Enhancing Employee Performance: The Role of Workplace Spirituality, Job Knowledge and Job Skills

The role of human resources in an organization is crucial as the primary element and driver of organizational success. Especially in the face of global phenomena like COVID-19 and the threat of economic recession, high-quality human resources are needed to ensure the company's sustainability. This research aims to determine the influence of workplace spirituality, job knowledge, and job skills on employee performance at PT Fajar Bangun Raharja Surakarta. This research employed a quantitative method and included a sample of 44 employees. Multiple regression analysis and hypothesis testing were conducted using SPSS 23. The results of the study indicate that workplace spirituality has a significant influence on the performance of employees at PT Fajar Bangun Raharja Surakarta. Job knowledge does not significantly affect employee performance at PT Fajar Bangun Raharja Surakarta. Job skills have a significant impact on employee performance at PT Fajar Bangun Raharja Surakarta. Workplace spirituality has a higher and more significant influence, indicating that respondents believe they are enjoying their work, that employees support each other, are connected to the company's mission and values, and feel valued.


Introduction
The role of human resources in an organization is essential for achieving the company's goals.This becomes even more crucial in maintaining productivity and integrating social elements within the community.The human capital and the expansion of necessary skills have become highly important (Akbar, 2018).It is impossible to succeed in achieving organizational goals if the organization has abundant resources, cutting-edge technology, and ample raw materials but lacks the human resources to manage them.Therefore, human resources play a vital role as the primary factor and controller of organizational success (Nugrahani, 2017).
In the modern workplace, employees are often burdened with high demands, stress, and pressure.Spirituality can help employees find a balance between work and personal life and cope with stress.Spirituality applied in the workplace constitutes the organization's values (Garg, 2017), which are related to the organizational culture.This is evident in the improved performance of employees by fostering communication and understanding among individuals within the company.Spirituality represents intelligence in addressing issues related to meaning and values, emphasizing the importance of giving meaning and seeing life and living beings as essential while prioritizing the human aspect in actions (Ramachandaran et al., 2017).Its positive influence includes making employees more creative, and highly intuitive, and instilling a sense of ownership and responsibility within the company.Based on this theory, it can be said that spirituality plays a role in enhancing employee performance to ensure the company runs smoothly.
According to (Supriadi, 2022), employees with job knowledge can contribute to the advancement of a company and benefit both employees and the organization itself.Performance refers to the ability displayed by employees in carrying out their tasks (Lawu et al., 2019).Improved performance drives the company forward and allows it to thrive in the fast-paced business world (Padang & Sihombing, 2020).Another factor influencing employee performance is job skills.Skills, commonly referred to as abilities, pertain to physical activities such as writing, typing, or similar tasks (Zimmerman, 2023).Lengkong et al. (2019) state that job skills involve the ability to maximize thinking, ideas, and creativity.These skills are used to create, modify, or enhance meaning in something (Im et al., 2015).
The importance of this research is evident due to the increasingly competitive business environment influenced by the implementation of free markets.Every company, including those in the real estate sector, must compete to maintain their business.Therefore, a company's ability to develop strategies to compete with rivals is essential to remain in the market.The growth of the commercial property sector in 2022 has just recovered from the pressures of the COVID-19 pandemic.However, the real estate sector faces another threat to performance due to the ongoing macroeconomic conditions that could lead to a recession in the coming year.Slower growth in the property sector is attributed, in part, to the decline in real estate activity (Kim, 2016).It is known that in China, this sector only contributes to 1/3 of the country's GDP and is largely driven by debt.The government's attempts to address this situation have left property companies in confusion, with some well-known developers even facing default, such as Evergrande, Fantasia, and Modern Land.This situation has led to rumors that the world is facing a recession (Fernandes, 2020).
This research is conducted on the employees of PT Fajar Bangun Raharja Surakarta.PT Fajar Bangun Raharja Surakarta was founded in 1984 and is one of the companies operating in the real estate sales sector.In that same year, the company made a commitment to collaborate in supporting government programs related to the provision of housing for all segments of society, including low, middle, and high-income groups.Fajar Indah Housing is an exclusive area developed by PT Fajar Bangun Raharja Surakarta.Regarding management, especially in marketing programs, PT Fajar Bangun Raharja Surakarta employs various methods to attract prospective customers, such as distributing brochures, placing banners and billboards, utilizing mass media, both print and electronic, using slides in cinemas, participating in carnivals, and submitting proposals to government and private entities.PT Fajar Bangun Raharja Surakarta was chosen as the research subject because the majority of its employees work in marketing roles, and their performance is evaluated based on sales performance.This aligns with the research concept aimed at examining employee performance through workplace spirituality, knowledge, and job skills.
The objective of this study is to assess how workplace spirituality affects employee performance, evaluate the impact of job knowledge on employee performance, and investigate the influence of job skills on employee performance.

Literature Review
Workplace spirituality is linked to a concept that signifies an enhancement in the caliber of employee performance.It is an undeniable reality in the corporate realm, and the correlation between workplace spirituality and management is conspicuous across the board.Individuals with strong spiritual inclinations bring their whole being to work, which is indispensable for the organization's and its employees' success.Workplace spirituality is perceived as a driving force for employees who dedicate long hours to their work (Indradevi, 2020).The notion of workplace spirituality delineates the manifestation and encounter of spirituality within the workplace, and it is fostered by diverse components of the company, encompassing the organizational atmosphere/climate, culture, leadership, and the practices embedded within it Utami et al., (2021).Studies investigating the connection between workplace spirituality and employee performance have been illuminated by Khusnah (2020).This research shows that workplace spirituality has an impact on employee performance.
H1: Workplace spirituality has an impact on employee performance.
Job knowledge is a facet of competency and serves as one of the pivotal factors impacting employee performance.It's the result of what one "knows," and it significantly shapes an individual's actions in the workplace (Sika et al., 2022).Job knowledge is a particular competence involving the execution of tasks to attain optimal outcomes.It acts as a benchmark for assuming new job roles and caters to an employee's need for selfrecognition in their work.Employees possessing job knowledge tend to foster a sense of pride and delight in their jobs, thereby satisfying their job-related needs (Supriadi, 2022).Several factors influence job knowledge, including education, age, access to information, the work environment, socio-cultural and economic factors, as well as experience.Research regarding the correlation between job knowledge and employee performance has been brought to light by Serang, (2018).This research shows that job knowledge has an impact on employee performance.
H2: Job knowledge has an impact on employee performance.
Job skills are an essential aspect of competence and represent one of the factors that affect employee performance.Highly qualified employees with strong job skills can perform their duties more effectively.According to (Nurcahyo, 2018), job skills encompass a combination of various physical and non-physical work competencies that are relevant to the application of new job knowledge.Furthermore, it has been proposed that the concept of job skills encompasses not only observable skills but also includes a person's mental, manual, motor, perceptual, and even social skills.Research investigating the relationship between job skills and employee performance has been conducted by Tolo et al. (2016).This research shows that job skills have an impact on employee performance.
H3: Job skills have an impact on employee performance.

Research Methods
This research is a quantitative nature and was conducted from February 2023 until its completion.The research was carried out in a specific location or area.It took place in the city of Surakarta, precisely at PT Fajar Bangun Raharja.The population for this study includes all employees of PT Fajar Bangun Raharja Surakarta, totaling 44 individuals.The sampling method employed in this research is nonprobability sampling, specifically using a saturated sampling technique.Saturated sampling involves using all members of the population as samples, as described by Sugiyono (2013).
Enhancing Employee Performance: The Role of Workplace Spirituality, Job Knowledge, and Job Skills 81 The variables examined in this study comprise independent variables (X) and a dependent variable (Y).The independent variables (X) in this study encompass workplace spirituality, job knowledge, and job skills, while the dependent variable (Y) is employee performance.Data for this research were collected through a field survey using a questionnaire.A modified Likert scale was utilized to gauge respondent opinions, offering four response options: 1 = Strongly Disagree; 2 = Disagree; 3 = Neutral; 4 = Agree; 5 = Strongly Agree.

Results and Discussion
PT Fajar Bangun Raharja is engaged in the real estate and housing development business, established in 1984.Fajar Indah Housing is an exclusive area developed by PT Fajar Bangun Raharja Surakarta.In terms of management, especially for marketing programs, PT Fajar Bangun Raharja Surakarta attracts potential customers in various ways, such as through brochures, banners, billboards, mass media, print and electronic media, slides in cinema buildings, carnivals, and sending proposals to government and private institutions.Respondents in this study are the employees of PT Fajar Bangun Raharja Surakarta, with questionnaires distributed to all 44 employees.The r Table value is at a significant level of 0.05.If the calculated r is greater than the r Table and the r value is positive, then the statement is considered valid.To find the r Table, first determine the degrees of freedom (df) using the formula df = n (number of data) -2, resulting in df = 32-2 = 30.For r Table with df = 30 at a significance level of 0.05, it is 0.349.Here are the results of the validity test.Reliability testing is necessary to assess the consistency of responses from respondents, which is used to determine whether the instrument used in this research is reliable and suitable for use as a measurement tool for the research variables.Reliability testing is conducted after the data has been declared valid.When calculating reliability, it can be determined from the value of Cronbach's alpha (α) > 0.60, then the instrument can be considered reliable.Overall, the results of the reliability test can be seen in the following table: Hypothesis testing is a process of testing a statement using statistical methods to determine the significance of the test results.The R2 test is used to measure how well a model can explain the variation in the dependent variable.The results of the coefficient of determination test in this study are as follows: Based on the Model Summary table above, it is known that the coefficient of determination/Adjusted R Square is 0.551 or equal to 55.1%.This figure implies that the variables Workplace Spirituality (X1), Job Knowledge (X2), and Job Skills (X3) collectively (together) influence Employee Performance (Y) by 52.7%.The remaining portion (100% -55.1% = 44.9%) is influenced by other variables not included in this study.
The simultaneous test aims to examine whether the hypotheses explaining Workplace Spirituality, Job Knowledge, and Job Skills have a significant impact on Employee Performance at PT Fajar Bangun Raharja Surakarta.8 above, it shows that the calculated F value is 13.665, while the F Table at a significance level of 0.05 or 5% with degrees of freedom numerator (k-1) = 3-1 = 2 and degrees of freedom denominator (n-k-1) = 32 -3 -1 = 28, yields an F Table value of 3.340.With a significance value of 0.000 < 0.05, it can be concluded that there is a reducing disruptions at work and increasing productivity.Employees who feel connected to their spiritual values often have higher motivation.They have a deeper understanding of their goals and how their work can make a positive contribution to society or the world.This can enhance intrinsic motivation, which is associated with better performance.

The Influence of Job Knowledge on Employee Performance
Adequate job knowledge is not enough if not supported by adequate resources, such as equipment, technology, or management support.Without adequate resources, employees may not be able to apply their knowledge effectively.Even with relevant knowledge, employees may lack the necessary skills to apply that knowledge in practice.For example, employees working at PT Fajar Bangun Raharja in the real estate and housing development business may know about real estate business marketing, but without sufficient marketing skills and effective communication, their performance may be limited.External factors such as market changes, competition, or economic conditions can affect employee performance even if they have good job knowledge.In some situations, these factors may play a more significant role in determining performance outcomes than job knowledge.This suggests that, in the case of PT Fajar Bangun Raharja employees, job knowledge does not influence employee performance significantly.

The Influence of Job Skills on Employee Performance
Good communication and interpersonal skills can strengthen relationships among employees and with customers or external colleagues.This can enhance collaboration and cooperation, impacting overall team performance.Employees who are confident in their abilities and feel that their skills are recognized tend to be more satisfied with their jobs.Higher job satisfaction can boost motivation and overall performance.Relevant skills help employees make better decisions.They can evaluate information more effectively and make more informed decisions.Various other skills, such as problem-solving and creative skills, enable employees to think innovatively.This can result in new ideas and solutions that can improve organizational performance.Therefore, adequate job skills are a valuable asset for employees and organizations.They have a broad positive impact on employee performance and can help achieve organizational goals more effectively.

Conclusion
In managing the sustainability of a company, management must handle human resources in line with the company's demands.Employees must understand that their performance will significantly impact the company's success in achieving its goals, especially for companies operating in the real estate and housing development business.The majority of employees working in such companies are often involved in marketing roles.Therefore, competent marketing personnel are required.Hence, there is a need for an analysis to identify the factors influencing Employee Performance.
The research results indicate that Workplace Spirituality and Job Skills have a partial influence on Employee Performance.It is undeniable that employees with a high level of spirituality tend to perform their tasks well because they believe that working is an activity for survival and self-actualization about their creator.Similarly, Job Skills play a crucial role.Marketing jobs require specific skills to support performance, such as negotiation skills and the ability to influence others.This is different from the impact of Job Knowledge.The research findings suggest that Job Knowledge does not significantly influence Employee Performance.This is because in the field of marketing, if employees have only product-related knowledge but lack the skills to sell effectively, it is likely that the marketed products will not sell well.Consequently, Employee Performance will not improve.
The results of this research are essential for collective understanding and serve as input for organizations.Besides providing Job Knowledge to employees, organizations need to instill workplace spirituality and enhance employee skills.A recommendation for future research is to examine mediating factors, such as job satisfaction, to further analyze the factors influencing Employee Performance.

Table 1 .
The Operational Definition of Variables

Table 2 .
Results of the Validity Test for Workplace Spirituality

Table 3 .
Results of the Validity Test for Job Knowledge

Table 4 .
Results of the Validity Test for Job Skills

Table 5 .
Results of the Validity Test for Employee Performance

Table 6 .
Reliability Test Results

Table 7 .
Test -Model Summary

Table 8 .
Results of the F ANOVAa Test