INTRODUCTION
Government
agencies are currently faced with complex problems, both seen from the internal
and external influences of the agency. To help the agency run smoothly, it is
necessary to have human resources. Human resources in a government agency is a
very important aspect (Basnawi, 2017). Every institution
that is established certainly has a goal to be achieved, in achieving these
goals so that the maximum can be achieved by utilizing existing resources. One
of the available resources and their existence has a big influence on the
achievement of goals is human resources.
Human
resources are "people's knowledge, skills, networks, and energies, as well
as their physical and emotional health, intellectual talents, personalities,
and motivations" (Lambrechts & Gnan, 2022). Human resources
are the only resources that have a sense of feeling, desire, skill, knowledge,
encouragement, power, and work (ratio, taste, and intention). All of these
potential human resources affect the agency's efforts in achieving its goals.
No matter how advanced technology, development of information, availability of
capital and adequate materials, if without human resources it is difficult for
the agency to achieve its goals.
Civil
servants as the main element of human resources have a role in determining the
success of government administration and development which is very strategic in
carrying out government duties (Essing et al., 2018). Based on Law no.
5 of 2014 concerning State Civil Apparatus. State Civil Apparatus, hereinafter
abbreviated as ASN, is a profession for civil servants and government employees
with work agreements who work for government agencies.
Every
employee in an agency has their own interests and goals when the employee joins
the agency, and it cannot be denied that the goal for most people, especially
employees in an agency, is to earn a living and earn money. This means that if
an employee has done a good performance, the employee will expect rewards both
in money and in other forms. Ideally every agency should be able to balance the
achievement of the goals of its employees.
Currently,
to be able to follow all existing developments and achieve the goals of an
agency where technological developments are increasingly sophisticated, it is
necessary to have an encouragement or stimulation for employees to work well (Rahayu, 2020). Salary can no
longer be used as the only tool to improve employee performance, therefore a
combination of salaries in other forms of compensation is needed. One of the
strategies that can be set in increasing professionalism, welfare of civil
servants and improving employee performance is to provide additional income for
state civil servants or incentives.
Additional
income for state civil servants or incentives must be in accordance with
regulations issued by the government. The provision of additional employee
income is not only useful for improving employee performance, this is also an
award for their good performance (Madjid, 2016). With awards given
in the form of incentives, employees can maintain good performance.
In
the West Kutai Regional Regulation concerning the
Establishment of the West Kutai Regional Apparatus
and the West Kutai Regent Regulation Number 14 of
2017 concerning the position, organizational structure, duties and functions
and work procedures of the regional apparatus, the West Kutai
Mayor Regulation Number 14 of 2017 concerning Additional Income for Prospective
Civil Servants Civilians and Civil Servants Within the West Kutai
Government, adjustments need to be made. Furthermore, the Minister of Home
Affairs Regulation Number 13 of 2006 concerning Guidelines for Regional
Financial Management in article 39 paragraph (8) states that it is necessary to
form a mayoral regulation regarding additional income for state civil servants
of the West Kutai government.
The
policy of providing additional income for state civil servants is very
important to note, because this is related to the work results of employees in
doing their jobs (Ihsan, 2017). By providing
additional income for state civil servants in accordance with predetermined
work standards, it means giving satisfaction and making a stronger relationship
between employees and the institution where they work (Nuswantari et al., 2016). If the employee
does not get additional income for civil servants in accordance with the amount
of sacrifice in work, then the employee tends to be lazy and unmotivated and
eventually they work as they please without adequate job satisfaction, which is
as expected by the employee. Therefore, the relationship that leads to the
achievement of goals will produce very beneficial results for both the agency
and the employees themselves.
The
West Kutai Regional Inspectorate Office as the
research location is considered to have not shown satisfactory results even the
performance of the Regional Inspectorate Office is still considered not on
target and the performance of the West Kutai Regional
Inspectorate Office is still far from expectations as in terms of
infrastructure improvements that still do not have a positive impact on
development. In addition, the West Kutai Regional
Inspectorate Office does not have accurate data on the number of damaged roads
in West Kutai. While the additional income of the
West Kutai State Civil Apparatus has been increased
by 100%.
Rahmawati (2012)
found the performance of the employees of the Bintan
Regency Health Office in 2012 were low-performing. Improving the quality of
human resources will improve the technical ability of employees in carrying out
work so that employee performance increases. Moreover, remuneration and
achievement motivation have an effect (Pasaribu, 2013).
Seeing
the above conditions, the researchers were encouraged to conduct research with
the title "The Effect of Additional Income of State Civil Apparatus
Employees on the Performance of Civil Servants at the West Kutai
Regional Inspectorate Office". The purpose of this study is to analyze the
effect of additional income for state civil servants on the performance of
civil servants at the West Kutai Regional
Inspectorate Office.
METHOD
The study uses a quantitative approach because
to answer the formulations in this study, the researcher uses measurement
techniques on certain variables to produce generalizable conclusions (Creswell, 2012). For the purposes
of data analysis, researchers used the SEM (Structure Equation Model) model (Sugiyono, 2017).
A. Data
collection technique
To obtain data
for information and other necessary information, this study uses primary data
collection techniques, namely data collection techniques that are carried out
directly at the research location of the respondents. The data collection
technique used is through a questionnaire, namely the technique of collecting
data through a questionnaire is by giving a questionnaire to the respondent,
namely giving a set of questions or a written statement to the respondent to be
answered.
B. Data
analysis technique
This study
uses a system of Structural Equation Modeling (SEM). SEM is a statistical
technique for testing and estimating casual relationships by integrating factor
analysis and path analysis. SEM is the development of the General Linear Model
(GLM) with multiple regression as the main part (Abdillah & Hartono, 2015). SEM has been
widely recognized in business research under various names: causal modeling,
causal analysis, or confirmatory factor analysis.
This research
uses data analysis method using SmartPLS software
which is run with computer media. PLS (Partial Least Square) is a variant-based
structural equation analysis (SEM) that can simultaneously test the measurement
model as well as test the structural model. The measurement model is used to
test the validity and reliability, while the structural model is used to test
causality (testing hypotheses with predictive models).
RESULTS
AND DISCUSSION
A. The Effect of Additional Income for State Civil Apparatus
Employees on Civil Servant Performance at the West Kutai
Inspectorate Office
In
improving employee performance, there are many ways that can be done, one of
which is by providing additional income for state civil servants or what is
often called incentives (Brhane & Zewdie, 2018). In government agencies the system of providing additional
employee income is based on the performance of the civil servant, according to
workload, work performance, etc. Incentives are something that is considered
important because it is a source of employee income that is used to meet their
daily needs. Incentives are very important to be considered and given to all
employees because salary is no longer one of the things that encourage employees
to work better.
Providing
additional appropriate employee income will motivate employees to be
enthusiastic in working and can improve employee performance. Because everyone
certainly wants remuneration in accordance with the work they have done in a
certain period of time. So, it can be concluded that the provision of
appropriate additional employee income is one way to obtain optimal performance
from each employee apart from work discipline and other things that are also
able to encourage more optimal employee performance.
B. Distribution of Respondents' Answers to
Variable X (Additional Employee Income)
In variable X, namely additional
employee income, the researcher proposed 10 statements to 55 respondents. The
statement was prepared based on the sub-indicators of the indicators proposed
by Sondang P Siagian, where
to provide incentives, namely based on; performance, length of service, years
of service, needs, fairness and feasibility.
To describe the results of the
answers from the respondents, the researchers described them in the form of
tables accompanied by explanations and conclusions based on the statements that
the researchers had compiled previously in the form of a questionnaire. The
statement is as follows
1. Performance
Table 1
Respondents' responses to
additional employee income based on workload
|
No
|
Responses
|
Total (people)
|
Percentage (%)
|
|
1
|
Strongly
agree
|
19
|
35%
|
|
2.
|
Agree
|
36
|
65%
|
|
3.
|
Disagree
|
|
|
|
4.
|
Disagree
|
|
|
|
5.
|
Strongly
disagree
|
|
|
|
|
Total
|
55
|
100%
|
Source: Research Processed Data Results, 2022
Based on the data in the table above, the responses of respondents
who stated strongly agreed were 19 respondents or 35% and those who agreed were
36 respondents or 65%, no one answered less agree, disagree, and strongly
disagree. If a civil servant works according to the workload he bears, the
civil servant is in a position to work at a normal load. If it exceeds then the
civil servant is in a position to work more than the normal load. In order for
the performance of the civil servant to be good, it is necessary to determine
the workload of the employee so that the civil servant does not work more than
the normal workload.
Furthermore, the responses given by civil servants at the West Kutai Inspectorate Office for attendance
at work
Table 2
Respondents'
responses to the provision of additional employee income based on attendance at
work
|
No
|
Responses
|
Total (people)
|
Percentage (%)
|
|
1
|
Strongly
agree
|
22
|
49%
|
|
2.
|
Agree
|
33
|
51%
|
|
3.
|
Disagree
|
|
|
|
4.
|
Disagree
|
|
|
|
5.
|
Strongly
disagree
|
|
|
|
|
Total
|
55
|
100%
|
Source: Research Processed Data
Results, 2022
Based on the data in the table above, the responses of respondents
who stated strongly agreed were 22 respondents or 49% and those who agreed were
33 respondents or 51%. If cumulatively as many as 55 respondents answered agree
and strongly agree on the provision of additional employee income based on
attendance at work. Therefore, it can be concluded that the provision of
additional employee income at the West Kutai
Inspectorate Office is based on attendance at work. work and there will be
deductions if the civil servant comes and goes not at the set hours, the
presence of civil servants at work needs to be considered so that the
performance of these civil servants can increase.
2. Length of
Work
Table 3
Respondents'
responses to the provision of additional employee income based on the length of
time completing the work
|
No
|
Responses
|
Total (people)
|
Percentage (%)
|
|
1
|
Strongly
agree
|
1
|
2%
|
|
2.
|
Agree
|
11
|
19%
|
|
3.
|
Disagree
|
32
|
57%
|
|
4.
|
Disagree
|
6
|
11%
|
|
5.
|
Strongly
disagree
|
6
|
11&
|
|
|
Total
|
55
|
100%
|
Source:
Research Processed Data Results, 2022
Based on the data in the table
above, the responses of respondents who stated that they strongly agreed were 1
respondent or 26%, and those who agreed were 11 respondents or 19%. Those who
stated that they did not agree were 32 respondents or 57%, and those who said
they did not agree were 6 respondents or 11%. And those who strongly disagree
are 6 respondents or 11%. So it can be concluded that the provision of
additional income for employees at the West Kutai
Inspectorate Office is not based on the time spent at work or not based on the
length of time completing the work.
Then the responses given by civil
servants at the West Kutai Inspectorate Office on
attendance at work
Table 4
Respondents' responses to working 5 days a
week
|
No
|
Responses
|
Total (people)
|
Percentage (%)
|
|
1
|
Strongly
agree
|
21
|
38%
|
|
2.
|
Agree
|
34
|
62%
|
|
3.
|
Disagree
|
|
|
|
4.
|
Disagree
|
|
|
|
5.
|
Strongly
disagree
|
|
|
|
|
Total
|
55
|
100%
|
Source:
Research Processed Data Results, 2022
Based on the data in the table
above, the responses of respondents who stated strongly agreed were 21
respondents or 38% and those who agreed were 34 respondents or 62%. If
cumulatively those who answered agreed and strongly agreed were 55 respondents.
So it can be concluded that civil servants at the West Kutai
Inspectorate Office work 5 days a week.
3. Years of service
The calculation of the period of
service is calculated from the time the employee has a working relationship
with a certain agency since the employee starts working with a work agreement.
The following is the response given by civil servants at the West Kutai Inspectorate Office on the length of service that can
determine the quality of work.
Table 5
Respondents' responses to tenure and quality of work
|
No
|
Responses
|
Total (people)
|
Percentage (%)
|
|
1
|
Strongly
agree
|
23
|
40%
|
|
2.
|
Agree
|
23
|
40%
|
|
3.
|
Disagree
|
5
|
8%
|
|
4.
|
Disagree
|
4
|
7%
|
|
5.
|
Strongly
disagree
|
4
|
5&
|
|
|
Total
|
55
|
100%
|
Source:
Research Processed Data Results, 2022
Based on the data in the table above, the
responses of respondents who stated strongly agreed were 23 respondents or 40%
and those who agreed were 23 respondents or 40%. 5 respondents or 8% said they
did not agree, and those who disagreed were 4 respondents or 7% and those who
strongly disagreed were 3 respondents or 5%. So it can be concluded that the
tenure can determine the quality of work. The longer the working period of a
civil servant, the more work experience, so the quality of work he produces.
Responses given by civil servants at the West Kutai
Inspectorate Office on
years of service.
Table 6
Respondents' responses to additional employee income based
on years of service or class
|
No
|
Responses
|
Total (people)
|
Percentage (%)
|
|
1
|
Strongly
agree
|
21
|
38%
|
|
2.
|
Agree
|
34
|
62%
|
|
3.
|
Disagree
|
|
|
|
4.
|
Disagree
|
|
|
|
5.
|
Strongly
disagree
|
|
|
|
|
Total
|
55
|
100%
|
Source:
Research Processed Data Results, 2022
Based on the data in the table
above, the responses of respondents who stated strongly agreed were 21
respondents or 38% and those who agreed were 34 respondents or 62%. So it can
be concluded that the provision of additional income for employees at the West Kutai Inspectorate Office is adjusted to the period of
service or class.
4. Needs
Needs are everything that a person
needs to sustain his life and provide welfare and comfort. To find out whether
the provision of additional employee income has met the needs or has not met
the needs. The following are responses given by civil servants at the West Kutai Inspectorate Office based on need.
Table 7
Respondents'
responses to additional employee income according to needs
|
No
|
Responses
|
Total (people)
|
Percentage (%)
|
|
1
|
Strongly
agree
|
5
|
9%
|
|
2.
|
Agree
|
37
|
67%
|
|
3.
|
Disagree
|
7
|
13%
|
|
4.
|
Disagree
|
4
|
7%
|
|
5.
|
Strongly
disagree
|
2
|
4%
|
|
|
Total
|
55
|
100%
|
Source:
Research Processed Data Results, 2022
Based on the data in the table
above, the responses of respondents who stated strongly agreed were 5
respondents or 9% and those who agreed were 37 respondents or 67%, who stated
less agree were 7 respondents or 13%. 4 respondents or 7% disagreed, which
stated strongly disagreed as many as 2 respondents or 4%. Respondents who
answered strongly agreed and agreed if they were accumulated to be 42
respondents while those who answered disagreed, disagreed, and strongly
disagreed if they were accumulated to be 13 respondents. So it can be concluded
that the provision of additional income for employees at the West Kutai Inspectorate Office has fulfilled the living needs of
civil servants.
Responses given by civil servants at the West Kutai Inspectorate Office on satisfaction in receiving
additional employee income (incentives)
Table 8
Level of satisfaction of respondents with additional employee
income
|
No
|
Responses
|
Total (people)
|
Percentage (%)
|
|
1
|
Strongly
agree
|
8
|
14%
|
|
2.
|
Agree
|
22
|
40%
|
|
3.
|
Disagree
|
16
|
29%
|
|
4.
|
Disagree
|
7
|
13%
|
|
5.
|
Strongly
disagree
|
2
|
4%
|
|
|
Total
|
55
|
100%
|
Source: Research Processed Data Results, 2022
Based on the data in the table
above, the responses of respondents who stated strongly agreed were 8
respondents or 14% and those who agreed were 22 respondents or 40%, who
expressed less agree as many as 16 respondents or 29%. 7 respondents or 13%
said they did not agree, which stated strongly disagreed as many as 2
respondents or 4%. It can be concluded that civil servants are satisfied with
the additional employee income received at the West Kutai
Inspectorate Office, but there are still civil servants at the West Kutai Inspectorate Office who are not satisfied with the
additional employee income they receive.
5. Fairness and Worthiness
Indicators of fairness and
feasibility really need to be considered in providing additional employee
income. The following are responses given by civil servants at the West Kutai Inspectorate Office based on fairness and merit.
Table 9
Respondents' responses to
additional income in accordance with applicable regulations
|
No
|
Responses
|
Total (people)
|
Percentage (%)
|
|
1
|
Strongly
agree
|
20
|
36%
|
|
2.
|
Agree
|
35
|
64%
|
|
3.
|
Disagree
|
|
|
|
4.
|
Disagree
|
|
|
|
5.
|
Strongly
disagree
|
|
|
|
|
Total
|
55
|
100%
|
Source:
Research Processed Data Results, 2022
Based on the data in the table above, the responses of respondents
who stated strongly agreed were 20 respondents or 36% and those who agreed were
35 respondents or 64%. If cumulatively those who answered agree and strongly
agree were 55 respondents, it means that it is true that the provision of
additional employee income at the West Kutai
Inspectorate Office has been regulated according to applicable regulations and
it can be concluded that the provision of additional employee income at the
West Kutai Inspectorate Office is in accordance with
applicable provision.
Then the response given by civil servants at the West Kutai Inspectorate Office was based on fair and proper.
Table 10
Respondents' responses to fair and proper
|
No
|
Responses
|
Total (people)
|
Percentage (%)
|
|
1
|
Strongly
agree
|
16
|
29%
|
|
2.
|
Agree
|
22
|
49%
|
|
3.
|
Disagree
|
3
|
6%
|
|
4.
|
Disagree
|
5
|
9%
|
|
5.
|
Strongly
disagree
|
4
|
7%
|
|
|
Total
|
55
|
100%
|
Source: Research Processed Data Results, 2022
Based on the data in the table
above, the responses of respondents who stated strongly agreed were 16
respondents or 29% and those who agreed were 27 respondents or 49%. 3
respondents or 6% said they did not agree, and those who disagreed were 5
respondents or 9% the same as those who strongly disagreed, namely 4
respondents or 7%. If the cumulative respondents who answered strongly agree
and agree as many as 43 respondents, it can be concluded that the additional
employee income received is fair and proper, but there are respondents who
state that the provision of additional employee income is not fair and proper.
C. Distribution of Respondents' Answers to Variable Y (Performance of
Civil Servants)
In variable Y, namely the
performance of civil servants, the researcher asked 8 questions to 55
respondents. The statement was prepared based on the sub-indicators of the
indicators proposed by Mangkunegara, namely quality
of work, quantity of work, implementation of tasks, and responsibilities.
To describe the results of the
answers from the respondents, the researchers described them in the form of
tables accompanied by explanations and conclusions based on the statements that
the researchers had compiled previously in the form of a questionnaire. The
table of the statement is as follows
1. Work quality
The following is the response of civil servants at the West Kutai Inspectorate Office on the quality standards set.
Table 11
Respondents'
responses to meticulous in completing work
|
No
|
Responses
|
Total (people)
|
Percentage (%)
|
|
1
|
Strongly
agree
|
20
|
36%
|
|
2.
|
Agree
|
27
|
49%
|
|
3.
|
Disagree
|
8
|
15
|
|
4.
|
Disagree
|
|
|
|
5.
|
Strongly
disagree
|
|
|
|
|
Total
|
55
|
100%
|
Source:
Research Processed Data Results, 2022
Based on the data in the table above, the responses of respondents
who stated strongly agreed were 20 respondents or 36% and those who agreed were
27 respondents or 49%, who answered disagreed as many as 8 respondents or 15%.
If accumulated, those who answered agreed and strongly agreed were 47
respondents. So it can be concluded that civil servants at the West Kutai Inspectorate Office are thorough in completing the
work, so that the work produced will be of high quality and in accordance with
the expectations of the agency. Civil servants are required to be careful in
completing their work or completing their duties, where tasks that are carried
out carefully will certainly produce quality work. The quality or not of a job
can be seen from the thoroughness of a civil servant in doing his job or
carrying out his duties.
Furthermore, the responses of civil servants at the West Kutai Inspectorate Office on the neatness in completing
work
Table 12
Respondents' responses to being neat in completing
|
No
|
Responses
|
Total (people)
|
Percentage (%)
|
|
1
|
Strongly
agree
|
17
|
31%
|
|
2.
|
Agree
|
29
|
53%
|
|
3.
|
Disagree
|
9
|
16%
|
|
4.
|
Disagree
|
|
|
|
5.
|
Strongly
disagree
|
|
|
|
|
Total
|
55
|
100%
|
Source:
Research Processed Data Results, 2022
Based on the data in the table
above, the responses of respondents who stated that they strongly agreed were
17 respondents or 31% and those who agreed were 29 respondents or 53%, who
stated that they did not agree were 9 respondents or 16%. A total of 46
respondents answered strongly agree and agree. So it can be concluded that the
majority of civil servants at the West Kutai
Inspectorate Office complete their work neatly, as in table 4.11 where civil
servants at the West Kutai Inspectorate Office are
thorough in completing their work. Careful and neat work will certainly be able
to determine whether the work is of quality or not, therefore civil servants
must be neat in completing their work.
2. Working Quantity
Quantity is a target that must be
achieved by an employee, meaning that an employee must be able and ready and
try to achieve that target or the amount of work produced by employees in a
certain period. The target or target of a civil servant is based on the
employee's work target (SKP).
The following is the response of
civil servants at the West Kutai Inspectorate Office
on the work results.
Table 13
Respondents' responses to the increase in work
|
No
|
Responses
|
Total (people)
|
Percentage (%)
|
|
1
|
Strongly
agree
|
15
|
27%
|
|
2.
|
Agree
|
40
|
73%
|
|
3.
|
Disagree
|
|
|
|
4.
|
Disagree
|
|
|
|
5.
|
Strongly
disagree
|
|
|
|
|
Total
|
55
|
100%
|
Source:
Research Processed Data Results, 2022
Based on the data in the table above, the responses of respondents
who stated strongly agreed were 15 respondents or 27% and those who agreed were
40 respondents or 73%. So it can be concluded that civil servants at the West Kutai Inspectorate Office have worked better than in
previous times.
Responses of civil servants from the West Kutai
Inspectorate Office on the employee's work targets.
Table 14
Suitability of the respondents to the
suitability of the employee's work targets
|
No
|
Responses
|
Total (people)
|
Percentage (%)
|
|
1
|
Strongly
agree
|
18
|
33%
|
|
2.
|
Agree
|
37
|
67%
|
|
3.
|
Disagree
|
|
|
|
4.
|
Disagree
|
|
|
|
5.
|
Strongly
disagree
|
|
|
|
|
Total
|
55
|
100%
|
Source: Research Processed Data Results, 2022
Based on the data in the table
above, the responses of respondents who stated strongly agreed were 18
respondents or 33% and those who agreed were 37 respondents or 67%. So it can
be concluded that civil servants at the West Kutai
Inspectorate Office complete tasks in accordance with the employee's work
objectives or SKP.
3. Task Implementation
The following is the response of civil servants from the West Kutai Inspectorate Office to the main tasks and functions.
Table 15
Respondents' responses to the main task force
|
No
|
Responses
|
Total (people)
|
Percentage (%)
|
|
1
|
Strongly
agree
|
7
|
12%
|
|
2.
|
Agree
|
24
|
43%
|
|
3.
|
Disagree
|
14
|
25%
|
|
4.
|
Disagree
|
6
|
11%
|
|
5.
|
Strongly
disagree
|
5
|
9%
|
|
|
Total
|
55
|
100%
|
Source:
Research Processed Data Results, 2022
Based on the data in the table above, the responses of respondents
who stated strongly agreed were 7 respondents or 12% and those who agreed were
24 respondents or 43%, who stated less agree were 14 respondents or 25%, and who
answered disagreed as many as 6 respondents or 11%, the remaining 5 respondents
or 9% stated strongly disagree. It can be concluded that civil servants at the
West Kutai Inspectorate Office work according to
their main duties and functions. Where the West Kutai
Inspectorate Office has sections such as roads, equipment, programming, water
management and drainage, all of these sections have different main tasks and
functions in each of their fields.
Furthermore, the response of the civil servants of the West Kutai Inspectorate Office on the work being completed
earlier than the specified time.
Table 16
Respondents' responses to the
work completed earlier than the specified time
|
No
|
Responses
|
Total (people)
|
Percentage (%)
|
|
1
|
Strongly
agree
|
9
|
16%
|
|
2.
|
Agree
|
10
|
18%
|
|
3.
|
Disagree
|
30
|
55%
|
|
4.
|
Disagree
|
4
|
7%
|
|
5.
|
Strongly
disagree
|
2
|
4%
|
|
|
Total
|
55
|
100%
|
Source:
Results of Processed Research Data, 2022
Based on the data in the table
above, the responses of respondents who stated strongly agreed were 9
respondents or 16% and those who agreed were 10 respondents or 18%. Respondents
who answered disagreed as many as 30 respondents or 55%, who stated disagreed
as much as 4% or 7% and the remaining 2 respondents or 4% answered strongly
disagree. So it can be concluded that the work of employees at the West Kutai Inspectorate Office is completed on time or completed
at the time determined by the agency.
4. Responsibility
Responsibility is an obligation
that must be fulfilled by someone. Responsibility is certainly needed to
produce good performance, a civil servant who is responsible for his work will
certainly produce good performance.
Table 17
Responses of civil servants from the West Kutai
Inspectorate Office for
completing work
|
No
|
Responses
|
Total (people)
|
Percentage (%)
|
|
1
|
Strongly
agree
|
20
|
36%
|
|
2.
|
Agree
|
35
|
64%
|
|
3.
|
Disagree
|
|
|
|
4.
|
Disagree
|
|
|
|
5.
|
Strongly
disagree
|
|
|
|
|
Total
|
55
|
100%
|
Source:
Results of Processed Research Data, 2022
Based on the data in the table above, the responses of respondents
who stated strongly agreed were 20 respondents or 36% and those who agreed were
35 respondents or 64%. There were no respondents who answered that they did not
agree, there were no respondents who answered that they did not agree, and there
were no respondents who stated that they strongly disagreed. If cumulatively
answered agree and strongly agree as many as 55 respondents. So it can be
concluded that civil servants at the West Kutai
Inspectorate Office complete the work in accordance with their
responsibilities.
Every civil servant certainly has its own burdens and
responsibilities. The responsibilities of civil servants are different from one
another. Therefore, civil servants must be able to complete their work in
accordance with their responsibilities and civil servants must be responsible
for the work or tasks they have.
Furthermore, the responses of civil servants of the West Kutai Inspectorate Office in complying with applicable
regulations.
Table 18
Respondents'
responses in complying with applicable regulations
|
No
|
Responses
|
Total (people)
|
Percentage (%)
|
|
1
|
Strongly
agree
|
17
|
31%
|
|
2.
|
Agree
|
31
|
56%
|
|
3.
|
Disagree
|
|
|
|
4.
|
Disagree
|
|
|
|
5.
|
Strongly
disagree
|
|
|
|
|
Total
|
55
|
100%
|
Source:
Research Processed Data Results, 2022
Based on the data in the table
above, the responses of respondents who stated strongly agreed were 17
respondents or 31% and those who agreed were 31 respondents or 56%. And those
who do not agree are 7 respondents or 13%. Those who answered agreed and
strongly agreed if they were accumulated as many as 48 respondents. The
Inspectorate Office certainly has regulations that must be obeyed by all its
employees, especially civil servants. Employees who violate these regulations
will certainly be subject to punishment, one of which is deductions from
additional employee income or what is often known as incentives. From the
statement above, it can be concluded that civil servants at the West Kutai Inspectorate Office comply with applicable
regulations.
D. Data analysis
Data processing techniques using
the Partial Least Square (PLS)-based
SEM method require a stage to assess the
Fit Model of a research model (Ghozali, 2018). These stages are:
1. Assessing the Outer Model
or Measurement Model
There are three criteria in the
use of data analysis techniques with SmartPLS to
assess the outer model , namely
convergent validity, discriminant
validity and composite
reliability. Convergent validity of the measurement model with reflexive
indicators is assessed based on the correlation between the item component scores estimated with software PLS Individual reflexive
measures are said to be high if they correlate more than 0.70 with the
construct being measured. However, according to Ghozali (2018)
for research in the early stages of developing a measurement scale, the loading 0.5 to 0.6 is sufficient. In
this study, a loading factor of
0.7 will be used.
In PLS statistical testing of each
hypothesized relationship is carried out using simulation method is applied bootstrap
to the sample. Testing with bootstrap is also intended to minimize
the problem of abnormal research data. The results of hypothesis testing show
that the relationship of the additional variable of employee income
(incentives) with the performance of civil servants shows a path coefficient
value of 0.705 with a t value of 11,316. This value is greater than t table
(1.9871). These results indicate that additional employee income (incentives)
has a positive and significant relationship to the performance of civil
servants, which means that it is in accordance with the hypothesis given
earlier. This means that hypothesis is accepted, namely that there is a
positive influence between the effect of additional income for state civil
servants on the performance of civil servants at the West Kutai
Inspectorate Office.
CONCLUSION
The additional income of state civil servants
(incentives) has a positive and significant effect on the performance of civil
servants at the West Kutai Inspectorate Office. This
can be seen from the results of the Result For Inner Weight which shows the
path coefficient value of 0.705 with a t value of 11.316 which is greater than
the t table (1.9871).
The performance of civil servants in the West Kutai Inspectorate Office is considered quite significant.
This can be seen from the answers of the respondents who have a positive value.
With the effect generated by additional 49.7% of employee income in improving
employee performance, the remaining 50.3% is influenced by other factors not
examined in this study.
REFERENCES
Abdillah, W., & Hartono, J.
(2015). Partial Least Square (PLS): alternatif structural equation modeling
(SEM) dalam penelitian bisnis. Yogyakarta: Penerbit Andi, 22,
103–150. Google Scholar
Basnawi, C. (2017). Pengembangan
Kapasitas Sumber Daya Manusia Dalam Pengelolaan Keuangan Daerah Melalui Clinic
Center Oleh Unit Pelaksana Teknislaboratorium Pengelolaan Keuangan Daerah
(UPT-LPKD) Jawa Timur. Kebijakan Dan Manajemen Publik, 5(3), 1–9. Google Scholar
Brhane, H., & Zewdie, S. (2018). A
literature review on the effects of employee relation on improving employee
performance. Google Scholar
Creswell, J. W. (2012). Educational
research: Planning conducting and evaluating quantitative and qualitative
research (4th ad.). Boston, MA. Google Scholar
Essing, S., Pioh, N., & Lengkong,
J. (2018). Implementasi Kebijakan Disiplin Pegawai Negri Sipil (Suatu studi di
Badan Kepegawaian dan Pengembangan Sumber Daya Manusia di Kabupaten Kepulauan
Talaud). Jurnal Eksekutif, 1(1). Google Scholar
Ghozali, I. (2018). Aplikasi Analisis
Multivariate dengan Program IBM SPSS. Yogyakarta: Universitas Diponegoro. Edisi
9). Semarang: Badan Penerbit Universitas Diponegoro, 490. Google Scholar
Ihsan, N. (2017). Evaluasi
Implementasi Tambahan Penghasilan Pegawai Negeri Sipil. JIANA (Jurnal Ilmu Administrasi
Negara), 15(1), 161–166. Google Scholar
Kalnadi, D. (2013). Pengukuran
Penerimaan dan Penggunaan Teknologi Pada UMKM Dengan Menggunakan Metode UTAUT. Jurusan
Adm. Bisnis, Fakultas ISIP, Universitas Lampung. Google Scholar
Lambrechts, F., & Gnan, L.
(2022). Human resources and mutual gains in family firms: New developments and
possibilities on the horizon. Journal of Family Business Strategy,
100502. Elsevier
Madjid, M. (2016). Pengaruh Tambahan
Penghasilan Pegawai (TPP) dan Kemampuan Kerja terhadap Kinerja Pegawai pada
Badan Perencanaan, Penelitian dan Pembangunan Daerah (Bappeda) Kabupaten
Morowali. Katalogis, 4(8). Google Scholar
Nuswantari, D. L., Hutomo, R., &
Mansyur, A. (2016). Pengaruh Tambahan Penghasilan Pegawai dan Lingkungan Kerja
Terhadap Motivasi Kerja Serta Dampaknya pada Kinerja Pegawai Dinas Kesehatan
Kabupaten Temanggung. Jurnal Visi Manajemen. Google Scholar
Pasaribu, C. B. A. (2013). Pengaruh
Remunerasi Dan Motivasi Berprestasi Terhadap Kinerja Pegawai Pada Kantor Pengawasan
Dan Pelayanan Bea Cukai Tipe Madya Pabean B Medan. Google Scholar
Rahayu, F. S. (2020). Pengaruh
Insentif dan Lingkungan Kerja Terhadap Kinerja Pegawai di Kantor Kecamatan
Samarinda Ilir kota Samarinda. EJournal Pemerintah. Integr, 8(1),
660. Google Scholar
Rahmawati, P. (2012). Analisis
kinerja pegawai kantor Dinas Kesehatan Kabupaten Bintan Provinsi Kepulauan Riau
tahun 2012. Universitas Indonesia, Jakarta. Google Scholar
Sugiyono. (2017). Metode
Penelitian Kuantitatif, Kualitatif dan R&D. Jakarta: Alfabeta, CV. Google Scholar
