PENGARUH BUDAYA PERUSAHAAN, PENGEMBANGAN KARIER, DAN KEPUASAN KERJA TERHADAP EMPLOYEE WELLBEING PADA MAYASARI BAKTI CIBITUNG

Arif, Maulvi Nazir Ahmad Al (2026) PENGARUH BUDAYA PERUSAHAAN, PENGEMBANGAN KARIER, DAN KEPUASAN KERJA TERHADAP EMPLOYEE WELLBEING PADA MAYASARI BAKTI CIBITUNG. Sarjana (S1) thesis, Universitas Islam 45.

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Abstract

This study aims to analyze the influence of corporate culture, career development, and job satisfaction on employee well-being at PT Mayasari Bakti Cibitung. Employee well-being is a crucial aspect of organizational sustainability because it is directly related to employee productivity, loyalty, and performance quality. A conducive corporate culture, equitable career development opportunities, and a high level of job satisfaction are expected to create optimal employee well-being. Therefore, this study focuses on partially examining the influence of each of these variables on employee well-being. This study uses a quantitative approach with a positivist paradigm. Data were collected through questionnaires distributed to PT Mayasari Bakti Cibitung employees as research respondents. The data analysis technique used was path analysis with the aid of SmartPLS software to examine the relationships between variables and test the formulated research hypotheses. The results showed that corporate culture did not have a positive effect on employee well-being, thus rejecting the first hypothesis. This is indicated by a path coefficient of -0.031 with a p-value of 0.384, indicating a negative and statistically insignificant relationship. This finding suggests that although some aspects of corporate culture, such as cooperation and task coordination, are considered quite good, weaknesses remain in other aspects, such as training and organizational justice, which require greater attention to support employee well-being. Furthermore, the results showed that career development has a positive and significant effect on employee well-being, thus accepting the second hypothesis. The path coefficient of 0.382 with a p-value of 0.000 indicates that effective career development programs, such as training and promotion opportunities, can significantly improve employee well-being. Furthermore, job satisfaction was also shown to have a positive and significant effect on employee well-being, thus accepting the third hypothesis. This is indicated by the path coefficient value of 0.402 with a p-value of 0.000, which indicates that high job satisfaction, supported by adequate work facilities and a comfortable work environment, contributes to improving overall employee well-being.

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