The Impact of Training and Workload On Performance Through Organizational Commitment of Productive Account Officers at PT Bank Sumut Region I

Abstract

This study investigates how training and workload affect employee performance through the mediating role of organizational commitment among Productive Account Officers (AOs) at PT. Bank Sumut Region I. Using a quantitative approach with Structural Equation Modeling-Partial Least Squares (SEM-PLS), data were collected from all 41 productive AOs using a saturated sampling method. Results show that training positively and significantly influences both performance (β = 0.352, t = 3.89, p < 0.001) and organizational commitment (β = 0.421, t = 4.01, p < 0.001), while workload has a negative and significant effect on both (β = –0.289, t = 3.47, p = 0.001). Organizational commitment also significantly affects performance (β = 0.388, t = 3.74, p < 0.001) and partially mediates the effects of training and workload. These findings suggest that effective training and balanced workload management can enhance employee performance by fostering higher organizational commitment. Practically, PT. Bank Sumut should optimize training modules to align with workload distribution and promote affective attachment to the organization. The study contributes to HRM literature by providing empirical evidence of mediation mechanisms linking capability development, job stressors, and performance outcomes. Future research may apply longitudinal and comparative designs across multiple branches to extend generalizability.