PENGARUH KOMPENSASI, PENILAIAN KINERJA DAN PENGEMBANGAN KARIR TERHADAP KINERJA KARYAWAN DENGAN KEPUASAN KERJA SEBAGAI VARIABEL INTERVENING PADA PERUSAHAAN GUNAS LAND

Abstract

Sustainable company progress heavily relies on effective human resource management. This study aims to empirically analyze the impact of compensation, performance appraisal, and career development on employee performance through job satisfaction as an intervening variable at Gunas Land Company. A quantitative verificative approach was employed using Structural Equation Modeling—Partial Least Squares (SEM-PLS) via SmartPLS 3.0. The target population comprised all 58 employees of Gunas Land Company, utilizing a saturation sampling (census) technique with N = 58. Outer model evaluations confirmed that all constructs met the standards for convergent validity (AVE > 0.50), discriminant validity, and composite reliability (> 0.70). Inner model testing revealed that compensation (O = 0.336, t = 3.120, p = 0.002) and career development (O = 0.446, t = 4.852, p = 0.000) significantly and positively impacted job satisfaction. Job satisfaction significantly enhanced employee performance (O = 0.766, t = 5.640, p = 0.000). Furthermore, compensation and performance appraisal indirectly affected employee performance significantly through job satisfaction (full mediation), whereas compensation had no direct significant effect on employee performance (O = -0.146, t = 1.281, p = 0.201). The R-squared values were 0.538 for job satisfaction and 0.600 for employee performance. Management is advised to enhance coaching-based performance appraisals and career path transparency to maximize employee satisfaction and overall organizational output.

Keywords: Compensation, Performance Appraisal, Career Development, Job Satisfaction, Employee Performance