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Shandra Bahasoan
Institut Teknologi dan Bisnis Nobel Indonesia, Makassar, Indonesia
Economics, Econometrics & Finance

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The Influence of Motivation and Job Insecurity on Employee Performance: The Mediating Role of Job Satisfaction Shandra Bahasoan; Dirwan Dirwan; Ridwan Ridwan
Advances in Human Resource Management Research Vol. 4 No. 2 (2026): February - May
Publisher : Yayasan Pendidikan Bukhari Dwi Muslim

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.60079/ahrmr.v4i2.855

Abstract

Purpose: This study examines the effects of motivation and job insecurity on employee performance, with job satisfaction acting as a mediating variable. Research Design and Methodology: A quantitative explanatory survey was conducted among 223 employees of PT Pelindo Terminal Container Makassar using a census sampling technique. Data were collected through structured questionnaires and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS 4.0. Findings and Discussion: The results show that motivation positively and significantly affects both job satisfaction and employee performance. Job insecurity does not significantly influence job satisfaction but negatively affects employee performance. In addition, job satisfaction has a positive and significant effect on employee performance and mediates the relationships between motivation, job insecurity, and performance. These findings indicate that motivated employees are more satisfied and productive, whereas job insecurity directly undermines performance outcomes. Implications: Organizations should strengthen employee motivation, provide clear career opportunities, and reduce perceptions of job insecurity to enhance job satisfaction and performance. Such initiatives can improve productivity and organizational effectiveness. Originality: This study provides empirical evidence on the simultaneous effects of motivation and job insecurity on employee performance through job satisfaction within the port and logistics industry context.
Synergy Between Training and Digital Capabilities: Transforming Competencies to Achieve Competitive Advantage for Retail Apparel SMEs Shandra Bahasoan; Asniwati Asniwati; Surianto Surianto
Advances in Human Resource Management Research Vol. 4 No. 1 (2026): October - January
Publisher : Yayasan Pendidikan Bukhari Dwi Muslim

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.60079/ahrmr.v4i1.754

Abstract

Purpose: This study examines the influence of digital capability and job training on competitive advantage, with employee competence serving as a mediating variable among clothing stores in Bulukumba Regency. Research Method: This study employed a quantitative explanatory design. Data were collected through questionnaires administered to 100 retail employees in Bulukumba, South Sulawesi. Using purposive sampling, the data were analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS) with SmartPLS 4.0. Results and Discussion: The results indicate that digital capability and job training have a significant effect on employee competence. Employee competence also has a significant effect on competitive advantage, whereas digital capability and job training do not directly affect competitive advantage. In addition, employee competence fully mediates the relationships between digital capability, job training, and competitive advantage. Implications: These findings highlight the importance of human capital development in the retail sector, suggesting that technology adoption and training initiatives enhance competitiveness only when they successfully improve individual employee competence. This study contributes to the small business management literature by emphasizing that, for local retailers, the human aspect of digital transformation and skills development constitutes the critical pathway to achieving a sustainable competitive advantage in a dynamic market.
Co-Authors Asniwati Asniwati Dirwan Dirwan Ridwan Ridwan Surianto Surianto