The Effects of Recruitment and Organizational Commitment on Employee Performance in a Public Sector Institution: Evidence from the North Luwu District DPRD Office
DOI:
https://doi.org/10.32493/JJSDM.v9i2.59360Keywords:
Recruitment; , Organizational Commitment; , Employee Performance; , North Luwu Regency DPRD Employees.Abstract
This study investigates the impact of recruitment and organizational commitment on employee performance at the North Luwu District DPRD Office. It adopts a quantitative design involving a population of 120 employees, from which 55 respondents were selected using the Slovin formula and probability sampling technique. Data were gathered through questionnaires and processed using multiple linear regression analysis with IBM SPSS version 26. The findings show that recruitment yields a regression coefficient of 0.223 with a t-value of 1.075 (p > 0.05), indicating no significant effect on employee performance. Conversely, organizational commitment produces a regression coefficient of 1.092 with a t-value of 5.225 (p < 0.05), reflecting a positive and significant influence. When examined together, both variables significantly affect employee performance. These results indicate that organizational commitment plays a more prominent role in shaping employee performance than recruitment. Observations in the field also reveal that recruitment practices, which are not fully transparent and not entirely based on competency, reduce their effectiveness in improving performance. In contrast, employees with stronger organizational commitment tend to exhibit higher levels of discipline and responsibility. Accordingly, reinforcing organizational commitment alongside improving recruitment systems is crucial for enhancing employee performance in the public sector.
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