The Role of Religiosity as a Moderating Variable in the HR Performance Predictor Model
DOI:
https://doi.org/10.30659/jrbi.v22i2.45402Keywords:
Keywords, Ambiguity, Emotional, Leadership, Stability.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.
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