FATAYA, HENI NUR (2025) PENGARUH GREEN SELF-EFFICACY, EMPLOYEE ENGAGEMENT, ORGANIZATIONAL COMMITMENT, DAN WORK LIFE BALANCE TERHADAP SUSTAINABLE JOB SATISFACTION DENGAN GREEN ORGANIZATIONAL CULTURE SEBAGAI VARIABEL MEDIASI DI ADR GROUP OF COMPANIES. S2 thesis, Universitas Mercu Buana Jakarta.
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Abstract
Amid the dynamic of globalization and the intense competition across various business sectors, attention to the Sustainable Job Satisfaction has become fundamental to organizational success. One of the factors believed to play a crucial role in enhancing the Sustainable of Employee Job Satisfaction is Green Self-Efficacy, Employee Engagement, Organizational Commitment, and WorkLife Balance. In addition, Green Organizational Culture is also considered a mediating factor in the effect between Green Self-Efficacy, Employee Engagement, and Organizational Commitment with the Sustainable Job Satisfaction. The research methodology adopted Two Stage Approach with a quantitative focus. Data were gathered from 334 employees out of a total population of 2000 and using Slovin’s formula with a 5% margin of error, utilizing simple stratified random sampling techniques. Primary data collection involved questionnaires, while secondary data were sourced from the company. Data analysis was conducted using the Partial Least Square method through Smart PLS 4.0 software. The results of this study reveal several important relationships among the examined constructs. Green Self-Efficacy was found to have a positive and significant effect on Sustainable Job Satisfaction, as well as a positive and significant influence on Employee Engagement. However, its effect on Green Organizational Culture was not significant. Furthermore, Employee Engagement demonstrated a positive and significant impact on Sustainable Job Satisfaction, but it did not significantly affect Green Organizational Culture. Green Organizational Culture itself showed a positive and significant relationship with Sustainable Job Satisfaction. With regard to Organizational Commitment, the findings indicate a positive and significant effect on Green Organizational Culture, yet its influence on Sustainable Job Satisfaction was negative and significant. Similarly, Work–Life Balance was shown to have a positive and significant effect on Green Organizational Culture, but its impact on Sustainable Job Satisfaction was negative and significant. The study also highlights the mediating role of Employee Engagement and Green Organizational Culture. Employee Engagement positively and significantly mediated the effect between Green Self-Efficacy and Sustainable Job Satisfaction. In contrast, Green Organizational Culture did not mediate the effect of Green Self-Efficacy and Employee Engagement with Sustainable Job Satisfaction, as both were found to be insignificant. Nevertheless, Green Organizational Culture has a positive and significant mediating role in the effect between Organizational Commitment and Sustainable Job Satisfaction, as well as between Work–Life Balance and Sustainable Job Satisfaction. Kata Kunci: Green Self-Efficacy, Employee Engagement, Organizational Commitment, Work Life Balance, Sustainable Job Satisfaction, Green Organizational Culture. Ditengah pergeseran globalisasi dan ketatnya persaingan bisnis diberbagai sektor, perhatian terhadap keberlanjutan kepuasan kerja karyawan (Sustainable Job Satisfaction) menjadi fundamental bagi kesuksesan organisasi. Salah satu faktor yang diduga memiliki peran penting dalam meningkatkan keberlanjutan kepuasan kerja karyawan (Sustainable Job Satisfaction) adalah Green Self-Efficacy, keterlibatan karyawan (Employee Engagement), komitmen organisasi (Organizational Commitment) dan keseimbangan antara kehidupan kerja dan kehidupan pribadi (Work Life Balance). Selain itu, budaya organisasi hijau (Green Organizational Culture) juga dianggap sebagai faktor yang memediasi hubungan antara Green Self-Efficacy, Employee Engagement, dan Organizational Commitment dengan Sustainable Job Satisfaction. Penelitian ini menggunakan pendekatan kuantitatif dengan metode Two Stage Approach. Data diperoleh dari 334 orang karyawan tetap ADR Group of Companies, dari total populasi 2000 orang karyawan menggunakan rumus Slovin 5%, yang dipilih dengan titik jenuh menggunakan teknik stratified random sampling. Data primer dikumpulkan melalui kuisioner, sementara data sekunder diperoleh dari perusahaan. Analisis data dilakukan dengan metode Structural Equation Modeling (SEM) menggunakan perangkat lunak Partial Least Square dengan software Smart PLS 4.0. Hasil penelitian menunjukkan bahwa Green Self-Efficacy berpengaruh positif dan signifikan terhadap Sustainable Job Satisfaction. Green Self-Efficacy tidak berpengaruh signifikan terhadap Green Organizational Culture. Green Self-Efficacy berpengaruh positif dan signifikan terhadap Employee Engagement. Employee Engagement berpengaruh positif dan signifikan terhadap Sustainable Job Satisfaction. Employee Engagement tidak berpengaruh signifikan terhadap Green Organizational Culture. Green Organizational Culture berpengaruh positif dan signifikan terhadap Sustainable Job Satisfaction. Organizational Commitment berpengaruh positif dan signifikan terhadap Green Organizational Culture. Organizational Commitment berpengaruh negatif dan signifikan terhadap Sustainable Job Satisfaction. Work Life Balance berpengaruh positif dan signifikan terhadap Green Organizational Culture. Work Life Balance berpengaruh negatif dan signifikan terhadap Sustainable Job Satisfaction. Employee Engagement memediasi secara positif dan signifikan pengaruh Green Self Efficacy terhadap Sustainable Job Satisfaction. Green Organizational Culture tidak memediasi dan tidak signifikan pengaruh Green Self Efficacy terhadap Sustainable Job Satisfaction. Green Organizational Culture tidak memediasi dan tidak signifikan pengaruh Employee Engagement terhadap Sustainable Job Satisfaction. Green Organizational Culture memediasi secara positif dan signifikan pengaruh Organizational Commitment terhadap Sustainable Job Satisfaction. Green Organizational Culture memediasi secara positif dan signifikan pengaruh Work–Life Balance terhadap Sustainable Job Satisfaction. Keyword: Green Self-Efficacy, Employee Engagement, Organizational Commitment, Work Life Balance, Sustainable Job Satisfaction, Green Organizational Culture.
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