KEPUASAN KERJA SEBAGAI VARIABEL INTERVENING PADA FAKTOR YANG MEMPENGARUHI KINERJA KARYAWAN DI KSPPS BMT MANDIRI SEJAHTERA JAWA TIMUR. (Indonesian)

Human resources are one of the important factors for BMT, because human resources play a major role in achieving BMT goals. Having a human resource is very important, the life or death of a BMT depends on the nature of the human resource it creates. This study uses a type of quantitative exploration, aiming to analyze job satisfaction as an intervening variable on factors that affect employee performance. This study used a sample of 92 employees who were determined using a purposive sampling technique. Data analysis using SmartPLS v.3.3 programming. The results show that; (1) religiosity, work motivation, and job training have a significant effect on employee performance; (2) religiosity and work motivation have no significant effect on job satisfaction; (3) job training has a significant effect on job satisfaction; (4) job satisfaction has an effect on employee performance; (5) work religiosity through satisfaction has no significant effect on employee performance; (6) work motivation through satisfaction has no significant effect on employee performance; (7) job training through job satisfaction has a positive and significant effect on employee performance. With the results of this study it can be concluded that there is a need for an increase in religiosity and work motivation in order to further improve employee performance and will be able to have an impact on job satisfaction. [ABSTRACT FROM AUTHOR]

Sumber daya insani merupakan salah satu faktor penting bagi BMT, karena sumber daya insani memegang peranan utama dalam mencapai tujuan BMT. Memiliki sumber daya insani sangat penting, hidup atau matinya BMT bergantung pada sifat sumber daya insani yang dibuatnya. Penelitian ini menggunakan jenis eksplorasi kuantitatif, bertujuan untuk menganalisis kepuasan kerja sebagai variabel intervening pada faktor yang mempengaruhi kinerja karyawan. Penelitian ini menggunakan sampel dari 92 karyawan yang ditentukan dengan menggunakan teknik purposive sampling. Analisis data menggunakan pemprograman SmartPLS v.3.3. Hasilnya menunjukkan bahwa; (1) religiusitas, motivasi kerja, dan pelatihan kerja berpengaruh signifikan terhadap kinerja karyawan; (2) religiusitas dan motivasi kerja tidak berpengaruh signifikan terhadap kepuasan kerja; (3) pelatihan kerja berpengaruh signifikan terhadap kepuasan kerja; (4) kepuasan kerja berpengaruh terhadap kinerja karyawan; (5) religiusitas kerja melalui kepuasan tidak berpengaruh signifikan terhadap kinerja karyawan; (6) motivasi kerja melalui kepuasan tidak berpengaruh signifikan terhadap kinerja karyawan; (7) pelatihan kerja melalui kepuasan kerja berpengaruh positif dan signifikan terhadap kinerja karyawan. Dengan hasil penelitian ini dapat disimpulkan bahwa perlu adanya peningkatan pada religiusitas dan motivasi kerja agar lebih meningkatkan kinerja karyawan dan nantinya akan dapat berdampak pada kepuasan kerja. [ABSTRACT FROM AUTHOR]

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