The Mediating Role of Job Satisfaction in the Relationship between Welfare, Career Development, and Employee Performance at the Nabire Regent’s Office
DOI:
https://doi.org/10.38035/dijemss.v8i1.6902Keywords:
Employee Welfare, Career Development, Employee Performance, Job SatisfactionAbstract
This study looks at how career development and employee welfare affect workers' performance at the Nabire Regent's Office in Papua, Indonesia, using job satisfaction as a mediating variable. Using questionnaire data gathered from all 128 employees using a census sampling strategy, a quantitative approach was used. Structural Equation Modeling–Partial Least Squares (SEM-PLS) with SmartPLS software was used to evaluate the data. The findings show that job satisfaction (β = 0.737, t = 12.262, p < 0.001) and employee performance (β = 0.313, t = 8.760, p < 0.001) are positively and significantly impacted by employee welfare. While career development has no significant direct impact on employee performance (β = 0.024, t = 0.602, p = 0.548), it does have a favorable impact on job satisfaction (β = 0.158, t = 2.402, p = 0.017). Additionally, employee performance is strongly positively impacted by job satisfaction (β = 0.686, t = 31.943, p < 0.001). Both the association between career development and employee performance (β = 0.108, t = 2.390, p = 0.017) and the relationship between employee welfare and employee performance (β = 0.505, t = 11.845, p < 0.001) are strongly mediated by job satisfaction, according to mediation analysis. The structural model accounts for 97.0% of the variation in employee performance (R² = 0.970) and 74.3% of the variance in job satisfaction (R² = 0.743). These results emphasize how important job satisfaction and employee welfare are to improving employee performance, and they imply that career development largely improves job satisfaction.
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