Pengaruh Digitalisasi terhadap Kinerja Karyawan melalui Kepuasan Kerja sebagai Variabel Intervening

Bendelina Amalya Welkis; Tarsisius Timuneno; Ria E. I. Nafie; Ni Putu Nursiani

doi:10.55606/jurimea.v5i3.1178

Authors

Bendelina Amalya Welkis Universitas Nusa Cendana
Tarsisius Timuneno Universitas Nusa Cendana
Ria E. I. Nafie Universitas Nusa Cendana
Ni Putu Nursiani Universitas Nusa Cendana

DOI:

https://doi.org/10.55606/jurimea.v5i3.1178

Keywords:

Digitalization, Employee Performance and Job Satisfaction

Abstract

This study aims to analyze the effect of digitalization on employee performance with job satisfaction as an intervening variable at PT. ASDP Indonesia Ferry (Persero) Kupang Branch. The research employs an associative quantitative approach, focusing on the relationships between variables and testing previously formulated hypotheses. A sample of 67 employees was selected using simple random sampling based on Slovin's formula, with probability sampling as the sampling technique. Data were collected through questionnaires, interviews, observations, and documentation. The analysis was conducted using SPSS version 22 to examine both the direct effect of digitalization on employee performance and the indirect effect mediated by job satisfaction. The results indicate that digitalization has a positive and significant impact on employee performance. Furthermore, job satisfaction serves as an intervening variable that strengthens the influence of digitalization on improving employee performance. These findings underscore the importance of effective digitalization management and enhancing job satisfaction to support organizational goals in the era of digital transformation

References

Baron, R., & Kenny, D. (1986). Perbedaan variabel moderator-mediator dalam penelitian psikologi sosial: Pertimbangan konseptual, strategis, dan statistik. Jurnal Kepribadian dan Psikologi Sosial.

Ghozali, I. (2011). Aplikasi Analisis Multivariate Dengan Program SPSS. Semarang: Universitas Diponegoro.

Koranti, K., & Wicaksana, D. A. (2021). Peran perceived value dalam memediasi hubungan antara brand awareness dan perceived quality terhadap brand loyalty. Depok: Jurnal Universitas Gunadarma.

Mangkunegara, A. A. A. P. (2005). Evaluasi Kinerja SDM. Bandung: Rafika Aditama.

Mangkunegara, A. A. A. P. (2016). Manajemen Sumber Daya Manusia. Bandung: PT. Remaja Rosdakarya.

Rivai, V. & B. (2005). Peformance Appraisal: Sistem yang tepat untuk Menilai Kinerja Karyawan dan Meningkatkan Daya Saing Perusahan. Jakarta: PT. Raja Grafindo Persada.

Simanjuntak, P. J. (2005). Manajemen dan Evaluasi Kinerja. Jakarta: Lembaga Penerbit Fakultas Ekonomi Universitas Indonesia.

Sinambela, L. (2022). Manajemen Kinerja (Pengelolaan, Pengukuran dan Implikasi Kinerja). Depok: PT. Raja Grafindo Persada.

Sugiyono. (2017). Metode Penelitian Kuantitatif, Kualitatif dan R&D. Bandung: Alfabeta.

Sujarweni, W. (2014). Metodelogi Penelitian. Yogyakarta: Pustaka Baru Press.

Wirawan. (2009). Evaluasi Kinerja Sumber Daya Manusia Teori Aplikast dan Penelitian. Jakarta: Salemba EmpatRisdwiyanto, A. & Kurniyati, Y. (2015). Strategi Pemasaran Perguruan Tinggi Swasta di Kabupaten Sleman Yogyakarta Berbasis Rangsangan Pemasaran. Jurnal Maksipreneur: Manajemen, Koperasi, dan Entrepreneurship, 5(1), 1-23. http://dx.doi.org/10.30588/SOSHUMDIK.v5i1.142.