DETAIL KOLEKSI

Pengaruh human capital management practices, psychological capital dan organizational culture terhadap employee performance melalui employee engagement unit dermaga kertapati PT BUKIT ASAM TBK


Oleh : Aura Ganesha

Info Katalog

Nomor Panggil : 122011900019

Penerbit : FEB - Usakti

Kota Terbit : Jakarta

Tahun Terbit : 2022

Pembimbing 1 : Justine Tanuwijaya

Subyek : Personnel management;Employees - Rating of

Kata Kunci : human capital management practices, psychological capital, organizational culture, employee performa


File Repositori
No. Nama File Ukuran (KB) Status
1. 2022_TS_MMJ_-122011900019_Halaman-Judul.pdf 146.76
2. 2022_TS_MMJ_-122011900019_Lembar-Pengesahan.pdf 580.56
3. 2022_TS_MMJ_-122011900019_Bab-1_Pendahuluan.pdf 566.77
4. 2022_TS_MMJ_-122011900019_Bab-2_Landasan-teori.pdf 738.46
5. 2022_TS_MMJ_-122011900019_Bab-3_Metodologi-Penelitian.pdf 481.52
6. 2022_TS_MMJ_-122011900019_Bab-4_Analisis-dan-Pembahasan.pdf 464.69
7. 2022_TS_MMJ_-122011900019_Bab-5_Kesimpulan.pdf 268.33
8. 2022_TS_MMJ_-122011900019_Daftar-Pustaka.pdf 350.83
9. 2022_TS_MMJ_-122011900019_Lampiran.pdf 452.81

P Penelitian ini bertujuan untuk menguji dan menganalisis pengaruh human capital management practices, psychological capital dan organizational culture terhadapemployee performance yang dimediasi oleh employee engagement pada PT BukitAsam Tbk Unit Dermaga Kertapati. Sampel yang digunakan dalam penelitian inisebanyak 63 responden dengan menggunakan metode penarikan sampel purposivesampling. Sampel yang digunakan dalam penelitian ini adalah karyawan tetap.Pengujian hipotesis dilakukan dengan metode structural equation model (SEM)dengan bantuan software SmartPLS versi 3. Hasil penelitian menunjukkan bahwahuman capital management practices tidak berpengaruh terhadap employeeperformance, psychological capital berpengaruh terhadap employee performance,organizational culture tidak berpengaruh terhadap employee performance,employee engagement berpengaruh terhadap employee performance, humancapital management practices tidak berpengaruh terhadap employee performancemelalui employee engagement, psychological capital tidak berpengaruh terhadapemployee performance melalui employee engagement, organizational cultureberpengaruh terhadap employee performance melalui employee engagement.Implikasi manajerial pada penelitian ini adalah Manajemen dan karyawan perlumempertahankan dan mengembangkan psychological capital dengan berfokuspada pernyataan dengan perolehan mean terendah yaitu: Saya biasanyamenghadapi hal-hal yang membuat stres di tempat kerja dengan tenang (mean4,19). Manajemen dan karyawan dapat memanfaatkan aspek kerjasama antar timdisarankan melalui focus group discussion. Kegiatan ini akan membantukaryawan dalam mengurangi tingkat stress dalam bekerja saat menghadapimasalah. Manajemen perlu memilih strategi untuk mengembangkan employeeengagement di mana perusahaan dapat menginpirasi karyawan dalampekerjaannya, seperti kebijakan baru yang bersifat mendukung dan tidakmemberatkan karyawan. Hal ini berkaitan dengan peryataan dengan perolehannilai mean terendah yaitu: Pekerjaan menginspirasi saya (mean 4,02). Untukmeningkatkan employee performance, manajemen perlu meningkatkan indikatordengan perolehan mean terendah pada organizational culture (Di perusahaan initerdapat kebebasan menentukan prioritas dan metode kerja, mean 3,92) danemployee engagement (Pekerjaan menginspirasi saya, mean 4,02). Semakin baikkualitas organizational culture, maka akan memberikan dampak yang baik pulapada employee performance yang di pengaruhi oleh employee engagement yangdimiliki karyawan itu sendiri.

T This study aims to examine and analyze the effect of human capital management practices, psychological capital and organizational culture on employee performance mediated by employee engagement at PT Bukit Asam Tbk UnitDermaga Kertapati. The sample used in this study were 63 respondents usingpurposive sampling method. The sample used in this study were permanentemployees. Hypothesis testing was carried out using the structural equationmodel (SEM) method with the help of SmartPLS software version 3. The resultsshowed that human capital management practices had no effect on employeeperformance, psychological capital had no effect on employee performance,organizational culture had no effect on employee performance, and employeeengagement had no effect on on employee performance, human capitalmanagement practices have no effect on employee performance through employeeengagement, psychological capital does not affect employee performance throughemployee engagement, organizational culture affects employee performancethrough employee engagement. The managerial implication in this study is thatmanagement and employees need to maintain and develop psychological capitalby focusing on the statement with the lowest mean score, namely: I usually dealwith stressful things at work calmly (mean 4.19). Management and employees cantake advantage of the teamwork aspect, it is suggested through focus groupdiscussions. This activity will help employees to reduce stress levels at work whenfacing problems. Management needs to choose a strategy to develop employeeengagement where the company can inspire employees in their work, such as newpolicies that are supportive and not burdensome to employees. This relates to thestatement with the lowest mean score, namely: Work inspires me (mean 4.02). Toimprove employee performance, management needs to improve the indicator withthe lowest mean score on organizational culture (In this company there is freedomto determine priorities and work methods, mean 3.92) and employee engagement(Work inspires me, mean 4.02). The better the quality of the organizationalculture, the better it will have on employee performance which is influenced byemployee engagement.

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