Peran Kepuasan Kerja dalam Hubungan Manajemen Sumber Daya Manusia dan Produktivitas Karyawan di Indonesia
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Abstract
Penelitian ini mengkaji peran mediasi kepuasan kerja dalam hubungan antara praktik Manajemen Sumber Daya Manusia (MSDM) dan produktivitas karyawan di organisasi-organisasi Indonesia. Menggunakan pendekatan kuantitatif, data dikumpulkan dari 175 karyawan di berbagai sektor melalui kuesioner terstruktur yang menggunakan skala Likert lima poin. Data dianalisis menggunakan Model Persamaan Struktural dengan Least Squares Parsial (SEM-PLS 3) untuk menguji hipotesis yang diajukan. Hasil penelitian menunjukkan bahwa praktik HRM memiliki efek positif yang signifikan terhadap kepuasan kerja dan produktivitas karyawan. Selain itu, kepuasan kerja berperan sebagai mediator parsial dalam hubungan antara HRM dan produktivitas, menunjukkan bahwa HRM meningkatkan kinerja tidak hanya secara langsung—melalui pengembangan keterampilan dan sistem yang adil—tetapi juga secara tidak langsung—dengan meningkatkan kepuasan emosional karyawan. Temuan ini mengonfirmasi dua jalur strategis dan psikologis melalui mana HRM mempengaruhi produktivitas. Studi ini memperluas Resource-Based View (RBV) dan Social Exchange Theory (SET) dengan menyediakan bukti empiris dari ekonomi yang sedang berkembang, menunjukkan bahwa praktik HRM relasional yang berakar pada keadilan, komunikasi, dan pengakuan menghasilkan peningkatan produktivitas yang berkelanjutan. Secara praktis, hasil ini menekankan pentingnya mengintegrasikan strategi HRM yang mengembangkan baik kompetensi maupun kepuasan karyawan untuk mendorong kesuksesan organisasi jangka panjang di Indonesia.
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