SELF-EFFICACY AS A MODERATING VARIABLE ON THE INFLUENCE OF WORKLOAD VARIABLES ON EMPLOYEE PERFORMANCE

Abstract

ABSTRACT

This research is a quantitative study with an explanatory approach, namely an approach that relies on a number of previous studies to prove that each hypothesis used in this study is true and can be proven. The data used in this article is primary data that researchers obtain from various credible sources such as scientific journals, books, scientific magazines, and various other credible sources that are commonly used in each study. The existing data is analyzed using the smart PLS 4.0 analysis tool. The result in this aricle show that each hypothesis formulated in this article, namely the Workload variable can have a positive relationship direction and a significant influence on Employee Performance and the Self-Efficacy variable can moderate the influence of the Workload variable on Employee Performance cannot be proven and cannot be accepted. This is indicated by the P-Values ​​in the first column of the third table of the Path Coefficient which are negative even though they are below the significance level. Thus, it can be concluded that the heavier the workload of Hypermart employees in Indonesia, the more it can decrease Employee Performance. The next hypothesis also shows the same thing if Self-Efficacy cannot moderate the influence of the Workload variable on Employee Performance because the P-Values ​​are above the significance level of 0.05. Thus the first and second hypotheses in this article cannot be accepted and proven.

 Keywords: Workload, Employee Performance, Self-Efficacy