PERFORMANCE MODEL AS STRATEGIC MEDIATION: THE INFLUENCE OF ORGANIZATIONAL COMMITMENT AND OCB ON THE SUCCESS OF SUSTAINABLE HRM IN VILLAGE EMPLOYEES IN BONTANG CITY

Abstract

This study aims to analyze the influence of organizational commitment, work motivation, job satisfaction, and Organizational Citizenship Behavior (OCB) on employee performance, as well as their implications for sustainable human resource management (Sustainable HRM Practices) among local government employees in Bontang City. The research employed a quantitative approach using Structural Equation Modeling with Partial Least Squares (PLS-SEM). The results reveal that organizational commitment and OCB have a significant effect on employee performance, while motivation and job satisfaction do not show a direct significant impact. Employee performance partially mediates the effect on the success of sustainable HRM practices. The findings emphasize the critical role of organizational commitment and discretionary work behavior in enhancing long-term performance and supporting strategic HRM development.