Published 2025-12-20
Keywords
- kompensasi hybrid, seniority-based pay, merit pay, perceived fairness, organizational justice
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Abstract
Penelitian ini mengeksplorasi desain model kompensasi hybrid yang mengintegrasikan prinsip seniority-based pay dan merit pay untuk meningkatkan persepsi keadilan dan kinerja organisasi di Indonesia. Transformasi digital dan dinamika generasi kerja yang beragam menuntut organisasi untuk mengevaluasi ulang sistem kompensasi tradisional. Studi ini menggunakan pendekatan mixed-methods dengan survei terhadap 350 karyawan dan studi kasus mendalam di 8 perusahaan dari berbagai sektor. Kerangka teoretis dibangun dengan mengintegrasikan Human Capital Theory, Expectancy Theory, dan Organizational Justice Theory. Temuan menunjukkan bahwa model hybrid dengan proporsi 40% komponen senioritas dan 60% komponen kinerja menghasilkan perceived fairness tertinggi, terutama pada organisasi dengan sistem penilaian kinerja yang berkualitas. Perceived fairness terbukti memediasi hubungan antara model hybrid dan outcome variables (motivasi kerja, komitmen organisasi, dan performa). Generasi karyawan memoderasi efektivitas model, di mana Gen Z dan Millennials menunjukkan respons lebih positif terhadap komponen merit, sementara Gen X dan Baby Boomers lebih menghargai komponen senioritas. Penelitian ini memberikan kontribusi teoretis melalui pengembangan framework kompensasi hybrid dan implikasi praktis berupa panduan implementasi untuk praktisi HR, khususnya dalam konteks BUMN yang sedang bertransformasi.
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