International Journal of Research and Review Vol.8; Issue: 1; January 2021 Website: www.ijrrjournal.com Research Paper E-ISSN: 2349-9788; P-ISSN: 2454-2237 International Journal of Research and Review (ijrrjournal.com) 368 Vol.8; Issue: 1; January 2021 The Effect of Job Insecurity on Job Performance and Absenteeism with Job Satisfaction and Commitment Organizational as Intervening Variables (Study on PT Nusa Pusaka Kencana) Ricca Hendarti 1 , Rulianda Purnomo Wibowo 2 , Linda T Maas 2 1,2 Master of Management Study Program on Postgraduate School of University of Sumatera Utara Corresponding Author: Ricca Hendarti ABSTRACT PT Nusa Pusaka Kencana is engaged in the oil palm plantation business which focuses on CPO. The use of contract workers or Specific Time Work Agreements and Freelance Workers is one of the alternatives used by this company to minimize company costs and expenses. But on the other side of workers, this policy will lead to anxiety about the certainty of the status employment contract. The purpose of this study was to determine the effect of Job Insecurity on Job Performance and absenteeism that was intervened by Job Satisfaction and Organizational Commitment. In this study a structured questionnaire instrument with a 5- point Likert scale was used to measure the Job Insecurity index on freelancer and contract workers in PT Nusa Pusaka Kencana. The population in this study were 174 people and all of the population was sampled in the study. The data obtained were analyzed using descriptive statistical methods. This study shows that Job Insecurity has a positive and significant effect on Job Performance, a positive and significant effect on absenteeism and a positive and significant effect on intervening variables (Job Satisfaction and Organizational Commitment). Keywords: Job Insecurity, Job Performance, Attendance, Job Satisfaction, Organizational Commitment BACKGROUND Human resources are seen as a very important organizational asset, because humans are a dynamic resource and are always needed in the process of producing goods and services. Especially in oil palm plantation companies, where this business has its own characteristics when compared to companies engaged in other businesses. Especially in terms of manpower, either managing or empowering the workforce is regulated by the company as a whole. The division or classification of this workforce varies, namely staff and non-staff, the staff category is part of a large organizational structure, the majority of which are in the head office and non-staff divided into workers with status; permanent field workers or general working conditions, contract workers or fixed-time work agreements, and freelancers. Basically, this category is a form of career path in terms of increasing morale for workers. The current globalization has had a significant impact on the survival of the company where companies are required to be more adaptable, resilient, able to make changes in direction quickly and focus their attention on customers. For example, in the previous oil palm plantation companies, it took about 4 to 5 people to harvest one land / block. However, due to the transformation from the use of labor to machine assistance, it resulted in a reduction in the workforce where only 1 person was needed to become a driver who could harvest one land / block. For companies this change provides cost efficiency but for the workforce this is a form of threat if they are unable to increase