THE INFLUENCE OF EMPLOYEE ENGAGEMENT AND ORGANIZATIONAL JUSTICE ON EMPLOYEE PERFORMANCE WITH JOB SATISFACTION AS AN INTERVENING VARIABLE

Abstract

The power generation industry is a crucial sector in supporting the government's program to provide electricity for all Indonesian citizens. To accelerate the achievement of the vision and mission of the power generation industry, optimal support from human resources is needed. This study aims to determine whether employee engagement and organizational justice affect employee performance with job satisfaction as an intervening variable at PT. Berkat Bima Sentana. The research was conducted on 129 employees at PT. Berkat Bima Sentana using proportionate random sampling technique and Slovin's formula with a margin of error of 5%, resulting in 98 respondents. The data collection techniques used were primary data in the form of questionnaires and secondary data obtained through documentation studies. The data analysis technique employed quantitative data processed with SPSS version 24, including t- tests, the coefficient of determination (R2), and the Sobel test. The results of this study indicate that there is a significant influence between the variables of employee engagement, organizational justice, and job satisfaction on performance. The job satisfaction variable can influence the employee engagement and organizational justice variables on performance. The ability of the employee engagement, organizational justice, and job satisfaction variables to explain employee performance at PT. Berkat Bima Sentana is 84.2%, while the remaining 15.8% is explained by other variables not included in this research model.