The Role of Religiosity as a Moderating Variable in the HR Performance Predictor Model

Alfida Novi Sahara, Alifah Ratnawati

Abstract


Abstract. This study aims to analyze the role of servant leadership in improving HR performance through role ambiguity and emotional stability, with religiosity as a moderating variable at KPPBC TMP A Semarang. This study uses an explanatory research approach with a population of all employees of KPPBC TMP A Semarang of 203 people. Due to the limited population, the sampling method used is a census, so that the entire population is used as a research sample. The data used consists of primary data and secondary data. Primary data were obtained through a questionnaire containing closed and open questions, while secondary data were collected from internal sources of KPPBC TMP A Semarang to support further analysis. The measurement scale used is a Likert scale with a range of 1 to 5, where 1 indicates "strongly disagree" and 5 indicates "strongly agree". Data analysis was carried out using a structural equation model with the Partial Least Square (PLS) approach. The results showed that of the six hypotheses tested, five were accepted and one was rejected. Servant leadership has a negative and significant effect on role ambiguity, and a positive and significant effect on emotional stability. In addition, role ambiguity has a negative and significant impact on HR performance, while emotional stability has a positive and significant influence on HR performance. Meanwhile, religiosity does not play a significant role as a moderator in the relationship between role ambiguity and HR performance, but strengthens the influence of emotional stability on HR performance.


Keywords


Keywords: Ambiguity; Emotional; Leadership; Stability.

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References


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DOI: http://dx.doi.org/10.30659/jrbi.v22i2.45402

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