Pengaruh Keterikatan dan Ketahanan Karyawan terhadap Kinerja Karyawan pada PT. Sarimelati Kencana (Pizza Hut Delivery) Area Sigit Pria Utama Wilayah Jabodetabek

Safitri Nur Aidah; Gatot Kusjono

doi:10.69693/ijmst.v4i3.13414

Authors

Safitri Nur Aidah Universitas Pamulang
Gatot Kusjono Universitas Pamulang

DOI:

https://doi.org/10.69693/ijmst.v4i3.13414

Keywords:

Keterikatan Karyawan, Ketahanan Karyawan, Kinerja Berkelanjutan Karyawan, Pizza Hut Delivery, Manajemen Sumber Daya Manusia

Abstract

Penelitian ini bertujuan untuk menganalisis pengaruh keterikatan karyawan dan ketahanan karyawan terhadap kinerja berkelanjutan karyawan pada enam gerai Pizza Hut Delivery PT Sarimelati Kencana Tbk. Penelitian menggunakan pendekatan kuantitatif dengan metode asosiatif. Populasi penelitian berjumlah 73 karyawan pada enam gerai PHD, yaitu Pondok Indah, Fatmawati, Ciputat, Gandul, Seskoal Ciledug Raya, dan Pondok Labu. Kuesioner disebarkan kepada seluruh populasi melalui teknik sampel jenuh, dengan 63 respons lengkap yang dapat digunakan sebagai sampel analisis. Data dikumpulkan menggunakan kuesioner berskala Likert dan dianalisis dengan bantuan IBM SPSS Statistics versi 26 melalui uji validitas, uji reliabilitas, uji asumsi klasik, analisis regresi linier berganda, uji koefisien determinasi, uji t, dan uji F. Hasil penelitian menunjukkan bahwa keterikatan karyawan berpengaruh positif dan signifikan terhadap kinerja berkelanjutan karyawan dengan nilai koefisien regresi sebesar 0,386, nilai t hitung sebesar 5,435, dan signifikansi kurang dari 0,001. Ketahanan karyawan juga berpengaruh positif dan signifikan terhadap kinerja berkelanjutan karyawan dengan nilai koefisien regresi sebesar 0,637, nilai t hitung sebesar 9,658, dan signifikansi kurang dari 0,001. Secara simultan, keterikatan karyawan dan ketahanan karyawan berpengaruh positif dan signifikan terhadap kinerja berkelanjutan karyawan dengan nilai F hitung sebesar 717,351 dan signifikansi kurang dari 0,001. Nilai koefisien determinasi sebesar 0,960 menunjukkan bahwa keterikatan karyawan dan ketahanan karyawan secara bersama-sama mampu menjelaskan 96,0% variasi kinerja berkelanjutan karyawan. Ketahanan karyawan memiliki pengaruh relatif lebih dominan dibandingkan keterikatan karyawan.

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