Influence of Locus of Control and Organizational Commitment on Job Satisfaction Moderated by Organizational Culture and Its Impact on Job Performance (Study of Pemda Aceh Employee)
The Journal of Economic and Sustainable Development, Forthcoming
14 Pages Posted: 22 Jul 2014
Date Written: July 21, 2014
This study purpose is to examine and explain organizational culture in workplace as a moderation variable the effect of organizational commitment and locus of control on employee’s job satisfaction. Data collected by survey method using questionnaire instruments. Sampling technique is proportional stratified random sampling. Samples are 200 Local Government at Aceh province in Indonesia. Hypothesis testing used is Structure Equation Model (SEM). These research results show that good commitment can increase job satisfaction. However, locus of control had no significant effect on job satisfaction. High job satisfaction significantly improves employee’s performance. Better culture in workplace will lowers job satisfaction of more commitment employee. This is evidenced by significant negative interaction of commitment on culture in workplace (Quasi moderation). Culture merely becomes predictor the interaction of locus of control and culture in workplace to increase job satisfaction (Predictor moderation). This research originality is to provide evidence that moderation role of culture at workplace weaken the effect of commitment on job satisfaction, and culture in workplace moderation strengthens the effect of locus of control on job satisfaction.
Keywords: Commitment, Locus of Control, Culture, Satisfaction, Employee Performance
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