Analysis of Organizational Culture and Time Management on the Performance of State Civil Apparatus moderated by the
Variable Work Capability at the Village Community Empowerment Service in South Sulawesi Province
Nisma Iriania, Rahmuniara, Arjanga, Syahribulana
a Universitas Indonesia Timur, Makassar, Indonesia
1[email protected], 2[email protected] 3 [email protected] , 4[email protected],
I. Introduction
The organization is a container with various complexity of activities carried out by the elements in it, human resources are one of the important elements that support the implementation of activities starting from planning, determining the organizational structure with personnel, implementing work programs to evaluating activities. Every organization has its own way of managing it. The organization has a system and shared values within it or it can be said that it has an organizational culture that is shared by all elements within the organization. As stated by Zhang and Jia (2010: 55) organizational culture is behavior, and the psychological framework that is internalized is very deep and is owned by members of the organization and also organizational culture is a shared perception held by members of the organization.
It is hoped that with a good organizational culture, primary values that are shared and valued by other organizations can create a sense of identity for members of the organization, can facilitate the emergence of shared commitment to the organization, to increase the stability of social systems, and create mechanisms for making meaning and controls that guide shaping the attitudes and behavior of members of the organization are able to provide a positive atmosphere for improving employee performance and have an effect on organizational development. If you have built a qualified organizational culture, then this is not enough to be used as a benchmark because there are still many indicators that can influence the organization. creating a large effect on the organization. Time management is the process of organizing and utilizing time so as to divide time among the most important activities.
Proper time management will provide an opportunity for employees to further maximize the work they do because they have a plan for the allocation of time at work. It is hoped that the organization
ARTICLE INFO ABSTRACT
Article history:
Received 12 June 2022 Revised 6 Nov 2022 Accepted 29 Dec 2022
The purpose of this study was to analyze the effect of organizational culture and time management on the work ability and performance of ASN at the Office of the Village Community Empowerment Service in South Sulawesi Province.The study used a sample of 111 State Civil Apparatus at the Office of Community and Village Empowerment Services in South Sulawesi Province.
The sampling technique used probability sampling with purposive sampling.
The data collection technique used in this study was a questionnaire . This study used quantitative data analysis techniques using path analysis.The results of this study state that organizational culture and time management have a direct positive and significant effect on work ability and performance of the State Civil Apparatus, then time management has an effect on work capability. It is also known that work ability has a significant effect on employee performance, while organizational culture and management time has a positive and significant effect on performance through the work capability of the State Civil Apparatus at the Office of the Village Community Empowerment Service in South Sulawesi Province
.Copyright © 2022 International Journal of Artificial Intelligence Research.
All rights reserved.
Keywords:
organizational culture, time management, work capability, performance
can achieve efficiency and effectiveness by paying attention to time and with a strong organizational culture, as well as the ability of employees to work, namely maturity related to knowledge or skills that can be obtained from education, training and experience (Thoha: 2011) . The things put forward are organizational culture, time management and work ability to be able to provide fulfillment and assisted with awareness and moral responsibility from employees, which will ultimately affect overall organizational performance.
The Community and Village Empowerment Office of South Sulawesi Province in achieving performance is still not optimal, especially related to the lack of effective time management, the organizational culture is still not fully implemented by employees and according to the standards set by the agency. The data obtained shows that there are still many types of violations committed by employees, this can be seen in Table 1 below:
Table 1. Violations committed by Employees in 2021
Type of Violation Amount
(Quantity)
Violation of the provisions of working hours 34
Improper use of uniforms 16
There is still a low sense of dedication, awareness and responsibility
towards official duties 6
Being disrespectful to fellow employees and superiors 3 Provision of services to the community is still not good 27 Misusing goods, money or letters related to state property - Source: PMD of South Sulawesi Province in 2022
From the data displayed, it can be seen that several types of violations and of these types of violations still occur more than once, even for violations of working hours there were 34 violations, and the highest was related to the provision of services to the community because there were 27 violations. If you look at the description of the facts on the ground, it is indicated that the application of time management and the organizational culture that exists at the PMD Service is still not maximally implemented both in terms of the organization and in terms of the individuals themselves.
This of course has an impact on the lack of ASN performance in the PMD Service
According to Nawawi (2013) organizational culture is one of the ways people do things in an organization. In addition, organizational culture consists of a set of norms such as beliefs, attitudes, core values, and patterns of behavior carried out by someone in an organization. According to Umi, et al (2015) Organizational culture is a norm and values formed and implemented by a company to influence the characteristics or behavior in leading its employees so that they can carry out tasks in a timely manner and guide employees in achieving organizational goals. Robbins (2009), states that organizational culture is a system of shared meaning shared by members of the organization that distinguishes the organization from other organizations. Organizational culture is a value system acquired and developed by the organization and the habit patterns and basic philosophy of its founders, which are formed into rules that are used as guidelines in thinking and acting in achieving organizational goals. A culture that grows to be strong is able to spur the organization towards better development. Siagian (2015) says that the social glue in uniting its members to achieve organizational goals is in the form of provisions or values that employees must say and do. It can also function as a control over employee behavior
According to Atkinson (2010), time management is a type of skill related to various forms of effort and individual actions that are carried out in a planned manner so that a person is able to make the best use of time. According to Akram (2011) , time management is the ability to use time effectively and efficiently to obtain maximum benefits. Davidson , time management is a way to make the best use of time where one can get work done quickly and smartly. Frederick Winslow Taylor , time management is a process of achieving the main goals of life as a result of putting aside activities that are less useful and take up a lot of time
Thoha (2011) ability is one of the elements in maturity related to knowledge or skills that can be obtained from education, training and an experience. According to Wojowasito (2010) is ability or skill, while ability means someone who has the skill or ability to carry out something that is manifested through his actions to increase work productivity. Gitosudarmo and Sudita 2010 Achievement is
0,469 0,305
0,400 0,251 0,574 0,378
0,489
are quite heavy but still achievable, and some people like goals that are moderate or low. A person's ability is needed to complete a job
Figure 1. Conceptual Framework II. Methods
Research Design
The inferential quantitative research method is to test hypotheses and analyze the relationships between variables in research where drawing conclusions are based on more in-depth data processing.
Inferential quantitative approach. This research uses an inferential quantitative approach because it is hoped that it will be able to show in detail the relationship between variables X and variables Y and Z. With numbers it will make it easier for researchers to analyze and provide conclusions on answers to the formulated problems.
Research Method
Data analysis technique in this study is to use path analysis techniques (Path Analysis ). Path analysis was first introduced by Sewall Wright in the 1930s. Path analysis is an extension of multiple linear regression analysis. Path analysis is a technique for analyzing causal relationships that occur in multiple linear regression if exogenous variables affect endogenous variables not only directly but also indirectly (Ghozali, 2005).
III. Result and Discussion Research result
a. Overall Analysis Results Simultaneous
So, the overall causal influence of Organizational Culture (X1), Time Management (X2) and Work Capability (Y) variables on Performance (Z) simultaneously can be described in the model as following
Figure 2. Path Diagram of the Overall Research Structure
Organizational Culture (X1) 1. Discretion
2. Tolerance
3.Clarity of goals& expectations of the organization
4. Employee Support 5. Employee Commitment
Time Management (X2) 1. Time planning 2. Organizing time 3. Time coordination
Work Capability (Y) 1. Ability to interact 2. Conceptual Ability 3. Technical ability
Performance (Z) 1. Quantity of Work 2. Quality of work 3. Responsibility 4. Cooperation
5. Initiative (Robbin dalam Mangkunegara)
X2 X1
Y Z
Based on all the path coefficients of the existing causal relationships, it can be seen the Direct Causal Effect (PKL) and Indirect Causal Effect (PKTL) of each variable studied. The following results are displayed in the form table:
Table 2. Summary of Influence Results Based on Path Coefficients Variable Influence Path
Coefficient Causal Effect
Direct Indirect Shared Effect
X1 on Y 0.489 0.489 - -
X2 on Y 0.378 0.378 - -
X1 on Z 0.305 0.305 0.489 x 0.400
= 0.196 -
X2 on Z 0.251 0.251 0.378 x 0.400
= 0.151 -
Y on Z 0.400 0.400 - -
X1 and X2 on Y - - - 0.671
X1, X2 and Y on Z - - - 0.780
ε 1 0.574 0.574 - -
ε 2 0.469 0.469 - -
Source: Data Processing Results, 2022
Based on table 2 above, it can be concluded that the results of the path analysis are as follows:
• Organizational Culture (X1) has a significant influence on the Work Capability (Y) of employees in the Community and Village Empowerment Office ( PMD) of South Sulawesi Province, with a path coefficient of 0.489
• Organizational Culture (X1) has a significant direct effect on Employee Performance (Z) of employees within the Community and Village Empowerment Office ( PMD) of South Sulawesi Province, with a path coefficient of 0.305
• Time Management (X2) has a significant influence on Work Capability (Y) of employees in the Community and Village Empowerment Office ( PMD ) of South Sulawesi Province, with a path coefficient of 0.378
• Time Management (X2) has a significant direct effect on Employee Performance (Z) of employees within the Community and Village Empowerment Office ( PMD ) of South Sulawesi Province, with a path coefficient of 0.251
• Organizational Culture (X1) and Time Management (X2) influence ASN performance through 2 channels, namely:
• Organizational Culture (X1) and Time Management (X2) affect Performance (Z) through Work Capability (Y)
• Organizational Culture (X1) and Time Management (X2) have a direct effect on Performance (Z)
• Among the causal relationship paths of Organizational Culture (X1), Time Management (X2) and Work Capability (Y) variables on Performance (Z), the path that has the greatest influence is the direct path of Organizational Culture (X1) on Performance (Z) of 0.305
Discussion
Based on table 2 above, it can be concluded that the results of the path analysis are as follows:
1. Organizational Culture (X1) has a significant influence on the Work Capability (Y) of employees in the Community and Village Empowerment Office ( PMD) of South Sulawesi Province, with a path coefficient of 0.489
2. Organizational Culture (X1) has a significant direct effect on Employee Performance (Z) of employees within the Community and Village Empowerment Office ( PMD) of South Sulawesi Province, with a path coefficient of 0.305
3. Time Management (X2) has a significant influence on Work Capability (Y) of employees in the Community and Village Empowerment Office ( PMD ) of South Sulawesi Province, with a path coefficient of 0.378
4. Time Management (X2) has a significant direct effect on Employee Performance (Z) of employees within the Community and Village Empowerment Office ( PMD ) of South Sulawesi Province, with a path coefficient of 0.251
5. Organizational Culture (X1) and Time Management (X2) influence ASN performance through 2 channels, namely:
• Organizational Culture (X1) and Time Management (X2) affect Performance (Z) through Work Capability (Y)
• Organizational Culture (X1) and Time Management (X2) have a direct effect on Performance (Z)
6. Among the causal relationship paths of Organizational Culture (X1), Time Management (X2) and Work Capability (Y) variables on Performance (Z), the path that has the greatest influence is the direct path of Organizational Culture (X1) on Performance (Z) of 0.305.
IV. Conclusion
Based on the results of the analysis and discussion that have been put forward, the following conclusions can be drawn: (1) Organizational Culture has a significant effect on work capability, meaning the better the Organizational Culture owned by ASN, work capability will also increase. (2) Time management has a significant effect on work capability, meaning that the better time management is applied by ASN, work capability will also increase. (3). Organizational Culture has a significant effect on ASN performance, meaning the better the Organizational Culture owned by ASN, the performance will also increase. (4). Time management has a significant effect on ASN performance, meaning that the better time management is applied by ASN, then ASN performance will also increase. (5). Work capability has a significant effect on ASN performance, meaning that the better the work capability is applied by ASN, then ASN performance will also increase. (6) Organizational culture has a significant effect on performance through work capability, this means that the State Civil Apparatus will perform well and have a good organizational culture and be supported by good work ability. (7). Time management has a significant effect on performance through work capability, this means that the State Civil Apparatus will perform well and have good time management and be supported by good work ability.
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