Improving The Performance of Education Personnel in The Modern Education Era Reviewed from The Aspects of Humanistic MSDM, Psychological Well-Being, Competency Development, and Job Satisfaction Through Work Engagement Mediation
DOI:
https://doi.org/10.46799/adv.v4i9.653Keywords:
Humanistic Human Resource Management, Psychological Well-Being, Competency Development, Job Satisfaction, Work EngagementAbstract
Modern educational institutions require education personnel who can provide effective administrative and academic services amid increasing organizational and technological demands. This study examined the effects of humanistic human resource management, psychological well-being, competency development, and job satisfaction on education personnel performance, with work engagement as a mediating variable. An explanatory quantitative research design was employed at Al Hikmah Senior High School in Surabaya. Using total sampling, questionnaires were administered to 125 education personnel, and the data were analyzed using partial least squares structural equation modeling (PLS-SEM) with SmartPLLS. The results showed that humanistic human resource management, psychological well-being, competency development, and job satisfaction positively and significantly influenced work engagement. Among these variables, psychological well-being demonstrated the strongest effect on work engagement (? = 0.461). Furthermore, work engagement significantly improved education personnel performance (? = 0.513). Competency development and job satisfaction had significant direct effects on performance, whereas humanistic human resource management and psychological well-being did not demonstrate significant direct effects. Work engagement fully mediated the effects of humanistic human resource management and psychological well-being on performance and partially mediated the effects of competency development and job satisfaction. These findings position work engagement as a key psychological mechanism and highlight the importance of supportive management practices, employee well-being, continuous competency development, and enhanced job satisfaction in improving education personnel performance.
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