Kajian Mediasi Psychological Well-Being pada Dampak Disiplin Kerja dan Job Insecurity terhadap Kinerja Pegawai
DOI:
https://doi.org/10.59086/jam.v4i1.656Keywords:
Disiplin Kerja , Job Insecurity , Kinerja Pegawai, Psychological Well BeingAbstract
Penelitian ini bertujuan untuk menganalisis pengaruh Disiplin Kerja dan Job Insecurity terhadap Kinerja Pegawai dengan Psychological Well-Being sebagai variabel intervening. Menggunakan pendekatan kuantitatif dengan jenis penelitian explanatory research, penelitian ini melibatkan 80 pegawai honorer di Dinas Kesehatan. Data dikumpulkan melalui kuesioner tertutup dengan skala Likert 5 poin. Hasil penelitian menunjukkan bahwa Disiplin Kerja berpengaruh signifikan terhadap Kinerja Pegawai dan Psychological Well-Being. Sebaliknya, Job Insecurity tidak berpengaruh signifikan terhadap Kinerja Pegawai, namun berpengaruh signifikan terhadap Psychological Well-Being. Kinerja Pegawai tidak berpengaruh signifikan terhadap Psychological Well-Being, dan mediasi Kinerja Pegawai dalam kedua hubungan tersebut terbilang lemah. Keterbatasan penelitian ini terletak pada sampel yang terbatas pada satu instansi, sehingga disarankan untuk memperluas cakupan sampel dan mempertimbangkan variabel lain seperti dukungan sosial dan budaya organisasi pada penelitian selanjutnya.
This study aims to analyze the effect of Work Discipline and Job Insecurity on Employee Performance with Psychological Well-Being as an intervening variable. Using a quantitative approach with explanatory research, this study involved 80 honorary employees at the Health Office. Data were collected using a closed-ended questionnaire with a 5-point Likert scale. The results showed that Work Discipline had a significant effect on Employee Performance and Psychological Well-Being. In contrast, Job Insecurity did not significantly affect Employee Performance but had a significant effect on Psychological Well-Being. Employee Performance did not significantly affect Psychological Well-Being, and the mediation of Employee Performance in both relationships was weak. The limitation of this study lies in the sample being limited to one institution, so it is recommended to expand the sample scope and consider other variables such as social support and organizational culture in future studies.
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