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This research is based on the results of previous research experts who have proven that performance can be influenced by more than one variable. Based on this starting point, researchers see a gap in thinking to examine the integration of the influence of organizational climate variables, interpersonal communication and organizational commitment to performance in one research model. The researcher’s argument is that employee performance must be understood holistically, as a response to various aspects of work both arising from the person (personal) and due to social interaction. Some experts assert that it is difficult to find the fact that human attitudes are only influenced by a set of aspects of the self without regard to the influence and involvement of social aspects. The research objective is intended to obtain data and information about the integration model of the influence of organizational climate variables, interpersonal communication, and organizational commitment to the performance of employees in XYZ District, West Jakarta, Indonesia. In this study the hypothesis test was carried out with SEM (Structural Equation Modeling). The results showed that the relationship between organizational climate variables and organizational commitment to employee performance was significant, compared to the relationship between interpersonal communication variables on employee performance. Furthermore, based on the theoretical model tested it is known that organizational climate variables have a significant effect on employee performance variables compared toward interpersonal communication and on organizational commitment. The organization commitment variable does not have a significant influence on interpersonal communication, compared to the influence of interpersonal communication on organizational commitment.

The Influence of Organizational Climate Interpersonal Communication Organizational Commitment to Performance of Local Government in Indonesia