Peranan umur dan tempoh perkhidmatan dalam menyederhanakan kesan nilai-nilai kerja terhadap prestasi kerja pekerja (The role of employee age and job tenure in moderating the effect of work values on job performance)
Abstract
Kajian ini mengkaji peranan demografi pekerja seperti umur dan tempoh perkhidmatan sebagai penyederhana dalam hubungan antara nilai-nilai kerja dan prestasi kerja. Nilai kerja merupakan faktor utama yang boleh menyumbang kepada prestasi kerja pekerja, namun ianya juga mungkin bergantung kepada beberapa faktor lain seperti umur dan tempoh perkhidmatan pekerja dalam pekerjaan tersebut. Kajian ini menggunakan data daripada 239 pekerja di Malaysia. Data dianalisis menggunakan teknik analisis pelbagai kumpulan (multi-group analysis) melibatkan perisian AMOS dari pemodelan persamaan struktur (structural equation modeling). Keputusan menunjukkan kesan signifikan penyederhana bagi umur dan tempoh perkhidmatan pekerja dalam hubungan antara nilai kerja dan prestasi kerja. Dapatan ini membayangkan bahawa demografi pekerja adalah isu kritikal yang mempunyai implikasi penting dalam penrekrutan pekerja yang menyumbang kepada peningkatan prestasi pekerja di tempat kerja. Kajian ini boleh dijadikan rujukan dan panduan kepada pembuat dasar, pihak kerajaan dan swasta dalam pembangunan dasar dan amalan terbaik sumber manusia termasuk penyemakan semula dasar umur persaraan wajib pekerja dan metod baru penrekrutan pekerja yang lebih berasaskan nilai. Dengan menggunakan dapatan kajian ini, perancangan tenaga kerja dan strategi pembangunan organisasi dapat dimanfaatkan untuk pembangunan sumber manusia yang lebih lestari.
Kata kunci: Demografi pekerja, nilai-nilai kerja, prestasi kerja, tempoh perkhidmatan, umur pekerja
Although work values are widely acknowledged as a critical determinant of job performance, research has largely overlooked how demographic factors condition this relationship. Addressing this gap, the present study investigates the moderating role of age and job tenure in the work values and performance linkage. Drawing on survey data from 239 Malaysian employees, multi-group structural equation modeling (SEM) using AMOS was employed to test these effects. The findings demonstrate that both age and tenure significantly influence the strength of this relationship, underscoring the dynamic interplay between individual characteristics and organizational value alignment. Theoretically, this study advances the literature by integrating demographic moderators into value congruence models, offering a more nuanced understanding of performance determinants across career stages. Practically, the results provide actionable insights for human resource management and public policy, including strategies for value-based recruitment, retention and workforce planning. These findings also inform policy debates on revising mandatory retirement age and designing culturally sensitive training programs to foster value alignment among younger employees. By leveraging these insights, organizations and policymakers can enhance engagement, reduce turnover and promote sustainable workforce development.
Keywords: Employee demographics, work value, job performance, job tenure, employee age
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