PERAN MEDIASI HUMAN CAPITAL DALAM PENGARUH PELATIHAN PENGEMBANGAN DAN INSENTIF TERHADAP PRODUKTIVITAS KARYAWAN ERLANGGA
Abstract
Produktivitas karyawan menentukan kemampuan perusahaan mencapai target dan menjaga mutu output. Penelitian ini bertujuan menganalisis pengaruh training and development serta insentif terhadap produktivitas karyawan Perusahaan Erlangga, sekaligus menguji peran mediasi human capital. Studi menggunakan desain kuantitatif eksplanatori dengan survei cross-sectional. Data dikumpulkan melalui kuesioner skala Likert 1–5 dari 62 karyawan yang dipilih dengan purposive sampling dan proportionate stratified. Analisis dilakukan memakai PLS-SEM (SmartPLS) melalui evaluasi outer–inner model serta bootstrapping. Hasil menunjukkan instrumen memenuhi validitas konvergen dan reliabilitas; model bebas multikolinearitas (VIF 1,887–4,123). Training and development berpengaruh positif signifikan terhadap human capital (β=0,628; p<0,001) dan insentif juga berpengaruh positif signifikan (β=0,422; p<0,001). Human capital berpengaruh kuat terhadap produktivitas (β=0,535; p<0,001) serta memediasi pengaruh training and development (βind=0,509; p<0,001) dan insentif (βind=0,248; p<0,001) terhadap produktivitas. Daya jelaskan model tergolong tinggi (R²=0,588; Q²=0,664; GoF≈0,65). Secara teoretis, temuan memperjelas jalur konversi investasi SDM ke output kerja; secara praktis, manajemen perlu menajamkan pelatihan berbasis kebutuhan kerja, memastikan evaluasi–tindak lanjut pascapelatihan, dan merancang insentif yang adil, transparan, serta terkait metrik kinerja yang kredibel. Keterbatasan studi adalah desain potong lintang dan fokus satu perusahaan; riset lanjut disarankan memakai data longitudinal dan pembanding lintas sektor, sekaligus memperkecil training–transfer gap di unit kerja secara berkelanjutan terukur dalam konteks Indonesia.
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