Volume 6, Issue 7, July – 2021 International Journal of Innovative Science and Research Technology

ISSN No:-2456-2165

Analysis of Factors Affecting the Performance of

State Civil Servants (ASN) at the Makassar City
Investment and One-Stop Integrated Service Office
Burhan Manda
Associate Expert Widyaiswara
(Center for Human Resources Development of the Ministry of Home Affairs, Makassar Region)

Abstract:- This study aims to analyze and explain the provide wider access to the community to obtain excellent
influence of organizational commitment, leadership style service; and c. improve the ease of doing business and
and knowledge sharing on the performance of state civil regional competitiveness.
servants (ASN) at the Makassar City Investment and
One-Stop Integrated Service Office. The research method The target of implementing Regional PTSP is the
used by the author is a survey method. This research is realization of PTSP that is fast, easy, transparent, definite,
primary data using a questionnaire. This research is a simple, affordable, professional, with integrity, and
quantitative research, with a research design of increasing the rights of the community to obtain Licensing
hypothesis testing study to test the effect between and Non-licensing services. The Makassar City Investment
variables. The results showed that: organizational and One Stop Integrated Service Office is one of the local
commitment and leadership style had a positive and government tools in the city of Makassar which implements
significant effect on the performance of state civil a one-stop service system. Makassar City DPMPTP as an
servants (ASN). agency specifically tasked with providing services regarding
licensing that directly touches the community, basically can
Keywords:- Organizational Commitment, Leadership Style, be said as a new breakthrough or innovation in local
Knowledge Sharing and Performance. government management which is expected to be able to
provide quality public services in accordance with the
I. INTRODUCTION demands and expectations of the community.

Performance is a description of the level of The establishment of the Makassar City DPMPTSP is a
achievement of the implementation of an activity in an tangible manifestation of the city's commitment to providing
organization. Performance is one of the factors that influence better services and providing integrated services to make it
how much they affect the progress of the organization. The easier for the community and the business world to obtain
higher or better the employee's performance, the easier it is permits. One form of public service to the community is
for the organization's goals to be achieved, and vice versa if excellent service in the field of licensing, what is meant by
the employee's performance is low or not good then the excellent licensing services is a one-stop integrated service
activities that have been planned cannot run well and the that can reflect a form of service that meets the principles of
organization is difficult to achieve the goals that have been service that is clear, simple, definite, safe, effective, efficient,
set. transparent. , accountable, participatory, economical, fair,
and equitable.
Furthermore, public services are all forms of services,
both in the form of public goods and public services, which Based on information obtained through online media
in principle are the responsibility and are carried out by (Makassar City news). The Makassar City Ombudsman
central and regional government agencies in the context of received complaints related to public services throughout
efforts to meet the needs of the community as well as in the 2019. Among them were those related to the issuance of
context of implementing the provisions of laws and building permits. Complaints related to the management of
regulations. One of the government's efforts to improve IMB (building permits) in the city of Makassar, namely
services is the issuance of Minister of Home Affairs indications of a protracted delay and carried out by certain
Regulation Number 138 of 2017 concerning the officials to issue the IMB.
Implementation of One Stop Integrated Services (PTSP). The
Minister of Home Affairs Regulation essentially requires In addition, based on the results of initial observations
local governments to carry out activities, among others: This made at the Makassar City Investment and One-Stop
Ministerial Regulation is intended as a guideline in the Integrated Service Office, especially public services in the
implementation of Regional PTSP. The implementation of licensing sector, it is still felt that it is not in accordance with
Regional PTSP aims to: a. improving the quality of PTSP, what the community expects. Service users must wait up to 1
realizing legal protection and certainty for the community; b. month more until the issuance of the IMB permit. In

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Volume 6, Issue 7, July – 2021 International Journal of Innovative Science and Research Technology
ISSN No:-2456-2165
accordance with Makassar Mayor Regulation Number 27 of carry out their leadership functions with all the skills and his
2017 concerning the Implementation of One-Pitu Integrated attitude. Leadership style is the way a leader
Licensing Services for Makassar City, it is stated in article 2 behaves,communicate, and interact with others in influencing
that the one-stop integrated service aims to: 1) shorten the people to do something. These styles can vary on the basis of
service process, 2) realize a fast, easy, cheap, transparent, motivation,power or orientation towards a particular task or
sure service process. , and affordable, 3) closer and provide person.Leadership style basically contains the meaning of:an
wider services to the community. Until now it has not been embodiment of the behavior of a leader that concerns ability
carried out optimally by the agency, such as the existing to lead. This embodiment usually formsa certain pattern or
services at the Office of the Investment Service and the shape.
Makassar City One Stop integrated service provided to the
community which has not been satisfactory. There are still Leadership style is the way a person uses leader to
things that need to be addressed so that people can get more influence the behavior of his subordinates where This
satisfaction. This can still be seen with the problems that leadership aims to guide and motivate employees so that it is
occur. Referring to this phenomenon, the researcher is expected to produce higher productivity high. The leadership
interested in studying the factors that affect the performance style of a leader will very influential on the performance of
of the civil servants at the Makassar City Investment and employees or subordinates. Leader must be able to choose a
One Stop Integrated Service Office. leadership style according to the situation Yes, if the
leadership style applied is correct and appropriate then will
II. LITERATURE REVIEW be able to direct the achievement of organizational goals
andindividual. Conversely, if the chosen leadership style is
Organizational Commitment wrongand not in accordance with the existing situation, it
Organizational commitment is the degree to which a will beThis makes it difficult to achieve organizational goals.
person favors the organization and its goals, as well as the
desire to maintain membership in the organization (Lubis, Knowledge Sharing.
2010). Organizational commitment is seen as a value where According to Marquadt (2002: 240) there are several
individuals will think about their work and organization, processes in knowledge management, namely knowledge
giving all efforts to achieve organizational goals (Harmen acquisition (inputting knowledge), knowledge creation
and Amanah, 2013). While Muslih (2011: 70) suggests that (knowledge creation), knowledge storage and renewal
organizational commitment is the agreement of all parties (saving and retrieving knowledge), knowledge
within an organization regarding guidelines and transfer/sharing (spreading knowledge), and knowledge.
implementation related to achieving organizational goals. As utilization (use of knowledge). According to Lumbantobing
a mutual agreement, when someone's needs in the (2011: 38) of all these processes, knowledge sharing is the
organization have not been met, it will reduce their loyalty to core of the success of the implementation of knowledge
the company and result in reduced employee responsibilities management, because without the practice of sharing
in carrying out their work. (sharing) the learning process and the addition of knowledge
will be hampered, and the scale of knowledge utilization is
Understanding Organizational Commitment According very limited because the existing knowledge is only will be
to Robert and Kinicki (in Robert Kreitner, 2011) that used by certain people and in a limited unit. So it is hoped
organizational commitment is a reflection where an that when useful knowledge spreads across all lines of
employee recognizes the organization and is bound to its employees, it can improve the performance of these
goals. This is an important work attitude because people who employees.
have commitment are expected to show their availability to
work. work harder to achieve organizational goals and have a Knowledge Sharing (KS) is defined as an exchange of
greater desire to stay in a company. Mowday (in Sopiah, knowledge between two individuals; one person
2008) calls work commitment as another term for communicates knowledge, while another person assimilates
organizational commitment. In addition, organizational that knowledge (Jacobson, 2006). The main focus of
commitment is an important behavioral dimension that can knowledge sharing from each individual is being able to
be used to assess employee tendencies, identify and involve explain, encode and communicate knowledge to other
someone who is relatively strong in the organization, and people, groups, and especially to organizations. Knowledge
knows the wishes of organizational members to maintain sharing can occur among individuals, within and between
membership in the organization and are willing to strive for teams, between organizational units, and between
the achievement of organizational goals and are able to organizations (Glassop, 2002).
accept norms. -the norms that exist within the company.
Performance
Leadership Style The success of an organization is largely determined by
Etymologically, leadership comes from the root word the performance of managers and the performance of the
"lead" (lead). means to guide or guide.1 Leadership itself is a employees in it. Because of the performance of employees
science and an art influencing people or groups to act as can measure to what extent the results of the work that has
expected in order to achieve goals effectively and efficiently. been completed while working. According to Wirawan
Leadership style (Leadership Style), namely a leader who (2012) defines that performance is the output produced by

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Volume 6, Issue 7, July – 2021 International Journal of Innovative Science and Research Technology
ISSN No:-2456-2165
the functions or indicators of a job or a profession within a the possibility of a proud result is actually false, so that
certain time. Meanwhile, according to Rivai (2004) says that success is a coincidence that is not based on strong
performance is a function of motivation and ability. To conditions..
complete a task or job, a person should have a certain degree
of willingness and level of ability. A person's willingness and III. METHODOLOGY
skills are not effective enough to do something without a
clear understanding of what to do and how to do it. This study aims to analyze and explain the influence of
Performance is a real behavior that is displayed by everyone organizational commitment, leadership style and knowledge
as work performance produced by employees in accordance sharing on the performance of state civil servants (ASN) at
with their role in the company. Sutrisno (2014) says that the Makassar City Investment and One-Stop Integrated
performance as a result of employee work is seen from the Service Office. The research method used by the author is a
aspect of quality, quantity, working time, and cooperation to survey method. This research is primary data using a
achieve the goals set by the organization. questionnaire. This research is a quantitative research, with a
research design of hypothesis testing study to test the effect
Thus, it can be interpreted that optimal and stable between variables. The number of samples in this study were
performance is not a coincidence. Of course, it has gone 38 respondents. The variables in this study are competence,
through stages with good performance management, and organizational commitment, leadership style, knowledge
maximum effort to achieve it. Without good management, sharing and performance.

Figure 1 Conceptual Framework

IV. RESULT Information :

Y = Performance
Description of Research Results X1 = Organizational Commitment
X2 = leadership style
Multiple Linear Regression Analysis Test X3 = knowledge sharing
The method of data analysis in this study is multiple a = Constant
linear regression analysis (Multiple Regression Analysis). b1-b3 = Regression coefficients X1, X2, and X3 e= Error
The research data was processed using the Statistical
Package for Social Science (SPSS) program. In the analysis By using the tool of the SPSS Version 25 data analysis
of research data using multiple linear regression, testing the program, the regression coefficient value for each variable
validity and reliability of the data, descriptive statistics, which includes transparency, HR competence and
classical assumption testing, and hypothesis testing (F test community participation is obtained which is included in the
and t test). The equation of the multiple linear regression following model:
model used in testing the hypothesis in this study is as
follows: Y = 3.201 + 0,538X1 + 0,381X2 + 0,353X3
Y = a + b1X1 + b2X2+ b3X3+ e
The multiple linear regression equation above can be
interpreted as follows:

Table 1 Results of regression calculations

Coefficientsa
Unstandardized Standardized
Collinearity Statistics
Model Coefficients Coefficients t Sig.
B Std. Error Beta Tolerance VIF
1 (Constant) 3.201 2.958 1.082 .284
Organizational Commitment .638 .122 .471 4.424 .000 .831 1.304
leadership style .481 .089 .501 4.253 .030 .658 1.620
knowledge sharing .453 .116 .373 3.042 .004 .727 1.476
a. Dependent Variable: Performance
Source: Primary data processed, 2021

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Volume 6, Issue 7, July – 2021 International Journal of Innovative Science and Research Technology
ISSN No:-2456-2165
1. The multiple linear regression formula above obtained a (X2) of 0.501 or 50.1%.
constant value of 3,201.
2. The Organizational Commitment regression coefficient This study also found the magnitude of the influence of
(X1) is 0.638 which means that there is a positive and the independent variables on the dependent variable which
significant effect of Organizational Commitment on the can be seen from the value of the coefficient of
Performance employee at the Makassar City Investment determination (Adjusted R square) and can be seen in the
and One-Stop Integrated Service Office of 0.638 so that if following table:
the Organizational Commitment score increases by 1
point it will be followed by an increase in Performance Model R R Square Adjusted R Square
employee score by 0.638 points. 1 .813a .661 .644
3. The leadership style regression coefficient (X2) is 0.453 a. Predictors: (Constant), X3, X1, X2
which means that there is a positive and significant effect b. Dependent Variable: Y
of leadership style on the Performance employee at the Source: Primary data processed, 2021
Makassar City Investment and One-Stop Integrated
Service Office of 0.453 so that if the leadership style The value of the coefficient of determination (Adjusted
score increases by 1 point it will be followed by an R square) is 0.644 which means that the independent /
increase in Performance employee score by 0.453 points. independent variable (X) which includes Organizational
4. The knowledge sharing regression coefficient (X3) is Commitment, Leadership Style,and knowledge sharing
0.481 which means that there is a positive and significant contributes to the variation in the Performance employee at
effect of knowledge sharing on the Performance the Makassar City Investment and One-Stop Integrated
employee at the Makassar City Investment and One-Stop Service Office by 64.4%, while the remaining 35, 6% is
Integrated Service Office of 0.481so that if the knowledge influenced by other variables not included in this study.
sharing score increases by 1 point it will be followed by
an increase in Performance employee score by V. DISCUSSION
0.481points.
The Effect of Organizational Commitment on the
Partial Testing (t-test) Performance employee
To test the variable partially or individually the Through hypothesis testing, it is shown that the tcount
independent variable (X) on the dependent variable (Y) can of 4.424 is greater than the t table of 1.690 and a significance
be used t test. This can be seen in the results of the analysis of 0.00 > 0.05, which means that the organizational
of SPSS version 25 data processing which are contained in commitment variable has a positive and significant effect on
the following table 1: employee performance at the Makassar City Investment and
One-Stop Integrated. Service Office, thus the hypothesis is
From the description of the t test using the SPSS accepted. This means that improving commitment will
version 25 data analysis program, it is known that the four improve employee performance.
independent / independent variables (X) have a positive and
significant effect on the Performance employee at the Luthan in Wibowo (2016) revealed that in several
Makassar City Investment and One-Stop Integrated Service research studies on organizational commitment it was found
Office with the following summary: that there was a positive relationship between organizational
1. Organizational Commitment variable (X1) with tcount commitment and expected results such as high performance,
4,424> t table 1,690 and significance 0,0 > 0,05. low employee turnover and low absenteeism. This is in line
2. leadership style (X2) with tcount 4.253> t table 1,690 with the data analysis of research results and hypothesis
and significance 0,03 > 0,05 testing, that the organizational commitment variable (X1) has
3. knowledge sharing variable (X3) with tcount 3.042> t a positive and significant influence on the employee
table 1.671 and significance 0,00 > 0,05 performance variable (Y). Data analysis illustrates that
employees of the Makassar City Investment Office and PTSP
Dominant Testing (Beta Test) have a high sense of concern for the fate of the organization
Beta test is to test the independent / independent and this is realized by giving maximum contribution to the
variables (X) which has the most dominant influence on the organization through the resulting work performance.
dependent / independent variable (Y) by showing the
variable that has the highest standardized beta coefficient. The Effect of Leadership Style on the Performance
Based on the results of data processing using SPSS 25, it can employee
be seen in the following table 2 above. Through hypothesis testing, it is shown that the tcount
of 4.253 is greater than the t-table of 1.690 and a significance
Based on the results of the standardized beta value, it is of 0.03 > 0.05, which means that the leadership style variable
known that among the variables of Organizational has a positive and significant influence on employee
Commitment, Leadership Style,and knowledge sharing, the performance at the Makassar City Investment and One-Stop
one that has the greatest influence on the Performance Integrated. Service Office, thus the hypothesis is accepted.
employee at the Makassar City Investment and One-Stop This means that improving leadership style will improve
Integrated Service Office is the Leadership Style variable employee performance.

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Volume 6, Issue 7, July – 2021 International Journal of Innovative Science and Research Technology
ISSN No:-2456-2165
The opinion of Robbin (2012) states that "leadership is of Makassar City Investment Service and PTSP
what leader does it's process of leading a group and employees.
influencing that group to achieve it's goals". leadership is 3. Knowledge sharing has a significant effect on employee
what leadership does, it is the process of leading a group and performance. This effect indicates that the higher the
influencing it to achieve goals‖. A leader is required to be knowledge sharing, then this will have an impact on the
able to have skills in reading and understanding the higher the performance of the employees of the Makassar
conditions of employees in the organization he leads, so that City Investment Office and PTSP. Knowledge sharing
decisions about the right leadership style to be applied in the indicators, both giving and receiving knowledge, have a
organizational environment can be accepted by all members high mean value.
of the organization and this will have a very positive impact
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