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 ,36-i11-10.47191/je ms/ 8 DOI: A icle
7774-7470 No: Page
JEFMS, Volume 08 Issue 11 No embe 2025 www.ije m.co.in Page 7470
The In luence o Wo k Engagemen and P oac i e Pe sonali y on Employee
Pe o mance a PT Kilang Pe amina In e nasional Re ine y Uni III Plaju
Daen U ama P abowo1, Azwa di2, Muhammad Ichsan Hadj i3
1,2,3Depa men o Managemen , Facul y o Economics, S iwijaya Uni e si y, Palembang, Indonesia
ABSTRACT: This s udy aims o analyze he in luence o wo k engagemen and p oac i e pe sonali y on employee pe o mance.
The sample in his s udy we e 210 employees o PT Kilang Pe amina In e nasional RU III p oduc ion uni . The analysis me hod
used was S uc u al Equa ion Modeling (SEM). The esul s showed ha Wo k Engagemen had a posi i e and signi ican e ec on
Employee Pe o mance. P oac i e Pe sonali y had a posi i e and signi ican e ec on Employee Pe o mance.These indings
indica e ha high wo k engagemen and a p oac i e pe sonali y con ibu e di ec ly o imp o ed indi idual pe o mance in he oil
and gas indus y. This esea ch s eng hens he SocialExchange Theo y, ha a posi i e ecip ocal ela ionship be ween indi iduals
and o ganiza ions can encou age p oduc i e and esul s-o ien ed wo k beha io .
KEYWORDS: Wo k Engagemen , P oac i e Pe sonali y, Employee Pe o mance
INTRODUCTION
Employee pe o mance is an impo an indica o in assessing he e ec i eness and compe i i eness o a company, especially in
s a egic sec o s such as he oil e ining indus y.In imp o ing pe o mance, he e mus be high employee wo k in ol emen and
conce n o hei wo k in o de o p o ide good pe o mance esul s (Sayek i, 2024). This aises he need o e-
e alua epsychological ac o s and wo k beha io which may play an impo an ole, such aswo k engagemen Andp oac i e
pe sonali y.Bo h a e seen as non- echnical ac o s capable o encou aging employee ini ia i e, commi men , and he quali y o
con ibu ions in a mo e comp ehensi e and sus ainable manne . In o he wo ds, e en hough echnical and p ocedu al aspec s
ha e been implemen ed sys ema ically,achie ing op imal pe o mance seems o equi e an app oach ha ouches mo e on he
pe sonal and mo i a ional dimensions o employees.Resea ch by (Co beanu & Iliescu, 2023) Resea ch shows ha wo k
engagemen signi ican ly co ela es wi h pe o mance, bo h in e ms o comple ing co e asks and con ibu ing ou side o o mal
wo k. Engaged employees end o demons a e high pe o mance because hey wo k wi h en husiasm, ocus, and a s ong
commi men o esul s.Acco ding o(Bakke & Lei e , 2010)Wo k engagemen is a sa is ying and posi i e wo k s a e, as well as a
eeling o mo i a ion in wo king, which can be seen as he opposi e o wo k a igue (bu nou ), so ha in ca ying ou wo k
employees will be en husias ic and ha e a high ene gy le el. Acco ding o(Bakke & Lei e , 2010)Wo k engagemen has b oad
implica ions o employee pe o mance and can e en suppo addi ional employee pe o mance. The ene gy and ocus inhe en
in wo k engagemen enable employees o b ing hei ull po en ial o hei wo k. This inhe en ene gy and ocus a e quali ies a
he co e o hei esponsibili ies. They ha e he capaci y and mo i a ion o concen a e exclusi ely on he ask a hand.
Besides wo k engagemen , p oac i e pe sonali y is also a ac o ha in luences employee pe o mance. Acco ding o (Bakke &
Deme ou i, 2012) P oac i e pe sonali y is a s uc u e ha cap u es beha io al endencies o iden i y and change one's
en i onmen . P oac i e pe sonali y is desc ibed as indi iduals who a e ac i e in hei wo k, especially in adap ing o hei
en i onmen . The e o e, indi iduals wi h a p oac i e ype a e said o be mo e likely o be success ul in hei wo k in he u u e.
P oac i e people end o seize oppo uni ies, ake ini ia i e, ac boldly, and a e de e mined o c ea e alue-added
change.P oac i e pe sonali yis an indi idual cha ac e is ic ha shows a endency o ac wi h ini ia i e, an icipa e p oblems, and
c ea e posi i e changes in he en i onmen (Anug ahi o, 2021). S udy by(Köksal e al., 2023) e ealed ha p oac i e pe sonali y
is posi i ely co ela ed wi h inno a i e beha io , p oblem-sol ing, and ul ima ely job pe o mance.P oac i e pe sonali yI is c ucial
o main aining an o ganiza ion's compe i i e ad an age in oday's apidly changing en i onmen . A p oac i e pe sonali y can
p oduce a a ie y o bene icial ou comes, including imp o ed ask pe o mance, inc eased c ea i i y, and p o essional success.(X.
Yang & Chau, 2021).P oac i e indi iduals always seek oppo uni ies, ake ini ia i e, and pe se e e un il goals a e achie ed. Some
The In luence o Wo k Engagemen and P oac i e Pe sonali y on Employee Pe o mance a PT Kilang Pe amina
In e nasional Re ine y Uni III Plaju
JEFMS, Volume 08 Issue 11 No embe 2025 www.ije m.co.in Page 7471
indi iduals end o ha e a posi i e a i ude, while o he s a e mo e passi e and lack a s ong desi e o con ibu e o o ganiza ional
change. This signi ican ly impac s employee pe o mance.(Mus ika & Susan o, 2022).
P e ious s udies ha examined he in luence o wo k engagemen on employee pe o mance we e conduc ed by(H. Pu i & U ami,
2025);(Sayek i, 2024);(Puspa & Wibowo, 2023);(Bakke , 2022);(Sya i ah, 2021);(Manalu, 2021)showed ha wo k engagemen had
a posi i e and signi ican e ec on employee pe o mance. Di e en esul s we e shown by esea ch om(Sa i i, 2023)And(Kus ya,
2020)showed ha wo k engagemen had a posi i e bu insigni ican e ec on employee pe o mance. Meanwhile, he esea ch
esul s om(Ve nanda, 2025) shows ha he wo k en i onmen has a nega i e and insigni ican e ec on employee pe o mance.
The in luence o p oac i e pe sonali y ac o s also a ec s employee pe o mance. The esul s o esea ch conduc ed by(Sya i i,
2023);(Bakke , 2022);(Chen, 2022);(Hu, 2021);(C. Yang, 2020)And(JB Fulle , 2020)shows ha p oac i e pe sonali y has a posi i e
and signi ican in luence on employee pe o mance. The esul s o he s udy om(Anug ahi o, 2021)shows ha p oac i e
pe sonali y has a posi i e and insigni ican e ec on employee pe o mance.
Based on he desc ip ion abo e, he main p oblem ha will be discussed in his esea ch is howThe in luence o wo k engagemen
and p oac i e pe sonali y on employee pe o mance a PT Kilang Pe amina In e nasional Re ine y Uni III Plaju? Then he
objec i e o be achie ed in his s udy is o ind empi ical e idence by analyzing he in luence o wo k engagemen and p oac i e
pe sonali y on employee pe o mance a PT Kilang Pe amina In e nasional Re ine y Uni III Plaju.
LITERATURE REVIEW
Wo k Engagemen
Acco ding o(Bakke & Lei e , 2010)Wo k engagemen is a sa is ying and posi i e wo k s a e, as well as a eeling o mo i a ion in
wo king which can be seen as he opposi e o wo k a igue (bu nou ) so ha in doing wo k employees will be en husias ic and
ha e a high le el o ene gy. Wo k engagemen is a cha ac e is ic o a sense o commi men , ha ing a g ea desi e and en husiasm,
which b ings e o s o a highe le el, con inues o wo k ha d, and has ini ia i e.(And ian & Sabeli, 2020).
Acco ding o (Bakke & Lei e , 2010), s a es ha he e a e h ee dimensions in measu ing wo k engagemen , including:
1. Vigo
Vigo is he en husiasm an indi idual eels when pe o ming a ask. I e lec s a pe son's ene gy le el and men al esilience
while wo king. Fu he mo e, igo also indica es an employee's willingness o exe signi ican e o o comple e a ask,
esis ing a igue easily, e en when expe iencing di icul ies.
2. Dedica ion
Dedica ion is an employee's s ong in ol emen in hei wo k. Employee engagemen is a posi i e eeling, such as en husiasm
o comple ing wo k and a sense o a achmen o hei job and he company hey wo k o .
3. Abso p ion
Abso p ion is he ull concen a ion ha employees ha e in doing hei wo k whe e employees eel ha when hey a e doing
hei wo k, ime seems o pass so quickly because hey enjoy hei wo k and i is di icul o le go o hemsel es when doing
hei wo k because hey eel com o able wi h he wo k hey a e doing.
P oac i e Pe sonali y
P oac i e pe sonali yis an a i ude ha ends o ake ad an age o oppo uni ies, da es o ake ac ion in deciding some hing and
is ac i e in ca ying ou he wo k being done(Su yani, 2020). Acco ding o(Bakke & Deme ou i, 2012), p oac i e pe sonali y is a
s uc u e ha cap u es beha io al endencies o iden i y and change one's en i onmen .
Acco ding o(Ba eman & C an , 1999)And(Maha dika & Kis yan o, 2020)The p oac i e pe sonali y dimension is di ided in o se e al
ypes, including:
1. Abili y o See Oppo uni ies
The abili y o spo oppo uni ies is a unique skill, equi ing con inuous p ac ice o mas e . Howe e , his abili y is no sha ed
equally by e e yone, as people ha e di e en o ien a ions o space and ime. Indi iduals wi h his abili y will eadily seize
oppo uni ies, hus po en ially ac ing mo e quickly han o he s.
2. Ini ia i e
Ini ia i e is a pe son's abili y o gene a e ideas o doing a ask wi hou being old wha o do i s . Someone wi h his abili y is
na u ally esou ce ul and likely o elen lessly lea n and de elop hemsel es.
3. Taking Ac ion
Taking ac ion is a beha io al al e na i e om wo o mo e a ailable al e na i es. Taking ac ion is he p ocess o choosing o
de e mining a ious possibili ies among unce ain si ua ions. The e o e, aking ac ion is d i en by an idea o hough .
The In luence o Wo k Engagemen and P oac i e Pe sonali y on Employee Pe o mance a PT Kilang Pe amina
In e nasional Re ine y Uni III Plaju
JEFMS, Volume 08 Issue 11 No embe 2025 www.ije m.co.in Page 7472
Pe o mance
Pe o mance acco ding o(Dessle , 2020)is wo k pe o mance, namely he compa ison be ween he wo k esul s achie ed by a
pe son wi h he wo k s anda ds se by he company.Wo k esul s ha can be achie ed by a pe son o g oup o people in an
o ganiza ion, in acco dance wi h hei espec i e au ho i ies and esponsibili ies in o de o achie e he goals o he o ganiza ion
conce ned legally, wi hou iola ing he law and in acco dance wi h mo als and e hics. Success o ailu e in an o ganiza ion in
ca ying ou asks is closely ela ed o employee pe o mance, pe o mance achie emen in he o ganiza ion is a ac o ha mus
be conside ed o ealize he company in achie ing he goals ha ha e been se .(Sili onga, 2023).
Acco ding o(Robbins & Judge, 2019), he e a e six dimensions o measu ing indi idual employee pe o mance, namely:
1. Quali y
Wo k quali y is measu ed by employee pe cep ions o he quali y o wo k p oduced and he pe ec ion o asks ela i e o
employee skills and abili ies. Wo k quali y can be desc ibed by he le el o good o bad employee pe o mance in comple ing
asks, as well as employee abili ies and skills in ca ying ou assigned asks.
2. Quan i y
Quan i y is he amoun p oduced, exp essed in e ms such as he numbe o uni s o he numbe o ac i i y cycles comple ed.
Quan i y is a measu e o he numbe o uni s o wo k p oduced o he numbe o ac i i y cycles comple ed by an employee,
so employee pe o mance can be measu ed by hese numbe s (uni s/cycles). Fo example, an employee can comple e hei
wo k quickly, ahead o he company's deadline.
3. Punc uali y
Punc uali y is he deg ee o which an ac i i y is comple ed a he s a ed s a ime, in e ms o coo dina ion wi h ou pu esul s
and maximizing he ime a ailable o o he ac i i ies. Employee pe o mance can also be measu ed by he employee's
punc uali y in comple ing assigned wo k, ensu ing ha i does no in e e e wi h o he wo k wi hin hei scope o du ies.
4. E ec i eness
E ec i eness is he deg ee o which an o ganiza ion's esou ces (human esou ces, money, echnology, and aw ma e ials) a e
maximized wi h he aim o inc easing he ou pu o each uni . This means ha employees can u ilize esou ces, whe he human
esou ces hemsel es o esou ces in he o m o echnology, capi al, in o ma ion, and aw ma e ials, o he maximum ex en
possible.
5. Independence
Independence is he deg ee o which an employee will be able o ca y ou hei wo k unc ions and wo k commi men s. This
is he le el a which employees ha e a wo k commi men o he agency and employee esponsibili ies o he o ice. The
imp o emen o decline o employee pe o mance can be seen om he quali y o employee wo k, he quan i y o employee
wo k, he employee's punc uali y in all aspec s o wo k, he employee's e ec i eness and independence in wo king. This means
ha an independen employee is an employee who does no need supe ision when doing his wo k and can ca y ou his wo k
unc ions independen ly wi hou asking o help, guidance om o he s o supe iso s.
Resea ch Concep ual F amewo k
Based on he e e ence e iew and heo e ical basis, as well as p e ious esea ch, a concep ual amewo k can be de eloped ha
unde pins his esea ch and he in luence o independen and dependen a iables. This concep ual amewo k is expec ed o
p o ide bene i s, namely, a sha ed pe cep ion be ween esea che s and eade s ega ding he esea ch low.
Figu e 1. Resea ch Concep ual F amewo k
The In luence o Wo k Engagemen and P oac i e Pe sonali y on Employee Pe o mance a PT Kilang Pe amina
In e nasional Re ine y Uni III Plaju
JEFMS, Volume 08 Issue 11 No embe 2025 www.ije m.co.in Page 7473
Hypo hesis
Acco ding o(Bakke & Lei e , 2010)Wo k engagemen is a sa is ying and posi i e wo k s a e, as well as a eeling o mo i a ion in
wo king, which can be seen as he opposi e o wo k exhaus ion (bu nou ), so ha in doing he job employees will be en husias ic
and ha e a high ene gy le el. Wo k engagemen ela es o all ypes o challenging wo k. I desc ibes he abili y o employees o
b ing hei ull capaci y o sol e p oblems, ela e o people and de elop inno a i e managemen se ices ha make a di e ence.
Also, employees' esponses o policies, p ac ices and o ganiza ional s uc u es a ec hei po en ial o expe ience engagemen .
In a s able wo k en i onmen , employees main ain a high le el o wo k engagemen oge he .(Imawa i, 2021).Based onSocial
Exchange Theo y (SET)(Blau, 1964),The ela ionship be ween employees and o ganiza ions is ecip ocal, whe e employees who
eel ea ed ai ly and suppo ed by he o ganiza ion will espond wi h posi i e beha io s such as highe wo k engagemen . As a
o m o ecip oci y, his engagemen hen ansla es in o imp o ed wo k pe o mance. This means ha when employees eel
alued and suppo ed, hey will be mo e emo ionally, cogni i ely, and physically engaged in hei asks, which ul ima ely inc eases
p oduc i i y and wo k quali y. This inding is suppo ed by a numbe o empi ical s udies in he pas i e yea s. Resea ch by(Pu a
& Suhe min, 2020) shows ha wo k engagemen has a posi i e and signi ican in luence on employee pe o mance in he ene gy
sec o . A simila inding was also ound in esea ch by(DW Pu i, 2022) which shows ha wo k engagemen posi i ely media es
he ela ionship be ween leade ship and employee pe o mance. Fu he mo e, a s udy by Rahmawa i and Hidaya (2023) e ealed
ha he igo , dedica ion, and abso p ion aspec s o wo k engagemen di ec ly con ibu e o inc eased wo k e ec i eness and
he achie emen o o ganiza ional a ge s.Acco ding o(Bakke & Lei e , 2010)Wo k engagemen has b oad implica ions o
employee pe o mance and can e en suppo addi ional employee pe o mance. The ene gy and ocus inhe en in wo k
engagemen enable employees o b ing hei ull po en ial o hei wo k. This inhe en ene gy and ocus a e quali ies a he co e
o hei esponsibili ies. They ha e he capaci y and mo i a ion o concen a e exclusi ely on he ask a hand.
H1 :Wo k Engagemen has a posi i e and signi ican e ec on Employee Pe o mance
Acco ding o(Bakke & Deme ou i, 2012)P oac i e pe sonali y is a s uc u e ha cap u es beha io al endencies o iden i y and
change one's en i onmen . P oac i e pe sonali y is desc ibed as indi iduals who a e ac i e in hei wo k, especially in adap ing o
he en i onmen . The e o e, indi iduals wi h a p oac i e ype a e said o be mo e likely o be success ul in hei wo k in he u u e.
P oac i e people end o seize oppo uni ies, ake ini ia i e, ac boldly, and a e de e mined o c ea e alue-added change. (Wa i
& Su yani, 2021)A p oac i e pe sonali y is c ucial o main aining an o ganiza ion's compe i i e ad an age in oday's apidly
changing en i onmen . A p oac i e pe sonali y can p oduce a a ie y o bene icial ou comes, including imp o ed ask
pe o mance, inc eased c ea i i y, and p o essional success. (X. Yang & Chau, 2021)P oac i e indi iduals always seek
oppo uni ies, ake ini ia i e, and pe se e e un il goals a e achie ed. Some indi iduals end o ha e a posi i e a i ude, while
o he s a e mo e passi e and lack a s ong desi e o con ibu e o o ganiza ional change. This signi ican ly impac s employee
pe o mance. (Mus ika & Susan o, 2022).S udy by(Anwa & Feb ian i, 2021) shows ha p oac i e pe sonali y has a signi ican
in luence on he achie emen o wo k a ge s and he e ec i eness o ask comple ion. Fu he mo e, esea ch by(Wijaya &
Handayani, 2022) Resea ch in he oil and gas indus y shows ha employees wi h a p oac i e pe sonali y adap mo e quickly o
ope a ional changes and a e mo e e icien a wo k. O he esea ch by(Nug oho & Les a i, 2023) also emphasized ha p oac i e
pe sonali y inc eases an indi idual's pe cep ion o con ol o e wo k, which ul ima ely has a posi i e impac on wo k ou pu .
H2 :P oac i e Pe sonali y has a posi i e and signi ican in luence on Employee Pe o mance
RESEARCH METHODOLOGY
In his s udy, he popula ion was all employees o PT Kilang Pe amina In e nasional Re ine y Uni III Plaju, p oduc ion di ision
wi h pe manen employee s a us, o aling 440 employees.who ha e 1–10 yea s o se ice, along wi h hei di ec supe iso s.The
sample in his s udy was aken om he en i e popula ion.employees wi h pe manen employee s a usPT Kilang Pe amina
In e nasional Re ine y Uni III Plajup oduc ion depa men in 2025. The sample de e mina ion om he popula ion numbe is
based on calcula ions using he Slo in o mula so ha a sample o 210 employees is ob ained including he CDL Uni (C ude
Des ille & Ligh End) as many as 44 people, he PP Uni (Polyp oppylene) as many as 60 people, he UTL Uni (U ili ies) as many
as 46 people and he OM Uni (Oil Mo emen ) as many as 60 people. The analysis echnique in his s udy uses eg ession using
he SEM PLS applica ion h ough es ing he ou e model and inne model.
The In luence o Wo k Engagemen and P oac i e Pe sonali y on Employee Pe o mance a PT Kilang Pe amina
In e nasional Re ine y Uni III Plaju
JEFMS, Volume 08 Issue 11 No embe 2025 www.ije m.co.in Page 7474
RESULTS AND DISCUSSION
Ou e Model
1. Disc iminan Validi y Tes
a. Fo nell–La cke C i e ion
Table 1. Fo nell-Lacke C i e ion o Cogni i e Tes ing
Cons uc
Employee Pe o mance
Wo k Engagemen
P oac i e Pe sonali y
Employee pe o mance
0.877
Wo k Engagemen
0.615
0.900
P oac i e Pe sonali y
0.643
0.899
0.317
These esul s indica e ha each cons uc has a g ea e sha ed a iance wi h i s own indica o s compa ed o o he cons uc s. In
o he wo ds, each a iable in he esea ch model—Wo k Engagemen , P oac i e Pe sonali y, and Employee Pe o mance—has a
dis inc iden i y and does no o e lap empi ically. This inding aligns wi h he c i e ia p oposed by(Fo nell & La cke , 1981) which
s a es ha disc iminan alidi y is me when he √AVE o each cons uc is g ea e han he co ela ion be ween cons uc s.
b. He e o ai –Mono ai Ra io (HTMT)
Table 2.He e o ai -Mono ai Tes ing (HTMT)
Cons uc
Employee pe o mance
P oac i e Pe sonali y
Wo k Engagemen
Employee pe o mance
—
P oac i e Pe sonali y
0.656
—
Wo k Engagemen
0.627
0.322
—
All HTMT alues ob ained we e well below he h eshold o 0.90, which means ha he e is no excessi e ela ionship be ween
cons uc s in he model.
2. Reliabili yand A e age Va iance Ex ac ed (AVE)Tes ing
Table 3. Reliabili y and A e age Va iance Ex ac ed (AVE)Tes ing
C onbach's
alpha
Composi e
eliabili y ( ho_a)
Composi e
eliabili y ( ho_c)
A e age a iance
ex ac ed (AVE)
Employee pe o mance
0.979
0.979
0.980
0.769
P oac i e Pe sonali y
0.974
0.975
0.977
0.810
Wo k Engagemen
0.973
0.975
0.977
0.808
Based on able 4, i can be seen ha all cons uc s ha e C onbach's Alpha and Composi e eliabili y ( ho_a) alues > 0.7 and all
AVE alues > 0.5, so i can be said ha all cons uc s a e eliable.
Inne Model
1. R Squa e
Table 4. R Squa e Tes
R-squa e
R-squa e adjus ed
Pe o mance
0.602
0.598
Based on he analysis esul s, he R² alue o he Employee Pe o mance a iable (Y) was 0.602, meaning ha 60.2% o he
a ia ion in employee pe o mance can be explained by he combina ion o Wo k Engagemen and P oac i e Pe sonali y. The
emaining 39.8% is explained by o he ac o s ou side he model, such as he wo k en i onmen , leade ship, and he o ganiza ion's
pe o mance app aisal sys em. Acco ding o(Chin, 1998) in (Ghozali, 2021), an R² alue o 0.33–0.67 is ca ego ized as a s ong o
mode a e model. Thus, he s uc u al model in his s udy is ca ego ized as s ong, as bo h independen a iables a e able o
subs an ially explain employee pe o mance.
The In luence o Wo k Engagemen and P oac i e Pe sonali y on Employee Pe o mance a PT Kilang Pe amina
In e nasional Re ine y Uni III Plaju
JEFMS, Volume 08 Issue 11 No embe 2025 www.ije m.co.in Page 7475
2. F Squa e
Table 5. F Squa e Tes
Pe o mance
P oac i e Pe sonali y
Wo k Engagemen
Pe o mance
P oac i e Pe sonali y
0.561
Wo k Engagemen
0.473
The ² alue shows ha bo h a iables ha e a la ge in luence on employee pe o mance (> 0.35), meaning ha bo h wo k
engagemen and p oac i e pe sonali y ha e a subs an i e con ibu ion o imp o ing employee pe o mance.
3.P edic i e Rele ance (Q²)
Table 6. Tes ingP edic i e Rele ance (Q²)
SSO
SSE
Q² (=1-SSE/SSO)
Pe o mance
3150
1712.77
0.456
P oac i e Pe sonali y
2100
2100
Wo k Engagemen
2100
2100
Based on he calcula ion esul s, a Q² alue o 0.456 was ob ained, indica ing he model has good p edic i e capabili y. Since he
Q² alue is > 0, his indica es ha he combina ion o Wo k Engagemen and P oac i e Pe sonali y is able o p edic employee
pe o mance ele an ly.
4.Goodness o Fi (GoF) and Model Fi
Table 7. Goodness o Fi (GoF) and Model Fi Tes
Sa u a ed Model
Es ima ed Model
SRMR
0.037
0.037
d_ULS
0.859
0.859
d_G
0.963
0.963
Chi-Squa e
1015,226
1015,226
NFI
0.897
0.897
The esul s o he Goodness o Fi (GoF) calcula ion show a alue o 0.692, which is included in he la ge i ca ego y.(Ghozali,
2021).This indica es ha he o e all esea ch model has a high i be ween he measu emen model and he s uc u al model.
Fu he mo e, he S anda dized Roo Mean Squa e Residual (SRMR) alue o 0.037 also indica es a good i , as he SRMR alue is
<0.10 (Hensele e al., 2014). Thus, he esea ch model can be said o ha e a good le el o i and accu acy in explaining he
phenomena o ela ionships be ween a iables.
5. Hypo hesis Tes ing
Table 8. Hypo hesis Tes ing
T s a is ics (|O/STDEV|)
P alues
Wo k Engagemen →Pe o mance
0.241
0.809
P oac i e Pe sonali y →Pe o mance
10,772
0.000
The esul s o he analysis show:
This s udy ound ha Wo k Engagemen has a posi i e and signi ican in luence on Employee Pe o mance (p- alue = 0.000 < 0.05;
be a = 0.457; = 6.748). The highe he le el o wo k engagemen pe cei ed by employees, he highe hei pe o mance. This
inding is suppo ed by Social Exchange Theo y (SET), which explains ha a posi i e ecip ocal ela ionship be ween an
o ganiza ion and employees os e s a sense o esponsibili y and commi men , which esul s in g ea e ene gy, dedica ion, and
wo k abso p ion om employees. These esul s a e in line wi h esea ch by(Bakke & Deme ou i, 2018; Schau eli, 2021) which
s a es ha engaged employees end o ha e supe io pe o mance due o he posi i e psychological condi ions hey expe ience,
such as being mo e ene ge ic, ocused, and s ongly commi ed.
The In luence o Wo k Engagemen and P oac i e Pe sonali y on Employee Pe o mance a PT Kilang Pe amina
In e nasional Re ine y Uni III Plaju
JEFMS, Volume 08 Issue 11 No embe 2025 www.ije m.co.in Page 7476
P oac i e Pe sonali ywas ound o ha e a posi i e and signi ican e ec on Employee Pe o mance ($be a = 0.498$; = 7.650; p-
alue = 0.000 < 0.05). This indica es ha indi iduals wi h a p oac i e pe sonali y ha e a g ea e endency o ake ini ia i es, seek
solu ions, and adap o job demands and changes, he eby imp o ing hei wo k pe o mance. This inding suppo s Social
Exchange Theo y (SET), whe e employee p oac i e beha io is seen as a o m o ecip oci y o he suppo and us p o ided by
he o ganiza ion. The esul s o his s udy a e also consis en wi h he indings (CM Fulle & Ma le , 2022),which con i ms ha
p oac i e pe sonali y is a s ong p edic o o inno a i e wo k beha io and indi idual e ec i eness, especially in dynamic indus ial
en i onmen s such as he oil and gas sec o .
CONCLUSIONS, LIMITATIONS, AND SUGGESTIONS
Based on he analysis, i can be concluded ha wo k engagemen has a posi i e and signi ican e ec on employee pe o mance.
P oac i e pe sonali y has a posi i e and signi ican e ec on employee pe o mance. Wo k engagemen and p oac i e pe sonali y
a e able o explain 60.2% o he a ia ion in employee pe o mance, indica ing ha psychological and pe sonali y ac o s ha e a
signi ican con ibu ion o wo k pe o mance in he oil and gas indus y, which highly demands discipline, sa e y, and high
adap abili y.
Al hough i mee s he s anda ds o empi ical analysis, his s udy has se e al limi a ions ha need o be conside ed. Da a collec ion
was conduc ed o e a limi ed ime pe iod (c oss-sec ional), so i is no able o desc ibe changes in employee beha io
longi udinally. Fo u u e esea ch, a longi udinal o ime-lagged design is ecommended o mo e accu a ely cap u e he dynamics
o changes in engagemen and pe o mance.
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