Jurnal Ilmiah Manajemen SURYA PASCA SCIENTIA

The Role of Competence in Mediating the Effect of Training and Motivation on Employee Performance at LSP P3 PIB

2026-08-18T09:50:35+08:00

Employee performance is an important factor in achieving organizational goals. In the LSP P3 PIB, there are still several Key Performance Indicators (KPIs) that have not reached the target and there are inconsistencies in previous research results regarding the influence of training and work motivation on employee performance. This study aims to analyze the influence of training and work motivation on employee competence and performance and examine the role of competence as a mediating variable in LSP P3 Builder of National Integrity Counseling (LSP P3 PIB). This study uses a quantitative approach with an associative method. The research population is 72 employees with a total sampling technique. Data were collected through a five-point Likert scale questionnaire and analyzed using Structural Equation Modeling-Partial Least Squares (SEM-PLS) with the help of SmartPLS. The results of the study show that training and work motivation have a positive and significant effect on competence, and competence has a positive and significant effect on employee performance. In addition, competence has been shown to partially mediate the influence of training and work motivation on employee performance. These findings show that improving employee performance can be done through strengthening training, increasing work motivation, and developing competencies on an ongoing basis.

The Effect of Environmental, Social, and Governance (ESG) on Employee Engagement Mediated by Work Commitment (Case Study at Bank Mandiri Kcp Jakarta Kyai Tapa)

2026-05-30T15:55:11+08:00

This study aims to analyze the influence of Environmental, Social, and Governance (ESG) on Employee Engagement mediated by Work Commitment among Bank Mandiri employees at the Jakarta Kyai Tapa branch. A quantitative approach was used with a census method of 50 respondents and data were collected through a Likert Scale questionnaire. The analysis techniques used include multiple linear regression analysis and mediation tests. The results of the study indicate that ESG has a positive and significant effect on Work Commitment, ESG has a positive and significant effect on Employee Engagement, and Work Commitment has a positive and significant effect on Employee Engagement. However, Work Commitment does not significantly mediate the effect of ESG on Employee Engagement. This means that ESG directly increases Employee Engagement without the need for increased Work Commitment. The results of the research from the Determination Coefficient (R²) value show a figure > 0.05 in each variable which makes the variable's influence positive and significant. This finding reinforces the importance of implementing ESG principles in organizations to increase employee engagement. The recommendation of this research is that further researchers can expand the research

Competence, Job Promotion, and Employee Engagement as Predictors of Employee Performance: The Mediating Role of Work Motivation in A Hospital Setting

2026-10-05T13:32:47+08:00

This study aims to examine the role of motivation as a mediator in the influence of competence, job promotion, and employee engagement on employee performance at one of hospitals in Depok. The population of this study was 717 employees of one of Hospitals in Depok. The research method used was the associative descriptive quantitative method. The sampling technique in this study was probability sampling with a simple random sampling. The number of samples in this study was 102 respondents. The data analysis technique used PLS (Partial Least Squares). The results of the study showed that competence did not affect employee performance through the role of motivation as a mediating variable. However, competence affected employee performance. Additionally, employee engagement affected employee performance. Lastly, the employee performance was affected by motivation.

The Effect of Work-Life Balance and Flexible Working on The Performance of Generation Z Employees

2026-10-05T15:05:55+08:00

Changes in the work environment resulting from the development of digital technology have encouraged the emergence of more flexible work arrangements. Generation Z, as a workforce group that has grown up in a digital environment, possesses distinct characteristics and expectations regarding the workplace, including the need for work-life balance and flexibility in carrying out their work. This study aims to analyze the effects of work-life balance and flexible working on the performance of Generation Z employees. The study employs a quantitative approach using a survey method. The respondents were Generation Z employees working in organizations or companies that implement flexible work arrangements. Data were collected through a questionnaire using a five-point Likert scale and analyzed using multiple linear regression. Based on the illustrative analysis results, work-life balance has a positive and significant effect on employee performance. Flexible working also has a positive and significant effect on employee performance. Simultaneously, both variables have a significant effect on the performance of Generation Z employees. These findings indicate that organizations need to create a work environment that provides employees with sufficient opportunities to manage work and personal life demands while offering well-structured work flexibility. The implementation of such policies is expected to improve the productivity, job satisfaction, and performance of Generation Z employees.