Influence of Training, Competence and Motivation on Employee Performance, Moderated By Internal Communications
Categorie(s):
Jurnal
Author(s):
Subari Subari and Hanes Riady
Tahun:
2015
Item Type:
Journal
Keyword(s):
Employee s performance, training, individual competence, achievement motivation, internal
communication.
DOI:
10.11634/216796061504678
In 2012, performance of PDAM in East Java was reported at the lowest rank of all provinces in the Java region (compared to five other provinces; West Java, Central Java, Banten, Yogyakarta and Jakarta). This condition raises the question of what factors influence the PDAMs in East Java in low-per... (selengkapnya)
DESKRIPSI
In 2012, performance of PDAM in East Java was reported at the lowest rank of all provinces in the Java region (compared to five other provinces; West Java, Central Java, Banten, Yogyakarta and Jakarta). This condition raises the question of what factors influence the PDAMs in East Java in low-performance. This study
examines the factors affecting the performance of the employees of PDAMs in East Java. In this
study,employees training, employees individual competence and employees need for achievement motivation serve as the predictor variables on the performance of PDAM employees by entering PDAMs internal
communication as a moderator variable. There are nine hypotheses as follows: (1) training directly affects the
performance; (2) competencedirectly affects the performance;(3) motivation directly affects the
performance;(4)internal communication moderates the significance effect of training on performance;(5)
internal communication moderates the significance effect of competence on performance;(6) internal
communication moderates the significance effect of motivation on performance;(7) training affects the
competence;(8) training affects the motivation; and (9) motivation affects the competence. This applied explanatory research used the hypothetical-deductive method and structural equation model (SEM) supported
by LISREL analysis. This study was conducted by taking the employee population with a sample of 197
employees that distributed in 12 PDAM in East Java. The sampling technique used is random sampling. Data
was gathered using questionnaires completed by respondents for the variables of training, competence,
achievement motivation, and internal communication, using semantic differential with range scale of 1 to 7;
for the performance data collected from company officials in charge of the performance appraisal. The results
of this study indicate that all hypotheses confirmed except hypothesis three because motivation not
significant directly influence performance. It also led to the hypothesis six "the significance of internal
communication moderates the effect of motivation on performance" not tested
examines the factors affecting the performance of the employees of PDAMs in East Java. In this
study,employees training, employees individual competence and employees need for achievement motivation serve as the predictor variables on the performance of PDAM employees by entering PDAMs internal
communication as a moderator variable. There are nine hypotheses as follows: (1) training directly affects the
performance; (2) competencedirectly affects the performance;(3) motivation directly affects the
performance;(4)internal communication moderates the significance effect of training on performance;(5)
internal communication moderates the significance effect of competence on performance;(6) internal
communication moderates the significance effect of motivation on performance;(7) training affects the
competence;(8) training affects the motivation; and (9) motivation affects the competence. This applied explanatory research used the hypothetical-deductive method and structural equation model (SEM) supported
by LISREL analysis. This study was conducted by taking the employee population with a sample of 197
employees that distributed in 12 PDAM in East Java. The sampling technique used is random sampling. Data
was gathered using questionnaires completed by respondents for the variables of training, competence,
achievement motivation, and internal communication, using semantic differential with range scale of 1 to 7;
for the performance data collected from company officials in charge of the performance appraisal. The results
of this study indicate that all hypotheses confirmed except hypothesis three because motivation not
significant directly influence performance. It also led to the hypothesis six "the significance of internal
communication moderates the effect of motivation on performance" not tested