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Rudi Abdullah
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HYPOTHESIS : MULTIDISCIPLINARY JOURNAL OF SOCIAL SCIENCES
Published by Pusat Studi Ekonomi Publikasi Ilmiah dan Pengembangan SDM
ISSN : -     EISSN : 2963640X     DOI : https://doi.org/10.62668/hypothesis
Core Subject : Economy, Science, Education, Social, Engineering,
Civil Engineering, Building, Construction & Architecture Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Languange, Linguistic, Communication & Media Social Sciences
HYPOTHESIS : Multidisciplinary Journal Of Social Sciences is a scientific journal in Multidisipliner Sciences published by Pusat Studi Ekonomi, Publikasi Ilmiah dan Pengembangan SDM Azramedia Indonesia with e-ISSN : 2963-640X (Online) is a quarterly journal that is published in Juny and December. The editors receive scientific articles in the form of conceptual scripts or unpublished research results or other scientific publications related to Multidisipliner Sciences themes. That covers Social Science and Humanities: Arts and Humanities, Hospitality, Management, Tourism, Education, Law, Psychology, Political Science, Education. Life Sciences : Agricultural, Biological, Biotechnology, Biochemistry, Genetics, Marine Biology. Health Science : Medicine, Nursing and Health, Toxicology, Veterinary, Medicine. Physical, Engineering Chemical, Chemistry, Computer, Energy, Mathematics, Physics and Astronomy.
Arjuna Subject : Ilmu Sosial - Ilmu Sosial (Lain-Lain)
Articles 112 Documents
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EMPLOYEE ENGAGEMENT MEDIATES STRATEGIC HRM PRACTICES ON FRONTLINE SERVICE PERFORMANCE IN KENDARI Ajeng Purwati Ningtyas
HYPOTHESIS : Multidisciplinary Journal Of Social Sciences Vol 5 No 01 (2026): HYPOTHESIS : Multidisciplinary Journal Of Social Sciences
Publisher : Pusat Studi Ekonomi Publikasi Ilmiah dan Pengembangan SDM

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62668/hypothesis.v5i01.2831

Abstract

This study examines the mediating role of employee engagement in the effect of strategic human resource management practices on frontline employee performance in service firms in Kendari City, Indonesia. Using a quantitative explanatory design, data were collected from 110 non-managerial frontline employees selected through purposive sampling and analysed with partial least squares structural equation modelling. Strategic HRM practices were measured through recruitment and selection, training and development, performance appraisal, and compensation and rewards; engagement through vigour, dedication, and absorption; and performance through service quality, responsiveness, task completion, and cooperation. The results show that strategic HRM practices significantly influence both employee engagement and frontline performance, and that engagement partially mediates this relationship, with the indirect effect exceeding the direct effect. Engagement therefore functions as the principal mechanism converting HRM practices into service performance. Service firms should design HRM practices that sustain engagement at the customer interface, rather than mere procedural compliance
WORK-LIFE BALANCE, ORGANIZATIONAL JUSTICE, AND TURNOVER INTENTION: THE MEDIATING ROLE OF JOB SATISFACTION Ajeng Purwati Ningtyas
HYPOTHESIS : Multidisciplinary Journal Of Social Sciences Vol 5 No 01 (2026): HYPOTHESIS : Multidisciplinary Journal Of Social Sciences
Publisher : Pusat Studi Ekonomi Publikasi Ilmiah dan Pengembangan SDM

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62668/hypothesis.v5i01.2846

Abstract

This study examines the mediating role of job satisfaction in the effect of work-life balance and organizational justice on the turnover intention of Generation Z employees in service firms in Kendari City, Indonesia. The study responds to the phenomenon of high job mobility among young workers, who now form the largest cohort entering the national labour market yet display the shortest average tenure. Using a quantitative explanatory design, data were collected from 125 Generation Z employees through purposive sampling and analysed with partial least squares structural equation modelling. Work-life balance was measured through time balance, involvement balance, satisfaction balance, and schedule flexibility; organizational justice through distributive, procedural, interactional, and informational justice; job satisfaction through the work itself, compensation, supervision, co-workers, and promotion; and turnover intention through the stages of the withdrawal process. The results show that work-life balance and organizational justice significantly increase job satisfaction and significantly reduce turnover intention, and that job satisfaction partially mediates both relationships, with indirect effects exceeding direct effects. Job satisfaction therefore functions as the principal mechanism converting fair treatment and manageable work boundaries into the retention of young employees.

Page 12 of 12 | Total Record : 112

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