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Volume 5, Issue 8, August – 2020International Journal of Innovative Science and Research TechnologyISSN No:-2456-2165commitments have a negative impact. Each organizationwill have difficulties if its employees ' commitments arelow. Employees with a low commitment will not give thebest to the organization and easily exit the Organization(Riady, 2003). Based on the definitions above, it can beconcluded that the Organization's commitment is anindividual process to stay on top of the decision involvingthe work and its future, and subsequently emerge as a valuefor the efforts of the company.Factors influencing the commitment of theOrganization, McShane and Glinow (2000) quoted Wibowo(2015:433) are as follows: Justice and SupportFulfill obligations on workers and stay withhumanitarian values such as honesty of honor, willingnessof forgiveness and moral integrity. Organizations thatsupport worker welfare tend to reap higher loyalty rates. Shared ValuesThe workers are comfortable and confident in theorganization's values. When they agree with the valuesunderlying corporate decisions. TrustTrust shows one person's positive expectationstowards others in situations involving risk. Belief meansplacing fate on another person or group. Organizational ComprehensionOrganizational understanding shows that how wellworkers understand the organization, including strategicdirection, social dynamics, and physical spatial. Employee InvolvementWorker Agility reinforces the social identity ofworkers with organizations. Workers feel that they are partof the organization when they participate in decisions thatdirect the organization's future.According to Lincoln (1989) and Bashaw (1994)quoted by Sopiah (2008:156) suggests an organizationalcommitment indicator there are three, namely: 1. employeewillingness, 2. employee loyalty, and 3. employee pride inthe organization.C. Job SatisfactionJob satisfaction in the meaning of the Dictionary ofthe Indonesian Nation (KBBI), In addition to satisfied withthe work, covers satisfaction of the work environment. Jobsatisfaction, is an important thing that individuals have inthe works. Each individual works has differentcharacteristics and the satisfaction level of work also varies.According to Hasibuan (2014:203) Job satisfaction isan emotional attitude that pleases and loves his work. Thisattitude is reflected by work morals, discipline, and jobperformance.This job satisfaction is enjoyed in work, outside workand combination, in and out of work. Based on theunderstanding described about job satisfaction. It can beconcluded that job satisfaction is an portrayed as theemployee looks at the awards and benefits they havereceived, and that is the attitude of an employee in theworkplace.The theory that discusses the work satisfaction iscommonly called need based theories (which focuses onreducing the shortage that employees have and identifyingthe needs of employees needed). Hierarchy needs Maslow, according Maslow theory(2016:6), human needs can be divided into 5 (five)Categories: Physiological NeedsThe first category is the basic human need to avoidthirst and hunger. Safety NeedsThe second category for example is job certainty. Social NeedsThe third category deals with support, socialacceptance, love and friendship. Egotistical NeedsThe fourth category relates to humans needs to berespected. Self-actualizationIn the last and highest category is the need of officersin conducting self-actualisation, to achieve their maximumpotential. Herzberg’s Two FactorTheoryAccording to Herzberg's theory, the concept of theoryseparates between satisfaction and job dissatisfaction, as itis considered controversial with the basic assumption that isalways used. Hygiene factors as lower order needsWhat is included in the factors are salary, workingenvironment, job status, interpersonal relationship Motivators as higher orderneedsIncluded in the factors are challenges, responsibilities,achievement, and promotion opportunities.According to Sopiah (2008:170), that job satisfactionis "Job Satisfaction is a pleasurable or positive emotionalstate resulting from the appraisal of one's job or jobexperience," or who expressed satisfaction is an emotionalexpression that is Positive or enjoyable as a result of theassessment of a work or work experience.IJISRT20AUG554www.ijisrt.com946

Volume 5, Issue 8, August – 2020International Journal of Innovative Science and Research TechnologyISSN No:-2456-2165According to Zainal (2014:623), the job satisfactionindicator is as follows: Job content Supervision Organization or management Opportunity to progress Work Guarantee Co-workers Occupational conditionsD. PerformancePerformance is an overall outcome or success rate fora given period in carrying out a task compared to a varietyof possibilities, such as a standard of work, target or target,or predefined criteria First and has been agreed together.According to Moeheriono (2012:95), it is said thatperformance or performance is a depiction of the level ofachievement of an activity program or policy in realizingthe objectives, objectives, vision and mission of theorganization that is poured through Organizational strategicplanning. CooperationWillingness to cooperate with employersWillingness to work with colleagues DepentabilityAwareness in terms of attendance. Can be trusted interms of presence InitiativePassion in carrying out the task. The spirit of doingresponsibility. Personal QualitiesLeadership. Personal integrity.E. Theoretical frameworkBased on the results of previous research studies onthe effect of electronic document management systems,organizational commitment and job satisfaction onemployee performance. Systematically in this writing canbe described as follows:According to Lijan Poltak Sinambela (2012:5), thatemployee performance is the ability of employees to dothings. Results of work achieved by a person or group ofpeople in an organization in accordance with theirrespective authorities and responsibilities, in order tolegally achieve the objectives of the relevant organization,do not violate the law and in accordance with morals andethics. Based on some of the above-mentioned definitions,the author symbolizes that employee performance is aresult of quality work processes and also quantity, which isgenerated in the ability of an individual or group Skillbased experience, ability, and maximum time.According to Wibowo (2011:229), that measurementof performance needs to be performed to determine whetherduring performance implementation there is a deviationfrom a predetermined plan, or whether performance can beperformed on a prescribed schedule, or Performance resultshave been achieved as expected. Thus, to perform anassessment it is necessary to measure performance so thatthere is a measure of performance.According to Faustino Cardoso Gomes (2010:142),the performance indicators are as follows:o Quantity of WorkAmount of work done. The amount of work that canbe reached in a certain periodo Quality of WorkSkills in carrying out tasks. Quality achieved based ontheir terms and suitability and readiness Job KnowledgeExtensive knowledgeknowledge about skillsaboutwork.Extensive CreativenessIdea skills. The ability to solve problems that ariseIJISRT20AUG554Fig 1:- FrameworkF. HypothesisAccording to Sugiono (2016: 64), the hypothesis canbe defined as a temporary answer to the formulation ofresearch problems.H1: Allegedly electronic document management systeminfluences employee performance.H2: Allegedly organizational commitment affects employeeperformance.H3: Allegedly job satisfaction affects employeeperformance.www.ijisrt.com947

Volume 5, Issue 8, August – 2020International Journal of Innovative Science and Research TechnologyISSN No:-2456-2165H4: Allegedly electronic document management system,organizational commitment and job satisfaction affectemployee performance.III.METHODOLOGYThis study uses a survey method, namely thecollection of information carried out by compiling a list ofquestions raised by respondents and extracting data througha questionnaire and then processed through the SPSS(Statistical Package for the Social Sciens) program.Research with this method is carried out with the aimof obtaining primary data. So, this study describes theAnalysis of the Effect of Electronic DocumentManagement System, Organizational Commitment and JobSatisfaction on Employee Performance of PT. GrahaFortuna Purnama.a. Predictors: (Constant), Job Satisfaction,Organizational Commitmentb. Dependent Variable: Employee PerformanceBased on Table 1 by looking at the R Square figure of0, 808 R Square Number R is also called the MultipleDetermination Coefficient. The amount is 0.808 or equal to80.8%. So, it can be concluded that the influence of EDMSand Work Commitment and Job Satisfaction together onemployee performance is 80.8%, while the rest can beexplained by other causative factors. In this study, it meansthat other factors that influence employee performance arepredicted to be smaller. This means that the chosen variableis appropriate enough.C. Multiple Regression Coefficient Analysis.This section describes the regression equation to findout the constant numbers and test the hypothesis of theregression coefficient significance.This research was designed using descriptive methodswith a quantitative approach. Descriptive statisticalmethods are used to explain the phenomena that occurregarding research data. While quantitative methods areused to explain the effect of independent variables on thedependent variable in this study.CoefficientsaIn this case the study uses 3 (three) independentvariables, namely EDMS, Organizational Commitment, JobSatisfaction, and 1 (one) dependent variable, namelyEmployee Performance.The study was conducted at PT. Graha FortunaPurnama, the population in this study were all employees ofEDMS users, amounting to 203 employees. The samplingtechnique uses the random side method with Slovinformula so that a sample of 134 employees is obtained.The data analysis technique used in this study is byusing multiple linear regression analysis.IV.RESULTS AND DISCUSSIONA. Hypothesis testIn this study an analysis of the influence of EDMSand organizational commitment and job satisfaction wasanalyzed on Employee Performance.B. Multiple Determination Coefficient Analysis.Multiple determination coefficient analysis is ananalysis used to find out how much influence the EDMSand organizational commitment and job satisfactiontogether on Employee Performance.Model SummarybModel1RStd. Errorof theEstimate,899a,808,8032,559Table 1:- Determination Test ResultsIJISRT20AUG554RSquareAdjusted RSquareEDMS,Table 2:- Regression Test Resultsa. Dependent Variable: Employee PerformanceBased on the results of data analysis conducted usingSPSS version 25, the following form of multiple linearregression has been obtained:Y a bX1 bX2 bX3Y 3.950 0,291 X1 0,391 X2 0,363 X3Based on the results of the equation it can beexplained that: Constants (a) 3,950, showing the amount of employeeperformance, if the electronic document managementsystem, organizational commitment and job satisfactionare zero, then the amount of employee performance is3,950. EDMS or electronic document management system(X1) regression coefficient of 0.291, indicating themagnitude of the influence of the electronic documentmanagement system on employee performance, theregression coefficient that is positive indicates theelectronic document management system has a directeffect on employee performance, which means thatevery time there is an increase in EDMS will befollowed by an increase in employee performance atPT. Graha Fortuna Purnama by 29.1%. Vice versa, ifEDMS has decreased the performance of employees ofPT. Graha Fortuna Purnama will also experience adecrease of 29.1%. The value of t arithmetic was 5.039with a significance of t intrinsic motivation of 0,000www.ijisrt.com948

Volume 5, Issue 8, August – 2020International Journal of Innovative Science and Research TechnologyISSN No:-2456-2165 0.05, with a very weak correlation of SCβ1 (0.305).Thus it is evident that the electronic documentmanagement system (X1) variable has a significanteffect on employee performance (Y). Thus the firsthypothesis can be accepted. Organizational commitment regression coefficient (X2)of 0.391, indicating the magnitude of the effect oforganizational commitment on employee performance,the regression coefficient that is positive indicatesorganizational commitment has a direct effect onemployee performance, which means that any increasein organizational commitment will be followed by anincrease in employee performance in PT. Graha FortunaPurnama by 39.1%. Vice versa, if EDMS has decreasedthe performance of employees of PT. Graha FortunaPurnama will also experience a decrease of 39.1%. Tvalue of 3.182 with the significance of intrinsicmotivation t of 0.002 0.05, with a fairly strongcorrelation of SCβ2 (0.288). Thus it is proven thatorganizational commitment variable (X2) has asignificant effect on employee performance (Y). Thusthe second hypothesis can be accepted.D. Hypothesis F-test.The effect of all independent variables on employeeperformance has a significant value. This means that theTransformational Leadership Style and Work Disciplineand Work Placement greatly affect Employee Performance.ANNOVAaTable 3:- F Testa. Dependent Variable: Employee Performanceb. Predictors: (Constant), Job Satisfaction,Organizational CommitmentEDMS,Based on Table 3 above the Anova Test was obtainedor the F count was 181,825 with a significant level of0,000. Because the significant value of 0,000 is smallerthan 0.005, it can be said that the electronic documentmanagement system, organizational commitment, jobsatisfaction together affect the performance of employees. DiscussionBased on the results of the first hypothesis testing, itcan be concluded that there is a positive and significanteffect between EDMS and Employee Performance at PT.Graha Fortuna Purnama. This is proven by Ho beingrejected and Ha being accepted or tcount greater than t table(5,039 1,288). From the information above it can beinterpreted the conditions at the time of the study thatEDMS affects the Performance of Employees at PT. GrahaFortuna Purnama. EDMS includes efforts to change thefiling system procedures, data and human resources toorganizational commitment. Various studies conductedIJISRT20AUG554relating to job satisfaction, especially in relation to EDMSshow that there is a significant relationship between EDMSand organizational commitment.From the results of the second hypothesis testing itcan be concluded that there is a positive and significanteffect between organizational commitment and employeeperformance at PT. Graha Fortuna Purnama. This is provenby Ho being rejected and Ha being accepted or tcountgreater than t table (3.182 1.288). From the informationabove, it can be interpreted the conditions at the time of thestudy that organizational commitment affects the EmployeePerformance of PT. Graha Fortuna Purnama. The aboveresults prove that organizational commitment has animportant meaning for employee satisfaction withorganizational commitment to employees, then within thecompany will make the company become advanced,because the company in carrying out its commitmentsproperly will build employee willingness, employee loyaltyto the company so that employees will have pride in thecompany.From the results of testing the third hypothesis it canbe concluded that there is a positive and significant effectbetween job satisfaction with Employee Performance at PT.Graha Fortuna Purnama. This is proven by Ho beingrejected and Ha being accepted or tcount greater than t table(3,783 1,288). From the information above it can beinterpreted the conditions at the time of the study that jobsatisfaction affects the Performance of Employees at PT.Graha Fortuna Purnama. These results prove that the jobsatisfaction process is a very decisive process in motivatingemployees both encouragement from coworkers because agood colleague environment and the role of the company inproviding good training and education will makeemployees competent to improve the performance neededby the company, because good performance and increasingcan help companies achieve their expected goals.Based on the results obtained, it is known that thesignificance value is 0,000 because the Sig value is below0.05, so it can be said that the three independent variablessimultaneously influence employee performance. As fortesting with the F Test, the Fcount value of 181,825 andFTabel is 2.696 thus found the results of Fcount FTabelthen H0 is rejected and H1 is accepted. It can be concludedthat simultaneously there is an influence of EDMS,organizational commitment, and job satisfaction on theperformance of the employees of PT. Graha FortunaPurnama. Where the employee's performance is basicallyformed after the employee feels satisfaction, because hisneeds are met in other words if the employee's needs havenot been met as they should then job satisfaction will not beachieved, and in essence employee performance will bedifficult to form.www.ijisrt.com949

Volume 5, Issue 8, August – 2020International Journal of Innovative Science and Research TechnologyISSN No:-2456-2165V.Based on the results of the discussion in the previouschapter, it can be concluded as follows: EDMS implementation has positive and negativeimpacts for a company. Although the implementation ofEDMS in some research literature has had mixed resultsthat show the pros and cons as well as some challengesor obstacles in its use, the implementation of EDMSneeds to be considered for a company in both the publicand private sectors. This is to improve the quality ofinformation services effectively, efficiently, accuratelyand transparently in accordance with the demands ofcurrent technological advancements that requireinformation quickly that can be accessed anytime andanywhere according to their needs. In order to minimizeobstacles and challenges in implementing EDMS,several things that need to be considered and done arethe need for support from various internal and externalparties involved in a company, collaboration betweenrelated parties is needed, the need for procurement oftraining, education and outreach about the importanceof EDMS, it is necessary to have a feasibility study onthe costs, values and benefits of EDMS, institutionsneed to have a document management strategy whetherit is stored or destroyed, as well as supervision,monitoring, evaluation and also corrective actionscarried out systematically and periodically, in additionto seeing from the company's commitment there are stillmany things- rights that must be improved becausethere are still many employees who get a lot ofworkload, not much is applied in their daily work, andthere are still many employees who lack initiative andvery low level of knowledge. It is expected that the company's commitment is morefocused, focused and more effective for the employeesthemselves. Because, increasing work and having anactive role in the company, employees will increasetheir performance effectively and responsibly and cancontribute to the maximum which will have a goodimpact on the company's profit. Then for jobsatisfaction there are still employees who feelunsatisfied with praise given by the company toemployees for their work performance, but on the otherhand job satisfaction at PT. Graha Fortuna Purnamaactually occurs because the bond of fellow colleagueshas a good relationship in motivating and helping fellowemployees in work, besides the next biggest indicator isthe provision of old age insurance provided by leadersof employees loyal to the company or achieved to be thebiggest indicator which is in the factor of employee jobsatisfaction so that it can be concluded that theemploye

A. Electronic Document Management System (EDMS) Electronic Document Management System (EDMS) is a system that uses electronic media as a file storage facility, which has been digitized and has a search facility to make it easier in the process of obtaining results. According to Andreas Holzinger (2009:2.37), EDMS