PENGARUH KETERLIBATAN KERJA DAN PENGEMBANGAN KARIER TERHADAP KINERJA DENGAN KEPUASAN KERJA SEBAGAI VARIABEL INTERVENING (Pada Badan Kepegawaian Daerah Provinsi Jawa Tengah)

Abstract

Merit system is a policy and ASN Management based on qualifications, competence, and performance fairly and fairly without distinction of political background, race, color, religion, origin, sex, marital status, age, or disability condition. This paradigm goes hand in hand with the change of mindset comfort zone into competitive zone, this is by the mechanism of open bidding and performance base applied to civil servants in Indonesia in accordance with Law Number 5 Year 2014 on State Civil Apparatus. So that the mechanism of career ladder and effectiveness in the implementation of Basic tasks and functions allegedly can be a factor of achievement of individual performance which then will impact on program performance and organizational performance. This study at the staffing agency of Central Java Province aims to analyze the Influence of Job Involvement and Career Development on performance, which is suspected to have a positive relationship and be able to influence performance. However, there are job satisfaction variables that are placed as intervening, whether the job satisfaction variable can affect the relationship of independent variable (Job Involvement and Career Development) to performance, whether influence by strengthening the relationship or even become weak as disturbing. The result of the research shows that the correlation coefficient value of job involvement and career development have positive effect on performance, and the more influential is Job Involvement variable (0,682) and its influence is 46,51% compared to career development variable (0,570) and its influence is 32,49%. Furthermore, the results of the intervening tends to be of little value so that job satisfaction is only as a variable of disturbing. Based on this research to improve employee performance can optimize indicator of variable which relation and strong influence that is on job involvement variable, researcher recommend indicator of job involvement 7 with question "For me, work that I do challenge to give the best", lack of motivation to improve performance So the impression is that the job is normal, this role of leadership is needed for the results of work performance or performance of subordinates. Then the indicator of job involvement 9 with the question "I am willing to spend overtime to take responsibility for the tasks given” has seen from the urgency of a job if soon it must be resolved despite having to spend more time for overtime as loyalty to the leadership and organization.