Pengaruh kompetensi dan motivasi kerja terhadap perilaku kerja kontraproduktif pegawai negeri sipil dinas X di kabupaten kepulauan Tanimbar = The influence of competence and work motivation on counterproductive work behavior of the x service civil employee in the Tanimbar island district

Miru, Aprillya Mega (2020) Pengaruh kompetensi dan motivasi kerja terhadap perilaku kerja kontraproduktif pegawai negeri sipil dinas X di kabupaten kepulauan Tanimbar = The influence of competence and work motivation on counterproductive work behavior of the x service civil employee in the Tanimbar island district. Bachelor thesis, Universitas Pelita Harapan.

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Abstract

Pegawai negeri sipil mempunyai tugas dan tanggung jawab untuk melayani masyarakat namun banyak fenomena yang terjadi di Indonesia mengenai perilaku kerja kontraproduktif pada pegawai negeri sipil. Penelitian ini bertujuan untuk mengetahui dan menganalisis pengaruh kompetensi dan motivasi kerja terhadap perilaku kerja kontraproduktif pegawai negeri sipil Dinas X di Kabupaten Kepulauan Tanimbar. Pengambilan sampel menggunakan Teknik sampling jenuh atau sensus melalui penyebaran kuesioner kepada 56 pegawai negeri sipil Dinas X di Kabupaten Kepulauan Tanimbar. Penelitian kuantitatif ini dianalisis menggunakan uji hipotesis yaitu uji regresi secara sederhana dan uji regresi linear berganda. Instrumen penelitian ini menggunakan skala likert dengan 5 alternatif pilihan jawaban. Hasil deskriptif penelitian berdasarkan data demografi jenis kelamin mayoritas wanita berjumlah 37 orang (66,07%), mayoritas berusia 20-30 tahun berjumlah 29 orang (51,78%), mayoritas pendidikan terakhir S1/Sarjana/D4 berjumlah 31 orang (55,35), mayoritas menjabat sebagai staf berjumlah 44 orang (78,57%), mayoritas lama bekerja di instansi selama 1-10 tahun berjumlah 31 orang (55,35%). Deskriptif variabel perilaku kerja kontraproduktif memiliki kategorisasi rendah berjumlah 29 orang (51,78%), variabel kompetensi memiliki katgorisasi sangat tinggi berjumlah 38 orang (67,85%), dan variabel motivasi kerja memiliki kategorisasi sangat tinggi berjumlah 26 orang (46,42%). Hasil hipotesis pertama penelitian ini menunjukkan bahwa kompetensi tidak berpengaruh terhadap perilaku kerja kontraproduktif (r2= 0,015) sebesar 1,5 % (p = 0,365). Hasil hipotesis kedua penelitian ini menunjukkan bahwa motivasi kerja memiliki pengaruh yang signifikan terhadap perilaku kerja kontraproduktif sebesar (r2 = 0,425) 42,5% (p = 0,000). Hasil hipotesis ketiga penelitian ini menunjukkan bahwa kompetensi dan motivasi kerja tidak berpengaruh secara simultan terhadap perilaku kerja kontraproduktif namun hanya motivasi kerja yang berpengaruh sebesar (r2 = 0,462) 46,2%. Penelitian ini menunjukkan bahwa pengaruh kompetensi dan motivasi kerja terhadap perilaku kerja kontraproduktif tergolong kecil, sehingga masih ada faktor lain yang memengaruhi perilaku kerja kontraproduktif pada pegawai negeri sipil. Pegawai negeri sipil diharapkan untuk mengembangkan kompetensi dan meningkatkan motivasi kerja agar terhindar dari perilaku kerja kontraproduktif / Civil servants have the duty and responsibility to serve the community, but there are many phenomena that occur in Indonesia regarding counterproductive work behavior among civil servants. This study aims to see and analyze the competence and work motivation of counterproductive work behavior of the X Service civil servants in the Tanimbar Islands Regency. Sampling using saturated sampling technique or census by distributing questionnaires to 56 of the X service civil employee in the Tanimbar Islands District. This study was analyzed using hypothesis testing, namely a simple quantitative test and multiple linear regression. This research instrument uses a Likert scale with 5 alternative answer choices. The results of the descriptive study based on the gender demographic data of the majority of women were 37 people (66.07%), the majority were aged 20-30 years amounted to 29 people (51.78%), the majority of the latest education S1 / Bachelor / D4 was 31 people (55, 35), the majority served as staff amounted to 44 people (78.57%), the majority worked in agencies for 1-10 years amounted to 31 people (55.35%). The descriptive variable of counterproductive work behavior has a low categorization of 29 people (51.78%), the competency variable has a very high categorization of 38 people (67.85%), and the work motivation variable has a very high categorization of 26 people (46.42%) ). The results of the first hypothesis of this study indicate that competence has no effect on counterproductive work behavior (r2 = 0.015) by 1.5% (p = 0.365). The results of the second hypothesis of this study indicate that motivation has a significant effect on counterproductive work behavior by (r2 = 0.425) 42.5% (p = 0.000). The results of the third hypothesis of this study indicate that competence and work motivation do not simultaneously influence counterproductive work behavior, but only work motivation has an effect of (r2 = 0.462) 46.2%. This study shows that the influence of competence and work motivation on counterproductive work behavior is relatively small, so that there are other factors that influence counterproductive work behavior among civil servants. Civil servants are expected to develop competence and increase work motivation in order to avoid counterproductive work behavior.

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