Jurnal Bahasa Inggris

EFFECT OF ORGANIZATIONAL COMMITMENT AND BEYOND ITS
INDIVIDUAL CAPACITY BUILDING ON THE PERFORMANCE OF

EMPLOYEES GENERAL ELECTION COMMISSIONS
Haslinda1
Zainuddin Ismalin2
Hasmawaty AR3
Universitas Bina Darma Palembang
ABSTRACT
The purpose of this research is to analyze 1). Organizational Commitment and

ability to influence individuals beyond the capacity of the Commission staff's
performance; 2). Organizational Commitment influence on employee performance
KPU; 3). influence the ability of individuals beyond the capacity of the Commission
staff's performance. Design used in this research is the correlation (correlation
study), which is to see the effect and its relationship with the variables consisting of:
performance (Y) with the dependent variable organizational commitment (X1) and
the ability of individuals beyond the capacity (X2), as well as to test the hypotheses
that have been formulated. Results of the study were 1). organizational commitment
and ability of individuals beyond the capacity of jointly influence on employee
performance Election Commission of South Sumatra Province. These results
demonstrated through the F test, where the Sig. F is smaller than 0.05, which means
that there is a significant effect 2). partially influence the organization's commitment
to employee performance Election Commission of South Sumatra Province. These
results evidenced through t test, where the Sig. t is smaller than 0.05, which means a
significant influence 3). The ability of individuals beyond the capacity of jointly
influence on employee performance Election Commission of South Sumatra
Province. These results evidenced through t test, where the Sig. t is smaller than
0.05, which means that there is a significant effect.
Keywords: Organizational Commitment, the ability of individuals beyond the
capacity, performance
1. Introduction
Good
condition
commitment
also
organizational
applies
to
organizations Election Commission of

South Sumatra Province. With high
organizational
commitment
and
organizational citizenship behavior

are either of existing personnel it is
expected that the process of
elections can be held properly.
Good elections is generated by
personnel
of
the
Election
Commission of South Sumatra
Province
which
has
good
performance as well, with good
performance will be created if there
are any personnel who have a
strong commitment and have a
good extra behavior anyway.
Results
interview
preliminary
observations indicate that there is
still Election Commission employee
who feels that additional work be a
burden to them and they are less
eager to do it. It also shows that
the work motivation of some
members
of
the
Election
Commission is relatively low.
Results interview with one of the
commissioners of the Election
Commission in cooperation wishes
employees Election Commission
showed the following results: "The
suspect there are some employees
in carrying out the work has not
done a good job. They do not with
a strong desire or less have a good
commitment to the job, so that the
work may be less good at anyway "
These results indicate that there are
still some employees thought that
in carrying out the work has not
done a good job. There are some
employees who do not with a
strong desire or less have a good
commitment to the job, so that the
work may be less good at anyway.

Less enthusiasm shown by some
employees who work less well as
errors in carrying out the orders of
superiors. In a time-demanding
work
conditions
of
this
indispensable condition usually
employees of the General Election
Province who have a desire to work
beyond the ability of management
capacity or in the language of the
call with an extra role behaviors
that employees who work for the
sake of peningatan performance in
this
case
is
a
success
implementation of the election.
Employees in Sumatra Provincial
Election Commission Selata some
people have pointed out that the
behavior of the work exceeds the
capacity, but there are also some
employees who have less desire or
work not with good results.
Based on this background, the
authors are interested to take the
title of the study the influence of
organizational commitment and
OCB to employee performance
Election Commission
2. Research Methodology
2.1. Design Research
Design used in this research is
the
correlation
(correlation
study), which is to see the effect
and its relationship with the
variables
consisting
of:
performance (Y) with the
dependent
variable
organizational commitment (X1)

and the ability of individuals
beyond the capacity (X2), as well
as to test the hypotheses that
have been formulated.
2.2. Population and Sample
Population is the generalization
region consisting of: objects /
subjects that have a certain
quantity and characteristics
defined by the later of
researchers to be learned and
conclusions drawn, where the
population in this study was a
civil servant at the General
Elections Commission of South
Sumatra Province, amounting to
46 people. While the sample is
part of the population is taken as
respondents. In this study will be
taken as the overall population
survey respondents, this method
is called the saturated sample or
census method
2.3. Analysis Method
The analysis tool used is multiple
linear regression model:
Y = a + b1X1+ b2 X2 + e
Specification:
Y = Performance
a = constant / consistency
X1 = Commitment to the
organization
X2 = OCB
b1: b2 = Coefficient of regression
E = Error term
3. Result and Discussion

Based on the research results can
be concluded as follows:
a. Organizational
commitment
and ability of individuals
beyond the capacity of jointly
influence
on
employee
performance
Election
Province.
These
results
demonstrated through the F
test, where the Sig. F is
smaller than 0.05, which
means that there is a
significant
effect.
The
calculations show that the
highest performance skills of
employees in understanding
the working procedure. While
the lowest is the timeliness of
completion of work in progress
is followed by the precision
and the accuracy and speed of
work in the management of
work
b. Partially
influence
the
organization's commitment to
employee
performance
Election Commission of South
Sumatra Province. These
results evidenced through t
test, where the Sig. t is smaller
than 0.05, which means that
there is a significant effect.
The calculations show that the
highest
value
of
the
respondents who answered
agreed and strongly agreed
with the highest percentage of
each employee is always

trying to keep working on this
organization followed by every
employee
should
have
consideration for permanent
work and every employee
should have considered all
losses when stop working
c. The ability of individuals
beyond the capacity of jointly
influence
on
employee
performance
Election
Province.
These
results
evidenced through t test, where
the Sig. t is smaller than 0.05,
which means that there is a
significant
effect.
The
calculations show that the
highest
value
of
the
respondents who answered
agreed and strongly agreed
with the highest percentage of
each employee should be able
to attend and be involved in
every activity and every
employee always wanted to
cooperate in completing the
work
4. Conclusion
a. Election Commission of South
Sumatra province should be
able to carry out social
activities in internal to
increase
the
sense
of
belonging among employees.
It also needs to be holding
training activities such as
teamwork, ESQ and religious

lectures. So as to foster
loyalty to the organization's
employees at the General
Election Commission of South
Sumatra Province.
b. Election Commission of South
Sumatra Province should
adapat
improve
labor
discipline employees so that
employees
can
work
effectively in a timely manner.
The increase in this discipline
with merepakan rules apply,
in addition to the obvious
need adanta penalties for
employees
who
lack
discipline in work. Party
General Election Commission
of South Sumatra Province
should also be able to
stimulate their employees to
mengemukan opinion in the
settlement of a problem so as
to provide input for the
achievement
of
organizational goals
Reference
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Faktor-faktor
yang
mempengaruhi OCP pegawai
kontrak,
www.
journal.unwidha.ac (diakses 17
Desember 2014)
Al-Rasyid. Harun, 1999. Teknik
Penarikan
Sampel
dan
Penyusunan Skala, Bandung;
Pascasarjana Unpad
Djokosantoso,
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Budaya
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Media Komputindo,
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Perfomance
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Gibson, 2010. Organisasi : Perilaku,

struktur dan proses.Erlangga,
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Greenbeg, Baron , 2010, Perilaku

Dalam
Organisasi,
Edisi
Ketujuh Terjemahan, Jakarta:
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Hawley, 2005, Organisasi, Jilid 1 dan
2, alih bahasa Agus Dharma,
Jakarta: Erlangga
Istijanto, 2005, Metodelogi Penelitian
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Daya
Manusia,
Penerbit Salemba Empat,
Jakarta
Thoha, Miftah, 2004, Prilaku

Organisasi. Konsep Dasar dan
Aplikasinya.
Jakarta,
Pt.
Rajagrafindo Persada.
__________,
Organizational
Citizenship
Behavior
OCB , www. teorionline.
wordpress.com ( diakses
20 November 2014)
L. Mathis, Robert, Jackson 2006,

Human Resources Management,
Jakarta; Salemba Empat
Mangkunegara. Anwar Prabu. 2005.
Evaluasi Kinerja Sumber
Daya Manusia, Bandung;
Refika Aditama
___________, Berita KPU Propinsi

Sumatera
Selatan,
www.kpudsumselprov.go.id
(Diakses 20
November 2014)

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EFFECT OF ORGANIZATIONAL COMMITMENT AND BEYOND ITS

INDIVIDUAL CAPACITY BUILDING ON THE PERFORMANCE OF

The purpose of this research is to analyze 1). Organizational Commitment and

organizations Election Commission of

organizational citizenship behavior

work may be less good at anyway.

organizational commitment (X1)

3. Result and Discussion

each employee is always

teamwork, ESQ and religious

Rivai, V & Basri, A. F. M. 2005.

Gibson, 2010. Organisasi : Perilaku,

Greenbeg, Baron , 2010, Perilaku

Thoha, Miftah, 2004, Prilaku

L. Mathis, Robert, Jackson 2006,

___________, Berita KPU Propinsi

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