Erminda Katon Elyta, Uswatun Chasanah

THE EFFECT OF LECTURER CERTIFICATION ALLOWANCE AND WORKLOAD ON LECTURER PERFORMANCE WITH ORGANIZATIONAL COMMITMENT AS AN INTERVENING VARIABLE AT THE YOGYAKARTA INSTITUTE OF TECHNOLOGY

Introduction

The effect of lecturer certification allowance and workload on lecturer performance with organizational commitment as an intervening variable at the yogyakarta institute of technology. Explore how lecturer certification allowance and workload impact performance at Yogyakarta Institute of Technology, with organizational commitment as an intervening variable. Quantitative Smart PLS study.

Abstract

This study aims to determine the effect of lecturer certification allowances and workload on performance with organizational commitment as an intervening variable. This research was conducted at the Yogyakarta Institute of Technology with 32 respondents who already have educator certificates or have been certified. The type of research is quantitative with Smart Part Least Square (PLS) analysis tool version 4.0.9.6. Based on the results of the study, it shows that the direct effect of lecturer certification allowances does not have a positive and significant effect on lecturer performance. Workload has a positive and significant effect on lecturer performance. Lecturer certification allowances have a positive and significant effect on organizational commitment. Workload positively and significantly affects organizational commitment. Organizational commitment has no effect on performance. Furthermore, for indirect influences, it shows that organizational commitment is unable to interven the relationship between lecturer certification allowances and performance. Organizational commitment is not able to interven the relationship between workload and lecturer performance at the Yogyakarta Institute of Technology.

Review

This study undertakes an investigation into the critical factors influencing lecturer performance within a specific institutional context, the Yogyakarta Institute of Technology. The research thoughtfully explores the direct and indirect effects of lecturer certification allowances and workload, positing organizational commitment as an intervening variable. Addressing an area of significant interest in academic human resource management, the study aims to shed light on how financial incentives and professional demands shape lecturer outcomes. Utilizing a quantitative approach with SmartPLS for data analysis, the authors provide empirical insights into these complex relationships. The findings present several noteworthy and, in some cases, counter-intuitive results. While workload is found to have a positive and significant effect on both lecturer performance and organizational commitment, the direct impact of lecturer certification allowances on performance is surprisingly non-significant. Interestingly, these allowances do positively influence organizational commitment. A key finding that warrants further attention is the non-effect of organizational commitment on performance, and its subsequent inability to intervene in the relationships between certification allowances/workload and performance. These results challenge conventional understandings of organizational commitment's role as a mediator in human resource outcomes, suggesting a unique dynamic within the studied institution. While the study offers valuable initial insights, several limitations restrict the generalizability and robustness of its conclusions. The sample size of 32 certified lecturers, although analyzed with SmartPLS which can handle smaller samples, remains considerably small for drawing broad inferences and may affect statistical power and the stability of the model. Furthermore, the research's confinement to a single institution limits the external validity of the findings. Future research would significantly benefit from a larger, more diverse sample across multiple institutions to enhance the generalizability of these relationships. Additionally, a deeper theoretical discussion is needed to contextualize the unexpected finding regarding organizational commitment's non-effect on performance and its inability to mediate, perhaps exploring alternative theoretical frameworks or measurement instruments for these constructs.

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