Anteseden Kinerja Pegawai dengan Leader Passionate Performance sebagai Pemoderasi pada Bank BUMN di Kota Medan

Abstract

Salah satu upaya untuk mempertahankan dan meningkatkan kinerja Bank BUMN, adalah dengan meningkatkan kinerja marketing. Situasi ini membuat Bank BUMN membuat kebijakan yakni pegawai harus mampu menjadi marketing pada semua produk-produk perbankan, bahkan tidak jarang pegawai akhirnya memiliki pekerjaan ganda. Situasi tersebut seringkali menjadi sumber konflik bagi pegawai marketing khususnya pegawai marketing perempuan, yang mana pegawai marketing perempuan menjadi tidak kompatibel dalam menjalankan perannya terhadap keluarga. Tujuan penelitian ini adalah untuk membangun model kinerja pegawai marketing perempuan di Bank BUMN, dengan peran leader agar meminimalkan timbulnya konflik akibat beban kerja yang yang dapat menurunkan kinerja pegawai marketing perempuan. Penelitian ini dilakukan di empat (4) Bank BUMN di Kota Medan, sampel penelitian sebesar 215 pegawai. Penelitian ini bersifat deskriptif dengan teknik sample purposive sampling dan menggunakan software partial least square (PLS). Hasil penelitian ini menunjukkan (1) WFC berpengaruh negatif namun tidak signifikan terhadap Enjoyable Employee Experience (2) WFC berpengaruh negatif dan signifikan terhadap Employee Engagement (3) Employee Engagement berpengaruh positif dan signifikan terhadap Enjoyable Employee Experience (4) Enjoyable Employee Experience berpengaruh positif dan signifikan terhadap Kinerja pegawai (5) Enjoyable Employee Experience berpengaruh positif dan signifikan terhadap Need for Achievement (6) Need for Achievement berpengaruh negatif namun tidak signifikan terhadap kinerja pegawai (7) Enjoyable Employee Experience berpengaruh negatif dan signifikan terhadap kinerja pegawai yang dimoderasi Leader Passionate Performance (8) WFC berpengaruh negatif dan signifikan terhadap kinerja pegawai (9) WFC berpengaruh positif dan signifikan terhadap Kinerja Pegawai melalui Employee Engagement dan Enjoyable Employee Experience (10) WFC berpengaruh positif namun tidak signifikan terhadap Need for Achievement melalui Enjoyable Employee Experience (11) WFC berpengaruh negatif namun tidak signifikan terhadap Kinerja Pegawai melalui Need for Achievement dan Enjoyable Employee Experience

One of the efforts to maintain and improve the performance of state-owned banks is by improving marketing performance. This situation has made state-owned banks make a policy that employees must be able to become marketing for all banking products, sometimes even employees end up having multiple jobs. This situation is often a source of conflict for marketing employees, especially women marketing employees, where female marketing employees are incompatible in carrying out their roles with the family. The purpose of this research is to build a model of the performance of female marketing staff at state-owned banks, with the role of a leader to minimize the occurrence of conflicts due to workloads that can reduce the production of female marketing employees. This research was conducted in four (4) state-owned banks in the city of Medan, with a sample of 215 employees. This research is descriptive with purposive sampling technique and uses partial least square (PLS) software. The results of this study indicate (1) WFC has a negative but not significant effect on Enjoyable Employee Experience (2) WFC has a negative and significant impact on Employee Engagement (3) Employee Engagement has a positive and significant effects on Enjoyable Employee Experience (4) Enjoyable Employee Experience has a positive and Significant on employee performance (5) Enjoyable Employee Experience has a positive and significant effect on Need for Achievement (6) Need for Achievement has a negative but insignificant impact on employee performance (7) Enjoyable Employee Experience has a negative and significant effect on employee performance moderated by Leader Passionate Performance (8) WFC has a negative and significant effect on employee performance (9) WFC has a positive and significant effect on Employee Performance through Employee Engagement and Enjoyable Employee Experience (10) WFC has a positive but not significant effects on Need for Achievement t through the Enjoyable Employee Experience (11) WFC has a negative but insignificant effect on Employee Performance through Need for Achievement and Enjoyable Employee Experience