This study was conducted with the aim to determine whether the influence of core self-evaluations on job satisfaction is mediated by career commitment at PT Sinar Sosro employees. Sampling method used is convenience sampling by using sampling of 100 employees of PT Sinar Sosro. Data analysis method used in this research is path analysis method and using multiple regression analysis. Results of data processing using spss 22.0. The results of this study indicate that the influence of core self-evaluations on job satisfaction is mediated by career commitment at PT Sinar Sosro employees. Core self-evaluations have an influence on career commitment. Career commitment can be affect job satisfaction. Core self-evaluations have a significant effect on job satisfaction. Keywords: Core Self-evaluations, Career Commitment, and Job Satisfaction

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Pengaruh core self-evaluations terhadap job satisfaction dengan mediator career commitment pada karyawan pt sinar sosro di tangerang

Humans are main actors in achieving organizational success. Every institution seems to be forced to adapt to changes due to the pandemic. The current situation requires that every aspect of employee life in almost every industry is carried out online, including education corporations. Campus Z faces extra challenges as a well-known private university to consistently demonstrate excellent transformational service performance. In achieving an excellent organization, various collaborations of qualified resources are needed, one of which is the ownership of administrative staffs who are highly dedicated to the organization. The positive attitude of employees is determined by the quality of their perspective on themselves and their assessment of their work and organization enviroment. By collecting data through a context review and Google Forms, the research team wanted to analyze the relationship between core self-evaluation, social support, extrinsic motivation, and intrinsic motivation as determinants of organizational commitment. Through multiple linear regression analysis, it has been proven that organizational commitment is positively influenced by extrinsic motivation and negatively influenced by intrinsic motivation. The research team hopes that the results of this study can provide constructive feedback on the leadership and management development of Campus Z in the long term.

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Organizational commitment through core self-evaluation, social support, and motivation

This study investigated the influence of core self-evaluation (self efficacy, self-esteem, work locus of control and neuroticism) and reward system on career commitment of local government employees in Oyo State, Nigeria. Descriptive survey research design was adopted in the study and using stratified random of equal allocation, a total of 2,040 respondents were selected from 13, 838 employees across the 33 local government areas of Oyo State. Seven instruments were used.: General Self-efficacy Scale ( r= 0.80), Self – Esteem Scale ( r = 0.76), Work Locus of Control Scale ( r = 0.75), Neutrocism Rating Scale ( r = 0.74), Reward System Rating Scale ( r = 0.69) and Organisational Commitment Rating Scale ( r= 0.68). Three research questions were answered at 0.05 level of significance and data were analysed using Multiple Regression and Pearson’s Product Moment Correlation. Result findings showed that self-efficacy, self-esteem, work locus of control, neuroticism and reward system had a significant joint positive correlation with organisational commitment (r = 0.671). The five variables had significant effects on organisational commitment (F 5/2034 = 627.15). The contributions of the five independent variables to organisational commitment are in the following order of magnitude: reward system (β = 0302, t= 16.61, p<0.05);  locus of control (β = 0.238, t = 10.63, p< 0.05); neuroticism (β = 0.193, t= 9.80, p < 0.05); self-efficacy (β = 0.130, t = 5.56, p <0.05) and self –esteem (β = 0.044, t = 1.98, p<0.05). Core self-evaluation significantly correlated with organisational commitment as follows: self-efficacy (r = 0.46, p< 0.05), self-esteem (r = 0.43, p < 0.05), work locus of control (r = 0.53, p <0.05), neuroticism (r= 0.491, p <0.05) and reward system (r = 0.50, p < 0.05). Reward system was found to strongly impact employees’ organisational commitment. It is therefore, recommended that, since reward system, Self-efficacy, self-esteem, work locus of control and neuroticism enhanced local government employees’ organisational commitment. counselling and personnel psychologists should be involved in local government administration so that they can help employees understand and clarify their core self evaluation and reward orientation.

Influence of core self-evaluation and reward system on organisational commitment of local government employees in oyo state, nigeria

This study investigated the joint influence of core self-evaluation (self efficacy, self-esteem, work locus of control and neuroticism) and reward system on carrer commitment of local government employees in Oyo State, Nigeria. The study adopted descriptive survey research design. A total of 2,040 respondents were selected from 13, 838 employes across the 33 local government areas of Oyo State using stratified random sampling technique. The six instruments used were: General Self-efficacy Scale ( r= 0.80), Self – esteem Scale ( r = 0.76), Work Locus of Control Scale ( r = 0.75), Neutrocism Rating Scale ( r = 0.74), Reward System Rating Scale ( r = 0.69) and Career Commitment Rating Scale ( r= 0.67). Three research questions were answered at 0.05 level of significance using Multiple Regression and Pearson’s Product Moment Correlation Analysis to test joint effects and relative contributions of the independent variables on the dependent variable. Results findings showed that, self-efficacy, self-esteem, work locus of control, neuroticism and reward system had a significant joint positive correlation with career commitment (r = 0.78). The five variables had significant effects on career commitment (F5/2034 = 627.15). The contributions of the five independent variables to career commitment in order of importance are as follows: reward system (β = 0.674, t=43.87, p<0.05); self-efficacy (β = 0.224, t = 12.3, p< 0.05); locus of control esteem (β = 0.147, t=7.43, p < 0.05); neuroticism (β =0.666, t = 3.96, p <0.05) and self –significantly with career commitment as follows: self-efficacy ( r = 0.41, p< 0.05), self-esteem (r = 0.28, p < 0.05), locus of control ( r= 0.42, p <0.05), neuroticism ( r= 0.32, p <0.05) and reward system ( r = 0.73, p < 0.05). Based on the result findings, part of the recommendations is that, counselling and personnel psychologists should be involved in local government administration so that they can help employees understand and clarify their core self evaluations and reward orientation. Key words: Career commitment, Core self-evaluation, Reward system, and Local government employees.

A.K. Bamigbade

Papers

Influence of core self-evaluation and reward system on organisational commitment of local government employees in oyo state, nigeria

Career Commitment: Interplay of Core-Self-Evaluation and Reward System among Local Governments Employee in Oyo State, Nigeria