Work performance, organizational commitments and rewards system on job satisfaction: Evidence from government organization in Indonesia

Abstract

The purpose of this research was to determine the effect of extrinsic rewards and intrinsic rewards on job satisfaction with organizational performance and commitment as an intervening variable in the organization of the Pekanbaru city region. The data used in this study were primary data which were obtained by distributing questionnaires and conducting direct interviews with Pekanbaru City government institution (OPD) staff. The population in this study was all the staffs of Pekanbaru city institution (OPD). In this study, the total number of institutions in Pekanbaru was 43 institutions. The sample used by researchers was Pekanbaru city institution employees, approximately 109 respondents. Data analysis in this study used Structural Equation Modelling-Partial Least Square (SEM-PLS) with WarPLS version 5.0. The results of this study indicated: extrinsic and intrinsic rewards did not directly influence job satisfaction, extrinsic and intrinsic rewards had direct effect organizational performance and commitment, and performance could not be intervening between extrinsic rewards for job satisfaction, whereas organizational commitment was mediating between intrinsic rewards and job satisfaction.

Keywords

• reward
• performance
• organizational commitment
• job satisfaction