Human Capital Investment and Employee Performance: Evidence from DKI Jakarta Government Museums

Abstract

This study examines the effects of compensation and career development on employee performance in government museums in DKI Jakarta. A quantitative explanatory research design was employed using primary data collected through a five-point likert-scale questionnaire. The population consisted of 109 employees working in four government museums in the Kota Tua area of DKI Jakarta, from which 97 employees were selected using simple random sampling. Data were analyzed using structural equation modeling–partial least squares (SEM-PLS) with smart-PLS 3.0. The study integrates human capital theory and goal-setting theory to explain how financial and non-financial human resource practices influence employee performance in the public museum sector. The results show that compensation has a positive and significant effect on employee performance, whereas career development has no significant effect. The model explains 35.6% of the variance in employee performance. The novelty of this study lies in integrating human capital theory and goal-setting theory to examine compensation and career development as forms of human capital investment in the underexplored context of government museums. The study contributes to the literature on human capital investment and employee performance in public-sector organizations and provides practical implications for strengthening performance-oriented compensation and improving career development programs.

Abstrak - Penelitian ini bertujuan untuk menganalisis pengaruh kompensasi dan pengembangan karier terhadap kinerja pegawai pada museum pemerintah di DKI Jakarta. Penelitian menggunakan pendekatan kuantitatif eksplanatori dengan data primer yang dikumpulkan melalui kuesioner berskala likert lima poin. Populasi penelitian terdiri dari 109 pegawai yang bekerja pada empat museum pemerintah di kawasan Kota Tua, DKI Jakarta, dengan 97 pegawai dipilih menggunakan teknik simple random sampling. Data dianalisis menggunakan structural equation modeling-partial least squares (SEM-PLS) dengan bantuan smart-PLS 3.0. Penelitian ini mengintegrasikan human capital theory dan goal-setting theory untuk menjelaskan bagaimana praktik sumber daya manusia finansial dan nonfinansial memengaruhi kinerja pegawai pada sektor museum pemerintah. Hasil penelitian menunjukkan bahwa kompensasi berpengaruh positif dan signifikan terhadap kinerja pegawai, sedangkan pengembangan karier tidak berpengaruh signifikan. Model penelitian menjelaskan 35,6% variasi kinerja pegawai. Kebaruan penelitian terletak pada integrasi human capital theory dan goal-setting theory dalam mengkaji kompensasi dan pengembangan karier sebagai bentuk investasi modal manusia pada konteks museum pemerintah yang masih relatif kurang diteliti. Penelitian ini berkontribusi pada pengembangan literatur investasi modal manusia dan kinerja pegawai sektor publik serta memberikan implikasi praktis bagi penguatan kompensasi berbasis kinerja dan perbaikan program pengembangan karier.