The Influence of
Self-Efficacy, Knowledge, Attitude, and Skills on the Organizational
Performance of the Ministry of Transportation, Mediated by Personnel
Competence, Graduates of Indonesian Aviation Higher Vocational Education
Tri Agung Widayat 1*, Willy Arafah2,
Sarfilianty Anggiani3
Universitas Trisakti , West Jakarta, DKI
Jakarta, Indonesia1,2,3
Email: [email protected]1*, [email protected]2, [email protected]3
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ABSTRACT |
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Self-Efficacy, Knowledge, Attitude,
Organizational Performance, Personnel Competence, Higher Vocational
Education. |
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This research delves
into the impact of various factors on Organizational Performance, with a
specific focus on graduates of Vocational Higher Education in Aviation in
Indonesia employed as Civil Servants (ASN) within the Ministry of
Transportation. The factors under scrutiny include Self-efficacy, Knowledge,
Attitude, and Skill, with an exploration of their positive influence on
Organizational Performance. Furthermore, the study examines how these factors
contribute to Personnel Competence among these graduates and assesses the
resultant effect on Organizational Performance within the Ministry of
Transportation. Additionally, it investigates the mediating role of Personnel
Competence in the relationship between Self Efficacy, Knowledge, Attitude,
Skill, and Organizational Performance. Employing a quantitative survey method
with a positivistic approach, this study utilizes Structural Equation Modeling (SEM) for data analysis. Through this
methodology, the research aims to elucidate the correlation between graduate
competencies and organizational tasks. The ultimate goal is to provide
valuable insights into bolstering organizational performance through
effective human resource development strategies within the aviation sector,
thereby catering to readers unfamiliar with the topic or research methods and
ensuring clarity and coherence in the language to enhance understanding. |
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INTRODUCTION
The State Civil Apparatus is a government employee and civil
servant who carries out their duties following the Law with a binding work
agreement, appointed, and dismissed by the official of the Civil Service
Supervisor. The State Civil Apparatus (ASN) is the driving force in the
government bureaucracy, so the quality of employees and their performance
greatly affect the sustainability of government work programs
According
to Law Number 12 of 2012 concerning Higher Education in Article 16, paragraph 1
states, vocational education is a higher education diploma program that
prepares students for jobs with certain applied skills to applied undergraduate
programs. The description above shows that vocational education implements
educational programs closely related to employment
Gibson
in Kasmir (2015) states that individual performance is the basis of organisational performance influenced by individual
characteristics, individual motivation, expectations, and management
assessments towards achieving individual work results
Organizational
performance refers to the extent to which the achievements positioned by the
organization, with several informational, financial, and human resources, can
be effective in the business market
Self-efficacy concerns a person's perception that all forms of
effort made can lead to success, thus leading to increased personnel competence
in striving to achieve goals. Individuals with high self-efficacy are more
likely to show persistence and intensity in their approach to their job role
and seek more challenging goals
Individuals' high self-perception makes them feel more confident
and try to develop strategies for completing challenging tasks
Efforts to encourage the improvement of the quality of human
resources through education are carried out by various parties. One of the Law
No. 1 of 2009 concerning Aviation in chapter XIX article 381 paragraph 2
mandates that "The provision and development of human resources in the
aviation sector aims to realize professional, competent, disciplined,
responsible, and integrity human resources".
Likewise, based on PP No. 51 of 2012 concerning Human Resources in
the field of Transportation in Chapter IV Article 11, paragraph 1, it is stated
that "Human Resources in the field of transportation must have the ability
in the field of transportation in accordance with the type of ability
determined for the position or job in the field of transportation carried
out".
In
this study, as an object, are graduates of Indonesian Aviation Vocational
Higher Education who work as ASNs of the Ministry of Transportation and carry
out duties as education personnel, educators, management, flight analysts,
flight supervisors, flight technicians, and evaluators of aviation supervision
programs and activities.
As
civil servants, of course, they must meet several criteria and competencies
required, in accordance with MenPAN RB Regulation
Number 38 of 2017 concerning Competency Standards for State Civil Apparatus
Positions that civil servants are required to have the ability to carry out
their work and roles in their respective services.
KemenPAN
RB emphasized that every civil servant must possess at least three important
competencies: technical competence, managerial competence, and socio-cultural
competence. Technical competence is assessed based on the level and vocational
education, technical work experience, and functional technical education.
Managerial competencies assessed based on the level of education, structural or
managerial education, and leadership experience. Socio-cultural competence is
assessed based on work experience related to population diversity, especially
in ethnic, racial, and religious elements so that they have national insight.
From this description, in addition to technical competence, other competencies
that are soft skills are also needed so that as civil servants who work in the
aviation sector, of course, they must comply with these regulations and have
national insight in carrying out their duties and functions in the agencies
where they work and are able to become a tool for unifying the Indonesian nation.
However,
the current conditions show the lack of competence mastered by most new workers
even though these workers are graduates of Indonesian Aviation Vocational
Higher Education at the Ministry of Transportation. For example, graduates with
competence in Airport Mechanical Engineering are placed in the financial
management section when they become ASN at the Ministry of Transportation. This
is the cause of the lack of correlation between the graduates' competencies and
the organization's tasks and functions.
The quality of graduates with competencies that are not connected (link
and match problem) can be seen from the competence of graduates who still do
not meet work competencies. It is an obligation in education, especially
vocational education, to recognize graduates who have combined competencies in
self-efficacy, knowledge, attitude, and skill (Hasibuan,
2019).
The research gap
addressed in this study stems from the limited breadth of existing literature
concerning the nexus between individual competence and organizational
performance, particularly within the domain of vocational education. Prior
research has predominantly focused on isolated aspects such as self-efficacy,
competence, knowledge, attitude, and skills, without fully exploring their
collective impact on organizational success. Furthermore, within the specific
context of graduates from Aviation Vocational Higher Education, there remains a
dearth of comprehensive investigations into how their competence positively
contributes to organizational performance. This paucity of research hampers a
thorough understanding of the intricate interplay between these variables and
their implications for organizational effectiveness.
This study
introduces novel insights on two fronts. Firstly, it delves into the cumulative
influence of self-efficacy, knowledge, attitude, and skills on organizational
performance, offering a holistic perspective on their combined effects.
Secondly, it sheds light on the positive correlation between personnel
competence, particularly among graduates of Aviation Vocational Higher
Education, and organizational performance, thereby filling a significant gap in
the existing literature.
The purpose of this study is to investigate
various aspects that affect organizational performance, especially among
graduates of Indonesian Aviation Vocational Higher Education who work as State
Civil Apparatus (ASN) at the Ministry of Transportation. The objective includes
an analysis of the positive influence of factors such as Self-efficacy,
Knowledge, Attitude, and Skill on Organizational Performance. In addition, this
study also aims to analyze the positive influence of Self Efficacy, Knowledge,
Attitude, and Skill on the Competence of Personnel of Indonesian Aviation
Vocational Higher Education graduates as ASNs of the Ministry of
Transportation. Furthermore, this study also aims to evaluate the positive
influence of Personnel Competence on the Organizational Performance of the
Ministry of Transportation. In addition, there is an additional analysis
related to the effect of mediation, namely the positive influence of Self-efficacy,
Knowledge, Attitude, and Skill on Organizational Performance mediated by
Personnel Competence.
METHODS
In this study, we employed a quantitative survey research method grounded
in a positivist paradigm, aligning with the research design elucidated by
Sugiyono
The
sampling technique employed in this study aimed to ensure the validity and
generalizability of the findings. Participants were selected using a stratified
random sampling method, ensuring representation from various demographic groups
within the target population. This approach enhances the likelihood of
capturing diverse perspectives and experiences, thus strengthening the validity
of the study's conclusions. Additionally, efforts were made to mitigate
potential biases by randomly selecting participants within each stratum. Overall,
the sampling strategy employed in this study aimed to maximize the reliability
and generalizability of the findings to the broader population.
RESULTS
Self-efficacy (X1)
The results of processing descriptive statistical data for self-efficacy
variables are presented in the table below.
Table
1. Results of Descriptive Statistical Test of Self-Efficacy Variables
|
No. Item |
Indicators |
Mean |
Standard Deviation |
|
Level |
|||
|
SE1 |
The level of confidence of employees to withstand obstacles. |
4,030 |
0,892 |
|
SE2 |
The level of confidence of employees can face all levels
of difficulty of their work. |
4,020 |
0,912 |
|
Generality |
|||
|
SE3 |
The level of confidence can complete a particular task. |
4,000 |
0,940 |
|
SE4 |
The level of confidence in completing tasks that have a
wide range as well as a narrow (specific) one. |
4,040 |
0,922 |
|
Strength |
|||
|
SE5 |
The level of confidence can motivate oneself to take the
necessary actions in completing the work |
4,020 |
0,933 |
|
SE6 |
The level of confidence that employees are able to try
hard, persistently and diligently. |
4,060 |
0,955 |
|
Self Efficacy (X1) |
4,028 |
0,926 |
|
Source:
Primary Data (2024)
Based on the results of the
descriptive statistical test presented in the table above, the mean value for
the self-efficacy variable is 4.028. The lowest mean value comes from the generality
dimension, which indicates that there is still a lack of confidence among aviation civil servants within the Ministry of
Transportation in completing certain tasks. The highest value comes from the
Strength dimension, which indicates that aviation
civil servants within the Ministry of Transportation have a level of
confidence that employees can try hard, persistent, and diligent. The standard deviation value for this
variable is 0.926.
The results of processing descriptive statistical data for Knowledge
variables are presented in the table below.
Table
2. Descriptive Statistical Test Results of Knowledge Variables
|
No. Item |
Indicators |
Mean |
Standard Deviation |
|
Education |
|||
|
KNW1 |
Have knowledge of procedures in carrying out tasks |
4,100 |
0,917 |
|
KNW2 |
Understand task execution procedures |
4,090 |
0,911 |
|
KNW3 |
Have above-average work performance |
4,090 |
0,914 |
|
KNW4 |
Have knowledge of employment |
4,060 |
0,919 |
|
KNW5 |
Have knowledge and skills |
4,070 |
0,961 |
|
KNW6 |
Gain knowledge from observations in the surrounding
environment |
4,080 |
0,918 |
|
Experience |
|||
|
KNW7 |
Have a background that matches your expertise |
4,070 |
0,902 |
|
KNW8 |
Have work experience |
4,110 |
0,893 |
|
KNW9 |
Have peace of mind at work |
4,090 |
0,925 |
|
KNW10 |
Have freedom in applying professional skills |
4,060 |
0,954 |
|
KNW11 |
Willing to share knowledge; |
4,070 |
0,936 |
|
Interest |
|||
|
KNW12 |
Passion for work |
4,070 |
0,927 |
|
KNW13 |
Obey superiors |
4,080 |
0,950 |
|
KNW14 |
Support the surrounding environment |
4,080 |
0,919 |
|
KNW15 |
Employee awards |
4,040 |
0,900 |
|
KNW16 |
Willing to share knowledge; |
4,100 |
0,939 |
|
Average Knowledge Variable (X2) |
4,079 |
0,924 |
|
Source:
Primary Data (2024)
Based on the results of the
descriptive statistical test presented in the table above, the mean value for the
knowledge variable
is 4.079. The lowest mean value is in the dimension of interest, which indicates
that there is still a lack of appreciation for aviation civil servants within
the Ministry of Transportation. The highest value comes from the experience
dimension. This shows that the average aviation civil servant within the
Ministry of Transportation has qualified work experience in their fields. The standard deviation value for this
variable is 0.924.
Table
3. Results of Descriptive Statistical Test of Attitude Variables
|
No. Item |
Indicators |
Mean |
Standard Deviation |
|
Trust or Cognitive |
|||
|
ATT1 |
Believe in the importance of attitude in work |
4,130 |
0,917 |
|
ATT2 |
Confident in an attitude that can improve performance in
carrying out tasks |
4,110 |
0,872 |
|
Feeling or Affective |
|||
|
ATT3 |
Love his job |
4,130 |
0,864 |
|
ATT4 |
Likes to develop competencies to improve performance |
4,140 |
0,907 |
|
ATT5 |
Love the challenges of work |
4,110 |
0,913 |
|
Behavioral or
Conative Tendencies |
|||
|
ATT6 |
Have a feeling of pride in their work |
4,100 |
0,955 |
|
ATT7 |
Tendency to carry out activities that are positive for
their work |
4,110 |
0,919 |
|
Average Attitude Variable (X3) |
4,119 |
0,907 |
|
Source:
Primary Data (2024)
Based on the results of the
descriptive statistical test presented in the table above, the mean value for
the attitude variable is 4.119. The lowest mean value
comes from the Behavioral or
Conative Tendency dimension which indicates that there are still Aviation
ASNs within the Ministry of Transportation who lack feelings
of pride in the work they do. On the other hand,
the highest mean value comes from the Feeling or Affective dimension. This shows that aviation civil servants within the Ministry of
Transportation like to develop competencies to improve performance. The value of the standard deviation value for
this variable is 0.907.
Table
4. Results of Descriptive Statistical Test of Skill Variables
|
No. Item |
Indicators |
Mean |
Standard Deviation |
|
Skills |
|||
|
SKL1 |
Proficiency will master the task |
4,200 |
0,892 |
|
SKL2 |
The ability will complete the task |
4,150 |
0,855 |
|
SKL3 |
Thoroughness will complete the task |
4,150 |
0,863 |
|
Personality |
|||
|
SKL4 |
The ability to control oneself |
4,150 |
0,907 |
|
SKL5 |
Confidence will get the job done |
4,160 |
0,897 |
|
SKL6 |
Commitment to work |
4,180 |
0,876 |
|
Exercise |
|||
|
SKL7 |
Ability to train yourself to be better |
4,160 |
0,826 |
|
Skill (X4) |
4,164 |
0,874 |
|
Source:
Primary Data processed (2024)
Based on the results of the
descriptive statistical test presented in the table above, the mean value for
the skill variable is 4.164. The lowest mean value
is in the proficiency dimension, which indicates that there is still a lack of
ability to complete tasks and accuracy in completing tasks owned by aviation
civil servants within the Ministry of Transportation. On the other hand, the
mean value is highest on the Proficiency dimension. This shows that aviation civil servants within the Ministry of Transportation
have good skills in mastering the tasks given. The standard deviation value for this
variable is 0.874.
The results of
processing descriptive statistical data for the Personnel Competence variable are presented in the table below.
Table
5. Descriptive Statistical Test Results of Personnel
Competence Variables
|
No. Item |
Indicators |
Mean |
Standard Deviation |
|
Knowledge |
|||
|
PC1 |
Have a formal
learning experience |
4,120 |
0,875 |
|
PC2 |
Have experience of
training or courses related to the field of work he handles |
4,140 |
0,895 |
|
Skills |
|||
|
PC3 |
Have expertise in
the field of work he handles |
4,120 |
0,909 |
|
PC4 |
Have the ability to
solve problems |
4,150 |
0,855 |
|
PC5 |
Able to solve
problems quickly and efficiently |
4,170 |
0,866 |
|
Attitude (Atittude) |
|||
|
PC6 |
Have a positive
attitude (friendly and polite) in action. |
4,130 |
0,892 |
|
PC7 |
Carry out the work
correctly |
4,140 |
0,908 |
|
Average Variable Personnel Competence |
4,139 |
0,886 |
|
Source:
Primary Data processed (2024)
Based on the results of the
descriptive statistical test presented in the table above, the mean value for
the personnel competence variable is 4.139. The lowest mean value in the Knowledge dimension indicates that there is still a lack of formal learning experience possessed by Aviation ASNs within the Ministry of Transportation. On the
other hand, the highest mean value is in the Skill dimension. This shows that aviation civil servants within the Ministry
of Transportation are
able to solve problems quickly and efficiently. The standard deviation value for this variable is 0.886.
Organization
Performance (Y)
Based on the results of the
descriptive statistical test, the mean value for the Organization
Performance variable was 4.130. The
lowest mean value is in the Task Performance dimension, which
indicates that task completion is still not optimal in terms of converting
material goods into quality goods carried out by Aviation ASNs within the Ministry of Transportation. On the other hand,
the highest mean value in the Civic Virtue dimension explains
that the Aviation ASNs within the Ministry of Transportation have a high
commitment to the organization. The
standard deviation value for this variable is 0.905.
In hypothesis testing, evaluation is based on t-statistical and
probability values (p-values). In the context of alpha 5%, the value of the
t-statistic used is 1.96, where the criterion of acceptance or rejection of the
hypothesis is Ha accepted, and H0 rejected when the t-statistic > 1.96. In
addition, to reject or accept a hypothesis using probabilities, Ha is accepted
if the p-value < 0.05. The results of direct effect testing on graduates of
Indonesian Aviation Vocational Higher Education as ASN of the Ministry of
Transportation show that all hypotheses tested are supportive. This can be seen
from the relevant coefficient, t-calculate, and p-values. For example, the H2
hypothesis states that Knowledge positively affects Organization Performance,
and the test results show a coefficient of 0.257, a t-count of 3.696, and a
p-value of 0.000, all of which support this hypothesis. Similar evaluations are
applied to all hypotheses tested, so it can be concluded that the results of
the hypothesis test show a positive influence of Self Efficacy, Knowledge,
Attitude, Skills, and Personnel Competence on Organization Performance in
graduates of Indonesian Aviation Vocational Higher Education as ASN of the
Ministry of Transportation.
This study evaluates the effect of Self Efficacy, Knowledge,
Attitude, and Skill on Organization Performance and Personnel Competence in
graduates of Indonesian Aviation Vocational Higher Education as ASN of the
Ministry of Transportation. The results of the hypothesis test support all
exogenous variables (Self Efficacy, Knowledge, Attitude, and Skill) that
positively affect Organization Performance and Personnel Competence.
Specifically, Self-efficacy, knowledge, attitude, and skill each positively
influence organizational performance and personnel competence. Furthermore, personnel
competence has also been proven to positively affect organisational
performance. In addition, the findings show that Self-efficacy, Knowledge, and
Attitude have a positive effect on Personnel Competence. Thus, this study
provides a further understanding of the interrelationship between these factors
in the context of graduates of Indonesian Aviation Vocational Higher Education
as ASN of the Ministry of Transportation.
CONCLUSION
Civil Servants (ASN), especially graduates of
Vocational Higher Education in Aviation in Indonesia working in the Ministry of
Transportation, play a crucial role in the continuity of government programs.
The performance of these ASNs is influenced by factors such as Self-efficacy,
Knowledge, Attitude, and Skill. Vocational education, as mandated by the law,
is designed to provide applied skills to students. Self-efficacy, or
self-confidence, positively impacts individual and organizational performance.
The quality of human resources, including ASN, is measured through technical,
managerial, and socio-cultural competencies. However, research indicates
limitations in the correlation between graduate competencies and organizational
tasks. This study identifies knowledge gaps in self-efficacy, knowledge,
attitude, and skill competencies, as well as a lack of research exploring the
positive impact on organizational performance among graduates of Vocational
Higher Education in Aviation. Therefore, this research provides further
understanding of the interplay between these factors in the context of
graduates of Vocational Higher Education in Aviation in Indonesia as ASN in the
Ministry of Transportation.
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|
Copyright holder: Tri
Agung Widayat, Willy Arafah,
Sarfilianty Anggiani (2024) |
|
First publication rights: International Journal of
Social Service and Research (IJSSR) |
|
This article is licensed under: |