Analisis Pengaruh Kompetensi dan Dukungan Atasan terhadap Komitmen Pegawai Negeri Sipil (PNS) di Inspektorat Kabupaten Siak

Mardiah Mardiah; Elvi lastriani; Hermansyah  Hermansyah

doi:10.55606/makreju.v4i3.4466

Authors

Mardiah Mardiah STIE Dharma Putra Pekanbaru
Elvi lastriani STIE Dharma Putra Pekanbaru
Hermansyah Hermansyah STIE Dharma Putra Pekanbaru

DOI:

https://doi.org/10.55606/makreju.v4i3.4466

Keywords:

Accountability, Competence, Employee Commitment, Good Governance, Supervisor Support

Abstract

Transparency in internal oversight institutions plays an important role in ensuring that regional government agencies carry out their duties and functions in accordance with the principles of good governance. As Government Internal Supervisory Apparatus (APIP), Civil Servants (PNS) at the Siak Regency Inspectorate are required to possess adequate technical competence, integrity, and professionalism. However, employee commitment continues to face several challenges, including low dedication, limited utilization of information technology, and suboptimal support from superiors. This study aims to analyze the effects of competence and superior support on the commitment of Civil Servants at the Siak Regency Inspectorate. The study employed a census method involving all 70 Civil Servants as respondents. Data analysis was conducted using IBM SPSS version 29. The results of the partial test (t-test) showed that competence had a positive and significant effect on employee commitment, with a t-value of 3.105 > 1.997, a significance level of 0.003 < 0.05, and a regression coefficient of 0.379. Superior support also had a positive and significant effect, with a t-value of 9.640 > 1.997, a significance level of 0.000 < 0.05, and a regression coefficient of 0.598. Simultaneously, competence and superior support had a significant effect on Civil Servant commitment, with an F-value of 86.408 > 3.14 and a significance level of 0.000 < 0.05. The Adjusted R Square value of 0.715 indicates that 71.5% of the variation in Civil Servant commitment can be explained by the two variables, while the remaining 28.5% is influenced by other factors.

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