Organizational Commitment and Performance: The Moderating Role of Transformational Leadership


  • Ni Nyoman Sri Rahayu Damayanti Warmadewa University
  • I Gde Agung Wira Pertama
  • I Putu Budi Anggiriawan



Organizational Commitment, Transformational Leadership, Individual Performance


Individual performance is an important factor that can be a determinant of organizational performance. Individual performance is individual behavior at work that consistently contributes to the achievement of organizational goals. This shows that individual performance is under the individual's control. These conditions make individual performance one of the most important aspects to be traced in various organizations. Likewise in Private Higher Education (PHE) where the performance of employees will also contribute to organizational performance. The high number of PHE is a factor causing high competition between PHE. The novelty of this research is in the development of literature related to organizational commitment and individual performance by including transformational leadership as a moderator. In addition, this research was conducted in universities which have not been followed up much. This research is explanatory research using a survey design. The research samples were employees at Warmadewa University and Pendidikan Nasional University. The data analysis technique used is moderated regression analysis. The results of the study show that organizational commitment has a positive effect on individual performance. Further results show that transformational leadership moderates the relationship between organizational commitment and individual performance.


Download data is not yet available.


Ajzen, I. (1991). The Theory of Planned Behavior. Organizational Behavior and Human Decision Processes, 50, 179–211.

Ajzen, I. (2020). The theory of planned behavior: Frequently asked questions. Human Behavior and Emerging Technologies, 2(4), 314-324.

Allen, N. J., & Meyer, J. P. (1990). The Measurement and Antecedents of Affective, Continuance and Normative Commitment to the Organization. Journal of Occupational Psychology, 63, 1–18.

Antonakis, J., & House, R. J. (2013). The Full-Range Leadership Theory: The Way Forward. In Monographs in Leadership and Management (Vol. 5). Emerald Group Publishing Limited.

Asbari, M., Purwanto, A., & Novitasari, D. (2022). Kepuasan Kerja Guru: Di antara Kepemimpinan Transformasional dan Transaksional. Jurnal Pendidikan Transformatif, 01(01), 7–12.

Bosnjak, M., Ajzen, I., & Schmidt, P. (2020). The theory of planned behavior: Selected recent advances and applications. Europe’s Journal of Psychology, 16(3), 352–356.

Bulut, C., & Culha, O. (2010). The effects of organizational training on organizational commitment. International Journal of Training and Development, 14(4), 309–322.

Eliyana, A., Ma’arif, S., & Muzakki. (2019). Job satisfaction and organizational commitment effect in the transformational leadership towards employee performance. European Research on Management and Business Economics, 25(3), 144–150.

Fikri, M. A. A., Asbari, M., Hutagalung, D., Amri, L. H. A., & Novitasari, D. (2021). Quo Vadis Motivasi Intrinsik Pegawai: Peran Strategis Kepemimpinan Transformasional dan Kepuasan Kerja. Edukatif: Jurnal Ilmu Pendidikan, 3(6), 4025-4040.

Geier, M. T. (2016). Leadership in Extreme Contexts: Transformational Leadership, Performance Beyond Expectations? Journal of Leadership and Organizational Studies, 23(3), 234–247.

Ghozali, Imam. 2018. Application of Multivariate Analysis with the IBM SPSS Program 25. Diponegoro University Publishing Agency: Semarang

Guzeller, C. O., & Celiker, N. (2020). Examining the relationship between organizational commitment and turnover intention via a meta-analysis. International Journal of Culture, Tourism, and Hospitality Research, 14(1), 102–120.

Indarti, S., Solimun, Fernandes, A. A. R., & Hakim, W. (2017). The effect of OCB in relationship between personality, organizational commitment and job satisfaction on performance. Journal of Management Development, 36(10), 1283–1293.

Undang-Undang Republik Indonesia Nomor 20, 4 147 (2003).

Kemendikbud. (2020). Statistik Pendidikan Tinggi. In PDDikti Kemendikbud.

Undang-Undang Republik Indonesia Nomor 12, Undang Undang 18 (2012).

Koopmans, L., Bernaards, C., Hildebrandt, V., Van Buuren, S., Van Der Beek, A. J., & de Vet, H. C. w. (2012). Development of an individual work performance questionnaire. International Journal of Productivity and Performance Management, 62(1), 6–28.

Lai, F. Y., Tang, H. C., Lu, S. C., Lee, Y. C., & Lin, C. C. (2020). Transformational Leadership and Job Performance: The Mediating Role of Work Engagement. SAGE Open, 10(1).

Liana, L. (2009). Penggunaan MRA dengan SPSS untuk menguji pengaruh variabel moderating terhadap hubungan antara variabel independen dan variabel dependen. Dinamik, 14(2), 90–97.

Lynch, P. D., Eisenberger, R., & Armeli, S. (1999). Perceived organizational support: Inferior versus superior performance by wary employees. In Journal of Applied Psychology (Vol. 84, Issue 4, pp. 467–483).

Meyer, J. P., Allen, N. J., & Smith, C. A. (1993). Commitment to Organizations and Occupations: Extension and Test of a Three-Component Conceptualization. In Journal of Applied Psychology (Vol. 78, Issue 4, pp. 538–551).

Mowday, R. T., & Steers, R. M. (1979). The Measurement of Organizational Commitment. Journal of Vocational Behavior, 14(1), 224–247.

Nathania, Y. (2018). Pengaruh Budaya Organisasi Dan Komitmen Organisasional Terhadap Kinerja Karyawan Pada Warunk Upnormal Surabaya. Agora, 6(1), 1–9.

Podsakoff, P. M., MacKenzie, S. B., Moorman, R. H., & Fetter, R. (1990). Transformational leader behaviours and their effects on followers’ trust in leader, satisfaction, and organizational citizenship behaviours. Leadership Quarterly, 1(2), 107–142.

Rene, R., & Wahyuni, S. (2018). Pengaruh Work-Life Balance Terhadap Komitmen Organisasi, Kepuasan Kerja, Dan Motivasi Kerja Terhadap Kinerja Individu Pada Karyawan Perusahaan Asuransi Di Jakarta. Jurnal Manajemen Dan Bisnis Sriwijaya, 16(1), 53–63.

Ribeiro, N., Duarte, A. P., & Filipe, R. (2018). How authentic leadership promotes individual performance: Mediating role of organizational citizenship behavior and creativity. International Journal of Productivity and Performance Management, 67(9), 1585–1607.

Rifai, M. H., & Mardijuwono, A. W. (2020). Relationship between auditor integrity and organizational commitment to fraud prevention. Asian Journal of Accounting Research, 5(2), 315–325.

Sugiyono. (2018). Quantitative Research Methods. Bandung: Alphabet.

Sungu, L. J., Weng, Q., & Xu, X. (2019). Organizational commitment and job performance: Examining the moderating roles of occupational commitment and transformational leadership. International Journal of Selection and Assessment, 27(3), 280–290.

Sutanto, E. M., & Ratna, A. (2015). Pengaruh Komitmen Organisasional Terhadap Kinerja Karyawan Berdasarkan Karakteristik Individual. Bisma Jurnal Bisnis Dan Manajemen, 9(1), 56–70.

Wright, A. (1980). Performance Appraisal of Staff Auditors. CPA, 37–43.

Yiing, L. H., & Ahmad, K. Z. Bin. (2009). The moderating effects of organizational culture on the relationships between leadership behaviour and organizational commitment and between organizational commitment and job satisfaction and performance. Leadership and Organization Development Journal, 30(1), 53–86.

PlumX Metrics



How to Cite

Damayanti, N. N. S. R., Agung Wira Pertama, I. G., & Budi Anggiriawan, I. P. (2023). Organizational Commitment and Performance: The Moderating Role of Transformational Leadership. Ekonika : Jurnal Ekonomi Universitas Kadiri, 8(2), 389–405.