Model Kinerja Karyawan dengan Kepuasaan Kerja sebagai Intervening: Manajemen Talenta dan Pengetahuan

Abstract

Every company carries out its activities oriented towards achieving these predetermined goals as well as achieving high efficiency, the rapid development of technological knowledge and the arrival of this free market era, the business world is increasingly filled with quite fierce competition and has caused various kinds of personnel, one of which is faced by companies how to improve good performance and meet the standards of one of the factors that companies should not forget. This study aims to determine how much, the effect of talent management and knowledge management on employee performance with satisfaction as an intervening variable. Data collection methods through questionnaires and satisfaction studies. The analysis method used is multiple regression analysis. The results of the research obtained based on the partial test (t test) were obtained: That partially there is a positive and significant effect of talent management on job satisfaction, partially there is a positive and significant effect of knowledge management on job satisfaction, partially there is a positive and insignificant effect of talent management on employee performance, partially there is a positive and significant effect of knowledge management on employee performance, partially there is a positive and significant effect of job satisfaction on employee performance, job satisfaction mediates talent management on employee performance and job satisfaction does not mediate knowledge management on employee performance.