Empirical Study on Employee Performance That is Influenced by Human Capital Through Affective Commitment Sub-District Employees in Indonesia

Yumhi Yumhi

Abstract


This study aims to explore employee performance which is influenced by human capital, and social capital through affective commitment. Using a causal study through a survey of sub-district employees throughout Indonesia who were taken by Pandegelang district using a purposive sample, a total of 68 samples were obtained. The method used is a quantitative survey method using path analysis. The results of the study found that human capital and social capital affected affective commitment, then human capital, and social capital affected employee performance, then affective commitment affected employee performance. The first and second structure tests show that human capital and social capital have a stronger influence on employee performance through affective commitment. The implication is that if human capital and social capital are increased, it will result in increased performance, in addition to increasing affective commitment. Thus, organizations need to consider the variables of human capital, social capital, and affective commitment in planning and developing human resources in the Pandeglang District.


Keywords


human capital, social capital, affective commitment, Job performance, Pandeglang District.

Full Text:

PDF

References


Allen, N. J., & Meyer, J. P. (1996). Affective, continuance, and normative commitment to the organization: An examination of construct validity. Journal of Vocational Behavior, 49(3). https://doi.org/10.1006/jvbe.1996.0043

Baig, S. A., Iqbal, S., Abrar, M., Baig, I. A., Amjad, F., Zia-ur-Rehman, M., & Awan, M. U. (2021). Impact of leadership styles on employees performance with moderating role of positive psychological capital. Total Quality Management and Business Excellence, 32(910). https://doi.org/10.1080/14783363.2019.1665011

Carlos, V. S., & Rodrigues, R. G. (2016). Development and Validation of a Self-Reported Measure of Job Performance. Social Indicators Research. https://doi.org/10.1007/s11205-015-0883-z

Cendani, C., & Tjahjaningsih, E. (2016). Pengaruh Employee Engagement Dan Modal Sosial Terhadap Kinerja Karyawan Dengan OCB (Organizational Citizenship Behaviour) Sebagai Mediasi (Studi pada Bank Jateng Kantor Pusat). Media Ekonomi Dan Manajemen, 30(2).

Colquitt, J. A., Lepine, J. A., & Wesson, M. J. (2019). Organizational Behavior: Improving Performance and Commitment in the Workplace (6th ed.). McGraw-Hill Education. https://doi.org/10.1002/pdh.22

Erten, ?., & Trkmen, ?. (2022). The Effect of Human and Social Capital on Employee Performance in Public Sector. Celal Bayar niversitesi Sosyal Bilimler Dergisi. https://doi.org/10.18026/cbayarsos.1034365

Fernandez-Lores, S., Gavilan, D., Avello, M., & Blasco, F. (2016). Affective commitment to the employer brand: Development and validation of a scale. BRQ Business Research Quarterly, 19(1). https://doi.org/10.1016/j.brq.2015.06.001

Gary S. Becker. (1974). Human Capital. In The University of Chicago Presss and Queries (Vol. 1, Issue 1). https://doi.org/10.1093/nq/s1-IV.92.83-a

Goldin, C. (2016). Human Capital (Issue I).

Gufta, Y., Gufta, M., Kumar, A., & Sundaram, C. (1996). A genetic algorithm-based approach to cell composition and layout design problems. International Journal of Production Research, 34(2). https://doi.org/10.1080/00207549608904913

Huang, S. (Sam), Yu, Z., Shao, Y., Yu, M., & Li, Z. (2021). Relative effects of human capital, social capital and psychological capital on hotel employees job performance. International Journal of Contemporary Hospitality Management, 33(2). https://doi.org/10.1108/IJCHM-07-2020-0650

Ivancevich, J. M., Matteson, M. T., & Konopaske, R. (2014). Organizational Organizational Behavior and Management (10th ed.). McGraw-Hill.

Klein, K. J., Tosi, H., & Cannella, A. A. (1999). Multilevel Theory Building: Benefits, Barriers, and New Developments. Academy of Management Review, 24(2). https://doi.org/10.5465/amr.1999.1893934

Luo, C. Y., Tsai, C. H. K., Chen, M. H., & Gao, J. L. (2021). The effects of psychological capital and internal social capital on frontline hotel employees adaptive performance. Sustainability (Switzerland), 13(10). https://doi.org/10.3390/su13105430

McShane, S. L., & Glinow, M. A. Von. (2018). Organizational Behavior Emerging Knowledge. Global Reality (8th ed.). McGraw-Hill Education.

Niu, H. J. (2010). Investigating the effects of self-efficacy on foodservice industry employees career commitment. In International Journal of Hospitality Management. https://doi.org/10.1016/j.ijhm.2010.03.006

Nopitasari, E., & Krisnandy, H. (2019). Pengaruh Gaya Kepemimpinan Demokratis, Motivasi Intrinsik Dan Disiplin Kerja Terhadap Kinerja Karyawan Pt Pangansari Utama Food Industry. Oikonomia: Jurnal Manajemen, 14(1), 1530. https://doi.org/10.47313/oikonomia.v14i1.511

Perera, K. A. C. N., & Weerakkody, W. A. S. (2018). The Impact of Human Capital and Social Capital on Employee Performance: A Study of Employees in Small Scale Industry Enterprises in Western Province of Sri Lanka. Kelaniya Journal of Human Resource Management, 13(1). https://doi.org/10.4038/kjhrm.v13i1.48

Quezada, L. E., Reinao, E. A., Palominos, P. I., & Oddershede, A. M. (2019). Measuring performance using SWOT analysis and balanced scorecard. Procedia Manufacturing, 39, 786793. https://doi.org/10.1016/j.promfg.2020.01.430

Ribeiro, N., Nguyen, T., Duarte, A. P., Torres de Oliveira, R., & Faustino, C. (2021). How managerial coaching promotes employees affective commitment and individual performance. International Journal of Productivity and Performance Management, 70(8). https://doi.org/10.1108/IJPPM-10-2018-0373

Robbins, S., & Judge, T. (2009). Organizational Behaviour: Concepts, Controversies, Applications. In Development.

Rotundo, M. (2002). The relative importance of task, citizenship, and counterproductive performance to global ratings of job performance: a policy-capturing approach. The Journal of Applied Psychology, 87(1), 6680. https://doi.org/10.1037/0021-9010.87.1.66

Staufenbiel, T., & Knig, C. J. (2010). A model for the effects of job insecurity on performance, turnover intention, and absenteeism. Journal of Occupational and Organizational Psychology, 83(1). https://doi.org/10.1348/096317908X401912

Stouten, J., van Dijke, M., Mayer, D. M., De Cremer, D., & Euwema, M. C. (2013). Can a leader be seen as too ethical? The curvilinear effects of ethical leadership. Leadership Quarterly. https://doi.org/10.1016/j.leaqua.2013.05.002

Swanson, E., Kim, S., Lee, S. M., Yang, J. J., & Lee, Y. K. (2020). The effect of leader competencies on knowledge sharing and job performance: Social capital theory. Journal of Hospitality and Tourism Management, 42. https://doi.org/10.1016/j.jhtm.2019.11.004

van Veldhoven, M., Van den Broeck, A., Daniels, K., Bakker, A. B., Tavares, S. M., & Ogbonnaya, C. (2017). Why, When, and for Whom are Job Resources Beneficial? Applied Psychology, 66(2). https://doi.org/10.1111/apps.12097

Wardhani, N. K., . W., & . H. (2018). Employee Career: Effect of Administrative Competence, Social Capital and Performance. International Journal of Scientific Research and Management, 6(02). https://doi.org/10.18535/ijsrm/v6i2.em04

Wossmann, L. (2003). Specifying human capital. Ifo Institute for Economic Research, Munich, 17(3), 239271.

Zeb, A., Hazana Abdullah, N., Javaid, M., & Asad Khan, M. (2018). Impact of Human Capital Management Practices on Employees Job Performance. Emerald Publishing Limited, 1049(1). https://doi.org/10.1088/1742-6596/1049/1/012020




DOI: https://doi.org/10.30596/miceb.v1i0.312

Refbacks

  • There are currently no refbacks.