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PENGARUH HUBUNGAN ATASAN BAWAHAN (LMX), KEADILAN ORGANISASI DAN KOMITMEN ORGANISASI TERHADAP KINERJA PEGAWAI BKPSDM BUTON TENGAH

Jurnal Manajemen, Bisnis dan Organisasi (JUMBO) · Vol. 6 No. 1 (2022) · pp. 86–101

DOI
10.33772/jumbo.v6i1.22540
ISSN
2502-4175
Published
2022-04-28
Publisher
Pascasarjana Universitas Halu Oleo
Language
eng

Abstract

The Effect of Leader Member Exchange, Organizational Justice and Organizational Commitment on Employees Performance of BKPSDM Buton Tengah. Human Resource Management Thesis, at the Master of Management Science Study Program, Halu Oleo University Graduate Program. Supervised by Samdin and Salma SalehThe objectives to be achieved in this study are to: examine and explain the simultaneous effect of Leader Member Exchange, organizational justice and organizational commitment on employees performance of BKPSDM Buton Tengah. Testing and explaining the influence of Leader Member Exchange on the performance of Central Buton BKPSDM employees. Organizational Justice on Employees Performance of Central Buton BKPSDM. And Organizational Commitment on Employees Performance of Central Buton BKPSDM. The population in this study were all employees of BKPSDM Buton Tengah, all of which were civil servants totaling 52 employees. Measurement of data in this study using a Likert scale. The data analysis technique used in this study is descriptive statistical data analysis and inferential statistics, namely multiple linear regression analysis using SPSS Version 20 software. The result of this study showed that Leader Member Exchange, Organizational Justice and Organizational Commitment simultaneously has positif and significant effect on employee performance. Leader Member Exchange has a significant positive effect on employee performance. This means that increasing Leader Member Exchange has a positive contribution to improving employee performance. Organizational Justice has a positive effect on employee performance. This means that the increase in employee organizational justice has a significant contribution to employee performance. Organizational commitment has a positive but not significant effect on employee performance. This means that good organizational commitment makes a positive contribution to improving employee performance but is not significant or not meaningful

Keywords

Collaboration network of the authors

40 authors · 183 co-authorship links · showing the 40 most connected

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  • Universiti Teknologi MARA
  • Affiliation unknown
  • Different organisations
  • Same organisation
  • Affiliation unknown
  • Thicker line = more joint articles · bigger circle = more articles
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Co-authorOrganisationJoint articles
Sujono SujonoAffiliation unknown6
Buyung SaritaAffiliation unknown5
Dedy Takdir SyaifuddinAffiliation unknown4
Endro SukotjoAffiliation unknown4
Wahyuniati HamidAffiliation unknown4
Nuryamin BudiAffiliation unknown3
La HataniAffiliation unknown3
Hartini HartiniAffiliation unknown3
Ibnu HajarUniversiti Teknologi MARA3
Riski Amalia MadiAffiliation unknown2
Agustinus TangalayukAffiliation unknown2
Aidin Hudani AwasinombuAffiliation unknown2
La Ode Asfahyadin AliddinAffiliation unknown2
Putu SumarniwatiAffiliation unknown2
Juharsah JuharsahAffiliation unknown2
Ansir AnsirAffiliation unknown2
Muhammad MasriAffiliation unknown2
Valentinus Amstrong TNAffiliation unknown2
Nursaban RommyAffiliation unknown2
Krisna KrisnaAffiliation unknown1
Rachmat Riyaldi HasanAffiliation unknown1
Sulisnawati SulisnawatiAffiliation unknown1
Valentinus Amstrong T. NempungAffiliation unknown1
Farhan Ramadhani IstiandarAffiliation unknown1
Ade Rahayu NataliaAffiliation unknown1
Arham ArhamAffiliation unknown1
Patwayati PatwayatiAffiliation unknown1
Muh. TaufikAffiliation unknown1
Valentinus AmstrongAffiliation unknown1
Aminun NisaAffiliation unknown1
Faisal MaarifAffiliation unknown1
Masra MasraAffiliation unknown1
Moh. AminAffiliation unknown1
Lila CitraAffiliation unknown1
Muhammad Farhan Fauzan KasimAffiliation unknown1
Kardita BasirAffiliation unknown1
Wisnu Maulana SaputraAffiliation unknown1

Affiliations come from OpenAlex; journal OAI-PMH metadata carries none. Authors without an OpenAlex ID are matched by name, which can merge or split people.

Metadata source: OAI-PMH (metadata jurnal) https://ojs.uho.ac.id/index.php/JUMBO/oai, first harvested 31 Okt 2026, last seen 1 Nov 2026.
Original metadata (oai_dc) 
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	<dc:title xml:lang="en-US">PENGARUH HUBUNGAN ATASAN BAWAHAN (LMX), KEADILAN ORGANISASI DAN KOMITMEN ORGANISASI TERHADAP KINERJA PEGAWAI BKPSDM BUTON TENGAH</dc:title>
	<dc:creator>Muksin, Muksin</dc:creator>
	<dc:creator>Samdin, Samdin</dc:creator>
	<dc:creator>Saleh, Salma</dc:creator>
	<dc:subject xml:lang="en-US">Leader member Exchange; Organizational Justice; Organizational Commitment; Employees Performance</dc:subject>
	<dc:description xml:lang="en-US">The Effect of Leader Member Exchange, Organizational Justice and Organizational Commitment on  Employees Performance of BKPSDM Buton Tengah. Human Resource Management Thesis, at the Master of Management Science Study Program, Halu Oleo University Graduate Program. Supervised by Samdin and Salma SalehThe objectives to be achieved in this study are to: examine and explain the simultaneous effect of Leader Member Exchange, organizational justice and organizational commitment on employees performance of BKPSDM Buton Tengah. Testing and explaining the influence of Leader Member Exchange on the performance of Central Buton BKPSDM employees. Organizational Justice on Employees Performance of Central Buton BKPSDM. And Organizational Commitment on  Employees Performance of Central Buton BKPSDM. The population in this study were all employees of BKPSDM Buton Tengah, all of which were civil servants totaling 52 employees. Measurement of data in this study using a Likert scale. The data analysis technique used in this study is descriptive statistical data analysis and inferential statistics, namely multiple linear regression analysis using SPSS Version 20 software. The result of this study showed that Leader Member Exchange, Organizational Justice and Organizational Commitment simultaneously has positif and significant effect on employee performance. Leader Member Exchange has a significant positive effect on employee performance. This means that increasing Leader Member Exchange has a positive contribution to improving employee performance. Organizational Justice has a positive effect on employee performance. This means that the increase in employee organizational justice has a significant contribution to employee performance. Organizational commitment has a positive but not significant effect on employee performance. This means that good organizational commitment makes a positive contribution to improving employee performance but is not significant or not meaningful</dc:description>
	<dc:publisher xml:lang="en-US">Pascasarjana Universitas Halu Oleo</dc:publisher>
	<dc:contributor xml:lang="en-US"></dc:contributor>
	<dc:date>2022-04-28</dc:date>
	<dc:type>info:eu-repo/semantics/article</dc:type>
	<dc:type>info:eu-repo/semantics/publishedVersion</dc:type>
	<dc:type xml:lang="en-US">Peer-reviewed Article</dc:type>
	<dc:format>application/pdf</dc:format>
	<dc:identifier>https://ojs.uho.ac.id/index.php/JUMBO/article/view/22540</dc:identifier>
	<dc:identifier>10.33772/jumbo.v6i1.22540</dc:identifier>
	<dc:source xml:lang="en-US">Jurnal Manajemen, Bisnis dan Organisasi (JUMBO); Vol 6, No 1 (2022): Jurnal JUMBO Vol 6 No 1; 86-101</dc:source>
	<dc:source>2502-4175</dc:source>
	<dc:source>10.33772/jumbo.v6i1</dc:source>
	<dc:language>eng</dc:language>
	<dc:relation>https://ojs.uho.ac.id/index.php/JUMBO/article/view/22540/pdf</dc:relation>
	<dc:rights xml:lang="en-US">Copyright (c) 2022 Jurnal Manajemen, Bisnis dan Organisasi (JUMBO)</dc:rights>
</oai_dc:dc>