DETAIL KOLEKSI

Pengaruh psychological capital, job satisfaction dan human capital management terhadap employee performance dengan employee engagement sebagai variable mediasi Di PT HI

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Oleh : Made Angga Palguna

Info Katalog

Nomor Panggil : 122011900054

Subyek : Personel management;Job satisfaction

Penerbit : FEB - Usakti

Kota Terbit : Jakarta

Tahun Terbit : 2022

Pembimbing 1 : Andreas Wahyu Gunawan

Kata Kunci : psychological capital, job satisfaction, human capital management, employee engagement, employee per


File Repositori
No. Nama File Ukuran (KB) Status
1. 2022_TS_MM_122011900054_Halaman-Judul.pdf 1009.83
2. 2022_TS_MM_122011900054_Lembar-Pengesahan.pdf 936.94
3. 2022_TS_MM_122011900054_Bab-1_Pendahuluan.pdf 975.83
4. 2022_TS_MM_122011900054_Bab-2_Tinjauan-Pustaka.pdf 1031.71
5. 2022_TS_MM_122011900054_Bab-3_Metode-Penelitian.pdf 1428.03
6. 2022_TS_MM_122011900054_Bab-4_Analisis-dan-Pembahasan.pdf 964.32
7. 2022_TS_MM_122011900054_Bab-5_Kesimpulan.pdf 772.81
8. 2022_TS_MM_122011900054_Daftar-Pustaka.pdf 848.52
9. 2022_TS_MM_122011900054_Lampiran.pdf 2446.56

P Penelitian ini bertujuan untuk menganalisis pengaruh pengaruh psychological capital, job satisfaction dan human capital management terhadap employeeperformance dengan employee engagement sebagai variable mediasi di PT. HI.Penelitian ini menggunakan metode kuantitatif yang menggunakan data primerbersumber dari kuesioner yang dibagikan melalui google form kepada karyawan diPT. HI. Sampel penelitian dipilih menggunakan metode purposive sampling denganpopulasi karyawan yang berjumlah 254 karyawan, sehingga diperoleh 155karyawan sebagai sampelnya. Analisis data yang dipakai untuk uji hipotesis yaituCovariance-Based Structural Equation Modeling (CB-SEM) dan software yangdigunakan adalah AMOS dan untuk menguji hipotesis variable mediasimenggunakan Sobel Test. Hasil penelitian ini menunjukkan bahwa terdapatbeberapa hipotesis yang berpengaruh positif diantaranya; psychological capitalterhadap employee engagement, job satisfaction terhadap employee engagement,employee engagement terhadap employee performance, psychological capitalterhadap employee performance, job satisfaction terhadap employee performance,dan job satisfaction terhadap employee performance melalui employee engagement.Selain itu, hasil penelitian juga menemukan informasi bahwa tidak terdapatpengaruh positif antara human capital management terhadap employeeengagement, human capital management terhadap employee performance,psychological capital terhadap employee performance melalui employeeengagement, dan human capital management terhadap employee performancemelalui employee engagement. Saran untuk penelitian selanjutnya adalahdiharapkan dapat meneliti di perusahan dibidang kreatif lainnya ataupun diluarbidang kreatif, lebih memperhatikan faktor-faktor lain di luar penelitian yangdimungkinkan dapat memengaruhi, mencari tau lebih dalam mengenai dimensihuman capital management dan job satisfaction, serta dapat mencoba mengubahmodel variable perantara.

T This study aims to analyze the influence of psychological capital, job satisfactionand human capital management on employee performance with employeeengagement as a mediating variable in PT. HI. This study used a quantitativemethod with primary data sourced from questionnaires which was distributed viagoogle form to employees at PT. HI. The research sample was selected usingpurposive sampling method with a population were 254 employees, so that the studyobtained 155 employees as the sample. The data were analyzed by usingCovariance-Based Structural Equation Modeling (CB-SEM) which was proceed byAMOS's software and to test the hypothesis of the mediating variable using theSobel Test. The results of this study indicate that there are several hypotheses hada positive effect, including; psychological capital on employee engagement, jobsatisfaction on employee engagement, employee engagement on employeeperformance, psychological capital on employee performance, job satisfaction onemployee performance, and job satisfaction on employee performance throughemployee engagement. In addition, the research results also provide informationthat there is didn’t show positive influence between human capital management onemployee engagement, human capital management on employee performance,psychological capital on employee performance through employee engagement,and human capital management on employee performance through employeeengagement. The study suggested for further research are expected to be able toresearch in companies in other creative fields or outside the creative field, pay moreattention to other factors outside of research that may influence, find out moreabout the dimensions of human capital management and job satisfaction, and cantry to change the model intermediate variables

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