The influence of person-job fit, person-organization fit, transformational leadership, and organizational culture on organizational commitment: a case study at the trade office of gunungkidul regency
Main Article Content
Abstract
This study aims to examine the influence of Person-Job Fit, Person-Organisational Fit, Organisational Culture, and Transformational Leadership Style on Organisational Commitment at the Gunungkidul Regency Trade Office. This study employs a quantitative approach through a survey. Data were collected using an online Google Form questionnaire distributed to 74 respondents via total sampling. Measurements were conducted using a 1-5 Likert scale. Statistical analysis was conducted using multiple regression with SPSS version 26. The findings indicate that individual-job fit, individual-organisational fit, and organisational climate significantly influence organisational commitment, while transformational leadership does not have a significant impact. These results differ from many other studies that often find that transformational leadership can make employees more loyal to the organisation. These findings confirm that individual fit with the job and organisation, as well as a strong organisational culture, play a crucial role in strengthening employee commitment. Therefore, improving alignment between individual characteristics and the work environment can enhance employee loyalty and commitment to the organisation. For the Gunungkidul Regency Trade Office, efforts to create a positive and harmonious work climate are an important strategy for enhancing organisational commitment among its employees.
Downloads
Download data is not yet available.
Article Details
How to Cite
Anintito, B. N. ., Kirana, K. C. . and Hadi, S. . (2025) “The influence of person-job fit, person-organization fit, transformational leadership, and organizational culture on organizational commitment: a case study at the trade office of gunungkidul regency”, Jurnal Mantik, 9(2), pp. 461-471. doi: 10.35335/mantik.v8i6.6428.
References
Almaududi Ausat, A. M., Suherlan, S., Peirisal, T., & Hirawan, Z. (2022). The Effect of Transformational Leadership on Organizational Commitment and Work Performance. Journal of Leadership in Organizations, 4(1), 61–82. https://doi.org/10.22146/jlo.71846
Cable, D. M., & Derue, D. S. (2002). The Convergent and Discriminant Validity of Subjective Fit Perceptions. 87(5), 875–884. https://doi.org/10.1037//0021-9010.87.5.875
Coghlan, D. (2024). Edgar H. Schein: The Artistry of a Reflexive Organizational Scholar-Practitioner. In Edgar H. Schein: The Artistry of a Reflexive Organizational Scholar-Practitioner. https://doi.org/10.4324/9781003366355
Dewi, R., Datuk, B., & Rambe, M. F. (2023). Pengaruh Person Organization Fit Dan Person Job Fit Terhadap Employee Performance Dengan Work Engagement Sebagai Variabel Intervening Pada Dinas Pekerjaan Umum Dan Penataan Ruang Kabupaten Langkat. 6(September).
Dwiyanto, A., & Press, U. G. M. (2021). Reformasi Birokrasi Publik di Indonesia. UGM PRESS. https://books.google.co.id/books?id=vTMXEAAAQBAJ
Fauzan, A., Tupti, Z., Pasaribu, F., & Tanjung, H. (2023). Pengaruh Kepemimpinan Transformasional dan Budaya Organisasi Terhadap Kinerja Pegawai dimediasi oleh Komitmen Organisasi. Jesya, 6(1), 517–534. https://doi.org/10.36778/jesya.v6i1.978
Harefa, C. E., & Dirbawanto, N. D. (2024). The Influence of Person Job Fit and Person Organization Fit on Organizational Commitment. Formosa Journal of Applied Sciences, 3(3), 887–898. https://doi.org/10.55927/fjas.v3i3.8035
Hasan, T., & Jawaad, M. (2021). Kondisi Komitmen Organisasi?: Investigasi Mediasi Kepuasan Kerja di Sektor Swasta Pasar Berkembang.
Ilyas, Y., & Telaumbanua, I. (2021). Pengaruh Kepemimpinan Transformasional Dan Budaya Organisasi Terhadap Komitmen Organisasi Kantor Kecamatan Bogor Timur. Economicus, 15(1), 56–65. https://doi.org/10.47860/economicus.v15i1.229
Influence, T. H. E., Organizational, O. F., On, C., Commitment, O., Performance, E., South, O. F., District, L., & Office, H. (2022). Pengaruh budaya organisasi terhadap komitmen organisasi dan kinerja karyawan dinas kesehatan kabupaten lampung selatan. 8(2), 565–574.
Irwansyah, D., Hotman, F., Damanik, S., Judijanto, L., Jakarta, U. M., Sunan, U. I. N., Djati, G., Negeri, U., Riset, B., & Jakarta, I. (2023). Digitalisasi Terhadap Pelayanan Publik melalui transformasi E-Government . Penelitian ini , berjudul " Transformasi E-Government?: dampak digitalisasi pada penyediaan pelayanan publik dan mengukur efektivitas transformasi E- Government dalam meningkatkan. Cahaya Mandalika, 03(02), 1796–1803. https://www.ojs.cahayamandalika.com/index.php/jcm/article/view/2390
Isma, Y. S., Kardiati, D., & Fadhillah, S. K. (2025). Transformasi Digital Sebagai Instrumen untuk Memperluas Aksesibilitas Layanan Publik. 6(3).
Jigjiddorj, S., Zanabazar, A., Jambal, T., & Semjid, B. (2021). Relationship Between Organizational Culture, Employee Satisfaction and Organizational Commitment. SHS Web of Conferences, 90, 02004. https://doi.org/10.1051/shsconf/20219002004
Jyoti, J., Sharma, P., Kour, S., & Kour, H. (2021). The role of job involvement and career commitment between person–job fit and organizational commitment: a study of higher education sector. International Journal of Educational Management, 35(1), 109–130. https://doi.org/10.1108/IJEM-06-2019-0205
Kristof-brown, A. M. Y. L., Zimmerman, R. D., & Johnson, E. C. (2005). CONSEQUENCES OF INDIVIDUALS ’ FIT AT WORK?: A META-ANALYSIS OF PERSON – JOB , PERSON – ORGANIZATION , PERSON – GROUP , AND PERSON – SUPERVISOR FIT. 281–342.
Luthans, F. (2011). Organizational Behavior?: an evidence-based approach. In Hospital Administration (12th ed.). In Mc Graw-Hill.
Meyer, J.P. and Allen, N. J. (1991). A THREE-COMPONENT CONCEPTUALIZATION OF ORGANIZATIONAL COMMITMENT. A Three-Component Conceptualization of Organizational Commitment, 1(1), 61–89. https://doi.org/10.1057/9780230501997_5
OECD. (2016). Skills for a High Performing Civil Service. In OECD Public Governance Reviews.
Opolot, J. S., Lagat, C., Kipsang, S. K., & Muganzi, Y. K. (2024). Organisational culture and organisational commitment: the moderating effect of self-efficacy. Journal of Humanities and Applied Social Sciences, 6(3), 280–296. https://doi.org/10.1108/jhass-09-2023-0105
Park, I. J., & Hai, S. (2024). Person-organization fit, person-job fit and organizational commitment among hotel employees: the roles of positive affect and calling. International Journal of Contemporary Hospitality Management, 36(3), 852–872. https://doi.org/10.1108/IJCHM-07-2022-0827
Ph.D. Ummul Aiman, S. P. D. K. A. S. H. M. A. Ciq. M. J. M. P., Suryadin Hasda, M. P. Z. F., M.Kes. Masita, M. P. I. N. T. S. K., & M.Pd. Meilida Eka Sari, M. P. M. K. N. A. (2022). Metodologi Penelitian Kuantitatif. In Yayasan Penerbit Muhammad Zaini.
Rumangkit, S., & Haholongan, J. (2019). Person Organization Fit, Motivasi Kerja, Dan Kepuasaan Kerja Terhadap Komitmen Organisasional. TECHNOBIZ?: International Journal of Business, 2(2), 64. https://doi.org/10.33365/tb.v3i2.449
Rumangkit, S., & Maryati, S. (2017). Pengaruh Person-Organization Fit terhadap Komitmen Organisasional melalui Kepuasaan Kerja pada Karyawan IBI (Informatics and Business Institute) Darmajaya. Jurnal Optimum, 7(2), 190–202. http://journal.uad.ac.id/index.php/OPTIMUM/article/view/7918
Sayuga, H. D., Ambarwati, A., & Fatmawati, R. (2024). Pengaruh Person-Job Fit dan Person-Organization Fit Terhadap Kinerja Karyawan PT. Sumatraco Langgeng Makmur. Jurnal Ilmiah Administrasi Bisnis Dan Inovasi, 7(2), 145–163. https://doi.org/10.25139/jiabi.v7i2.5772
Sugiyono. (2020). Metodologi Penelitian Kuantitatif, Kualitatif dan R & D.
Wahyuni, W. S., & Dirbawanto, N. D. (2022). the Effect of Job Satisfaction and Organizational Commitment on Organizational Citizenship Behavior in Employees. Journal of Humanities, Social Sciences and Business (Jhssb), 2(1), 306–316. https://doi.org/10.55047/jhssb.v2i1.487
Wright, B. E., & Pandey, S. K. (2010). Transformational leadership in the public sector: Does structure matter? Journal of Public Administration Research and Theory, 20(1), 75–89. https://doi.org/10.1093/jopart/mup003
Cable, D. M., & Derue, D. S. (2002). The Convergent and Discriminant Validity of Subjective Fit Perceptions. 87(5), 875–884. https://doi.org/10.1037//0021-9010.87.5.875
Coghlan, D. (2024). Edgar H. Schein: The Artistry of a Reflexive Organizational Scholar-Practitioner. In Edgar H. Schein: The Artistry of a Reflexive Organizational Scholar-Practitioner. https://doi.org/10.4324/9781003366355
Dewi, R., Datuk, B., & Rambe, M. F. (2023). Pengaruh Person Organization Fit Dan Person Job Fit Terhadap Employee Performance Dengan Work Engagement Sebagai Variabel Intervening Pada Dinas Pekerjaan Umum Dan Penataan Ruang Kabupaten Langkat. 6(September).
Dwiyanto, A., & Press, U. G. M. (2021). Reformasi Birokrasi Publik di Indonesia. UGM PRESS. https://books.google.co.id/books?id=vTMXEAAAQBAJ
Fauzan, A., Tupti, Z., Pasaribu, F., & Tanjung, H. (2023). Pengaruh Kepemimpinan Transformasional dan Budaya Organisasi Terhadap Kinerja Pegawai dimediasi oleh Komitmen Organisasi. Jesya, 6(1), 517–534. https://doi.org/10.36778/jesya.v6i1.978
Harefa, C. E., & Dirbawanto, N. D. (2024). The Influence of Person Job Fit and Person Organization Fit on Organizational Commitment. Formosa Journal of Applied Sciences, 3(3), 887–898. https://doi.org/10.55927/fjas.v3i3.8035
Hasan, T., & Jawaad, M. (2021). Kondisi Komitmen Organisasi?: Investigasi Mediasi Kepuasan Kerja di Sektor Swasta Pasar Berkembang.
Ilyas, Y., & Telaumbanua, I. (2021). Pengaruh Kepemimpinan Transformasional Dan Budaya Organisasi Terhadap Komitmen Organisasi Kantor Kecamatan Bogor Timur. Economicus, 15(1), 56–65. https://doi.org/10.47860/economicus.v15i1.229
Influence, T. H. E., Organizational, O. F., On, C., Commitment, O., Performance, E., South, O. F., District, L., & Office, H. (2022). Pengaruh budaya organisasi terhadap komitmen organisasi dan kinerja karyawan dinas kesehatan kabupaten lampung selatan. 8(2), 565–574.
Irwansyah, D., Hotman, F., Damanik, S., Judijanto, L., Jakarta, U. M., Sunan, U. I. N., Djati, G., Negeri, U., Riset, B., & Jakarta, I. (2023). Digitalisasi Terhadap Pelayanan Publik melalui transformasi E-Government . Penelitian ini , berjudul " Transformasi E-Government?: dampak digitalisasi pada penyediaan pelayanan publik dan mengukur efektivitas transformasi E- Government dalam meningkatkan. Cahaya Mandalika, 03(02), 1796–1803. https://www.ojs.cahayamandalika.com/index.php/jcm/article/view/2390
Isma, Y. S., Kardiati, D., & Fadhillah, S. K. (2025). Transformasi Digital Sebagai Instrumen untuk Memperluas Aksesibilitas Layanan Publik. 6(3).
Jigjiddorj, S., Zanabazar, A., Jambal, T., & Semjid, B. (2021). Relationship Between Organizational Culture, Employee Satisfaction and Organizational Commitment. SHS Web of Conferences, 90, 02004. https://doi.org/10.1051/shsconf/20219002004
Jyoti, J., Sharma, P., Kour, S., & Kour, H. (2021). The role of job involvement and career commitment between person–job fit and organizational commitment: a study of higher education sector. International Journal of Educational Management, 35(1), 109–130. https://doi.org/10.1108/IJEM-06-2019-0205
Kristof-brown, A. M. Y. L., Zimmerman, R. D., & Johnson, E. C. (2005). CONSEQUENCES OF INDIVIDUALS ’ FIT AT WORK?: A META-ANALYSIS OF PERSON – JOB , PERSON – ORGANIZATION , PERSON – GROUP , AND PERSON – SUPERVISOR FIT. 281–342.
Luthans, F. (2011). Organizational Behavior?: an evidence-based approach. In Hospital Administration (12th ed.). In Mc Graw-Hill.
Meyer, J.P. and Allen, N. J. (1991). A THREE-COMPONENT CONCEPTUALIZATION OF ORGANIZATIONAL COMMITMENT. A Three-Component Conceptualization of Organizational Commitment, 1(1), 61–89. https://doi.org/10.1057/9780230501997_5
OECD. (2016). Skills for a High Performing Civil Service. In OECD Public Governance Reviews.
Opolot, J. S., Lagat, C., Kipsang, S. K., & Muganzi, Y. K. (2024). Organisational culture and organisational commitment: the moderating effect of self-efficacy. Journal of Humanities and Applied Social Sciences, 6(3), 280–296. https://doi.org/10.1108/jhass-09-2023-0105
Park, I. J., & Hai, S. (2024). Person-organization fit, person-job fit and organizational commitment among hotel employees: the roles of positive affect and calling. International Journal of Contemporary Hospitality Management, 36(3), 852–872. https://doi.org/10.1108/IJCHM-07-2022-0827
Ph.D. Ummul Aiman, S. P. D. K. A. S. H. M. A. Ciq. M. J. M. P., Suryadin Hasda, M. P. Z. F., M.Kes. Masita, M. P. I. N. T. S. K., & M.Pd. Meilida Eka Sari, M. P. M. K. N. A. (2022). Metodologi Penelitian Kuantitatif. In Yayasan Penerbit Muhammad Zaini.
Rumangkit, S., & Haholongan, J. (2019). Person Organization Fit, Motivasi Kerja, Dan Kepuasaan Kerja Terhadap Komitmen Organisasional. TECHNOBIZ?: International Journal of Business, 2(2), 64. https://doi.org/10.33365/tb.v3i2.449
Rumangkit, S., & Maryati, S. (2017). Pengaruh Person-Organization Fit terhadap Komitmen Organisasional melalui Kepuasaan Kerja pada Karyawan IBI (Informatics and Business Institute) Darmajaya. Jurnal Optimum, 7(2), 190–202. http://journal.uad.ac.id/index.php/OPTIMUM/article/view/7918
Sayuga, H. D., Ambarwati, A., & Fatmawati, R. (2024). Pengaruh Person-Job Fit dan Person-Organization Fit Terhadap Kinerja Karyawan PT. Sumatraco Langgeng Makmur. Jurnal Ilmiah Administrasi Bisnis Dan Inovasi, 7(2), 145–163. https://doi.org/10.25139/jiabi.v7i2.5772
Sugiyono. (2020). Metodologi Penelitian Kuantitatif, Kualitatif dan R & D.
Wahyuni, W. S., & Dirbawanto, N. D. (2022). the Effect of Job Satisfaction and Organizational Commitment on Organizational Citizenship Behavior in Employees. Journal of Humanities, Social Sciences and Business (Jhssb), 2(1), 306–316. https://doi.org/10.55047/jhssb.v2i1.487
Wright, B. E., & Pandey, S. K. (2010). Transformational leadership in the public sector: Does structure matter? Journal of Public Administration Research and Theory, 20(1), 75–89. https://doi.org/10.1093/jopart/mup003
Copyright and Licensing
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.