Determining Factors of Organizational Commitments and Its Impact on The Performance of Indonesian Buddha Lecture

---This study aims to test; (1) the effect of reward variables on organizational commitment; (2) the influence of leadership variables on organizational commitment; (3) the influence of organizational culture variables on organizational commitment; (4) the effect of reward variables on lecturer performance; (5) the influence of leadership variables on lecturer performance; (6) the influence of organizational culture variables on lecturer performance; (7) the effect of organizational commitment variables on lecturer performance; (8) examines the relevance of organizational commitment variables to be mediator variables of the reward, leadership and organizational culture variables to lecturer performance. The design of this study uses quantitative quantitative methodology, the population of the study was 295 lecturers with a sample of 200 respondents, while the analysis used the analysis path. The sampling technique uses the Hary King nomogram model with an error level of 5%, a confidence interval of 95%, with a sample calculation of 0.48 x total population x 1.195. This study involved Indonesian Buddhist Religious Colleges with a population of 200 lecturers from 10 tertiary institutions. By using the Lisrel 8.80 path analysis the results are obtained: (1) there is a significant positive effect of the reward variable on organizational commitment by 14%; (2) there is a significant positive effect of leadership variable on organizational commitment by 30%; (3) there is a significant positive effect of organizational culture variables on organizational commitment by 30%; (4) there is a significant positive effect of reward on lecturer performance by 26% (5) there is a significant positive effect of leadership on lecturer performance by 44%; (6) there is a significant positive influence of organizational culture on lecturer performance by 48%; (7) there is no significant positive effect on organizational commitment to the performance of lecturers by 13%; (8) organizational commitment variable is very relevant to be the mediator variable of the reward, leadership, and organizational culture variables on the performance of lecturers of Buddhist Higher Education. From these results it can be concluded that reward, leadership, and organizational culture have a positive influence on organizational commitment and reward, leadership, organizational culture and organizational commitment have a positive effect on lecturer performance. This research provides new findings that (1) organizational culture can be one of the variables in improving the performance of lecturers at Buddhist Religious Colleges; (2) organizational commitment variable is very relevant in improving the performance of lecturers on campus. This research contributes the theory with the name "Buddhist model organizational culture" ie organizational culture variables become the dominant factor for lecturers in improving lecturer performance.