S udies Managemen and Finance Economics, o Jou nal
0504-2644 (online): ISSN 0490,-2644 (p in ): ISSN
5202 No embe 11 Issue 80 Volume
8.317 Fac o : Impac ,39-i11-10.47191/je ms/ 8 DOI: A icle
1457-7506 No: Page
JEFMS, Volume 08 Issue 11 No embe 2025 www.ije m.co.in Page 7506
The E ec o Wo k Supe ision and O ganiza ional Res uc u ing on Employee
Pe o mance wi h Job Sa is ac ion as an In e ening Va iable
Edwa d E endi Silalahi
Uni e si as Bhayangka a Jaka a Raya
ABSTRACT: The pu pose o his s udy was o de e mine he e ec o o ganiza ional es uc u ing and wo k supe ision on
employee pe o mance, wi h job sa is ac ion as an in e ening a iable a PT. S eel Mi a Pe kasa. The dependen a iable in his
s udy was employee pe o mance. The independen a iables consis ed o o ganiza ional es uc u ing and wo k supe ision,
while he in e ening a iable was job sa is ac ion. wo k. The sampling me hod used a andom sampling echnique o 92 people.
The da a analysis me hod used S uc u al Equa ion Modeling-Pa ial Leas Squa e ( SEM-PLS ) using Sma PLS so wa e e sion 3.
The PLS calcula ion s ages used 2 models, namely he Measu emen Model ( Ou e Model ) and he S uc u al Model Tes ing ( Inne
Model ). The esul s o he s udy showed ha o ganiza ional es uc u ing and wo k supe ision had a posi i e and signi ican
e ec on employee pe o mance. The esul s o he nex s udy we e ha he e ec o o ganiza ional es uc u ing on employee
pe o mance h ough sa is ac ion was posi i e and signi ican , no he same as wo k supe ision on employee pe o mance
h ough sa is ac ion was nega i e and signi ican .
KEYWORDS: Wo k Supe ision, O ganiza ional Res uc u ing, Job Sa is ac ion, Employee Pe o mance
INTRODUCTION
Human esou ces can be said o be quali ied i hey ha e good indi idual pe o mance. Pe o mance is he wo k esul s achie ed
by a pe son in ca ying ou he asks assigned o hem based on Skills, expe ience, dedica ion, and ime (Lee & Kusumah, 2024).
Companies need o e alua e hei pe o mance by implemen ing a se ies o imp o emen s o emain compe i i e and su i e. One
way companies can s ay ahead in he compe i ion is h ough o ganiza ional es uc u ing. And iyani e al. (2020) s a ed ha
O ganiza ional es uc u ing is pa o a business s a egy o ca y ou es uc u ing o ealize he company's ision and mission.
Acco ding o Ma hisen e al. (2023), he heo y s a es ha he e is an in luence o o ganiza ional s uc u e on employee
pe o mance in a company, depending on he o m o he o ganiza ional s uc u e used. used company he. Besides Tha , The e
is Also ac o s which in luences employee pe o mance, including wo k supe ision as a s ep o con ol he p og ess o ac i i ies in
achie ing wo k goals.
Acco ding o Oc a ia (2023), supe ision in he ield o human esou ces and hei ac i i ies aims o de e mine whe he ongoing
ac i i ies a e in acco dance wi h ins uc ions, plans, and wo k p ocedu es. Supe ision ca ied ou wi h Good will can inc ease
discipline Wo k o employee and employees will always be esponsible o he wo k ca ied ou .
In addi ion o wo k supe ision, job sa is ac ion can also di ec ly imp o e employee pe o mance. This is suppo ed by Salamudin's
(2025) opinion ha job sa is ac ion is an a i ude ha ela es o an employee's adjus men o he wo k
si ua ion. Employees will gi e hei bes i hei desi es mee hei expec a ions, hus ul illing hei sa is ac ion. and om his
sa is ac ion he pe o mance o he company will inc ease.
PT. S eel Mi a Pe kasa PT. S eel Mi a Pe kasa is a business o ganiza ion engaged in he p oduc ion o i on and s eel and has been
ope a ing o mo e han 29 yea s. PT. S eel Mi a Pe kasa has unde gone se e al o ganiza ional es uc u ing changes, wi h hese
changes occu ing in he ollowing yea s: The new policy is expec ed o imp o e employee pe o mance. Fu he mo e, he
company is wo king o imp o e employee pe o mance by edesigning jobs and es uc u ing employee placemen s based on
abili ies. In 2024, PT S eel Mi a Pe kasa's employee pe o mance will be can be seen in able 1 below:
The E ec o Wo k Supe ision and O ganiza ional Res uc u ing on Employee Pe o mance wi h Job Sa is ac ion as
an In e ening Va iable
JEFMS, Volume 08 Issue 11 No embe 2025 www.ije m.co.in Page 7507
Table 1. Ta ge Re enue and Realiza ion Yea 2024
Mon h
Ta ge Cash Collec ions
Ac ual Cash Collec ion
In o ma ion
P esen a ion
Resul s
Ascension / Dec ease
Janua y
Rp. 300,000,000,000
Rp. 450,325,725,688
50%
Ascension
Feb ua y
Rp. 300,000,000,000
Rp 371.174.212.189
24%
Ascension
Ma ch
Rp. 296,977,271,510
Rp. 367,967,347,848
24%
Ascension
Ap il
Rp. 313,998,166,319
Rp. 483,469,037,329
54%
Ascension
May
Rp. 318.268.257.021
Rp. 226,792,992,845
- 29%
Decline
June
Rp. 318.268.257.021
Rp. 243,853,802,874
- 23%
Decline
July
Rp. 338.235.169.066
Rp. 235.245.564.215
- 30%
Decline
Augus
Rp. 320,551,935,509
Rp. 364,293,005,496
14%
Ascension
Sep embe
Rp. 325,481,435,017
Rp. 392,652,650,842
21%
Ascension
Oc obe
Rp. 332,801,730,001
Rp. 300,584,904,869
- 10%
Decline
No embe
Rp. 338.235.169.066
Rp. 273,552,708,437
- 19%
Decline
Decembe
Rp. 342,488,165,984
Rp. 297,895,802,396
- 13%
Decline
Sou ce: PT. S eel Mi a Pe kasa, 2024
Based on Table 1 abo e, i can be seen ha he e was a dec ease in ac ual cash collec ion o ailu e o achie e he a ge cash
collec ion o cus ome bills in May, June, and July 2024, which we e 29%, 23%, and 30%, espec i ely. In Oc obe , No embe , and
Decembe 2024, he e was ano he dec ease, which was 10%, 19%, and 13%, espec i ely. This can be concluded ha he e was
a e y signi ican decline in employee pe o mance o 3 consecu i e mon hs. A his ime, op managemen ca ied ou
o ganiza ional es uc u ing by making he s uc u e mo e e ec i e. Policy es uc u ing o ganiza ion on in essence in end o Fo
Making changes o es uc u ing he managemen s uc u e o sui he company's needs. In o ganiza ional es uc u ing,
pe o mance imp o emen s can be achie ed h ough a ious means, including mo e e icien and e ec i e implemen a ion,
be e di ision o au ho i y o as e decision-making, and s a compe encies ha a e mo e capable o add essing issues in each
wo k uni . This es uc u ing is expec ed o impac he pe o mance o he company's employees.
Fo mula ion p oblem which happened in s udy his:
Does o ganiza ional es uc u ing ha e a posi i e and signi ican impac on pe o mance? PT. S eel Mi a Pe kasa employees, does
o ganiza ional es uc u ing ha e a posi i e and signi ican impac ? on job sa is ac ion, does wo k supe ision ha e a posi i e and
signi ican e ec on he pe o mance o PT. S eel Mi a Pe kasa employees, does wo k supe ision ha e a posi i e and signi ican
e ec on job sa is ac ion, does job sa is ac ion ha e a posi i e and signi ican e ec o pe o mance employee PT. S eel Mi a
Pe kasa, whe he
o ganiza ional es uc u ing has a posi i e and signi ican e ec on employee pe o mance a PT. S eel Mi a Pe kasa h ough job
sa is ac ion. Does wo k supe ision ha e a posi i e and signi ican e ec on employee pe o mance a PT. S eel Mi a Pe kasa
h ough job sa is ac ion?
MATERIALS AND HYPOTHESIS
Employee pe o mance
Ma his and Jackson (2006) s a ed ha pe o mance is essen ially wha employees do and don' do. The indica o s a e he quali y
o wo k esul s, namely assessing whe he he employee's wo k esul s a e good o no .
a. Quan i y o wo k, is he amoun p oduced exp essed in e ms such as numbe o uni s, numbe o ac i i y cycles comple ed.
b. Punc uali y, in comple ing employee asks is no only equi ed Fo as inish his job Howe e Also mus app op ia e o
acco ding o he boss's expec a ions.
c. P esence, wi h p esence show Spi i Wo k Which owned by employees.
The E ec o Wo k Supe ision and O ganiza ional Res uc u ing on Employee Pe o mance wi h Job Sa is ac ion as
an In e ening Va iable
JEFMS, Volume 08 Issue 11 No embe 2025 www.ije m.co.in Page 7508
d. Abili y coope a e Good wi h colleagues one pa and pa o he .
Sa is ac ion Wo k
Job sa is ac ion is a pe son's gene al a i ude and le el o posi i e eelings owa d hei job. A pe son wi h a high le el o
sa is ac ion will ha e a posi i e a i ude owa d hei wo k, and his is also he case. Acco ding o Robbins (2009), he indica o s
used o measu e job sa is ac ion a e as ollows:
a. Sa is ac ion o wo k which challenge.
b. Sa is ac ion o awa d which wo h i .
c. Sa is ac ion o condi ion en i onmen wo k who suppo s.
d. Sa is ac ion o colleague wo k Which suppo .
e. Sa is ac ion o sui abili y wo k wi h pe sonali y indi idual.
. Sa is ac ion o leade ship a i ude in his leade ship.
Res uc u ing O ganiza ion
Co po a e es uc u ing aims o imp o e and maximize company pe o mance (B aman yo, 2024). Acco ding o Ri ai (2020), he
easons o ganiza ions unde go es uc u ing change:
a. Inno a ion in p oduc s, echnology, ma e ials, wo k p ocesses, o ganiza ional s uc u e, and o ganiza ional cul u e
b. New And shi ma ke
c. Ac ion compe i o s global, alues s eng h Wo k, eques , and di e si y
d. Regula ion And e hics cons ain om en i onmen
e. Indi idual de elopmen and ansi ion
Supe ision Wo k
Wo k supe ision is he p ocess o obse ing all o ganiza ional ac i i ies in o de o mo e ensu e ha all wo k Which
cu en ly done in acco dance
wi h a p ede e mined plan Hij ah e ,al (2024), while acco ding o Ki a a (2025), wo k supe ision is a p ocess o ensu e ha
o ganiza ional and managemen goals a e achie ed. Ki a a (2025) s a es ha he e a e se e al indica o s in he wo k supe ision
p ocess, including:
a. De e mina ion s anda d
b. De e mina ion measu emen /assessmen wo k
c. Measu emen implemen a ion wo k
d. Compa ison implemen a ion wi h s anda d And analysis de ia ion
e. Repai o de ia ions
Hypo hesis
1. Hypo hesis H1 : In luence Res uc u ing O ganiza ion o Employee pe o mance
2. Hypo hesis H2 : Impac o Res uc u ing O ganiza ion o Sa is ac ion Wo k
3. Hypo hesis H3 : The In luence o Supe ision Wo k o Pe o mance Employee
4. Hypo hesis H4 : The In luence o Supe ision Wo k o Sa is ac ion Wo k
5. Hypo hesis H5 : In luence Sa is ac ion Wo k on Employee Pe o mance
6. Hypo hesis H6 : In luence Res uc u ing O ganiza ion o Employee Pe o mance h ough Job Sa is ac ion
7. Hypo hesis H7 : In luence Supe ision Wo k o Pe o mance Employee h ough Job Sa is ac ion
METHODOLOGY
Popula ion And Sample
The popula ion in he s udy was all employee s a . PT. S eel Mi a Pe kasa.
Sampling based on he Slo in o mula which is 92 people.
Me hod Collec ion Da a
P ocedu e and collec ion da a in his esea ch use :
a. In e iew wi h use ques ionnai e
b. S udies li e a u e (On line and O line)
The E ec o Wo k Supe ision and O ganiza ional Res uc u ing on Employee Pe o mance wi h Job Sa is ac ion as
an In e ening Va iable
JEFMS, Volume 08 Issue 11 No embe 2025 www.ije m.co.in Page 7509
Ope a ionaliza ion Va iables S udy and De ini ion Va iable
As o ope a ionaliza ion and de ini ion a iable like which can seen in Table 2.
Table 2. Ope a ionaliza ion a iable
Va iables
De ini ion
Indica o
Employee Pe o ma
nce (Y)
Pe o mance is a comple e display o he
condi ion o a company du ing a ce ain pe iod
o ime, i is a esul o achie emen ha is
in luenced by he company's ope a ional
ac i i ies in u ilizing sou ces Which
owned.
1. Quali y esul s wo k (P1)
2. Quan i y wo k (P2)
3. Accu acy ime (P3)
4. P esence (P4)
5. Abili y coope a e (P5)
Sa is ac i on (Z)
Job sa is ac ion is an a i ude ha conce ns
employee adjus men o wo k si ua ions.
1. Wo k Which challenge (P1)
2. awa d Which wo h i (P2)
3. Condi ion en i onmen Wo k
suppo ing (P3)
4. Colleague Wo k Which suppo (P4)
5. Job sui abili y wi h
indi idual pe sonali y (P5)
6. The a i ude o he
leade in his leade ship (P6)
O ganiza ion al
Res uc u ing (X1)
Res uc u ing o ganiza ion is a
p ocess o p epa ing es uc u ing ha is in
acco dance wi h he objec i es o ganiza ion,
sou ce esou ces
o ganiza ional powe , and
en i onmen ha su ounds i
1. Changes in co po a e condi ions
(P1)
2. Flexibili y managemen (P2)
3. Con ol o mal (P3)
4. Complexi y ask (P4)
5. Sys em Communica ion (P5)
Supe ision (X2)
Supe ision is he p ocess o obse ing he
implemen a ion o all o ganiza ional ac i i ies
o ensu e ha all wo k being ca ied ou is in
acco dance wi h p e iously de e mined plans.
1. De e mina ion s anda d (P1)
2. De e mina ion o job
measu emen /assessmen (P2)
3. Measu emen o wo k implemen a ion
(P3)
4. Compa ison o implemen a ion wi h
s anda ds and analysis o de ia ions (P4)
5. Co ec ion o de ia ions (P5)
Me hod Analysis Da a
The da a analysis me hod uses S uc u al Equa ion Modeling-Pa ial Leas Squa e (SEM-PLS) using Sma PLS so wa e e sion 3.
The PLS calcula ion s ages use 2 models, namely he Measu emen Model ( Ou e Model ) and he S uc u al Model Tes ing (Inne
Model).
RESULTS
Cha ac e is ics Responden s
The numbe o esponden s in he s udy was 92 people. The cha ac e is ics o he esponden s can be seen in able 3 below.
Table 3. Cha ac e is ics Responden s
No.
Cha ac e is ics Responden s
In o ma ion
Amoun
Pe cen age
1.
Type Sex
a. Man
b. Woman
50
42
58
42
The E ec o Wo k Supe ision and O ganiza ional Res uc u ing on Employee Pe o mance wi h Job Sa is ac ion as
an In e ening Va iable
JEFMS, Volume 08 Issue 11 No embe 2025 www.ije m.co.in Page 7510
2.
Age
a. < 25 yea s
b. 25 - 34 Yea s
c. 35 - 44 Yea s
d. > 44 Yea s
21
52
17
2
15
72
10
3
3.
Le el Educa ion
a. High School
b. D3
c. S1
d. S2
2
26
57
7
3
22
65
10
4.
Wo k expe ience
a. < 5 Yea
b. 5 - 9 Yea s
c. 10 - 14 yea s
d. > 14 yea s
37
40
13
2
42
44
11
3
Based on able 3 abo e, he esul s o he esponden cha ac e is ics a e as ollows: The gende o employees is domina ed by
men, as many as 50 people (58%), wi h he mos dominan age being 25-34 yea s, as many as 52 people (72%). Fu he mo e,
acco ding o educa ion le el he mos dominan was S1 as many as 57 people (65%) wi h he mos dominan leng h o wo k being
> 5 yea s as many as 44 (44%).
Model Image: O ganiza ional Res uc u ing and Wo k Supe ision on Employee Pe o mance wi h Job Sa is ac ion as an
In e ening Va iable
Based on he ope a ional a iables o his esea ch, a esea ch model was c ea ed which was hen un using he PLS algo i hm o
es he model's easibili y. To es he model's easibili y, an ou e model (measu emen model) was used, namely he ela ionship
be ween indica o s wi h hei cons uc s. To es he alidi y o he model, he loading ac o alues a e used, while o es he
eliabili y, he Composi e Reliabili y (CR), C onbach's Alpha (CA), and A e age Va iance Ex ac ed (AVE) alues a e used.
Based on model beginning Res uc u ing O ganiza ion And Supe ision Wo k on Employee Pe o mance wi h Job Sa is ac ion as
an In e ening Va iable, he ollowing igu e 1 is ob ained:
Pic u e 1. Model S uc u al
Sou ce: P ocessing da a wi h PLS, 2025
Validi y Tes : O ganiza ional Res uc u ing and Wo k Supe ision on Employee Pe o mance Th ough Job Sa is ac ion
An indica o is conside ed alid i i has a loading ac o > 0.5. The loading ac o alue ep esen s he co ela ion be ween he
indica o and i s cons uc . The highe he co ela ion, he highe he alidi y and also indica es a be e le el o alidi y. See Table
4 below:
The E ec o Wo k Supe ision and O ganiza ional Res uc u ing on Employee Pe o mance wi h Job Sa is ac ion as
an In e ening Va iable
JEFMS, Volume 08 Issue 11 No embe 2025 www.ije m.co.in Page 7511
Table 4. Ou e Loading
O iginal Sample (O)
Sample Mean
(M)
S anda d De ia ion
(STDEV)
T S a is ics
(|O/STDEV|)
P Values
X2 * X2 <-
Quad a ic E ec 2
1,000
1,000
0,000
X1 * X1 <-
Quad a ic E ec 1
1,000
1,000
0,000
X1P1 <- X1
0.856
0.856
0.049
17,414
0,000
X1P2 <- X1
0.893
0.891
0.034
25,914
0,000
X1P3 <- X1
0.923
0.922
0.019
47,355
0,000
X1P4 <- X1
0.879
0.876
0.031
27,950
0,000
X1P5 <- X1
0.740
0.735
0.070
10,627
0,000
X2P1 <- X2
0.909
0.908
0.026
35,114
0,000
X2P2 <- X2
0.864
0.861
0.041
21,098
0,000
X2P3 <- X2
0.909
0.908
0.025
36,580
0,000
X2P4 <- X2
0.895
0.892
0.032
27,621
0,000
X2P5 <- X2
0.850
0.845
0.046
18,505
YP1 <- Y
0.892
0.890
0.030
30,212
YP2 <- Y
0.885
0.882
0.031
28,288
YP3 <- Y
0.768
0.764
0.064
11,940
YP4 <- Y
0.834
0.832
0.043
19,491
YP5 <- Y
0.876
0.873
0.032
27,085
ZP1 <- Z
0.900
0.899
0.029
31,554
ZP2 <- Z
0.867
0.863
0.041
21,344
ZP3 <- Z
0.900
0.898
0.027
32,752
ZP4 <- Z
0.910
0.907
0.030
30,244
0,000
ZP5 <- Z
0.835
0.829
0.050
16,634
0,000
ZP6 <- Z
0.933
0.932
0.025
36,856
0,000
Sou ce: P ocessing da a wi h PLS, 2025
Based on able 4 abo e, i shows ha he X1P1 indica o o he O ganiza ional Res uc u ing cons uc (X1) has a ac o loading
alue o 0.856. X2P1 indica o o he Wo k Supe ision cons uc (X2) he ac o loading alue = 0.909, indica o YP1 o cons uc
Pe o mance Employee (Y) = 0.892, And ZP1 indica o o he Job Sa is ac ion cons uc (Z) = 0.900 and so on.
Reliabili y Tes : O ganiza ional Res uc u ing and Wo k Supe ision on Employee Pe o mance Th ough Job Sa is ac ion
The nex analysis o con e gen alidi y is cons uc eliabili y by paying a en ion o he Composi e Reliabili y (CR) , C onbach's
Alpha (CA) , and A e age Va iance Ex ac ed (AVE) alues. The Composi e Reliabili y (CR) and C onbach's Alpha (CA) alues a e
Alpha (CA) And A e age Va iance Ex ac ed (AVE) can seen in able 5 below:
Table 5. Ma k Composi e Reliabili y, C onbach's Alpha And A e age Va iance Ex ac ed
Cons uc
Composi e
Reliabili y
C onbach's Alpha
A e age Va iance Ex ac ed
Sa is ac ion Wo k
0.959
0.948
0.794
Employee
Pe o mance
0.930
0.905
0.727
O ganiza ional
Res uc u ing
0.934
0.911
0.741
Supe ision Wo k
0.948
0.931
0.784
The E ec o Wo k Supe ision and O ganiza ional Res uc u ing on Employee Pe o mance wi h Job Sa is ac ion as
an In e ening Va iable
JEFMS, Volume 08 Issue 11 No embe 2025 www.ije m.co.in Page 7512
Based on able 5, he calcula ion esul s a e all known. Composi e Reliabili y Value > 0.7 , C onbach's Alpha > 0.7 and A e age
Va iance Ex ac ed
> 0.5 hen his shows he en i e cons uc has good alidi y and i s cons uc is eliable.
DISCUSSION
Hypo hesis Tes ing: O ganiza ional Res uc u ing and Wo k Supe ision on Employee Pe o mance Th ough Job Sa is ac ion
To p o e he hypo hesis, he es is based on he alues in he Pa h Coe icien s able, such as able 6 below:
Table 6. Pa h Coe icien s
O iginal
Sample (O)
Sample
Mean (M)
S anda d
De ia ion
(STDEV)
T S a is ics
(|O/STDEV|)
P
Values
Res uc u ing O ganiza ion - > Pe o mance
Employee
0.509
0.518
0.045
11,295
0,000
Res uc u ing O ganiza ion -> Job Sa is ac ion
0.072
0.070
0.025
2,921
0.004
Supe ision Wo k -> Employee Pe o mance
1,762
1,800
0.167
10,550
0,000
Supe ision Wo k -> Job Sa is ac ion
0.916
0.917
0.026
35,026
0,000
Sa is ac ion Wo k -> Pe o mance Employee
-1,260
-1,310
0.193
6,545
0,000
Res uc u ing O ganiza ion -> Employee
Pe o mance h ough Job Sa is ac ion
0.084
0.086
0.017
4,926
0,000
Wo k Supe ision -> Employee Pe o mance
h ough Sa is ac ion
Wo k
-0.076
-0.079
0.020
3,897
0,000
Sou ce: P ocessing da a wi h PLS, 2025
P oo o Hypo hesis H1: The E ec o O ganiza ional Res uc u ing on Employee Pe o mance
Based on able 6, he o iginal sample alue is 0.509, T S a is ics = 11.295
> 1.96 and P Value = 0.000 < 0.05. This means ha o ganiza ional es uc u ing has a posi i e and signi ican in luence on
employee pe o mance and he esul s o his s udy a e in acco dance wi h esea ch by Bagyo e , al. (2023). This p o es ha
hypo hesis 1 is accep ed.
P oo o Hypo hesis H2: The E ec o O ganiza ional Res uc u ing on Job Sa is ac ion
Based on able 6, he o iginal sample alue is 0.072, T S a is ics = 2.921 >
1.96 and P Value = 0.004 < 0.05. This means ha o ganiza ional es uc u ing has a posi i e and signi ican in luence on job
sa is ac ion and he esul s o his s udy a e in acco dance wi h esea ch om No anubun e , al. (2019). This p o es ha hypo hesis
2 is accep ed.
P oo o Hypo hesis H3: The E ec o Wo k Supe ision on Employee Pe o mance
Based on able 6, he o iginal sample alue is 1.762, T S a is ics = 10.550
> 1.96 and P Value = 0.000 < 0.05. This means ha wo k supe ision has a posi i e and signi ican in luence on employee
pe o mance and he esul s o his s udy a e in acco dance wi h esea ch om Id is e , al. (2025). This p o es ha hypo hesis 3 is
accep ed.
P oo o Hypo hesis H4: The In luence o Wo k Supe ision on Job Sa is ac ion
Based on able 6, he o iginal sample alue is 0.916, T S a is ics = 35.026
> 1.96 and P Value = 0.000 < 0.05. This means ha wo k supe ision has a posi i e and signi ican in luence on job
sa is ac ion and he esul s o his s udy a e in acco dance wi h esea ch by Gen a i (2021). This p o es ha hypo hesis 4 is
accep ed.
P oo o Hypo hesis H5: The In luence o Job Sa is ac ion on Employee Pe o mance
Based on able 6, he o iginal sample alue = -1.260, T S a is ics = 6.545 >
The E ec o Wo k Supe ision and O ganiza ional Res uc u ing on Employee Pe o mance wi h Job Sa is ac ion as
an In e ening Va iable
JEFMS, Volume 08 Issue 11 No embe 2025 www.ije m.co.in Page 7513
1.96 and P Value = 0.000 < 0.05. This means ha job sa is ac ion has a nega i e and signi ican in luence on employee pe o mance
and he esul s o his s udy a e no in acco dance wi h esea ch om Des a i e , al. (2018). This p o es ha hypo hesis 5 is ejec ed.
Because job sa is ac ion on employee pe o mance a PT. S eel Mi a Pe kasa is no sa is ied wi h employee pe o mance so i has
a nega i e e ec .
P oo o Hypo hesis H6: The E ec o O ganiza ional Res uc u ing on Employee Pe o mance h ough Job Sa is ac ion
Based on able 6, he o iginal sample alue is 0.084, T S a is ics = 4.926 >
1.96 and P Value = 0.000 < 0.05. This means ha o ganiza ional es uc u ing has a posi i e and signi ican in luence on employee
pe o mance h ough job sa is ac ion and he esul s o his s udy a e in acco dance wi h esea ch by Bagyo e , al. (2023). This
p o es ha hypo hesis 6 is accep ed.
P oo o Hypo hesis H7: The E ec o Wo k Supe ision on Employee Pe o mance h ough Job Sa is ac ion
Based on able 6, he o iginal sample alue = -0.076, T S a is ics = 3.897 >
1.96 and P Value = 0.000 < 0.05. This means ha wo k supe ision has a nega i e and signi ican in luence on employee
pe o mance h ough job sa is ac ion and he esul s o his s udy a e no in acco dance wi h esea ch om Al iano & Wahab.
(2024). This p o es ha hypo hesis 7 is ejec ed. Because wo k supe ision a PT. S eel Mi a Pe kasa has a nega i e e ec on
employee pe o mance due o dissa is ac ion wi h hei wo k which is e y s ic and causes p essu e on each employee.
Coe icien De e mina ion
In acco dance wi h he measu emen model o he in luence o o ganiza ional es uc u ing and wo k supe ision on wo k
pe o mance and job sa is ac ion, his can be seen in able 7 below:
Table 7. R Squa e
O iginal
Sample (O)
Sample
Mean (M)
S anda d
De ia ion
(STDEV)
T S a is ics
(|O/STDEV|)
P Values
Pe o mance Employee
0.988
0.989
0.003
343,511
0,000
Sa is ac ion Wo k
0.996
0.996
0.002
574,087
0,000
Sou ce: P ocessing da a wi h PLS, 2025
Based on able 7 abo e, he cons uc alue is known employee pe o mance
(Y) = 0.988. This means ha he in luence o o ganiza ional es uc u ing (X1) and wo k supe ision (X2) on employee pe o mance
(Y) is 98.8% while he emaining 1.2% is in luenced by ac o s no examined in his s udy. Fu he mo e, he alue o he job
sa is ac ion cons uc (Z) = 0.996. This means ha he in luence o o ganiza ional es uc u ing (X1) and wo k supe ision (X2) on
job sa is ac ion (Z) is 99.6% while he emaining 0.4% is in luenced by ac o s no examined in his s udy.
CONCLUSION
In acco dance wi h analysis da a Which has done, so can wi h d awn he ollowing conclusions:
1. O ganiza ional es uc u ing has a posi i e and signi ican impac on employee pe o mance
2. O ganiza ional es uc u ing has a posi i e and signi ican in luence on job sa is ac ion.
3. Supe ision Wo k ha e in luence Which posi i e and signi ican impac on employee pe o mance
4. Supe ision Wo k ha e in luence Which posi i e and signi ican impac on job sa is ac ion
5. Sa is ac ion Wo k ha e he in luence ha nega i e and signi ican on employee pe o mance
6. O ganiza ional Res uc u ing has a posi i e and signi ican in luence on Employee Pe o mance h ough Job Sa is ac ion
7. Supe ision Wo k ha e in luence Which nega i e and signi ican on Employee Pe o mance h ough Job Sa is ac ion
Sugges ion
1. Fu he esea ch should add independen a iables o he han o ganiza ional es uc u ing and wo k supe ision o
pe o mance. employee.
2. Companies mus make o ganiza ional es uc u ing changes again in o de o in luence be e employee pe o mance.
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