© 2020 IJRAR March 2020, Volume 7, Issue 1 www.ijrar.

org (E-ISSN 2348-1269, P- ISSN 2349-5138)

THE INFLUENCE OF INTEGRITY AND

COMMITMENT ORGANIZATIONAL ON
EMPLOYEE PERFORMANCE
1
DITA FEBRINA, 2SYAMSIR
1.2Faculty of Social Science, Universitas Negeri Padang, Padang, Indonesia
Abstract— The achievement of organizational goals was largely determined by the existence of human resources, both quality, and quantity. Human
resources could do everything with integrity According to the right principles. Integrity was very closely related to commitment, so employees who had
integrity and commitment had the power to achieve organizational goals. This study Aimed to Determine the influence of integrity and organization
commitment on employee performance. The method used in this study was the associative quantitative. The population in this study consisted of all civil
servants at the Secretariat Office of Sawahlunto, West Sumatra. The sample in this study amounted to 108 respondents from the Secretariat Office of
Sawahlunto and the Data were collected through questionnaires. Data analysis in this study used multiple linear regression analysis. The results of this
study indicated resources: 1) integrity Provided a positive and significant effect on performance. 2) Organizational commitment had a positive and
significant effect on performance. 3) integrity and organization commitment simultaneously had a significant positive effect on performance.

Keywords— Integrity, Organizatioal Commitment, Performance

I. INTRODUCTION Organizational factors: the structure, organization, job design,

leadership, reward systems (Gibson, 1987)[8],
Successful organizations will focus on human resources to Performance is a work that is accomplished by an employee in
function optimally. Continuity of an organization or a company is carrying out the duties imposed to based on skills, experience, and
determined by the existing human resources, both quality, and seriousness the time measured by considering the quantity,
quantity. Human resources play an important role in achieving quality, and timeliness. So in managing an organization's human
corporate goals. Successor failure of a business is largely resource needs with integrity and commitment to good
determined by human behavior which is carrying out the work. organization. Becker et al cited in Kibtiyah (2016) define integrity
When placing the human resources are not by the expertise and as a thing to do with trust and honesty person. Integrity expected
capabilities it has, it will affect the performance of human to pose a common goal to achieve the aspired. As a company,
resources. Employees as human resources have the ability, skills, integrity is very important to have. Integrity is a strength of
and expertise that can drive the organization to improve character that apply in all aspects of life such as education,
productivity or progress of the organization[1], According research, and jobs[9], As proposed by Peterson and Selignman
Simamora (2004: 4), effective human resources as one of the (2004), integrity is universal and needs in different roles[10],
resources of the organization/company that are important to the Integrity is defined Rogers (1961) as a condition that occurs when
company's success in achieving its goals. To develop human an individual can receive and is responsible for the feeling,
resources in a systematic, well-planned, effective and efficient to intention, commitment, and behavior, including being able to
promote the progress of the organization to achieve its objectives, recognize the condition to others when needed[11], Carter (1996)
and encourages these employees to have a high performance of strengthens the definition by stating that people of integrity
the organization[2], Performance is the level of achievement for willing to bear the consequences of his conviction, although it is
the implementation of specific tasks. According Hasibuan in Yani difficult to do, the consequences are not pleasant, not even incur
(2012) the employee's performance is a result of work achieved in losses if it does not maintain its integrity[12]. Integrity confirmed
executing the tasks assigned to them based on skills, experience, when individuals have the choice to not respect or violation of the
and sincerity as well as time[3]. Performance is the result of the commitments and promise that he has made his own for a
quality and quantity is achieved by an employee in carrying out violation of commitments/promises to bring shame to himself.
duties by the responsibilities given to him (Mangkunagara, 2007). The world of work, especially in the organization sued the
Here, look at how these factors Human Resources plays a critical importance of having good integrity. In developing human
role in a company[4], Employee performance is affecting how resources in an organization, the human resources required to be
much they contribute to the organization (L. Mathis and Jackson, able to work productively to support the objectives to be achieved
2009)[5], Employee performance affects the productivity of an organization. However, reality shows that the human resources in
organization for poor employee performance when it will have the Secretariat Office of Sawahlunto, often behave exactly the
negative effect on the organization, but if the employee opposite, namely counterproductive behavior such as stealing time
performance better, it will have positive influence to achieve for personal purposes. Counterproductive behavior indicates poor
optimal organizational goals. Performance is the result of work quality of workers in an organization. It is known based on the
produced by the employee are displayed by its role in the Global Competitiveness Report 2011-2012 of the World
organization (Harianja, 2002: 195)[6], Employee performance is Economic Forum released that Indonesia's competitiveness
affecting how much they contribute to the organization, which ranking fell from 44 to 46 of the 142 countries surveyed. This
includes: the quantity of work, quality of work, punctuality, rating indicates that the professionalism, the presence, and
attendance, ability to work together. While the performance of the quantity of Indonesian workers employment is still relatively low.
organization is the level of achievement to realize the objectives It is necessary for the essential elements that can improve the
of the organization. Individual performance, the performance of effectiveness of the attitude and quality of work. The term most
the group and the organization's performance is influenced by accurately describe the element is integrity. This is cinsistent with
many external and internal factors (Simanjuntak, 2011)[7], thw statment Marchus and Schuler (2004) that workers who have
Factors that affect the performance of that individual factors: the high integrity level would result result in better labor
ability, skills, educational background, work experience, and productivity[13], Integrity is closely realated to the commitment
social levels. Then the psychological factors: perception, role, people who failed in commited shows a lack of integrity in him.
work attitude, personality, motivation and job satisfaction. Organizational commitment is a strong desire to remain as a
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member of a particular organization , the desire to strive by the standards and conduct meaningful intelligence competence,
whises of the organization, as a certain confidence and acceptance education, and competency to do with performance enhancement.
of the values and goals of the organization. In other words, an Secretariat Office of Sawahlunto as an integral part of the
attitude that reflect the employee loyality to the organization Government of Sawahlunto is state government organizations that
expressing concern for the organization and success and have a role and function of strategic planning to achieve the
continuous progress (Luthan, 2006)[14], According to Robbins government's vision. Secretariat Office of Sawahlunto is local
(2008) states that there are three kinds of dimensions of government agencies led by the Regional Secretary, domiciled
organizational commitment are Commitment Affective, and responsible to the Mayor. Secretariat Office of Sawahlunto's
Normative commitment and ongoing commitment. Affective main role is to help the Mayor in governance that includes
commitment to the organization that emotional feeling and belief administrative, organizational and governance systems and
dam values. Normative commitment is feeling obliged to remain administrative services in all regional organizations. Based on
in the organization because it must be so, such action is the right observations of the Regional Secretariat of Sawahlunto, there are
thing to do. Ongoing commitment perceived economic value of symptoms that the performance of employees in the Secretariat of
surviving in an organization when compared to leaving the Sawahlunto is not optimal. Performance is a reflection of the work
organization[15], Organizational commitment is also required, as that has been achieved so far and to describe the condition in the
stated by Burr and Girardi in Angelina (2015) that the future and what actions should be taken to achieve the objectives
commitment is the work attitude or belief reflecting the relative expected to be important for every employee. In connection with
strength of the alignments and the involvement of individuals in a this, the Secretariat Office of Sawahlunto as a government agency
particular organization[16], According to Mathis and Jackson is required to provide good service to the community. Evaluate
(2001: 99), organizational commitment is defined as the level of performance in general, can be seen in the achievement of the
trust and acceptance workforce to organizational goals and have a performance of employees each year whether the realization of the
desire to remain in the organization ". In other words, with the programs and activities of the Regional Secretariat of the
commitment means in which there is a precious relationship that organization of Sawahlunto is reached or not. Performance
continues to be maintained, in which each party is willing to work measurement is used as the basis for the assessment of successes
together to maintain the relationship[5], Luthan (2006 : 124) says and failures of implementation by the program of activities and
that "organizational commitment is an attitude about employee objectives to be achieved as set out in the Regional Secretariat of
loyalty to the organization and a process that takes place in which the performance agreement Sawahlunto. The measurement in
the participants of the organization expressed concern on the question is the result of a systematic assessment and is based on
success and welfare organizations continually"[14], Therefore, a group performance indicators contained in the performance
high integrity will be able to maintain the high-performance agreement Secretariat Office of Sawahlunto in 2019.

Table 1 Illustrationof the performance in 2019 at the Secretariat Office of Sawahlunto:

Source: Regional Secretariat LKJiP Sawahlunto 2019

Based on the details LKJiP (Government Performance Report) the above aspects is not by the demands of society. The
above, it appears that the performance of employees in the ineffectiveness of the services provided by the state because of the
Secretariat Office of Sawahlunto still not optimal for performance low value of integrity who possessed an employee has acted
targets that should be 100% is reached, but in fact, has not been inconsistently so that employees and not by the organization's
reached. This is because the employee's performance of some of values and policies and the code of professional conduct in

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performing their duties. The problem of organizational to develop a more positive pattern for the organization and happily
commitment in the Secretariat Office of Sawahlunto marked by without coercion expend extra energy for the sake of the
the placement of employees in functional and structural were not organization. So that organizational commitment has a meaning
fully by the duties and functions so that individuals can not that goes beyond loyalty that liveliness of employees in the work
identify itself with organizations and individuals are not and contributed to the workplace. Employees who have the
completely tied to the goals of the organization, do not have a organizational commitment can be seen from the readiness to
consistent commitment so it is not optimal in the mastery of the work and have a desire to survive and this is related to the
work, the use of office equipment and the occurrence of various performance of employees in the organization. Moreover, there is
errors and delays in the work process. This relates to the factors of no direction from superiors on the job description that many
educational background, competence, and mastery in the field of employees do not understand their duties, no innovation to
the task that has not been a major factor in the placement of these accelerate the work and still do the work routine, can not analyze
employees. do not have a consistent commitment so it is not the problem. Besides not optimal commitment is also visible
optimal in the mastery of the work, the use of office equipment during work hours many employees who do not use/utilize the
and the occurrence of various errors and delays in the work time to carry out his duties, there are still delays in the completion
process. This relates to the factors of educational background, of work, and still, there were errors in the completion of the work
competence, and mastery in the field of the task that has not been so often corrected superiors. Besides, the activities carried out
a major factor in the placement of these employees. do not have a mostly unproductive servants, those employees late for work and
consistent commitment so it is not optimal in the mastery of the did not return on time, and there is a tendency to postpone
work, the use of office equipment and the occurrence of various employee jobs and wait for orders from superiors. Besides not
errors and delays in the work process. This relates to the factors optimal commitment is also visible during work hours many
background, competence, and mastery in the field of the task that employees who do not use/utilize the time to carry out his duties,
has not been a major factor in the placement of these employees. there are still delays in the completion of work, and still, there
Regional Secretariat based on observations in Sawahlunto and the were errors in the completion of the work so often corrected
symptoms have not been optimal performance of employees superiors. Also, the activities carried out mostly unproductive
within the Secretariat Office of Sawahlunto. Performance is servants, those employees late for work and did not return on
essentially a reflection of the work that has achieved so far and to time, and there is a tendency to postpone employee jobs and wait
describe the condition in the future as well as what action should for orders from superiors. Besides not optimal commitment is also
be taken to achieve the objectives expected to be important for visible during work hours many employees who do not use/utilize
every employee. In connection with the Regional Secretariat of the time to carry out his duties, there are still delays in the
Sawahlunto as a government, institution is required to provide completion of work, and still, there were errors in the completion
good service to the community. It is common knowledge that the of the work so often corrected superiors. Also, the activities
services provided by the apparatus General government often lead carried out mostly unproductive servants, those employees late for
to complaints from the public. This matter due to the performance work and did not return on time, and there is a tendency to
of the apparatus on the service side is not by the demands Public. postpone employee jobs and wait for orders from superiors. Based
Ineffective use of services provided by the state apparatus due to on the above, the authors are interested in researching the effect of
the low value of the employee-owned integrity so that employees integrity and organizational commitment to employee
in acts inconsistent and incompatible with the values and policies performance in the Secretariat Office of Sawahlunto. The purpose
organization and code of ethics nature take its course. of this study was to look at the significance of the effect of
Organizational commitment reflects how an individual identifies integrity and organizational commitment to employee
himself with the organization and how individuals are bound to performance in Sawahlunto Regional Secretariat, and hypotheses
organizational goals. Employees who commit to the organization, are:

The hypothesis can be interpreted as an allegation or a temporary II. METHOD

answer to the problems of research, until it is proven through the
data collected (Arikunto, 2006: 64)[17], Based on the theoretical This type of research used in this research is the explanation
description and frameworks above, the researchers suspect the (explanatory research). Explanatory research study aims to test the
influence of motivation and organizational commitment to hypothesis between variables known to influence the research so
employee performance. Thus the hypothesis of this study is: H1: between the variables studied, namely between the independent
There is a significant influence between the variables of integrity variables and the dependent variable. While the approach used in
(X1) on employee performance (Y) H2: There is a significant this study is quantitative.
influence between the variables of organizational commitment Analytical techniques used are:
(X1) on the performance employee (Y) H3: There is a significant 1. Descriptive analysis
influence between the variables of motivation (X1) and variable This analysis is used to describe the variable integrity,
organizational commitment (X2) simultaneously on employee organizational commitment and performance of employees by
performance (Y) way of distributing the items of each variable. The data have
been collected in the form of a question with an answer choice
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that has been determined subsequently tabulated into a table 3. Hypothesis test
and performed a descriptive discussion. a. Partial test (t-test)
2. Multiple Linear Regression Analysis The t-test was conducted to test the effect of partially free
Multiple linear regression analysis is a linear relationship variables on the dependent variable.
between two or more independent variabels (X1,X2,...Xn) b. Simultant Test (Test F)
with the dependent variabel (Y). This analysis is to determine F test is used to test the effect of independent variables
the direction of the relationship between the independent such as motivation (X1) and organizational commitment
variable whether each independent variable if the value of the (X2) simultaneously on the dependent variable is the
independent variable has increased or descreased. The data performance of the employee (Y)
used usually interval or ratio scale.
III. RESULTS AND DISCUSSION dependent variable is employee performance either
simultaneously or partially.
This research was conducted at the District This analysis, to test the hypothesis 1, Hypothesis 2
Secretariat Sawahlunto, a population of 148 people. and Hypothesis 3. Hypothesis 1 and 2 were tested
The sampling technique used in this study is saturated using the t-test. While the three hypotheses using F
sampling is sampling technique when all members of After distributing questionnaires to the respondents,
the population used as a sample. This is done when the data were analyzed using SPSS 23 and presented
the number of relatively small populations or research as follows:
to make generalizations with a very small error.
Therefore, the sample used in this study is the number Multiple Linear Regression Analysis
of 108 people. Data analysis techniques used in this To determine the presence or absence of integrity and
research is descriptive statistical analysis and multiple organizational commitment influence simultaneously
linear regression analysis. This method is used to see and partially on the performance of employees at the
the effects of two independent variables, namely District Secretariat Sawahlunto multiple linear
integrity and organizational commitment to the regression analysis are shown in Table 2 below:

Table 2. Results of Linear Regression Analysis

Based on the results of multiple linear regression to a. X1 integrity variable has a value Sig. t of 0000
get the following results: while the value of α of 0.05. Based on these
Y = 11.227 + 0.594 X1 + 0.190 X2 results it can be stated that the sig t <0.05), so that
1. Constants (a) shows the amount of employee Ha Ho accepted and rejected, then the partial
performance (Y), if the integrity of the (X1) and variable X1 significant effect on variable Y
organizational commitment (X2) = 0, then the b. The organizational commitment variable has a
performance of employees 11.227 value Sig. T of 0000 whileα value of 0.05. Based
2. The regression coefficient integrity variable (X1) on these results it can be stated that the sig t <0:05
of 0741, which means that every one-unit increase so that Ha Ho accepted and rejected, then partially
in integrity (X1) then the employee performance X2 significant effect on variable Y
(Y) will increase by 0.741 units assuming other a. Partial test (t-test)
variables constant To determine the effect of independent variables
3. The regression coefficient variable organizational integrity, organizational commitment to employee
commitment (X2) of 0281, which means that performance dependent variable that it is
every one-unit increase in organizational necessary to test t. Partial testing can be seen from
commitment (X2) the employee performance (Y) the t-test, if the probability value <0.05, Ho
will be increased by 0281 units to consider other rejected, which means there is a significant effect.
variables constant. Partial assay results can be seen in the following
4. The results showed that the value of t as follows: table:

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Table 3. Partial test (t-test) Coefficients

Based on the partial test results obtained for work is rejected and Ha accepted. This shows that partial
motivation variable t = 12.164 with a significance H2 stating that there is influence organizational
value of 0.000. then Ho is rejected and Ha accepted. commitment to employee performance acceptable.
This shows that the partial H1 stating that there is an
influence on employee performance acceptable b. Simultant Test (Test F)
integrity. Based on the partial test results obtained by Proving hypotheses influence the integrity and
the organization's commitment to the variable t = simultaneous organizational commitment to
4,606 with a significant value of 0.000. Because a employee performance is shown in Table 4 below:
significant probability of much less than 0.05 then Ho

Table 4. Simultaneous Test (Test F)

From Table 4 unknown variables Integrity and note that the integrity and organizational commitment
Organizational Commitment has F value of 82.360 variables simultaneously have a significant influence
and significance value of 0.000 for the F test on employee performance variables. From the results
significance value of 0.000 <0.05 means that the of multiple linear regression analysis model: EP =
integrity and commitment of the organization jointly 11.227 + 0.594IT + 0.190OC. F test showed a
affect the performance of employees. Thus Ho significant level of value 0,000 82 360 and less than
rejected and Ha accepted, then in this study proved 0.05. Based on the number 2 and number 3 above can
acceptable H3. Based on the results of this research be interpreted as follows:
passengers during sailing to arrive safely at your destination and
Influence the integrity of the performance of employees provide services by the SOP and moral ethics. This high integrity
From the results of hypothesis testing the integrity of the variables is expected will lead to an increase in employee performance the
obtained significant value 0,000. Stage data processing used a better.
significant level of 0.05. The results obtained showed that the
significant value generated is 0.000 <0.05, so that the decision H1 The influence of organizational commitment to employee
accepted. So we can conclude that integrity has a significant and performance
positive effect on employee performance Sawahlunto Regional From the results of hypothesis testing, organizational commitment
Secretariat. This means that, if the integrity of the employee variables obtained a significant value of 0.000. Stage data
towards the better organization, then the performance will be processing used a significant level of 0.05. The results obtained
better the employee, otherwise if the integrity of the employee to showed that the significant value generated is 0.000 <0.05, H2
the organization is getting worse, then the employee's decision is received. So it can be concluded that organizational
performance will get worse. The results are consistent with commitment and significant positive effect on the performance of
research Yusnaena and Syahril (2013) found that a significant the Regional Secretariat Employees in Sawahlunto. These results
difference between the employee to employee performance are consistent with the description of theories and hypotheses
integrity Regional Secretariat of South Coastal District[18], Then, were proposed before, where organizational commitment affect
Salwa, et al., (2018) found that the integrity of the positive effect performance. This means that by increasing organizational
on employee performance. Based on these findings and supported commitment, employee performance Secretariat Office of
by previous research, it is to be able to create a good employee Sawahlunto will increase. This research is by The results are
integrity either by increasing the integrity of the employee to the consistent with several studies by Salwa, et al., (2018) found that
organization. Integrity is acting consistent with the values and the committee has a positive effect on employee performance, as
policies of the organization as well as the code of professional well as the findings, show that the variable most dominant
conduct, even in a state that is difficult to do this[19], In other influence on employee performance is a commitment[19], Then,
words, "the only words with deeds". Communicating intentions, Umaya, et al., (2018) found that organizational commitment
ideas and feelings in an open, honest and direct even in difficult partial effect on the performance of staff at the Department of
negotiations with other parties (Yusnaena and Syahril, 2013)[18], Trade Industry, Cooperatives and SMEs district. Soppeng[20],
Some things to consider in improving the integrity of the Arifin, et al., (2018) also found that organizational commitment
employees in the Secretariat Office of Sawahlunto that employees affect the performance of employees in the Secretariat of DPRD
should further demonstrate the courage to have great confidence in of Luwu[21], Previous Angelina (2015) also found that
the face of the difficulty of the work. Also, employees are better organizational commitment in his research showed significant
able to weigh the consequences of the following issues carefully gains on employee performance UPT. Protection of Food Crops
when doing a job. For example, by considering the feasibility of and Horticulture Riau Province[16], Mahmud, et al., (2016) that
the ship or vessel capacity before sailing to the safety of the individual commitments partially positive and significant

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impact on the performance of educators in South Sulawesi SPN be able to encourage increased employee performance towards
Batua[22], Ismail, et al., (2018) also found that there are better.
significant moral commitment to employee performance at the
Village Office Pallantikang Takalar[23], As well as the Maya, et Simultaneously influence the integrity and organizational
al., (2018) found that organizational commitment partial influence commitment to performance employee
on employee performance. Based on these findings and supported From the test results obtained F significant value 0,000. Stage data
by previous research, it can improve the performance of an processing used a significant level of 0.05. The results obtained
employee to a better one with improving organizational showed that the significant value generated is 0.000 <0.05, H3
commitment[24], decision is received. So we can conclude that the integrity and
Some things to consider in increasing commitment in Secretariat commitment of the organization simultaneously positive and
Office of Sawahlunto, based on the answers of respondents that significant influence on employee performance Sawahlunto
employees need to make an effort to adjust in a way to follow the Regional Secretariat.The results are consistent with the description
policy change head office so that employees getting fit in the of theories and hypotheses proposed earlier. Thus the higher the
organization and do things that are expected, as well as respecting integrity and commitment of employees will increase employee
norms organizational norms, as well as comply with applicable performance. After seeing the influence of variables, the next test
rules and regulations. Also, employees need to put personal is to see the contribution of the influence independent variables on
interests above the interests of institutions in carrying out the dependent use test coefficient of determination (R Square). R
responsibilities, and support decisions that benefit the organization Square test results in this study can be seen as follows:
even if the decision is unpopular. If this can be improved, it will

Table 5. Simultaneous Determination (R Square)

Based on figure 5 above, the adjusted R2 value of examined in this study. The amount of the partial
0.603 indicates that the contribution of the dependent influence of independent variables can be known
variable to the independent is 0.603 or 60.3%, the from the squared partial correlation in the table
remaining 39.7% is influenced by other variables not below:

Table 6. Determination of Partial

Based on calculations using SPSS note that the contribution REFERENCES

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