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Eduvest � Journal
of Universal Studies Volume 1 Number 8, August 2021 p- ISSN
2775-3735 e-ISSN 2775-3727 |
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THE EFFECT OF INTEGRITY AND WORK CULTURE ON EMPLOYEE PERFORMANCE IN
THE REGIONAL FINANCIAL MANAGEMENT AGENCY OF BEKASI REGENCY |
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Sri Wahyuningsih
and Mubarok STIMA IMMI Jakarta E-mail: [email protected],
[email protected] |
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ARTICLE
INFO�� �����ABSTRACT |
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Received: July,
24th 2021 Revised: August,
9th 2021 Approved: August,
14th 2021 |
The
main problem in this research is how big the influence of integrity and work
culture on employee performance at the Bekasi
District Financial Management Agency, either simultaneously or partially. The
author's purpose of conducting this research is to determine and analyze the
Integrity and Work Culture on Employee Performance and the magnitude of the
Influence of Integrity and Work Culture on Employee Performance in the
Regional Financial Management Agency of Bekasi
Regency, either simultaneously or partially. The method used in this study is
a method with a descriptive and verification approach. The population in this
study were employees of the Regional Financial Management Agency of Bekasi Regency, amounting to 50 people, of which all of
the population were sampled. The data in this study is primary data, where
the data is obtained from respondents' answers to the questionnaires that the
authors distribute. The results of the data analysis that the author has
done, the results show that there is a simultaneous and partial influence of
integrity and work culture on employee performance at the Bekasi
Regency Financial Management Agency, but when viewed partially, work culture affectts employee performance more than integrity. |
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KEYWORDS |
Integrity, Work Culture,
Employee Performance |
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This
work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License |
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INTRODUCTION
The Bekasi Regency Regional
Financial Management Agency does not only exist at the top manager level, but
there must also be a middle manager level and his subordinates (Marani,
2002). If only the top
managers have high performance but their subordinates do not have high
performance then the quality of service perceived by the community will be low.
This is because in practice the implementers in the field are actually
subordinates. Therefore, efforts to improve agency performance must cover all
levels of the organization (Mamuaja,
2016).
The fact is that many leaders and state apparatus are
not only difficult to change but also often ignore the moral values
and work culture of the state apparatus (Hia,
2020). Based on an evaluation
conducted by the Ministry of Administrative Reform, apart from having too many
government organizations, many civil servants are unemployed, just pacing and
reading newspapers until working hours are over (Aparatur
& Birokrasi, n.d.). Activities that show
the nuances of busy work can only be seen in work units that "have
projects". So it is not wrong if there are observers who state that Civil Servants
(PNS) tend to be project-oriented rather than carrying out their routine tasks.
Along with that, from the fact that so far, employees
at the Bekasi Regency Financial Management Agency
almost never work and move in an impulsive or directed manner. They work
arbitrarily with a way of working that only works, carelessly, chaotic, and the
management function is almost non-existent, the integrity of the work is lost.
Many working hours are not made effective with their job duties. The attitudes
of working concisely, neatly, neatly, caringly, diligently and so on are not
satisfactory. In addition, there is no awareness that work success is rooted in
the values possessed and behavior that becomes a habit. For him
the important thing is to be present and receive a salary. So that the service
performance of the apparatus and supervision sector is still below the desired
level of expectation (Rahmadani
& Wahyuni, 2018).
This shows that the integrity and work culture of
civil servants is not strong enough and is still far from expectations (Supratman,
2018). Inadvertently or
unconsciously, it seems that most civil servants have been immersed in the
daily grind of enlarging the power, authority, role and teaching of physical
targets while taking advantage of the opportunities between the gaps in formal
provisions and convoluted administrative procedures of their own creation. .
The work integrity of the Civil Servants at the
Regional Financial Management Agency of Bekasi
Regency can also be said to be very low. It doesn't even meet the standards of
a public servant. This can be seen from the morning apple which is held every
day by the service/agencies. Regarding the level of integrity of employees, the
leadership of the Regional Financial Management Agency of Bekasi
Regency has tried to do various things to make employees have integrity. Such
as asking employees to fill in the attendance list for apples, filling in
attendance for arrival and going home. After that, he also made a letter of
warning to employees who were judged to have no integrity at work.
Reprimand after reprimand continues, but in fact the
behavior still exists and seems to continue to spread and spread among the
employees. Because integrity is the main capital in building the nation and the
region, so if we want to move forward, start with integrity in our work (Suwasono,
2010). This step is
important in order to raise new awareness at work, that
Civil Servants who do not have integrity in their work will be given sanctions
according to the violations they have committed.
The government paradigm has changed, no longer making
Civil Servants as people who must be served, but must serve the people (Lumentah,
Posumah, & Londa, 2018). It is enough for
civil servants to be people who are served by the people. Let's change the
mindset of all of us. Because all of this is also for the benefit of the people
who have long been waiting for extra attention from their government (Murdani
& Kusmanto, 2014).
The integrity of employees plays an important role in
carrying out tasks to produce high performance (Rani,
Lambey, & Pinatik, 2018). According to Mulyadi in (Nugrahadi
& Sukiswo, 2019) integrity is a quality
that underlies trust public and is a benchmark for members in testing decisions
that took it. in mandatory integrity a member to be honest
and frankly without having Confidential delivery of service recipients.
In addition, organizations that have certain habits
that can be said as organizational culture and can also be called work culture,
where high integrity and a conducive integrated work culture are implanted are
expected to increase the high performance of the organization. Repeatedly by
employees in an organization. Violation of this habit does not have a strict
sanction, but the actors of the organization have morally agreed that this
habit is a habit that must be adhered to in the context of carrying out work to
achieve organizational goals. Work culture will be useful in an organization
when each employee gives each other advice from his co-workers, but the culture
work will be bad if the employees in the agency release their respective egos
because they think that they can work alone without the help of others.
To determine the extent to which changes are needed,
the first step is to analyze the culture that lives in the work unit or
organization to decide what needs to be changed and the second is to analyze
work integrity in relation to performance.
RESEARCH METHODS
The method used in this research is descriptive and
verification method. According to (Sugiyono, 2019)
descriptive methods is used to describe or describe problems related to
questions on independent variables, namely describing good corporate governance
and profitability. While verification analysis is an analysis of models and
evidence that is useful for finding the truth of the proposed hypothesis. With
the method that has been stated, the author intends to collect historical data
and observe carefully about certain aspects related to the problem under study
so that data will be obtained that support the preparation of research reports.
The data obtained is then processed, further analyzed the theoretical basis
that has been studied so as to obtain an overview of the object and conclusions
can be drawn regarding the problem under study.
The population in this study were employees of the
Regional Financial Management Agency of Bekasi
Regency, amounting to 50 people, of which all of the population were sampled.
The data in this study is primary data, where the data is obtained from
respondents' answers to the questionnaires that the authors distribute.
RESULTS AND DISCUSSION
A.
Data Analysis
Results
Table 1 Recapitulation of Integrity Measurement
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No |
Statement |
Interpretation Number |
Score |
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1 |
Follow
professional and institutional code of ethics. |
3,26 |
Enough |
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2 |
Honest
in using and managing resources within the scope or authority. |
3,12 |
Enough |
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3 |
Take
the time to ensure that what is being done does not violate the code of
ethics. |
3,22 |
Enough |
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4 |
Take
actions that are consistent with values and beliefs. |
3,26 |
Enough |
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5 |
Talking
about being unethical even if it would hurt a colleague or close friend. |
3,09 |
Enough |
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6 |
Honest
in dealing with other people |
3,34 |
Good |
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7 |
Openly
admits to having made a mistake. |
3,78 |
Good |
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8 |
Be
honest even though it can damage a good relationship |
3,5 |
Good |
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9 |
Always
focus on carrying out the task |
3,42 |
Good |
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AVERAGE =
29,99/9 = 3,33 (enough) |
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����������� From the results
of the table recapitulation above, it can be concluded that the average
number of interpretations is 3.33 with a fairly good criteria
assessment. This means that the
integrity of the employees is going
well even though it is
not optimal, this is based
on the indicators
of the variables obtained from the respondents
based on the distributed questionnaires.
����������� This research is
in accordance with theory of Planned Behavior (TPB) emphasized
that how intentions
are perceived it has a lot of impact on
behavior someone, so the performance of the auditor is not seen
from the results of the audit opini�n issued but how about
the auditor it has the intention to
be honest and carrying out work and report
accordingly with what was found
(Arman,
2018).
����������� From the results
of the research, there are several things that must
be improved regarding the integrity of employees, namely:
1. Follow the
professional and institutional
code of ethics.
2. Be honest in using and managing resources within the scope or
authority.
3. Take the
time to ensure that what is
done does not violate the code
of ethics.
4. Take actions
that are consistent with values and beliefs.
����������� Talking about being
unethical even if it would
hurt a colleague or close friend.
Table 2 Recapitulation of Work Culture Measurement
|
No |
Statement |
Interpretation
Number |
Score |
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1 |
Learning
new things |
3,50 |
Good |
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2 |
Maintain
attitude and physical appearance and keep the work environment neat and clean |
3,46 |
Good |
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3 |
Carry
out daily work tasks, I am on time |
3,48 |
Good |
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4 |
In
managing customers, always live up to the function of providing service and
always behave customer oriented |
3,40 |
Good |
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5 |
Encouraging
colleagues to behave customer oriented |
3,40 |
Good |
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6 |
Act
quickly, precisely, wisely and responsibly in meeting customer needs |
3,34 |
Good |
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7 |
Work
with the plan and reference criteria and carry out monitoring and evaluation |
3,34 |
Good |
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8 |
Fully
understand the duties and responsibilities according to their roles and
functions |
3,50 |
Good |
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9 |
Make/propose
improvements to systems or work habits that do not support the accuracy and
quality of work |
3,38 |
Good |
|
10 |
Learn
the strengths and weaknesses of other organizations |
3,22 |
Enough |
|
11 |
Flexible
to face change for the good of the organization |
3,16 |
Enough |
|
12 |
Observing
and predicting the impact of an event on the organization |
3,26 |
Enough |
|
13 |
Understand
the goals of the agency, understand positively and actively support the
achievement of agency goals |
3,20 |
Enough |
|
14 |
Empathize,
respect others, and have a desire to understand the work processes of other
units |
3,06 |
Enough |
|
15 |
Establish
cross-sectoral cooperation on issues that require cross-sectoral cooperation |
3,30 |
Enough |
|
16 |
The
socialization given about understanding the motto of excellent to caring is
appropriate to be applied |
3,18 |
Enough |
|
17 |
The
work culture provided by the agency through the existing media is appropriate |
3,36 |
Good |
|
18 |
The
motto of cultural values needs to be held in seminars or training. |
3,26 |
Enough |
|
19 |
Leaders
have made efforts to introduce and increase understanding of current cultural
values |
3,12 |
Enough |
|
20 |
Organizations
need to internalize work culture values into units/sections |
3,22 |
Enough |
|
�AVERAGE = 66,14/20 = 3,30 (enough) |
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����������� From the
results of the table recapitulation above, it can be concluded that the average number
of interpretations is 3.30 with a fairly good
criteria assessment. This means that
the work culture applied is running
quite well but not optimal, this
is based on indicators of variables obtained from respondents
based on questionnaires and interview results.
Work culture gives meaning to how
members of the organization have a perception of the values in the organization
that determine how members act and behave. Work culture can be actively encouraging or debilitating depending on the
meaning of values, beliefs and norms (Rahayu, 2017).
����������� From the
results of the study, there are several things that must be improved
regarding the employee's work culture, namely:
1. Study
the weaknesses and strengths of other organizations
2. Flexibility
to face change
for the good
of the organization
3. Observing
and predicting the impact of an event
on the organization
Table 3 Recapitulation of
Performance Measurement
|
No |
Statement |
Interpretation
Number |
Score |
|
1 |
My
work motivation is always increasing in carrying out work assignments |
3,26 |
Enough |
|
2 |
In
carrying out my work I act quickly and appropriately when faced with a crisis |
3,08 |
Enough |
|
3 |
Motivated
in carrying out the work so that it can be done on time. |
3,34 |
Enough |
|
4 |
In
carrying out my work I try to create new service products |
3,48 |
Good |
|
5 |
Strive
to seek opportunities and be proactive in advancing the organization |
3,78 |
Good |
|
6 |
Achievement
of work |
3,50 |
Good |
|
7 |
quite
proud at this point |
3,42 |
Good |
|
8 |
Current
work performance can improve continuously. |
3,50 |
Good |
|
9 |
Current
working conditions can increase work productivity and on time performance |
3,46 |
Good |
|
10 |
The
current workplace situation can explore the potential of existing employees |
3,48 |
Very good |
|
�AVERAGE = 34,30/10 = 3,43 (good) |
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����������� From the results
of the table recapitulation above, it can be concluded that the average
number of interpretations is 3.43 with a good criteria assessment.
This means that employee performance runs quite optimally, this is based
on indicators of variables obtained from respondents
based on questionnaires and interview results.
From the results of the study, there are several things that must be improved
regarding employee
performance, namely:
1. My work motivation
is always increasing in carrying out work assignments
2.
In carrying out my work I act
quickly and appropriately when faced with
a crisis
3. Motivated in carrying out the work
so that it can be done on time.
4. Current work performance can improve continuousl.
CONCLUSION
Based on the results of the research and processing of
research data that the authors have done, it can be concluded that according to
the respondents' perceptions of the integrity of the employees at the Bekasi Regency Financial Management Agency, it has been
running quite well, this can be seen from the score of respondents' answers
with an interpretation number value (WMS) of 3, 33 which is in the fairly good
category. This means that the integrity of the employees of the Bekasi Regency Regional Financial Management Agency has
been running quite well but not optimally. Work culture according to
respondents' perceptions has also been going quite well, this can be seen from
the respondent's answer score with an average score of interpretation (WMS) of
3.30 which is in the fairly good category. This means that the work culture
that has been built at the Office of the Regional Financial Management Agency
of Bekasi Regency has been running quite well but has
not been optimal.
The performance of employees at the Regional Financial
Management Agency of Bekasi Regency has been going
well according to the perceptions of the respondents, it can be seen that the
score of respondents' answers with an average score of interpretation (WMS) is
3.43 which is in the good category. This means that the performance of
employees in carrying out their main functions and duties as a whole has been
running in accordance with the vision, mission and goals of the institution.
There is a simultaneous and partial influence of integrity and work culture on
employee performance at the Bekasi Regency Regional
Financial Management Agency, but when viewed partially, work culture affects
employee performance more than integrity.
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