Human Resource Performance Improvement Model Based on Intrinsic Motivation and Affective Commitment, Continuance Commitment and Normative Commitment as Mediating Variables
Abstract
This study aims to analyze the role of intrinsic motivation in improving human resource performance, with the dimensions of organizational commitment, namely affective commitment, continuance commitment, and normative commitment as mediating variables at the Semarang Medium Tax Office (KPP Madya Semarang). Specifically, this study wants to examine how intrinsic motivation affects the three dimensions of organizational commitment and how the three dimensions affect human resource performance. This study used an explanatory quantitative approach, with a sampling method involving 118 human resources who had more than three years of service at the Semarang Madya Tax Office. Data were collected through a structured questionnaire distributed through Microsoft Forms using a 5-point Likert scale. The relationship between variables was analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS software. Intrinsic motivation is proven to increase organizational commitment. Organizational commitment is also proven to be able to improve human resource performance as well as being able to mediate the relationship between intrinsic motivation and human resource performance. This study strengthens the theory of organizational commitment by examining the mediating role of these three dimensions in the relationship between intrinsic motivation and human resource performance. This provides new insights into how organizational commitment can be a mechanism that bridges motivation and performance. This research also enriches the understanding of how intrinsic motivation can influence organizational commitment, especially in the context of public service organizations such as the Directorate General of Taxes. Organizations need to implement strategies to increase intrinsic motivation through recognition of achievement, rewards, and self-development. This study also supports more effective and sustainable human resource development, both in academic and practical contexts, particularly within the KPP Madya Semarang.
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