PERFORMANCE OF EMPLOYEES IN THE PROCUREMENT DEPARTMENT OF PT. PETROKIMIA: WORK EFFECTIVENESS, JOB SATISFACTION

Expansion of PT. Petrokimia Gresik, which is getting bigger, requires large human resources as well. On the other hand, there is no permit for additional permanent manpower, while most of the human resources in the Procurement Compartment of PT. Peterokimia Gresik has entered its retirement period and there is no technology transfer for the migration of software used in the company, namely SAP software, so employee performance is ineffective. This research used forexamine the influence of work effectiveness on employee satisfaction and performance, job satisfaction on employee performance. This research include in quantitative research, using population and sample of employees who are part of the Service Procurement Department and the Goods Procurement Department at PT. Petrokimia Gresik with a number of 50 respondents. All incoming and appropriate data will be analyzed by smartPLS. The results showed that work effectiveness have a positive and significant effect on employee performance, job effectiveness have a positive and significant effect on employee job satisfaction, job satisfaction have a positive but insignificant effect on employee performance and job satisfaction mediating the influence of work effectiveness to employeeperformance.


1.
Introduction PT. Petrokimia Gresik is a State-Owned Public Agency (BUMN) within the scope of the Ministry of Industry and Trade of the Indonesia which is under the Holding Company of PT. Pupuk Indonesia, as chairman of PT Petrokimia Gresik, is engaged in the production of fertilizers, chemicals and other services. PT Petrokimia Gresik is determined to become a producer of fertilizers and other chemical products that are highly competitive and whose products are the most attractive to consumers by guaranteeing compliance with requirements and service with the bestperformance.
The problem raised was that more and more factories were being built, or expanded, but HR Management had not yet received permission to add permanent personnel, while most of the Human Resources in the Procurement Compartment of PT. Peterokimia Gresik has started to enter retirement for the next few years, not to mention that there is a problem of technology transfer for the migration of software used in the company, namely SAP software, so that employee performance is ineffective.
Supporting this gap problem requires an adequate E-Procurement System can bemeet the operational needs of business processes and requires speed in the processing process. Meanwhile, in Supply Chain Management there are optimization factors that must prioritize cost, quality andtime. From the procurement performance report data, it can be seen that the process time for making purchases is quite long, this long time if efficiency is not carried out can result in factory trips, cut rates, or shutdowns, the required material does not arrive on time, so research is needed that shows the influence of effectiveness. on employee performance with employee job satisfaction as a mediatingfactor.

Literature Review Work Effectiveness
Tangkilisan (2005) states that effectiveness is a balance or optimal approach in achieving goals, abilities, and utilization of human labor. Many factors of job satisfaction are motivated by fair and equal remuneration, employee placement according to their profession, job load according to ability, a conducive working atmosphere and environment, adequate equipment at work, management support attitudes, and finally the level of routine. (monotonous) in work, this is as expressed by Hasibuan (2001).
Hakimah & Suprani (2019) also said that employees are said to be working effectively placed according to their skills and education. This will motivate him to do well. So that the performance becomes quite effective for thecompany.  (2012). Veithzal (2005) also states that overall performance is that the results of someone as an entire during an exact amount in effecting tasks, corresponding to work standards, target or criteriaswhichhas determine on advance and are mutually agree.

Employee Satisfaction
Employee job satisfaction is an important factor in an effort to improve performance, therefore every company needs to make efforts so that employees have high performance so that overall company performance will be high. Job satisfaction in general concerns a person's attitude about his job and will appear to be manifested in one's behavior and performance. People who are satisfied with their work will work with high morale so that the employee's performance is high as stated by Hidayat (2011). Damayanti, et al. (2018) also said that job satisfaction are emotional perspective that's fun and loves the job. Job satisfaction at working is job satisfaction enjoywhen working by getting work results, placement, treatment, equipment and a decent operatingenvironment. Satisfaction outside of working is worker job satisfaction that's enjoyed outside of working with the amount of remuneration which will be received from the results of his work, so they can buy what their needs.

Research Methodology
The research used is quantitative research where quantitative research is research that emphasizes more on numbers and analytical techniques using statistics and is assisted by the SPSS program as stated by Sugiyono (2015). And the population that will be taken are employees who are part of the Service Procurement Department and the Goods Procurement Department at PT. Petrokimia Gresik with a number of 50 respondents. Figure 1, shows a picture of the research conceptual framework.    (2020) Based on the results of linearity calculations as shown in table 6.1.1, it can be seen that all linearity values (f-count) show a significant value (p <0.005), so it can be concluded that the model can be said to belinear.

b.
Structural ModelTesting When analyze the model using PLS, we tend to begin by viewing the R Square to each dependent variable. The transformationwithin the R Square value willaccustomedasses the result of certains independent latent variable on the dependent latent variablewhether or not the dependent variablehave a substantives effect. For the latent variable within the structural modelsthat has R 2 of 0,670 indicates of model categorized at"good", R 2 of 0,330meanif model categorized at"moderate", R 2 is0,19 indicating if the model categorized at "weak" (Ghozali, 2009). The PLS output is as represented in table 3.  (2020) Hypothesises test and also the coefficients of direct influences between the research variables will seen from significant value of the path coefficients and critical point (CR) is 0,05 which may be seen within the path diagram represented in Figure 2.

Figure 2. Model test results
Source: Results of processed research data (2020) The results of model testing as shown in the image above show that all path coefficients have a significant effect. When compared between the medation variables, it appears that the effect of work effectiveness on employee performance has the highest path coefficient of 0.970 compared to the satisfaction variable, while the job effectiveness variable also has a strong influence on satisfaction that satisfaction will be able to act as a mediating variable on employee performance.

Discussion The Effect of Work Effectiveness on Employee Performance
From table 4, we know if original sample estimation value of the LS is 0.787 with a significance below 5% which is indicated by the t-statistic value of 9.977 which is greater than the t-table value of 3.078. The original positive sample estimate value indicates that work effectiveness had significant influence on employee performance (positive value). Because off the regression results, thatwillconcluded that the first hypothesis is accepted.
The results showed that work effectiveness has an influence on employeeperformance where it is shown by testing the hypothesis that has been declared significant. The findings above are consistent with the findings of Hasibuan (2015) where work effectiveness having a significant effect on performance, that is stateif work effectiveness is close relateinto performance. The results of this articel are proven for support opinions of the researchers above. These findings also show that employees always do the right thing to get the jobdone

Effect of Work Effectiveness on Job Satisfaction
From table 4, we know if the value of the original sample estimation LS is 0.970 with a significance below 5% which is indicated by the t-statistic value of 17.875 which is greater than the t-table value of 3.078. The original positive sample estimate value indicates that work effectiveness having a significant effect on job satisfaction (positive value). Looking for regression results, That mean they can be concludeif the second hypothesis areaccept.
The results show that work effectiveness has an influence on job satisfaction, which is shown by testing the hypothesis that has been stated to be significant in the calculation results. The findings above are consistent with the findings of Hasibuan (2015) where work effectiveness had significant effect on satisfaction, arguing that work effectiveness is closely related with satisfaction. The results of this research are proven to support the opinions of previous researchers and also show that employees always do the right effective thing to complete work and lead to jobsatisfaction.

Effect of Job Satisfaction on Employee Performance
From table 4, we know if value of the original sample estimation LS is -0.110 with a significance below 5% which is indicated by the t-statistic value of 1.570 which is smaller than the t-table value of 3.078. The original positive sample estimate value indicates that Job Satisfaction has no significant effect on employee performance (positive value). Based on the regression results, it can be concluded that the third hypothesis is accepted.
The results profed that job satisfaction having a significant and also positive effect on employee performance. The findings above are consistent with the findings of Muzakki (2016) where satisfaction had significant impact on employeeperformance.

Effect of work effectiveness on employee performance mediated by satisfaction
The results of the mediation effect test of the Satisfaction variable on the correlation between work effectiveness and performance are as in table 5.

Samples average (M) STDEV T statistics P-Values
WE -> JS-> EP -0,087 -0,091 0,062 1,407 0.160 Source: Results of processed research data (2020) Hypothesis Testing H4 from table 5 above, it can be seen that the original sample estimation value of LS is -0.087 with a significance below 5% which is indicated by the t-statistic value of 1.407 less than the t-table value of 3.078. The original positive sample estimate value indicates that Job Effectiveness has a significant effect on performance indirectly through the Job Satisfaction variable (positive value). Based on the regression results, it can be concluded that the fourth hypothesis is accepted.
The results of the calculation of the indirect effect on work effectiveness on employee