The Effect of Work Conflict And Work Ethics on The Performance of Civil Servants at The Inspectorate of The Regency of The Mentawai Islands
DOI:
https://doi.org/10.58344/jws.v1i11.122Keywords:
work conflict, work ethic, performance, civil servantAbstract
Introduction: This study aims to analyze the effect of a work conflict and work ethics on the performance of Civil Servants at the Mentawai Islands Regency Inspectorate. This is motivated by work conflicts within the institution, low work ethics in carrying out work, and employee performance that is still unstable and can be maximized at the Mentawai Islands Regency Inspectorate. Method: This type of research uses a quantitative approach with a multiple linear regression method. Data collection techniques with questionnaires. The respondents of this study were 38 civil servants in the Inspectorate of Mentawai Islands Regency. The sampling method used the total sampling method, where the entire population in this study was used as the research sample. Hypothesis testing was calculated using the IBM Statistical Package for Social Science (SPSS) version 24.0. Results: analysis of the effect of work conflict (X1) and work ethic (X2) together on performance (Y) obtained an F-count value of 30.213 with a significant probability. from 0.000 < 0.05. With df1 = (k-1) = (3-1) = 2, df2 = 38 - 3 = 35, F-table 3.27, then F-count > F-table or 30.213 > 3.27. Consequently, Ho is rejected, and Ha or Hypothesis Three is accepted. The analysis results show that together there is a significant influence between the variables of a work conflict and work ethic on the performance of Civil Servants at the Inspectorate of Mentawai Islands Regency. Conclusion: This study found that work conflict partially and negatively affects performance, and work ethic has a positive and significant effect on performance. In addition, work conflict and work ethic significantly affect the performance of Civil Servants at the Mentawai Islands Regency Inspectorate.
References
Aini, L. N. (2020). Pengaruh Etika Kerja Terhadap Kinerja Karyawan Pada Perusahaan Ony Comp Di Malang. Seminar Nasional Gabungan Bidang Sosial, 2(1).
Bangun, W. (2012). Manajemen sumbe daya manusia.
Budianto, A., Pongtuluran, Y., & Syaharuddin, Y. (2018). Pengaruh etika kerja, motivasi kerja dan kompensasi finansial terhadap kinerja karyawan. KINERJA, 14(1), 1–5.
Chaidir, M. (2013). Pengaruh Etika Kerja Terhadap Kinerja Karyawan Dinas Pendapatan Daerah (Dispenda) Kota Pontianak. Jurnal Manajemen Update, 2(2).
Firdaus, T. R. (2021). ANALISIS PENGARUH KEPUASAN DAN KEPERCAYAAN TERHADAP KOMITMEN NASABAH. Matua Jurnal, 3(4), 768–785.
Handoko, T. H. (2016). Manajemen personalia dan sumberdaya manusia. Bpfe.
Hasibuan, M. (2016). Manajemen Sumber Daya Manusia. Penerbit Bumi Aksara.
Lestari, W. M., Liana, L., & Aquinia, A. (2020). Pengaruh Stres Kerja, Konflik Kerja dan Beban Kerja terhadap Kinerja Karyawan. Jurnal Bisnis Dan Ekonomi, 27(2), 100–110.
Mangkunegara, A. P. (2017). Manajemen Sumber Daya Manusia Perusahaan. Remaja Rosdakarya.
Mathis, R. L., & Jackson, J. H. (2016). Human Resource Management: Manajemen Sumber Daya Manusia. Salemba Empat.
Moeheriono, M. (2012). Indikator Kinerja Utama (IKU) Perencanaan, Aplikasi dan Pengembangan. Jakarta: PT. RajaGrafindo Persada.
Nadeak, T., Lie, D., & Butarbutar, M. (2016). Pengaruh stres kerja dan konflik kerja terhadap kinerja pegawai pada kanwil djp sumut ii pematangsiantar. Maker: Jurnal Manajemen, 2(1), 1–12.
Ningsih, P. W., Sunaryo, H., & Rizal, M. (2021). Pengaruh Etika Kerja, Profesionalisme Kerja, Dan Disiplin Kerja Terhadap Kinerja Pegawai. Jurnal Ilmiah Riset Manajemen, 10(07).
Panggabean, Y. L., Lie, D., Efendi, E., & Halim, F. (2019). Pengaruh konflik kerja dan stres kerja terhadap kinerja pegawai pada kantor Kecamatan Siantar Simalungun. Maker: Jurnal Manajemen, 5(1), 117–129.
Pratama, D. A., Kusumanto, R. D. K. R. D., Mahendra, D. D., & Anisah, M. (2022). Aplikasi Penilaian Kinerja Pegawai dengan Metode Sosiometri Berbasis Artificial Intelegence. Journal Locus Penelitian Dan Pengabdian, 1(5), 348–360.
Rum, B., Sendow, G., & Pandowo, M. (2019). Pengaruh Etika Kerja, Keterlibatan Kerja Dan Kepribadian Terhadap Kinerja Karyawan Pt. Telkom (Persero) Area Manado. Jurnal EMBA: Jurnal Riset Ekonomi, Manajemen, Bisnis Dan Akuntansi, 7(1).
Sari, I. M. P. (2021). PENGARUH KONFLIK, ETOS KERJA DAN STRES KERJA TERHADAP KINERJA PEGAWAI UPT DISPENDA KECAMATAN LUBAI. 021008 universitas tridinanti Palembang.
Sinamo, J. (2011). Delapan etos kerja profesional. Jakarta: Institut Mahardika.
Sugiyono, P. D. (2018). Quantitative, qualitative, and R&D research methods. Bandung:(ALFABETA, Ed.).
Sunyoto, D. (2013). Sumber daya manusia. Yogyakarta: Caps.
Susilo, Y. H. (n.d.). Wahyudin.(2020). Pengaruh Konflik Kerja Dan Stres Kerja Terhadap Kinerja Karyawan. Jurnal Ekonomi ManajemenBisnis, 45–58.
Syahputra, F. (2021). Dampak Disiplin Kerja, Etika Dan Konflik Kerja Terhadap Kinerja Pegawai Pada Pt Pasti Jaya Electrik Medan. Jurnal Ilmiah Mahasiswa Ekonomi Dan Bisnis [JIMEIS], 1(4).
TAQWA, M. U. H. (2021). PENGARUH KONFLIK KERJA TERHADAP KINERJA PEGAWAI (Studi pada Dinas Pendidikan Pemerintah Kabupaten Pangkep). UNIVERSITAS NEGERI MAKASSAR.
Widnyani, N. W., & Suartina, I. W. (2021). Pengaruh Etika Kerja, Budaya Organisasi dan Disiplin Kerja Terhadap Kinerja Karyawan Pada PT. Balai Lelang Bali di Denpasar. WidyaAmrita: Jurnal Manajemen, Kewirausahaan Dan Pariwisata, 1(1), 319–334.
Yapentra, A., & Weni, R. (2016). Pengaruh Konflik Kerja dan Stress Kerja Terhadap Kinerja Pegawai Pada Dinas Pertambangan dan Energi Pemerintah Kabupaten Kepulauan Meranti Riau. Eko Dan Bisnis: Riau Economic and Business Review, 7(2), 138–150.
Published
How to Cite
Issue
Section
License
Copyright (c) 2022 Journal of World Science
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.
Authors who publish with this journal agree to the following terms:
- Authors retain copyright and grant the journal right of first publication with the work simultaneously licensed under a Creative Commons Attribution-ShareAlike 4.0 International. that allows others to share the work with an acknowledgement of the work's authorship and initial publication in this journal.
- Authors are able to enter into separate, additional contractual arrangements for the non-exclusive distribution of the journal's published version of the work (e.g., post it to an institutional repository or publish it in a book), with an acknowledgement of its initial publication in this journal.
- Authors are permitted and encouraged to post their work online (e.g., in institutional repositories or on their website) prior to and during the submission process, as it can lead to productive exchanges, as well as earlier and greater citation of published work.
