The Effect of Skill and Attitude on Performance with Work Effectiveness as an intervening variable at Research and Development Planning Service Bintan
DOI:
https://doi.org/10.61841/rq4d0460Keywords:
Skill, Attitude, Work Effectiveness, PerformanceAbstract
The regional government has a vital role in the implementation of the economy. It is Regency government has a vital role in the implementation of the economy. It is necessary to have excellent quality State Civil Apparatus to participate in the implementation of government programs. In particular, the Bintan Research and Development Planning Service which has complex tasks and functions in developing Bintan Regency. The performance of State Civil Apparatus measured by various aspects such as the skills and attitudes of employees, the better the skills and attitudes of employees will increase the effectiveness of work, which will ultimately improve the performance of the employees themselves. This study is to analyze the effect of skills and attitudes on performance, both directly and through work effectiveness. The research methodology uses path analysis using SPSS with a sample of 43 Civil Apparatus in the Bintan Research and Development Planning Service. Research findings explain that skill has a significant effect on the effectiveness and performance directly. While attitude does not significantly influence the effectiveness and performance directly. Based on the indirect effect, it is found that the skills affect the performance through work effectiveness, while the attitude does not affect the performance through work effectiveness.
Downloads
References
1. Bernardin, H., & Russell, J. (2013). Human Resources Management. New York: Mc. Graw Hill.
2. Denison, D. (2010). Corporate Culture and Organizational Effectiveness. New York: John Wiley & Son.
3. Dessler, G. (2013). Human Resource Management – Thirteenth Edition. New Jersey: Prentice-Hall.
4. Gibson, J., Ivancevich, J., Donnelly, J., & Konopaske, R. (2012). Organizations: Behavior, Structure, Processes -14/E. New York: McGraw-Hill.
5. Khan, A., & Ahmad, W. (2012). Leader’s Interpersonal Skills and Its Effectiveness at different Levels of Management. International Journal of Business and Social Science, 296-305.
6. Kreitner, R., & Kinicki, A. (2014). Perilaku Organisasi. Jakarta: Salemba Empat.
7. Luthan, F. (2012). Organizational Behavior. New York: Mc Graw-Hill.
8. Mondy, R. (2016). Manajemen Sumber Daya Manusia. Jakarta: Erlangga.
9. Robbins, S., & Coulter, M. (2010). Manajemen. Jakarta: Erlangga.
10. Schiffman, L., & Kanuk, L. (2012). Consumer Behavior. New Jersey: Prentice-Hall.
11. Setiadi, N. (2017). Perilaku Konsumen. Jakarta: Kencana Pedana Media Grup.
12. Yuniarsih, T., & Suwatno. (2014). Manajemen Sumber Daya Manusia. Bandung: Alfabeta.
Downloads
Published
Issue
Section
License
This work is licensed under a Creative Commons Attribution 4.0 International License.
You are free to:
- Share — copy and redistribute the material in any medium or format for any purpose, even commercially.
- Adapt — remix, transform, and build upon the material for any purpose, even commercially.
- The licensor cannot revoke these freedoms as long as you follow the license terms.
Under the following terms:
- Attribution — You must give appropriate credit , provide a link to the license, and indicate if changes were made . You may do so in any reasonable manner, but not in any way that suggests the licensor endorses you or your use.
- No additional restrictions — You may not apply legal terms or technological measures that legally restrict others from doing anything the license permits.
Notices:
You do not have to comply with the license for elements of the material in the public domain or where your use is permitted by an applicable exception or limitation .
No warranties are given. The license may not give you all of the permissions necessary for your intended use. For example, other rights such as publicity, privacy, or moral rights may limit how you use the material.
