Pengaruh Pelatihan Kerja dan Pengembangan Kompetensi Terhadap Kinerja Karyawan dengan Keterlibatan Karyawan Sebagai Variabel Intervening pada PT. Azuki Sinergi Indonesia
DOI:
https://doi.org/10.63822/b2tq8f97Keywords:
job training; competency development; employee engagement; employee performance; PLS-SEMAbstract
This study examines the effects of job training and competency development on employee performance with employee engagement as an intervening variable at PT. Azuki Sinergi Indonesia. The study employed a quantitative approach using variance-based Structural Equation Modeling with Partial Least Squares (PLS-SEM). Data were collected through a five-point Likert questionnaire from 198 employees and analyzed using SmartPLS 4 through measurement-model assessment, structural-model assessment, bootstrapping, and indirect-effect testing. The results show that job training has a positive and significant effect on employee performance (β=0.374; t=2.988; p=0.001), whereas competency development has no significant direct effect on employee performance (β=0.020; t=0.393; p=0.347). Job training and competency development significantly increase employee engagement, with coefficients of 0.703 and 0.285. Employee engagement also positively affects employee performance (β=0.568; t=4.601; p<0.001). Employee engagement significantly mediates the effect of job training on performance (β=0.399; t=4.671; p<0.001) and competency development on performance (β=0.162; t=2.314; p=0.010). The findings indicate that competency development is more effective in improving performance when accompanied by stronger employee engagement.
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