The Influence of Talent Management, Employee Engagement, and Organizational Culture Based on AKHLAK on Employee Performance through Job Satisfaction at PT KPBN

Phaedra Fathiyya Bilqis; Edi Sugiono

doi:10.55681/economina.v5i9.4174

Authors

Phaedra Fathiyya Bilqis Universitas UNAS, Indonesia
Edi Sugiono Universitas UNAS, Indonesia

DOI:

https://doi.org/10.55681/economina.v5i9.4174

Keywords:

Organizational Culture of Integrity, Job Satisfaction, Employee Performance

Abstract

Employee performance at PT Kharisma Pemasaran Bersama Nusantara (PT KPBN) remained below the company’s 100% target and showed fluctuations across several performance indicators, creating a need to clarify the human-resource mechanisms that sustain performance. This study examines the effects of talent management, employee engagement, and AKHLAK-based organizational culture on employee performance, with job satisfaction as a mediating variable. A quantitative cross-sectional design was used. The population consisted of 165 PT KPBN employees, and 117 respondents were selected through purposive sampling after the minimum sample size was established using the inverse square root method. Data were collected through a Likert-scale questionnaire and analyzed using Partial Least Squares–Structural Equation Modeling with WarpPLS 8.0. Talent management and employee engagement had positive and significant effects on job satisfaction, while AKHLAK-based organizational culture had no significant effect on job satisfaction. Job satisfaction, employee engagement, and AKHLAK-based organizational culture significantly improved employee performance, whereas the direct effect of talent management on performance was not significant. Job satisfaction fully mediated the talent management–performance relationship (indirect effect = 0.109; p = 0.044; VAF = 42.75%) but did not mediate the effects of employee engagement or organizational culture. The findings indicate differentiated performance pathways: talent management operates through job satisfaction, whereas engagement and AKHLAK-based culture contribute primarily through direct behavioral mechanisms.

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