Volume 3, No. 5 May 2024 (574-585)
p-ISSN
2980-4868 | e-ISSN 2980-4841
https://ajesh.ph/index.php/gp
The Effect of
Work Supervision on Employee Performance at The Secretariat of The Riau
Provincial DPRD With Work Discipline as an Intervening
Fadli Erwan Ibrahim1*, Oman sukmana2,
Wahyudi3
1,2,3Universitas
Muhammadiyah Malang, Malang, East Java, Indonesia
Emails: Fadlierwan9@Gmail.com
ABSTRACT:
This study aims to analyze the impact of work
supervision on the performance of the State Civil Apparatus at the Riau
Provincial DPRD Secretariat. Work discipline is considered crucial in
employment relationships as it reflects adherence to rules and the sanctions
for violations. Effective work supervision is expected to enhance employee
performance. This research uses a quantitative method with analysis conducted
using Structural Equation Modeling (PLS-SEM). The results show that work
supervision has a significantly positive influence on the performance of the
State Civil Apparatus at the Riau Provincial DPRD Secretariat, with an impact
of 61.6%. Conversely, the work discipline of the State Civil Apparatus at the
Riau Provincial DPRD Secretariat is relatively low at 35.7%. Therefore, it is
recommended that the Riau Provincial DPRD Secretariat increases the strictness
towards employees with low work discipline by imposing penalties corresponding
to the level of violations committed. These findings indicate the need for
enhanced supervision and work discipline to achieve optimal performance.
Keywords: Work
Supervision, Performance, Work Discipline.
INTRODUCTION
Performance is the result or
overall level of success of a person during a certain period in carrying out
tasks compared to various possibilities, such as standards of work results,
targets or goals or predetermined criteria that have been mutually agreed upon
The application of
discipline is very necessary for organizations because discipline describes an
employment relationship that reflects the rules that must be obeyed and the
imposition of sanctions if the employee violates the organization's rules and
regulations
Supervision of personnel in the government
environment can be carried out through a personnel audit process, namely the
process of collecting and evaluating evidence carried out by competent
personnel auditors to determine whether implementing statutory and regulatory
policies in the field of personnel is in accordance with established norms,
standards and procedures
In Law Number 5 of 2014 in
article 1 paragraph (1) it is stated that the State Civil Apparatus,
hereinafter abbreviated to ASN, is a profession for civil servants and
government employees with work agreements who work for government agencies
The Secretariat of the
Provincial Regional People's Representative Council is a service element for
the Provincial DPRD, led by a Secretary who is
responsible to the DPRD Leadership and is administratively supervised by the
Provincial Regional Secretary. The Riau Province Secretariat is one of the
regional organizations in Riau Province which was officially formed based on
Riau Province Regional Regulation Number 1 of 2014 concerning the Organization
and work compliance of the regional secretariat and the Riau Province
Secretariat, which is a mandate from the Republic of Indonesia government
regulation Number 41 of 2017 concerning the Organization of Regional Apparatus.
Based on the background and problem
formulation, the aim of the research is to explain and analyze the influence of
work supervision on employee performance at the Riau Province DPRD Secretariat.
To explain and analyze the influence of work discipline on employee performance
at the Riau Province DPRD Secretariat. To explain and analyze the influence of
work supervision on employee performance at the Riau Province DPRD Secretariat
with work discipline as an intervening.
This research aims to explain and analyze
the influence of work supervision on employee performance at the Riau Province
DPRD Secretariat, with work discipline as an intervening variable. This is
based on Riau Province Regional Regulation Number 1 of 2014 concerning the
organization and work compliance of the regional secretariat and the DPRD
Secretariat, which implements Government Regulation Number 41 of 2017
concerning the organization of regional apparatus. This research is crucial to
achieve the desired targets of the Riau Province DPRD Secretariat in improving
truly good employee performance. By having professional employees with high
performance, it is expected to create professional and high-quality work
results. Based on the phenomena presented, this study will further investigate
how work supervision and work discipline contribute to the improvement of
employee performance at the Riau Province DPRD Secretariat.
RESEARCH METHODS
This research uses quantitative methods, according to
The research was carried out at the Secretariat Dewain
Perwaikilain Raikyait Daieraih Riaiu Province. The time
period for this research will be used for 3 (three) months, namely from March
2024 to May 2024.
RESULTS AND
DISCUSSION
Validity and Reliability Test of Research
Instruments
Validity test
The results of the valid validity
test are examined regarding the influence
of job training
on the performance
of employees paid by the
Riau Province DPRD Secretariat
with job discipline as an intervention in the following ways:
Table 1. Validity Test of Work
Supervision Variables
|
No |
Statement |
Corrected Item Total Correlation |
Information |
|
1 |
During this time, the results of
the evaluation of employees in their work have been carried out using achiraits |
0.709 |
Valid |
|
2 |
The results of the training for
employees who have worked as long as possible are given the right pay and
time |
0.654 |
Valid |
|
3 |
In the meantime, the employee's
job evaluation system has been in accordance with the applicable regulations |
0.689 |
Valid |
|
4 |
So far, the job evaluation program
for employees has been able to measure the actual achievements achieved by employees. |
0.767 |
Valid |
|
5 |
In this time, the results of the
work evaluation have been carried out in a realistic manner. |
0.704 |
Valid |
|
6 |
In the meantime, the work carried
out has not been implemented to the maximum extent possible. |
0.685 |
Valid |
|
7 |
Help to make changes to work to
achieve better results, each of which has been carried out by employees |
0.597 |
Valid |
|
8 |
As soon as this occurs, the work
performance aid carried out by the employee may be required to be given
appropriate compensation. |
0.580 |
Valid |
Source: Taihun Research Results 2024
Based on the validity test
results of the operational assessment variables, it was found
that the instrument test results of the
operational assessment variables had a value greater than 0.30. In this way, it
can be concluded
that all the research instruments
are part of the work evaluation
variables that are used and are valid and can be
used in research. This conclusion is reinforced by
the significance value of all
instruments which is smaller than
the value of 5 percent.
For the results of testing the validity of
the employee's performance instruments, the following results
can be seen:
Table 2. Validity Test of Employee
Performance Variables
|
No |
Statement |
Corrected Item Total Correlation |
Information |
|
1 |
As an employee of the Secretariat
of the DPRD of Riau Province, it is possible to achieve all the employment
targets that have been planned |
0.748 |
Valid |
|
2 |
As an employee of the Secretariat
of the DPRD of Riau Province, he also has the speed to complete his duties
and his job duties. |
0.820 |
Valid |
|
3 |
In addition to being an employee
of the DPRD Secretariat of Riai Province, Riaiu Province also has the confidence to work |
0.748 |
Valid |
|
4 |
As an employee of the Secretariat
of the DPRD of Riaiu Province, he also has
thoroughness in his work |
0.879 |
Valid |
|
5 |
As an employee of the Secretariat
of the DPRD of Riau Province, I can complete my work on time |
0.833 |
Valid |
|
6 |
As an employee of the DPRD
Secretariat of Riau Province, I am able to manage the time of other employees |
0.414 |
Valid |
|
7 |
In addition to being a member of
the DPRD Secretariat of Riau Province, Riaiu
Provincial DPRD Secretariat must act cooperatively regarding the features
implemented by the organization |
0.488 |
Valid |
|
8 |
In addition to being a member of
the Riai Province DPRD Secretariat, Riaiu Provincial DPRD Secretariat must act cooperatively
with the command provided by Aitaisain |
0.620 |
Valid |
Source: Haisil Research, 2024
(Data Processed)
Based on the results of
testing the variable performance of employees, the results of testing the variable performance
instruments of employees as a whole have a Corrected Item Total Correlation value which is greater
than 0.30. In this way, it can
be concluded that all the
research instruments are variable in the performance of the employees who
are used and are valid and these instruments
can be used
in research, apart from that, these
results are also strengthened by the significance value, all of
which have a value of below
0.05.
Meanwhile, for the results of
testing the validity of the work
discipline instrument, the following results
can be seen:
Table 3 . Validity
Test of Work Discipline
Variables
|
No |
Statement |
Corrected Item Total Correlation |
Information |
|
1 |
Employees who are disciplined are
employees who are ready to go to the office right on time |
0.651 |
Valid |
|
2 |
Pegaiwaii senaintiaisai is required to fill in
the absences of jaim employment in the land of pulaing which is valid as well as being in action at the
office |
0.706 |
Valid |
|
3 |
Pegaiwaii hairus senaitiaisai
beaidai in his place as long as the job continues |
0.717 |
Valid |
|
4 |
Currently, employees are
associated with the regulations that have been established by the
organization |
0.734 |
Valid |
|
5 |
Employees who have high work
discipline are employees who have been diligent in complying with science and
engineering instructions |
0.721 |
Valid |
|
6 |
As the work process progresses,
employees will use skills while working according to the rules |
0.745 |
Valid |
|
7 |
As the work process progresses,
the employee will use the tools and work according to the procedures |
0.780 |
Valid |
|
8 |
During this time, employees have
been able to maintain the office facilities in accordance with applicable
procedures. |
0.777 |
Valid |
|
9 |
In the meantime, these employees
have been able to complete their job duties well and correctly |
0.746 |
Valid |
Source: Haisil Research, 2024
(Data Processed)
Based on the validity test
results of the variable work
discipline, the results obtained from testing the variable work discipline
instrument as a whole have a Corrected Item Total Correlation value which is greater
than 0.30. In this way, it can
be concluded that all the
research instruments are based on the
variables of the work discipline
that are used and that these
instruments can be used in research,
apart from that, these results
are also strengthened by the significance
value, all of which have
a value of below 0.05.
Instrument Reliability Test
Testing the reliability of the questionnaire in this research uses
a one-shot measurement (One
Shot) and to test its
reliability the Gronbaich Ailphai statistical test is used > 0.6.
Table 4. Research
Variable Reliability Test Results
|
Variable |
Cronbach's Alpha |
Composite Reliability |
Information |
|
Job Evaluation (X) |
0.857 |
0.859 |
Reliable |
|
Employee Performance (Y1) |
0.908 |
0.909 |
Reliable |
|
Work Discipline (Y2) |
0.904 |
0.908 |
Reliable |
Source: Haisil Research, 2024
(Data Processed)
Based on the results of
the reliability test of the
research variables, it was obtained
that the test results of
all the research
variables had an r-value > r-value (0.60). In this way, it
can be concluded
that all of the job
instruments regarding research variables such as job structuring,
employee performance and job discipline
are reliable. So that all items
can be used
in this research
Descriptive Statistical Analysis of Research
Variables (Respondents' Explanations of Research Variables
Explanation of
Work Supervision Research Variables
Respondents' responses to the company's
financial statements are given for job
evaluation variables as follows:
Table 5. Description Variable Work Supervision
|
No |
Statement |
Recapitulation
Answer |
Amount Score |
N
of Items |
Average |
Information |
||||
|
STS
(1) |
T.S.
(2) |
N(3) |
S
(4) |
SS
(5) |
||||||
|
1 |
2 |
3 |
4 |
5 |
6 |
7 |
8 |
9 |
10 |
11 |
|
1 |
During
this time, the results of the evaluation of employees in their work have been
carried out using achiraits |
0 |
0 |
98 |
14 |
22 |
460 |
134 |
3.43 |
OK |
|
2 |
The
results of the training for employees who have worked as long as possible are
given the right pay and time |
0 |
0 |
102 |
11 |
21 |
455 |
134 |
3.40 |
OK |
|
3 |
In the
meantime, the employee's job evaluation system has been in accordance with
the applicable regulations |
0 |
0 |
106 |
7 |
21 |
451 |
134 |
3.37 |
Enough OK |
|
4 |
So far,
the job evaluation program for employees has been able to measure the actual
achievements achieved by employees. |
0 |
0 |
104 |
17 |
13 |
445 |
134 |
3.32 |
Enough OK |
|
5 |
In this
time, the results of the work evaluation have been carried out in a realistic
manner. |
0 |
0 |
109 |
13 |
12 |
439 |
134 |
3.28 |
Enough OK |
|
6 |
In the
meantime, the work carried out has not been implemented to the maximum extent
possible. |
0 |
0 |
97 |
12 |
25 |
464 |
134 |
3.46 |
OK |
|
7 |
Aids in
improving the performance of the system and achieving better results, each of
which has been carried out by employees |
0 |
0 |
84 |
10 |
40 |
492 |
134 |
3.67 |
OK |
|
8 |
In the
meantime, there has been an appropriate compensation carried out by the staff |
0 |
0 |
104 |
17 |
13 |
445 |
134 |
3.32 |
Enough OK |
|
Average Score |
|
3, 41 |
Good |
|||||||
Source: Haisil
Research, 2024 (Data Processed)
From the respondent's job vacancy related to job vacancy
variables, it was concluded that
the job vacancy
variables of employees were paid for by the
Secretariat of the DPRD of Riau Province, resulting in a value of 3.41. Basically, every question answered by the respondent
is worth it.
Explanation of Performance Research
Variables
Respondents' responses to the company's
financial statements are given for performance
variables such as the following characteristics
of government payments:
Table 6. Description Performance Variables
|
No |
Statement |
Recapitulation Answer |
Amount Score |
N of Items |
Average |
Information |
||||
|
STS (1) |
T.S. (2) |
N(3) |
S (4) |
SS (5) |
||||||
|
1 |
2 |
3 |
4 |
5 |
6 |
7 |
8 |
9 |
10 |
11 |
|
1 |
As an employee of Setwain
Riaiu, I hope to achieve all the employment targets
that have been planned for |
4 |
8 |
78 |
11 |
33 |
463 |
134 |
3.46 |
OK |
|
2 |
As an employee of Setwain
Riaiu senaintiaisai has
speed in completing tasks and tainggungjaiobligations |
13 |
27 |
56 |
8 |
30 |
417 |
134 |
3.11 |
Enough OK |
|
3 |
Thank you/Mrs. I'm an employee of Setwain Riaiu and I'm very
confident in my work |
0 |
21 |
73 |
15 |
25 |
446 |
134 |
3.33 |
Enough OK |
|
4 |
Thank you for your work |
0 |
18 |
72 |
10 |
34 |
462 |
134 |
3.45 |
OK |
|
5 |
Thank you/Mrs. I'm an employee of Setwain Riaiu and I can finish
my work on time. |
4 |
16 |
82 |
10 |
22 |
432 |
134 |
3.22 |
Enough OK |
|
6 |
My best friend/mother is an employee of Setwain Riaiu who is able to
manage the time of other employees |
0 |
5 |
86 |
20 |
23 |
463 |
134 |
3.46 |
OK |
|
7 |
Thank you for being cooperative with the
features implemented by the organization |
0 |
8 |
96 |
8 |
22 |
446 |
134 |
3.33 |
Enough OK |
|
8 |
Baipaik/Ibu as my
official Setwain Riaiu senaintiaisai be cooperative with the command given by aitaisain |
6 |
12 |
80 |
7 |
29 |
443 |
134 |
3.31 |
Enough OK |
|
Average Score |
|
3.33 |
Enough Good |
|||||||
Source: Haisil
Research, 2024 (Data Processed)
Based
on the job
performance variables of all research
respondents related to employee performance
variables, it was concluded that
the employee performance variables of the Riai
Province DPRD Secretariat obtained a value of 3.33. In essence, every question answered by the
respondents was considered quite good.
Explanation of
Work Discipline Research Variables
The reason why respondents were appointed to other
levels of employment was given various job
disciplines such as those provided for in the following
positions:
Table 7. Description Variable Work Discipline
|
No |
Statement |
Recapitulation
Answer |
Amount Score |
N
of Items |
Average |
Information |
||||
|
STS
(1) |
T.S.
(2) |
KS
(3) |
S
(4) |
SS
(5) |
||||||
|
1 |
2 |
3 |
4 |
5 |
6 |
7 |
8 |
9 |
10 |
11 |
|
1 |
Employees who are disciplined are employees
who are ready to go to the office right on time |
0 |
0 |
98 |
14 |
22 |
460 |
134 |
3.43 |
OK |
|
2 |
Pegaiwaii senaintiaisai fills the absences of work incoming dain pulaing yaing valid asmai beaidai at the office |
0 |
18 |
72 |
10 |
34 |
462 |
134 |
3.45 |
OK |
|
3 |
Pegaiwaii senaitiaisai hopes for his place as long as the job
continues |
4 |
16 |
77 |
16 |
21 |
436 |
134 |
3.25 |
Enough OK |
|
4 |
Currently, employees are associated
with the regulations that have been established by the organization |
3 |
28 |
47 |
15 |
41 |
465 |
134 |
3.47 |
OK |
|
5 |
Employees who have high work discipline
are employees who have been diligent in complying with science and
engineering instructions |
0 |
31 |
57 |
28 |
18 |
435 |
134 |
3.25 |
Enough OK |
|
6 |
As the work process progresses,
employees will use skills while working according to the rules |
0 |
27 |
66 |
13 |
28 |
444 |
134 |
3.31 |
Enough OK |
|
7 |
As the work process progresses, the
employee will use the tools and work according to the procedures |
0 |
21 |
73 |
15 |
25 |
446 |
134 |
3.33 |
Enough OK |
|
8 |
During this time, employees have been
able to maintain the office facilities in accordance with applicable
procedures. |
0 |
18 |
72 |
10 |
34 |
462 |
134 |
3.45 |
OK |
|
9 |
In the meantime, the employees have
been able to complete their job duties well and correctly |
0 |
0 |
109 |
13 |
12 |
439 |
134 |
3.28 |
Enough OK |
|
Average
Score |
|
3,3
6 |
Enough
Good |
|||||||
Source: Haisil Research, 2024 (Data Processed)
Based on the respondent's job discipline related to job
discipline variables, it was concluded
that the job discipline variables of employees
working at the DPRD Secretariat of Riai Province
resulted in a value of 3.36. In essence, every question answered by the
respondents was considered quite good.
Outer Model Evaluation
Convergent Validity
The aim of this research is to use a loading factor
of 0.7. After carrying out the daitai fabric
processing using the SmairtPLS 4.0 fabric, the results
of the daitai fabric loading machine are shown
as follows:
Table
8.
Iteration Loading Factor Value First
|
Variable |
Indicator |
Outer Loading |
|
Work
Supervision |
PK 1 |
0.7 46 |
|
PK2 |
0.6 79 |
|
|
PK 3 |
0.762 |
|
|
PK 4 |
0.7 89 |
|
|
PK 5 |
0.7 11 |
|
|
PK 6 |
0.761 |
|
|
PK 7 |
0.647 |
|
|
PK 8 |
0.622 |
|
|
Performance |
KJ1 |
0.7 25 |
|
KJ2 |
0.747 |
|
|
KJ3 |
0.7 35 |
|
|
KJ4 |
0.746 |
|
|
KJ5 |
0.749 |
|
|
KJ6 |
0.822 |
|
|
KJ7 |
0.854 |
|
|
KJ8 |
0.828 |
|
|
Work
Discipline |
DK 1 |
0.743 |
|
DK 2 |
0.713 |
|
|
DK 3 |
0.788 |
|
|
DK 4 |
0.780 |
|
|
DK 5 |
0.7 97 |
|
|
DK 6 |
0.881 |
|
|
DK 7 |
0.841 |
|
|
DK 8 |
0.223 |
|
|
DK 9 |
0.230 |
Source: Primary Data Organized, 2024
Variable indicators that have a loading factor
value greater than 0.70 have a high level of validity, so they meet convergent
validity. Any variable indicator that has a loading value smaller than 0.70 has
a low level of validity so that the variable indicator needs to be eliminated
and removed from the model. Assess the loading factor after the indicators have
been eliminated and are shown in the following Taibel
9 paid cloth:
Table
9. Iteration Loading Factor Values Second
|
Variable |
Indicator |
Outer Loading |
|
Work Supervision |
PK 1 |
0.7 34 |
|
PK 3 |
0.858 |
|
|
PK 4 |
0.823 |
|
|
PK 5 |
0.749 |
|
|
PK 6 |
0.824 |
|
|
Performance |
KJ1 |
0.7 21 |
|
KJ2 |
0.746 |
|
|
KJ3 |
0.7 40 |
|
|
KJ4 |
0.748 |
|
|
KJ5 |
0.744 |
|
|
KJ6 |
0.821 |
|
|
KJ7 |
0.855 |
|
|
KJ8 |
0.829 |
|
|
Work Discipline |
DK 1 |
0.755 |
|
DK 2 |
0.718 |
|
|
DK 3 |
0.801 |
|
|
DK 4 |
0.778 |
|
|
DK 5 |
0.801 |
|
|
DK 6 |
0.882 |
|
|
DK 7 |
0.841 |
Source: Primary Data Organized, 2024
Based
on the Taibel
fabric 9. shows that there has been an increase
in the loading factor values for
various variable indicators after the elimination work has been carried
out and the
calculations have been carried out
again so that all the
loading factor values are greater than 0.70.
Discriminant Validity
After carrying out the Daitai
fabric processing using SmairtPLS 4.0, the results of
the cross loading Daitai fabric. In this way, if all
the relevant variable variables already have good discriminant validity, the
indicators used in this block of construct indicators are better than the
indicators in the other blocks. Another further evaluation is by comparing the AiVE water value with the contrast water correlation. A
good AiVE value is thought to have a value greater
than 0.50. Based on this research, evaluate AiVE and AiVE's quadratic analysis for each of the constraints shown
in Table 11:
Table
11. AVE value
|
Variable |
AVE |
|
PK (X) |
0.638 |
|
KJ (Y1) |
0.604 |
|
DK (Y2) |
0.637 |
Source: Primary Data Organized, 2024
Based on
the Taibel fabric 11, all the contradictions show an AiVE value that is greater than 0.50, namely with the
smallest value of 0.604 for the Performance (KJ) variable and the largest 0.638
for the Job Performance (PK) variable. This value has met the requirements in
accordance with the minimum AiVE value specified,
namely 0.50. After knowing the value of the quadratic aikair
of AiVE for each constraint, the model is furthermore
able to compare the quadratic aikair of AiVE with the correlation of the constraint aikair of the model. The results of this research result
from the correlation of contrasts with the AiVE
quadratic analysis values which can be shown in the following model:
Table 12
Mark correlation between construct with mark root AVE squared
|
Variable |
Supervision Work (X) |
Performance ( Y1 ) |
Work Discipline (Y2) |
|
DK (
Y2 ) |
0.798 |
||
|
KJ (Y1) |
0 .891 |
0.777 |
|
|
PK (
X ) |
0.736 |
0.699 |
0.7 99 |
Source: Primary Data Organized, 2024
Dairi Taibel 12 showed that
the value of the AiVE quadratic analysis for each of
the constraints was greater than the value of the correlation so that the
constructs in this research model were still considered to have good
discriminant validity.
Composite Reliability
The SmartPLS output results for assessing the
composite reliability of the Table 13 paidai fabric
are shown:
Table
13 Composite Reliability Values
|
Variable |
Composite Reliability |
|
PK (X) |
0.849 |
|
KJ (Y1) |
0.912 |
|
DK (Y2) |
0.917 |
Source: Primary Data Organized, 2024
From the results of the
SmairtPLS output paid for Taibel
15, the value of composite reliability
for all the
related constructs is 0.70. According to the values
generated in the fabric, all constructs
have good reliability in accordance with the basic
values that have been described
in the fabric.
Evaluation Inner Model (Structural Model)
Analysis of Variance
(R 2) or Determination
Test
Variable
analysis (R2) is a determination test, namely to find
out the magnitude
of the influence
of the independent
variable on the dependent variable,
assess the coefficient of determination shown in the following variable:
Table 14 R Square (R 2)
|
|
R Square |
R Square Adjusted |
|
Work
Supervision |
0.799 |
0.796 |
|
Employee
Work Discipline |
0.541 |
0.538 |
Source: Primary Data Organized, 2024
Based on the r-squaire
value of Taibel 14, employee performance is 79.9%,
and the remaining 20.1% is accounted for by other constraints outside the
research studied in this research. As much as employee job discipline is able
to explain variable performance as much as 54.1%, the remaining 45.9% is
explained by other external constraints examined in this research.
Hypothesis test
Table
15. Summary of Test Results Hypothesis
|
Hypothesis |
Results |
Information |
|
|
H1 |
Job Performance
Variables have a positive influence on Employee Performance Variables |
Beta Coef. i = -0. 699 T- Sta i tistics = 11,700 P- va i lue =0.000 |
Accepted |
|
H2 |
Vairiaibel
Job discipline has a positive influence on Vairiaibel
Job discipline of employees |
Beta Coef. i = -0. 822 T- Sta i tistics = 14,920 P- va i lue =0.000 |
Accepted |
|
H3 |
Variable Intervening
Discipline of employee work positively influences employee performance
variables |
Beta Coef. i = -0. 733 T- Sta i tistics = 13.139 P- va i lue
=0.000 |
Accepted |
Source: Primary Data Organized, 2024
CONCLUSION
Job
creation positively influences the performance of the Riau Province DPRD
Secretariat's Civil Aviation Administration. This means that the higher the
level of employee performance carried out by the organization, the higher the
level of employee performance achieved. With the help of good job leadership,
we can help our employees achieve good performance and get more attention from
their organization so that we can have a positive attitude towards working well
with our employees. This result will certainly also be beneficial in achieving
better organizational goals.
Job
training has a positive influence on the job discipline paid by the Civil
Service of the Republic of Indonesia DPRD Secretariat of Riaiu
Province. This means that the higher the level of work discipline for
employees, the higher the level of work discipline for these employees. With
the help of good work skills for the Civil Service of the Republic of Indonesia
DPRD Secretariat of Riau Province, they can be more disciplined in carrying out
these results because the skills carried out can form a better work personality
for the employees themselves in order to achieve the tasks they are given in by
the leadership.
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Fadli
Erwan Ibrahim, Oman sukmana, Wahyudi (2024) |
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First publication right: Asian Journal of Engineering, Social and Health (AJESH) |
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