Analysis of the Effect of Competency and Soft Skill on Employee Performance with Job Satisfaction as Intervening Variables in the Regional Social Service of South Tapanuli Regency
Introduction
Efforts to improve the performance of local government are a challenge for each work unit. In South Tapanuli, the quality of public services that have not been maximized is a serious problem. This is caused by bureaucratic designs that are not ready in serving the community. Especially in the social field, the community complained about the lack of optimal services provided by the South Tapanuli Regency Social Service. As a result, the main duties and functions of the Social Service do not run optimally.
The South Tapanuli Regency Social Service is a crucial institution that provides essential services to the community. However, the performance of this institution has been hampered by various factors, including the lack of optimal services provided by its employees. Therefore, it is essential to analyze the factors that contribute to the performance of employees in the South Tapanuli Regency Social Service.
The Role of Competence and Soft Skills in Employee Performance
Competence and soft skills are two essential factors that contribute to employee performance. Competence refers to the knowledge, skills, and abilities that employees possess to perform their jobs effectively. Soft skills, on the other hand, refer to the personal attributes and behaviors that employees exhibit in their interactions with others, such as communication, teamwork, and leadership.
Research has shown that competence and soft skills have a positive and significant influence on employee job satisfaction. This means that the higher the competencies and soft skills of employees, the higher the level of their job satisfaction. It is essential to note that competence has a more significant influence on job satisfaction compared to soft skills.
Furthermore, this research also shows that competence, soft skills, and job satisfaction have a positive and significant influence on employee performance. That is, the level of competence, soft skills, and high job satisfaction will have an impact on improving employee performance. Job satisfaction is the most significant factor in influencing employee performance.
The Mediating Role of Job Satisfaction
Job satisfaction acts as a mediator between competence and soft skills with employee performance. This means, competence and soft skills indirectly affect employee performance through job satisfaction. In other words, increasing competence and soft skills will have an impact on job satisfaction, which in turn will improve employee performance.
Deeper Analysis
The results of this study have several important implications:
Competency Increase
South Tapanuli Social Service needs to focus on increasing the competence of its employees. This can be done through structured training and development programs and focusing on job needs. By increasing the competence of its employees, the Social Service can improve the quality of public services provided to the community.
Soft Skill Development
In addition to technical competencies, soft skills development such as communication, teamwork, and leadership is also very important. Training that focuses on developing soft skills can improve the quality of public services in the Social Service.
Priority Job Satisfaction
Increasing employee job satisfaction must be a top priority. This can be done by rewarding good performance, creating a positive work environment, and ensuring that employee needs are met. By prioritizing job satisfaction, the Social Service can improve employee performance and ultimately, the quality of public services provided to the community.
Conclusion
This study shows that competence, soft skills, and job satisfaction have an important role in improving employee performance in the South Tapanuli Social Service. This three-factors increase simultaneously will have a significant impact on the quality of public services and the achievement of organizational goals.
Recommendations
Based on the findings of this study, the following recommendations are made:
The South Tapanuli Regency Social Service should focus on increasing the competence of its employees through structured training and development programs.
The Social Service should prioritize soft skills development, such as communication, teamwork, and leadership, to improve the quality of public services.
Increasing employee job satisfaction should be a top priority, and this can be done by rewarding good performance, creating a positive work environment, and ensuring that employee needs are met.
Limitations of the Study
This study has several limitations, including:
The study was conducted in a single institution, the South Tapanuli Regency Social Service, and the findings may not be generalizable to other institutions.
The study only focused on the role of competence, soft skills, and job satisfaction in employee performance and did not consider other factors that may influence employee performance.
Future Research Directions
Future research should focus on exploring the role of other factors that may influence employee performance, such as organizational culture, leadership style, and employee engagement. Additionally, research should be conducted in other institutions to generalize the findings of this study.
References
[List of references cited in the study]
Appendices
[Appendices, including additional tables and figures]
Abstract
This study analyzed the effect of competence and soft skills on employee performance in the South Tapanuli Regency Social Service, with job satisfaction as an intermediary variable. The results showed that competence and soft skills have a positive and significant influence on employee job satisfaction and employee performance. Job satisfaction acts as a mediator between competence and soft skills with employee performance. The study has several implications for the South Tapanuli Regency Social Service, including the need to focus on increasing the competence of its employees, prioritizing soft skills development, and increasing employee job satisfaction.Frequently Asked Questions (FAQs) about the Analysis of the Effect of Competency and Soft Skill on Employee Performance with Job Satisfaction as Intervening Variables in the Regional Social Service of South Tapanuli Regency
Q: What is the main objective of this study?
A: The main objective of this study is to analyze the effect of competence and soft skills on employee performance in the South Tapanuli Regency Social Service, with job satisfaction as an intermediary variable.
Q: What are the key findings of this study?
A: The key findings of this study are:
Competence and soft skills have a positive and significant influence on employee job satisfaction.
Competence has a more significant influence on job satisfaction compared to soft skills.
Competence, soft skills, and job satisfaction have a positive and significant influence on employee performance.
Job satisfaction is the most significant factor in influencing employee performance.
Q: What are the implications of this study for the South Tapanuli Regency Social Service?
A: The implications of this study for the South Tapanuli Regency Social Service are:
The Social Service should focus on increasing the competence of its employees through structured training and development programs.
The Social Service should prioritize soft skills development, such as communication, teamwork, and leadership, to improve the quality of public services.
Increasing employee job satisfaction should be a top priority, and this can be done by rewarding good performance, creating a positive work environment, and ensuring that employee needs are met.
Q: What are the limitations of this study?
A: The limitations of this study are:
The study was conducted in a single institution, the South Tapanuli Regency Social Service, and the findings may not be generalizable to other institutions.
The study only focused on the role of competence, soft skills, and job satisfaction in employee performance and did not consider other factors that may influence employee performance.
Q: What are the recommendations for future research?
A: The recommendations for future research are:
Future research should focus on exploring the role of other factors that may influence employee performance, such as organizational culture, leadership style, and employee engagement.
Research should be conducted in other institutions to generalize the findings of this study.
Q: What are the practical implications of this study for human resource management in the South Tapanuli Regency Social Service?
A: The practical implications of this study for human resource management in the South Tapanuli Regency Social Service are:
The Social Service should prioritize the development of its employees' competence and soft skills to improve their job satisfaction and performance.
The Social Service should create a positive work environment that supports employee job satisfaction and performance.
The Social Service should reward good performance and ensure that employee needs are met to improve job satisfaction and performance.
Q: What are the theoretical implications of this study for the field of human resource management?
A: The theoretical implications of this study for the field of human resource management are:
The study provides evidence for the importance of competence and soft skills in employee performance and job satisfaction.
The study highlights the mediating role of job satisfaction in the relationship between competence and soft skills and employee performance.
The study contributes to the development of a more comprehensive understanding of the factors that influence employee performance and job satisfaction.
Q: What are the policy implications of this study for the South Tapanuli Regency Government?
A: The policy implications of this study for the South Tapanuli Regency Government are:
The government should prioritize the development of the competence and soft skills of its employees in the Social Service.
The government should create a positive work environment that supports employee job satisfaction and performance.
The government should reward good performance and ensure that employee needs are met to improve job satisfaction and performance.
Q: What are the future directions for research on this topic?
A: The future directions for research on this topic are:
Future research should focus on exploring the role of other factors that may influence employee performance, such as organizational culture, leadership style, and employee engagement.
Research should be conducted in other institutions to generalize the findings of this study.
Future research should also focus on developing and testing interventions that aim to improve employee competence, soft skills, and job satisfaction.