Personnel Performance in KOMINDA Jambi: The Mediating Role of Job Satisfaction and the Moderating Role of Job Placement

Syafrilendi; Nera Marinda Machdar; Wastam Wahyu Hidayat

doi:10.61255/jeemba.v4i5.2118

Authors

Syafrilendi Universitas Bhayangkara Jakarta Raya, Indonesia
Nera Marinda Machdar Universitas Bhayangkara Jakarta Raya, Indonesia
Wastam Wahyu Hidayat Universitas Bhayangkara Jakarta Raya, Indonesia

DOI:

https://doi.org/10.61255/jeemba.v4i5.2118

Keywords:

Personnel Recruitment, Personnel Competence, Technology, Adoption, Servant Leadership, Work Culture, Job Satisfaction, Job Placement, Personnel Performance

Abstract

Purpose – This study examines how personnel recruitment, competence, technology adoption, servant leadership, and work culture are associated with personnel performance in KOMINDA Jambi, with job satisfaction as a mediator and job placement as a moderator.

Design/methodology/approach – A quantitative cross-sectional survey was conducted from January to March 2025. Purposive sampling yielded 228 valid responses from personnel affiliated with six institutions across eleven regencies/cities. Data were collected using a 1–5 Likert-scale questionnaire and analyzed with PLS-SEM in SmartPLS 4.0 across 23 hypotheses.

Finding/Results – Recruitment, competence, and technology adoption were positively associated with job satisfaction, while job satisfaction was positively associated with performance. Recruitment and technology adoption showed significant indirect effects through satisfaction but unsupported direct effects, indicating indirect-only mediation. Competence showed a negative direct association with performance (β = −.131, p = .043) and a positive indirect association through satisfaction (β = .180, p = .005), indicating competitive mediation. Job placement was positively associated with performance (β = .446, p = .001), strengthened the recruitment–performance and competence–performance associations, and weakened the satisfaction–performance association. Servant leadership and work culture showed no supported direct or indirect associations with performance.

Originality/Value The contribution lies in distinguishing these pathways in a hierarchical intelligence setting: recruitment and technology adoption operate primarily through satisfaction, whereas competence shows opposite-signed direct and indirect pathways. Because the design is cross-sectional and the sample is purposive, the findings are interpreted as sample-specific associations rather than causal effect.

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