Lecturers are educators and scientists who use teaching, research, and community service to improve, develop, and advance science and technology and the arts. As a consequence of this strategic position, universities must pay special attention to academics in terms of quality, skills, and welfare, so that lecturers are encouraged to use their potential to the fullest for the advancement of higher education.

Many factors can affect the performance of an employee, according to Ismail [1] a factor that can affect an employee can be better, namely organizational culture. Organizational culture refers to the ideas that emerge in the company and are used to guide employee behavior. In addition to organizational culture, work discipline is also a factor that can improve employee performance. Mangkuprawira because a work discipline is a form of guidance for lecturers in implementing regulations in their agencies, it has a significant impact on their performance. Paying attention to aspects of human interaction is one strategy to improve. lecturer performance. An organization can function easily and successfully if the human interaction is good. On the other hand, the performance of lecturers will be hampered by the lack of, Research on employee performance has been carried out by several previous researchers. Referring to the results of research conducted by Suryani and Apriyanti which have the result that organizational culture has a significant influence on employee performance. According to Marliani & Nadeak [2], it shows that work discipline has a significant influence on employee performance. From the findings and research above, it is found that there is a research gap or difference between the results of previous studies regarding the influence of organizational culture on performance.

Based on the results of the author's search-related to these variables regarding the implementation of the duties and functions of a lecturer at UIN Jember, there are some lecturers who are not yet effective and efficient, and there are lecturers who are still late for teaching, some are still late in submitting UTS results and UAS results. Another phenomenon reveals that there are still many young professors who have not fully implemented the Tridharma of Higher Education, especially in the research studies section, community service, and other supporting activities.

Organizational Culture

Work culture is behavior that is repeated by employees in an organization. Violation of this habit does not require severe punishment, but organizational actors have morally agreed that certain habits must be followed in order to carry out work to achieve goals [3]. According to experts, organizational culture often emphasizes the belief in the importance of shared values and trust relationships, and their influence on organizational behavior to achieve the greatest work performance. As a result, it separates one company from another.

Work Discipline

Discipline is a mental attitude that is manifested in the actions or behavior of the organization or the individual itself, or society towards the form of obedience (obedience). to government regulations or laws, as well as ethics, norms, and rules that apply in society for certain purposes. Discipline can also be interpreted as self-control so as not to do something that is contrary to the ideology and ideals of Pancasila. 

Organizational Relations

According to Davis [4] human relations are interactions between individuals in contexts that involve work. Good human relations are needed to realize the company's goals. The goal is to instill enthusiasm and work activity in the spirit of creative teamwork, accompanied by emotions of happiness and fullness of heart, both in terms of economic, psychological, and social fulfillment.

Organizational Commitment

According to Spector, work commitment is defined as an individual's dedication to his work. Work commitment is a measure that represents the extent to which people with certain roles in the company are believed to have a relationship. Indicators of organizational commitment consist of affective commitment, normative commitment, and continuance commitment.

Performance

According to Hakim [5], performance can be interpreted as a product of work carried out by individuals and has been adapted to their work or duties in the company for a certain period and time, and is linked to the size of the value or standard given to the organization where the individual works. Lecturer performance has an understanding, namely the ability displayed by the lecturer in carrying out or carrying out his duties and work. According to Law. Republic of Indonesia No. 14 of 2005 Article 1 paragraph 1 concerning Educators and Lecturers: Educators and lecturers are professional educators with the main task of educating, teaching, guiding, directing, training, and evaluating students in early childhood education, basic education, and educators’ secondary school. Lecturers have three main responsibilities: education, research, and devotion. This is closely related to the implementation of education and learning, as well as supervision and skills  training   for   students, in the   field of education.

This research is quantitative research with an explanatory approach. The variables of this research consist of organizational culture, work discipline, human relations, organizational commitment, and performance. The population of this study consisted of 298 lecturers of UIN Kiai Haji Achmad Siddiq Jember. The sampling technique used a proportionate stratified random sampling approach starting from collecting data on the number of lecturers from each faculty. The data analysis method uses SmartPLS 2021.

It can be seen in table 1 the value of outer loading, it is known that each indicator used has a calculated r-value greater than 0.7. This means that the indicators used in this research variable are feasible or valid to be used as data collectors. The test results also show that each variable has a Cronbach Alpha value greater than 0.7. So, it can be concluded that all the variables used in this study are reliable.

Table 1: Outer loading value

Source: Data processed with SmartPLS, 2021

Table 2: Composite reliability and cronbach's alpha

Table 3: Effect between variables

Next, describe each path in the model section using SmartPLS analysis. Each path tested shows the direct and indirect effect of organizational culture (X1), work discipline (X2), human relations (X3), on organizational commitment (Z), and performance (Y) of lecturers at the State Islamic University (UIN). Kiai Haji Achmad Siddiq Jember. By knowing whether or not each path is significant, it will answer whether the proposed hypothesis is accepted or rejected. The path coefficient values can be seen in the following table (Table 3).

From table 3 above, then the test results are as follows:

• The value of path coefficients from organizational culture (X1) to UIN Jember lecturer performance(Y) is = 0.069 which is positive. The p-values are 0.004 this result is significant because the p-value is less than 0.05. Based on the calculation value of path coefficients and p-values on the influence between variables, organizational culture (X1) is proven to have an effect on UIN Jember Lecturer Performance (Y). Employee performance will increase and contribute to the success of the company if the organizational culture is conducive. Organizational culture is useful in forming a sense of belonging to the organization, the emotional bond between the organization and its employees, and the discovery of normative patterns of behavior as a consequence of everyday norms. The results of this study are in line with research conducted by Aziza. This shows that when the company's organizational culture is positive, so is the performance of its employees.

• The value of path coefficients of culture organization(X1) on organizational commitment (Z) is = 0.109 which is positive. The p-values are 0.016. This result is significant because the p-value is less than 0.05. Based on the calculation value of path coefficients and p-values on the influence between variables, organizational culture (X1) is proven to have an effect on organizational commitment (Z). We can improve HR behavior and motivation by having a good organizational culture. The results of this study are in line with research conducted by Wibawa & Putra  which shows the impact of corporate culture on organizational commitment is important, so how important it is to have a healthy organizational culture in a company, agency, or organization. 

• Path coefficients value of work discipline (X2) to UIN Jember lecturer performance (Y) is= 0.676 which is positive. The p-values are 0.000. This result is significant because the p-value is less than 0.05. Based on the calculation value of path coefficients and p-values on the influence between work discipline variables (X2), it is proven to have an effect onUIN Jember lecturer performance (Y). Employees will be able to work without interruption if there is a solid disciplinary mechanism in place. Good disciplinary action will motivate employees to improve their performance, which will benefit both the person and the company. The results of this study are in line with research conducted by Kristansi & Lestari shows that if the work discipline of a company is good, the performance of the company's employees is also good. Likewise, if the company's work discipline is poor, the company's performance will also be disrupted.

• The path coefficients value of work discipline (X2) on organizational commitment (Z) is = 0.301 with positive results. The p-values are 0.002, this result is significant because the p-value is less than 0.05. Based on the calculation value of path coefficients and p-values on the influence between work discipline variables (X2), it is proven to have an effect on organizational commitment (Z). Discipline is the most important HR management operations function, as increased staff discipline leads to higher performance. It is impossible for a company to realize its full potential without good employee discipline. The results of this study are in line with research conducted by Haryanto and Dewi [6] show that work discipline has a considerable impact on organizational commitment.

• The value of path coefficients from the relationship between humans (X3) to UIN Jember lecturer performance(Y) is = 0.234 which is a positive result. The p-values are 0.001 this result is significant because the p-value is less than 0.05. Based on the calculation value of path coefficients and p-values on the influence between variables of human relations (X3), it is proven to have an effect on the performance of UIN Jember lecturers (Y). Human relations are very important in the workplace because they serve as a link between employees and their coworkers, as well as between employees and their bosses. Human interaction in the workplace is something that cannot be separated. The results of this study are in line with the research conducted by Daughter, et al. that there is a beneficial and significant impact between human relations on employee performance. Employees have favorable sentiments when there is a good interpersonal relationship between them and their boss, as well as among themselves.

• The path coefficients value of the relationship between humans (X3) on Organizational Commitment (Z) is = 0.388 which is positive. The p-values are 0.000. This result is significant because the p-value is less than 0.05. Based on the calculation value of path coefficients and p-values on the influence between variables of human relations (X3), it is proven to have an effect on organizational commitment (Z). Good human relations are needed to realize the company's goals which are based on the principles of good human relations. The results of this study are in line with research conducted by Charli  which shows Human relations have a direct impact on organizational commitment.

Path coefficients value of organizational commitment (Z) to UIN Jember lecturer performance(Y) is = 0.125 which is positive. The p-values are 0.011 this result is significant because the p-value is less than 0.05. Based on the calculation value of path coefficients and p-values on the influence between organizational commitment variables (Z) it is proven to have an effect on the performance of UIN Jember lecturers (Y). The results of this study are in line with research conducted by Siagian & Wasiman which shows that organizational dedication has a beneficial impact on employee performance. Employees may be motivated to work harder and stay with the company if the organization is committed to them. To increase employee commitment, it is very important to establish a working environment or conditions that can satisfy their expectations by offering facilities that support their work. This change in working conditions is done so that employees can develop and feel proud of the work they do. So that people can work enthusiastically, productively, and give excellent results.

From the results of the analysis and discussion on organizational culture research, the relationship between human relation and work discipline on the performance of lecturers at UIN Jember with organizational commitment as a mediating variable, it can be concluded that:

• Organizational culture affects the performance of UIN Jember lecturers

• Work discipline affects the performance of UIN Jember lecturers

• Human relations affect the performance of UIN Jember lecturers

• organizational commitment affects the performance of UIN Jember lecturers

• Borganizational culture has an effect on performance with organizational commitment as an intervening variable at UIN Jember lecturers

• Work discipline influence on performance with organizational commitment as an intervening variable at UIN Jember lecturers

• Human relations influence on performance with organizational commitment as an intervening variable at UIN Jember lecturers. This proves that the relationship between humans and organizational commitment that is applied is able to produce a good performance.

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