International Journal of Research and Review www.ijrrjournal.com E-ISSN: 2349-9788; P-ISSN: 2454-2237

Research Paper

Human Resource Quality in East , Administrative Staff Working Performance Enhancement

Supranowo

Jaya Negara Malang Academy of Economics,

ABSTRACT

This research purpose is to test the influence of human resource quality, commitment, and motivation towards administrative staff performance in Malang Regency Regional Secretariat, either simultaneously or partially. The research method use survey method with questionnaire as data gatherer instrument, meanwhile data analysis method uses multiple regression. This research results shows that the influence and positive influence between variable of human resource quality, commitment and motivation with employee performance. This research contributes to help achieving organization performance that create synergetic effect in directing employee’s behavior and motivation and improve trust towards organization. For next research development material, it can add discipline research, working environment, and commitment variable.

Keywords: Commitment, motivation, human resource quality, Malang Regency Regional Secretariat

1. INTRODUCTION organization’s success is highly determined Good governance is important issue by the workers’ quality (Hameed & in public administration management. One Waheed, 2011; Khalil & Weston, 2010; of the ways to conduct such good Sosialina, Setiati, Soeparan, & Vogel, governance is by improving citizens’ 2014). Human resource management in an knowledge. Reform in various fields organization is not only deal with requires government to respond the administration but also developing creative demands from society. One of them is the and innovative human resource (Sherk, demand of widespread, real, and responsible Nauseda, Johnson, & Liston, 2009). Not regional autonomy (Ake & Olowojolu, optimal human resource management 2016; Kamal et al., 2005). Meanwhile practice is due to less competitive time organization’s human resources need to be allocation, training frequency, promotion managed professionally to achieve balance setting, and compensation with working between employee’s needs and evaluation that less orienting to employee organization’s demands and ability (Dziva, development (Elnaga & Imran, 2013; 2014). Wikaningrum, 2011). Research conducted In this condition, the employee affair by Suharto (2012) shows that department also required to formulate new Regency Inspectorate staff performance is strategy in developing and maintaining influenced by human resource, commitment, skillful employee (Ayuk, Ntane Agbor, & and motivation quality. Human resource Tanyi, 2014; Itika, 2011). The existence of quality dominantly influential towards human in organization is highly vital, since

International Journal of Research & Review (www.ijrrjournal.com) 143 Vol.5; Issue: 5; May 2018 Supranowo. Human Resource Quality in , Malang Regency Administrative Staff Working Performance Enhancement

Kediri Regency inspectorate staff’s working have important role in achieving success performance. (Haynes & Fryer, 2000). Human Resource Motivation, discipline, and quality is the value of someone behavior in environment have positive influence taking responsibility of all their actions, towards human resource commitment and both in personal, societal, and national life performance, the same applies to (Wright, Gardner, & Moynihan, 2003). commitment that has positive influence 2.2 Commitment towards human resource performance Organizational commitment refers to (Prihantoro, 2012). The research results employee’s aim identification with achieved by Erbasi & Arat (2012) shows organization, the willingness to deploy all that performance evaluation system efforts related to organization’s interests and perception difference in work status has no attachment to be part of organization. significant correlation between working Youssef and Luthans (2007) define satisfaction and working status, higher level organizational commitment as an attitude in organization commitment manager from that reflects employee’s loyalty to employee and significant correlation organization, towards organization success, between organization commitment and and sustainable progress. working status in performance evaluation Commitment in organizing as perception. psychological construct which is From that explanation, this research characteristic of organization member is different with previous researches. This relationship with the organization that has research intended to review and analyze implication towards individual decision to both simultaneously or partially on the continue membership in organizing (Elnaga quality of human resource and performance & Imran, 2013; Mohsan, Nawaz, Khan, productivity for Administrative Staff in East Shaukat, & Aslam, 2010) This commitment Java, Malang Regency Regional Secretariat. is part of strong acceptance in an individual towards organization’s aims and values, 2. LITERATURE REVIEW therefore that individual will attempt, work, 2.1 Human Resource Quality and has strong passion to stay in the Human resource quality is the main company (Greenberg & Baron, 2003; Sow, pillar and organization drive to realize Anthony, & Berete, 2015). vision, mission, and purpose (Bowen & Employee’s commitment to Lawler, 1992). Human resource organization is not instant. It comes from management is a planning, organization, quite long and gradual process determined coordination, implementation, and by several factors, e.g., (1) worker’s monitoring towards procurement, personal characteristic, including their development, rewarding, integrating, length of service in the organization, and the maintenance, and human resource division variety of needs and demands that are to achieve organization’s aims. Human different among employees. (2) Working resource management has specialty characteristics, e.g., assignment identity and compared to general management or other the opportunit to interract with fellow resource management because the object is colleques. (3) Working experience, e.g., human beings therefore the success or organization’s dependency in the past and failure of human resource management will how other workers express and discuss their have a very widespread effect (Lambert, feelings about organization (Cherian & 2001). Jacob, 2013). Meanwhile (Lee, Kim, & Human Resource quality is a Kim, 2013) mentioned several factors which measurement that declare how far the positively influential towards organizational fulfillment of requirement, specification, commitment, i.e., satisfaction towards and employee’s hope in organization that promotion, working characteristics,

International Journal of Research & Review (www.ijrrjournal.com) 144 Vol.5; Issue: 5; May 2018 Supranowo. Human Resource Quality in East Java, Malang Regency Administrative Staff Working Performance Enhancement communication, satisfaction towards plan repairing due to assessment deficiency. leadership, extrinsic exchange, intrinsic Third, working performance can be used as exchange, intrinsic rewards, and extrinsic reference to plan employee’s career rewards. promotion based on evaluation towards 2.3 Motivation employee’s strength and weakness in Motivation deals with how to direct conducting working activity. Fourth, resource and potential to work in achieving performance assessment influences salary the determined goal. (Anyim, Chidi, & rise and leader’s decision in promoting Badejo, 2012). Basically worker motivation employee’s position. is fulfilling life needs. But their Based on empirical study, the research this encouragement of desire differs from one research hypotheses are: person to another therefore humans have H1: The quality of human resource, various behaviors in working. Motivation commitment and motivation simultaneously refers to a process that influences individual influential towards Malang Regency choices towards various wanted activities Regional Secretariat administrative staff (Cherian & Jacob, 2013; Mohsan et al., performance. 2010; Vroom & Jago, 1974). Motivation H2: The quality of human resource, covers direction or behavior purpose, commitment and motivation partially response power, and attitude determination. influential towards Malang Regency Besides, that term covers several concepts regional secretariat. of drive, need, incentive, reward, reinforcement, goal setting, expectancy, and 3. METHODS others (Campbell, McHenry, & Wise, This research is conducted to 1990). Malang Regency Regional Secretariat 2.4 Performance Administrative Staff on Jalan Raden Panji Performance is individual because No 158 Kepanjen. The research method use each individual has different performance survey method with questionnaire as data according to assessment in organization. gathering instrument. This research time Performance is outcome record from certain horizon is cross sectional. The pattern work or activity function during certain influence that will be revealed in this period (Bass & Avolio, 1993). Meanwhile research is the influence of Human the definition of Employee’s Performance Resource Quality in East Java, Malang according to (Cherian & Jacob, 2013) is Regency Administrative Staff Working something achieved by employees, Performance. achievement shown by employee, and 3.1 Population and Sampling working capacity related with office Technique equipment mastery. Next, the researcher Population in this technique is all describe the definition of Employee’s administrative staff (45 employees) of Performance according to Elnaga and Imran Malang Regency Regional Secretariat. (2013) that explains performance means Sampling method is the same with saturated work, implementation of work, working sampling. This is due to population number achievement/work’s results/for work/work relatively identified and reached. Therefore appearance. the research sample is 45 respondents. According to (Hameed & Waheed, 3.2 Data Analysis Method 2011) there are several foundations for the Analysis method used in this research is implementation of performance assessment, multiple regressions. This method used to i.e., first, performance assessment play a see the influence of The Quality of Human role integrally in performance management Resource, Commitment, and Motivation process. Second, performance assessment towards Malang Regency Regional can be media for leader and employee to Secretariat Administrative Staff

International Journal of Research & Review (www.ijrrjournal.com) 145 Vol.5; Issue: 5; May 2018 Supranowo. Human Resource Quality in East Java, Malang Regency Administrative Staff Working Performance Enhancement performance. The equation in this research performance of Malang Regency Regional is: Secretariat administrative staff. This 푌 = 푎 + 퐵1푋1 + 푏2푋2 + 푏3푋3 + 푒 hypothesis is tested based on the analysis towards t value, generated from multiple Description: regression model. Second hypothesis Y : Employee performance mathematically is as follows: b : Coefficient number H0 = 0, means partially the quality of X1 : Human resource quality human resource, commitment, and X2 : Commitment motivation have significant influence X3 : Motivation towards Malang Regency Regional a : Intercept Secretariat administrative staff performance e : Error Rate and i = 1,2,3. Ha = 0, means partially the 3.3 Hypothesis Testing quality of human resource, commitment, Hypothesis testing is used to test and motivation have significant influence simultaneously The Quality of Human towards Malang Regency Regional Resource, Commitment, and Motivation Secretariat administrative staff performance towards Malang Regency Regional i = 1,2,3. Secretariat Administrative Staff. The With significance level 훼= 5% and degree statistics Hypothesis is: of freedom (k) and (n-k) where n is the H0: β1 = β2 = β3 = β4 = β5 = 0, means that number of observation and k is independent simultaneously the quality of human variable. Therefore the value of count t is resource, commitment and motivation do formulated as follows: not significantly influence Malang Regency 훽 푡 = 푡 Regional Secretariat administrative staff ℎ𝑖푡푢푛𝑔 푆푒훽푡 performance. Description: Ha: β1 ≠ β2 ≠ β3 ≠ β4 ≠ β5 ≠ 0, means that βi = regression coefficient simultaneously the quality of human Se βi = Standard error regression coefficient resource, commitment and motivation With significance level = 5%, therefore if significantly influence Malang Regency count t > table t then Ho is rejected and Ha Regional Secretariat administrative staff is accepted or if probability value (Sig.) t < performance. 5 % therefore Ho is rejected and Ha With significance level = 5% and degree of accepted. freedom (k) and (n-k-1) where n is the 3.4 Validity and Reliability Test number of observation and k is independent 3.4.1 Validity Test variable. Therefore the value of count F is In this research validity test formulated as followed: is conducted with Pearson’s product 푅2 moment correlation technique. Sugiyono 푘 퐹ℎ𝑖푡푢푛𝑔 = 2 (2006) stated that an item is valid if 1 − 푅 푛 − 푘 Pearson’s product-moment correlation (r) ≥ Where: 0,3. The index of Pearson’s product- R2 : R square moment correlation (r) can be found with N : the amount of data the following equation: k : the number of independent variable With significance level = 5%, then if count NΣXY ΣX ΣY r = F > table F then Ho is rejected and Ha NΣX2 − ΣX 2 NΣY2 − ΣY 2 accepted or if probability value (Sig.) F < 5 Description: % then Ho is rejected and Ha is accepted. r: Correlation Coefficient Second hypothesis testing used to test n: The number of respondent partially the quality of human resource, x: Answer score for each item commitment and motivation towards the y: Total score

International Journal of Research & Review (www.ijrrjournal.com) 146 Vol.5; Issue: 5; May 2018 Supranowo. Human Resource Quality in East Java, Malang Regency Administrative Staff Working Performance Enhancement

3.4.2 Reliability Test Σ휎푏2: The number of point variant In order to measure reliability in an 휎푡: Total variant instrument it used Alpha Cronbach based on average measuring instrument data point 4. RESULT correlation. According to Malhotra (2008) Multiple regression analysis method an instrument is reliable if the value of is used to see whether or not the variable of Alpha Cronbach is higher or equal with 0.6. human resource quality influence (X1), The Alpha Cronbach equation is as follows: commitment (X2), and motivation (X3), k Σσb2 influential towards employee’s performance r = 1 − 1 k − 1 σt (Y). Multiple linear regression analysis Description: calculation results conducted with the aid of 푟1: Instrument Reliability Statistical Package for Social Science 푘: The number of question point (SPSS) 15.0 for windows as follows:

Table 4.1 Multiple Linear Regression Result Coefficientsa Unstandardized Coefficients Standardized Coefficients Collinearity Statistics Model B Std. Error Beta T Sig. Tolerance VIF 1 (Constant) -6.329 2.455 -2.578 .014 Quality Human Resource .670 .104 .591 6.425 .000 .529 1.890 Commitment .181 .070 .182 2.576 .014 .894 1.118 Motivation .328 .100 .306 3.279 .002 .512 1.953 a: Dependent Variable: Employee Performance

The number of coefficient for human commitment in institution it will increase resource variable is 0.670 with positive employee’s performance as much as 18.1%. coefficient direction. It means that the The number of coefficient for motivation quality of human resource ascribed to the variable is as much as 32.8 % with positive employee can increase employee’s direction. It means that good motivating performance as much as 67%. The number (extrinsic and intrinsic motivation) will of coefficient for commitment variable is increase employee’s performance as much 0.181 with positive coefficient direction as 32.8%. means that with high employee’s

Table 4.2 Multiple Correlation Coefficient Result Model Summaryb Adjusted R Std. Error of the Durbin- Watson Model R R Square Square Estimate 1 .904a .817 .803 2.007 1.956 a: Predictors: (Constant), Motivation , Commitment, Human Resource Quality b: Dependent Variable: Employee’s Performance

The number of multiple correlation factor or variable not included in this coefficient value (R) is 90.4% it shows that research. the number of variable of human resource 4.1 Hypothesis 1 human resources quality, commitment and motivation quality quality, commitment and motivation with employee’s performance is 90.4%. simultaneously affect work performance Meanwhile, predictability of regression Hypothesis 1 testing in this research model (R-square) formed in this test is aims to investigate the existence of 81.7%. It shows that the number of the simultaneous influence of human resource, influence of human resource quality, commitment, and motivation quality commitment quality, and motivation quality variable with employee’s performance of with employee’s performance is 81.7 % and Malang Regency Regional Secretariat the rest is 18.3% influenced by another administrative staff. In testing this

International Journal of Research & Review (www.ijrrjournal.com) 147 Vol.5; Issue: 5; May 2018 Supranowo. Human Resource Quality in East Java, Malang Regency Administrative Staff Working Performance Enhancement hypothesis will be tested with the F test model. resulted from multiple linear regression

Table 4.3 Simultaneous Test ANOVAb Model Sum of Squares Df Mean Square F Sig. 1 Regression 735.371 3 245.124 60.883 .000a Residual 165.073 41 4.026 Total 900.444 44 a: Predictors: (Constant), Motivation , Commitment, Human Resource Quality b: Dependent Variable: Employee’s Performance

As shown in table 4.3 F count value is count t value for commitment variable is 60.883 with significance level (sig F) 0.000. 2.576 with significance level (sig t) is .014. This sig. F value is smaller than alpha (α) That sig. t value is smaller than alpha (α) value in this research which is 0.05 and value in this research which is 0.05 and table F is 2.83 where count F is bigger than count t value is bigger than table t. This can table F. It can be concluded that be concluded that commitment significantly simultaneously the variable of human influences towards employee’s performance resource, commitment, and motivation have of Malang Regency Regional Secretariat significant influence towards employee’s administrative staff. performance of Malang Regency Regional count t value for motivation variable is 3.279 Secretariat administrative staff. It can be with significance level (sig t) is 0.002. That explained that in order to improve sig. t value is smaller than alpha (α) value employee’s performance of Malang which in this research is 0.05 and count t Regency Regional Secretariat administrative value is bigger than table t. It can be staff it requires a good human resource concluded that motivation significantly quality, commitment, and motivation to influences employee’s performance of make the institution better and precise in Malang Regency Regional Secretariat achieving organization’s aims in accordance administrative staff. with the vision and mission. 4.2 Hypothesis 2 human resources 5. DISCUSSION quality, commitment and motivation Mean value for human resource partially affect work performance quality variable is 3.82 close tp 4 value. Therefore it can be explained that the Table 4.4: Partial Test average respondents answered agree to each Variabel Count t t significance table t Human Resource Quality 6,245 0,000 1,679 question on human resource quality variable Commitment 2,576 0,014 1,679 asked to employee. Research result shows Motivation 3,279 0,002 1,679 Source: Processed Data, 2014 that human resource quality significantly influences Malang Regency Regional As shown in table 4.4, count t value is Secretariat administrative staff working acquired for the variable of human resource achievement. This result is shown from the as much as 6.245 with significance level result of answer to question on human (sig t) as much as 0.000 and table t value is resource quality where employee has health, 1.679. This sig.t value is smaller than alpha proper life, higher education capability, (α) value in this research is 0.05 and count t education and skill, honest on same thought, value is bigger than table t. It can be words, and deeds, and has high spirit both as concluded that the quality of human individual and member of society. Research resource significantly influences employee’s result supports previous researcher performance of Malang Regency Regional Prihantoro (2012) where human resource Secretariat administrative staff. quality has significant influence towards employee’s performance.

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Mean value for commitment is 3.79 Regency Regional Secretariat administrative close to 4 values. Therefore it can be staff. concluded that the average respondents answered agree on each question on 6. CONCLUSION commitment variable asked to Malang From the above research above it Regency Regional Secretariat administrative can be concluded that first, human resource staff. Research result explains that quality variable, commitment and commitment significantly influences motivation simultaneously influential Malang Regency Regional Secretariat towards Malang Regency Regional administrative staff. This result is supported Secretariat administrative staff. This can be by the employee’s answer that said the form explained that in order to improve Malang of employee’s commitment toward Regency Regional Secretariat administrative institution are willing to work overtime, staff performance, it requires high and good proud to be part of administrative staff, have human resource, employee’s high sense of obligation to advance the commitment to institution (organization) organization together. Therefore it can be and motivation to make institution better said that organization commitment has a and precise in achieving organization aims relative power in identification towards in accordance with vision and mission. individual and the participation in Second, the result of partial organization. influence of the variable of human resource, Mean value for motivation variable commitment and motivation influential is 3.80 therefore it can be explained that the towards employee’s performance towards average respondents answered agree to each Malang Regency Regional Secretariat question on motivation variable asked to the administrative staff shows that a) employee. Research result explains that employee’s performance will improve if the motivation has significant influence towards institution has good human resource where employee’s performance of Malang the employee has health, proper life, higher Regency Regional Secretariat admistrative education capability, education and skill staff. This is supported by descriptive quality, honest on thought, words, deeds and analysis that shows the amount of the similarity, and has high spirit both as received salary is suitable with the individual and as member of society; b) conducted work, acquiring support from employee’s performance will improved if fellow workers, the given social security is employee has strong commitment suitable with the needs, comfortable implemented with sense of belonging working space, complete facility, towards the organization, the pride of being opportunity to get achievements, and involved in the organization, the joy in rewarded after achievement making. This career and the meaning of organization, and research result is also support the previous the things that make the employee proud researcher (Suharto, 2012). The existence of towards the organization. human resource quality influence, commitment and motivation towards REFERENCES employee’s performance, and quality of  Ake, M., & Olowojolu, O. (2016). human resource is the most dominant Governance And The Challenges of variable in influencing employee’s Leadership in Nigeria. Faculty of Law, Arts performance. and Social Sciences, 7(7.1), 1–18. Retrieved from http://eprints.lmu.edu.ng/633/ Mean value for employee’s  Anyim, C. F., Chidi, O. C., & Badejo, A. E. performance variable is 3.58. Therefore it (2012). Motivation and Employees’ can be explained that average respondents Performance in the Public and Private answered quite agree to each question about Sectors in Nigeria. International Journal of employee’s performance asked to Malang

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How to cite this article: Supranowo. Human resource quality in east java, malang regency administrative staff working performance enhancement. International Journal of Research and Review. 2018; 5(5):143-151.

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