Effects of Work Complexity, Multiple Authority, and HRIS-Payroll Integration on Area Manager Performance at Facility Management Company
Abstract
This study examines the structural relationships among work complexity, multiple authority, HRIS-Payroll integration, and Area Manager performance at Facility Management Company. An explanatory quantitative research design was conducted using a census of 41 Area Managers (n= 41, 100% response rate). Data were gathered using a structured questionnaire containing 110 items across 55 indicators (averaged from general and contextual measures) and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS 4 and 5,000 bootstrapping subsamples. The structural model evaluation indicated that work complexity was negatively associated with performance (β=-0.571,t=7.400,p<0.001,f^2=1.848) , representing the predictor with the largest path magnitude. Multiple authority was also negatively associated with performance (β=-0.447,t=5.837,p<0.001,f^2=1.186). Conversely, HRIS-Payroll integration was positively associated with performance (β=0.354,t=4.757,p<0.001,f^2=0.692), serving as the only predictor with a positive path coefficient in the proposed model. Collectively, these three predictors explained 83.6% of the variance in Area Manager performance (R^2=0.836, Adjusted R^2=0.823,Q^2=0.791,SRMR=0.073). The findings suggest that Facility Management Company may improve Area Manager performance by streamlining reporting structures, enhancing HRIS-Payroll system capabilities, and managing operational task demands more effectively.
Keywords: Work Complexity, Multiple Authority, HRIS-Payroll Integration, Area Manager Performance, PLS-SEM
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DOI: http://dx.doi.org/10.30829/jombi.v8i01.31053
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