PENGARUH WORK ENGAGEMENT, LEADERSHIP STYLE, DAN LINGKUNGAN KERJA TERHADAP KINERJA KARYAWAN DALAM PERSPEKTIF MANAJEMEN SUMBER DAYA INSANI (Studi Pada Karyawan PT Falutra Group)

NOPI, NUR WAHIDAH (2026) PENGARUH WORK ENGAGEMENT, LEADERSHIP STYLE, DAN LINGKUNGAN KERJA TERHADAP KINERJA KARYAWAN DALAM PERSPEKTIF MANAJEMEN SUMBER DAYA INSANI (Studi Pada Karyawan PT Falutra Group). Diploma thesis, UIN Raden Intan Lampung.

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Abstract

ABSTRAK Kinerja karyawan merupakan faktor penting dalam menentukan keberhasilan suatu perusahaan. Namun, berdasarkan data absensi dan hasil pra-survei pada PT Falutra Group masih ditemukan permasalahan terkait Work engagement, Leadership style, dan Lingkungan Kerja yang diduga memengaruhi kinerja karyawan. Fluktuasi tingkat ketidakhadiran karyawan serta masih adanya kendala dalam keterlibatan kerja, konsistensi arahan pimpinan, dan kondisi lingkungan kerja menunjukkan adanya kesenjangan antara kondisi ideal dan kondisi aktual perusahaan. Oleh karena itu, penelitian ini bertujuan untuk menganalisis pengaruh Work engagement, Leadership style, dan Lingkungan Kerja terhadap Kinerja Karyawan serta meninjaunya dalam perspektif Manajemen Sumber Daya Insani. Penelitian ini menggunakan pendekatan kuantitatif. Populasi dalam penelitian ini adalah seluruh karyawan PT Falutra Group yang berjumlah 45 orang. Sampel penelitian berjumlah 40 responden yang dipilih menggunakan teknik random sampling, sehingga setiap anggota populasi memiliki kesempatan yang sama untuk terpilih sebagai sampel penelitian. Data dikumpulkan melalui penyebaran kuesioner dan dianalisis menggunakan SmartPLS 4 untuk menguji pengaruh antarvariabel penelitian. Hasil penelitian menunjukkan bahwa Work engagement berpengaruh positif dan signifikan terhadap Kinerja Karyawan dengan nilai original sample sebesar 0,428 dan p-value 0,000. Leadership style berpengaruh positif dan signifikan terhadap Kinerja Karyawan dengan nilai original sample sebesar 0,608 dan p-value 0,000. Sementara itu, Lingkungan Kerja tidak berpengaruh signifikan terhadap Kinerja Karyawan dengan nilai original sample sebesar 0,050 dan p-value 0,707. Secara simultan, Work engagement, Leadership style, dan Lingkungan Kerja berpengaruh terhadap Kinerja Karyawan. Dalam perspektif Manajemen Sumber Daya Insani, peningkatan kinerja karyawan dapat diwujudkan melalui penerapan nilai amanah, tanggung jawab, dan profesionalisme dalam bekerja. KATA KUNCI: Work engagement, Leadership style, Lingkungan Kerja, Kinerja Karyawan, Manajemen Sumber Daya Insani. ABSTRACT Employee performance is an important factor in determining a company's success. However, based on attendance records and pre survey results at PT Falutra Group, several issues related to Work engagement, Leadership style, and Work Environment were identified and are presumed to affect employee performance. Fluctuations in employee absenteeism rates, along with challenges in employee engagement, consistency of leadership direction, and workplace conditions, indicate a gap between the ideal and actual conditions within the company. Therefore, this study aims to analyze the influence of Work engagement, Leadership style, and Work Environment on Employee Performance and examine it from the perspective of Human Resource Management. This study employed a quantitative approach. The population consisted of all 45 employees of PT Falutra Group. The sample comprised 40 respondents selected using a random sampling technique, providing each member of the population with an equal opportunity to be chosen as a research participant. Data were collected through questionnaires and analyzed using SmartPLS 4 to examine the relationships among the research variables. The results showed that Work engagement had a positive and significant effect on Employee Performance, with an original sample value of 0.428 and a p-value of 0.000. Leadership style also had a positive and significant effect on Employee Performance, with an original sample value of 0.608 and a p-value of 0.000. Meanwhile, Work Environment did not have a significant effect on Employee Performance, with an original sample value of -0.050 and a p-value of 0.707. Simultaneously, Work engagement, Leadership style, and Work Environment significantly influenced Employee Performance. From the perspective of Human Resource Management, improving employee performance can be achieved through the implementation of trustworthiness (amanah), responsibility, and professionalism in the workplace. KEYWORDS: Work engagement, Leadership style, Work Environment, Employee Performance, Human Resource Management.

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