Effect of Employee Quality and Job Satisfaction on Employee Performance at PT. Perdana Investama Mina
Abstract
This study aims to analyze the influence of employee quality and job satisfaction on employee performance at PT. Prime Investama Mina. The phenomenon behind this study is a decrease in work performance, which is characterized by not achieving the annual operational targets and increased procedural errors. The research method used is quantitative with a descriptive-causal approach. The population in this study amounted to 250 employees, with the number of samples determined through the Slovin formula as many as 154 respondents. The Data were collected through a questionnaire using a Likert scale and analyzed using multiple linear regression through SPSS software version 22. The results showed that, partially, the quality of employees has a positive and significant effect on Employee Performance t-count 3,018 > t-table 1,976; Sig. 0,003). Similarly, job satisfaction is proven to have a positive and significant effect on Employee Performance t-count 5,042 > t-table 1,976; Sig. 0,000). Simultaneously, employee quality and job satisfaction significantly affect employee performance with an F-count value of 99.842 and a significance level of 0.000. An R-square value of 0.576 indicates that the variables of employee quality and job satisfaction are able to explain the variability of Employee Performance by 57.6%, while the remaining 42.4% is influenced by other variables outside the model of this study.
Downloads
References
Amalia, A. R., Sentosa, E., & EEffendi, M. S. (2021). Pengaruh Gaya Kepemimpinan, Komunikasi, Dan Promosi Jabatan Terhadap Kepuasan Kerja Karyawan Pada Direktorat Pelayanan Kantor Pusat BPJS …. Ikraith-Ekonomika, 4(3), 281–289.
Bîzoi, A. C., & Bizoi, C. G. (2025). Maestro in Blue: Ethical leadership, narrative power, and the paradox of reform. Organization, 13505084251391391.
Beime, K., & Lundh, S. (2025). The exclusion of deviant employees: A Foucauldian analysis of disciplinary power in organizations. Organization, 13505084251325295.
Dashper, K., & Wadham, H. (2026). ‘They treat you like an animal’: Navigating entanglements and productive exclusions within the human/animal boundary in organisations. Organization, 33(1), 100-117.
Durand, R., Hawn, O., & Ioannou, I. (2019). Willing and able: A general model of organizational responses to normative pressures. Academy of Management Review, 44(2), 299-320.
Fani, M., Bicknell, M., & Fenton, E. (2025). The value of desire: With Lacan to the new hidden abode of knowledge valorisation. Organization, 13505084251352956.
Kamble, R. A., & Kumar, R. (2025). Writing the Adivasis (indigenous) in MOS: A critique of colonial and postcolonial epistemology and reframing the multiple worlds of Adivasis. Organization, 13505084251386795.
Kuruway, M. (2021). Pengaruh Kepemimpinan, Motivasi Dan Kepuasan Kerja Terhadap Kinerja Pegawai Pada Kantor Sekretaris Daerah Kabupaten Mappi. Jurnal Ekonomi Manajemen Sistem Informasi, 3(1), 85–92. https://doi.org/10.31933/jemsi.v3i1.698
Lumbantobing, J. S. (2020). Pengaruh Gaya Kepemimpinan, Kepuasan Kerja, dan Motivasi Kerja terhadap Kinerja Account Representatibe di Lingkungan Kantor Wilayah DJP Sumatera Utara II. JIMT (Jurnal Ilmu Manajemen Terapan), 2(2), 142–154.
Lestari, A., Wahyudi, S., & Pratomo, B. (2023). Hubungan Interpersonal dan Kebijakan Kompensasi sebagai Prediktor Kinerja Karyawan. Jurnal Riset Sumber Daya Manusia, 7(1), 45-60.
Nuraeni, Y. S., & Dwi, I. (2020). the Effect of Compensation, Motivation, and Work Satisfaction on Employee Performance At Citra Grand Hotel Karawang. Jurnal Ilmiah Manajemen, 8(3), 244–255. https://doi.org/https://doi.org/10.35145/procuratio.v8i3.683
Ramadhan, I. (2025). Proaktifitas Kerja: Dampak Stimulan Psikologis dari Kepuasan Kerja Karyawan. Jurnal Ilmiah Manajemen Kepegawaian, 16(1), 12-27.
Saifer, A., & Ahmad, F. (2025). Elite philanthropy, neoliberal universities, and the politics of suppression: The case of the Palestine solidarity encampments. Organization, 13505084251364710.
Thatcher, S. M., & Fisher, G. (2022). From the editors—The nuts and bolts of writing a theory paper: A practical guide to getting started. Academy of Management Review, 47(1), 1-8.
Tolu, A., Mamentu, M., & Rumawas, W. (2021). Pengaruh Gaya Kepemimpinan, Lingkungan Kerja, dan Motivasi Kerja Terhadap Kinerja Pegawai. Jurnal Administrasi Bisnis (JAB), 11(1), 7–13. https://doi.org/https://doi.org/10.35797/jab.v11.i1.7-13
Verger, N. B., Duymedjian, R., & Glăveanu, V. P. (2025). The meritocracy of preservation: Reimagining merit beyond production. Organization, 13505084251347519.
Williams, V., Brewis, J., Priola, V., & Sang, K. (2025). “You go back to zero”: Embodied precar ity, endo time and employment. Organization, 32(7), 954-980. https://doi.org/10.1177/ 13505084251322848
Yumhi. (2021). Pengaruh Disiplin Kerja, Kompetensi Dan Motivasi Kerja Terhadap Kepuasan Kerja. The Asia Pacific Journal of Management Studies, 8(2), 71–78.
Zulkarnaen, W., & Sofyan, Y. (2018). Pengaruh Kepuasan Kerja dan Komitmen Organisasi Terhadap Keinginan Berpindah Karyawan PT. Delami Garmen Kota Bandung. Widya Cipta, 2(2), 183–192.
Copyright (c) 2026 Tommy Surasna, Ade Solahudin
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.
Authors who publish with this journal agree to the following terms:
- Authors retain copyright and grant the journal right of first publication with the work simultaneously licensed under a Creative Commons Attribution License that allows others to share the work with an acknowledgment of the work's authorship and initial publication in this journal.
- Authors are able to enter into separate, additional contractual arrangements for the non-exclusive distribution of the journal's published version of the work (e.g., post it to an institutional repository or publish it in a book), with an acknowledgment of its initial publication in this journal.
- Authors are permitted and encouraged to post their work online (e.g., in institutional repositories or on their website) prior to and during the submission process, as it can lead to productive exchanges, as well as earlier and greater citation of published work.
