Enhancing Employee Performance Through Organizational Support and Work Motivation: The Role of Organizational Commitment in Innovative Workplaces

DOI

10.2991/978-2-38476-565-2_52How to use a DOI?

Keywords

Organizational Support; Work Motivation; Organizational Commitment; Employee Performance

Abstract

Employee performance has a significant impact on an organization's efficacy. Although job motivation and organizational support are universally acknowledged as significant performance factors, their effects might differ depending on individuals’ perceptions of the company and level of commitment. This study investigates the link between employee performance, organizational support, and job motivation, with organizational commitment acting as a mediator. 43 workers participated in a quantitative study using a causal design, using structured surveys to gather data. The data was analyzed using the SPSS to look at direct and indirect correlations between variables, mediation, and simultaneous effects. The results demonstrate that whereas job motivation significantly and favorably affects employee performance, organizational support has a significant negative direct impact. Organizational dedication also has a favorable and significant influence on performance. Furthermore, commitment mediates the positive impact of job motivation on performance, whereas organizational support indirectly reduces employee performance through organizational commitment. Support, job motivation, and organizational commitment all significantly and favorably impact employee performance when taken together. These findings theoretically advance our understanding of organizational behavior by showing that organizational support does not always translate into favorable outcomes. Too much help may be interpreted by workers as too much control, which can undermine autonomy and negatively affect productivity. Actually, this means that management needs to properly organize and communicate organizational support efforts in order to meet employee expectations. Making sure that support is appropriately perceived through open dialogue and effective communication is necessary to improve overall employee performance and increase corporate engagement.

Copyright

© 2026 The Author(s)

Open Access

Open Access This chapter is licensed under the terms of the Creative Commons Attribution-NonCommercial 4.0 International License (http://creativecommons.org/licenses/by-nc/4.0/), which permits any noncommercial use, sharing, adaptation, distribution and reproduction in any medium or format, as long as you give appropriate credit to the original author(s) and the source, provide a link to the Creative Commons license and indicate if changes were made.

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TY  - CONF
AU  - Sayid Eko Putranto
AU  - Asih Niati
AU  - Adhi Pradiptya
AU  - Asah Wiari
AU  - Tri Rinawati
AU  - Novianto Noegroho
PY  - 2026
DA  - 2026/04/30
TI  - Enhancing Employee Performance Through Organizational Support and Work Motivation: The Role of Organizational Commitment in Innovative Workplaces
BT  - Proceedings of the 2nd International Conference on Social Environment Diversity (ICOSEND 2025)
PB  - Atlantis Press
SP  - 423
EP  - 434
SN  - 2352-5398
UR  - https://doi.org/10.2991/978-2-38476-565-2_52
DO  - 10.2991/978-2-38476-565-2_52
ID  - Putranto2026
ER  -