Abstract

This study aims to empirically test the effect of competence on employee performance with the work environment as a moderating variable at the Social Service of Lubuklinggau City. This study was conducted at the Social Service of Lubuklinggau City with the problems in this study are competence: there are still employees who do not have the skills to use computers in the program and data subsection, there is still a lack of knowledge in the field of technology and understanding of the main tasks and functions for employees in completing their tasks, there is still a lack of expertise in the multidisciplinary approach of employees in carrying out their duties. Work environment: the unavailability of supporting facilities and infrastructure in the use of alternating work facilities such as the use of laptops and printers in the STP/finance section, the lack of facilities in the office such as computers, printers and inadequate lighting in the secretary's workroom, the layout of the workspace is not neat in the general employee room, the low spirit of teamwork in carrying out tasks, especially in the field of social rehabilitation. Employee performance: the results of employee work are not yet optimal in utilizing opportunities for achieving work achievements, the competence of each employee in completing their work is not optimal, the results of the work are not in accordance with what is desired and are not completed within the specified time. The population in this study were all employees of the Social Service of Lubuklinggau City. The sample in this study amounted to 31 respondents. This study is a quantitative study with linear regression and moderated regression analysis (MRA) methods with linear regression and moderated regression analysis (MRA) using SPSS version 27. Partially, the competency variable has a significant influence on employee performance at the Social Service of Lubuklinggau City. From the test, it shows that the first hypothesis, namely competency on employee performance, the results of the t-test calculation, the t-count value is 2.350, while the t-table value with a significant level = 0.000 < (a) 0.05, df (n-2) 31-2 = 29 is t table 2.045. The second hypothesis is that the work environment moderates the influence of competence on employee performance at the Lubuklinggau City Social Service. Showing that after the moderating variable (work environment) the R Square value was obtained of 0.467 or 46.7%, this shows the results of the R Square value before moderation of 0.160 or 16%, but after being moderated by the work environment variable it increased to 0.467 or 46.7%. With an increase of 30.7% so that the work environment moderation variable strengthens the influence of the competence variable on employee performance at the Lubuklinggau City Social Service after adjusting the remaining value of 100% - 46.7% = 53.3% influenced by other variables not examined in this study such as organizational commitment variables, organizational culture and others.


 


Keywords: Competence; Work Environment; Employee Performance.