Effect of Competency and Compensation Through Organizational Commitment on the Public Service Performance of Local Government Employees South Sulawesi Province


Authors : Ahmad; Djabir Hamzah; Siti Haerani; Fauziah Umar

Volume/Issue : Volume 5 - 2020, Issue 10 - October

Google Scholar : http://bitly.ws/9nMw

Scribd : https://bit.ly/2HG7loa

Public services are basic services in government administration. Public services as an important indicator in the assessment of government performance, both at the central and regional levels. Most of the agency services in South Sulawesi Province are still classified as poor and fall into the red zone of local government compliance with the Public Service Law. To realize a good employee work attitude, various ways are needed that can be done by agencies (SKPD) as a government organization, including by implementing a competency system, a compensation system and strengthening organizational commitment to be able to improve employee performance in achieving organizational goals as a public service agency. This study aims to determine the relationship between competence, compensation and organizational commitment and their effects on the performance of public services for local government employees of South Sulawesi Province. The research design was expalanatory, with a positivistic paradigm approach, and a quantitative study of perceptions, with a sample size of 180 people (respondents) who were proportionally selected by random sampling area. Data was collected through questionnaires distributed to 216 staff (ASN) in 4 (four) Service Offices (Education Office, Health Service, Social Service, and Cooperative and UKM Services) in 3 (three) Wilaya (South Sulawesi Province, Makassar City, and Parepare City). Structural Equation Modeling (SEM) analysis of the AMOS statistical software package, to determine the relationship between competence, compensation, and organizational commitment with the performance of public services for local government employees of South Sulawesi Province. The results show that there are three types of influence that will be presented in the structural model, namely the direct effect (Standardized Direct Effect), the indirect effect (Standardized Indirect Effect), and the total effect (Standardized Total Effect). Testing the direct effect hypothesis is carried out by testing the Critical Ratio (CR) on each direct effect partially. If the CR value is> 1.96 or the P value <0.05, it can be concluded that there is a significant effect, conversely, if the CR value is <1.96 or the P value> 0.05, it can be

Keywords : Competence, Compensation, Organizational Commitment, and Public Service Performance.

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