Pengaruh Self Esteem, Self Efficacy, dan Organizational Justice Terhadap Kinerja Pegawai (Studi pada PT Bank Tabungan Negara KC Pematangsiantar)

Abstract

The success of an organization or company is influenced by the performance of individual employees; therefore, every organization strives to effectively manage its human resources. Employee performance can be considered optimal when employees feel appreciated, possess self-confidence, and receive full organizational support in their work processes. This study aims to analyze the influence of self-esteem, self-efficacy, and organizational justice on employee performance (a study at PT Bank Tabungan Negara, Pematangsiantar Branch). The effects of self-esteem, self-efficacy, and organizational justice are examined both partially and simultaneously on employee performance. The research method used in this study is quantitative research with an associative approach. The population in this study consists of 75 employees of PT Bank Tabungan Negara, Pematangsiantar Branch Office. The sampling technique employed is purposive sampling, with the criteria being permanent employees who have worked for at least two years. Data collection methods include primary data obtained through questionnaires and interviews, and secondary data obtained through literature studies and documentation studies. The analytical methods used include validity tests, reliability tests, classical assumption tests, multiple linear regression analysis, and hypothesis testing. The results of the study indicate that self-esteem, self-efficacy, and organizational justice variables have a positive and significant effect on employee performance, both partially and simultaneously. The coefficient of determination test shows a strong relationship between self-esteem, self-efficacy, and organizational justice with employee performance, with an R value of 0.903. The adjusted R square value further reveals that self-esteem, self-efficacy, and organizational justice contribute 80.5% to employee performance, while the remaining 19.5% is influenced by other variables not examined in this study.