<![CDATA[ABSTRAK Di Koperasi Simpan Pinjam dan Pembiayaan Syariah (KSPPS) BTM "Mulia", fluktuasi kinerja karyawan masih diamati dan dianggap dipengaruhi oleh praktik Manajemen Sumber Daya Manusia (SDM), lingkungan kerja, dan kepuasan kerja. Penelitian ini bertujuan untuk menganalisis pengaruh praktik Human Resource Management (HRM) dan lingkungan kerja terhadap kinerja karyawan, dengan kepuasan kerja berfungsi sebagai variabel mediasi di KSPPS BTM "Mulia". Penelitian ini menggunakan pendekatan kuantitatif menggunakan desain penelitian kausal (asosiatif). Jumlah penduduk terdiri dari 38 karyawan KSPPS BTM "Mulia". Teknik pengambilan sampel yang digunakan adalah non-probability sampling dengan metode sampling jenuh (total sampling), di mana seluruh anggota populasi dipilih sebagai responden penelitian. Data dikumpulkan melalui kuesioner dan dianalisis menggunakan metode Structural Equation Modeling–Partial Least Squares (SEM-PLS). Temuan tersebut mengungkapkan bahwa praktik Human Resource Management (HRM) memiliki efek positif dan signifikan terhadap kepuasan kerja karyawan. Sebaliknya, lingkungan kerja tidak berpengaruh signifikan terhadap kepuasan kerja. Praktik HRM juga tidak memiliki efek langsung yang signifikan terhadap kinerja karyawan, sedangkan lingkungan kerja memiliki efek positif dan signifikan terhadap kinerja karyawan. Selain itu, kepuasan kerja tidak berpengaruh signifikan terhadap kinerja karyawan. Analisis mediasi menunjukkan bahwa kepuasan kerja tidak dapat memediasi hubungan antara praktik HRM dan kinerja karyawan, serta antara lingkungan kerja dan kinerja karyawan. Hasil penelitian menunjukkan bahwa peningkatan kinerja karyawan di KSPPS BTM "Mulia" lebih dipengaruhi oleh menciptakan lingkungan kerja yang nyaman, aman, dan kondusif daripada dengan meningkatkan kepuasan kerja. Oleh karena itu, organisasi diharapkan dapat terus meningkatkan kualitas lingkungan kerja dan mengoptimalkan penerapan praktik Manajemen Sumber Daya Manusia untuk mendukung peningkatan kinerja karyawan yang berkelanjutan. ABSTRACT At Koperasi Simpan Pinjam dan Pembiayaan Syariah (KSPPS) BTM "Mulia", fluctuations in employee performance are still observed and are presumed to be influenced by Human Resource Management (HRM) practices, the work environment, and job satisfaction. This study aims to analyze the effect of Human Resource Management (HRM) practices and the work environment on employee performance, with job satisfaction serving as a mediating variable at KSPPS BTM "Mulia". This research employed a quantitative approach using a causal (associative) research design. The population consisted of all 38 employees of KSPPS BTM "Mulia". The sampling technique used was non-probability sampling with a saturated sampling (total sampling) method, in which all members of the population were selected as research respondents. Data were collected through questionnaires and analyzed using the Structural Equation Modeling–Partial Least Squares (SEM-PLS) method. The findings reveal that Human Resource Management (HRM) practices have a positive and significant effect on employees' job satisfaction. In contrast, the work environment does not significantly affect job satisfaction. HRM practices also do not have a significant direct effect on employee performance, whereas the work environment has a positive and significant effect on employee performance. Furthermore, job satisfaction does not significantly affect employee performance. The mediation analysis indicates that job satisfaction is unable to mediate the relationship between HRM practices and employee performance, as well as between the work environment and employee performance. The results indicate that improving employee performance at KSPPS BTM "Mulia" is influenced more by creating a comfortable, safe, and conducive work environment than by increasing job satisfaction. Therefore, the organization is expected to continuously improve the quality of the work environment and optimize the implementation of Human Resource Management practices to support sustainable employee performance improvement.]]>
Copyrights © 2026
