Examining the Mediating Role of Personality on the Relationship between Talent, Technology Systems, and Employee Competency

Good organizational performance not only helps organizations achieve competitive advantage but also creates a healthy, innovative and growth-oriented environment. The aims of this study were: (1) to analyze the influence of human resources management on organizational performance, employee competency and organizational commitment; (2) analyzing the effect of employee competence and organizational commitment on organizational performance; (3) analyzing the role of mediating organizational competence and commitment to the relationship between human resources management and organizational performance. The object of this research is the Staffing and Human Resources Development Agency of Tegal Regency. Sampling is done by census or saturated sample of 50 employees. Structural Equation Modeling – Partial Least Square (SEM-PLS) analysis was used to analyze data using SmartPLS 4. The results showed that HR management had a positive and significant effect on organizational performance, employee competency, and organizational commitment. Employee competence and organizational commitment have a positive and significant effect on organizational performance. Employee competency and organizational commitment are able to mediate the relationship between Human Resources Management and Organizational Performance

This study aims to examine the influence of bureaucratic structure, organizational culture, and employee competence on organizational performance, with transformational leadership as a moderating variable at the Deputy for Regional Research and Innovation, National Research and Innovation Agency. A quantitative approach was employed, and data were analyzed using the SEM-PLS (Structural Equation Modeling - Partial Least Square) method, a multivariate data analysis technique combining factor analysis and regression, acilitated by the SmartPLS 4 Application. The population consisted of 546 regional agencies responsible for research, development, assessment, and application, as well as invention and innovation in local governments, with a total of 248 regional agencies respondents. The results that bureaucratic structure and employee competence significantly affect on organizational performance, while organizational culture does not. Transformational leadership positively moderates the relationship between bureaucratic structure and organizational performance but negatively moderates the relationship between employee competence and organizational performance. Conversaly, transformational leadership does not moderate the relationship between organizational culture and organizational performance. The results provide recommendations for improving organizational performance by improving adaptive bureaucratic structures and increasing employee competence on an ongoing basis, as well as strengthening organizational culture as a factor supporting organizational performance. Furthermore, adjustments to the transformational leadership approach can strengthen structure and competence.

Primer on Partial Least Squares Structural Equation Modeling (PLS-SEM)In view of its essential role in knowledge creation, multivariate data analysis prevails in the social sciences literature. The field of tourism is not an exception, specifically in the widely adoption of structural equation modeling (SEM), a multivariate technique, by tourism researchers over the past decade. While there are two major types of SEM including covariance-based SEM (CB-SEM) and variance-based SEM (PLS-SEM), the former dominated previous tourism research. However, increasing use of PLS-SEM in tourism research has been witnessed in recent years. This upward trend is likely to persist in the near future given the growing popularity of PLS-SEM in other social sciences domains like marketing, strategic management, and management information system, as specified in the preface of the book. Indeed, PLS-SEM, in relative to CB- SEM, provides more flexibility in handling of data. For instance, PLS-SEM is well-suited for accommodating small sample sizes and complex model, fortesting a model containing both formative and reflective constructs, and for handling single-item measures. To this end, the timely introduction of the book A Primer on Partial Least Squares Structural Equation Modeling (PLS-SEM) helps tourism researchers stand at the front edge of the SEM technique and make effective use of the PLS-SEM in data analysis. Additionally, the book illustrates the application of PLS-SEM with a free downloadable software namely SmartPLS which is essential to extend the application of PLS-SEM in tourism research.Authored by Hair, Hult, Ringo, and Sarstedt, the book consists of eight chapters. To equip the readers with the basic knowledge of PLS- SEM, Chapter 1 delineates the meaning of SEM and its relationship with multivariate data analysis, followed by a description of the major elements in multivariate data analysis. Then the basic elements of PLS-SEM are explained. Finally, PLS-SEM is distinguished from its counterpart namely CB-SEM while the major characteristics of PLS-SEM and the conditions where the PLS-SEM are more adequate than CB-SEM and vice versa are discussed. To step in the application of PLS- SEM, Chapter 2 firstly explicates the concepts in structural model specification including mediation, moderation, and higher-order models. Then specification of measurement model is explained with a special focus on the differences between reflective and formative measures. After that, the issues that need to be addressed after data collection are discussed. The chapter ends by creating the model in the SmartPLS is illustrated. With an established model, Chapter 3 focuses on model estimation. The chapter explains the algorithm underpinning the estimation and the statistical properties of the PLS-SEM method, as well as the options and parameter settings for running the algorithm. Following that, the issues about interpretation of results are explained. The final section illustrates the execution of model estimation in the SmartPLS.Based on the model estimation, empirical measures of the measurement and structural models are derived, where evaluation of the models takes place. Chapter 4 exhibits the major steps in model evaluation in the beginning. Thereafter, the chapter explains the evaluation of reflective measurement models according to three major criteria including internal consistency reliability, convergent validity, and discriminant validity, followed by an illustration with the SmartPLS. Chapter 5 explains the assessment of formative measurement models with respect to the criteria of convergent validity, collinearity, and significance and relevance of the formative indicators. The chapter also elucidates the basic concepts of bootstrapping which is used to examine the statistical significance of estimates in PLS- SEM. An illustration of the assessment of formative measurement model in the SmartPLS follows. Chapter 6 continues the topic on model evaluation by focusing on the assessment of structural model. …

This research is motivated by the importance of human resources in achieving organizational effectiveness and competitive advantage. In the oil and gas industry, such as PT Pertamina EP Zona 4 Prabumulih, employee competency is a strategic factor in ensuring the company's operational success. However, complex organizational dynamics require an adaptive leadership style and a sustainable career development system to improve the quality of human resources. Based on this phenomenon, this study aims to analyze the influence of leadership style and career development on employee competency, as well as to examine the role of job satisfaction as a mediating variable at PT Pertamina EP Zona 4 Prabumulih. This study uses a quantitative approach. Data were collected by distributing questionnaires to PT Pertamina EP Zona 4 Prabumulih employees. Data analysis techniques were carried out using Partial Least Square – Structural Equation Modeling (PLS-SEM) with the help of SmartPLS 4.0 software. The results of the study indicate that (1) leadership style does not significantly influence employee competence, (2) career development does not significantly influence employee competence, (3) leadership style does not significantly influence job satisfaction, (4) career development does not significantly influence job satisfaction, and (5) job satisfaction does not mediate the influence of leadership style and career development on employee competence.

Abstract— This study aims to examine the effect of employee competence, information systems, and organizational culture on the quality of customs objection examination with leadership as a moderating variable. The type of research used in this study is correlational with a quantitative approach. Data were collected using a questionnaire method and analyzed using Structural Equation Modeling – Partial Least Square (SEM-PLS) analysis. The results showed that employee competence and organizational culture had no effect on the quality of objection examinations in the customs sector, while the information system had a positive effect on the quality of objection examinations in the customs sector. Furthermore, the interaction of leadership and employee competence actually has a negative effect on the quality of objection examinations, but it does not strengthen the positive influence of information systems and organizational culture on the quality of objection examinations in the customs sector.
 Keywords: Competence; Information Systems; Organizational Culture; Leadership; Examination Quality

This study examines the influence of achievement needs on career achievement and investigates the mediating role of employee competence among staff members of the Class I Correctional Institution in Malang. Employing an explanatory quantitative design, data were analyzed using the Partial Least Squares–Structural Equation Modeling (PLS-SEM) approach. The findings reveal that the need for achievement has a positive and significant effect on both employee competence and career achievement. Furthermore, employee competence exerts a significant positive influence on career achievement and mediates the relationship between achievement needs and career outcomes. These results indicate that employees’ intrinsic drive to excel not only enhances their career achievement directly but also indirectly through competence improvement. Theoretically, this study contributes to the extension of McClelland’s Achievement Motivation Theory by demonstrating its applicability in a high-stress, bureaucratic public organization such as a correctional institution. Practically, the findings highlight the importance of developing programs that simultaneously foster achievement motivation and enhance competencies through training, recognition, and structured career pathways. Strengthening these aspects can improve both individual career advancement and organizational performance within correctional settings.

The dynamics of the modern workplace have undergone significant changes along with the evolving expectations of employees regarding an ideal work environment. One of the emerging issues that has gained considerable attention in human resource management is the phenomenon of quiet quitting and employee competence, both of which may influence employee performance and work motivation. This study employs a field research method using a descriptive-verificative approach. The research was conducted at BPRS HIK Parahyangan involving Generation Z employees aged up to 30 years, with a total of 86 respondents. Data were collected through questionnaires and analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS) with the assistance of SmartPLS 4.0 software. The results reveal that quiet quitting does not have a significant effect on employee performance, but it has a significant effect on work motivation. The competence variable is found to have a significant effect on both employee performance and work motivation. However, the indirect effect analysis indicates that quiet quitting does not significantly affect employee performance through work motivation, and the indirect effect of competence on employee performance through work motivation is also not significant among Generation Z employees at BPRS HIK Parahyangan.

Kinerja yang dihasilkan karyawan dalam melaksanakan kewajibannya di lingkungan kerja menjadi salah satu faktor penting yang menentukan pencapaian tujuan perusahaan. Dalam hal ini, kompetensi yang dimiliki karyawan didukung dengan keterlibatan yang dibina karyawan dalam bekerja yang berfungsi sebagai sarana dalam menghasilkan kinerja yang optimal sehingga tujuan perusahaan dapat tercapai secara profesional, efektif, dan efisien. Adapun tujuan dalam penelitian yang dilakukan adalah untuk mengetahui pengaruh kompetensi terhadap kinerja yang dihasilkan melalui employee engagement yang dibina pegawai retail di DKI Jakarta. Sampel yang diambil sebagai subjek penelitian adalah sejumlah 55 orang pegawai yang tersebar di sektor perusahaan retail di DKI Jakarta dengan menggunakan teknik simple random sampling dan pengisian kuesioner untuk menjawab pernyataan yang berkaitan dengan objek penelitian yang dilakukan yaitu kompetensi sebagai variabel independen, kinerja karyawan sebagai variabel dependen, serta employee engagement sebagai variabel mediasi/intervening. Hasil dari kuesioner yang ada kemudian diolah dengan teknik analisis Partial Least Square-Structural Equation Modeling (PLS-SEM) menggunakan SmartPLS v.4.0.9.8. Hasil dari penelitian yang dilakukan membuktikan bahwa kompetensi karyawan tidak memiliki pengaruh secara signifikan terhadap kinerja karyawan, sedangkan kompetensi berpengaruh secara positif dan signifikan terhadap employee engagement. Hasil yang serupa juga terjadi pada pengaruh antara employee engagement terhadap kinerja karyawan secara positif dan signifikan yang berdampak pada peran full mediasi oleh employee engagement. Saran yang dapat diberikan adalah peneliti selanjutnya dapat menambahkan variabel independen lain dan berfokus pada penelitian dalam satu jenis perusahaan yang sama. The performance exhibited by employees in fulfilling their responsibilities within the work environment is a crucial factor in determining the achievement of company goals. In this context, employee competencies are reinforced by the engagement they cultivate in their work, serving as a means to generate optimal performance. This, in turn, enables the professional, effective, and efficient realization of company objectives. The objective of this research is to ascertain the impact of employee competence on the performance generated through the engagement fostered by retail employees in DKI Jakarta. The research subjects, comprising 55 retail employees from various sectors in DKI Jakarta, were selected using simple random sampling techniques. They participated by completing questionnaires that addressed statements relevant to the research objectives. The collected questionnaire data were subsequently analyzed using the Partial Least Square-Structural Equation Modeling (PLS-SEM) technique with SmartPLS version 4.0.9.8. The findings of the research demonstrate that employee competence does not has a significant effect on employee performance. Additionally, the influence of employee competence on employee engagement is positive and significant. Similar positive and significant effects were observed in the impact of employee engagement on employee performance, indicating a full mediating role played by employee engagement in the relationship between employee competence and the performance achieved by retail employees in Jakarta. The recommendation for future researchers is to concentrate on studying inside the same type of company and addings more independent factors.

Partial Least Squares Structural Equation Modeling (PLS-SEM) in second language and education research: Guidelines using an applied example

This study investigates the influence of work discipline management, job satisfaction, and employee competency on employee performance in the aviation operational support services provider company. Using a quantitative explanatory approach, the data were collected from 338 respondents through stratified random sampling across various job levels and locations. Structural Equation Modeling - Partial Least Squares (SEM-PLS) was employed to analyze the relationships among variables. The results show that work discipline management and competence significantly and positively affect performance, while job satisfaction surprisingly has a significant negative influence. These findings contribute theoretically by integrating behavioral, psychological, and capability dimensions in performance improvement and offer practical implications for HR strategies in high-standard service sectors. Future research should address longitudinal aspects and multi-source data for broader validation.

The civil servant as a government resource plays an important role in providing services for the community. Implementation of public services needs professional, proactive, and competent personnel in endeavor to improve service quality to the community. It is a challenge for civil servants to perform well. Several factors may contribute to improving employee performance, i.e. psychological empowerment, competence, and organizational citizenship behavior. This study aims to analyze the effect of psychological empowerment and competence on employee performance and to determine the role of organizational citizenship behavior as a mediator of psychological empowerment and competence effect on employee performance. The respondent was all civil servants at the Regional Revenue Agency-Badung Regency-Bali Province-Indonesia, with a total sample of 155 by utilizing the saturated sampling method. The data was collected by a self-administered questionnaire and analyzed through Structural Equation Modeling -Partial Least Square (SEM-PLS) 32.9. The results show that psychological empowerment and competence has a positive and significant effect on employee performance; psychological empowerment and competence have a positive and significant effect on organizational citizenship behavior, and organizational citizenship behavior partially mediates the effect of psychological empowerment and competence on employee performance. These findings imply that psychological empowerment, employee competence, and organizational behavior are important factors that may be considered by the government in improving employee performance.

Partial least squares structural equation modelling (PLS-SEM) is becoming a popular statistical framework in many fields and disciplines of the social sciences. The main reason for this popularity is that PLS-SEM can be used to estimate models including latent variables, observed variables, or a combination of these. The popularity of PLS-SEM is predicted to increase even more as a result of the development of new and more robust estimation approaches, such as consistent PLS-SEM. The traditional and modern estimation methods for PLS-SEM are now readily facilitated by both open-source and commercial software packages. This book presents PLS-SEM as a useful practical statistical toolbox that can be used for estimating many different types of research models. In so doing, the authors provide the necessary technical prerequisites and theoretical treatment of various aspects of PLS-SEM prior to practical applications. What makes the book unique is the fact that it thoroughly explains and extensively uses comprehensive Stata (plssem) and R (cSEM and plspm) packages for carrying out PLS-SEM analysis. The book aims to help the reader understand the mechanics behind PLS-SEM as well as performing it for publication purposes. Features: Intuitive and technical explanations of PLS-SEM methods Complete explanations of Stata and R packages Lots of example applications of the methodology Detailed interpretation of software output Reporting of a PLS-SEM study Github repository for supplementary book material The book is primarily aimed at researchers and graduate students from statistics, social science, psychology, and other disciplines. Technical details have been moved from the main body of the text into appendices, but it would be useful if the reader has a solid background in linear regression analysis.

This study aims to determine and analyze the role of knowledge management in improving innovation and service quality, as well as analyzing the effect of innovation on service quality in the Drajatprawiranegara regional hospital in Serang Regency. In this study the analysis of data processing using Structural Equation Modeling - Partial Least Square (SEM-PLS). The results of the analysis (SEM-PLS) explain that there is an influence between knowledge management on innovation where the application of optimal knowledge management will increase innovation in the health service process. There is a significant indirect effect between knowledge management on service quality, but innovation influences service quality. Therefore human resource management in Drajat Prawiranegara hospital must be carried out comprehensively. Cooperation between fields of work, be it medical, doctor and non-medical workers must be optimal in facing challenges and demands from changing health services.

In an era of increasingly fierce competition, human resources (HR) are crucial to a company's success. Competence, training, and HR development are important elements in improving employee performance. A positive work culture also significantly contributes to employee performance. Insurance Company X, facing challenges in meeting performance targets, is committed to improving HR quality through training and cultivation. Through Insurance Company X's work culture, the purpose of this study is to inspect how employee competence, employee training, and human resource development affect employee performance. The permanent employees of Insurance Company X serve as the unit of analysis in this quantitative study. Data were obtained through an online questionnaire filled out by 136 permanent employees. Data analysis was conducted using the Partial Least Square Structural Equation Modeling (PLS-SEM) method. The findings stated that employee competence, employee training, human resource development, work culture have a significant and positive impact on employee performance. By focusing on improving competence, HR development, training, and a good company work culture, the company can ensure that employees are ready to face existing challenges and provide maximum contribution to achieving organizational goals. This study combines four key variables-competence, training, HR development, and work culture in one framework to analyze their influence on employee performance in the insurance industry. The results of this study can be used by management to design strategies to improve employee performance through structured training, competency improvement, continuous HR development, and strengthening a positive work culture that supports productivity and achievement of organizational targets.

This study aims to examine the influence of safety leadership, effective communication, employee competence, and work culture on safety behavior. The research population consists of all employees in the construction business unit of the JTB Cepu construction project carried out by PT Elnusa Fabrikasi Konstruksi, totaling 60 people. Data analysis was conducted using a quantitative approach through Partial Least Squares Structural Equation Modeling (PLS-SEM) with the assistance of SmartPLS version 4 software. The results show that safety leadership and effective communication have no significant effect on safety behavior, while employee competence and work culture have a significant effect on safety behavior. These findings indicate that the formation of safe work behavior is more determined by individual capacity and organizational culture rather than structural approaches. Therefore, the company is advised to improve employees’ technical competencies and strengthen the internalization of a safety-oriented work culture.