The  Mediating Role of Organizational Commitment in the Relationship Between Job Satisfaction and Work Discipline in the Public Sector

Muhamad Hilmy Hakim; Fariz

doi:10.70716/ecoma.v4i3.568

Authors

Muhamad Hilmy Hakim Management Business Telecommunication and Informatics, School of Economics and Business Telkom University, Main Campus (Bandung Campus), Jl. Telekomunikasi no.1, Bandung 40257, West Java, Indonesia
Fariz Center of Excellence for SAKTI, Research Institute for IBSE, Management Study Program, School of Economics and Business, Telkom University, Main Campus (Bandung Campus), Jl. Telekomunikasi no.1, Bandung 40257, West Java, Indonesia

DOI:

https://doi.org/10.70716/ecoma.v4i3.568

Keywords:

full mediation, job satisfaction, organizational commitment, PLS-SEM, work discipline

Abstract

Work discipline plays a vital role in the success of public sector organizations, but it is frequently shaped by more than just job satisfaction alone. This research examines the effect of job satisfaction on work discipline, with organizational commitment as an intervening variable, among staff members at the BPJS Ketenagakerjaan West Java Regional Office. The research used a quantitative explanatory approach with path analysis based on Partial Least Squares Structural Equation Modeling (PLS-SEM) and included the entire population of 77 employees through census sampling. We collected data using Likert-scale questionnaires and supplemented them with internal secondary data for 2022–2024. Job satisfaction positively and significantly shapes organizational commitment, and organizational commitment positively and significantly shapes work discipline. However, job satisfaction does not directly and significantly affect work discipline. Organizational commitment fully mediated the relationship between job satisfaction and work discipline. These findings imply that improving work discipline cannot be achieved merely by increasing job satisfaction; instead, it must be pursued by strengthening organizational commitment, particularly its affective dimension, as the key conversion mechanism that determines employees’ disciplined behavior in Indonesia’s hybrid public organizations.

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