The Influence of Competence and Work Motivation on Employee Performance with Workload as an Intervening Variable in the Hybrid Work Era at the Secanggang Sub-District Office
DOI:
https://doi.org/10.61994/equivalent.v4i1.1827Keywords:
Competence, Work Motivation, Employee Performance, WorkloadAbstract
This study aimed to examine the effects of competence and work motivation on employee performance, with workload as an intervening variable, at the Secanggang Sub-District Office, Langkat Regency, North Sumatra, Indonesia. The study employed a quantitative associative design and included all 82 employees as respondents through saturated sampling. Data were collected using structured questionnaires and analyzed using Structural Equation Modeling (SEM) based on Partial Least Squares (PLS) with SmartPLS version 3.3.3. The measurement model demonstrated satisfactory validity and reliability, with all indicators meeting the thresholds for convergent and discriminant validity and Composite Reliability values exceeding 0.70. Structural model evaluation revealed that competence (β = 0.989; t = 168.917; p < 0.001) has a positive and significant effect on employee performance, indicating that higher competence—encompassing knowledge, skills, and work abilities—leads to improved performance. In contrast, work motivation does not have a significant direct effect on performance (β = −0.006; t = 0.326; p > 0.05). Additionally, neither competence nor motivation significantly influence workload, and workload was not found to mediate the relationships between competence or motivation and employee performance. These findings suggest that employee performance improvement occurs primarily through direct effects of competence rather than via workload or motivation. The study highlights that workload is largely determined by external factors such as organizational policies, task allocation, and work system design. Managerial implications indicate that enhancing employee performance in hybrid work environments should prioritize the development of employee competence through training, skill enhancement, and continuous professional capacity building. Overall, this study emphasizes competence as the key determinant of employee performance in the public sector, while work motivation and workload have limited influence.
References
Afandi. (2018). Manajemen Sumberdaya Manusia: Teori Konsep dan Indikator. Zanafa Publishing.
Apriyanti, Rachmawati, & Fadilah, (2023). Pengaruh kompetensi dan beban kerja terhadap kinerja karyawan dengan kepuasan kerja sebagai variabel intervening. Jurnal Manajemen dan Bisnis, 10(2), 115–128.
Bakker, & Demerouti, (2017). Job demands–resources theory: Taking stock and looking forward. Journal of Occupational Health Psychology, 22(3), 273–285. https://doi.org/10.1037/ocp0000056
Cheung, (2024). Methods for assessing reliability. Asia Pacific Journal of Management, 41(1), 123–145. https://doi.org/10.1007/s10490-023-09871-y
Fauzi, (2022). Evaluasi model struktural dengan pendekatan PLS-SEM: R-square, Q-square, dan effect size. Jurnal Ilmiah Manajemen, 12(2), 55–67. https://doi.org/10.21009/jim.122.05
Firmansyah, & Nugrohoseno, (2022). Employee competence and performance: The mediating role of workload. Jurnal Ekonomi dan Bisnis, 10(1), 55–66.
Firmansyah, & Nugrohoseno, (2022). Analisis pengaruh kompetensi dan beban kerja terhadap kinerja pegawai pada masa kerja fleksibel. Unesa Journal of Economic and Business Research, 8(1), 45–56.
Ghozali, (2021). Partial Least Squares: Konsep, Metode, dan Aplikasi menggunakan Program SmartPLS 3.0. Semarang: Badan Penerbit Universitas Diponegoro.
Guardian. (2024). Hybrid working makes employees happier and more productive, survey finds. Retrieved from https://www.theguardian.com
Guardian. (2024). Hybrid work model makes employees happier and more productive, survey finds. Retrieved from https://www.theguardian.com
Hair, Hult, Ringle, Sarstedt, Danks, & Ray, (2021). Partial least squares structural equation modeling (PLS-SEM) using R: A workbook.Handoko, (2013). Manajemen (2nd ed.). BPFE.
Hair, Hult, Ringle, & Sarstedt, (2022). A primer on partial least squares structural equation modeling (PLS-SEM) (3rd ed.). Sage Publications.
Hasibuan, (2021). Manajemen sumber daya manusia (Revisi ed.). Jakarta: Bumi Aksara.
Herzberg, (2017). Motivation to work. New York: Routledge.
Kementerian Pendayagunaan Aparatur Negara dan Reformasi Birokrasi. (2024). Peraturan Menteri PAN-RB Nomor 6 Tahun 2024 tentang Pengadaan Pegawai Aparatur Sipil Negara. Jakarta: KemenPAN-RB.
Kiki Farida Farine, (2024), Pengukuran Kinerja SDM. Yogyakarta: Wirokerten
Kisman, K., Sylvia, S., & Idris, M. (2024). Pengaruh kompetensi dan motivasi kerja terhadap kinerja pegawai sektor publik. JMMNI, 6(1), 33–47.
https://e-jurnal.nobel.ac.id/index.php/JMMNI/article/view/4508
Priyanti, Nugroho, & Hartati, (2023). Competence, workload, and job satisfaction on employee performance in manufacturing industry. Jurnal Manajemen dan Bisnis, 12(2), 87–99.
Macpal, S. J., & Biay, A. (2025). The influence of workload on employee performance in public organizations. Indonesian Journal Economic Review, 7(1), 21–35.
https://journal.msti-indonesia.com/index.php/ijer/article/view/509
Mangkunegara. (2020). Manajemen Sumber Daya Manusia Instansi. Edisi XIV. PT. Remaja Rosdakarya.
Masruroh, R., Komarudin, M. N., & Fatimah, E. (2024). Pengaruh kompetensi terhadap kinerja pegawai melalui motivasi kerja sebagai variabel mediasi. JEBMA, 8(2), 145–158.
https://www.jurnal.itscience.org/index.php/jebma/article/view/2814
Mushofa, Hermina, & Huda, (2024). Memahami Populasi dan Sampel: Pilar Utama dalam Penelitian Kuantitatif. Jurnal Syntax Admiration, 5(12), 5937–5948. https://doi.org/10.46799/jsa.v5i12.1992
Ning Wahyuni, & Rindrayani, (2025). Metodologi penelitian asosiatif. Musytari: Jurnal Manajemen, Akuntansi, dan Ekonomi, 14(9), 41–50. https://doi.org/10.8734/musytari.v14i9.10767
Noviyanti, H., Mardjuni, S., & Suriani, S. (2025). Workload and motivation in hybrid working systems. Journal of Business and Management, 9(1), 55–68.
https://journal.unibos.ac.id/jbm/article/view/5179
Putra, D. A., & Hikmah, H. (2025). Pengaruh kompetensi dan motivasi terhadap kinerja pegawai pemerintah daerah. eCo-Buss, 8(1), 12–26.
https://jurnal.kdi.or.id/index.php/eb/article/view/653
Riyantisa, Y., & Survival, S. (2024). The effect of competence and motivation on employee performance. Journal of Management Research and Studies, 5(2), 88–101.
https://jmrs.optima-science.com/index.php/jmrs/article/view/63
Robbins, & Judge, (2022). Organizational Behavior (18th ed.). Pearson Education.
Rosadi, (2024). Manajemen Aparatur Sipil Negara Sesuai Undang-Undang Nomor 20 Tahun 2023. Artikel KPKNL Gorontalo.
Robbins, & Judge, (2019). Organizational behavior (18th ed.). Pearson Education.
Robbin & Judge. (2015). Perilaku Organisasi Edisi 16. Salemba Empat.
Syafi’i. (2024) Pengembangan Kompetensi untuk Meningkatkan Kinerja Organisasi dalam Melayani Publik. Badan Litbang dan Diklat Kementerian Agama.
Sugiarto, A., Kamakaula, Y., Susanty, L., & Periansya. (2024). Metodologi Penelitian. Teori & Praktik. Saba Jaya Press.
Susanto & dkk. (2024). Konsep penelitian kuantitatif: Populasi, sampel, dan Analisis Data (Sebuah tinjauan pustaka). Jurnal Ilmu Multi disiplin, 3(1), 9–20
Sukmawati, & Hermana, (2024). Pengaruh Beban Kerja dan Stres Kerja terhadap Kinerja Karyawan. Jurnal Riset Manajemen dan Bisnis, 4(1), 51–56.DOI: 10.29313/jrmb.v4i1.4019
Veri Siregar, E., & Isa Indrawan, M. (2025). The Influence of Leadership Style and Organizational Culture on Employee Performance with Employee Motivation as a Moderating Variable in BPJS Employment Kisaran Branch and Padang Sidimpuan Branch. International Journal of Economics, Management and Accounting (IJEMA), 2(10), 853–866. https://doi.org/10.47353/ijema.v2i10.252
Downloads
Published
Issue
Section
License
Copyright (c) 2026 Muhammad Hirzi, Muhammad Isa Indrawan, Kiki Farida Ferine (Author)
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.
