Human Resource Performance Improvement Through Retention-Mediated Employee Engagement

Abstract

This study aims to examine employee engagement and retention that affect human resource performance. The population in this study were all human resources in the Arut Utara, Pangkalan Banteng and Kotawaringin Lama District Offices of West Kotawaringin Regency totaling 60 people, using a questionnaire distributed directly via google forms to obtain objective data as well as a research instrument. Data analysis using Partial Least Square (PLS) version 3.2.9 with a structural equation model and factor analysis and path analysis to test hypotheses and assess the mediation effects of variables. The results of this study indicate that employee engagement has a positive and significant effect on human resource performance of 2.224> t-table (1.671) with a P-Value of 0.027 <0.05. Retention has a positive and significant effect on human resource performance of 3.298> t-table (1.671) with a P-Value of 0.001 <0.05 and employee engagement has a positive and significant effect on retention of 6.214> t-table (1.671) with a P-Value of 0.000 <0.05. The indirect effect of the employee engagement variable on human resource performance with the mediation of the retention variable is known to be 0.226. The Sobel test produces a t-count of 3.214> t-table (1.671) with P Values of 0.001 <0.05. This means that the proposed retention as a variable to mediate between employee engagement and human resource performance makes a strong contribution.