The Effect Of Motivation And Competence On The Performance Of Lecturers At Muhammadiyah Sorong
University
Muhammad Alia,1*, Rais Dera Pua Rawia, Retno Dewi Wijiastutia, Dina Zahra Rimarda
aMuhammadiyah Sorong University, Sorong-Papua Barat, Indonesia
*corresponding author
ARTICLE INFO ABSTRACT
Article history:
Received 31 Apr 2022 Revised 6 May 2022 Accepted 13 June 2022
This study aims to analyze (1) the effect of work motivation on lecturers performance of Muhammadiyah University of Sorong. (2) the influence of competence on the performance of lecturers Muhammadiyah University of Sorong. (3) The effect of work motivation and competence on the lectures performance at Muhammadiyah University of Sorong. This research uses descriptive and correlation methods with quantitative approach. The population of this study were 135 lecturers with sample of 101 lecturers.
Results this study (1) work motivation has positive and significant effect on performance of lecturers Muhammadiyah University of Sorong. (2) Competence has positive and significant effect on the performance of lecturers Muhammadiyah University of Sorong. (3) work motivation and competence have positive and significant an effect simultaneously on the performance of lecturers University of Muhammadiyah Sorong.
Copyright © 2023 International Journal of Artificial Intelegence Research.
All rights reserved.
Keywords:
Motivation, Competence, Lecturer Performance
I. Introduction
The High education is a source of innovation and solutions for growth and development of the nation along the times
.This is suitable with the mission and function of the high education, which is to contribute the sustainable development and the overall community development .
As an effort to realize the mission and function of the high education institutions, increasing Human Resources (HR) is a demand that must be implemented, including in profession orientation at university. An element ofhuman resources in university is lecturer who have the task of transforming knowledge and developing knowledge .
Lecturers are required to be able to show good performance of Tri Dharma university. Improving the performance of this lecturer requires several things such as high motivation, adequate competence that supports lecturers to be able to improve their performance. Performance is a real behavior that is displayed by everyone as work performance wich produced by lecturers according to their role in their work
.The main key to improve the quality of the high education is by the
institution/leadership must improve the quality of lecturers who have high motivation to
advance the university as where they work, and have competence in their field. By
improving the quality of existing lecturers at private universities, it will greatly affect the
performance of lecturers. Strong motivation for a lecturer at Muhammadiyah sorong
university is an important factor considering the heavy demands of lecturers to carry out
their duties and responsibilities . According to Steers & Porter states that work motivation
is an effort can create a behavior, direct behavior, and maintain or defand behavior in accordance with the work environment in the organization. Lecturers who have high work motivation will try to get their work done as well as possible.
Research conducted by Josiah (2021) shows the results that competence, motivation and work environment affect the performance of lecturers. Meanwhile, The research conducted by Rosmaini & Anjung (2019) shows the results to realize a good and improved performance, there needs to be improvements and more efforts in creating comfortable job satisfaction while still being accompanied by an increase in employee competence and work motivation. Then the research conducted by [1] showed the results that the level of motivation in the high category, the level of competence in the competent category, the level of commitment in the high category and the level of performance in the high category. Motivation, competence and commitment have a significant influence on the performance of lecturers .
Performance indicators that must be improved by Muhammadiyah Sorong university in an effort to develop human resources are work motivation and competencies possessed by lecturers in the campus environment, both intrinsic motivation and extrinsic motivation, this has an impact on lecturer performance, there are: (1) the lecturers maximum be able to carry out teaching and learning tasks in class (2) there are no lecturers who come late in carrying out teaching and learning activities in class, (3) to increase the presence of lecturers in the office. competence According to Suparno (2012:27), competence is an adequate skill to do something or to have the required of skills and abilities .
II. Methods
A. Location and The Research Object
This research will be held at the Muhammadiyah sorong University and the object of this research are the Permanent Lecturer of foundation Muhammadiyah Sorong University.
B. Population and Sample
The population in this study amounted to 135 respondents of Permanent lecturers at the foundation of Muhammadiyah Sorong university. The sample in this study after being calculated using the slovin formula amounted to 101 respondents of Permanent lecturers at the foundation of Muhammadiyah Sorong university. Then, this study uses a type of research with quantitative methods, descriptive with a correlation approach. Quantitative method is research by testing the research results in the form of data numbers with analysis by using statistics
(Sugiyono, 2016).C. Type and Data Source
There are two types of research data, both are primary data and secondary data. The Data source of this research is taken from primary data and secondary data which will be obtained from the object researched, from Questionnaire for Lecturers of Muhammadiyah Sorong university.
D. Techniques of data collection
The techniques of Data collection used in this study are Observation and Questionnaire E. Method of Data Analyse
In analyzing the data used instrument test, classical assumption test, regression, coefficient of determination and hypothesis testing
Y= a + b1x1+b2x2+e Description:
Y : Dependent Variable (Lecturer Performance)
a : Constant
b1, b2 : Regression line coefficient
x1, x2 : Independent Variable (Work motivation, Work competence) e :Error/ Confounding variable
III. Results and Discussion
A. Descriptive Analysis
This test is used to determine the minimum and maximum scores, mean scores and standard deviations of each variable. The results are as follows:
Table 1. The result Descriptive analysis Statistics Descriptive Statistics
N Minimum Maximum Mean Std. Deviation
Work Motivation (X1) 101 17 25 21.87 2.344
Work Competence (X2) 101 20 30 25,99 2.480
Lecturer performance (Y) 101 21 30 25.95 2.582
Valid N (listwise) 101
Competence obtained a minimum variance is 20 and a maximum variance is 30 with a mean score 25.99 with a standard deviation 2.480. Lecturer performance obtained a minimum variance is 21 and a maximum variance is 30 with a mean score 25.95 with a standard deviation 2.582.
B. Verification analysis.
This analysis is intended to determine the effect of the independent variable on the dependent variable. The test results are as follows:
C. Multiple Linear Regression Analysis
This regression test is intended to determine the change of dependent variable if the independent variable changes. The test results are as follows:
Table 2. The Test result of Multiple linear regression analysis Coefficientsa
Unstandardized Coefficients Standardized Coefficients
Model B Error Beta t Sig
1 (Constant) 7.744 7.744 2.484 .015
Work motivation .103 .103 .325 3.477 .001
Work competence .097 .097 .507 5.423 .000
Dependent Variable : Lecturer performance
Based on the test results in the table above, the regression equation is obtained : Y = 4,470 + 0,358 X1 + 0,528 X2.
From these equations it is explained as follows:
1. The constant is 5.370 it means that if there is no Work Motivation and Work Competence, then the Lecturer's Performance is 4.470.
2. The X1 of Regression Coefficient 0.358 it means that every lecturer's work motivation will increase the Lecturer's Performance by 0.358. And vice versa, if the work motivation of the lecturer in working decreases, it will decrease the lecturer's performance by 0.358, assuming that X1 is remains.
3. The X2 of Regression Coefficient 0.528 it means that every lecturer's Work Competency will increase the Lecturer's Performance by 0.528. And conversely, if Work Competence decreases, it will reduce Lecturer Performance by 0.528 with the assumption that X1 is remains.
D. Coefficient of Determination Analysis
The analysis of the coefficient of determination is intended to determine the percentage of the influence of the independent variable on the dependent variable either partially or simultaneously.
The test results are as follows:
Table 3. The Results of the Coefficient of Determination of Motivation and Work Competence on Lecturer Performance
Model Summaryb
Model R R Square Adjusted R Square Std. Error of the Estimate
1 .777a .604 .596 1.642
a. Predictors: (Constant), Work motivation, Work Competence b. Dependent Variable: Lecturer performance
From the table of determination coefficient above, it can be seen that the correlation coefficient (R) is 0.777. This means that the relationship between the independent and dependent variables is 77.7%. From this, it can be concluded that the relationship between the variables of motivation and work competence with lecturer performance is very strong. The amount of Adjust R Square (R2) is 0.604.
The results of this statistical calculation mean that the ability of the independent variable in explaining the variation in the dependent variable is 60.4%, while the rest is influenced by other factors.
E. Hypothesis Test 1) Partial hypothesis test (t Test)
Hypothesis testing with t test is used to determine which partial hypothesis is accepted. The first hypothesis: There is a significant influence between work motivation on lecturer performance.
Table 4. TheResults of Hypothesis Testing of Work Motivation on Lecturer Performance Coefficientsa
Unstandardized Coefficients Standardized Coefficients
Model B Error Beta t Sig
1 (Constant) 9.174 1.748 5.248 .000
Work motivation .767 .079 .696 9.651 .000
Dependent Variable : Lecturer performance
Based on the test results in the table above, it can be seen that the work motivation variable with a significance value of 0.000 <0.05, which means that H1 is accepted, can be concluded that there is a significant effect of the work motivation variable on the performance of lecturers on the Muhammadiyah Sorong University.
Table 5. The result hypothesis test of work competency on lecturer performance Coefficientsa
Model Unstandardized Coefficients Standardized Coefficients t Sig.
B Std. Error Beta
1 (Constant) 5.794 1.823 3.178 .002
Work Competence .776 .070 .746 11.107 .000
a. Dependent Variable: Lecturer performance
Based on the test results in the table above, it can be seen that the work competence variable with a significance value of 0.000 > 0.05, which means that H2 is accepted, it be concluded that
there is no significant effect of the work competence variable on the performance of lecturers at the Muhammadiyah sorong university.
2)
Simultaneous Hypothesis Test(F Test)Hypothesis testing with the F test is used to determine which simultaneous hypothesis is accepted. The third hypothesis There is a significant influence between work motivation and work competence on lecturer performance.
Table 6. Hypothesis Test Results of work motivation and work competence on lecturer performance
ANOVAa
Model Sum of Squares Df Mean Square F Sig.
1 Regression 402.498 2 201.249 74.634 .000b
Residual 264.255 98 2.696
Total 666.752 100
a. Dependent Variable: Lecturer performance
b. Predictors: (Constant), Work motivation, Work competence
Based on the test results in the table above, it is obtained that the F count is 74,634 with a probability of 0.000 whose value is below 0.05. This shows that all independent variables have a significant simultaneous effect on the dependent variable at the Muhammadiyah sorong University.
Therefore, H3 is accepted.
IV. Conclusion
The variable of work motivation has a significant effect on the performance of lecturers at the muhammadiyah sorong university. This is proven by a significance value of 0.000 < 0.05 level of significance. The Work Competence variable has a significant effect on the performance of lecturers at Muhammadiyah Sorong university. This is evidenced by the significance value of the work stress variable 0.000 < from a significance level of 0.05. Variables of work motivation and work competence have a simultaneous (together) effect on the performance of lecturers at Muhammadiyah sorong university. This can be proven by the test results obtaining a significance value of 0.000 < from the 0.05 level of significance value
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