The Effect of Motivation and Leadership on Employee Performance with Organizational Commitment as an Intervening Variable at the Ministry of Religious Affairs Office of Subulussalam City

This study aims to analyze the effects of motivation and leadership on employee performance and to examine the role of organizational commitment as an intervening variable at the Ministry of Religious Affairs Office of Subulussalam City. The study employed a quantitative approach with a population and sample of 105 employees using a census sampling technique. Data were collected using a Likert-scale questionnaire and analyzed using Structural Equation Modeling (SEM) with SPSS 25 and AMOS. The results showed that all constructs met the validity and reliability criteria. The structural model indicated that motivation had a positive and significant effect on organizational commitment (β=0.378; CR=3.349; p<0.000), as did leadership on organizational commitment (β=0.476; CR=4.102; p<0.000). Motivation had a positive and significant effect on employee performance (β=0.300; CR=3.974; p<0.000), leadership had a positive and significant effect on employee performance (β=0.450; CR=4.778; p<0.000), and organizational commitment had a positive and significant effect on employee performance (β=0.343; CR=3.443; p<0.000). Organizational commitment also partially mediated the effect of motivation on employee performance (Sobel=2.773; p<0.000) and the effect of leadership on employee performance (Sobel=3.086; p<0.000). These findings indicate that strengthening motivation and leadership quality, accompanied by stronger organizational commitment, are interrelated aspects that support employee performance.

Motivation, Leadership, Organizational Commitment, Employee Performance

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