Advances in Economics, Business and Management Research, volume 100 International Conference of Organizational Innovation (ICOI 2019) THE INFLUENCE OF IN-SERVICE TRAINING AND POSITION LEVELS

ON THE PERFORMANCE OF THE WORKING GROUP ON THE PROCUREMENT OF GOODS AND SERVICES WITH VARIABLE MEDIATION PRODUCTIVITY IN THE PROCUREMENT SERVICE SECTION OF THE REGIONAL SECRETARIAT IN

Dyah Sawitri (DPK Lecturer at the Faculty of Economics and Business, University of Gajayana ) Enni Sustiyatik (Lecturer at the Faculty of Economics, Kadiri University of ) Heni Setiyawati (Alumni of Post-Graduate Program University of Gajayana Malang) Djuni Farhan (Lecturer at the Faculty of Economics and Business, University of Gajayana Malang)

Email: [email protected]

Abstract—Legislation concerning regional Procedure of the Regional Secretariat and Expert Staff government has logical consequences for the of Probolinggo Regency. governance process, this is followed by the issuance The Procurement Service Section has the task of of Government Regulation Number 38 of 2007 formulating policies, administration, procurement concerning Division of Government Affairs between services, implementation of policies and complaints and Provincial Regional Governments and Regency / the implementation of guidance programs and City Regional Governments followed by administrative services in the field of goods/services Government Regulation Number 41 of 2007 procurement services within the Regional Government. concerning Regional Device Organizations. The To carry out its duties, the Procurement Service Section Probolinggo District Government responded by has the following functions: establishing Probolinggo District Regulation 1. Preparation of policy formulation and Number 7 of 2007 concerning the Organization and administrative services in the field of goods / Work Procedure of the Regional Secretariat and services procurement services; Expert Staff of Probolinggo Regency. The type of 2. Formulation of policies in the field of goods / explorative research is research that aims to find services procurement services; something new, the object of research is taken by 3. Implementation of coordination with other civil servants in the service section of the institutions or agencies in the implementation procurement of the regional secretariat of of activities in the field of goods / services Probolinggo Regency. The results showed that in- procurement services; service Training and Position Level had a significant 4. Implementation of guidance for administration effect on Productivity of 77.4%. While the remaining and apparatus in the field of goods / services 22.6% is explained by other variables not included procurement services; in the regression model in this study. 5. Control, evaluate and report on the implementation of activities in the field of Keywords—Inservice Training, Position Levels, goods / services procurement services; Performance, Procurement 6. Compilation, implementation, coordination and I. INTRODUCTION evaluation of Standard Operating Procedure (SOP) section activities; The enactment of Law Number 32 Year 2004 7. Implementation of other functions provided by concerning Regional Government brings logical the Economic and Development Administrative consequences to the process of governance in the Assistant. Region followed by the issuance of Government The Procurement Service Section is a work unit that Regulation Number 38 of 2007 concerning Division of has a very vulnerable task, therefore employees who Government Affairs between Provincial Regional have good performance and responsibility are needed. Government and Regency / City Regional Government Various ways have been taken to improve performance, followed by Government Regulation Number 41 in for example through socialization and training for 2007 concerning Regional Device Organizations. The improving Human Resources (HR) in the Regional Probolinggo District Government responded by Procurement Service Section of Probolinggo Regency. establishing Probolinggo District Regulation Number 7 of 2007 concerning the Organization and Work

Copyright © 2019, the Authors. Published by Atlantis Press. This is an open access article under the CC BY-NC license (http://creativecommons.org/licenses/by-nc/4.0/). 458 Advances in Economics, Business and Management Research, volume 100

II. LITERATURE REVIEW E. Conceptual Framework A. In-Service Training Rycus and Hughes (2000), define this in-service training as training carried out in carrying out one's work. The assessment can be carried out on its own, with the help of supervisors, coaches or mentors. The activities are often informal even though they use instruments used in formal training. In essence, in- service training is a form of on-the job training that is Fig 1. Structural Model (Source: Rycus dan Hughes usually done when there are new employees in a work (2000), Undang-undang Nomor 5 Tahun (2014), organization. Hasibuan (1996), Nurlaila, (2010)) B. Functional levels F. Hypothesis Functional levels according to Law Number 5 of The hypotheses raised in this study are: 2014 (Undang-Undang Nomor 5 Tahun 2014) H1 : There is a significant influence on in-service concerning State Civil Apparatus, functional levels training on the productivity of the Procurement of consisting of functional positions of expertise and Goods and Services working group in the functional positions of skills. Functional positions of Procurement Service Section expertise are functional positions that carry out their H2 : There is a significant influence on in-service duties: training on the performance of the Procurement of 1. Requires professional qualifications with Goods and Services working group in the education as low as Bachelor's degree Procurement Service Section (Bachelor-level); H3 : There is a significant influence on the position 2. Includes activities related to research and level on the productivity of the Procurement of development, improvement and application of Goods and Services working group in the concepts and theories and operational methods Procurement Service Section and the application of scientific disciplines H4 : There is a significant influence on the position that underlie the implementation of the duties level on the performance of the Procurement of and functions of the functional positions Goods and Services working group in the concerned; Procurement Service Section 3. Bound to certain professional ethics H5 : There is a significant effect on productivity on the determined by the professional ties. performance of the Procurement of Goods and C. Performance Services working group in the Procurement Performance is the result or output of a process Service Section (Nurlaila, 2010: 71). According to the behavior H6 : There is a significant influence on in-service approach in management, performance is the quantity training and the level of office on the productivity or quality of something produced or services provided of the Procurement of Goods and Services working by someone who does the job (Luthans, 2005: 165). group in the Procurement Service Section. Performance is work performance, which is a comparison between work results and set standards III. METHODOLOGY (Dessler, 2000: 41). Performance is the result of work This study uses a causal research design approach, both in quality and quantity that is achieved by someone which is a study that aims to explain the causal in carrying out tasks according to the responsibilities relationship between variables through hypothesis given (Mangkunagara, 2002: 22). testing. According to Sugiyono (2013: 37), the main D. Productivity purpose of causal research is to prove a causal According to Hasibuan (1996: 126) Productivity is relationship between variables and compare the effect the comparison between output (yield) and input of several variables on a variable so that the variable that (input). If this increased productivity is only possible by has the dominant influence on a variable can be known. the increase in efficiency (time-material-energy) and The population and sample in this study were all the work system, production techniques and the employees, men and women in the Procurement Service increase in skills of the workforce. According to Section of the Probolinggo Regency Regional Riyanto (1986: 22) technically productivity is a Secretariat, which numbered 87 people. Path analysis comparison between the results achieved (output) and techniques are used in this study to find out the direct the overall resources needed (input). Productivity and indirect effects of independent variables on the contains an understanding of the comparison between dependent variable. the results achieved with the role of labor unity of time. Definition Operational Variables a. Variable In-Service Training (X1): Is a training carried out in the implementation of one's work.

459 Advances in Economics, Business and Management Research, volume 100

Indicators of In-Service Training include: Based on the reliability test results, it shows that all Knowledge, and experience the measuring instruments used are reliable, as shown b. Variable Position Level (X2): A group of positions by Cronbach's Alpha which generally moves from containing functions and tasks related to functional 0.600 to 0.800. services based on specific skills and skills. TABLE 2. RELIABILITY OF RESEARCH Indicators from the Position Level include: INSTRUMENTS Education, Science Discipline, and Professional Dimension Cronbach’s Alpha Reliability Ethics. In-service Training 0.740 Reliable c. Productivity variable (Z1): A comparison between Position Level 0.858 Reliable the results achieved (output) and the overall Productivity 0.820 Reliable resources needed (input). Indicators of Performance 0.674 Reliable Productivity include: labor and working hours. (Source: Data is processed by researchers, 2017) d. Performance Variable (Y1): Work results in B. Auto Correlation Test quality and quantity achieved by an employee in carrying out their functions in accordance with the Autocorrelation testing aims to test and find out responsibilities given to him. Indicators of whether there is a correlation between the data in the competencies include: Quantity, Quality, research variable on a linear model of simple regression. Reliability, and Presence. If there is a correlation, the regression model is not feasible so that the good is if the regression is free from IV.RESULT autocorrelation. The method used to determine the A. Test Validity and Reliability existence of autocorrelation is one way to use the Durbin-Waston (D-W) method. According to Tony Test the validity of the data aims to determine the Wijaya (2009) if the DW value: 1

23. Y2.2 0,213 0.754 Valid 24. Y2.3 0,213 0.842 Valid 25. Y2.4 0,213 0.535 Valid (Source: Data is processed by researchers, 2017)

460 Advances in Economics, Business and Management Research, volume 100

TABLE 4. THE PATH COEFFICIENT TEST Position Level variable has a positive influence RESULTS INFLUENCE INSERVICE TRAINING & on performance. JOB LEVELS ON PRODUCTIVITY c. The magnitude of the regression coefficient T Variable Beta PV/Prob Sig T Productivity variable of 0.305 indicates that the hitung Productivity variable has a positive influence on In-service 0.687 8.460 0,05 0.000 performance. training (X1) The summary of the path coefficients modeled in Position Level 0.430 7.120 0,05 0.000 this study can be seen as follows: (X2) R = 0.880 R Square = 0.774 TABLE 6. SUMMARY OF PATH COEFFICIENTS F = 131.898 Free Dependent Beta P- Conclusion Sig. F = 0.000 Variable Variable coefficient Velue In-service Productivity 0.222 0.000 Significant So the regression equation for dianlisis variables in Training Position Productivity 0.620 0.135 Significant this study are: Level Y1 = ß1 X1 + ß2 X2 (1) In-service Performance 0.687 0.000 Significant Y1 = 0.687 X1 + 0.430 X2 (2) Training Position Performance 0.430 0.000 Significant From the multiple linear regression equation, it can Level be described as follows: Productivity Performance 0.305 0.000 Significant a. The magnitude of the regression coefficient of In-service training variable of 0.687 indicates E. Hypothesis Test Results that the In-service training variable has a positive influence on Productivity. 1) The hypothesis states that there is a significant effect b. The magnitude of the Position Level variable between the in-service training variable on productivity regression coefficient of 0.430 indicates that the The results showed that the in-service training Position Level variable has a positive influence variable had a t-count of 8,460 with a probability of on Productivity. 0.000 (0.000 < 0.05). Then the in-service training 2) Effect of In-service Training, Position Level, Productivity on Performance. variable is declared to have a significant effect on productivity. In other words based on the results of the Standardize regression test results Effect of In- study it can be stated that the hypothesis 1 which service Training, Position Level, and Productivity on mentions in-service training has a significant effect on Performance are as follows: productivity can be proven

TABLE 5. TEST RESULTS OF THE PATH 2) The hypothesis states that there is a significant effect COEFFICIENT OF THE EFFECT OF INSERVICE between the in-service training variable on TRAINING, POSITION LEVEL, ON performance. PERFORMANCE The results showed that the in-service training T Variable Beta PV/Prob Sig variable had a t-count of 0.222 with a probability of hitung 0.000 (0.000 < 0.05). Then the in-service training In-service Training 0.222 3.754 0.05 0.000 variable is declared to have a significant effect on (X1) Position Level (X2) 0.620 1.519 0.05 0.135 Performance. In other words, based on the results of the Productivity (Y1) 0.305 5.104 0.05 0.000 study, it can be stated that hypothesis 2 which mentions R = 0.898 in-service training has a significant effect on R Square = 0.806 performance can be proven. The results of the test of F = 105.505 this hypothesis indicate that in-service training has a Sig. F = 0.000 significant effect. So that the regression equation is obtained for the variables analyzed in this study, namely: 3) The hypothesis states that there is a significant Y2 = ß1 X1 + ß2 X2 (3) influence between the Position Level variables on Y2 = -0.222 X1 + 0.620 X2 + 0.305 Y2 (4) Productivity. From the multiple linear regression equation, it can The results showed that the Position Level variable be described as follows: had a t-count of 0.430 with a probability of 0.000 (0.000 a. The magnitude of the regression coefficient of < 0.05). Then the Position Level variable is stated to In-service training variable of 0.222 indicates have a significant effect on Productivity. In other words that the In-service training variable has a based on the results of the study it can be stated that positive influence on performance. hypothesis 3 which states the Position Level has a b. The magnitude of the Position Level variable significant effect on Productivity can be proven. regression coefficient of 0.620 shows that the

461 Advances in Economics, Business and Management Research, volume 100

4) The hypothesis states that there is a significant changes that occur in the dependent variable influence between the Position Level variables on (Productivity) of 77.4%. While the remaining 22.6% is performance. explained by other variables not included in the The results of the hypothesis test state that the regression model in this study. Position Level has a significant effect on Performance. Based on Table 5 it can be concluded that The results showed that the Position Level variable had simultaneously the independent variables (X1, and Y1) a t-count of 0.620 with a probability of 0.135 (0.135> have a significant influence on the dependent variable 0.05). Then the Position Level variable is stated to have indicated by the value of Sig. F 0,000> 0.005. While the no significant effect on Performance. In other words, t test or partial test shows that the variables and X2 do based on the results of the study, it can be stated that the not significantly influence Y2. This is indicated by the hypothesis that the Position Level has a significant magnitude of the Sig. each of them is 0.620 and 0.135> effect on Performance cannot be proven. 0.005. While for variables X2 and Y1 significantly influence Y2. This is indicated by the Sig. F each of 5) The hypothesis states that there is a significant effect them is 0.430, and 0.000, each of which is smaller than between Productivity variables on performance. the Alpha value of 5%. In addition, the results of The results showed that the Productivity variable has multiple linear regression analysis that has been done a value of t-count of 0.305 with a probability of 0.000 shows the coefficient of determination (R Squared) of (0.000 < 0.05). Then the productivity variable is stated 0.806. This result states that the independent variables to have a significant effect on performance. In other (In-service training and Position and Productivity) are words based on the results of the study it can be stated able to explain the changes that occur in the dependent that hypothesis 5 which states that productivity has a variable (Performance) by 80.6%. While the remaining significant effect on performance can be proven. 19.4% is explained by other variables not included in the regression model in this study. 6) The hypothesis states that there is a significant influence between the in-service training variable and V. CONCLUSION the position level on productivity. Partially in-service training and position levels have The results showed that the training in-service a significant effect on employee performance at the variable had a t-count of 8,460 with a probability of Regional Secretariat. Together, in-service training and 0.000 (0.000 < 0.05). Then the training in-service position levels have a significant effect on employee variable is declared to have a significant effect on performance at the Regional Secretariat. productivity. In other words based on the results of the In-service variable training and position level study it can be stated that the hypothesis 1 which regression coefficients are positive (+) indicating a mentions in-service training has a significant effect on unidirectional relationship, in other words, in-service productivity can be proven. The results showed that the training and position levels will improve employee Position Level variable had a t-count of 0.430 with a performance at the Regional Secretariat. probability of 0.000 (0.000 < 0.05). Then the Position Level variable is stated to have a significant effect on REFERENCES Productivity. In other words based on the results of the [1] Amstrong, Michael, 1999. Manajemen Sumber study it can be stated that hypothesis 3 which states the Daya Manusia. Terjemahan Sofyan dan Haryanto. Position Level has a significant effect on Productivity Jakarta: PT. Elex Media Komputindo. can be proven. [2] Bornman, J., and Alant, E., 2007. A Beginning Communication Intervention Protocol: In-service F. Discussion Training of Health Worker. Journal Education Based on table 4, it can be concluded that and Training in Developmental Disabilities. Juni. simultaneously the independent variables of the effect Vol: 42, p: 206 – 207, (online journal). of in-service training & position level (X1, X2) have a [3] Joynes, Chris. 2010. Distance Learning for significant influence on the dependent variable Health: A Global Review of Accredited Post- productivity (Y1) indicated by the value of Sig. F qualification Training Programmers for Health 0.000> 0.005. While the t test or partial test shows that Worker in Low and Middle Income Countries. the variables X1 and X2 significantly influence Y1. London International Development Centre. This is indicated by the magnitude of the Sig. Each of (Online Internet), Oktober. them is 0.000 and 0.000> 0.005. Whereas for variable

X2 has a significant effect on Y1. This is indicated by [4] Keputusan Presiden Republik Nomor the Sig. equal to 0.000, each smaller than the Alpha 87 Tahun 1999 Tentang Rumpun Jabatan value of 5%. In addition, the results of multiple linear Fungsional Pegawai Negeri Sipil regression analysis that has been done show the [5] Luthans, F. 2005. Organizational Behavior. New coefficient of determination (R Squared) of 0.774. York: McGraw-Hill. These results state that the independent variables (In- service training and Position) are able to explain the

462 Advances in Economics, Business and Management Research, volume 100

[6] Mangkunegara, Anwar Prabu. 2002. Manajemen [13] Prawirosentono, Suryadi. 1999. Kebijakan Sumber Daya Manusia. Bandung: Remaja Kinerja Karyawan. Yogyakarta: BPFE. Rosdakarya. [14] Rivai, Vethzal & Basri. 2005. Peformance [7] Mathis, R.L. & J.H. Jackson. 2006. Human Appraisal: Sistem yang tepat untuk Menilai Resource Management: Manajemen Sumber Daya Kinerja Karyawan dan Meningkatkan Daya Saing Manusia. Terjemahan Dian Angelia. Jakarta: Perusahan. Jakarta: PT. RajaGrafindo Persada. Salemba Empat. [15] Riyanto, J. 1986. Produktivitas dan Tenaga Kerja. [8] McDermott, J., Beck, D., Buffington, S.T., Annas, Jakarta: SIUP J., Supratikto, G., Prenggono, D., Ekonomi, [16] Robbins, Stephen P. 1996. Perilaku Organisasi D.M.F., Achadi, E. 2001. Two models of in- Jilid II, Alih Bahasa Hadayana Pujaatmaka, service training to improve midwifery skills: How Jakarta: Prenhallindo. well do they work. Journal of Midwifery \& [17] Robbins, Stephen P. 2006. Perilaku Organisasi, Women's Health. Vol: 46, p: 217-225. Jakarta: PT Indeks, Kelompok Gramedia. [9] Melayu S.P., Hasibuan, 1996. Organisasi dan [18] Rycus, Judith, S. Huges, Ronald, C. 2000. What Is Motivasi, Dasar Peningakatan Produktivitas, Competency-Based In-service Training? USA, Jakarta: Bumi Aksara Putra, Institute for Human Resources. E-book. [10] Newton, O., English, M. 2010. In-service [19] Sisson, Gary, R. 2009. Hands-on Training. A Training for Health Professionals to Improve Simple and Effective Method for On-the-Job Care of the Seriously Ill Newborn or Child in Low Training. Colorado, Berret – Koehler Publishers. and Middle-income Countries. John Wiley & E-book. Sons, Ltd (internet), Mei. [20] UU Nomor 5 Tahun 2014 Tentang Aparatur Sipil [11] Nurlaila, 2010. Manajemen Sumber Daya Negara. Manusia I. Ternate: Penerbit LepKhair [12] Peraturan Pemerintah Nomor 16 tahun 1994 tentang Jabatan Fungsional Pegawai Negeri Sipil

463