An Analysis of Leadership, Ethics, and Organizational Culture Employee Performance Through Organizational Commitment
Abstract
This study aims to test and analyze the influence of leadership, ethics and organizational culture on employee performance through organizational commitment as an intervening variable in the Human Resources Bureau of the North Sumatra Regional Police. This study uses a quantitative approach. The research population consists of all employees of the Human Resources Bureau of the North Sumatra Regional Police as many as 115 people. The sampling technique uses saturated sampling so that all members of the population are used as research samples. Primary data was collected through the distribution of questionnaires using the Likert scale. Data analysis was carried out using the Partial Least Squares–Structural Equation Modeling (PLS-SEM) method with the help of the SmartPLS 3.0 application. The results of the study show that ethical leadership has a positive and significant effect on employee performance with a coefficient of 0.264 and on organizational commitment with a coefficient of 0.319. Organizational culture has a positive and significant effect on employee performance with a coefficient of 0.357 and on organizational commitment with a coefficient of 0.474. Organizational commitment has a positive and significant effect on employee performance with a coefficient of 0.352. The results of the indirect influence test showed that organizational commitment was able to mediate the influence of ethical leadership on employee performance with a coefficient of 0.112 and mediate the influence of organizational culture on employee performance with a coefficient of 0.167. The R-square value shows that ethical leadership and organizational culture are able to explain organizational commitment by 33.6%, while ethical leadership, organizational culture, and organizational commitment can explain employee performance by 51%. Thus, the application of ethical leadership and strengthening organizational culture can increase organizational commitment which further encourages improved employee performance.
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Copyright (c) 2026 Ikbal Alrasyid, Mesra B., Elfitra Desy Surya
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