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94
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Abb e ia ed Key Ti le: Is g J Econ Bus Manag
ISSN: 2584-0916 (Online)
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Volume – III Issue - VI (No embe -Decembe ) 2025
F equency: Bimon hly
The Role o Job Sa is ac ion in Media ing he In luence o T aining, Compensa ion and
Wo k En i onmen on Employee Pe o mance a PT Pe amina In eg a ed Te minal
Ampenan
Ve y A yan o1*, Pu namie Ti isa i2, Dewi P iha ini3
1, 2, 3 Facul y o Economics and Business, Uni e si y o Jembe , Indonesia
| Recei ed: 18.11.2025 | Accep ed: 23.11.2025 | Published: 24.11.2025
*Co esponding au ho : Ve y A yan o
Facul y o Economics and Business, Uni e si y o Jembe , Indonesia
Abs ac
This s udy aims o de e mine he in luence o job sa is ac ion in media ing he in luence o aining, compensa ion, and wo k
en i onmen on employee pe o mance a PT Pe amina In eg a ed Te minal Ampenan. This esea ch design uses a quan i a i e
app oach wi h an explana o y ype. The analysis ool in his s udy uses Pa ial Leas Squa e (PLS). This s udy uses a sa u a ed
sample, meaning ha esea che s use he en i e popula ion as a sample, namely 70 employees o PT Pe amina In eg a ed
Te minal Ampenan. In his s udy, di ec and indi ec e ec s a e analyzed because i in ol es independen , dependen , and
media ing a iables. The le el o signi icance o he ela ionship be ween a iables is de e mined om he esul s o he -s a is ic.
Based on he esul s o he analysis and discussion, he ollowing conclusions a e ob ained: 1) T aining has a signi ican e ec on
pe o mance; 2) Compensa ion has a signi ican e ec on pe o mance; 3) Wo k en i onmen does no ha e a signi ican e ec on
pe o mance; 4) T aining has a signi ican e ec on sa is ac ion; 5) Compensa ion has a signi ican e ec on sa is ac ion; 6) Wo k
en i onmen has a signi ican e ec on sa is ac ion; 7) Job sa is ac ion has a signi ican e ec on pe o mance; 8) Job sa is ac ion
is able o media e he e ec o aining on pe o mance; 9) Job sa is ac ion media es he e ec o compensa ion on pe o mance;
10) Job sa is ac ion media es he e ec o he wo k en i onmen on pe o mance.
Keywo ds: Job Sa is ac ion, Employee Pe o mance, Compensa ion, Wo k En i onmen , and T aining
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DOI: 10.5281/zenodo.17695385
95
INTRODUCTION
Business de elopmen s in he mode n e a, cha ac e ized by
echnological ad ancemen s, a e d i ing accele a ed g ow h in
a ious aspec s, including inc eased compe i ion and inno a ion
wi hin he co po a e en i onmen (Tahi e al., 2023). This
dynamic equi es e e y company o op imally manage i s human
esou ces o enhance i s po en ial as a s a egic s ep in ealizing he
o ganiza ion's ision and mission (Si o us e al., 2023).
Human esou ces a e a c ucial elemen in a company's success,
se ing as planne s, implemen e s, and con olle s in e e y
o ganiza ional ac i i y. Employee pe o mance is a key indica o
o assessing he ex en o which human esou ces a e able o ca y
ou hei esponsibili ies e ec i ely and e icien ly. Op imal
employee pe o mance signi ican ly con ibu es o a company's
success and sus ainabili y. (Kusuma e al., 2024) s a e ha
employees who ha e pe o mance Good No only inish wo k
acco ding o a ge , bu also p o ide impac posi i e o company in
a way comp ehensi e.
One s a egy ha can be implemen ed is h ough job aining.
T aining is a sys ema ic p ocess aimed a imp o ing employee
knowledge, skills, and a i udes so hey can pe o m hei asks
mo e e ec i ely and e icien ly (Se iawan e al., 2021) . Se e al
s udies ha e shown ha aining has a signi ican e ec on
imp o ing employee pe o mance (Se iawan e al., 2021).
Maha dika & Lu u lean (2020) , Ahmed, (2020) Yimam (2022)
Jamilah e al. (2024) . Howe e , he e a e also di e en esea ch
esul s s a ing ha aining has no signi ican e ec on pe o mance
(P amono & P ahiawan (2021), Wahyuni e al., (2025). The
ine ec i eness o aining in imp o ing employee pe o mance can
be caused by se e al ac o s, such as he misma ch o aining
ma e ials wi h job equi emen s, less in e es ing o non-in e ac i e
aining me hods, and minimal e alua ion and ollow-up a e
aining is conduc ed.
Compensa ion is a c ucial ac o in imp o ing pe o mance. Fai
and compe i i e compensa ion c ea es a sense o app ecia ion and
mo i a es employees o pe o m be e . Howe e , a misma ch
be ween wo kload and compensa ion ecei ed can lead o
dissa is ac ion and lead o dec eased pe o mance. Resea ch by
Handoko e al . (2021) and Oli ia e al . (2024) concluded ha
compensa ion has a posi i e e ec on employee pe o mance.
Howe e , di e ing esul s we e ound in esea ch by S iadmi um
e al . (2023) and Rinny e al . (2022) , which s a ed ha
compensa ion had no signi ican e ec on pe o mance.
The wo k en i onmen plays a c ucial ole in shaping employee
mo ale and p oduc i i y. A sa e, com o able, and suppo i e wo k
en i onmen os e s posi i e wo k a mosphe e, p e en ing job
dissa is ac ion and imp o ing employee pe o mance. Resea ch by
Handoko e al . (2021) and Oli ia e al . (2024) indica es ha he
wo k en i onmen in luences pe o mance, while o he s udies by
S iadmi um e al . (2023) and Wahyuni e al . (2025) indica e ha
he wo k en i onmen does no signi ican ly in luence employee
pe o mance.
Al hough aining, compensa ion, and he wo k en i onmen ha e
been shown o in luence employee pe o mance, his in luence is
no always di ec . In many cases, job sa is ac ion plays a c ucial
ole as a media ing a iable ha b idges he ela ionship be ween
hese ac o s and pe o mance. Job sa is ac ion e lec s employees'
posi i e eelings abou hei jobs, which a ise when hei
expec a ions align wi h he eali y o he wo k hey ace
(Sinambela, 2019:478). Sa is ied employees end o demons a e
loyal y, high wo k mo ale, and commi men o making hei bes
con ibu ion o he o ganiza ion. Oli ia e al. (2024) added ha job
sa is ac ion can inc ease i he compensa ion ecei ed is aluable,
p o ided ai ly, and anspa en ly. Fu he mo e, he quali y o he
wo k en i onmen also in luences sa is ac ion le els; a conduci e,
sa e, and com o able wo k a mosphe e will encou age eelings o
happiness in he wo kplace.
P e ious esea ch by Rejeki & Widigdo (2021) and Rinaldi &
Riyan o (2021) ound ha job sa is ac ion signi ican ly in luences
employee pe o mance. Howe e , Sugia i e al .'s (2021) s udy
ound con lic ing esul s , showing ha job sa is ac ion had no
e ec on employee pe o mance. This indica es a esea ch gap,
which se es as an impo an basis o u he s udy.
Se e al s udies also show ha job sa is ac ion can ac as a
media o . Employees who ecei e aining, adequa e
compensa ion, and a suppo i e wo k en i onmen will expe ience
highe job sa is ac ion, ul ima ely imp o ing pe o mance. S udies
suppo ing his model include Rejeki & Widigdo (2021) , Se iawan
e al . (2021) , and Sugia i e al . (2021). Jamilah e al . (2024) .
Howe e , di e en esul s we e ound in he esea ch o Wahyuni
e al ., (2025) ha he wo k en i onmen and aining did no ha e
a signi ican e ec on pe o mance h ough job sa is ac ion.
Based on se e al p e ious s udies ha ha e been e iewed
p e iously, i shows ha he esea ch objec s used a e s ill di e se
in a ious ields, bu he e has no been much esea ch ound ha
speci ically add esses opics ela ed o human esou ce
managemen , especially in he con ex o s a e-owned companies
such as PT Pe amina. In ca ying ou i s ope a ional ac i i ies, PT
Pe amina In eg a ed Te minal Ampenan s i es o comply wi h
applicable laws and egula ions and imp o e pe o mance h ough
a ious ce i ica ions and awa ds ob ained. The ce i ica ions and
awa ds held by PT Pe amina Ampenan include:
Table 1Ce i ica ion and Awa d Da a o PT Pe amina In eg a ed
Te minal Ampenan
No.
Awa d
1
ISO 45001 Ce i ica ion Pe iod 2022-2025
2
ISO 9001 and 14001 ce i ica ion
3
G een P ope 2021-2024
4
B onze Winne o he Public Rela ions Indonesia Awa d in
he “Communi y Based De elopmen ”ca ego y in 2024
5
The P omising Indonesia G een Awa d (IGA) ca ego y
"De eloping Biodi e si y
6
Gold Minne BUMN T ack TJSL & CSR Awa d 2024 “4
S a Social Pilla s” 2024”
7
Pla inum Winne En i onmen al and Social Inno a ion
Awa d (ENSIA) 2024 in he Ene gy E iciency Ca ego y
8
Sil e Winne o he 2024 Indonesia DEI & ESG Awa d in
he ESG Ca ego y, Social Sub-Ca ego y: Communi y
Rela ions in 2024
Sou ce: PT Pe amina In eg a ed Te minal Ampenan (2025)
T aining held show ha company has p o ide a ious de elopmen
p og ams o employee as o m in es men o imp o emen quali y
sou ce Powe Human esou ces. The a ailabili y o ongoing
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aining p og ams e lec s he company's commi men o c ea ing a
wo k en i onmen ha suppo s employee lea ning and g ow h.
Wi h s uc u ed aining, employees a e expec ed o be able o ace
wo k challenges mo e p o essionally and con ibu e op imally o
achie ing o ganiza ional goals. This aining includes:
Table 2T aining Da a Employee
No
T aining Name
Da e Implemen a ion
1
HSSE Wo ke Technical Guidance
a he Ja imbalinus Wo ksi e
Janua y 24, 2024
2
Consolida ion ICT Se ices
Feb ua y 5, 2024
3
P ocessing B3 was e
Feb ua y 29, 2024
4
Cu en Oil Co po a e
Ma ch 6, 2024
5
Au ho ized Gas De ec o T aining
Ap il 23, 2024
6
Elec ical Equipmen in Haza dous
A eas (OPITO)
May 2, 2024
7
PPC Fuel and Lub ican s
May 15, 2024
8
T aining ILO applica ion
May 21, 2024
9
Flow Measu emen
June 20, 2024
10
Flange Managemen
June 21, 2024
11
P oduc Knowledge and Handling
P oduc No Sui able
June 24, 2024
12
IHT and Loading Mas e
Ce i ica ion
Augus 6, 2024
Sou ce: PT Pe amina In eg a ed Te minal Ampenan (2025)
The phenomenon o employee ans e s a PT Pe amina In eg a ed
Te minal Ampenan equen ly aises complain s om union
membe s, pa icula ly ega ding he sudden and un o eseen na u e
o he ans e s. Fu he mo e, he e a e also complain s abou
compensa ion, which can impac employee job sa is ac ion.
Sudden ans e s also impac pe sonal and amily li e and cause
s ess due o he demands o adap ing o a new wo k en i onmen .
This condi ion is closely ela ed o job sa is ac ion. I ans e s a e
no managed p ope ly, employee job sa is ac ion ends o decline
and impac pe o mance. Meanwhile, ans e s ha a e
implemen ed ai ly and wi h a en ion o employee wel a e can
ac ually p o ide a means o ca ee de elopmen while inc easing
job sa is ac ion and encou aging op imal pe o mance.
As a majo ene gy company, PT Pe amina In eg a ed Te minal
Ampenan has a ai ly complex wo k en i onmen . The company's
physical wo k en i onmen la gely mee s sa e y and com o
s anda ds, including adequa e wo k acili ies, adequa e ligh ing,
and e gonomic layou . Howe e , some ope a ional a eas s ill ace
challenges, such as empe a u e, humidi y, and noise om
ope a ional equipmen .
Based on he esea ch esul s desc ibed p e iously, se e al
esea ch gaps can be iden i ied, including inconsis encies in
esea ch esul s and di e ences in he loca ions o he objec s
s udied. The e o e, u he esea ch is needed o mo e speci ically
cap u e he phenomena occu ing, pa icula ly among employees
wi hin PT Pe amina In eg a ed Te minal Ampenan.
LITERATURE REVIEW
T aining
T aining is an impo an unc ion o an o ganiza ion o ob ain
skilled and knowledgeable employees o be e pe o mance (
Ahmed, 2020) . T aining will p o ide oppo uni ies o employees
o gain be e posi ions wi hin he o ganiza ion and achie e a be e
ca ee li e. T aining is a sys ema ic and planned p ocess o imp o e
employee knowledge, skills, and a i udes so ha hey a e able o
ca y ou asks e ec i ely and e icien ly acco ding o
o ganiza ional needs (Wijaya, 2023). In he mode n business
con ex , aining is an impo an in es men o companies because
i can inc ease p oduc i i y, educe wo k e o s, and encou age
inno a ion and o ganiza ional compe i i eness.
Compensa ion
Compensa ion is a o m o ewa d o app ecia ion gi en o
someone o he implemen a ion and comple ion o asks assigned
o hem, o o mee ing p ede e mined s anda ds o a ge s (
Aswa uddin, 2023) . Compensa ion is an awa d o ewa d gi en o
employees o wo k ha has been comple ed, which aims o
mo i a e hem o imp o e hei pe o mance op imally (Nug aha e
al., 2021). Compensa ion includes no only sala y o wages, bu
also bonuses, allowances, acili ies, and o ms o non- inancial
ewa ds ha can inc ease employee mo i a ion and job
sa is ac ion.
Wo k en i onmen
The wo k en i onmen is all he acili ies and physical condi ions
su ounding employees when ca ying ou hei du ies, which can
a ec he wo k implemen a ion p ocess ( Muhammad Bas i e al .,
2024) . The wo k en i onmen is all physical, psychological, and
wo k ules aspec s ha play a ole in in luencing he le el o job
sa is ac ion and employee p oduc i i y achie emen (Alpin e al.,
2023). The wo k en i onmen includes physical aspec s such as
buildings, acili ies, ligh ing, en ila ion, cleanliness, and adequa e
wo k ools, and non-physical aspec s such as ela ionships be ween
employees, o ganiza ional cul u e, sense o secu i y, and social
suppo in he wo kplace.
Job sa is ac ion
Job sa is ac ion is an indi idual's pe cep ion o assessmen o he
ex en o which hey eel happy and com o able in ca ying ou
hei wo k ( Djuli e al ., 2023) . This condi ion e lec s a pe son's
le el o sa is ac ion wi h a ious aspec s o he job such as asks,
wo k en i onmen , compensa ion, and ela ionships wi h
cowo ke s. Job sa is ac ion plays a signi ican ole in in luencing
employee mo i a ion, pe o mance, and he le el o employee
sus ainabili y wi hin an o ganiza ion, as sa is ied employees end o
be mo e p oduc i e and loyal o he company (A iany & e all,
2023). Thus, inc easing job sa is ac ion is a c ucial s a egy o
o ganiza ions o achie e op imal pe o mance and e ain quali y
human esou ces.
Employee pe o mance
Employee pe o mance is he le el o achie emen o
esponsibili ies and asks assigned o employees, measu ed by he
quan i y and quali y o wo k esul s wi hin a speci ic ime ame (
A iany & e al ., 2023) . This pe o mance e lec s he wo k
esul s achie ed by an employee in ca ying ou asks acco ding o
s anda ds se by he o ganiza ion (Ma dian i, 2021).
Resea ch Hypo hesis De elopmen
T aining is an ac i i y designed o imp o e unde s anding and
echnical skills o suppo imp o ed employee pe o mance.
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Acco ding o p e ious esea ch by Se iawan e al . (2021),
Maha dika & Lu u lean (2020) , Ahmed, (2020) Yimam (2022)
Jamilah e al . (2024) showed ha aining in luences employee
pe o mance. Based on p e ious heo y and esea ch, he ollowing
hypo hesis is p oposed:
H1: T aining has a signi ican e ec on employee pe o mance.
Compensa ion is an awa d o ewa d gi en o employees o wo k
comple ed, aimed a mo i a ing hem o op imally imp o e hei
pe o mance (Nug aha e al., 2021). P e ious esea ch by Handoko
e al . (2021) and Oli ia e al . (2024) shows ha compensa ion
in luences employee pe o mance. Based on p e ious heo y and
esea ch, he ollowing hypo hesis is p esen ed:
H2: Compensa ion has a signi ican e ec on employee
pe o mance.
Acco ding o Bas i e al ., (2024) , he wo k en i onmen is all he
acili ies and physical condi ions su ounding employees while
ca ying ou hei du ies, which can in luence he wo k p ocess.
The wo k en i onmen is all physical, psychological, and wo k
ules aspec s ha play a ole in in luencing he le el o job
sa is ac ion and employee p oduc i i y (Alpin e al., 2023).
Acco ding o p e ious esea ch by Handoko e al ., (2021) , Oli ia
e al . (2024) showed ha he wo k en i onmen in luences
employee pe o mance. Based on p e ious heo ies and esea ch,
he ollowing hypo hesis is gi en:
H3: Wo k En i onmen has a signi ican in luence on Employee
Pe o mance
T aining is a c ucial ac o in human esou ce de elopmen , no
only imp o ing skills and compe encies bu also po en ially
in luencing employee job sa is ac ion. P e ious esea ch by
Se iawan e al . (2021) and Jamilah e al . (2024) showed ha
aining in luences job sa is ac ion. Based on p e ious heo y,
esea ch, and hese assump ions, he ollowing hypo hesis is
p oposed:
H4: T aining has a signi ican e ec on employee job sa is ac ion.
Compensa ion is a o m o ewa d gi en by an o ganiza ion o
employees in e u n o hei con ibu ions and pe o mance.
P e ious esea ch by Oli ia e al . (2024) showed ha
compensa ion in luences job sa is ac ion. Based on p e ious
heo y, esea ch, and hese assump ions, he ollowing hypo hesis
is p oposed:
H5: Compensa ion has a signi ican e ec on Employee
Pe o mance
The wo k en i onmen is he o e all condi ions in he wo kplace,
encompassing bo h physical and non-physical aspec s ha can
impac employee com o and p oduc i i y. P e ious esea ch by
Handoko e al . (2021) showed ha compensa ion in luences job
sa is ac ion. Based on p e ious heo y, esea ch, and hese
assump ions, he ollowing hypo hesis is p oposed:
H6: Wo k En i onmen has a signi ican in luence on Employee
Pe o mance
Job sa is ac ion is a posi i e emo ional s a e esul ing om an
indi idual's assessmen o hei wo k. P e ious esea ch by
Handoko e al . (2021), Se iawan e al . (2021), Jamilah e al .
(2024), Oli ia e al . (2024), and Wahyuni e al . (2025) shows ha
compensa ion in luences job sa is ac ion. Based on p e ious heo y
and esea ch, he ollowing hypo hesis is p esen ed:
H7: Job Sa is ac ion has a signi ican e ec on Employee
Pe o mance
T aining is a s uc u ed p ocess aimed a imp o ing employee
knowledge, skills, and a i udes so hey can wo k mo e e ec i ely
acco ding o o ganiza ional needs. Acco ding o p e ious esea ch
by Se iawan e al . (2021), Jamilah e al . (2024) ound ha aining
media es he e ec o aining on employee pe o mance. Based on
p e ious heo y and esea ch, he ollowing hypo hesis is
p esen ed:
H8: Job Sa is ac ion signi ican ly media es he e ec o T aining
on Employee Pe o mance
Compensa ion is a c ucial elemen in human esou ce managemen ,
e lec ing he company's app ecia ion o employee con ibu ions.
Acco ding o p e ious esea ch by Oli ia e al . (2024), Handoko e
al ., (2021) showed ha job sa is ac ion media es he e ec o
compensa ion on employee pe o mance. Based on p e ious heo y
and esea ch, he ollowing hypo hesis is p oposed:
H9: Job Sa is ac ion signi ican ly media es he e ec o
Compensa ion on Employee Pe o mance
The wo k en i onmen is a c ucial elemen in luencing employee
com o , en husiasm, and p oduc i i y. P e ious esea ch by
Handoko e al . (2021) showed ha he wo k en i onmen media es
he e ec o compensa ion on employee pe o mance. Based on
p e ious heo y and esea ch, he ollowing hypo hesis is
p esen ed:
H10: Job Sa is ac ion signi ican ly media es he in luence o Wo k
En i onmen on Employee Pe o mance
Figu e 1. Concep ual F amewo k o he Resea ch
METHODOLOGY
The esea ch design in his s udy uses a quan i a i e app oach wi h
an explana o y ype . esea ch ) o explain he causal ela ionship
and in e ela ionship o esea ch a iables which include he
in luence o aining, compensa ion, and wo k en i onmen on
employee pe o mance h ough employee job sa is ac ion a PT
Pe amina In eg a ed Te minal Ampenan . The analysis ool in his
s udy uses Pa ial Leas Squa e (PLS) use know in luence
aining, compensa ion, and wo k en i onmen o pe o mance
wi h job sa is ac ion as a media ing a iable.
The popula ion in his s udy was all 70 employees o PT Pe amina
In eg a ed Te minal Ampenan . The ollowing is he dis ibu ion o
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DOI: 10.5281/zenodo.17695385
98
he employee popula ion a PT Pe amina In eg a ed Te minal
Ampenan by posi ion:
Table 3. Employee Da a o PT Pe amina In eg a ed Te minal
Ampenan
No
Posi ion
Amoun
1
Manage ial
1
2
Supe iso
12
3
Technical ope a o
15
4
Adminis a ion
10
5
Secu i y
14
6
Cleaning Se ice
8
7
D i e
8
8
Heal h
2
To al Employees
70
This esea ch uses sa u a ed sample, meaning he esea che used
he en i e popula ion as a sample, namely 70 employees o PT
Pe amina In eg a ed Te minal Ampenan .
Based on i s na u e, da a is di ided in o wo ypes: quali a i e and
quan i a i e. This s udy uses quali a i e da a ha is con e ed in o
quan i a i e da a. S a emen s in he ques ionnai e a e con e ed
in o numbe s using a Like scale. This scale is used o assess he
a i udes, opinions, and pe cep ions o indi iduals o g oups
owa ds a pa icula phenomenon (Sugiyono, 2019:93). The da a
sou ce in his s udy is p ima y da a, wi h da a ob ained di ec ly by
he esea che om he esul s o di ec answe s om esponden s.
Wi h a se ies o ques ionnai es using Google Fo ms, his ool will
help in e ms o ime and budge e iciency.
Pa ial Leas Squa e (PLS) da a analysis, known as he second
gene a ion o mul i a ia e analysis (Ghozali & La an, 2014).
S uc u al model e alua ion was conduc ed by analyzing he pa h
pa ame e coe icien alues ha desc ibe he ela ionship be ween
la en a iables. The pu pose o his e alua ion was o unde s and
he ela ionship be ween la en a iables ha had been designed in
he s udy. S uc u al model es ing was conduc ed using he
boo s apping echnique in Sma PLS o es he signi icance
be ween cons uc s. The hypo hesis was conside ed accep ed i he
p- alue was less han 0.05, co esponding o a signi icance le el
(alpha) o 5%. In his s udy, di ec and indi ec e ec s we e
analyzed because i in ol ed independen , dependen , and
media ing a iables. The le el o signi icance o he ela ionship
be ween a iables was de e mined om he -s a is ic esul s. I he
-s a is ic alue > 1.967 ( e e ing o he - able alue wi h a
signi icance le el o 5%), hen he ela ionship was decla ed
signi ican . Fu he mo e, i he p- alue o each a iable was less
han 0.05, hen H0 was ejec ed, indica ing a signi ican e ec .
RESULTS AND DISCUSSION
O e iew o Resea ch Objec
The objec o his esea ch is PT Pe amina In eg a ed Te minal
Ampenan , which is one o he ope a ing uni s o Subholding
Comme cial & T ading o PT Pe amina (Pe se o). PT Pe amina
In eg a ed Te minal Ampenan is loca ed a Jalan Yos Suda so No.
1, Ampenan, Ma a am Ci y, Wes Nusa Tengga a P o ince. As
pa o he S a e-Owned En e p ise (BUMN) in he ene gy sec o ,
Pe amina In eg a ed Te minal Ampenan has a s a egic ole in
ensu ing he smoo h dis ibu ion and s o age o uel oil (BBM) and
o he ene gy p oduc s in he eas e n pa o Indonesia, especially in
Wes Nusa Tengga a P o ince.
Based on his backg ound, his s udy was conduc ed o analyze he
in luence o aining, compensa ion, and wo k en i onmen on
employee pe o mance, wi h job sa is ac ion as a media ing
a iable. The s udy was conduc ed o one week, om Sep embe
22 o Sep embe 26, 2025, in ol ing he en i e employee
popula ion o 70 as esponden s using a sa u a ed sampling
me hod. Da a collec ion was conduc ed using an online
ques ionnai e (Google Fo m) dis ibu ed o all employees o PT
Pe amina In eg a ed Te minal Ampenan.
Da a Analysis Resul s
The model e alua ion p ocess in PLS is ca ied ou h ough wo
main s ages, namely ou e model es ing and inne model es ing.
a. Ou e Model E alua ion o Measu emen Model
1. Con e gen Validi y
Con e gen alidi y es done wi h see ou e model alue o
loading ac o . A indica o a iables conside ed own good
con e gen alidi y I ou e loading alue is g ea e om 0.70. The
esul s a e as ollows:
Table 4. Con e gen Validi y Tes Resul s
Va iables
Indica o
Ou e
Loading
In o ma ion
T aining
X1.1
0.828
Valid
X1.2
0.869
Valid
X1.3
0.824
Valid
X1.4
0.739
Valid
X1.5
0.801
Valid
X1.6
0.726
Valid
Compensa ion
X2.1
0.838
Valid
X2.2
0.872
Valid
X2.3
0.901
Valid
X2.4
0.891
Valid
X2.5
0.836
Valid
En i onmen Wo k
X3.1
0.880
Valid
X3.2
0.844
Valid
X3.3
0.841
Valid
X3.4
0.746
Valid
Sa is ac ion Wo k
Z.1
0.922
Valid
Z.2
0.869
Valid
Z.3
0.885
Valid
Employee
pe o mance
Y.1
0.899
Valid
Y.2
0.878
Valid
Y.3
0.922
Valid
Copy igh © ISRG Publishe s. All igh s Rese ed.
DOI: 10.5281/zenodo.17695385
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Y.4
0.898
Valid
Based on Table 4, all indica o s o each a iable ha e a loading
ac o abo e 0.7, indica ing alidi y. Fu he mo e, con e gen
alidi y can also be seen in he AVE alue, which is equi ed o be
abo e 0.5.
Table 5 A e age Va iance Ex ac ed (AVE) Value
Va iables
AVE
In o ma ion
Sa is ac ion Wo k
0.796
Valid
Employee pe o mance
0.809
Valid
Compensa ion
0.754
Valid
En i onmen Wo k
0.687
Valid
2. Disc iminan Validi y
Disc iminan alidi y is used o ensu e ha esponden s a e able o
dis inguish one la en a iable om ano he . The esul s a e as
ollows:
Table 6. Fo nell-La cke C i e ion Values
KK
Kin
Com
LK
P
KK
0.892
Kin
0.885
0.899
Com
0.746
0.782
0.868
LK
0.691
0.747
0.597
0.829
P
0.705
0.824
0.574
0.664
0.799
Based on he da a in he able abo e, he Fo nell-La cke C i e ion
alue o each a iable is highe han he alue o he o he
a iables. In addi ion, disc iminan alidi y is also measu ed
h ough ma k C oss Loading, namely:
Table 7. C oss Loading Resul s
KK
Kin
Com
LK
P
X1.1
0.605
0.724
0.477
0.519
0.828
X1.2
0.561
0.651
0.359
0.601
0.869
X1.3
0.650
0.705
0.494
0.595
0.824
X1.4
0.484
0.583
0.439
0.475
0.739
X1.5
0.563
0.665
0.471
0.520
0.801
X1.6
0.495
0.608
0.512
0.461
0.726
X2.1
0.670
0.637
0.838
0.508
0.486
X2.2
0.612
0.669
0.872
0.514
0.497
X2.3
0.640
0.668
0.901
0.493
0.498
X2.4
0.697
0.728
0.891
0.564
0.510
X2.5
0.615
0.687
0.836
0.507
0.498
X3.1
0.603
0.658
0.528
0.880
0.567
X3.2
0.625
0.617
0.442
0.844
0.537
X3.3
0.575
0.675
0.567
0.841
0.573
X3.4
0.476
0.513
0.437
0.746
0.528
Y.1
0.798
0.899
0.709
0.627
0.788
Y.2
0.768
0.878
0.702
0.681
0.703
Y.3
0.828
0.922
0.669
0.714
0.743
Y.4
0.788
0.898
0.733
0.665
0.729
Z.1
0.922
0.798
0.694
0.591
0.642
Z.2
0.869
0.762
0.688
0.605
0.557
Z.3
0.885
0.808
0.617
0.653
0.685
Based on he able, all i ems a e p o en alid and can be used o
measu e he a iables s udied. This alidi y is demons a ed by he
c oss-loading alue o each i em, which is highe han he alue
o he o he i ems in he o he a iables.
3. Reliabili y Tes
Composi e Reliabili y used o es o wha ex en he whole
indica o in e e y a iable has ul il s anda d eliabili y. A a iable
i is said eliable i ma k Composi e Reliabili y mo e om 0.70.
Table 8. Composi e Reliabili y
Composi e Reliabili y
In o ma ion
T aining
0.914
Reliable
Compensa ion
0.939
Reliable
En i onmen Wo k
0.898
Reliable
Employee pe o mance
0.944
Reliable
Sa is ac ion Wo k
0.921
Reliable
Based on he da a in Table 8, he alue o each a iable has a
Composi e Reliabili y alue > 0.70, which indica es ha he i e
a iables a e said o be eliable.
4. C onbach's Alpha
Tes ing eliabili y h ough Composi e Reliabili y alue can
s eng hened wi h looking a C onbach's Alpha. A cons uc
conside ed own good eliabili y i C onbach's Alpha alue exceeds
0.6.
Table 9. C onbach's Alpha alue
C onbach's Alpha
In o ma ion
T aining
0.886
Reliable
Compensa ion
0.918
Reliable
En i onmen Wo k
0.848
Reliable
Employee pe o mance
0.921
Reliable
Copy igh © ISRG Publishe s. All igh s Rese ed.
DOI: 10.5281/zenodo.17695385
100
Sa is ac ion Wo k
0.872
Reliable
Based on he da a in Table 9, all a iables own C onbach's Alpha
alue is highe big om 0.60, esea ch This has ul il c i e ia
eliable.
a. Inne Model E alua ion
E alua ion o his model done use Coe icien o De e mina ion
(R2), P edic i e Rele ance (Q2), Goodness o Fi , and Hypo hesis
Tes ing (Di ec E ec and Indi ec E ec ), as ollows This is SEM-
PLS model scheme ob ained:
Figu e 2. Inne Model E alua ion
1. Coe icien o De e mina ion (R2)
The Coe icien o De e mina ion is used o de e mine he ex en o
which endogenous a iables a e in luenced by exogenous
a iables. Based on he esul s o da a analysis, he Coe icien o
De e mina ion (R²) alue is ob ained as shown in he ollowing
able.
Table 10. Coe icien o De e mina ion (R2) Value
Va iables
R Squa e
In o ma ion
Sa is ac ion Wo k
0.697
S ong
Employee pe o mance
0.892
S ong
Based on able 10 is known ha ma k R squa e has a alue o ≥
0.67, so ha a iables exogenous in luen ial subs an ial agains
each endogenous a iable o 0.697 (69.7%) agains a iables
Sa is ac ion Wo k (Z) and amoun ed o 0.892 (89.2%) agains
a iables pe o mance employee (Y).
2. P edic i e Rele ance (Q2)
The P edic i e Rele ance (Q²) es wo ks o e alua e model
capabili ies in p oduce ma k accu a e obse a ion. Calcula ion Q-
Squa e alue is pe o med using he S one-Geisse Q Squa e Tes
as explained by Ghozali (2014).
Q Squa e = 1-[(1-R21) x (1-R22)
= 1- [(1-0.697) x (1-0.892) = 0.967
Based on he calcula ion esul s abo e, he Q- Squa e alue
ob ained is 0.967 o 96.7%. This indica es he magni ude o he
in luence o he independen a iables in he model is 96.7% while
he emaining 0.03% is explained by o he ac o s ou side he
esea ch. Thus, om hese esul s, his esea ch model can be
s a ed o ha e good P edic i e Rele ance.
3. Goodness o Fi (GoF)
The calcula ion o he Goodness o Fi Index is ob ained om he
calcula ion o he a e age Communali y mul iplied by he a e age
R 2 namely:
Table 11. Calcula ion Resul s Goodness o Fi (GoF)
Communali y
R 2
Sa is ac ion Wo k
0.522
0.697
Employee
pe o mance
0.685
0.892
A e age
0.603
0.794
√
√
√ = 0.691
Based on esul s calcula ion, i is known ha ma k Goodness o Fi
(GoF) mo e big o 0.36, which includes in ca ego y high. This
indica es ha bo h he measu emen model and he s uc u al
model in his s udy ha e me he model easibili y c i e ia (Fi ).
Hypo hesis Tes ing
a. Di ec In luence Tes ing
Table 12. Tes Resul s Di ec
Pa h Coe icien
H
-s a
p- alue
In o ma ion
T aining ->
Employee
Pe o mance
H1
4,324
0,000
In luen ial
Signi ican
Compensa ion ->
Employee
Pe o mance
H2
3,463
0.001
In luen ial
Signi ican
En i onmen Wo k -
> Employee
Pe o mance
H3
1,411
0.159
No e ec
Signi ican
T aining ->
Sa is ac ion Wo k
H4
3,222
0.001
In luen ial
Signi ican
Compensa ion
-> Sa is ac ion Wo k
H5
5,612
0,000
In luen ial
Signi ican
En i onmen Wo k -
> Sa is ac ion Wo k
H6
2,172
0.030
In luen ial
Signi ican
Sa is ac ion Wo k ->
Employee
Pe o mance
H7
5,559
0,000
In luen ial
Signi ican
Based on he esul s o he di ec in luence es able be ween
a iables, i is explained as ollows:
1. The e ec o aining on employee pe o mance has a p-
alue o 0.000 and a -s a is ic o 4.324. This means ha
aining has a signi ican e ec on employee pe o mance,
so H1 is accep ed.
Copy igh © ISRG Publishe s. All igh s Rese ed.
DOI: 10.5281/zenodo.17695385
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2. The e ec o compensa ion on employee pe o mance has
a p- alue o 0.001 and a -s a is ic o 3.463. This means
ha compensa ion has a signi ican e ec on pe o mance,
so H2 is accep ed.
3. The in luence o he wo k en i onmen on employee
pe o mance has a p- alue o 0.159 and a -s a is ic o
1.411. This means ha compensa ion does no ha e a
signi ican e ec on employee pe o mance, so H3 is
ejec ed.
4. The e ec o aining on job sa is ac ion has a p- alue o
0.001 and a -s a is ic o 3.222. This means ha aining
has a signi ican e ec on job sa is ac ion, so H4 is
accep ed.
5. The e ec o compensa ion on job sa is ac ion has a p-
alue o 0.000 and a -s a is ic o 5.612. This means ha
compensa ion has a signi ican e ec on job sa is ac ion,
so H5 is accep ed.
6. The in luence o he wo k en i onmen on job sa is ac ion
has a p- alue o 0.030 and a -s a is ic o 2.172. This
means ha he wo k en i onmen has a signi ican
in luence on job sa is ac ion, so H6 is accep ed.
7. The e ec o Job Sa is ac ion on Employee Pe o mance
has a p- alue o 0.000 and a -s a is ic o 5.559. This
means ha he Wo k En i onmen has a signi ican e ec
on Job Sa is ac ion, so H7 is accep ed.
b. Indi ec In luence
Tes ing o indi ec e ec s can be seen om he indi ec e ec
boo s apping echnique. The esul s o he indi ec e ec s can be
seen in he ollowing able:
Table 13. Indi ec Tes Resul s
Pa h Coe icien
H
-s a
p-
alue
In o ma ion
T aining -> Job
Sa is ac ion ->
Employee
Pe o mance
H8
2,787
0.006
In luen ial
Signi ican
Compensa ion ->
Job Sa is ac ion ->
Employee
Pe o mance
H9
3,705
0,000
In luen ial
Signi ican
Wo k En i onmen -
> Job Sa is ac ion ->
Employee
Pe o mance
H10
2,079
0.038
In luen ial
Signi ican
Based on he esul s o he di ec in luence es able be ween
a iables, i is explained as ollows:
1. The In luence o T aining on Employee Pe o mance
h ough Job Sa is ac ion, ha Job Sa is ac ion has an
in luence in media ing T aining on Employee
Pe o mance, so ha H8 is accep ed.
2. The In luence o Compensa ion on Pe o mance h ough
Job Sa is ac ion, ha Job Sa is ac ion has an in luence in
media ing Compensa ion on Pe o mance, so ha H9 is
accep ed.
3. The In luence o Wo k En i onmen on Employee
Pe o mance h ough Job Sa is ac ion, ha Job
Sa is ac ion has an in luence in media ing he Wo k
En i onmen on Employee Pe o mance, so ha H10 is
accep ed.
Discussion o Resea ch Resul s
1. The In luence o T aining on Employee Pe o mance
Based on he esul s o esea ch on he e ec o aining on
employee pe o mance, i is known ha aining has a posi i e and
signi ican impac on employee pe o mance. This indica es ha
he be e he implemen a ion o he aining p og am a PT
Pe amina In eg a ed Te minal Ampenan, he highe he le el o
pe o mance p oduced by employees. This inding is in line wi h
esea ch conduc ed by Se iawan e al. (2021), Maha dika &
Lu u lean (2020), Ahmed (2020), Yimam (2022), and Jamilah e
al. (2024) which s a es ha aining plays a c ucial ole in
imp o ing employee skills, knowledge, and wo k a i udes owa ds
inc easing p oduc i i y and indi idual pe o mance.
O e all, he esul s o his s udy ein o ce he iew ha aining is a
undamen al ac o in imp o ing employee pe o mance.
Comp ehensi ely designed aining ailo ed o a company's
ope a ional needs no only imp o es indi idual skills bu also
s eng hens employee loyal y and commi men o he o ganiza ion.
The e o e, e ec i e aining is a c ucial s a egy o PT Pe amina
In eg a ed Te minal Ampenan in achie ing compe i i e ad an age
and sus ainable company pe o mance.
2. The E ec o Compensa ion on Employee
Pe o mance
Based on esea ch indings on he e ec o compensa ion on
employee pe o mance, i is known ha compensa ion signi ican ly
impac s employee pe o mance a PT Pe amina In eg a ed
Te minal Ampenan. This indica es ha he be e he compensa ion
sys em implemen ed by he company, he highe he le el o
employee pe o mance. These esul s a e consis en wi h esea ch
conduc ed by Handoko e al. (2021) and Oli ia e al. (2024), which
s a es ha compensa ion is a c ucial ac o in mo i a ing
employees o wo k op imally, inc easing p oduc i i y, and
s eng hening loyal y o he o ganiza ion.
O e all, he esul s o his s udy ein o ce he iew ha
compensa ion is a s a egic ins umen o imp o ing employee
pe o mance. Fai , anspa en , and pe o mance-based
compensa ion is no only a ewa d ool bu also a o m o
ecogni ion o employees' con ibu ions o he company.
The e o e, implemen ing an e ec i e compensa ion sys em can
os e a compe i i e, p oduc i e, and ha monious wo k
en i onmen , ul ima ely con ibu ing o imp o ed o e all
o ganiza ional pe o mance.
3. The In luence o he Wo k En i onmen on Employee
Pe o mance
Based on he esea ch esul s, i was ound ha he wo k
en i onmen did no signi ican ly in luence employee pe o mance
a PT Pe amina In eg a ed Te minal Ampenan. The e o e, he
hi d hypo hesis (H3), which s a es ha he wo k en i onmen
signi ican ly in luences employee pe o mance, was ejec ed. This
inding di e s om se e al p e ious s udies, such as Yamin
(2021), A i in and Nug oho (2022), and Fauziah e al. (2023),
which ound ha a conduci e wo k en i onmen can imp o e
employee pe o mance. Al hough he wo k en i onmen a PT
Pe amina In eg a ed Te minal Ampenan is conside ed good, his
ac o is no ye a p ima y de e minan o wo k pe o mance.
Copy igh © ISRG Publishe s. All igh s Rese ed.
DOI: 10.5281/zenodo.17695385
102
O e all, he esul s o his s udy con i m ha he wo k en i onmen
a PT Pe amina In eg a ed Te minal Ampenan is no a dominan
ac o in imp o ing employee pe o mance. Employees end o
belie e ha quali y aining, adequa e compensa ion, and job
sa is ac ion play a g ea e ole in de e mining hei p oduc i i y
le els. The e o e, he company needs o ocus i s e o s on
imp o ing pe o mance h ough ongoing aining p og ams,
p o iding pe o mance-based incen i es, and s eng hening ewa d
sys ems ha di ec ly mo i a e employees.
4. The E ec o T aining on Job Sa is ac ion
Based on he esea ch esul s, i was ound ha job sa is ac ion has
a posi i e and signi ican e ec on employee pe o mance a PT
Pe amina In eg a ed Te minal Ampenan. This indica es ha he
highe he le el o job sa is ac ion expe ienced by employees, he
highe hei pe o mance in ca ying ou hei du ies and
esponsibili ies. These esul s suppo esea ch conduc ed by
Handoko e al . (2021), Syah ul and Rini (2022), and Nu haya i
(2024) ha job sa is ac ion plays a signi ican ole in inc easing
employee mo ale, loyal y, and p oduc i i y.
O e all, he esul s o his s udy con i m ha job sa is ac ion is a
key ac o in imp o ing employee pe o mance a PT Pe amina
In eg a ed Te minal Ampenan. When employees a e sa is ied wi h
he wo king condi ions and sys ems implemen ed by he company,
hey will demons a e be e pe o mance, high loyal y, and
commi men o achie ing o ganiza ional goals. The e o e,
managemen needs o con inuously main ain and imp o e job
sa is ac ion le els h ough ai policies, open communica ion, and
balanced app ecia ion o achie emen and esponsibili y. This will
c ea e a p oduc i e, ha monious, and pe o mance-o ien ed wo k
en i onmen .
5. The E ec o Compensa ion on Job Sa is ac ion
Based on he esea ch esul s, i was ound ha compensa ion
signi ican ly in luences employee job sa is ac ion a PT Pe amina
In eg a ed Te minal Ampenan. This indica es ha he be e he
compensa ion sys em, he highe he le el o job sa is ac ion
expe ienced by employees. These esul s align wi h esea ch
conduc ed by Handoko e al . (2021), Oli ia e al . (2024), and
Nu haya i (2024), which s a es ha compensa ion is one o he
main ac o s in luencing job sa is ac ion.
Thus, he esul s o his s udy con i m ha ai , anspa en , and
pe o mance-based compensa ion is a c ucial ac o in imp o ing
employee job sa is ac ion a PT Pe amina In eg a ed Te minal
Ampenan. The e o e, managemen needs o main ain a compe i i e
compensa ion sys em, p o ide p opo ional ewa ds based on
pe o mance, and p io i ize he wel a e o all employees wi hou
disc imina ion. These e o s will no only inc ease job sa is ac ion
bu also s eng hen employee loyal y and commi men o
suppo ing he achie emen o company goals.
6. The In luence o Wo k En i onmen on Job
Sa is ac ion
Based on he esea ch esul s, i was ound ha he wo k
en i onmen has a posi i e and signi ican e ec on employee job
sa is ac ion a PT Pe amina In eg a ed Te minal Ampenan. This
indica es ha he be e he wo k en i onmen pe cei ed by
employees, he highe hei le el o job sa is ac ion. These esea ch
indings align wi h he indings o Yamin (2021), A i in and
Nug oho (2022), and Fauziah e al. (2023), who s a ed ha a
com o able, sa e, and suppo i e wo k en i onmen can c ea e job
sa is ac ion.
O e all, he esul s o his s udy con i m ha a good and conduci e
wo k en i onmen is a c ucial ac o in inc easing employee job
sa is ac ion a PT Pe amina In eg a ed Te minal Ampenan. A sa e,
com o able, and ha monious wo k en i onmen can os e a sense
o belonging, loyal y, and high wo k mo ale. The e o e, companies
need o main ain and imp o e he quali y o he wo k en i onmen ,
bo h physically and non-physically, o ensu e con inued employee
job sa is ac ion and con ibu e o op imally achie ing
o ganiza ional goals.
7. The In luence o Job Sa is ac ion on Employee
Pe o mance
Based on he esea ch esul s, i was ound ha job sa is ac ion
signi ican ly in luences employee pe o mance a PT Pe amina
In eg a ed Te minal Ampenan. This indica es ha he highe he
le el o job sa is ac ion expe ienced by employees, he be e hei
pe o mance in ca ying ou hei du ies and esponsibili ies. These
esea ch indings align wi h indings om Handoko e al. (2021),
Syah ul and Rini (2022), and Nu haya i (2024), which indica e ha
job sa is ac ion is closely ela ed o inc eased employee
mo i a ion, p oduc i i y, and loyal y o he o ganiza ion.
O e all, he esul s o his s udy con i m ha job sa is ac ion plays
a signi ican ole in imp o ing employee pe o mance a PT
Pe amina In eg a ed Te minal Ampenan. Sa is ied employees will
wo k ha de , wi h g ea e esponsibili y, and wi h a ocus on
achie ing op imal esul s. The e o e, companies need o
con inuously main ain and imp o e job sa is ac ion le els h ough
ai policies, adequa e compensa ion, open ca ee de elopmen
oppo uni ies, and he c ea ion o a suppo i e wo k en i onmen .
The e o e, high job sa is ac ion will posi i ely impac bo h
indi idual and o e all o ganiza ional pe o mance.
8. The In luence o T aining on Employee Pe o mance
h ough Job Sa is ac ion
Based on esea ch on he e ec o aining on employee
pe o mance, media ed by job sa is ac ion, i was ound ha job
sa is ac ion plays a signi ican ole in b idging he ela ionship
be ween aining implemen a ion and imp o ed employee
pe o mance. This sugges s ha while e ec i e aining can
di ec ly imp o e employee pe o mance, i s impac is mo e op imal
i employees also eel sa is ied wi h hei wo k.
Thus, i can be concluded ha job sa is ac ion plays a signi ican
ole in s eng hening he ela ionship be ween aining and
employee pe o mance a PT Pe amina In eg a ed Te minal
Ampenan. While aining can di ec ly imp o e wo k skills, i s
e ec s a e mo e op imal when employees eel sa is ied wi h hei
wo k. The e o e, companies need o ensu e ha each aining
p og am ocuses no only on imp o ing echnical skills bu also
os e s a sense o sa is ac ion wi hin employees.
9. The In luence o Compensa ion on Employee
Pe o mance h ough Job Sa is ac ion
Based on esea ch on he e ec o compensa ion on employee
pe o mance, media ed by job sa is ac ion, i was ound ha job
sa is ac ion plays a signi ican ole in b idging he ela ionship
be ween compensa ion and imp o ed employee pe o mance. This
sugges s ha while good compensa ion can di ec ly imp o e
pe o mance, i s impac will be mo e op imal i employees a e also
sa is ied wi h he compensa ion and wo k en i onmen hey
ecei e.
Thus, i can be concluded ha job sa is ac ion ac s as a media ing
a iable ha s eng hens he ela ionship be ween compensa ion
