Favin, Idealdy (2026) Analisis Pengaruh Keselarasan Persepsi Diadik High-Performance Work Practices Terhadap Kepuasan Kerja Dan Kinerja Karyawan: Peran Moderasi Masa Kerja Pada PT PLN (Persero) Unit Induk Distribusi Kalimantan Selatan Dan Kalimantan Tengah. Other thesis, Institut Teknologi Sepuluh Nopember.
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Abstract
Praktik sumber daya manusia yang terstruktur belum selalu dipahami secara sama oleh manajer dan karyawan, sehingga keselarasan persepsi menjadi penting untuk menilai efektivitas implementasi HPWP pada hubungan kerja langsung. Penelitian ini menganalisis pengaruh keselarasan persepsi diadik High-Performance Work Practices (HPWP) terhadap kepuasan kerja dan kinerja karyawan, serta peran moderasi masa kerja pada PT PLN (Persero) Unit Induk Distribusi Kalimantan Selatan dan Kalimantan Tengah. Penelitian menggunakan pendekatan kuantitatif dengan desain survei diadik pada 76 pasangan karyawan-manajer dan 15 manajer. Keselarasan persepsi HPWP dihitung melalui kesesuaian skor persepsi manajer dan karyawan pada dimensi ability, motivation, dan opportunity. Kepuasan kerja dinilai oleh karyawan, sedangkan kinerja karyawan dinilai oleh manajer sebagai atasan langsung. Data dianalisis menggunakan PLS-SEM melalui SmartPLS 4. Hasil penelitian menunjukkan bahwa keselarasan persepsi diadik HPWP tidak berpengaruh signifikan terhadap kepuasan kerja maupun kinerja karyawan. Kepuasan kerja tidak berpengaruh signifikan terhadap kinerja dan tidak memediasi hubungan tersebut. Masa kerja tidak memoderasi hubungan keselarasan persepsi diadik HPWP dengan kepuasan kerja maupun kinerja, tetapi berpengaruh negatif signifikan terhadap kinerja. Penelitian ini memperluas kajian HPWP berbasis diadik dan mendorong organisasi memperkuat komunikasi praktik SDM, terutama pada aspek ability dan motivation
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Structured human resource practices may not always be understood similarly by managers and employees, making perceptual alignment important for evaluating HPWP implementation at the direct work-relationship level. This study analyzes the effect of dyadic perceptual alignment of High-Performance Work Practices (HPWP) on job satisfaction and employee performance, as well as the moderating role of employee tenure at PT PLN (Persero) South and Central Kalimantan Distribution Main Unit. This study used a quantitative dyadic survey involving 76 employee-manager pairs and 15 managers. HPWP perceptual alignment was calculated from the consistency of managers' and employees' scores across ability, motivation, and opportunity dimensions. Job satisfaction was assessed by employees, while employee performance was assessed by direct managers. Data were analyzed using PLS-SEM through SmartPLS 4. The results show that dyadic perceptual alignment of HPWP has no significant effect on job satisfaction or employee performance. Job satisfaction also has no significant effect on employee performance and does not mediate the relationship. Employee tenure does not moderate these relationships, but has a significant negative effect on employee performance. These findings extend dyadic-based HPWP research and suggest that organizations should strengthen communication regarding HR practices, especially ability and motivation practices.
| Item Type: | Thesis (Other) |
|---|---|
| Uncontrolled Keywords: | High-Performance Work Practices, keselarasan persepsi diadik, kepuasan kerja, kinerja karyawan, masa kerja, Dyadic perceptual alignment, employee performance, employee tenure, high-performance work practices, job satisfaction |
| Subjects: | H Social Sciences > HD Industries. Land use. Labor > HD58.7 Corporate culture. |
| Divisions: | Faculty of Creative Design and Digital Business (CREABIZ) > Business Management > 61205-(S1) Undergraduate Thesis |
| Depositing User: | Idealdy Favin |
| Date Deposited: | 24 Jul 2026 03:21 |
| Last Modified: | 24 Jul 2026 03:21 |
| URI: | http://repository.its.ac.id/id/eprint/136759 |
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