Abstract
Main mission of regional autonomy is intended to improve the quality of public services and the welfare of the community, creating efficiency and effectiveness of human resource management, as well as empowering and creating a space for people to participate actively in the development process. Therefore, it needs a leader who act can generate commitment, motivation and optimism in carrying out the work, foster an atmosphere of cooperation, and can affect the behavior of subordinates who have an impact on improving the performance of employees. This study aims to identify and assess the relevance of leadership on employee performance mediated by organizational culture, work commitment and work motivation as determinants of employee performance improvement. The sample used in this study was 160 respondents to the analysis unit employees in Food Security Council Keerom Papua Province. Data was collected by questionnaires followed by in-depth interviews. Quantitative Data Analysis using Structural Equation Modeling (SEM) with the help of the program Analysis Moment Structures (AMOS). The results of this study indicate that, good leadership can improve employee performance, when considering the factors that come into play that organizational culture, work commitment and motivation work to DKP in Keerom Papua Province. Furthermore, the results of this study that the strengthening of organizational culture and high employee commitment can lead to increased motivation.
Highlights
Regional Autonomy policy implemented based on the Law of the Republic of Indonesia Number 22 of 1999 and No 32 of 2004 on Regional Government which resulted in a fundamental shift in the role of State positions are centralized to decentralize
Some phenomena in the era of regional autonomy; first: lack of competency of the leader, it cannot be separated from the pattern of the campaign did not consider the competence of leaders to be lifted; second: the leader in running the organization has not been driven by the vision and mission of the organization; third: leaders rely on authority its formal, power used force in moving the employees, leaders do not understand the differences in the characteristics that belongs to the employees; and fourth: the policy over the task that is too often done great potential to give birth to leaders that are based on orders that are not professional career
This study proposed to examine and analyze the influence of leadership on employee performance mediated by organizational culture, work commitment and work motivation
Summary
Regional Autonomy policy implemented based on the Law of the Republic of Indonesia Number 22 of 1999 and No 32 of 2004 on Regional Government which resulted in a fundamental shift in the role of State positions are centralized to decentralize. Observing this that the main mission of regional autonomy for the purpose of increasing the quality of public services and social welfare, create efficiency and effectiveness of human resource management, as well as empowering and creating a space for people to participate actively in the development process. The vulnerability of food security conditions lately, have slowed the development process in the region in particular and in general national
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