Pengaruh authentic leadership dan work engagement terhadap job performance dimediasi oleh high performance human resource practices pada pegawai pemerintah provinsi DKI Jakarta
Info Katalog
File Repositori
Nomor Panggil : 122012003077
Subyek : Personnel management;Leadership
Penerbit : FEB - Usakti
Kota Terbit : Jakarta
Tahun Terbit : 2022
Pembimbing 1 : B. Medina Nilasari
Kata Kunci : authentic leadership, work engagement, job performance, high performance human resource (hphr) pract
Status Posting : Published
Status : Lengkap
File Repositori
| No. | Nama File | Hal. | Link |
|---|---|---|---|
| 1. | 2022_TS_MMJ_122012003077_Halaman-Judul.pdf | 22 | |
| 2. | 2022_TS_MMJ_122012003077_Lembar-Pengesahan.pdf | 4 | |
| 3. | 2022_TS_MMJ_122012003077_Bab-1_Pendahuluan.pdf | 10 | |
| 4. | 2022_TS_MMJ_122012003077_Bab-2_Landasan-Teori.pdf | 24 |
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| 5. | 2022_TS_MMJ_122012003077_Bab-3_Metode-Penelitian.pdf | 22 |
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| 6. | 2022_TS_MMJ_122012003077_Bab-4_Analisis-dan-Pembahasan.pdf | 19 |
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| 7. | 2022_TS_MMJ_122012003077_Bab-5_Kesimpulan.pdf | 5 |
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| 8. | 2022_TS_MMJ_122012003077_Daftar-Pustaka.pdf | 7 | |
| 9. | 2022_TS_MMJ_122012003077_Lampiran.pdf | 37 |
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P Penelitian ini bertujuan untuk menganalisis pengaruh authentic leadership danwork engagement terhadap job performance dan high performance humanresource practice sebagai variabel yang diduga dapat memediasi hubunganpengungkapan authentic leadership dan work engagement. Metode padapenelitian ini adalah metode kuantitatif, menggunakan survey research padapegawai Pemerintah Provinsi DKI Jakarta sebagai obyek penelitian. Pengumpulandata digunakan dengan metode cross sectional dengan menyebarkan kuesioner.Sampel penelitian dipilih menggunakan metode purposive sampling sehinggadiperoleh 205 responden dengan rumus Slovin. Metode pengujian data yaitu ujiinstrumen dengan uji validitas dan uji reliabilitas dengan menggunakan SPSS 25.Metode analisis data dengan menggunakan Structural Equation Modeling (SEM)dengan software AMOS 21. Hubungan secara langsung menunjukkan bahwa hasilpenelitian authentic leadership berpengaruh terhadap job performance, authenticleadership berpengaruh terhadap high performance human resource (HPHR)practices, work engagement berpengaruh terhadap high performance humanresource (HPHR) practices, work engagement berpengaruh terhadap jobperformance, sedangkan HPHR Practices tidak berpengaruh terhadap jobperformance. Variabel HPHR Practices tidak terbukti dapat memediasi antaraauthentic leadership dan work engagement terhadap job performance. Hasilpenelitian ini memberikan informasi bahwa dengan adanya partisipasi authenticleadership maka akan meningkatkan job performance dan HPHR Practices,begitu juga semakin pegawai merasakan keterikatan pada saat bekerja makasemakin meningkatkan HPHR Practices dan meningkatkan job performance padaorganisasi.
T This study aims to analyze the effect of authentic leadership and work engagementon job performance and high performance human resource practice as variablesthat are thought to mediate the relationship between authentic leadershipdisclosure and work engagement. The method in this study is a quantitativemethod, using survey research on employees of the DKI Jakarta ProvincialGovernment as the object of research. Data collection was used by cross sectionalmethod by distributing questionnaires. The research sample was selected usingpurposive sampling method in order to obtain 205 respondents with the Slovinformula. The data testing method is the instrument test with validity test andreliability test using SPSS 25. The data analysis method uses Structural EquationModeling (SEM) with AMOS 21 software. The direct relationship shows that theresults of authentic leadership research have an effect on job performance,authentic leadership has an effect on high performance human resource (HPHR)practices, work engagement affects high performance human resource (HPHR)practices, work engagement affects job performance, while HPHR Practices doesnot affect job performance. The HPHR Practices variable is not proven to be ableto mediate authentic leadership and work engagement on job performance. Theresults of this study provide information that with authentic leadershipparticipation, it will improve job performance and HPHR Practices, as well as themore employees feel attached at work, the more HPHR Practices and jobperformance in the organization will be improved.
