The Effect of Training, Competence and Loyalty on Employee Performance with Employee Engagement as a Moderation Variable in PT Pelindo Multi Terminal

Farid Chairmawan; M. Chaerul Rizky; Kholilul Kholik

doi:10.61994/equivalent.v4i2.1950

Authors

Farid Chairmawan Universitas Pembangunan Panca Budi, Medan, North Sumatra Author
M. Chaerul Rizky Universitas Pembangunan Panca Budi, Medan, North Sumatra Author
Kholilul Kholik Universitas Pembangunan Panca Budi, Medan, North Sumatra Author

DOI:

https://doi.org/10.61994/equivalent.v4i2.1950

Keywords:

Loyalty, Training, Competence, Employee Performance, Employee Engagement

Abstract

This study aims to analyze the influence of training, competence, and loyalty on employee performance with employee engagement as a moderation variable at PT Pelindo Multi Terminal Branch Belawan. This study uses a quantitative approach with a causal associative research method to test the cause-effect relationship between variables. The research population is all employees of PT Pelindo Multi Terminal Branch Belawan which totals 40 people, with the sample determination technique used is the census technique (saturated sampling). Data was collected through a questionnaire with a Likert scale that has been tested for validity and reliability. The data analysis technique used Partial Least Square-Structural Equation Modeling (PLS-SEM) with SmartPLS software version 4.0 to test the measurement model (outer model) and structural model (inner model), as well as to analyze the effect of employee engagement moderation on the relationship between independent and dependent variables. The results show that training and competencies have a positive and significant effect on employee performance, with competence as the most dominant factor. However, loyalty and employee engagement also do not have a significant effect on employee performance. For the moderation relationship, the employee engagement variable was not shown to moderate the relationship between employee competence and performance, nor did it moderate the relationship between employee loyalty and performance, nor did it moderate the relationship between training and employee performance. The research model has an R² value of 0.739 which shows that the variables of training, competence, loyalty, and employee engagement are able to explain 73.9% of the variation in employee performance, with a Q² value of 0.739 which indicates excellent predictive relevance.

References

Barus, D. B., & Kholik, K. (2024). Analysis of the Influence of Competency, Work Motivation, and Work Environment on Employee Performance of PT Graha Sakura Jaya (Grand Sakura Hotel) Medan. International Journal of Health, Economics, and Social Sciences (IJHESS), 6(4), 1173~1182.

Cheach, T., Smith, J., & Doe, A. (2019). Training To Improve Performance And Retention In Clinical And Research Settings. Journal of Training and Development, 22(3), 123–135.

Destika. (2022). Pengaruh Employee Engagement Terhadap Kinerja Karyawan Dengan Komitmen Organisasi Sebagai Variabel Moderasi Di Era Covid-19 (Studi Kasus Pada DPMPTSP Kabupaten Pesisir Barat). Universitas Islam Negeri Raden Intan Lampung.

Dinianti, O. R., & Suwitho. (2024). Pengaruh Kompetensi Dan Pelatihan Terhadap Kinerja Karyawan Dengan Dukungan Organisasi Sebagai Variabel Moderasi. Jurnal Ilmu Dan Riset Manajemen, 13(2), 1–18.

Fakhri, R. F., Djastuti, I., & Mas’ud, F. (2020). Analisis Pengaruh Kompensasi Dan Pelatihan Terhadap Kinerja Karyawan Dengan Employee Engagement Sebagai Variabel Intervening (Studi Pada PT Ciomas Adisatwa Unit Pabelan). Diponegoro Journal of Economics, 9(1), 60–78.

Ferine, K. F., Ermiaty, C., & Muda, I. (2017). The Impact of Entrepreneurship and Competence on Small Medium Enterprises Tangan Di Atas (TDA) Medan Entrepreneurs’ Work Performance. International Journal of Economic Research, 14(17), 365–376.

Kosali, A. Y. (2023). Pengaruh Pelatihan Dan Pengembangan Karir Terhadap Kinerja Karyawan Dengan Employee Engagement Sebagai Variabel Intervening (Studi Kasus Pada Karyawan Lembaga Sinergi Sriwijaya Peduli). Tirtayasa EKONOMIKA, 18(2), 114–147.

Mangkunegara, A. A. A. P. (2018). Manajemen Sumber Daya Manusia Perusahaan. Remaja Rosdakarya.

Mangkunegara, A. P. (2020). Manajemen Sumber Daya Manusia Instansi. Edisi XIV. PT Remaja Rosdakarya.

Nisa, S. K., & Prasetya, B. P. (2024). Analisis Mempertahankan Loyalitas Kerja dan Penerapannya terhadap Kinerja Karyawan pada Toko Tooxy Second Stuff. Jurnal Akuntansi, Manajemen, Dan Perencanaan Kebijakan, 1(4), 10. https://doi.org/10.47134/jampk.v1i4.349

Pratama, A. (2012). Pengaruh Kompetensi dan Motivasi terhadap Kinerja Karyawan PT Indo Stationery Ritel Utama Cabang Samarinda. Universitas Brawijaya Malang.

Pristiningsih, S. (2015). Pengaruh Kompetensi dan Kepemimpinan terhadap Kinerja Karyawan dengan Motivasi sebagai Variabel Moderasi. Jurnal Ekonomi Dan Kewirausahaan, 15(2), 261–266.

Ramadhan, M. R. A. (2024). Pengaruh Pelatihan Dan Budaya Organisasional Terhadap Kinerja Karyawan Melalui Employee Engagement Sebagai Variabel Intervening Pada Dinas Penanaman Modal Dan Pelayanan Terpadu Satu Pintu (DPMPTSP) PROV Sulawesi Selatan. Universitas Islam Indonesia.

Rizky, M., C., Ardian, N., & Putra, Nusa, E. (2022, November). The Effect Of Organizing Training Programs And Human Resource Development On The Performance Of The Pari City Village Community, Pantai Cermin District, Serdang Bedagai Regency. Proceeding International Conference of Science Technology and Social Humanities ICESSHI.

Rizky, M. . C., Ardian, N., & Sirait, E. (2023). Analysis of the Impact of Training and Development on Increasing Community Capability Village in Human Resource Management in Kwala Serapuh Village. Proceedings The 1st Annual Dharmawangsa International Conference, 812–825.

Rizky, M. C. (2022). Compensation Analysis and Leadership Style on Employee Performance and Discipline of PT PLN (Persero). International Journal of Research and Review, 9(10), 407.

Rizky, M. C., & Ardian, N. (2019). Enhance Employee Performance For Increase Work Motivation On Universitas Pembangunan Panca Budi Medan. International Journal in Management and Social Science, 7(8), 67–75.

Robbins, S. P., & Judge, T. A. (2019). Perilaku Organisasi. Salemba Empat.

Saddawero, A. I., Hidayat, M., & Badaruddin. (2023). Pengaruh Employee Engagement, Motivasi Kerja, dan Budaya Kerja terhadap Kinerja Karyawan PT Asuransi Umum Videi. GBJ: Gendhera Buana Jurnal, 1(3), 266–280.

Shabira, M. (2024). Pengaruh Pelatihan dan Pengembangan Karir Terhadap Kinerja Karyawan Dengan Employee Engagement Sebagai Variabel Intervening (Studi kasus PT Permodalan Nasional Madani). Universitas Islam Negeri Syarif Hidayatullah Jakarta.

Sibarani, G. D., & Dwiarti, R. (2024). Pengaruh Pelatihan, Kompetensi, dan Pengembangan Karier Terhadap Kinerja Karyawan PT. Indah Kiat Pulp and Paper Karawang. Jurnal Akuntansi, Manajemen, Dan Perencanaan Kebijakan, 1(4), 1–14.

Sinaga, E. P., Ratnasari, S. L., & Hadi, M. A. (2021). engaruh Pelatihan, Kompetensi, Disiplin Kerja Komitmen Organisasional dan Stres Kerja Terhadap Kinerja Pegawai Negeri Sipil. EQUILIBIRIA: Jurnal Fakultas Ekonomi, 8(2), 104–110. https://doi.org/10.33373/jeq.v8i2.3816

Sitepu, F. B., & Rizky, M. C. (2025). Analisis Pelatihan, Kompetensi dan Kepuasan Kerja Terhadap Kinerja Pegawai Pada Kantor Badan Riset dan Inovasi Daerah (BRIDA) Kota Medan. PARADOKS Jurnal Ilmu Ekonomi, 8(3), 824–836.

Wibowo. (2017). Manajemen Kinerja. Edisi Kelima. PT Raja Grafindo Persada.

Zakian, Rizky, M. . C., & Sumirat, O. (2024). Pengaruh Pelatihan Soft skill dan Hard skill Terhadap Kinerja Karyawan di Hotel Bayu Hill Aceh Tengah. Global Intellectual Community of Indonesia Journal , 1(2), 66–70. https://journal.stiegici.ac.id/index.php/gici