Background - Nowadays, employee engagement is a major concern for organizational leaders around the world. Human Resources (HR) is a key element of a company that will support effective and efficient organizational governance (Christian et al., 2021). However, not all employees have the same level of engagement, factors that can affect employee commitment such as motivation, job satisfaction, leadership, diversity of co-workers, organizational culture, and others (Vinsensius et al., 2019). Purpose - This study aims to analyze: (1) the magnitude of the influence of servant leadership on employee engagement, (2) the magnitude of the influence of employee compensation on employee engagement, (3) the magnitude of the influence of servant leadership on employee job satisfaction, (4) the magnitude of the effect of employee compensation on employee engagement. employee job satisfaction, and (5) the magnitude of the influence of employee job satisfaction on employee engagement at PT Indonesia Power Suralaya Power Generation Unit. Originality/value - The novelty (originality or value) of this research is that servant leadership has no effect on employee engagement and employee compensation has no effect on employee job satisfaction. Research Limitations - The limitations of this study are only to get an idea of the perceptions of employees of PT Indonesia Power Suralaya Power Generation Unit regarding servant leadership, employee compensation, employee job satisfaction and employee engagement. Design/methodology/approach - The population in this study are employees of PT Indonesia Power Suralaya Power Generation Unit which is located at Jalan Raya PLTU Suralaya, Cilegon, Banten. The research method is quantitative using a questionnaire with a Likert scale and the sampling technique is done by simple random sampling. The number of samples used as many as 32 samples to test the hypothesis. Structural Equation Modeling was used to test the statistical significance of the path coefficients, and processed using the PLS Smart 3.2.9 program. Findings - The results showed that servant leadership and employee compensation affected job satisfaction by 64.9%, while employee engagement was influenced by 86.8%. This direct effect shows that servant leadership has no effect on employee engagement, employee compensation has a positive and significant effect on employee engagement, servant leadership has a positive and significant effect on employee job satisfaction, employee compensation has no effect on employee job satisfaction, and employee job satisfaction has a positive effect. and significant to employee engagement.
MSMEs are able to support the economy of our country, because most of the business actors are MSMEs and are able to absorb labor. Curug sub-district is one of the sub-districts in Serang City which is used as one of the central areas of the creative economy by the Serang city government. One of the MSME areas is Sukalaksana village as one of the villages that has creative business potential that is able to support the economy of the surrounding residents. This can be seen from the proliferation of small retail traders, especially in Sukalaksana Village, Tinggar Village, Curug District, Serang City. This writing aims to describe and analyze the importance of the role of micro-enterprise HR competencies in improving the performance of SMEs in Sukalaksana Village Kp. Tinggar Baru Kec. Serang City Waterfall. This research uses qualitative method.
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