Impact of Employee Commitment and Engagement on Civil Servants Performance in Tasikmalaya, West Java Deddy Mulyana
Universitas Pendidikan Indonesia
Abstract
Background: Organizations have been working in an era where change becomes obvious and thus, they hardly would continue doing their business if they depend only on the employees^ role performance that is obliged to do. Organizational commitment has become one of the most popular work attitudes studied by practitioners and researchers because of its considerable impact on employee performance. Likewise, employee engagement is seen as a way of working designed to ensure that employees are committed to the goals and values of their organization, and motivated to contribute to the success of the organization. Objective: To investigate the impact of employee commitment and engagement on the performance of civil servants in the Tasikmalaya City Government. Methods: The research population is civil servants in the Tasikmalaya government totaling 92 respondents using a simple random sampling technique. The research method uses a quantitative approach with a two-way ANOVA test to see the difference in mean. Result: Employee commitment and engagement can affect the performance of civil servants by 61.4%. Organizational commitment is not statistically significant so it does not affect the performance of civil servants, while employee engagement can affect the performance of civil servants. Employee attachment to the agency makes employees feel part of the agency and will do work according to agency targets, providing full support for agency policies and work discipline.
