Model Peningkatan Kinerja Pegawai Melalui Budaya Organisasi Dengan Conscientiousness dan Civic Virtue Sebagai variabel Intervening
DOI:
https://doi.org/10.59086/jam.v4i1.660Keywords:
Organizational Culture, Conscientiousness, Civic Virtue, Kinerja PegawaiAbstract
Penelitian ini bertujuan untuk menganalisis model peningkatan kinerja pegawai melalui budaya organisasi dengan conscientiousness dan civic virtue sebagai variabel intervening pada Pengadilan Agama di wilayah hukum Provinsi Kalimantan Tengah. Penelitian ini menggunakan pendekatan kuantitatif. Populasi dalam penelitian ini adalah Aparatur Sipil Negara (ASN) pada 13 satuan kerja Pengadilan Agama di wilayah tersebut. Jumlah sampel ditentukan menggunakan rumus Slovin, sehingga diperoleh sebanyak 140 responden. Pengumpulan data dilakukan melalui kuesioner, sedangkan analisis data menggunakan metode Partial Least Squares (PLS) dengan bantuan aplikasi SmartPLS. Hasil penelitian menunjukkan bahwa budaya organisasi berpengaruh positif dan signifikan terhadap conscientiousness dan civic virtue. Namun, budaya organisasi tidak berpengaruh langsung terhadap kinerja pegawai. Sebaliknya, conscientiousness dan civic virtue memiliki pengaruh positif dan signifikan terhadap kinerja pegawai. Uji mediasi menunjukkan bahwa conscientiousness dan civic virtue mampu memediasi pengaruh budaya organisasi terhadap kinerja pegawai. Temuan ini menunjukkan bahwa peningkatan kinerja pegawai dapat dilakukan secara tidak langsung melalui penguatan budaya organisasi dengan meningkatkan conscientiousness dan civic virtue.
This study aims to analyze a model for improving employee performance through organizational culture, with conscientiousness and civic virtue serving as intervening variables in Religious Courts within the jurisdiction of Central Kalimantan Province. The research employs a quantitative approach. The population consists of civil servants working in 13 Religious Court work units across Central Kalimantan. The sample size, determined using the Slovin formula, resulted in 140 respondents. Data collection was carried out using questionnaires, while data analysis was conducted using the Partial Least Squares (PLS) method with the assistance of the SmartPLS application. The findings reveal that organizational culture has a positive and significant influence on both conscientiousness and civic virtue. However, organizational culture does not directly impact employee performance. Conversely, conscientiousness and civic virtue both show positive and significant effects on employee performance. Further analysis confirms that conscientiousness and civic virtue mediate the relationship between organizational culture and employee performance. These findings suggest that enhancing employee performance can be effectively achieved indirectly by strengthening organizational culture through increased conscientiousness and civic virtue.
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