Employee Wellbeing dan Kinerja Pegawai Berkelanjutan: Peran Mediasi Work Engagement

Herlina Amin Noor; Muh. Rusli; Nandang Komara; Usman Sattar; Jihan Safira Rospitasari Harun Sally; Sulfaedah Lestari; Syahrul Syahrul

doi:10.64476/jtbc.v1i3.66

Penulis

Herlina Amin Noor Akademi Sekretari Manajemen Indonesia Publik, Makassar, Indonesia
Muh. Rusli Akademi Sekretari Manajemen Indonesia Publik, Makassar, Indonesia
Nandang Komara International Woman University, Bandung, Indonesia
Usman Sattar Politeknik Bombana, Bombana, Indonesia
Jihan Safira Rospitasari Harun Sally Sekolah Tinggi Ilmu Administrasi Abdul Haris, Makassar, Indonesia
Sulfaedah Lestari Sekolah Tinggi Ilmu Administrasi Abdul Haris, Makassar, Indonesia
Syahrul Syahrul Akademi Sekretari Manajemen Indonesia Publik, Makassar, Indonesia

DOI:

https://doi.org/10.64476/jtbc.v1i3.66

Kata Kunci:

employee wellbeing, employee engagement, employee performance, kinerja pegawai, SEM-PLS

Abstrak

Perubahan cara kerja dan meningkatnya tuntutan kinerja mendorong organisasi untuk tidak hanya berfokus pada target, tetapi juga pada kondisi psikologis pegawai yang menopang kinerja jangka panjang. Penelitian ini bertujuan menganalisis pengaruh employee wellbeing terhadap employee performance dengan employee engagement sebagai variabel mediasi. Penelitian menggunakan pendekatan kuantitatif dengan desain explanatory research. Data dikumpulkan melalui kuesioner dari 150 pegawai dan dianalisis menggunakan Structural Equation Modeling–Partial Least Squares (SEM-PLS). Hasil penelitian menunjukkan bahwa employee wellbeing berpengaruh positif terhadap employee engagement dan employee performance. Employee engagement juga terbukti berpengaruh positif terhadap employee performance. Lebih lanjut, employee engagement terbukti memediasi secara parsial hubungan antara employee wellbeing dan employee performance. Temuan ini menegaskan bahwa kesejahteraan pegawai tidak hanya berdampak langsung pada kinerja, tetapi juga bekerja melalui peningkatan keterlibatan kerja sebagai mekanisme psikologis utama. Penelitian ini memberikan implikasi bahwa upaya peningkatan kinerja yang berkelanjutan perlu diarahkan pada pengelolaan kesejahteraan dan keterlibatan pegawai secara terintegrasi.

Unduhan

Data unduhan belum tersedia.

Referensi

Anggar Wijayanti. (2025). The Effect of Job Placement and Psychological Well-Being on Employee Performance with Organizational Commitment as Mediator at PNM Lampung Regional Branch 1. International Journal of Integrative Sciences, 4(8), 1885–1912. https://doi.org/10.55927/ijis.v4i8.515

Bakker, A. B., Demerouti, E., & Sanz-Vergel, A. (2023). Job Demands–Resources Theory: Ten Years Later. Annual Review of Organizational Psychology and Organizational Behavior, 10(1), 25–53. https://doi.org/10.1146/annurev-orgpsych-120920-053933

Corbeanu, A., & Iliescu, D. (2023). The Link Between Work Engagement and Job Performance. Journal of Personnel Psychology, 22(3), 111–122. https://doi.org/10.1027/1866-5888/a000316

Diep, T. P. T., & Horváthová, P. (2026). Human resource management, employee well-being, and performance: A systematic review. Human Systems Management, 45(1), 89–108. https://doi.org/10.1177/01672533251355886

Gürbüz, S., Bakker, A. B., Demerouti, E., & Brouwers, E. P. M. (2023). Sustainable employability and work engagement: a three-wave study. Frontiers in Psychology, 14. https://doi.org/10.3389/fpsyg.2023.1188728

Hamza, A., & Farah, A. (2025). The relationship between well-being at work and performance: a systematic literature review. Journal of Management Development, 1–30. https://doi.org/10.1108/JMD-12-2024-0433

Mazzetti, G., Robledo, E., Vignoli, M., Topa, G., Guglielmi, D., & Schaufeli, W. B. (2023). Work Engagement: A meta-Analysis Using the Job Demands-Resources Model. Psychological Reports, 126(3), 1069–1107. https://doi.org/10.1177/00332941211051988

Neuber, L., Englitz, C., Schulte, N., Forthmann, B., & Holling, H. (2022). How work engagement relates to performance and absenteeism: a meta-analysis. European Journal of Work and Organizational Psychology, 31(2), 292–315. https://doi.org/10.1080/1359432X.2021.1953989

Pandey, A., Maheshwari, M., & Malik, N. (2025). A systematic literature review on employee well-being: Mapping multi-level antecedents, moderators, mediators and future research agenda. Acta Psychologica, 258, 105080. https://doi.org/10.1016/j.actpsy.2025.105080

Pienaar, J., Falkenberg, H., Ström, P., & Sverke, M. (2025). How do job demands and job resources relate to well-being, turnover intention and performance in retail? Insights from Swedish trade union members. The International Review of Retail, Distribution and Consumer Research, 1–25. https://doi.org/10.1080/09593969.2025.2544929

Sansovini, E., & Magida, A. (2025). Effect of digital technologies on employee wellbeing and mental health. Behaviour & Information Technology, 44(18), 4538–4550. https://doi.org/10.1080/0144929X.2025.2483795

Sharma, R. (2024). Technostress In The Digital World And Impact On Employee Work Performance And Mental Health. Journal of Business Management and Information Systems, 11(2), 64–73. https://doi.org/10.48001/jbmis.1102005

Tribuana, D., Narimawati, U., & Syafei, M. Y. (2024). Digital Transformation and Psychological Welfare at MNC Bank Makassar Branch. Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE), 7(2). https://doi.org/10.31538/iijse.v7i2.4874

Tribuana, D., Usman, U., & Dayanti. (2025). Transformasi SDM Dalam Mendorong Keberlanjutan Bisnis: Peran Strategis HR Dalam Implementasi ESG. Jurnal Teknologi Dan Bisnis Cerdas, 1(1), 1–16. https://doi.org/10.64476/jtbc.v1i1.1

Tribuana, D., Usman, U., & Dayanti, D. (2025). Analisis Perbandingan Employee Wellbeing terhadap Kinerja Pegawai pada Tiga Sektor Industri. Jurnal Teknologi Dan Bisnis Cerdas, 1(1), 17–27. https://doi.org/10.64476/jtbc.v1i1.2