Human Resource Performance Improvement Through Organizational Climate-Moderated Affective Commitment

Abstract

This study aims to examine the organizational climate and affective commitment that influence human resource performance. The sample in this study was all human resources in the Public Works and Spatial Planning Service of West Kotawaringin Regency totaling 60 people, using a questionnaire distributed directly via google form to obtain objective data as well as a research instrument. Data analysis using Partial Least Square (PLS) version 3.2.9 with a structural equation model and factor analysis and path analysis to test the hypothesis and assess the mediation effect of the variables. The results of this study indicate that organizational climate has a positive and significant effect on human resource performance of 2.841> t-table (1.671) with a P-Value of 0.002 < 0.05. Affective commitment has a positive and significant effect on human resource performance of 4.499> t-table (1.671) with a P-Value of 0.000 < 0.05 and organizational climate has a positive and significant effect on affective commitment of 1.988> t-table (1.671) with a P-Value of 0.024 < 0.05. moderated regression analysis test, namely there is a moderating effect, namely organizational climate * affective commitment which has an original sample value of -0.179 which is negative with a P-Value of 0.024 < 0.05. Therefore, it can be concluded that organizational climate has a role in weakening affective commitment to human resource performance significantly.