European Journal of Business and Management www.iiste.org ISSN 2222-1905 (Paper) ISSN 2222-2839 (Online) Vol.10, No.18, 2018 68 Do Affective Commitment, Competency and Deming Cycle Affect the Need for Achievement and Job Performance? Agus Sujarwo, Sukisno S. Riadi, Sugeng Hariyadi, Tetra Hidayati Faculty of Ecomics and Business Mulawarman University Abstract This study aims to determine the effect of affective commitment, competency and Deming cycle to the need for achievement and job performance. The research was conducted on the field supervisor of PT Mitra Indah Lestari, a coal mining contractor company in East Kalimantan, Indonesia. Respondents who answered and returned the questionnaire were 62 respondents from 72 questionnaires distributed. This research used Partial Least Square (PLS) approach and WarpPLS software. The results show that competency and Deming cycle have significant effect on the need for achievement and job performance. While affective commitment only affects the need for achievement. The influence of affective commitment and the Deming cycle directly affect job performance, while competency affects job performance through the need for achievement. Keywords: Affective Commitment, Competency, Deming Cycle, Need for Achievement, Job Performance. 1. INTRODUCTION Every company always encourages employees to improve performance and need for achievement, so that targets set by the company can be achieved. The company can grow and develop sustainably if the set target is always achieved. The efforts to increase the need for achievement and job performance requires leaders who behave effectively. Gibson et al. (2009) states that effective leaders have the following qualities: awareness, ability, knowledge, willingness, skill, and desire to strive to achieve goals determined by the company and from corporate leaders, from the top leader to the lowest leader. In addition, management has a habit of evaluating to find the cause of unattainable production by turning a cycle of Plan Do Check Action (PDCA) or Deming Cycle. This study aims to determine the behavior of field supervisory employees as a leader, which can affect the need for achievement and their job performance. The research was conducted on the field supervisor (foreman) at PT Mitra Indah Lestari which is a coal mining contractor service company from Balikpapan, East Kalimantan, Indonesia. In the organizational structure, foreman is the lowest management representative who has the responsibility to lead and be at the forefront directly faced with the production executor at the front work. The observed behavior is adapted to the conditions and needs of the company, for instance: awareness or affective commitment, competency (ability, skill, attitude), and the habit of turning Deming cycle. 2. LITERATURE STUDIES 2.1 Affective Commitment and the Need for Achievement Affective commitment is one of organizational commitment dimensions proposed by Allen and Mayer (1996). There are three dimensions of organizational commitment, namely: affective commitment, continuation commitment and normative commitment. Allen and Mayer (1990) also argued that affective commitment is the attitude of individual commitment to the company, and is the level of a person's psychological attachment to the company. The affective commitment possessed by the individual is an inner desire, that the individual wants to continue working. Ivancevich et al. (2005) states that affective commitment is a strong sense of being to recognize goals and engage in corporate tasks. Robbins and Judge (2007) states that affective commitment is a person's emotional attachment to the company and trust in company values and goals. The need for achievement theory is proposed by McClelland (1962). The theory analyzes the most important human needs in social life: (1) need for achievement, (2) need for power, and (3) needs for affiliation. A high-achieving worker will work hard, set challenging goals, and will use all of his skills and abilities to achieve those goals. Newstrom and Davis (1997) states that an employee has a need for success and achievement, with the theory of four motivational patterns: (1) achievement is the drive to overcome challenges, to move forward, to grow, to get the best, perfection, (2) affiliation is the impetus to connect with others effectively on a social basis, (3) competence is the drive to achieve high quality work, achieve work excellence, problem-solving skills, and strive to innovate, not to be outdone by the work of others, (4) power is the impulse to influence others. Stephens (2012) examined the relationship between organizational commitment and motivation to lead. The result showed that affective commitment has a negative relationship with motivation to lead. Tella et al. (2007) found a negative correlation between organizational commitment and work motivation. H 1 : Affective commitment affects the need for achievement.