Pengaruh HRM dan Komunikasi Interpersonal Terhadap Kinerja Pegawai Dimoderasi OCB pada Dinas Perkim Kota Lubuklinggau

Abstract

This study aims to empirically examine the influence of HRM and interpersonal communication on employee performance, with Organizational Citizenship Behavior (OCB) serving as a moderating variable, at the Public Housing and Settlement Area Agency of Lubuklinggau City. The study is grounded in the importance of effective HRM—as an approach to the recruitment and proper utilization of human resources within an organization—alongside good interpersonal communication and OCB (extra-role behavior) in enhancing employee performance in the public sector. A quantitative approach was employed, involving a population of 61 respondents. A saturated sampling technique was used, and data collection was conducted via questionnaires designed based on the indicators for each variable. The results show that HRM influences employee performance (t-count = 8.861 > t-table = 2.001; significance = 0.000 < α = 0.05), and interpersonal communication influences employee performance (t-count = 5.154 > t-table = 2.001; significance = 0.000 < α = 0.05). HRM and interpersonal communication jointly influence employee performance (F-count = 44.932 > F-table = 3.15; simultaneous significance = 0.000 < α = 0.05). OCB moderates the influence of HRM on employee performance (R-square = 0.664), indicating that the contribution of HRM to employee performance, in the presence of the OCB moderating variable, is 66.4%. Similarly, OCB moderates the influence of interpersonal communication on employee performance (R-square = 0.535), indicating that the contribution of interpersonal communication to employee performance, in the presence of the OCB moderating variable, is 53.5%.