Abstract
The purpose of this study was to analyze the factors that influence the work performance of employees in the Percut Sei Tuan sub-district. The sample in this study was 123 employees, using Structure Equation Modeling (SEM) as a data analysis technique. This study concludes that motivation, self-efficacy, and professionalism have a significant effect on leadership style, while competence does not significantly affect leadership style. Leadership style and motivation do not significantly affect work performance, while self-efficacy, professionalism and competence significantly affect work performance. This study provides information that in order to improve employees' work performance, strong leadership is needed and can provide motivation that increases confidence in the ability of employees and also increases professionalism in carrying out duties and responsibilities as a civil servant. Competence is a necessity that must be owned by all employees (civil servants) who are given responsibility by the leadership.
Highlights
Job performance is the result of an employee's work during a certain period compared to various possibilities, for example standards, targets or criteria that have been determined in advance and are mutually agreed upon
The previous explanation has stated that motivation, self-ef icacy, professionalism have a signi icant effect on leadership style, while competence does not signi icantly affect leadership style
It is known that only self-ef icacy, professionalism and competence have a signi icant effect on work performance, while leadership style and motivation do not signi icantly affect work performance
Summary
Job performance is the result of an employee's work during a certain period compared to various possibilities, for example standards, targets or criteria that have been determined in advance and are mutually agreed upon. Work performance is the result of work in quality and quantity achieved by an employee in carrying out his duties in accordance with the responsibilities assigned to him (Mangkunegara, 2006). Many public complaints about the services provided by the State Civil Apparatus (ASN) on duty in the sub-districts and village of ices are a measure of work performance. Service problems are the tip of the iceberg of the many service problems provided by ASN to the community. This must be resolved one by one. Resolving the aforementioned problems will improve the work performance of ASN itself which in turn will provide a better perception for the community
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