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Abstrak :
Sumber Daya Manusia (SDM) merupakan salah satu sumber keunggulan kompetitif yang utama bagi perusahaan karena memiliki pengetahuan dan kompleksitas yang sulit ditiru oleh pesaing. Praktik SDM sangat berkaitan erat dengan kinerja perusahaan. Penelitian ini membahas mengenai bagaimana hubungan antara praktik SDM dan karakteristik pekerjaan terhadap kinerja karyawan yang dimediasi oleh employee well-being pada PT. ABC. PT. ABC merupakan sebuah perusahaan yang bergerak di bidang sub kontraktor di bidang telekomunikasi di Indonesia. Penelitian ini memasukkan  komponen health-related well-being  pada employee well-being di samping komponen psychological well-being. Penelitian ini menggunakan kuesioner sebagai metode pengumpulan data dengan  responden pegawai di bidang operasional baik di kantor pusat maupun yang tersebar di 11 cabang. Analisis data menggunakan Structural Equation Modeling (SEM). Hasil penelitian ini menunjukkan bila praktik SDM terbukti berpengaruh secara positif terhadap kinerja sedangkan karakteristik pekerjaan tidak terbukti berpengaruh positif terhadap kinerja karyawan. Praktik SDM maupun karakteristik pekerjaan sama-sama tidak terbukti berpengaruh signifikan terhadap employee well-being. Sementara Employee well-being juga tidak terbukti berpengaruh positif terhadap kinerja karyawan. Hasil penelitian ini menekankan pentingnya praktik SDM dalam meningkatkan kinerja karyawan. ......Human Resources (HR) is one of the main competitive advantages for companies because they have the knowledge and complexity that is difficult to imitate by competitors. HR practice is closely related to the company's performance. This study discusses how the relationship between HR Practice and Job Characteristics on Employee Performance that is mediated by Employee Well-Being in PT. ABC. PT. ABC is a company in telecommunication industry that is in the construction of infrastructure and facilities for telecommunications in Indonesia. This research includes the health-related well-being component in variable employee well-being in addition to the psychological well-being component. This study uses a questionnaire as data collection method with respondents in the operational/project fields in headquarter and 11 branches. Data analysis uses Structural Equation Modeling (SEM). The results indicated that HR Practice has a positive effect on  Job Performance while Job Characteristics does not have effect on Job Performance. Both HR practices and Job Characteristics didn`t have a significant effect on Employee Well-Being. While Employee Well-Being also didn`t have a significant effect on Job Performance. The results of this study emphasize the importance of HR practices in improving employee performance.

Abstrak :
Penelitian ini bertujuan untuk menguji pengaruh praktik manajemen sumber daya manusia (praktik SDM komitmen tinggi) terhadap kinerja individu Aparatur Sipil Negara (ASN) melalui variabel mediasi komitmen afektif, motivasi pelayanan publik, dan perilaku inovatif dalam konteks penyederhanaan birokrasi dan perubahan sistem kerja ASN akibat pandemi Covid-19 di Badan Pengawas Obat dan Makanan (BPOM). Dengan menganalisis data kuesioner dari 182 responden ASN BPOM melalui model persamaan struktural (SEM) menggunakan aplikasi LISREL 8.51 full version, penelitian ini menemukan pengaruh positif dari praktik SDM komitmen tinggi terhadap komitmen afektif, perilaku inovatif, dan kinerja pegawai yang dimediasi oleh motivasi pelayanan publik. Namun, penelitian ini juga menemukan bahwa komitmen afektif tidak berpengaruh terhadap perilaku inovatif dan kinerja pegawai, sehingga komitmen afektif tidak memediasi hubungan antara praktik SDM komitmen tinggi dengan perilaku inovatif dan kinerja pegawai. Selain itu, hasil penelitian juga menunjukan bahwa perilaku inovatif berpengaruh positif terhadap kinerja pegawai. ......This study aims to examine the effect of human resource management practices (high commitment HR practices) on the individual performance of the State Civil Apparatus (ASN) through the mediating variables of affective commitment, public service motivation, and innovative behavior in the context of bureaucratic simplification and changes in the ASN work system due to the Covid-19 pandemic at the National Agency of Drug and Food Control (BPOM). By analyzing questionnaire data from 182 ASN respondents through a structural equation model (SEM) using the full version LISREL 8.51 application, this study found a positive effect of high-commitment HR practices on affective commitment, innovative behavior, and employee performance mediated by public service motivation. However, this study also found that affective commitment had no effect on innovative behavior and employees' performance so that affective commitment did not mediate the relationship between high-commitment HR practices and innovative behavior and employee performance. In addition, the results of the study also show that innovative behavior has a positive effect on employee performance.