PENGARUH JOB SATISFACTION DAN CAREER DEVELOPMENT TERHADAP TINGKAT EMPLOYEE PERFORMANCE DENGAN EMPLOYEE ENGAGEMENT SEBAGAI VARIABEL MODERASI (Studi Karyawan Bank OCBC, Tanggerang, Banten)

Abstract

BSTRACT
In this modern era where Indonesian workers are changing from generation Zto
Millennials, there is newsthat spreads among senior workers that the current generationis
knownasagenerationthathaslowloyaltytotheorganizationandknown as “kutu loncat”
which is many among millenial workers. But on the other hand, the millennialworkerssaid
thatorganizationalleadersfromthepreviousgenerationwere deemed unable to provide
what the millennial generation workers needed and the approach taken was alsoconsidered
incompatible. Starting from these problems, the goal of this paper is to construct an
empirical research model so we can find out whether moderating employee engagement, job
satisfaction variables, and career development can provide a significant increase in
employee performance as some millennialworkerssaytobeabletogetaloyalworkforce.
organizationandhavehigh performance.
First, a framework model is developed between employee engagement, job satisfaction,
career development and employee performance based on previous theoriesandresearch.
Second,datawereobtainedfrom100respondentsbyproviding a question sheet with open
and closed questions. Participants are employees of Bank OCBCinTangerangCityand
WestJakarta(Region3).Fourth,thedataobtainedwere analyzedquantitativelyand
structurallyusingtheStructuralEquationModeling(SEM) method using the SmartPLS 3
(Partial Least Square)program.
This paper resulted in the finding a significant positive effect inside moderating employee
engagement, job satisfaction and career development on employee performance. meanwhile,
itwas found that only career development variables had a significant positive effect on
employee performance. The managerial implications of thisresearchcanbetakeninto
accountbyorganizationswhenmakingpoliciesintheir human resourcesarea.