Article Sidebar

Download
PDF
Statistic
Read Counter : 3 Download : 0

Downloads

Download data is not yet available.

Main Article Content

Abstract

Tujuan: Penelitian ini bertujuan untuk menganalisis pengaruh keterlibatan kerja, kesesuaian kerja, dan kepuasan kerja terhadap kinerja karyawan pada PT Satria Mitra Sejati. Fokus utama penelitian adalah menguji sejauh mana faktor psikologis dan keselarasan individu dengan pekerjaan mampu menjelaskan variasi kinerja karyawan, baik secara parsial maupun simultan.


Metode Penelitian: Penelitian ini menggunakan pendekatan kuantitatif dengan jumlah sampel sebanyak 46 karyawan. Teknik pengumpulan data dilakukan melalui kuesioner yang sebelumnya telah diuji validitas dan reliabilitas. Analisis data dilakukan dengan menggunakan regresi linear berganda untuk menguji pengaruh masing-masing variabel independen, baik secara terpisah maupun secara bersama-sama, terhadap kinerja karyawan.


Hasil dan Pembahasan: Hasil penelitian menunjukkan bahwa keterlibatan kerja, kesesuaian kerja, dan kepuasan kerja secara parsial berpengaruh positif dan signifikan terhadap kinerja karyawan. Secara simultan, ketiga variabel tersebut juga terbukti memiliki pengaruh yang signifikan terhadap kinerja. Temuan ini menegaskan bahwa kombinasi antara keterlibatan, kesesuaian, dan kepuasan kerja membentuk model yang kuat dalam memprediksi kinerja karyawan, sekaligus memperkuat hipotesis bahwa faktor psikologis dan keselarasan kerja berperan penting dalam pencapaian performa.


Implikasi: Implikasi dari penelitian ini adalah bahwa manajemen PT Satria Mitra Sejati perlu mengembangkan strategi sumber daya manusia yang terintegrasi. Pendekatan tersebut harus tidak hanya meningkatkan keterlibatan kerja, tetapi juga memastikan kesesuaian antara individu dan pekerjaannya serta menjaga tingkat kepuasan kerja. Dengan demikian, perusahaan dapat menciptakan kondisi kerja yang lebih produktif, harmonis, dan berkelanjutan.

Keywords

keterlibatan kerja kesesuaian kerja kepuasan kerja kinerja karyawan

Article Details

Creative Commons License

This work is licensed under a Creative Commons Attribution 4.0 International License.

How to Cite
Galu, A., Mahmud, M., & Mauzu, F. . (2025). Pengaruh Keterlibatan Kerja, Kesesuaian Kerja dan Kepuasan Kerja terhadap Kinerja Karyawan. Advances in Management & Financial Reporting, 3(3), 909–926. https://doi.org/10.60079/amfr.v3i3.620
Download Citation
Endnote/Zotero/Mendeley (RIS)
BibTeX

References

  1. Aguilera, R., De Massis, A., Fini, R., & Vismara, S. (2023). Organizational Goals, Outcomes, and the Assessment of Performance: Reconceptualizing Success in Management Studies. Journal of Management Studies, 61, 1–36. https://doi.org/10.1111/joms.12994
  2. Almaaitah, M. F., Almajali, T. A., Taamneh, M. M., Al-Quran, A. Z., & Alserhan, H. F. (2025). How job crafting enhances job satisfaction: the moderating role of perceived organizational support in Jordan’s public healthcare sector. Discover Sustainability, 6(1), 482. https://doi.org/10.1007/s43621-025-01248-z
  3. Aprilia, F., Mujanah, S., & Fianto, A. Y. A. (2025). Pengaruh Pemberdayaan Karyawan dan Keterlibatan Kerja terhadap Kinerja Karyawan dengan Kepuasan Kerja sebagai Variabel Intervening pada Klinik Mata Tritya Surabaya. El-Mal: Jurnal Kajian Ekonomi & Bisnis Islam, 6(3), 678–692. https://doi.org/10.47467/elmal.v6i3.5998
  4. Arisona, S. P., & Kiki, D. (2021). Pengaruh Job Satisfaction, Job Resources, dan Self Determination Terhadap Work Engagement Karyawan Amaris Hotel Citra Raya. Prosiding: Ekonomi Dan Bisnis, 1(1), 268–274. https://doi.org/https://doi.org/10.35870/jemsi.v11i1.3776
  5. Asamani, L., Acquah-Coleman, R., Senayah, W. K., & Oppong, S. (2025). Interactive roles of resource availability, role clarity and employee motivation in enhancing organisational effectiveness through employee performance and job satisfaction. Discover Psychology, 5(1), 12. https://doi.org/10.1007/s44202-025-00333-8
  6. Astuti, D., & Suwandi, S. (2022). Pengaruh Employee Engagement Terhadap Kinerja Karyawan Yang Di Mediasi Kepuasan Kerja. Eqien-Jurnal Ekonomi Dan Bisnis, 11(04), 615–623. https://doi.org/10.34308/eqien.v11i04.1282
  7. Awaysheh, A., Bonet, R., & Ortega, J. (2023). Performance feedback and productivity: Evidence from a field experiment. Production and Operations Management, 32(1), 98–115. https://doi.org/10.1111/poms.13827
  8. Bakker, A. B., & Demerouti, E. (2007). The job demands‐resources model: State of the art. Journal of Managerial Psychology, 22(3), 309–328. https://doi.org/10.1108/02683940710733115
  9. Basri, S. K., & Rauf, R. (2021). Pengaruh semangat kerja dan kepuasan kerja terhadap kinerja pegawai. YUME: Journal of Management, 4(1). https://doi.org/10.37531/yum.v11.76
  10. Brayfield, A. H., & Crockett, W. H. (1955). Employee attitudes and employee performance. Psychological Bulletin, 52(5), 396. https://doi.org/10.1037/h0045899
  11. Corbeanu, A., & Iliescu, D. (2023). The link between work engagement and job performance. Journal of Personnel Psychology. https://doi.org/10.1027/1866-5888/a000316
  12. Damayanti, F., & Darmawan, D. (2025). The influence of organizational commitment and job satisfaction on employee performance. Jurnal Manajemen Bisnis Dan Terapan, 3(1), 97–111. https://doi.org/10.20961/meister.v3i1.2063
  13. Ebert, T., Bipp, T., & Debus, M. E. (2025). Stability, Reciprocity, and Antecedent-Outcome Relations of Different Job Crafting Forms. Occupational Health Science. https://doi.org/10.1007/s41542-025-00230-5
  14. Efrinawati, E., Yusup, Y., Norawati, S., & Supardi, S. (2022). Pengaruh Budaya Kerja dan Motivasi Kerja terhadap Kepuasan Kerja Serta Dampaknya pada Kinerja Pegawai Dinas Ketenagakerjaan dan Transmigrasi Provinsi Riau. Syntax Literate; Jurnal Ilmiah Indonesia, 7(3), 2681–2696. https://doi.org/10.36418/syntax-literate.v7i3.6554
  15. Fathurrohman, A. (2018). Pengaruh Keterlibatan Kerja Dan Stres Terhadap Kinerja Guru SMK Swasta Kecamatan Matraman Jakarta Timur. SAP (Susunan Artikel Pendidikan), 3(1), 10–17. https://doi.org/10.30998/sap.v3i1.2730
  16. Fitri dan Sri Widodo. (2022). Pengaruh Kompetensi Kerja Dan Komitmen Organisasi Terhadap Kinerja Karyawan Perusahaan Umum Daerah Pasar Jaya Jatinegara. Jurnal Ilmiah M-Progress, 12(2), 102–109. https://doi.org/10.35968/m-pu.v12i2.904
  17. Fitriadi, Y., Susanto, R., Irdam, & Wahyuni, R. (2022). Kontribusi Keterlibatan Kerja terhadap Kinerja Pegawai: Peran Mediasi Kepuasan Kerja. Jurnal Ekobistek, 11, 448–453. https://doi.org/10.35134/ekobistek.v11i4.446
  18. Flatau-Harrison, H., Wilson, M. K., & Vleugels, W. (2023). The reciprocal relationship between safety behaviour and person-job fit: A self-regulation perspective. Safety Science, 168, 106289. https://doi.org/https://doi.org/10.1016/j.ssci.2023.106289
  19. Froese, F. J., Peltokorpi, V., Varma, A., & Hitotsuyanagi‐Hansel, A. (2019). Merit‐based rewards, job satisfaction and voluntary turnover: moderating effects of employee demographic characteristics. British Journal of Management, 30(3), 610–623. https://doi.org/10.1111/1467-8551.12283
  20. Garengo, P., Sardi, A., & Nudurupati, S. S. (2021). Human resource management (HRM) in the performance measurement and management (PMM) domain: a bibliometric review. International Journal of Productivity and Performance Management, 71(7), 3056–3077. https://doi.org/10.1108/IJPPM-04-2020-0177
  21. Gazi, M. A., Yusof, M. F., Islam, M. A., Amin, M., & Rahman, A. (2024). Analyzing the Impact of Employee Job Satisfaction on Their Job Behavior in the Industrial Setting: An Analysis from the Perspective of Job Performance. Journal of Open Innovation: Technology, Market, and Complexity, 10, 100427. https://doi.org/10.1016/j.joitmc.2024.100427
  22. Gede, D. U., & Huluka, A. T. (2024). Effects of employee engagement on organizational performance: case of public universities in Ethiopia. Future Business Journal, 10(1), 32. https://doi.org/10.1186/s43093-024-00315-7
  23. Hasan, T., Jawaad, M., & Butt, I. (2021). The influence of person–job fit, work–life balance, and work conditions on organizational commitment: Investigating the mediation of job satisfaction in the private sector of the emerging market. Sustainability (Switzerland), 13(12). https://doi.org/10.3390/su13126622
  24. Hidayat, W. G. P. A. (2023). The influence of employee engagement, work environment and job characteristics on job satisfaction and performance. JEMSI (Jurnal Ekonomi, Manajemen, Dan Akuntansi). https://doi.org/10.35870/jemsi.v9i4.1413
  25. Himpi, P., & Sinaga, M. (2024). Pengaruh Keterlibatan Kerja dan Budaya Organisasi Terhadap Kinerja Dimediasi Perilaku Inovatif. Journal of Practical Management Studies, 2(1), 09-14. https://doi.org/10.61106/jpms.v2i1.14
  26. Jiang, M., Geng, F., Zhang, D., Meng, C., Li, S., & Peng, Y. (2025). Person-job fit and innovative behavior in new R&D institutions: the mediating effects of self-efficacy and job involvement on business decision-making. Frontiers in Psychology, 16, 1550324. https://doi.org/10.3389/fpsyg.2025.1550324
  27. Ju, D., Yao, J., & Ma, L. (2021). Person–job fit and job involvement: the curvilinear effect and the moderating role of goal orientation. Journal of Managerial Psychology, 36(5), 433–446. https://doi.org/10.1108/JMP-02-2020-0095
  28. Khusanova, R., Kang, S.-W., & Choi, S. B. (2021). Work engagement among public employees: Antecedents and consequences. Frontiers in Psychology, 12, 684495. https://doi.org/10.3389/fpsyg.2021.684495
  29. Kızrak, M. (2025). Resource dynamics in career satisfaction: Examining person-job fit, work engagement, and supervisor support. Yönetim Bilimleri Dergisi, 23(55), 612–638. https://doi.org/10.33019/ijbe.v9i1.1076
  30. Kristof, A. L. (1996). Person‐organization fit: An integrative review of its conceptualizations, measurement, and implications. Personnel Psychology, 49(1), 1–49. https://doi.org/10.1111/j.1744-6570.1996.tb01790.x
  31. Liao, Y. Y., Soltani, E., Iqbal, A., & van der Meer, R. (2024). The utility of performance review systems: a total quality management perspective. Strategic Change, 33(4), 287–310. https://doi.org/10.1002/jsc.2580
  32. Lina Saptaria, et al., (2021). Manajemen Sumber Daya Manusia Strategi Pengembangan Human Capital.
  33. Lu, H., Zhao, Y., & While, A. (2019). Job satisfaction among hospital nurses: A literature review. International Journal of Nursing Studies, 94, 21–31. https://doi.org/10.1016/j.ijnurstu.2019.01.011
  34. Mer, A., Kumar, V., Verma, V. K., De, T., & Mathew, J. (2024). A review of predictors and outcomes of work engagement in nonprofit organizations. Social Sciences & Humanities Open, 10, 101083. https://doi.org/https://doi.org/10.1016/j.ssaho.2024.101083
  35. Nesterak, J., Szelągowski, M., & Radziszewski, P. (2025). Workplace performance measurement: digitalization of work observation and analysis. Journal of Intelligent Manufacturing, 36(5), 3569–3585. https://doi.org/10.1007/s10845-024-02419-x
  36. Orellana, L., Schnettler, B., Miranda-Zapata, E., Saracostti, M., Poblete, H., Lobos, G., Adasme-Berríos, C., Lapo, M., & Concha-Salgado, A. (2023). Job satisfaction as a mediator between family-to-work conflict and satisfaction with family life: a dyadic analysis in dual-earner parents. Applied Research in Quality of Life, 18(1), 491–520. https://doi.org/10.1007/s11482-022-10082-8
  37. Otoo, F. N. K. (2024). Does employee engagement mediate the nexus of job resource and employee turnover intentions? IIMT Journal of Management, 1(2), 130–170. https://doi.org/10.1108/IIMTJM-10-2023-0032
  38. Saing, B., & Eprianto, I. (2025). Strategies to Improve Employee Performance Through Employee Engagement, Organizational Culture, Work Motivation, and Job Satisfaction on Employee Performance. IJBE (Integrated Journal of Business and Economics), 9(1), 38–52. https://doi.org/10.33019/ijbe.v9i1.1076
  39. Stirpe, L., Profili, S., & Sammarra, A. (2022). Satisfaction with HR practices and employee performance: A moderated mediation model of engagement and health. European Management Journal, 40(2), 295–305. https://doi.org/https://doi.org/10.1016/j.emj.2021.06.003
  40. Udin, U. (2024). Transformational leadership and organizational citizenship behavior: The role of person-job fit and person-organization fit in social exchange perspective. Human Systems Management, 43(3), 325–339. https://doi.org/10.3233/HSM-230039
  41. van Veen-Dirks, P. M. G., Leliveld, M. C., & Kaufmann, W. (2021). The effect of enabling versus coercive performance measurement systems on procedural fairness and red tape. Journal of Management Control, 32(2), 269–294. https://doi.org/10.1007/s00187-021-00316-5
  42. van Woerkom, M., Bauwens, R., Gürbüz, S., & Brouwers, E. (2024). Enhancing person-job fit: Who needs a strengths-based leader to fit their job? Journal of Vocational Behavior, 154, 104044. https://doi.org/https://doi.org/10.1016/j.jvb.2024.104044
  43. Wokas, N. G. C., Dotulong, L. O. ., & Saerang, R. T. (2022). Pengaruh Gaya Kepemimpinan, Keterlibatan Kerja Dan Lingkungan Kerja Terhadap Kinerja Karyawan Pt. Pln Kawangkoan. Jurnal EMBA : Jurnal Riset Ekonomi, Manajemen, Bisnis Dan Akuntansi, 10(3), 56. https://doi.org/10.35794/emba.v10i3.40890
  44. Yandi, A., & Havidz, H. B. H. (2022). Employee performance model: Work engagement through job satisfaction and organizational commitment (A study of human resource management literature study). Dinasti International Journal of Management Science, 3(3), 547–565. https://doi.org/10.31933/dijms.v3i3.1105
  45. Yang, Y., Obrenovic, B., Kamotho, D. W., Godinic, D., & Ostic, D. (2024). Enhancing Job Performance: The Critical Roles of Well-Being, Satisfaction, and Trust in Supervisor. Behavioral Sciences (Basel, Switzerland), 14(8). https://doi.org/10.3390/bs14080688
  46. Ye, L., Li, Y., Zhang, N., & Zhang, J. (2024). The Influence of Work Engagement on Employee Affect and Creativity: Insights from Occupational Mental Health. Behavioral Sciences (Basel, Switzerland), 14(12). https://doi.org/10.3390/bs14121217
  47. Yutri Marhayani, Indra Kusdarianto, & Muhammad Halim. (2022). Pengaruh Kepuasan Kerja Dan Keterlibatan Kerja Terhadap Kinerja Karyawan PT. Pegadaian Cabang Palopo.