Analisis Kinerja Aparatur Sipil Negara (ASN) Pada Badan Pengembangan Sumber Daya Manusia Daerah Provinsi Nusa Tenggara Timur Dengan Motivasi Kerja Sebagai Variabel Mediasi

TAE, Gregorius Mau (2021) Analisis Kinerja Aparatur Sipil Negara (ASN) Pada Badan Pengembangan Sumber Daya Manusia Daerah Provinsi Nusa Tenggara Timur Dengan Motivasi Kerja Sebagai Variabel Mediasi. Masters thesis, Unika Widya Mandira.

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Abstract

CE is a human resource that supports the achievement of government organization performance. There are many factors affecting CE performance, such as work discipline, organizational culture, work environment, human resources’ competency and work motivation. This study aims to: 1) Know the description of performance, work motivation, work discipline,organizational culture, work environment and human resources’ competency at the Regional Human Resources Development Agency (RHRDA) of East Nusa Tenggara (NTT) Province; 2) Know the significance of effect of work discipline, organizational culture, work environment and human resources’ competency partially on the employees’ work motivation; 3) Know the significance of effect of work discipline, organizational culture, work environment, human resources’ competence and work motivation partially on the employees’ performance; 4) Know the significance of effect of work motivation in mediating the effect of work discipline,organizational culture, work environment and human resources’ competency on the employees’ performance. This research uses quantitative methods. The sample of this study is 55 employees. The data are collected using a questionnaire and are analyzed using Smart-PLS application. The results of descriptive statistical analysis show that 5 variables are categorized as good enough namely performance (66.778%), work motivation (67.111%), organizational culture (67. 091), work environment (67.727%) and human resources’ competency (67.636),except the work discipline is categorized as good (69.182). The results of the determination coefficient (R2) indicate that work discipline, organizational culture, work environment, HR competency and work motivation contribute 77.6% onemployees’ performance and the work discipline,organizational culture, work environment, and HR competency contribute 59.6% on the work motivation. The inner model test results show that 1) work discipline (0.043), organizational culture (0.024), work environment (0.000) and HR competency (0.044) partially have a positive and significant effect on work motivation (p values < 0.05). 2) work discipline (0.000),organizational culture (0.006), work environment (0.041), HR competency (0.021) and work motivation (0.000) partially have a positive and significant effect on employees’ performance (p values < 0.05). The results of the Specific Indirect Effect test showed that work motivation had a positive and significant effect in mediating the influence of work discipline (0.005), organizational culture (0.000), work environment (0.001) and HR competency (0.001) on employees’ performance (p values < 0.05). Based on these results of this study, it is suggested to the RHRDA management to: 1) increase work motivation,byproviding comfortable working conditions for employees; 2)improve work discipline, by encouraging each employee to comply with the existing organization’s work procedures; 3) improve the organizational culture by building up the spirit of cooperation among employees of different work fields; 4) improve the work environment, by directing employees to maintain good relationship among colleagues; 5) improve human resources’ competency, by motivating the employees to be positive in admitting tasks and immediately doing the tasks given by the management.

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