psychology Review, 3(1), 16–29. https://doi.org/10.31603/BPSR.9278
  10. Garg, K., Dar, I. A., & Mishra, M. (2020). Job satisfaction and work engagement: A study using private sector bank managers. Advances in Developing Human Resources, 22(1), 6–23. https://doi.org/10.1177/1523422320907048
  11. Griffin, R. W. (2019). Fundamentals of Management. Cengage Learning.
  12. Hendri, M. I. (2019). The mediation effect of job satisfaction and organizational commitment on the organizational learning effect of the employee performance. International Journal of Productivity and Performance Management, 68(7), 1208–1234. https://doi.org/10.1108/IJPPM-05-2018-0174
  13. Imran, M. Y., Elahi, N. S., Abid, G., Ashfaq, F., & Ilyas, S. (2020). Impact of perceived organizational support on work engagement: Mediating mechanism of thriving and flourishing. Journal of Open Innovation: Technology, Market, and Complexity, 6(3), 82. https://doi.org/10.3390/joitmc6030082
  14. Iskamto, D. (2022). Analysis of The Impact of Competence on Performance: An Investigative In Educational Institutions. Asean International Journal of Business, 1(1), 68–76. https://doi.org/10.54099/AIJB.V1I1.74
  15. Jufrizen, J., Sari, M., Muslih, M., & Purnama, N. I. (2021). The role of moderation of organizational support on social capital effects on performance of lecturers. Independent Journal of Management & Production, 12(2), 450–469. https://doi.org/10.14807/IJMP.V12I2.1304
  16. Kim, B. J., Nurunnabi, M., Kim, T. H., & Jung, S. Y. (2018). The influence of corporate social responsibility on organizational commitment: The sequential mediating effect of meaningfulness of work and perceived organizational support. Sustainability (Switzerland), 10(7). https://doi.org/10.3390/SU10072208
  17. Kim, K. Y., Eisenberger, R., & Baik, K. (2016). Perceived organizational support and affective organizational commitment: Moderating influence of perceived organizational competence. Journal of Organizational Behavior, 37(4), 558–583. https://doi.org/10.1002/job.2081
  18. Larson, B. Z., Vroman, S. R., & Makarius, E. E. (2020). Remote Work: Redesign Processes, Practices and Strategies to Engage a Remote Workforce. Kogan Page.
  19. Lie, D. (2021). Buku Pengembangan dan Budaya Organisasi. Yayasan Kita Menulis.
  20. Loan, L. T. M. (2020). The influence of organizational commitment on employees’ job performance: The mediating role of job satisfaction. Management Science Letters, 10(14), 3307–3312. https://doi.org/10.5267/j.msl.2020.6.007
  21. Mahapatro, B. (2022). Human Resource Management. New Age International (P) Ltd., Publishers.
  22. Meneghel, I., Salanova, M., & Martínez, I. M. (2022). Feeling good strengthens us: How team resilience mediates between positive emotions and team performance. Journal of Happiness Studies, 23, 1709–1730. https://doi.org/10.1007/s10902-021-00421-1
  23. Neeley, T. (2021). Remote Work Revolution: Succeeding from Anywhere. Harper Business.
  24. Pandey, J. (2019). Factors affecting job performance: an integrative review of literature. Management Research Review, 42(2), 263–289. https://doi.org/10.1108/MRR-02-2018-0051
  25. Pradhan, S., & Jena, L. K. (2019). Does meaningful work explains the relationship between transformational leadership and innovative work behaviour? Vikalpa, 44(1), 30–40. https://doi.org/10.1177/0256090919832434
  26. Pryor, C., Li, C., Sergeeva, A. V., & Pryor, I. S. (2021). In Loving Hands: How Founders’ Affective Commitment Strengthens the Effect of Organizational Flexibility on Firms’ Opportunity Exploitation and Performance. Frontiers in Psychology, 12. https://doi.org/10.3389/FPSYG.2021.623847
  27. Qomariyah, N. (2020). MANAJEMEN SUMBER DAYA MANUSIA (Teori, Aplikasi dan Studi Empiris). CV. Pustaka Abadi.
  28. Rahman, M. S., Mannan, M., Hossain, M. A., & Zaman, M. H. (2019). Patient’s behavioral intentions: public and private hospitals context. Marketing Intelligence & Planning, 37(4), 353–371. https://doi.org/10.1108/MIP-08-2018-0342
  29. Rhoades, L., & Eisenberger, R. (2020). Perceived Organizational Support: A Focus on the Leader-Member Relationship. Routledge.
  30. Ribeiro, N., Duarte, A. P., & Filipe, R. (2020). How authentic leadership promotes individual performance: Mediating role of organizational citizenship behavior and creativity. International Journal of Productivity and Performance Management, 69(9), 1–15. https://doi.org/10.1108/IJPPM-06-2019-0318
  31. Rusmita, I., Amin, S., Wilian, R., Studi Manajemen, P., Ekonomi dan Bisnis, F., Jambi, U., kunci, K., karyawan, K., karyawan, K., Dukungan Organisasi, P., korespondensi Alamat Institusi, A., Jambi -Muara Bulian No, J. K., Darat, M., Jambi Luar Kota, K., & Muaro Jambi, K. (2022). Pengaruh Persepsi Dukungan Organisasi Terhadap Kinerja Karyawan Dengan Keterikatan Karyawan Sebagai Variabel Mediasi. Journal of Applied Management Research, 2(2), 100–109. https://doi.org/10.36441/JAMR.V2I2.1227
  32. Sabir, I., Ali, I., Majid, M. B., Sabir, N., Mehmood, H., Rehman, A. U., & Nawaz, F. (2022). Impact of perceived organizational support on employee performance in IT firms – a comparison among Pakistan and Saudi Arabia. International Journal of Organizational Analysis, 30(3), 795–815. https://doi.org/10.1108/IJOA-10-2019-1914/FULL/XML
  33. Saputro, I. E., Bairizki, A., Hidayat, S., Tinggi, S., Ekonomi, I., & Mataram, A. (2021). Pengaruh Kompensasi Dan Fleksibilitas Kerja Driver Grab Terhadap Kinerja Dan Motivasi Sebagai Variabel Intervening Di Mataram. Jurnal Bina Bangsa Ekonomika, 14(1), 24–45. https://doi.org/10.46306/JBBE.V14I1.26
  34. Siregar, D. A. A., Pasaribu, F., Aman, P. T., Kuala, B., Dicky, T., Siregar, A. A., & Pasaribu, F. (2022). Pengaruh Dukungan Organisasi Dan Kompensasi Terhadap Kinerja Awak Kapal Tunda Melalui Kepuasan Kerja Pada PT. Aman Bahari Kuala Tanjung. Jesya (Jurnal Ekonomi Dan Ekonomi Syariah), 5(1), 215–228. https://doi.org/10.36778/JESYA.V5I1.620
  35. Siskayanti, N. K., & I Gede Sanica. (2022). Pengaruh Fleksibilitas Kerja, Motivasi Kerja dan Stres Kerja Terhadap Kinerja Karyawan BPJS Ketenagakerjaan Bali Denpasar Selama Work from Home. Jurnal Pendidikan Manajemen Perkantoran, 7(1), 92–108. http://ejournal.upi.edu/index.php/jpmanper
  36. Siskayanti, N. K., & Sanica, I. G. (2022). Pengaruh Fleksibilitas Kerja, Motivasi Kerja dan Stres Kerja Terhadap Kinerja Karyawan BPJS Ketenagakerjaan Bali Denpasar Selama Work from Home. JURNAL PENDIDIKAN MANAJEMEN PERKANTORAN, 7(1), 92–108. http://ejournal.upi.edu/index.php/jpmanper
  37. Spencer, L. M., & Spencer, S. M. (2020). Competence at Work: Models for Superior Performance. John Wiley & Sons.
  38. Udin, U., Dananjoyo, R., Shaikh, M., & Vio Linarta, D. (2022). Islamic Work Ethics, Affective Commitment, and Employee’s Performance in Family Business: Testing Their Relationships. SAGE Open, 12(1). https://doi.org/10.1177/21582440221085263
  39. Wahyudi. (2020). KOMITMEN ORGANISASI Kajian: Manajemen Sumber Daya Manusia.
  40. Wahyuni, S. I., & Cahyono, K. E. (2022). Pengaruh Motivasi, Kepuasan Kerja Dan Fleksibilitas Kerja Terhadap Kinerja Driver Grab Di Surabaya. Jurnal Ilmu Dan Riset Manajemen (JIRM), 11(11). http://jurnalmahasiswa.stiesia.ac.id/index.php/jirm/article/view/5014