Effect of Workload, Competency, and Career Development on Employee Performance with Organizational Commitment Intervening Variables

This study examines the effect of workload, competence, and career development on employee performance with the intervening variable of organizational commitment. This study is a quantitative study, which has found that workload has a negative effect on organizational commitment and employee performance. Competence has a positive and significant effect on organizational commitment and employee performance. Career development has no effect on organizational commitment but has a positive and significant effect on employee performance. Organizational commitment has a positive and significant effect on employee performance. Organizational commitment mediates the effect of workload and competence on employee performance but does not mediate the influence of career development on employee performance. Career development has no effect on organizational commitment but has a positive and significant effect on employee performance. Organizational commitment has a positive and significant effect on employee performance. Organizational commitment mediates the effect of workload and competence on employee performance but does not mediate the influence of career development on employee performance. Career development has no effect on organizational commitment but has a positive and significant effect on employee performance. Organizational commitment has a positive and significant effect on employee performance. Organizational commitment mediates the effect of workload and competence on employee performance but does not mediate the influence of career development on employee performance.