Organizational Impact on Commitment Performance: Research on Police Officer at Polsek Kotagede Yogyakarta

Psychological Research and Intervention, 3(1), 2020, 13-23 Available online at: http://journal.uny.ac.id/index.php/pri

Endah Sri Wahyuningsih1 1 Mercubuana University Yogyakarta [email protected]

Abstract This research is aimed at examining the significance of the effect of organizational commitment on individual performance, especially national police members. Polri's performance is determined by several factors, situations and relationships between corps. Bad corps' performance will impact the performance of the other corps. For intensifying performances, many things can be done. One of them is organizational commitment. The Research subjects were all of Kotagede Police Members Yogyakarta to 59 people. Data collection method that the researcher used was spread the commitment scale which contains statements about organizational commitment variables, whereas for performance variables researchers used performance data of the National Police's members of the Polsek Kotagede Polresta of Yogyakarta. Data were analyzed by using simple regression analysis with the help of the SPPS 21 statistical program. The result shows a significant influence of organizational commitment on the performance of Polri members by 12.9%, while the remaining 79.1% were influenced by other variables not examined.

Keywords: Organizational Commitment, Performance, Indonesian National Police ______

Introduction members will create a work team that will achieve expected performance, and Polri's performance is determined by member loyalty, a member will carry out his several factors and situations as well as duties and obligations with a full having interrelationships among units, in responsibility with or without a leader. which poor unit performance will impact In the modern and all-digital era, the on the performance of other units. Many National Police must be able to provide things can be done to improve excellent services to the public. At present, performance, one of them is organizational the service is based on the advancement of commitment (Allen & Meyer, 1990). information technology that is fast, open, Organizational commitment has a and transparent so that every member of relationship in improving performance. The the Indonesian National Police is higher organizational commitment, the demanded to be able to follow any higher the level of performance, and the developments that occur. Inevitably, lower the organizational commitment, the technological progress always gives colors lower the level of performance (Akbar, for current government policies aspects. Musadieq, & Mukzam, 2017). Improving Technology becomes the part of the the performance of Polri members must program for service efficiency (Tobing, start from increasing the commitment of 2009) which requires good rapidity in the Polsek member organizations through process of making policies, including identification, trust of members of the evaluating policies. By implementing the institution, the situation will make a 4.0industrial revolution, the system in member will carry out their duties and Ministries and Government Institutions obligations to the fullest. Involvement, must be adaptive to follow developments, good cooperation between leaders and as the development of a strategic Copyright © 2020, Psychological Research and Intervention ISSN 2614-7041 (online) | ISSN 2614-0403 (printed)

Organizational Impact On Commitment Performance Endah Sri Wahyuningsih environment. For the National Police the Kotagede has a vision to improve the development of the strategic environment professionalism of personnel by attending has changed almost in large part. Although education and training organized by the this development rises some advantages unit; modernizing in improving public and disadvantages, but the weaknesses can services; supporting internal reforms of the be managed properly, by empowering National Police towards a clean and free of human resources and technology itself KKN (Corruption Collusion and (Ayun, 2011). Nepotism) in order to realize objective, According to Gash and Hobbs (in transparent, accountable and fair law Heri, 2019) new realistic challenges that enforcement. The mission of the Polsek must be faced by members of the police in Kotagede is to improve the quality of the industrial era 4.0 are serving the digital excellent service to the community so that world completely, securing the private it can increase public trust towards the sector and civil society, responding to Police; conduct prevention / early detection problems in society more quickly, utilizing of any threats to security threats that may cyber-physical systems, filtering the truth of occur in the area; improve the maintenance information obtained, and implementing of security, public order by involving side transparency to the maximum. These agencies and the community as a form of challenges are also experienced by members police synergy; conduct law enforcement in of the National Police who also have special a professional, fair, upholding human rights characteristics in Indonesia in responding and anti-KKN (Wikipedia, 2020). the development of the revolution, such as Because of the existence of the main the lack of members of the National Police, tasks mentioned in the Act, every member the emergence of new types of crime, and of the National Police has the same role in the modernization of public services. Based providing public services to the increasingly on these challenges a new job came up in complex society, problems in the the police agency. community as law enforcement officers in Every job and position carried out is carrying out their duties (Wikipedia, 2020), a mandate that must be carried out seriously the police are required to instill a sense of with a full responsibility. Uphold Polri's trust in society, because the legal authority code of ethics which includes personality essentially means instilling the value of trust ethics, institutional ethics, state ethics and in the community, so that the Police are maintaining relations with the community required to have professionalism in carrying (National Police of the Republic of out their duties. Indonesia, 2011a). The challenges facing by The manifestation of community Indonesian National Police in the future expectations is clearly reflected if the will be more complex, such as the National performance displayed by officers can Police will be faced with various forms of simultaneously be able to meet the crime ranging from street crimes, expectations of the community, it will get conventional crimes, crimes against state sympathy and support (Eisenberger, 2002; assets and transnational crime. In addition, DG Allen, Shore, & Griffeth, 2003). the Police are also confronted with various Related research also shows that the forms of Kamtibmas disruption that have perception of fairness in an organization contingency implications such as mass riots will have a positive influence on the that triggered by various factors that can performance of police officers which develop so that it can disrupt security affects the community's trust in police stability. members (Carr & Maxwell, 2017). The implementation of the main Therefore, as a community, we need to tasks of theYogyakarta Polri Polsek actively support and participate in the

Organizational Impact On Commitment Performance Endah Sri Wahyuningsih implementation of the duties of members The above perspective confirms that of the National Police. performance of a Police is absolutely The implementation of police duties necessary. According to Sutrisno (2016) that must meet the expectations of the performance is someone's success in community certainly cannot be avoided carrying out tasks, working results that can from the many weaknesses (Sarendeng, be achieved by a person or group of people Lumolos, & Kimbal, 2017) and obstacles in in an organization in accordance with their managing performance in the field. Internal respective authorities and responsibilities or obstacles encountered in managing the about how a person is expected to function performance of Polri members are the and behave in accordance with the assigned mismatch of availability and needs for the tasks and the quantity, quality and time quantity and quality of Polri members, spent in carrying out the task. According to infrastructure, budget, education and Mangkunegara (2011) indicators of training. External constraints faced by such employee performance are as follows: 1. discrepancies in the jurisdiction of Police Quality of Work, how good an employee with administrative area, a mismatch of does what should be done; 2. Work competence by placement in function, not Quantity, how long does an employee work optimal database, and the unsynchronized in one day. This work quantity can be seen pattern of performance assessment with the from the speed of work of each employee pattern of reward (Mayastinasari, Earlyanti, respectively; 3. Execution of Tasks, to what and Syafruddin, 2019). This affects the extent employees are able to carry out their performance of Polri members, such as work accurately or without errors; 4. stress, decreased motivation to work, Responsibility, awareness of the obligation fatigue, and so forth. to do the job accurately or there are no One indicator of the good mistakes. performance of the National Police Officer The performance of the Republic of is the lack of complaints from the public, Indonesia National Police or the National from this side it still needs further analysis, Police in the field of security and law because in the past year the data collection enforcement has not been able to satisfy the on complaints has been handled well, but it social science expert group. Its performance also makes a different interpretation, is even in the bottom of the survey whether complaints from this community conducted by the Indonesian Institute of are included as intentionally reported or Sciences (LIPI). The survey, which involved they are reluctant to report their 145 political, economic, socio-cultural and dissatisfaction. Many events occurred and defense-security experts, took place from made people reluctant to report poor April to July 2018 in 11 provinces. Only performance by members of the National 13.10% of respondents said they were Police. Like research in Banjarnegara which satisfied with the National Police, a similar conducted research on the extent of public number to that obtained by political parties satisfaction with the performance of so that both institutions were at the bottom members of the National Police (Sumino & of the list. As many as 57.9% of Sutrischastini, 2017). The results showed respondents considered the performance of that the community was not satisfied with the National Police classified as poor, while the services provided by Polri members. 25.5% of experts considered very poor. Therefore, the use of facilities and Professor of LIPI Political Science infrastructure also needs to get a place so Research, Syamsuddin Haris, when asked that the determination and evaluation of for a response in Jakarta on Tuesday members' performance can be achieved (11/08/2018) did not deny that the results properly. of the LIPI survey are different from other

Organizational Impact On Commitment Performance Endah Sri Wahyuningsih institutions that still put the National Police members also affects the performance of as an institution that performs quite well. members, although the work environment The reason is that the LIPI survey was taken in the Police includes two things, that are from experts using a nonprobability the external environment and internal sampling or the sample chosen based on environment. This condition if in a state of certain criteria (Qibla, 2018). support and mutual positive contribution According to researchers, the will improve the performance of these performance of Polri members all over the members. Moreover, the influence of place is influenced by internal factors leadership must change towards a more include talent, intelligence, and personality, service concept and be able to motivate and such as organizational commitment, while care for the performance of subordinates, in external/work environment factors include this case organizational commitment can wages / salaries, equipment, organizational improve member performance. This is in support, and so on. Thus, the police unit accordance with the opinion of Amilin and should foster organizational Dewi (2008) organizational commitment is commitment/loyalty of its members in employee loyalty to the organization addition to provide organizational support through the acceptance of the goals of such as career development, promotion, organizational values, willingness or promotion, salary increases on a regular willingness to try to be a part of the basis. To improve the performance of organization, as well as the desire to survive members of the police in all fields both in in the organization. operational and staff, it is necessary to pay Knowing how the influence of attention to factors that affect performance. organizational commitment on According to Simanjuntak in Widodo performance in the Kotagede Police (2015) performance is influenced by: a. Station, Yogyakarta used instruments that Quality and ability of employees, matters are already owned by the police relating to education / training, work ethic, organization, namely the Performance work motivation, mental attitude, and Management System (SMK). Performance physical condition of employees; b. Management System (SMK) is a system Supporting facilities, namely matters used to measure and identify the relating to the work environment performance of Polri members so that it is (occupational safety, occupational health, aligned with the vision and mission of the production facilities, technology) and police organization. The function of matters relating to employee welfare (wages performance consideration is to guarantee / salaries, social security, job security); c. performance objectivity in career Supra-facilities, namely matters relating to development, development education, and government policy and industrial relations the provision of work benefits for members management. of the National Police (Heri, 2019). According to Zurnali (2010), Based on the explanation, this study organizational commitment is a aimed at testing the hypothesis that there is psychological condition that characterizes an influence of organizational commitment employee relations with the organization or on the performance of Polri members, its implications that affect whether especially in Kotagede Sector Police, employees will continue to survive in an Yogyakarta. organization or not, which are identified in three components namely affective Methods commitment, continuous commitment, and also normative commitment. The work The subjects of the study were all environment that supports the duties of members of the Yogyakarta Kotagede Polri

Organizational Impact On Commitment Performance Endah Sri Wahyuningsih starting from Bintara to Perwira which the the value is greater than 0.67882, so based total is 59 officers. The method of taking on the results of the significance and t value data on organizational commitment uses indicates that the hypothesis is accepted or the Likert scale model while the method of there is an influence of organizational performance measurement uses the commitment to performance. In Performance Management System (SMK) accordance with the hypothesis of National Police. To guarantee the organizational commitment affecting the objectivity of the data, the instrument of performance of the National Police, the organizational commitment will be tested to influence can be illustrated through the ensure its validity and reliability, while for regression line equation obtained, namely y the performance evaluation uses = 87,259-0,359x. This means that if there is standardized Performance Management no influence of organizational System (SMK) that have been used in the commitment, the consistency value of National Police based on Law No. 2 of 2003 Polri's performance is constant at 87,259. concerning the National Police of the Every 1% increase in organizational Republic of Indonesia (Government of the commitment within the National Police, the Republic of Indonesia, 2003) and National performance will increase by -0.359. Police Regulation No. 16 of 2011 Because the regression coefficient value is concerning Performance Appraisal of Civil minus, then it can be said that Servants in Polri with SMK and the results organizational commitment has a negative of their assessments have been used in effect on the performance of the National policies for career promotion, education Police in Kotagede Sector Police, and promotion (National Police of the Yogyakarta. Republic of Indonesia, 2011b). Therefore, The magnitude of the coefficient of the Performance Management System determination or effective contribution to (SMK) as an instrument does not need to the performance of the National Police in be tested again for validity and reliability. In this study can be obtained from the value of testing the organizational commitment, the square R. Value of square R of 0.129 means validity of the item is obtained r> 0.232 so that there is an effective contribution of that all items are used, none are dropped. organizational commitment to performance The data analysis method uses simple of 12.9% and the remaining 79.1% is regression analysis statistics. Before using influenced by other variables not examined. regression analysis, it is necessary to test the assumption, namely the residual value Discussion normality test (for the value of Based on the results of the analysis of organizational commitment as an the data provides information that there is independent variable). The method for an influence of organizational commitment testing the assumption of item validity uses to the performance of the Police of 12.9%. the product moment / Pearson technique. This is relevant to research conducted by Analysis of the assumption test and the Okto, et al (P, Swasto, & Utami, 2014) regression line test use SPSS 21 statistical which examines the influence of program. organizational commitment on employee performance in a company. However, not Findings and Discussion only the performance commitment in the Based on the results of the study but also influenced by work together hypothesis test analysis, it showed that the motivation by 53.9%. significance value was 0.05 and the value of Other relevant research was also t = 8.430. When compared with the t table reviewed by Amirul (Akbar et al., 2017) who has examined the influence of

Organizational Impact On Commitment Performance Endah Sri Wahyuningsih organizational commitment on employee research by Arif, et al (Bibiharta, Bachri, & performance in a company. The Dewi, 2018). Not only examines the organizational commitment consists of influence of organizational commitment, affective commitment, continuity but there is also the effect of compensation commitment and normative commitment on the performance of Polri members in which together have a positive and Banjarmasin. The results of the study significant effect on employee performance. indicate that there is an influence of Organizational commitment consists of organizational commitment and affective commitment, continuous compensation simultaneously and partially commitment, and normative commitment on their performance. These results indicate (Allen & Meyer, 1990). A strong affective that the analysis used is multiple regression commitment will make employees always analysis that is different from this study in ready and available to the organization which using simple regression analysis. because they want to stay (because they Other relevant research is also want to). A strong continuous commitment available at members of the Detachment 88 makes an employee must stay with the AT Polri. The results of the study show that organization (because they have to). not only organizational commitment has an Whereas normative commitment makes impact on member performance, but also strong employees feellive together (that has an impact on leadership style, they have tobecause they fell that they have organizational culture, and professionalism to). Every commitment of the organization (Pertiwi, Putriana, & Derriawan, 2019). The is believed to lead the emotional study is different from this study, which characteristics such as loyalty and solidity only measures organizational commitment among fellow members of the National where another 87.1% is influenced by Police (Mardiawan & Mustika, 2019), so variables not examined. that the higher the commitment of the Organizational commitment that is organization, the higher the achievement of embedded in a Polri member that can affect the duties and responsibilities of members. its performance can also have different Relevant research on the perceptions about the commitment of the performance of Polri members was also organization itself. Research that shows conducted by Menik, et al (Rahayu, differences in perceptions about Firdiansjah, & Respati, 2019) who organizational commitment is produced by examined the existence of a significant investigating the perceptions of police influence between organizational members from two countries about commitment and the performance of Polri organizational support that can affect the members in South Kalimantan. Not only effectiveness and behavior of police organizational commitment, compensation members during work (Boateng & Wu, and work motivation also significantly 2018) or in other words it can affect the influence the performance of Polri performance of police members. members. Although there are several Perceptions of organizational commitment similarities with this research on aspects of in police institutions turned out to have organizational commitment, among these significant differences depending on the three aspects work motivation has a culture of the local area. In addition to dominant influence on the performance of regional culture, organizational social members of the National Police in South capital is also one source of differences in Kalimantan. the perception of organizational Other research that also examines the commitment (Bakiev & Kapucu, 2012). performance of the National Police is Based on the related research affected by organizational commitment is examples discussed earlier, many factors

Organizational Impact On Commitment Performance Endah Sri Wahyuningsih affect performance. Internal factors such as of members in carrying out tasks work motivation, organizational individually and in organizations. commitment, organizational culture, and Other conflicting research results professionalism as well as external factors were also shown in the study of members such as compensation, organizational of the National Police in the South Sulawesi support, and leadership style of Polri leader Region. The research has results with the leaders. According to A. Dale Timple influence of organizational commitment (Mangkunegara, 2011) factors that can and leadership style that is positive and affect performance consist of internal and significant to the performance of the external factors. Internal factors can be National Police (Dong, related to someone's character, for example Mahfudnurnajamuddin & Latief, 2019). In hard workers or poor workers who have no contrast to this study which had a negative motivation at work and have no willingness and significant effect on the performance of to try to improve their abilities. While the members of the National Police in external factors can be influenced by the Kotagede, Yogyakarta. environment, for example coworkers, Based on the explanation, there are subordinates or leaders, and the atmosphere many factors that can affect the of the organization. performance of members of the National When linked with this research, Police in particular. Many studies have organizational commitment is one of the examined whether there is a relationship internal factors that affects the performance between internal and external factors that of Polri members in the Sector Police, can improve performance apart from Kotagede, Yogyakarta. Internal and organizational commitment. However, in external factors have a psychological impact carrying out the task, of course sometimes that can impact on actions / performance there is a decrease in performance of the (Mangkunegara, 2011). It would be nice if Police itself. As in researchof police in a job fully supported by good internal and agencies in India, it shows that external factors, therefore, it can produce organizational affective commitment can better performance as well. For that reason, reduce the personal achievement of a police further research is needed to investigate officer, while organizational continuity what internal and external factors affect the commitment can reduce morale so that performance of Polri members in Kotagede police officers can also be emotionally Sector Police, Yogyakarta so that the results depressed and depersonalized (Lambert, can be evaluated. Qureshi, Frank, Klahm, & Smith, 2018). However, the influence of This can also occur in some areas, organizational commitment on the especially Kotagede, Yogyakarta. Long performance of Polri members in Kotagede working hours and dangerous assignments Sector Police is contrary to the results of can result in high police work pressure and research at Bali Police Sector at the Human decreased organizational commitment Resources Bureau. Performance (Huang, Chang, & Wang, 2019). Therefore, commitment does not prove that there is a as a community, we can also support and significant influence on the performance participate in the work of members of the achievements of its members (Mardiawan National Police in order to achieve better & Mustika, 2019). This can be caused by performance (Sumino & Sutrischastini, performance commitments that still 2017). An important moment in the influence the leader factor. Leadership style application of human resources is to enable of a leader at every level of leadership can each Polri member to be able to carry out affect the organizational commitment of its his vision and mission in progressing and members, so that it affects the motivation developing (Saharuddin, Mus, Latief, &

Organizational Impact On Commitment Performance Endah Sri Wahyuningsih

Budiandriani, 2020). As a community, we on the performance of Polri members can support this by obeying government (Dong et al., 2019). regulations and submitting reports and Improving the performance of Polri complaints properly and politely to follow members does not only affect a number of up on problems that occur in the internal and external factors, but it also community with members of the National needs to design specific strategies to Police. improve performance management. Some Beside the support from the of the strategies that can help manage community, the government also needs to performance are the application of support the performance of members of knowledge management and the accuracy the National Police to be even better. It was of rewards. The accuracy of reward thisis written in online media (Triyono & Cicilia, realized by building and integrating 2017) on July 10, 2017 that government databases and the integration of support for the National Police has performance appraisal instruments for improved. This is evident from the increase members of the National Police in the 2013 budget which was only Rp 44 (Mayastinasari et al., 2019). trillion and then continued to increase until The development of the era also 2017 to Rp 84 trillion. Tito Karnavian, as requires Polri members to be skilled in the the National Police Chief, said that the current era or called the 4.0industrial era. budget support had a significant impact on Some strategies that can be done to the National Police. Support for increasing improve the performance of Polri members the budget, has provided sufficient fiscal are the development of big data, the space for the National Police to improve recruitment of qualified Polri members, infrastructure to support the task. Polri talent management, performance According to President Joko Widodo management, technology-based capacity (Triyono & Cicilia, 2017) although the building and job design (Heri, 2019). The performance of the police has been better, implementation needs seriousness and there still needs to be some improvements. continuity so that the performance There are five improvements instructed by objectives of members of the National the president for the National Police, Police are achieved in a long term. namely reforming the internal management of the National Police by reducing negative Conclusion cultures such as corruption and a culture of violence, ordering the National Police to Based on the results of the study, it strengthen internal and professional indicates that there is influence of solidarity among fellow members of the organizational commitment towards the National Police, reforming public services performance of members of the National by modernizing services with information Police in Kotagede Sector Police, technology, strengthening operational Yogyakarta. Organizational commitment preparedness through early detection and makes an effective contribution of 12.9% to detection of action, and the latest the performance of members of the improvement to improve cooperation, National Police while the remaining 87.1% coordination, and communication with all is influenced by other factors outside the elements of society so that order and organizational commitment, both internal security in the community can always be and external factors. conducive. If the instructed improvement To improve the performance of Polri goes well and can produce good members to the maximum besides based on governance, it will also have a positive effect organizational commitment, it can be linked to other variables such as work motivation,

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