Electronic Theses and Dissertation

Dalam upaya meningkatkan kesejahteraan bagi pegawai ASN, Pemerintah Aceh memberikan Tunjangan Prestasi Kerja (TPK) dengan harapan dapat mendorong mereka untuk bekerja dan memberikan kontribusi yang lebih baik, namun kebijakan itu ternyata tidak berbanding lurus dengan apa yang diharapkan pemerintah Aceh. Oleh sebab itu, penelitian ini menitik beratkan pada studi tentang fenomena yang berkontribusi terhadap rendahnya kinerja pegawai ASN pemerintah Aceh. Penelitian ini menggaplikasikan enam variabel laten, tiga variabel eksogen, satu variabel mediasi, satu variabel moderasi, dan satu variabel endogen. Manajemen kinerja berbasis outcome (outcome-based performance management), hubungan atasan-bawahan (leader-member exchange), dan komunikasi organiasi fleksibel (flexible organizational communication) diposisikan sebagai variabel eksogen, dukungan organisasi dirasakan (perceived organizational support) sebagai variabel mediasi, ketulusan terlibat (sincerity to engage) sebagai variabel moderasi, dan kinerja pegawai (employee performance) sebagai variabel endogen. Penelitian ini dilaksanakan pada 46 satuan kerja pemerintah Aceh yang berlokasi di Banda Aceh dengan populasi 10.333 orang, questioner yang disebar kepada responden sebanyak 505, namun hanya 435 questioner dikembalikan oleh responden dan sebanyak 32 questioner diantaranya dinyatakan invalid, sehingga total questioner yang dinyatakan layak uji sebanyak 403 questioner. Alat analisis yang digunakan dalam penelitian ini adalah structural equation modelling yang dijalankan dengan perangkat lunak Amos. Analisis asosiatif mendemonstrasikan bahwa outcome-based performance management berpengaruh positif dan signifikan terhadap employee performance dan juga perceived organizational support. Sementara itu, leader-member exchange berpengaruh negatif terhadap perceived organizational support, namun berpengaruh positif terhadap employee performance. Disamping itu, flexible organizational communication berpengaruh positif dan signifikan terhadap perceived organizational support, akan tetapi berpengaruh negatif terhadap employee performance, dan perceived organizational support berpengaruh secara positif terhadap employee performance. Analisis mediasi mengkonfirmasi bahwa perceived organizational support memediasi hubungan antara outcome-based performance management dan employee performance secara parsial. Perceived organizational support memediasi hubungan antara flexible organizational communication dan employee performance secara penuh, namun perceived organizational support tidak memediasi hubungan antara leader-member exchange dan employee performance. Analisis moderasi mengisyaratkan bahwa bahwa variabel sincerity to engage tidak berinteraksi dengan variabel exogen sebagai variabel moderator dalam hubungannya dengan variabel endogen, namun sebaliknya variabel ini berinteraksi secara positif signifikan sebagai variabel exogen.

In an effort to improve the welfare of ASN employees, the Aceh Government provides Work Performance Allowances (TPK) in the hope of encouraging them to work and make better contributions, but this policy is not in line with what the Aceh government expects. Therefore, this research focuses on the study of the phenomena that contribute to the low performance of the Aceh government ASN employees. This study applies six latent variables, three exogenous variables, one mediating variable, one moderating variable, and one endogenous variable. Outcome-based performance management, leader-member exchange, and flexible organizational communication are positioned as exogenous variables, perceived organizational support as a mediating variable, sincerity to engage as a moderating variable, and employee performance as an endogenous variable. This research was carried out in 46 Aceh government work units located in Banda Aceh with a population of 10,333 people, 505 questionnaires were distributed, but only 435 questionnaires were returned by respondents and 32 of them were declared invalid, so that the total questionnaires that were declared eligible for testing were 403 questionnaires. The analytical tool used in this research is structural equation modelling which is run with Amos software. Associative analysis demonstrates that outcome-based performance management has a positive and significant effect on employee performance and also perceived organizational support. Meanwhile, leader-member exchange has a negative effect on perceived organizational support, but has a positive effect on employee performance. In addition, flexible organizational communication has a positive and significant effect on perceived organizational support, but has a negative effect on employee performance, and perceived organizational support has a positive effect on employee performance. Mediation analysis confirmed that perceived organizational support partially mediated the relationship between outcome-based performance management and employee performance. Perceived organizational support fully mediates the relationship between flexible organizational communication and employee performance, but perceived organizational support does not mediate the relationship between leader-member exchange and employee performance. Moderation analysis suggests that the sincerity to engage variable does not interact with exogenous variables as moderating variables in relation to endogenous variables, but on the contrary this variable interacts positively significantly as exogenous variables.