Analisis Peran Job Satisfaction dalam Memediasi Pengaruh antara Digital HRM Practices dan Employee Performance (Studi Kasus pada Karyawan Perusahaan Swasta di Solo Raya)
DOI:
https://doi.org/10.31004/riggs.v5i2.12240Keywords:
Digital HRM Practices, Job Satisfaction, Employee Performance, Manajemen Sumber Daya Manusia Digital, PLS-SEMAbstract
Transformasi digital telah mengubah cara perusahaan mengelola sumber daya manusia melalui pemanfaatan teknologi untuk mendukung berbagai fungsi manajemen SDM. Penerapan Digital Human Resource Management (Digital HRM) dipercaya mampu meningkatkan efisiensi proses kerja dan kualitas pengelolaan karyawan. Namun, pengaruh Digital HRM terhadap kinerja karyawan masih menunjukkan hasil yang beragam dalam penelitian sebelumnya. Penelitian ini bertujuan menganalisis pengaruh praktik Digital HRM terhadap kinerja karyawan serta menguji peran kepuasan kerja sebagai variabel mediasi pada karyawan perusahaan swasta di Solo Raya. Penelitian menggunakan pendekatan kuantitatif dengan metode survei terhadap 248 responden yang dipilih menggunakan purposive sampling. Analisis data dilakukan menggunakan Partial Least Squares Structural Equation Modeling (PLS-SEM) melalui aplikasi SmartPLS. Hasil penelitian menunjukkan bahwa praktik Digital HRM tidak berpengaruh signifikan terhadap kinerja karyawan, tetapi berpengaruh positif dan signifikan terhadap kepuasan kerja. Kepuasan kerja juga terbukti berpengaruh positif terhadap kinerja karyawan serta memediasi secara signifikan hubungan antara Digital HRM dan kinerja karyawan. Temuan ini menunjukkan bahwa penerapan Digital HRM belum mampu meningkatkan kinerja secara langsung, tetapi dapat mendorong peningkatan kinerja melalui kepuasan kerja. Penelitian ini memperkaya kajian Digital HRM sekaligus menjadi masukan bagi perusahaan dalam merancang strategi digitalisasi SDM yang tidak hanya berorientasi pada efisiensi, tetapi juga pada peningkatan kepuasan dan kesejahteraan karyawan
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