Keadilan prosedural, persepsi keberagaman, dan kinerja kerja: Peran mediasi efikasi diri dan keterikatan kerja

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Diterbitkan: Nov 1, 2026
DOI: https://doi.org/10.28932/jmm.v26i1.16440
Kata Kunci:
job performance, perceived diversity, procedural justice, self-efficacy, work engagement efikasi diri, keadilan prosedural, keterikatan kerja, kinerja karyawan, persepsi keberagaman

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Muyassarah Alam
Master of Management, Faculty of Economics and Business, Universitas Pembangunan Nasional Veteran Jakarta
Yudi Nur Supriadi
Master of Management, Faculty of Economics and Business, Universitas Pembangunan Nasional Veteran Jakarta

Abstrak

Transformasi digital yang pesat di industri perbankan telah meningkatkan kompleksitas pekerjaan dan tuntutan kinerja karyawan. Sebagai respons terhadap tantangan tersebut, faktor-faktor organisasi, seperti keadilan prosedural dan persepsi keberagaman, menjadi semakin penting karena dapat memengaruhi kondisi psikologis karyawan dan pada akhirnya berdampak pada kinerja mereka. Jadi, penelitian saat ini bertujuan untuk mengeksplorasi dampak keadilan prosedural dan persepsi keberagaman terhadap kinerja karyawan melalui efikasi diri dan keterikatan pekerjaan karyawan yang bekerja di bank-bank di Indonesia. Dalam penelitian saat ini, sebuah metode kuantitatif yang diadopsi, yang mana data telah dikumpulkan melalui survei dari 101 orang karyawan bank, menggunakan teknik sampling yang bermaksud. Untuk analisis data partial least squares-structural equation modeling (PLS-SEM) telah diterapkan dengan menggunakan perangkat lunak SmartPLS. Hasil dari penelitian ini menunjukkan bahwa keadilan prosedural dan persepsi keberagaman secara positif memengaruhi efikasi diri dan keterikatan pekerjaan karyawan. Selain itu, efikasi diri dan keterikatan pekerjaan juga secara positif memengaruhi kinerja karyawan. Namun, hasil analisis mediasi menunjukkan bahwa efikasi diri dan keterikatan kerja tidak mampu memediasi secara signifikan hubungan antara keadilan prosedural, persepsi keberagaman, dan kinerja karyawan. Secara keseluruhan, penelitian ini menegaskan pentingnya penerapan prinsip keadilan dan pengelolaan keberagaman dalam memperkuat sumber daya psikologis karyawan serta meningkatkan kinerja di industri perbankan.

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Cara Mengutip
Alam, M., & Supriadi, Y. N. (2026). Keadilan prosedural, persepsi keberagaman, dan kinerja kerja: Peran mediasi efikasi diri dan keterikatan kerja. Jurnal Manajemen Maranatha, 26(1), 95–108. https://doi.org/10.28932/jmm.v26i1.16440
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Vol 26 No 1 (2026): Jurnal Manajemen Maranatha
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