The Effect of Self-Efficacy, Interpersonal Communication and Work Ethics on Sustainable Work Commitment

The objectives of the study were to test and analyze (1) the effect of self-efficacy on sustainable work commitments, (2) the influence of interpersonal communication on sustainable work commitments, (3) the influence of work ethics on sustainable work commitments. This type of research is explanatory research. The research population was all employees of Honda Surya Utama Perkasa Semarang Dealership as many as 123 employees. Instruments used in data collection using questionnaires with Likert scale Analysis techniques using regression models. Research findings that Self-Efficacy positively affects sustainable work commitments. Interpersonal Communication has no effect on continuous work commitment. Work Ethic positively affects the commitment to sustainable work. The implications of the findings of this study show that employees' sustainable work commitment is determined by employee self-efficacy and work ethic. Therefore, leaders in recruiting employees need to assess the ownership aspects of self-efficacy and work ethics.


INTRODUCTION
Honda Surya Utama Perkasa as an official dealer for Honda motorcycles headquartered in Semarang, and has branches in various areas in Central Java such as Brebes, Tegal and Pati, which has been operating for more than 25 years, with a vision to become the leader in the motorcycle market in Indonesia and become a world-class player by making consumers' dreams come true, creating joy for consumers and contributing to society.
To achieve this vision requires commitment from all employees to their organization (company). Organizational commitment is the psychological condition of employees in involvement, identification and persistence as members/employees of a company (organization) to be involved in achieving company goals.
The growing commitment to sustainable work is manifested by self-awareness to survive and not wanting to leave the company. Continuous work commitment will easily grow in employees who have self-efficacy and work ethic. and good interpersonal communication in order to gain public (society) trust.
Self-efficacy is related to employee confidence in the ability to complete a task and setting work motivation, so that it is easy to build employee work commitment to the company.
Interpersonal communication is communication between two people or between people in a small group, usually done face to face (DeVito in Barus, RKI et al, 2020). Work ethic is work enthusiasm based on certain values or norms (Harsono and Santoso, 2016). The work ethic is manifested in individual behavior and attitudes at work A study of the findings from previous research regarding the effect of self-efficacy variables, interpersonal communication variables and work ethic on organizational commitment, searches via Google obtained the following picture: self-efficacy has a positive effect on organizational commitment (Maria, et al;Almutairi, 2020;Akhtar, et al;2013;Lee, & Kim, 2019;Nakir, et al, 2020). (2) Interpersonal communication influences organizational commitment (Siburia, T.A, 2013;Sukmana, ED, 2020;Putra, RB, 2018;Syamsuri, AR, 2020); (3) work ethic influences organizational commitment (Persada, et al, 2020;Elsintania, F, Archianti, P, 2016;Filatrovi, EW2021;K., 2016;Mardianti, 2019;Siswanto, et al, 2019). Furthermore, searching via Google concerns the findings of research results on the influence of self-efficacy variables, interpersonal communication and work ethic variables on continual work commitment (a dimension of organizational commitment) have not been found much. Therefore, this research is still important and meaningful to do.
Considering that there are still not many research findings regarding the influence of self-efficacy variables, interpersonal communication variables and work ethic on continuing work commitment, research is still needed to be carried out.
The formulation of the research problem is as follows: (1)  (1) self-efficacy has a positive effect on continuing work commitment, (2) Interpersonal communication has a positive effect on continuing work commitment, (3) work ethic has a positive effect on continuing work commitment.

LITERATURE REVIEW 1. Self Efficacy
According to Bandura (1997) self-efficacy is a person's belief in his ability to organize and carry out a series of actions needed to complete a particular task. Selfefficacy is the result of cognitive processes in the form of decisions, beliefs or expectations about the extent to which individuals estimate their own ability to carry out certain tasks or actions needed to achieve the desired results (Nuzulia, 2010). Thus, employee self-efficacy is self-confidence in the ability to carry out an activity/work assigned to the employee concerned to achieve the set goals. Employee self-efficacy as a predictor of one's work commitment.

Communication interpersonal
Interpersonal communication is a fundamental ability that a person has in social relations. The hard skills possessed must be supported by the ability to communicate (soft skills). Interpersonal communication is more oriented to personal relationships. Solomon and Theiss (in Barus, RKI, et al, 2020) emphasized that interpersonal communication more specifically leads to communication that arises between people and creates personal bonds between them. will become part of shared memory among those involved in interpersonal communication (Suharyanto et al. in Barus, RKI, et al, 2020). Interpersonal communication plays an important role in an organization or company. West and Turner (2007) stated that interpersonal communication refers to face-toface communication between people.

Work ethic
Work ethic as a personality attitude that gives birth to a deep belief that work is a manifestation of the appearance of a trustworthy figure, to carry out a task or job to earn income to fulfill life's needs. Work ethic is manifested in individual behavior and attitudes at work in the workplace. Work ethic is considered as one of the important soft skills that can determine attitudes and behavior related to work in the workplace (Park, H.Ch. and Hill, RB , 2017. Work ethic is a skill that can be learned and developed during one's lifetime by paying attention to and imitating people and then articulating their own attitudes and behavior (Park, H.Ch. and Hill, RB , 2017).

Commitment Continuous Work
According to Allen & Meyer (1990) continuous work commitment is a psychological construct which is (a) the characteristics of the employee/employee relationship with his company (b) has implications for decision making to continue his membership in the organization. Continuous work commitment is one dimension of organizational commitment. Larkin (1990) emphasizes that organizational commitment is the strength of one's identification and involvement in a particular company. In this study only examined the dimensions of continuance commitment. Continuous work commitment is an employee's assessment of the current situation and decides to stay with the company in the long term, taking into account the benefits and costs of leaving the organization.

RESEARCH METHODS
This type of research is a type of research (explanatory research) that is testing hypotheses and explaining the influence between variables from hypotheses that have been formulated. The research population was all employees of the Honda Surya Utama Perkasa Semarang Dealer, with a total of 123 employees. The entire population is used as a sample (census method), namely all employees who are members of the WhatsApp group.
The research variables include independent variables, namely selfefficacy (X1), interpersonal communication (X2), work ethic (X3) and continuous work commitment (Y) as the dependent variable. The employee self-efficacy variable questionnaire uses a questionnaire adapted from the New General Selfefficacy Scale (GSE) developed by Gilad Chen, Stanley M. Gully and Dov (2009)  Data collection using questionnaires. The questionnaire contains statements related to research variables with five alternative answers to measure each research variable. Data collection uses the Google form application which is sent to employees who are members of the employee WhatsApp group. All participating respondents filled out a complete questionnaire to become data that could be analyzed.

RESEARCH RESULT
Questionnaires were distributed via the Google Form application to 123 employees and all were returned and analyzed. Of the 123 respondents, 37 were male (30.1%) and 86 (69.9%) were female. Judging from the level of education, 72 people (58%) graduated from SMA/SMK were dominated, followed by 42 graduates from bachelor/diploma (34.1%). Judging from the age dominated by relatively young workers (age 20-30 years) as many as 80 people (65%) then followed by workers aged 31-40 years as many as 24 (19%), and judging from their work experience most of them have work experience under 6 years as many as 73 people (59.4%). Furthermore, based on the results of descriptive statistical analysis of each variable, the average value (mean) is relatively high. In detail, the mean sequential variable mean self-efficacy variable (X1)  Furthermore, it can be seen from the loading factor value for the self-efficacy variable (X1) of 8 items, all valid, with the loading factor value having a value > 0.4 Interpersonal Communication Variable (X2) of 7 items, and 2 items are invalid, namely X2.1 X2 .3 where the loading factor value is <0.4, the Work Ethic Variable (X3) has 10 items and all of them are declared valid, namely the loading factor value is > 0.4 and the sustainability commitment variable is 8 items and all of them are declared valid.

CONCLUSIONS
AND RECOMMENDATIONS 1. Conclusion a. Self-efficacy has a positive effect on continuous work commitment b. Interpersonal communication has no effect on continuing work commitment c. Work ethic has a positive effect on continuous work commitment.

Suggestion
Based on the results of research findings which show that employee continuous work commitment is determined by employee self-efficacy and work ethic.
Therefore, company leaders in recruiting employees need to assess the ownership aspects of self-efficacy and work ethic.