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PERSPEKTIF
Available online http://ojs.uma.ac.id/index.php/perspektif
The Effect of Work Motivation on the Performance Level of Civil Servants at the Provincial Civil Service Agency
North Sumatra
Nanang Nawawi, Humaizi* & Sakhyan Asmara
Magister of Development Studies, Faculty of Social and Political Sciences.
Universitas Sumatera Utara, Indonesia
Received: 9 May 2023; Reviewed: 19 June 2023; Accepted: 1 July 2023
Abstract
This study aims to determine the effect of Work Motivation on the Performance Level of Civil Servants at the Regional Civil Service Agency of North Sumatra Province along with the influencing factors. Motivation theory used based on the opinion of Afandi with indicators of Compensation, Working conditions, Work facilities and Work Performance while Performance theory is based on Hasibuan's opinion with indicators of Quantity, Quality of Responsibility and Punctuality. The research was conducted quantitatively using quantitative analysis methods and simple linear regression with SPSS software version 22. Data Collection Techniques using Observation, Questionnaires and Documentation. The population in this study is the Regional Civil Service Agency of North Sumatra Province, which amounts to 120 people. While the sampling technique uses a saturated sampling method. The data sources in this study were sourced from primary data and secondary data. The results of the study concluded that work motivation partially had a positive and significant effect on the level of employee performance at the Regional Civil Service Agency of North Sumatra Province. The results of the t test obtained a significance value for the work motivation variable 0.000<0.05 or tcalculate = 7.942 > table 1.65787. Based on the results obtained, H0 is rejected and Ha is accepted for the variable of work motivation. Thus, partially that the variable of work motivation has a positive and significant effect on the level of employee performance at the Regional Civil Service Agency of North Sumatra Province.
Keywords: Influence; work motivation; Employee Performance.
How to Cite: Nawawi, N., Humaizi & Asmara, S., (2023), P The Effect of Work Motivation on the Performance Level of Civil Servants at the Provincial Civil Service Agency North Sumatra, PERSPEKTIF, 12 (3): 924-933
*Corresponding author:
E-mail: humaizi@usu.ac.id ISSN 2085-0328 (Print)
ISSN 2684-9305(Online)
INTRODUCTION
Human resources are the most important resources in an agency or organization, because HR is a driver and controller for other resources. Superior and adequate human resources are something that will encourage agencies or organizations to achieve their goals.
The best development is development carried out by human resources who are purple and competitive, or in other words quality human resources. The success of an agency in this case is that government agencies are driven by human resources who have been selected and selected through the acceptance of civil servants with strict selection and have various assessments and qualifications that are appropriate and according to the qualifications of formation needs. In achieving the objectives of the agency depends on the components that exist in the agency itself such as leaders, civil servants, programs, objectives, facilities, and infrastructure available.
In order to achieve national development goals and carry out government tasks, employees who have the ability to carry out the volume of work charged to civil servants are needed. Civil servants in the work environment and the government become organizers who are people who are directly involved in organizing government tasks and implementing development. Law No.43 of 1999 concerning employment, where civil servants are state apparatuses.
Employee performance in this case is civil servants are the most important thing in efforts to achieve the expected results, especially in efforts to solve problems and services carried out. The quality of civil servants' performance in doing their work depends on what is done and obtained. Government institutions certainly need employees who are able to be responsible for their work and also for the agencies where employees are placed.
Therefore, in an effort Getting the best results, of course, also requires quality employee performance to get the best results.
According to (Mangkunegara, 2017) the results of work in quality and quantity achieved by an employee in carrying out his duties in accordance with the responsibilities given to him. Because basically to see to what extent the role of human resources in a company, it can be seen from the work of an employee in the company. To be able to produce quality human resources, not only reliable workers are needed, but also need a process that supports the realization of productive workers as expected. As in the determination of job security in accordance with employee expectations, it will also increase employee morale so that the quality of employee work is as expected.
In Government Regulation (PP) Number 30 of 2019 concerning the performance assessment of Civil Servants (PNS), the review of the performance of civil servants aims to guarantee the objectivity of civil servant development based on the achievement system and career system. The assessment is carried out based on performance planning at the individual level and unit or organizational level, taking into account the targets, achievements, results, and benefits achieved, as well as the behavior of civil servants.
The Regional Civil Service Agency of North Sumataera Province, which has the task of formulating and implementing specific regional policies in the field of personnel such as formation, coaching and welfare, development and empowerment, mutation and retirement, personnel information and data and assistance duties, needs to have maximum civil servant performance. The performance of a civil servant must be measured effectively and efficiently based on applicable measuring standards in determining the performance achievements of a person or group of civil servants. For this reason, the following is presented a tabulation of the total SKP and PKP scores of civil servants at the Regional Civil Service Agency of North Sumatra Province for the period 2018 to 2021.
Table 1. Total SKP PNS at the Regional Civil Service Agency of North Sumatra Province for the period 2018 to June 2021
Year Minimum Maximum Average
2018 81.63 100 98.46
2019 81.63 100 98.43
2020 60.32 100 97.39
2021 16.67 100 95.50
Source: BKD North Sumatra Province, Processed by Researchers 2021
Assessment of SKP which is based on the provisions of the implementation of PP No. 30 of 2019 concerning PPKPNS. Assessment of performance behavior based on the provisions of the implementation of PP No. 30 of 2019 concerning the performance assessment of civil servants. The performance value of civil servants is obtained by combining SKP values and work behavior values. The value and predicate of civil servant performance are
obtained by integrating the results of the assessment of civil servants' work performance in the January-June period and the assessment of civil servants' performance in the July- December period. The achievement value of SKP is expressed by numbers, the following is
a table of predicates for the performance assessment of civil servants:
Table 2. Predicate of Performance Appraisal of Civil Servants PNS Performance Value Designation or Predicate 110- 120 and have a new idea Excellent
90-120 Good
70-89 Enough
50-69 Less
0- 49 Very Lacking
Source: MenPANRB No. 3 of 2021 Preparation of SKP and PPKPNS 2021
SKP assessment is carried out by comparing work realization with planned targets . In the event that work realization exceeds the target, the assessment of SKP achievement can exceed 100. Based on the criteria for the predicate of civil servant performance appraisal in Table 1.2, it can be concluded that the average performance results of employees at the Regional Civil
Service Agency of North Sumatra Province according to Table 1.1 are in a good predicate.
Even so, there was a decrease in the average value from 2018 with an average value of 98.46 to 98.43 in 2019, in 2020 it decreased the average value to 97.39, a decrease in the average performance appraisal also occurred in 2021 of 95.50.
Figure 1. Graph of the Average SKP Level of Civil Servants at the Regional Civil Service Agency of North Sumatra Province for the period 2018 to June 2021 (Source: Results processed by Researchers 2021)
This decrease in average value shows that the performance level of civil servants of the Regional Civil Service Agency of North Sumatra Province continues to decline periodically every year from 2018 to June 2021. This really needs to be considered, monitored and improved in order to achieve satisfactory performance, included in the very good predicate. In addition, the minimum SKP score
obtained at 81.63 in 2018 and 2019 is included in the sufficient predicate, in 2020 the minimum SKP value obtained is 60.32 which is included in the less category, while in 2021 the minimum value obtained is 16.67 which is included in the very less category. This means that it can be said that from the results of the performance of the Regional Civil Service Agency of North Sumatra Province, although it
2018 2019 2020 2021
rata-rata 98.46 98.43 97.39 95.5
94 95 96 97 98 99
Rata-rata
has obtained a good predicate, there is still a civil servant performance below the average value of a good predicate, based on obtaining minimum scores.
Given the importance of human resources in public services, the survival and progress of an institution, it is appropriate for stakeholders, leaders to view human resources as more than just agency assets, but as partners in trying and working. As partners in the agency, leaders must be fair to what employees have given to the agency where employees carry out their duties and responsibilities.
Because basically every employee has the right to get equal, fair and impartial treatment from their leaders, so as to encourage employees to be more enthusiastic and provide quality performance. For this reason, a relationship of mutual ownership, mutual respect, benefit between employees and agencies where employees serve and work.
Basically, employees in carrying out their duties and roles as State Servants, civil servants (PNS) are expected to realize maximum and best quality performance that can be given by each employee. To provide the best performance quality, of course, it is influenced by various factors guna mencapai rencana dan target yang telah disusun dan dirancang oleh instansi ataupun organisasi pemerintahan.
Quality performance pegawai ini perlu diukur agar dapat diketahui sampai sejauh mana perkembagan kualitas kinerja dari seorang employees in particular and improve the performance of the agency where employees are assigned in general. The good and bad level of civil servant performance is influenced by mutual relationships and trust as well as the motivation of each employee in providing performance.
The motivation of each employee certainly varies from one to another.
Motivation can be interpreted as a person's strength or energy that can cause the level of persistence and entusism in carrying out an activity, both from within the individual himself (intrinsic motivation) and from outside the individual (extrinsic motivation). How strong the motivation an individual has will determine a lot about the quality of behavior he displays, both in the context of studying, working and in other lives. The relationship about motivation has long had its own appeal to education circles of managers and researchers, especially associated with the importance of efforts to
achieve one's performance (achievement) in the context of psychological studies, (Abin, 2017) suggests that to understand individual motivation can be seen from several indicators, including: (1) duration of activities; (2) frequency of activities; (3) percentage on activities; (4) fortitude, tenacity and ability in the face of obstacles and difficulties; (5) devotion and sacrifice to achieve goals; (6) the level of aspiration to be achieved by the activities carried out; (7) the level of qualification of achievements or products (outputs) achieved from the activities carried out; (8) the direction of attitude towards the target of the activity.
Based on the results of interviews conducted by researchers in the initial research (pre-survey) conducted on January 10, 2022 at the Regional Civil Service Agency of North Sumatra Province, various information was obtained regarding the motivation to become a civil servant. Some have a motivation with the assumption that they should be seen and not underestimated in social status, some really want to serve the State by becoming civil servants. In addition, there are also those who become civil servants because of the guarantee of salary every month, feel nyaman dengan menjadi PNS dan jaminan hari tua.
Based on the results of this initial interview, researchers made a pre-survey questionnaire containing 6 items of motivation options to become civil servants to 20 civil servants at the Regional Civil Service Agency of North Sumatra Province as a pre-survey sample. The results showed that as many as 7 people were motivated to become civil servants because of old age security/pension funds and health insurance, 5 people were motivated to become civil servants because of salary and benefits guarantees, 3 people were motivated to become civil servants because of a clear career path and no layoffs. 2 people are motivated to become civil servants because of fixed / regular working hours and a lot of free time, 2 people are motivated to become civil servants because of good social status. While the motivation to become a civil servant is because they want to serve the State through good performance, only 1 person chooses this item. The following is a table of pre-survey results of motivation to become a civil servant of the regional civil service agency of North Sumatra Province:
Table 3. Employee Motivation to Become Civil Servants of the Regional Civil Service Agency of North Sumatra Province
No Motivation Items to Become a Civil Servant Number of Answers
1. Salary and Benefits Guarantee 5
2. Old age insurance/pension fund and health insurance 7
3. Clear career path and no layoffs 3
4. Fixed/regular working hours and plenty of free time 2
5. Good social status 2
6. Serving the Country through good performance 1
Total 20
Source: Pre-Survey Results in January 2022 These various motivations generally indicate that a person becomes a civil servant because he is considered to have old age security or pension funds as well as health guarantees, salary guarantees and benefits that are routinely obtained every month and every year. (Abin, 2017) states that motivation is a drive caused by a need (karsa) that moves and directs individual behavior to achieve certain goals or incentives. A person who has high motivation in working will give maximum effort or earnest effort in realizing personal, shared and organizational goals.
Civil Servants at the Regional Civil Service Agency of North Sumatra Province should be the leading example in improving work for other Civil Servants within the North Sumatra Provincial Government or even the City Regency Government throughout North Sumatra. The North Sumatra Provincial Government has even provided Additional Income Allowance to civil servants as one of the awards based on the results of the assessment of civil servants' work performance through North Sumatra Governor Regulation Number 18 of 2018 concerning Additional Income Allowance for Civil Servants and Civil Servant Candidates within the North Sumatra Provincial Government, North Sumatra Governor Regulation Number 44 of 2019 concerning Amendments to Sumatra Governor Regulation North Number 18 of 2018 concerning Additional Allowances for Loving Civil Servants and Prospective Civil Servants within the North Sumatra Provincial Government, North Sumatra Governor Regulation Number 5 of 2020 concerning Additional Allowances for Assisting Civil Servants and Prospective Civil Servants within the North Sumatra Provincial Government and North Sumatra Governor Regulation Number 3 of 2021 concerning Additional Allowances for Assisting Civil Servants and Prospective Civil
Servants Civil within the North Sumatra Provincial Government.
Based on the background of the research above and the information that researchers have obtained when conducting pre-surveys has not been fully proven to be true. Therefore it is necessary to conduct research that bertujuan untuk menganalisis fenomena motivasi kerja dan tingkat kinerja, korelasi antara motivasi kerja dengan tingkat kerja dan faktor-faktor pada motivasi yang affect the level of performance of Civil Servants at the Regional Civil Service Agency of North Sumatra Province.
There are several other studies that are used as references in conducting research on the influence of motivation on the quality of civil servants' performance. These studies also have relevance to research carried out at the Regional Civil Service Agency of North Sumatra Province, including: Darmanto and Harahap, R.H. (2015), The Influence of Motivation and Work Discipline on Employee Performance in the North Sumatra Natural Resources Conservation Center. Journal of Public Administration, 3(1): 1-20 (Darmanto, 2015);
Juniari, N.K.E., Riana, I.G. and Subudi, M. 2015.
The Effect of Motivation on Job Satisfaction and Performance of Civil Servants (PNS) at Nusa Dua Bali Tourism College (Juniari et al., 2015), Halim (2016). The influence of motivation on the performance of employees of the Civil Service Agency and Regional Training of North Mamuju Regency (Halim, 2016); Sumuweng, A.
P., &; Manggaukang, M. (2020). The Influence of Work Ability and Motivation on the Performance of Civil Servants at the Education and Culture Office of West Nusa Tenggara Province.(Sumuweng &; Manggaukang, 2020);
Safitri, A., Wismantari, T., Hermawati, V., &;
Bernarto, I. (2021). The effect of work discipline, work motivation and job satisfaction on performance in Civil Servants (PNS) generation "Y" (case at the Ministry of Trade,
Jakarta). (Safitri et al., 2021); Anggraeni, N.
(2011). The influence of ability and motivation on employee performance at the Indonesian College of Arts (STSI) Bandung (Anggraeni, 2011); Febriyanti, E. (2020). The influence of Primal leadership and motivation on discipline and its impact on employee performance within the Bekasi City Regional Secretariat (Febriyanti, 2020); Idrus, S. I. (2020). The effect of training and motivation on the managerial competence of civil servants of the general secretariat and expertise bodies of the house of representatives of the Republic of Indonesia (Idrus, 2020); Yasa, N. L. F. A. D. (2018). The influence of motivation and commitment on the performance of civil servants in the Bali Provincial Cultural Office (Yasa, 2018) that there is a positive influence of work discipline, work motivation, and job satisfaction on employee performance.
Persamaan penelitian ini dengan penelitian terdahulu, adalah berfokus pada How work motivation affects performance. The difference from this study is that if previous researchers previously used more than one X variable, the researcher decided to focus on one X variable, namely work motivation. As for the problem that is considered as a dependent variable is the level of performance. For this reason, this study will focus on the effect of work motivation on the level of civil servant performance.
RESEARCH METHODS
This research uses a method with a quantitative approach. Where quantitative research according to (Sugiyono, 2019) researchers see the relationship of variables to the object under study is more cause and effect, so that in his research there are independent variables and dependent variables. From these variables, it is then determined how much influence the indenpen variable has on the dependent variable. Quantitative research is data in the form of numbers or numbers (Arikunto, 2013). Types of research are generally grouped according to fields, objectives, methods, levels of explanation, and time. This type of research is quantitative research, which is with the intention to find the influence between the independent variable and the dependent variable.
This research is a research with a quantitative approach, which intends to determine and describe the effect of work motivation on the level of performance of Civil Servants at the Regional Civil Service Agency of North Sumatra Province.
The population in this study is all civil servants in the Regional Civil Service Agency of North Sumatra Province as many as 120 people.
Because the population was 120 people, and the researcher felt that there was enough time to distribute the questionnaire to the 120 people, the entire population of the author used as respondents, so the sample of this study was total sampling.
Data is information that can provide an overview of a situation. The information obtained provides information, descriptions or facts about a problem in the form of letters or bilanagan. In data collection, researchers carry out collection methods with primary and secondary data sources. This primary data is also called original data or new data. This data contains, among others, answers to questionnaires (statements) distributed to all civil servants and observations. In this case, researchers do it directly at the Regional Civil Service Agency of North Sumatra Province.
Secondary data of this research was obtained from literature research by studying literature from various books and references that are relevant to this research. Primary data were obtained by researchers through filling out questionnaires by civil servants who were sampled in this study.
Proper data collection is very important, because it determines the good and bad of a study. Data collection is an effort to obtain information materials and reality that are really real and can be accounted for. In the framework of this study, data and information were collected using several data collection techniques, namely: Observation, Questionnaire and Documentation.
RESULTS AND DISCUSSION Analysis of Research Results
The description of respondents' answers is the result of respondents' answers to each research variable. The description of this answer will be explained based on a percentage of the frequency of each indicator.
Table 4. Distribution of respondents' answers to variable Y (level of performance) Statement
Item
SS (5)
S (4)
RR (3)
TS (2)
STS
(1) Total Total (%)
F % F % F % F % F %
1 61 50,8 53 44,2 6 5 0 0 0 0 120 100
2 66 55 51 42,5 3 2,5 0 0 0 0 120 100
3 62 51,7 44 36,7 14 11,7 0 0 0 0 120 100
4 54 45 55 45,8 10 8,3 1 0,8 0 0 120 100
5 65 54,2 44 36,7 1 0,8 10 8,3 0 0 120 100
6 67 55,8 40 33,3 13 10,8 0 0 0 0 120 100
7 73 60,8 45 37,5 2 1,7 0 0 0 0 120 100
8 80 66,7 39 32,5 1 0,8 0 0 0 0 120 100
9 80 66,7 39 32,5 1 0,8 0 0 0 0 120 100
10 71 59,2 46 38,3 3 2,5 0 0 0 0 120 100
11 66 55 43 35,8 11 9,2 0 0 0 0 120 100
12 69 57,5 50 41,7 1 0,8 0 0 0 0 120 100
Average 56,53 38,13 4,58 0,27 0 120 100
Source: processed by researchers 2022
Based on the data in Table 4.9 above, it can be seen that the results of questionnaire answers that can be obtained from 120 respondents for performance level variables are as follows:
1. Statement 1, obtained 50.8% of respondents answered strongly agree, 44.2% answered affirmatively, and 5% of respondents answered undecided.
2. Statement 2, obtained 55% of respondents answered strongly agree, 42.5% answered affirmatively, and 2.5% of respondents answered undecided.
3. Statement 3, obtained 51.7% of respondents answered strongly agree, 36.7% answered affirmatively, and 11.7%
answered undecided.
4. Statement 4, obtained 45% of respondents answered strongly agree, 45.8% answered affirmatively, 8.3% answered undecided, and 0.8% of respondents answered disagree.
5. Statement 5, obtained 54.2% of respondents answered strongly agree, 36.7% answered affirmatively, 0.8%
answered undecided, and 8.3% of respondents answered disagree.
6. Statement 6, obtained 55.8% of respondents answered strongly agree, 33.3% answered affirmatively, and 10.8%
of respondents answered undecided.
7. Statement 7, obtained 60.8% of respondents answered strongly agree, 37.5% answered affirmatively, and 1.7% of respondents answered undecided.
1. Statement 8, obtained 66.7% of respondents answered strongly agree, 32.5% answered affirmatively, and 0.8% of respondents answered undecided.
1. Statement 9, obtained 66.7% of respondents answered strongly agree, 32.5% answered setuju, dan 0,8%
responden menjawab ragu-ragu.
2. Statement 10, obtained 59.2% of respondents answered strongly agree, 38.3% answered affirmatively, and 2.5% of respondents answered undecided.
3. Statement 11, obtained 55% of respondents answered strongly agree, 35.8% answered affirmatively, and 9.2% of respondents answered undecided.
4. Statement 11, obtained 57.5% of respondents answered strongly agree, 41.7% answered affirmatively, and 0.8% of respondents answered undecided.
Results of Simple Linear Regression Analysis
The results of regression analysis can be seen in table 5:
Table 5. Multiple Regression Analysis Results Model
Unstandardized Coefficients
B Std. Error
1 (Constant) 27.217 3.410
Total.X .551 .069
Source: processed by researchers with SPSS Version 22 Based on Table 4.10 above, the multiple
linear regression equation in this study is:
Y = 27.217+ 0.551X + e
The results can be seen from the following information:
1. In this regression model, the value of the constant listed at 27.217 can be interpreted if the independent variable in the model is assumed to be equal to zero, on average the variables outside the model will experience a decrease in employee performance level by 27.217 one-unit or in other words if the employee motivation variable is not increased, then the employee performance level decreases by 27.217 units.
2. The value of the b1 regression coefficient of 0.551 in this study can be interpreted as a work motivation variable of 0.551 which shows that when employee motivation increases by one unit, it will increase the
level of employee performance by 0.551 units.
Partial Test Results (Test t)
The t test was conducted to examine the influence of each independent factor, namely work motivation has a significant effect on the level of employee performance at the Regional Civil Service Agency of North Sumatra Province.
If tcount > t table then H0 is rejected and accepted, while if t counts H𝑎 < ttable then H0 is accepted and rejected. The t test can also be seen based on the level of significance, that is, if the calculated probability value < 0.05 (Sig ≤ αH𝑎0.5) then H0 is rejected and accepted. Conversely, if the calculated probability value > 0.05 (Sig ≤ αH𝑎0.5) then H0 is accepted. The results of the t test can be seen in the following table 6:
Table 6. Results of t-test Coefficientsa Model
Unstandardized Coefficients Standardized Coefficients
t Sig.
B Std. Error Beta
1 (Constant) 27.217 3.410 7.983 .000
Total.X .551 .069 .590 7.942 .000
a. Dependent Variable: Total.Y
Sumber: hasil olahan peneliti dengan SPSS Versi 22 Berdasarkan tabel 6, diperoleh hasil, nilai signifikansinya untuk variabel motivasi kerja (0,000) lebih kecil dibandingkan dengan dari alpha 5% (0,05) atau thitung =7,942> t tabel
1,65787 (n-k-1=120-1-1=118). Berdasarkan hasil yang diperoleh maka H0 ditolak dan.Ha
diterima untuk variabel motivasi kerja. Dengan demikian, secara parsial bahwa variabel motivasi kerja berpengaruh positif dan signifikan terhadap tingkat kinerja pegawai at
the Regional Civil Service Agency of North Sumatra Province.
Test Results of Coefficient of Determination (R2)
The results of the R Square determination test conducted in this study were with the help of SPSS application version 22, which is presented in Table 7 below:
Table 7. Coefficient of Determination Test Results Model Summaryb
Model R R Square Adjusted R Square Std. Error of the Estimate
1 .590a .348 .343 5.022
a. Predictors: (Constant), Total.X b. Dependent Variable: Total.Y
Source: processed by researchers with SPSS Version 22
Based on the table above obtained:
1. The correlation regression value of 0.590 work motivation to the level of employee performance at the Regional Civil Service Agency of North Sumatra Province has contributed to a strong level.
2. For an independent variable consists of one either use R Square. Where the value of R Square () is 0.348 (34.80%). So it can be said that 34.80% of the dependent variables, namely work motivation in the model, can explain the variable to the level of employee performance at the Regional Civil Service Agency of North Sumatra Province, while the remaining 65.2% is influenced by other variables outside the model. The other variables that affect the level of employee performance are competence, culture, leadership, work environment.R2
3. Standard Error Of The Estimated is a measure of prediction error. Standard Error Of The Estimated is called standard deviation, In this study the value is 5.022.
The smaller the standard deviation means the better the model.
Discussion
In the descriptive analysis of the Work Motivation variable with the SS (strongly agree) category, the average percentage of answers was 31.19%, S (agree) with an average percentage of answers of 49.43%, RR (undecided) with an average percentage of 13.69%, and TS (disagree) with an average percentage of 5.42%, while STS (strongly disagree) 0.27%. From the results of obtaining the average percentage, it is known that the The highest average value of the percentage for the Work Motivation variable was S (agree) 49.43% with a Likert scale value of 4, while the lowest was STS (strongly disagree) with an average percentage gain of 0.27% with a Likert scale of 1. While the Performance Level variable obtained a percentage for SS (strongly agree) of 56.53%, the average percentage for S (agree) of 38.13%, for the average percentage of RR (undecided) answers of 4.58%, and 4.58% for the average percentage of TS (disagree) answers, while STS (strongly disagree) 0.76%
of the acquisition found that the highest average percentage of answers for the Performance Level variable was SS (strongly agree) 56.53% with a Likert scale value 5, while the lowest is STS (strongly disagree) with a gain
Based on the results of the t test, the results of the significance value were obtained for the work motivation variable 0.000<0.05 or tcalculate = 7.942 > ttable 1.65787. Based on the results obtained, H0 is rejected and. Ha is accepted for the variable work motivation.
Thus, partially that the variable of work motivation has a positive and significant effect on the level of employee performance at the Regional Civil Service Agency of North Sumatra Province. The R Square () value is 0.348 (34.80%). So it can be said that 34.80% of the dependent variables, namely work motivation in the model, can explain the variables to the level of employee performance at the Regional Civil Service Agency of North Sumatra Province, while the remaining 65.2% is influenced R2oleh variabel lain di luar model. Hasil penelitian ini sejalan dengan penelitian (Humaira, 2018) yang menyatakan bahwa motivasi kerja has a positive and significant effect on employee performance at the Binjai City Regional Civil Service Agency. This research is also in line with the research of Elisnawati, M. (2017). The Influence of Motivation and Work Discipline on the Performance of Civil Servants of the North Sumatra Provincial Transportation Service (Doctoral dissertation) (Elisnawati, 2017) and Waribuana, T. A. (2022). The influence of work discipline, work motivation, and workload on the performance of civil servants at the North Sumatra Provincial Communication and Information Service (Doctoral Dissertation) (Waribuana, 2022), which states that work motivation has a positive and significant effect on employee performance at the Transportation Service and the North Sumatra Provincial Communication and Information Service.
Performance is a real behavior displayed by everyone, as work achievements produced by employees in accordance with their respective roles in an organization. Employee performance is very important in organizational efforts to achieve goals (Mahmudah Enny, 2017). According to Sedarmayanti (2017), factors that affect performance include attitude and mentality (work motivation, work discipline, and work ethics), education, skills, leadership management, income level, salary and health, social security, work climate, facilities and infrastructure, technology, and achievement opportunities (Sedarmayanti, 2014).
Based on the results of existing research
performance. According to (Humaira, 2018), work motivation is a condition that encourages or causes someone to do an action or activity that takes place consciously to improve employee performance. In addition to motivation, there are various other variables that were not studied in this study that also have an influence on the level of employee performance, where motivation only has 34.80% of variables tied to the model can explain the variables to the level of employee performance at the Regional Civil Service Agency of North Sumatra Province, while the remaining 65.2% is influenced by other variables outside the model. This is in line with the theory proposed by (Mathis &; Jackson, 2001), in terms of discussion of employee performance problems then tidak terlepas dari Various accompanying factors, including motivational factors. Motivation is the most important thing that affects the performance of an employee in providing the best performance level results, both motivation from within an employee and encouragement from outside the employee himself.
CONCLUSION
Based on the results of research and discussion, it can be concluded that there is an influence of work motivation on the level of employee performance at the Regional Civil Service Agency of North Sumatra Province. The results of the t test obtained a significance value for the work motivation variable 0.000<0.05 or tcalculate = 7.942 > table 1.65787. Based on the results obtained, H0 is rejected and. Ha is accepted for the variable work motivation.
Thus, partially that the variable of work motivation has a positive and significant effect on the level of employee performance at the Regional Civil Service Agency of North Sumatra Province. The R Square () value is 0.348 (34.80%). So it can be said that 34.80% of the dependent variables, namely work motivation in the model, can explain the variables to the level of employee performance at the Regional Civil Service Agency of North Sumatra Province, while the remaining 65.2% is influenced by other variables that were not studied in this study.R2
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