Artikel Ilmiah : C1H021033 a.n. BAGAS ABINAWANDRA
| NIM | C1H021033 |
|---|---|
| Namamhs | BAGAS ABINAWANDRA |
| Judul Artikel | THE EFFECT OF TRANSFORMATIONAL LEADERSHIP AND TRAINING EVALUATION ON EMPLOYEE PERFORMANCE MEDIATED BY SELF-EFFICACY (CASE STUDY ON LNSW INSTITUTION BY THE MINISTRY OF FINANCE OF THE REPUBLIC INDONESIA) |
| Abstrak (Bhs. Indonesia) | Penelitian ini bertujuan untuk menganalisis dan menjelaskan pengaruh Kepemimpinan Transformasional dan Evaluasi Pelatihan terhadap Kinerja Pegawai, baik secara langsung maupun tidak langsung melalui Efikasi Diri sebagai variabel mediasi pada Lembaga National Single Window (LNSW) Kementerian Keuangan Republik Indonesia. Penelitian dilatarbelakangi oleh tingginya Penilaian Kinerja Pegawai (NPKP) LNSW yang berpredikat "Sangat Baik", namun masih dijumpai hambatan operasional serta belum tersedianya evaluasi pelatihan terstruktur secara formal pasca-pelatihan. Metode penelitian yang digunakan adalah kuantitatif dengan pendekatan survei. Populasi penelitian mencakup 200 pegawai non-eselon II LNSW. Menggunakan teknik purposive sampling, didapatkan sampel sebanyak 121 responden. Pengumpulan data dilakukan melalui kuesioner skala Likert 7 poin dan studi dokumentasi. Analisis data meliputi uji validitas dan reliabilitas, uji asumsi klasik, analisis regresi linier berganda, uji F, uji t, serta analisis jalur (*path analysis*) menggunakan SPSS. Hasil penelitian menunjukkan bahwa: (1) Kepemimpinan Transformasional tidak berpengaruh signifikan terhadap Kinerja Pegawai (t = 5,075; sig = 0,108 > 0,05), sehingga H1 ditolak; (2) Evaluasi Pelatihan berpengaruh positif dan signifikan terhadap Kinerja Pegawai (t = 6,912; sig = 0,001 < 0,05), sehingga H2 diterima; (3) Kepemimpinan Transformasional tidak berpengaruh signifikan terhadap Efikasi Diri (t = 0,686; sig = 0,494 > 0,05), sehingga H3 ditolak; (4) Evaluasi Pelatihan berpengaruh positif dan signifikan terhadap Efikasi Diri (t = 5,464; sig = 0,001 < 0,05), sehingga H4 diterima; dan (5) Efikasi Diri berpengaruh positif dan signifikan terhadap Kinerja Pegawai (t = 6,393; sig = 0,001 < 0,05), sehingga H5 diterima. Efikasi Diri terbukti berperan sebagai variabel mediasi parsial (partial mediation) antara Evaluasi Pelatihan dan Kinerja Pegawai. Implikasi praktis penelitian ini menunjukkan bahwa pada lembaga birokrasi dengan pegawai berpendidikan tinggi seperti LNSW, kinerja pegawai lebih dominan dipengaruhi oleh evaluasi pelatihan yang terstruktur dan penguatan efikasi diri dibandingkan gaya kepemimpinan transformasional semata. LNSW disarankan memformalkan evaluasi pasca- pelatihan serta memfasilitasi pengembangan efikasi diri pegawai. Kata Kunci: Kepemimpinan Transformasional, Evaluasi Pelatihan, Efikasi Diri, Kinerja Pegawai, LNSW |
| Abtrak (Bhs. Inggris) | This study aims to analyze and explain the effect of Transformational Leadership and Training Evaluation on Employee Performance, both directly and indirectly through Self-Efficacy as a mediating variable at the Lembaga National Single Window (LNSW), Ministry of Finance of the Republic of Indonesia. The research was prompted by LNSW's high Employee Performance Rating (NPKP) categorized as "Very Good," contrasted with daily operational challenges and the absence of a formally structured post-training evaluation program. This quantitative research employed a survey methodology. The research population comprised 200 non-echelon II employees within LNSW. Using a purposive sampling technique, a total sample of 121 respondents successfully completed the questionnaire. Data were gathered using a 7-point Likert scale questionnaire and documentation studies. Analytical methods included validity and reliability testing, classical assumption testing, multiple linear regression analysis, F-tests, t-tests, and path analysis processed via SPSS. The results reveal that: (1) Transformational Leadership has no significant effect on Employee Performance (t = 5.075; p = 0.108 > 0.05), rejecting H1; (2) Training Evaluation has a positive and significant effect on Employee Performance (t = 6.912; p = 0.001 < 0.05), supporting H2; (3) Transformational Leadership has no significant effect on Self-Efficacy (t = 0.686; p = 0.494 > 0.05), rejecting H3; (4) Training Evaluation has a positive and significant effect on Self-Efficacy (t = 5.464; p = 0.001 < 0.05), supporting H4; and (5) Self-Efficacy has a positive and significant effect on Employee Performance (t = 6.393; p = 0.001 < 0.05), supporting H5. Self-Efficacy acts as a partial mediator between Training Evaluation and Employee Performance. Practical implications suggest that in a bureaucratic environment like LNSW, where staff members are highly educated, performance is driven more by systematic training evaluation and strong individual self-efficacy than by transformational leadership style alone. LNSW is recommended to formalize structured post-training evaluations and continuously foster employee self-efficacy. Keywords: Transformational Leadership, Training Evaluation, Self-Efficacy, Employee Performance, LNSW |
| Kata kunci | Transformational Leadership, Training Evaluation, Self-Efficacy, Employee Performance, LNSW |
| Pembimbing 1 | Dr. Adi Indrayanto, S.E., M.Sc |
| Pembimbing 2 | |
| Pembimbing 3 | |
| Tahun | 2026 |
| Jumlah Halaman | 78 |
| Tgl. Entri | 2026-08-24 16:09:25.91258 |