Pengaruh psychological empowerment terhadap job performance dengan self-efficacy dan affective commitment sebagai variabel mediasi pada karyawan PT XYZ
DOI:
https://doi.org/10.26740/jim.v14n3.p782-795Keywords:
human resource management, psychological empowerment, affective commitment , job performance, self-efficacyAbstract
Declining job performance remains a critical concern for organizations, as it directly affects the achievement of organizational goals. One factor often overlooked is psychological empowerment, which reflects employees' sense of meaning, competence, self-determination, and impact in their work. At PT XYZ, employees' limited perception of psychological empowerment, together with its inadequate implementation in the organization, has become one of the reasons for the decline in job performance. This study aims to examine and analyze the effect of psychological empowerment on job performance, with self-efficacy and affective commitment as mediating variables at PT XYZ. This study uses a quantitative approach with saturated sampling of 44 employees. Data were analyzed using Structural Equation Modeling-Partial Least Squares (SEM-PLS) with SmartPLS 4.1.0.3. The results show that psychological empowerment has a significant positive effect on job performance and on self-efficacy, and self-efficacy has a significant positive effect on job performance. Psychological empowerment has no effect on affective commitment, and affective commitment has no effect on job performance. Self-efficacy mediates the relationship between psychological empowerment and job performance, whereas affective commitment does not. This study implies that PT XYZ needs to improve job performance by strengthening psychological empowerment and self-efficacy.
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