Keywords
Compensation
Job Satifaction
Employee Performance
How to Cite
Abstract
The study aimed to determine the relationship between employee engagement, compensation, and employee performance, with job satisfaction intervening. This research is a type of quantitative research. The population in this study consisted of all CV Alfath Corporation Malang employees, with a total of 58 employees. The sampling technique used was saturated sampling, which consisted of 58 employees. Primary data collection is a questionnaire with a five-point Likert scale—data analysis using PLS (Partial Least Square). The test tools used are validity tests, reliability tests, and hypothesis testing. The results showed an insignificant relationship between employee engagement and job satisfaction. Employee engagement in performance is not significant. Compensation for job satisfaction is not substantial. Compensation for performance is not significant, but job satisfaction is essential. Job Satisfaction cannot mediate the relationship between Employee Engagement and Employee Performance. Job Satisfaction cannot mediate the relationship between compensation and Employee Performance. The results of this study can provide valuable insights for HR managers and practitioners in designing more effective strategies to improve employee performance. By understanding the importance of job satisfaction as a mediator, companies can focus on increasing engagement and providing fair compensation to achieve better performance.
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