European Journal of Business and Management www.iiste.org ISSN 2222-1905 (Paper) ISSN 2222-2839 (Online) Vol.10, No.28, 2018 41 The Analysis of the Influence of Organizational Commitment and Learning Perception Towards Employees Performance (A Case Study of PT XYZ’S Employees That Participate in the Training at Padang Learning Unit) Ahmad Fadli 1* Rahmi Fahmy 2 1.Student at Master of Management Universitas Andalas, Padang West Sumatera, Indonesia 2.Lecture at Master of Management Universitas Andalas, Padang West Sumatera, ndonesia Abstract Since 2016, there has been a reduction trend in the amount of PT XYZ employees that participated in the training at Padang Udiklat, eventhough PT XYZ is one of the biggest State-owned Enteprise of Indonesia (BUMN). This reduction trend is directly in proportion with the performance value results of the operational unit in Padang Udiklat regional in the last four semesters added with the reduction trend of Organizational Commitment in accordance with the employees’ results of Engagement Survey held by The XYZ head office (Holding) in 2017. Based on these, this study aims to determine whether Organizational Commitment and employee’s Learning Perception are correlated with and affected Individual Performance. The subject of this study is the BUMN employees who participated in the Traning at Education and Training Unit (Udiklat) Padang in the third quarter of 2018. Although, the results showed that Perception Learning and Organizational Commitment are only capable of influencing Individual Performance as much as 32.3%. However, this study showed that both of these variables have a positive correlation and are significant towards PT XYZ employees performance. For further research, it is advised to conduct the research on a larger scope, namely, the employees of PT XYZ (Persero) nationwide and not only the employees of a certain region who participated the training in just one Training Unit. Keywords: Individual Performance ; Learning Perception ; Organizational Commitment 1. Introductions According to Ivancevich M. John (2007:85), there are several factors which can influence individual performance which are the power of commitment of each of the individuals, motivation and skills, and the combination of the three is expected to produce extraordinary individual performance. Individual performance results will later determine the results of group performance and organizational performances. For these reasons, individual performance is considered to be important. But in reality, not all of the employees have high commitment and motivation, profound skills and knowledge and are conformable with work, which could results in individual performance in its full potential. An employee may have extraordinary skills and high knowledge but are not highly commited and motivated towards their workplace and vice versa. This could affect their daily work, in which they are occasionally lacked enthusiasm and work ethic, the result is that the individual performance is not as expected by the organization (Sumarsono, 2004:168). The power of commitment and the “Learning” factor also play an important role in influencing individual performance (Dehnavi & Heyrani, 2014). Several previous studies found that there is a positive correlation between organization commitment and employee performance. For example, Dr. Hueryren Yeh & Hong (2012) found that there is a positive correlation and influence in organizational commitment power towards the results of individual performance on several companies in Mainland China. Ghorbanpour, Dehnavi & Heyrani (2014) found that organization commitment has a significant positive effect to the employee’s performance, where the normative commitment has the strongest effect on the performance average compared to affective commitment and continuous commitment. A study by Newman. et al (2011) also shows similar results in which they conducted on five multinational companies in China to identify the influence of employee perceptions to training with organizational commitment and turnover as the mediating variable. The results showed a positive correlation between Learning Perception with organizational commitment, where employees who have affective commitment proved to have better performance than those who have continuous and normative commitment. Organizational commitment is the degree of employee’s desire to stay as a member in his organization/workplace, to strive to be a part of the organization team and to strive to achieve organizational goals. In other words, organizational commitment is an attitude that reflects on the degree of employee’s commitment which can be seen from the employee’s quality and quantity of performance output (Luthan, 2006). XYZ company is one of The BUMN company that has the biggest assets in Indonesia. PT XYZ (LLC) goal is to become a worldclass company. Therefore, related to the development of employee competency, the