Organizational commitment in private universities requires transformational leadership reform to increase lecturer performance

Abstract

Employee performance is one of the main factors in knowing the progress of human resources, as well as lecturers. Scientific and empirical research strongly supports that performance is the main part of knowing the success of human resources. The study of basic theory and grand theory leads to the elements of transformational leadership and organizational commitment. They are very supportive of performance, and that includes lecturers. This study aims to determine the strength of transformational leadership and organizational commitment and greatly encourage the performance of lecturers to be better. This research was conducted using a quantitative research strategy. The sample obtained consisted of 422 lecturers from private universities in Jakarta. testing or testing the hypothesis using the structural equation modeling (SEM) method. The results of this study illustrate that there is a positive influence or impact on transformational leadership with job satisfaction. Transformational leadership has a positive impact on self-efficacy. Job satisfaction has a positive impact on organizational commitment and confidence. Self-efficacy has a positive effect on organizational commitment; job satisfaction has a positive effect on lecturer performance; and self-efficacy has a positive effect on lecturer performance. Organizational commitment has no effect or positive impact on lecturer performance. An indirect relationship mediated by job satisfaction and self-efficacy has positive and influential results. The results of this study provide a reference or direction, namely for private university lecturers in Jakarta that transformational leadership factors, job satisfaction, and self-efficacy can improve lecturer performance.