OCCUPATIONAL HEALTH AND SAFETY PRACTICES SEBAGAI DETERMINAN SUSTAINABLE HUMAN RESOURCE MANAGEMENT: PERAN MODERASI PSYCHOLOGICAL CONTRACT BREACH PADA PT PLN UNIT LAYANAN PELANGGAN MANDE CIANJUR

Dede Jaelani

doi:10.32806/currency.v5i1.2323

Authors

Dede Jaelani STIE Gema Widya Bangsa

DOI:

https://doi.org/10.32806/currency.v5i1.2323

Keywords:

Occupational Health and Safety Practices; Sustainable Human Resource Management; Psychological Contract Breac.

Abstract

Penelitian ini bertujuan untuk menganalisis pengaruh Occupational Health and Safety Practices (OHSP) terhadap Sustainable Human Resource Management (SHRM) dengan Psychological Contract Breach (PCB) sebagai variabel moderasi pada pegawai outsourcing. Penelitian menggunakan pendekatan kuantitatif dengan teknik survei terhadap pegawai outsourcing dan dianalisis menggunakan Structural Equation Modeling–Partial Least Squares (SEM-PLS). Hasil analisis deskriptif menunjukkan bahwa OHSP berada pada kategori sedang, sedangkan SHRM dan PCB berada pada kategori tinggi. Hasil pengujian hipotesis menunjukkan bahwa OHSP berpengaruh positif dan signifikan terhadap SHRM (β = 0,309; p = 0,007). Psychological Contract Breach juga berpengaruh signifikan terhadap SHRM serta berperan sebagai quasi moderator yang memperlemah hubungan antara OHSP dan SHRM (β = -0,297; p < 0,001). Temuan ini mengindikasikan bahwa keberhasilan penerapan SHRM tidak hanya dipengaruhi oleh praktik keselamatan dan kesehatan kerja, tetapi juga oleh kemampuan organisasi dalam memenuhi harapan dan komitmen psikologis karyawan outsourcing. Oleh karena itu, perusahaan perlu memperkuat implementasi OHSP sekaligus meminimalkan terjadinya pelanggaran kontrak psikologis untuk mendukung keberlanjutan pengelolaan sumber daya manusia.

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