Pengaruh E-HRM Terhadap Employee Performance: Peran Mediasi Job Satisfaction dan Organizational Trust
DOI:
https://doi.org/10.37385/ceej.v7i4.10582Keywords:
E-HRM, Job Satisfaction, Organizational Trust, Employee PerformanceAbstract
Penelitian ini bertujuan untuk menganalisis pengaruh Electronic Human Resource Management (E-HRM) terhadap kinerja karyawan (employee performance) dengan melibatkan job satisfaction dan organizational trust sebagai variabel mediasi. Pendekatan penelitian menggunakan metode kuantitatif dengan teknik analisis Partial Least Squares Structural Equation Modeling (PLS-SEM). Data dikumpulkan melalui kuesioner yang disebarkan kepada karyawan dan dianalisis melalui pengujian validitas dan reliabilitas konstruk, uji statistik deskriptif, serta pengujian hipotesis menggunakan model struktural. Hasil penelitian menunjukkan bahwa seluruh konstruk memenuhi kriteria validitas dan reliabilitas dengan nilai outer loading, AVE, dan Composite Reliability berada di atas batas minimum. E-HRM terbukti berpengaruh positif dan signifikan terhadap job satisfaction dan organizational trust. Kedua variabel tersebut juga memiliki pengaruh signifikan terhadap kinerja karyawan. Selain itu, job satisfaction dan organizational trust terbukti memediasi hubungan antara E-HRM dan kinerja karyawan. Temuan ini mengindikasikan bahwa implementasi E-HRM tidak hanya memberikan dampak langsung pada peningkatan kinerja, tetapi juga meningkatkan kepuasan serta kepercayaan karyawan yang pada akhirnya memperkuat performa mereka. Penelitian ini memberikan kontribusi teoretis dalam pengembangan model E-HRM serta implikasi praktis bagi organisasi dalam meningkatkan kualitas layanan SDM berbasis digital.
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