Pengaruh Perceived Organizational Support, Employer Branding, Dan Psychological Safety Terhadap Employee Performance Melalui Employee Engagement
DOI:
https://doi.org/10.37385/ceej.v7i4.12091Keywords:
dukungan organisasi yang dipersepsikan; citra pemberi kerja; keamanan psikologis; keterikatan kerja; kinerja pegawaiAbstract
Kinerja pegawai pada perusahaan energi milik daerah tidak semata-mata ditentukan oleh kompensasi dan pelatihan, tetapi juga oleh faktor psikologis serta persepsi pegawai terhadap organisasinya. Penelitian ini bertujuan menguji pengaruh perceived organizational support, employer branding, dan psychological safety terhadap employee performance dengan employee engagement sebagai variabel mediasi pada PT X (Perseroda). Penelitian menggunakan pendekatan kuantitatif eksplanatori dengan melibatkan seluruh 55 pegawai tetap perusahaan melalui teknik sensus. Data primer dikumpulkan melalui kuesioner berskala Likert dan dianalisis menggunakan Partial Least Square Structural Equation Modeling (PLS-SEM) berbantuan SmartPLS 4 dengan prosedur bootstrapping 5.000 iterasi. Hasil analisis menunjukkan bahwa perceived organizational support dan employer branding berpengaruh positif dan signifikan terhadap employee performance, sedangkan psychological safety tidak berpengaruh signifikan secara langsung. Employee engagement terbukti berpengaruh positif signifikan terhadap employee performance dan berperan sebagai mediator penuh pada hubungan antara psychological safety dan employee performance, tetapi tidak memediasi hubungan perceived organizational support maupun employer branding dengan employee performance. Employer branding dan psychological safety juga terbukti berpengaruh signifikan terhadap employee engagement, sementara perceived organizational support tidak. Temuan ini mengindikasikan bahwa penguatan citra perusahaan sebagai pemberi kerja dan pemberian dukungan organisasional yang nyata perlu menjadi prioritas manajemen, sementara keamanan psikologis lebih tepat diposisikan sebagai fondasi pembentukan keterikatan kerja dibandingkan sebagai program peningkatan kinerja yang berdiri sendiri.
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