Training Satisfaction and Perceived Organizational Performance: The Parallel Mediating Roles of Work Engagement and Job Satisfaction

Melati Aros Putri; Agung Surya  Dwianto

doi:10.70716/perseptif.v4i3.776

Authors

Melati Aros Putri Program of Master’s Study in Human Resource Management, Universitas Paramadina, Jakarta, Indonesia Author
Agung Surya Dwianto Program of Master’s Study in Human Resource Management, Universitas Paramadina, Jakarta, Indonesia Author

DOI:

https://doi.org/10.70716/perseptif.v4i3.776

Keywords:

job satisfaction, life insurance, perceived organizational performance, training satisfaction, work engagement

Abstract

This study examines whether work engagement and job satisfaction jointly mediate the association between training satisfaction and perceived organizational performance. A cross-sectional online survey was conducted among 226 employees who had participated in training programs at an Indonesian life insurance company. The data were analyzed using partial least squares structural equation modeling. All reflective constructs demonstrated satisfactory reliability, convergent validity, and discriminant validity. Full-collinearity VIFs ranged from 2.346 to 3.156, suggesting no severe common-method collinearity, and Stone-Geisser Q² values for the endogenous constructs were positive (.359-.587). Training satisfaction was positively associated with perceived organizational performance (β = .367, p < .001), work engagement (β = .658, p < .001), and job satisfaction (β = .712, p < .001). Work engagement (β = .280, p < .001) and job satisfaction (β = .282, p < .001) were each positively associated with perceived organizational performance. The indirect effects through work engagement (β = .184, 95% CI [.092, .284]) and job satisfaction (β = .201, 95% CI [.118, .293]) were significant, while their difference was not (Δβ = .017, p = .820). The direct effect remained significant, indicating complementary partial mediation. The model explained 68.3% of the variance in perceived organizational performance. The findings show that the parallel mediation pattern extends to a service-intensive Indonesian life-insurance context and support evaluating training through relevance, delivery quality, work engagement, and job satisfaction.

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