Strengthening the mechanism of employee participation in the preparation of the budget

Oct 13, 2025 by thesweetdesigns.com 95 views

The Effect of Participation in the Preparation of Budget and Organizational Commitment on the Performance of the BMKG Work Unit Region I

Introduction

The Meteorology, Climatology and Geophysics Agency (BMKG) Region I is a vital institution responsible for providing accurate and reliable weather forecasts, climate monitoring, and geophysical services to the community. The performance of the BMKG Work Unit Region I is crucial in ensuring the safety and well-being of the public. However, the performance of the work unit can be influenced by various factors, including budget preparation and organizational commitment. This study aims to investigate the effect of budget participation and organizational commitment on the performance of the BMKG Work Unit Region I, both simultaneously and partially.

Literature Review

Budget preparation is a critical process that involves the allocation of resources to achieve organizational goals. Participation in budget preparation enables employees to understand and support the process of resource allocation, which in turn encourages them to work more effectively and efficiently. Research has shown that employee participation in budget preparation is positively related to organizational performance (Kotler & Keller, 2016). Additionally, organizational commitment is a vital factor that influences employee motivation and job satisfaction. Strong organizational commitment plays an important role in motivating employees to provide their best performance, because they feel bound and have a sense of ownership of the organization (Meyer & Allen, 1991).

Methodology

This study uses a causal design with primary data obtained through questionnaires distributed to respondents and collected for two weeks. The questionnaire consists of three sections: demographic information, budget participation, and organizational commitment. The data analysis was carried out by a classic assumption test before hypothesis testing. Hypothesis testing is carried out using multiple regression analysis, T test, F test, and the coefficient of determination test.

Results

The results showed that the participation of partial budget preparation significantly had a significant effect on the performance of the BMKG Work Unit I. Likewise, organizational commitment also had a significant effect on the performance of the BMKG Work Unit I. This study also found that the participation of budget preparation and organizational commitment simultaneously had a significant effect on the performance of the BMKG Work Unit Region I.

Discussion

These findings have important implications for efforts to improve the performance of the BMKG Work Unit Region I. Participation in the preparation of the budget enables employees to understand and support the process of allocation of resources, which in turn encourages them to work more effectively and efficiently. Strong organizational commitment also plays an important role in motivating employees to provide their best performance, because they feel bound and have a sense of ownership of the organization.

Suggestion

To improve the performance of the BMKG Work Unit Region I, here are some suggestions that can be applied:

Increasing Participation

Strengthening the mechanism of employee participation in the preparation of the budget: By providing the opportunity to them to convey input and proposals.
Building a positive and supportive organizational culture: With a focus on the development of career and employee welfare.

Building Commitment

Improving internal and external communication: So that organizational information and policies can be well understood by all parties.
Implementing a fair and transparent appreciation and punishment system: To encourage high performance.

Strengthening Communication

Improving internal and external communication: So that organizational information and policies can be well understood by all parties.

Building a Reward and Punishment System

Implementing a fair and transparent appreciation and punishment system: To encourage high performance.

By paying attention and implementing the suggestions above, it is expected that the performance of the BMKG Work Unit Region I can increase and achieve optimal organizational goals.

Conclusion

In conclusion, this study found that participation in the preparation of the budget and organizational commitment have a significant effect on the performance of the BMKG Work Unit Region I. The findings of this study have important implications for efforts to improve the performance of the BMKG Work Unit Region I. By implementing the suggestions above, it is expected that the performance of the BMKG Work Unit Region I can increase and achieve optimal organizational goals.

Recommendation

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

The BMKG Work Unit Region I should strengthen the mechanism of employee participation in the preparation of the budget.
The BMKG Work Unit Region I should build a positive and supportive organizational culture.
The BMKG Work Unit Region I should improve internal and external communication.
The BMKG Work Unit Region I should implement a fair and transparent appreciation and punishment system.

By implementing these recommendations, it is expected that the performance of the BMKG Work Unit Region I can increase and achieve optimal organizational goals.

Limitation

This study has some limitations. Firstly, the study only focuses on the BMKG Work Unit Region I and may not be generalizable to other organizations. Secondly, the study only uses primary data and may not be able to capture the full range of factors that influence the performance of the work unit.

Future Research

Future research should aim to investigate the effect of budget participation and organizational commitment on the performance of other organizations. Additionally, future research should aim to investigate the effect of other factors that influence the performance of the work unit.

References

Kotler, P., & Keller, K. L. (2016). Marketing management. Pearson Education.

Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1(1), 61-89.
Q&A: Effect of Budget Preparation and Organizational Commitment on the Performance of the BMKG Work Unit Region I

Q: What is the main objective of this study?

A: The main objective of this study is to investigate the effect of budget participation and organizational commitment on the performance of the BMKG Work Unit Region I, both simultaneously and partially.

Q: What is the significance of budget preparation in the performance of the work unit?

A: Budget preparation is a critical process that involves the allocation of resources to achieve organizational goals. Participation in budget preparation enables employees to understand and support the process of resource allocation, which in turn encourages them to work more effectively and efficiently.

Q: What is the role of organizational commitment in the performance of the work unit?

A: Strong organizational commitment plays an important role in motivating employees to provide their best performance, because they feel bound and have a sense of ownership of the organization.

Q: What are the findings of this study?

A: The results showed that the participation of partial budget preparation significantly had a significant effect on the performance of the BMKG Work Unit I. Likewise, organizational commitment also had a significant effect on the performance of the BMKG Work Unit I. This study also found that the participation of budget preparation and organizational commitment simultaneously had a significant effect on the performance of the BMKG Work Unit Region I.

Q: What are the implications of this study?

A: The findings of this study have important implications for efforts to improve the performance of the BMKG Work Unit Region I. Participation in the preparation of the budget enables employees to understand and support the process of allocation of resources, which in turn encourages them to work more effectively and efficiently. Strong organizational commitment also plays an important role in motivating employees to provide their best performance, because they feel bound and have a sense of ownership of the organization.

Q: What are the suggestions for improving the performance of the BMKG Work Unit Region I?

A: To improve the performance of the BMKG Work Unit Region I, here are some suggestions that can be applied:

Increasing participation: Strengthening the mechanism of employee participation in the preparation of the budget, by providing the opportunity to them to convey input and proposals.
Building commitment: Building a positive and supportive organizational culture, with a focus on the development of career and employee welfare.
Strengthening communication: Improving internal and external communication, so that organizational information and policies can be well understood by all parties.
Building a reward and punishment system: Implementing a fair and transparent appreciation and punishment system, to encourage high performance.

Q: What are the limitations of this study?

A: This study has some limitations. Firstly, the study only focuses on the BMKG Work Unit Region I and may not be generalizable to other organizations. Secondly, the study only uses primary data and may not be able to capture the full range of factors that influence the performance of the work unit.

Q: What are the recommendations for future research?

A: Future research should aim to investigate the effect of budget participation and organizational commitment on the performance of other organizations. Additionally, future research should aim to investigate the effect of other factors that influence the performance of the work unit.

Q: What are the references used in this study?

A: The references used in this study are:

Kotler, P., & Keller, K. L. (2016). Marketing management. Pearson Education.
Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1(1), 61-89.