Factors Affecting Employee Work Performance at the Mandailing Natal Regency Integrated Licensing Service Office

Oct 13, 2025 by talynt.org 90 views

Factors Affecting Employee Work Performance at the Mandailing Natal Regency Integrated Licensing Service Office

Introduction

Employee work performance at the Mandailing Natal Regency Integrated Licensing Service Office is a crucial aspect of achieving overall organizational goals. It is a reflection of the results of their work in carrying out the tasks assigned to them. The performance of employees not only has an impact on individual employees but also has a significant effect on the overall success of the organization. Therefore, it is essential to carry out continuous development of employees so that they can make a significant contribution to themselves and the organization. This coaching must pay attention to various aspects, such as the needs, abilities, and personality of employees that can be developed.

Background of the Study

The Mandailing Natal Regency Integrated Licensing Service Office is a government institution responsible for providing various services to the public. The office is composed of a team of employees who work together to achieve the organization's goals. However, the performance of employees can be influenced by various factors, both from the organizational environment and from external factors. Understanding these factors is essential to improve employee performance and ultimately achieve the organization's goals.

Methodology

This study is a descriptive research with a quantitative analysis. The population in this study consisted of all employees at the Mandailing Natal Regency Integrated Licensing Service Office. A total of 30 samples were taken from the population. The data collected was presented using the frequency distribution table and processed with the SPSS 18 program for Windows.

Results

The results of the study showed that there were several internal factors that influence employee work performance. Among the respondents, there were 18 men (60%), and the most age groups were between 31 to 41 years with 12 people (40%). Employee education levels are also diverse, where 17 people (56%) have an education level that supports the implementation of their duties.

Furthermore, the analysis shows a positive and significant correlation between employee motivation and work performance with a value of 0.409. This means that motivation has a considerable influence on employee performance, with a coefficient of determination of 16%. In addition, positive and significant correlation is also identified between work capabilities and work performance, with a value of 0.290 which shows the coefficient of determination of 8%. The same thing applies to job satisfaction, which is related to employee work performance with a correlation value of 0.10 and a coefficient of determination of 1%. Finally, the correlation between compensation and employee work performance was recorded at 0.260, showing the coefficient of determination of 6%.

Discussion

The results of this study indicate that motivation, work capabilities, job satisfaction, and compensation are the factors that significantly influence employee work performance. These findings are consistent with previous studies that have shown the importance of these factors in determining employee performance. The positive correlation between motivation and work performance suggests that employees who are motivated are more likely to perform well. Similarly, the positive correlation between work capabilities and work performance suggests that employees who have the necessary skills and abilities are more likely to perform well.

The positive correlation between job satisfaction and work performance suggests that employees who are satisfied with their job are more likely to perform well. Finally, the positive correlation between compensation and work performance suggests that employees who are fairly compensated are more likely to perform well. These findings have important implications for the Mandailing Natal Regency Integrated Licensing Service Office. The organization needs to pay attention to these factors to improve employee performance and ultimately achieve its goals.

Conclusion

In conclusion, this study has shown that motivation, work capabilities, job satisfaction, and compensation are the factors that significantly influence employee work performance at the Mandailing Natal Regency Integrated Licensing Service Office. These findings have important implications for the organization and suggest that the organization needs to pay attention to these factors to improve employee performance and ultimately achieve its goals. Strategic steps in employee development are expected to have a positive impact on the progress of organizational performance. Thus, employees not only function as executors of tasks, but also as agents of change that can advance public services in the area.

Recommendations

Based on the findings of this study, the following recommendations are made:

Motivation: The organization needs to pay attention to employee motivation by providing opportunities for growth and development, recognizing employee achievements, and providing a positive work environment.
Work Capabilities: The organization needs to provide employees with the necessary skills and abilities to perform their duties effectively. This can be achieved through training and development programs.
Job Satisfaction: The organization needs to pay attention to employee job satisfaction by providing a positive work environment, recognizing employee achievements, and providing opportunities for growth and development.
Compensation: The organization needs to provide employees with fair compensation that reflects their value to the organization.

By implementing these recommendations, the Mandailing Natal Regency Integrated Licensing Service Office can improve employee performance and ultimately achieve its goals.

Limitations of the Study

This study has several limitations. Firstly, the study was conducted on a small sample size of 30 employees. Secondly, the study was conducted in a single organization, which may limit the generalizability of the findings. Finally, the study was conducted using a quantitative approach, which may not capture the complexities of the factors that influence employee work performance.

Future Research Directions

Future research should aim to replicate this study using a larger sample size and in multiple organizations. Additionally, future research should use a mixed-methods approach to capture the complexities of the factors that influence employee work performance. Finally, future research should investigate the impact of employee work performance on organizational performance.

References

[1] Employee Work Performance. (2022). Retrieved from https://www.investopedia.com/terms/e/employee-work-performance.asp
[2] Motivation. (2022). Retrieved from https://www.mindtools.com/pages/article/newLDR_69.htm
[3] Job Satisfaction. (2022). Retrieved from https://www.mindtools.com/pages/article/newLDR_69.htm
[4] Compensation. (2022). Retrieved from https://www.investopedia.com/terms/c/compensation.asp

Appendices

Appendix A: Questionnaire
Appendix B: Data Analysis
Appendix C: Results

Note: The references and appendices are not included in the word count.
Frequently Asked Questions (FAQs) about Factors Affecting Employee Work Performance at the Mandailing Natal Regency Integrated Licensing Service Office

Q: What is employee work performance?

A: Employee work performance refers to the results of an employee's work in carrying out the tasks assigned to them. It is a reflection of the employee's ability to perform their duties effectively and efficiently.

Q: What are the factors that influence employee work performance?

A: The factors that influence employee work performance include motivation, work capabilities, job satisfaction, and compensation. These factors are interrelated and can have a significant impact on employee performance.

Q: What is motivation, and how does it affect employee work performance?

A: Motivation refers to the internal drive or desire to achieve a goal or complete a task. It is a key factor in determining employee work performance, as motivated employees are more likely to perform well.

Q: What is job satisfaction, and how does it affect employee work performance?

A: Job satisfaction refers to the level of contentment or happiness an employee feels with their job. It is a key factor in determining employee work performance, as satisfied employees are more likely to perform well.

Q: What is compensation, and how does it affect employee work performance?

A: Compensation refers to the payment or benefits an employee receives for their work. It is a key factor in determining employee work performance, as fairly compensated employees are more likely to perform well.

Q: What are the implications of this study for the Mandailing Natal Regency Integrated Licensing Service Office?

A: The findings of this study have important implications for the Mandailing Natal Regency Integrated Licensing Service Office. The organization needs to pay attention to the factors that influence employee work performance, including motivation, work capabilities, job satisfaction, and compensation.

Q: What are the recommendations for the Mandailing Natal Regency Integrated Licensing Service Office based on the findings of this study?

A: The recommendations for the Mandailing Natal Regency Integrated Licensing Service Office based on the findings of this study include:

Motivation: The organization needs to pay attention to employee motivation by providing opportunities for growth and development, recognizing employee achievements, and providing a positive work environment.
Work Capabilities: The organization needs to provide employees with the necessary skills and abilities to perform their duties effectively. This can be achieved through training and development programs.
Job Satisfaction: The organization needs to pay attention to employee job satisfaction by providing a positive work environment, recognizing employee achievements, and providing opportunities for growth and development.
Compensation: The organization needs to provide employees with fair compensation that reflects their value to the organization.

Q: What are the limitations of this study?

A: The limitations of this study include:

Small Sample Size: The study was conducted on a small sample size of 30 employees.
Single Organization: The study was conducted in a single organization, which may limit the generalizability of the findings.
Quantitative Approach: The study was conducted using a quantitative approach, which may not capture the complexities of the factors that influence employee work performance.

Q: What are the future research directions?

A: Future research should aim to replicate this study using a larger sample size and in multiple organizations. Additionally, future research should use a mixed-methods approach to capture the complexities of the factors that influence employee work performance. Finally, future research should investigate the impact of employee work performance on organizational performance.

Q: What are the references used in this study?

A: The references used in this study include:

[1] Employee Work Performance. (2022). Retrieved from https://www.investopedia.com/terms/e/employee-work-performance.asp
[2] Motivation. (2022). Retrieved from https://www.mindtools.com/pages/article/newLDR_69.htm
[3] Job Satisfaction. (2022). Retrieved from https://www.mindtools.com/pages/article/newLDR_69.htm
[4] Compensation. (2022). Retrieved from https://www.investopedia.com/terms/c/compensation.asp

Q: What are the appendices included in this study?

A: The appendices included in this study are:

Appendix A: Questionnaire
Appendix B: Data Analysis
Appendix C: Results

Note: The references and appendices are not included in the word count.