The Effects of Training and Role Clarity on Work Performance through Organizational Commitment
Article Sidebar
Main Article Content
Abstract
Intensifying competition in the retail industry compels companies to enhance the quality of their human resources to achieve optimal performance. Generation Z employees possess distinct characteristics, necessitating an understanding of the factors that influence their work performance. This study aims to analyze the impact of training and role clarity on work performance, mediated by organizational commitment, among Generation Z employees at Indomaret in Jakarta. A quantitative approach was employed, utilizing purposive sampling to select 120 respondents, and the data were analyzed using SEM-PLS. The results indicate that all hypotheses were supported; training and role clarity influence organizational commitment, which in turn affects work performance. Furthermore, organizational commitment mediates the impact of training and role clarity on work performance, with the mediation effect of role clarity being the strongest. These findings demonstrate that improving employee performance depends not only on training and role clarity but also on the employees' commitment to the organization. The study offers implications for Indomaret's management regarding the design of human resource management strategies specifically through continuous training, role clarity, and the strengthening of organizational commitment to boost work performance. Future research is encouraged to expand the scope of the study and incorporate other relevant variables, as this is crucial for the sustainability of corporate performance. Additionally, these findings can serve as a reference for other retail companies seeking to manage Generation Z employees more effectively.
Downloads
Article Details
This work is licensed under a Creative Commons Attribution 4.0 International License.
References
Ahmed, T., Chaojun, Y., Hongjuan, Y., & Mahmood, S. (2022). The impact of empowering leadership on job performance of higher education institutions employees: mediating role of goal clarity and self-efficacy. Psychology Research and Behavior Management, 677–694.
Akmal, S., Purwanto, P., & Rahayu, S. (2026). The Effect of Training, Career Development, and Role Clarity on the Performance of Employees at the Bogor Medium Tax Office. Neo Journal of Economy and Social Humanities, 5(1), 37–52.
AlQudah, N. F., Mathani, B., Aldiabat, K., Alshakary, K., & Alqudah, H. M. (2022). Knowledge sharing and self-efficacy role in growing managers’ innovation: Does job satisfaction matter? Human Systems Management, 41(6), 643–654.
Andriansyah, M. A., Sudiro, A., & Juwita, H. A. J. (2023). Employee performance as mediated by organisational commitment between transactional leadership and role ambiguity. International Journal of Research in Business and Social Science, 12(5), 139–150.
Arifin, R. L., & Erdiansyah, R. (2023). Prediksi employee voice, role clarity, dan performance appraisal terhadap job satisfaction. Jurnal Manajemen Bisnis Dan Kewirausahaan, 7(4), 870–879.
Bakker, A. B., & Demerouti, E. (2007). The job demands‐resources model: State of the art. Journal of Managerial Psychology, 22(3), 309–328.
Barika, B., & Maddava, M. (2026). Pengaruh motivasi kerja, lingkungan kerja dan komitmen organisasi terhadap kinerja karyawan. Insight Management Journal, 6(1), 68–82. https://doi.org/10.47065/imj.v6i1.51.
Boon, C., Belschak, F. D., Den Hartog, D. N., & Pijnenburg, M. (2014). Perceived human resource management practices. Journal of Personnel Psychology.
Campbell, J. P., & Wiernik, B. M. (2015). The modeling and assessment of work performance. Annu. Rev. Organ. Psychol. Organ. Behav., 2(1), 47–74.
Chen, J., Ghardallou, W., Comite, U., Ahmad, N., Ryu, H. B., Ariza-Montes, A., & Han, H. (2022). Managing hospital employees’ burnout through transformational leadership: the role of resilience, role clarity, and intrinsic motivation. International Journal of Environmental Research and Public Health, 19(17), 10941.
Gabrielova, K., & Buchko, A. A. (2021). Here comes Generation Z: Millennials as managers. Business Horizons, 64(4), 489–499.
Garavan, T., McCarthy, A., Lai, Y., Murphy, K., Sheehan, M., & Carbery, R. (2021). Training and organisational performance: A meta‐analysis of temporal, institutional and organisational context moderators. Human Resource Management Journal, 31(1), 93–119.
George, N. A., Aboobaker, N., & Edward, M. (2020). Corporate social responsibility and organizational commitment: effects of CSR attitude, organizational trust and identification. Society and Business Review, 15(3), 255–272.
Hair, J. F. (2009). Multivariate data analysis.
Hair Jr., J. F., Matthews, L. M., Matthews, R. L., & Sarstedt, M. (2017). PLS-SEM or CB-SEM: updated guidelines on which method to use. International Journal of Multivariate Data Analysis, 1(2). https://doi.org/10.1504/ijmda.2017.10008574
Hosen, S., Hamzah, S. R., Ismail, I. A., Alias, S. N., Abd Aziz, M. F., & Rahman, M. M. (2024). Training and development, Role Clarity, and Organizational Commitment as predictors of Work Performance. Heliyon, 10(1), e23903.
Idrus, S., Munizu, M., & Sudewi, P. S. (2023). The effect of organizational commitment, employee engagement and training on employee performance of energy supply chain company. JEMSI (Jurnal Ekonomi, Manajemen, Dan Akuntansi), 9(4), 1192–1198.
Karatepe, O. M., Aboramadan, M., & Dahleez, K. A. (2020). Does climate for creativity mediate the impact of servant leadership on management innovation and innovative behavior in the Retail industry? International Journal of Contemporary Hospitality Management, 32(8), 2497–2517.
Khan, N. A. (2024). Training and employee outcomes: The role of Organizational Commitment. , 35(2), 1–20. International Journal of Human Resource Management, 35(2), 1–20.
Khusnah, H., & Anugraini, M. (2022). Pengukuran Kinerja Non Keuangan Terhadap Kinerja Karyawan: Efek Mediasi Dari Role Clarity Dan Komitmen. Media Mahardhika, 20(2), 287–294.
Kim, M.-J., & Kim, B.-J. (2020). The performance implications of job insecurity: The sequential mediating effect of job stress and organizational commitment, and the buffering role of ethical leadership. International Journal of Environmental Research and Public Health, 17(21), 7837.
Kim, S. S., Kim, J., Badu-Baiden, F., Giroux, M., & Choi, Y. (2021). Preference for robot service or human service in Retails? Impacts of the COVID-19 pandemic. International Journal of Hospitality Management, 93, 102795.
Koopmans, L., Bernaards, C. M., Hildebrandt, V. H., Schaufeli, W. B., de Vet Henrica, C. W., & Van Der Beek, A. J. (2011). Conceptual frameworks of individual work performance: A systematic review. Journal of Occupational and Environmental Medicine, 53(8), 856–866.
Malt, J., & Nasution, Y. (2025). The Influence of Workplace Environment and Work Motivation on Job Performance: The Mediating Role of Employee Commitment Among Generation Z Workers. Journal of Applied Business Administration, 9(2), 357–367.
Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1(1), 61–89.
Noe, R. A., & Peacock, M. (2008). Employee training and development.
Nurhanani, A. D., & Anwar, M. (2024). Analysis of role clarity on employee performance. Journal of Finance, Business and Development, 3(4), 412–426.
Oktaviani, R., Susanti, E., & Syah, T. Y. R. (2020). The role of empowerment and work environment on employee performance supported over organizational commitment. Journal of Multidisciplinary Academic, 4(5).
Pradhan, R. K., Jandu, K., Samal, J., & Patnaik, J. B. (2023). Does practicing spirituality at workplace make teachers more engaged? Examining the role of emotional intelligence. International Journal of Ethics and Systems, 39(4), 859–874.
Putri, N., & Meria, L. (2022). The Effect of Transformational Leadership on Employee Performance Through Job Satisfaction and Organizational Commitment. IAIC Transactions on Sustainable Digital Innovation, 4(1). https://doi.org/10.34306/itsdi.v4i1.565.
Raza, M. A., Zaheer, M. A., Mohsin, A., Chaudhary, S. I., Ejaz, R., & Khan, Z. (2023). Enhancing MNC performance in emerging nations: an integrated model of training and development, role clarity, motivation and leadership. International Journal of Organizational Leadership, 12(First Special Issue 2023).
Ribeiro, N., Nguyen, T., Duarte, A. P., Torres de Oliveira, R., & Faustino, C. (2021). How managerial coaching promotes employees’ affective commitment and individual performance. International Journal of Productivity and Performance Management, 70(8), 2163–2181.
Rizzo, J. R., House, R. J., & Lirtzman, S. I. (1970). Role conflict and ambiguity in complex organizations. Administrative Science Quarterly, 150–163.
Sekaran, U., & Bougie, R. (2016). Research Method for Business. Angewandte Chemie International Edition, 6(11), 951–952., 4(1), 1–23.
Seyfi, S., Vo-Thanh, T., & Zaman, M. (2024). Hospitality in the age of Gen Z: a critical reflection on evolving customer and workforce expectations. International Journal of Contemporary Hospitality Management, 36(13), 118–134.
Suhartanto, E. (2024). Parental support and family firm succession intention: the mediation effect of next-generation members’ commitment to the family firm. Journal of Family and Economic Issues, 45(4), 907–924.
Tisu, L., Rusu, A., Sulea, C., & Vîrgă, D. (2022). Job resources and strengths use in relation to employee performance: A contextualized view. Psychological Reports, 125(3), 1494–1527.
Tubre, T. C., & Collins, J. M. (2000). Jackson and Schuler (1985) revisited: A meta-analysis of the relationships between role ambiguity, role conflict, and job performance. Journal of Management, 26(1), 155–169.
ul-Hassan, F. S., Ikramullah, M., Khan, H., & Shah, H. A. (2021). Linking role clarity and organizational commitment of social workers through job involvement and job satisfaction: a test of serial multiple mediation model. Human Service Organizations: Management, Leadership & Governance, 45(4), 337–351.