Pengaruh Kesehatan Mental Terhadap Employee Engagement dan Kinerja (Studi Dinas Pemuda Olahraga dan Pariwisata)
DOI:
https://doi.org/10.35870/jemsi.v12i3.6858Keywords:
Mental Health, Employee Engagement, PerformanceAbstract
The study aims to determine the Effect of Mental Health on Employee Engagement and Performance (Study of the Youth, Sports, and Tourism Office). The method used in this study is a correlational quantitative method carried out using 42 employees and staff of the Youth, Sports, and Tourism Office of North Luwu Regency. The research sampling technique uses a questionnaire and also uses SPSS Version 30 in processing the research data. These results indicate that Mental Health (X) simultaneously has a positive and significant effect on Employee Engagement (Y1) and Performance (Y2). And Employee Engagement (Y1) also has a positive and significant effect on Performance (Y2). In addition, Mental Health (X) has an indirect effect on Performance (Y2) but through Employee Engagement (Y1) as a partial mediator. This means that Mental Health not only increases employee engagement to work and the Organization, but also contributes to improving overall Performance. In addition, employee engagement has also been shown to have a significant effect on improving employee performance. Indirectly, mental health also improves performance through employee engagement. The better the mental health, the higher the employee engagement and performance, which ultimately has a positive impact on the organization as a whole.
Downloads
References
American Psychological Association. (2002). Redline comparison of APA ethical principles of psychologists and code of conduct.
Anbalagan, S. (2024). Genetics and epigenetics in mental health. International Neuropsychiatric Disease Journal, 21(6), 1–18. https://doi.org/10.9734/indj/2024/v21i6451.
Kaur, D. (2023). Drivers of employee engagement impacting employee performance. International Journal of Research in Human Resource Management, 5(2), 28–36. https://doi.org/10.33545/26633213.2023.v5.i2a.147.
Mathis, R. L., Jackson, J. H., Valentine, S. R., & Meglich, P. A. (2016). Human resource management.
Muh. Kasran, A. (2023). Pengaruh gaya kepemimpinan dan pengawasan terhadap kinerja karyawan. Jesya, 6(1), 436–446. https://doi.org/10.36778/jesya.v6i1.954.
Muhammad Kasran, Suparni Sampetan, & Yunus, U. M. (2023). Pengaruh budaya organisasi dan employee engagement terhadap kinerja karyawan pada PT. Bumi Mineral Sulawesi. 10(1), 240–251.
Nadya Armani Salma, & Najma Farisa Agustina. (2024). Analisis kinerja karyawan berdasarkan kesehatan mental di Kantor Pelayanan Sewa Tanah Pemerintah Kota Bandung. Jurnal Manajemen Bisnis Era Digital, 1(2), 244–254. https://doi.org/10.61132/jumabedi.v1i2.135.
Ramesh, D. S. (2023). The cost of ignoring mental health: Impacts on employee performance and organizational success. Journal of Mental Health Issues and Behavior, 33, 12–18. https://doi.org/10.55529/jmhib.33.12.18.
Rivai, A. (2020). Pengaruh kepemimpinan transformasional dan budaya organisasi terhadap kinerja karyawan. Jurnal Ilmiah Magister Manajemen, 3(2). https://doi.org/10.30596/maneggio.v3i2.5291.
Saraceno, B. (2017). Invited papers: The WHO World Health Report 2001 on mental health. Epidemiologia e Psichiatria Sociale, 11(2), 83–89.
Schaufeli, W. B., & Bakker, A. B. (2004). Job demands, job resources, and their relationship with burnout and engagement: A multi-sample study. Journal of Organizational Behavior, 25(3), 293–315. https://doi.org/10.1002/job.248.
Sugiyono. (2020). Metodologi penelitian kuantitatif, kualitatif dan R&D.
World Health Organization. (2013). Kesehatan mental dalam kedaruratan. Jurnal Kependudukan Indonesia, 8(1), 37–52.
World Health Organization. (2017). Mental health atlas.
Downloads
Published
Issue
Section
License
Copyright (c) 2026 Radiyah Auliyah, Muhammad Kasran, Haedar Haedar
This work is licensed under a Creative Commons Attribution 4.0 International License.
Authors who publish with this journal agree to the following terms:
1. Copyright Retention and Open Access License
Authors retain copyright of their work and grant the journal non-exclusive right of first publication under the Creative Commons Attribution 4.0 International License (CC BY 4.0).
This license allows unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited.
2. Rights Granted Under CC BY 4.0
Under this license, readers are free to:
- Share — copy and redistribute the material in any medium or format
- Adapt — remix, transform, and build upon the material for any purpose, including commercial use
- No additional restrictions — the licensor cannot revoke these freedoms as long as license terms are followed
3. Attribution Requirements
All uses must include:
- Proper citation of the original work
- Link to the Creative Commons license
- Indication if changes were made to the original work
- No suggestion that the licensor endorses the user or their use
4. Additional Distribution Rights
Authors may:
- Deposit the published version in institutional repositories
- Share through academic social networks
- Include in books, monographs, or other publications
- Post on personal or institutional websites
Requirement: All additional distributions must maintain the CC BY 4.0 license and proper attribution.
5. Self-Archiving and Pre-Print Sharing
Authors are encouraged to:
- Share pre-prints and post-prints online
- Deposit in subject-specific repositories (e.g., arXiv, bioRxiv)
- Engage in scholarly communication throughout the publication process
6. Open Access Commitment
This journal provides immediate open access to all content, supporting the global exchange of knowledge without financial, legal, or technical barriers.
