THE ROLE OF PERFORMANCE ASSESSMENT TRANSPARENCY IN MEDIATING THE INFLUENCE OF SEKSAMA APPLICATION IMPLEMENTATION, ASN COMPETENCE, AND ORGANIZATIONAL SUPPORT ON IMPROVING THE PERFORMANCE OF PEKALONGAN CITY GOVERNMENT EMPLOYEES
Keywords:
Transparency of Performance Assessment, Implementation of Information Technology, Competence of State Civil Apparatus, Organizational Support, Employee Performance
Abstract
This study aims to analyze the effect of the implementation of the SEKSAMA application, ASN competence, and organizational support on improving the performance of Pekalongan City Government employees, with transparency of performance assessment as a mediating variable. The SEKSAMA application was developed to replace the manual system of recording sub-activity performance achievements and integrated with e-TPP as the basis for calculating ASN TPP. The approach used is quantitative through a survey of 80 ASN planning and evaluation managers in OPD and sub-units, with a Likert scale questionnaire instrument. Data analysis was carried out using the Structural Equation Modeling (SEM) method based on SmartPLS 4.0. The results of the study showed that ASN competence and organizational support had a significant positive effect on improving performance. The implementation of the SEKSAMA application did not have a direct effect on performance, but had an indirect effect through transparency of performance assessment. This finding confirms that transparency is an important mediator in connecting digital technology with improved performance. The implication is that a digital system such as SEKSAMA needs to be supported by training, openness of information, and organizational support in order to be able to drive optimal ASN performance.References
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Campbell, J. P. (1993). Modeling Job Performance in a Population of Jobs. Personnel Psychology.
Davis, F. D. (1989). Perceived Usefulness, Perceived Ease of Use, and User Acceptance of Information Technology. MIS Quarterly, 13(3), 319–340. https://doi.org/10.2307/249008
Dwiyanto, A. (2006). Public Bureaucratic Reform in Indonesia. Gadjah Mada University Press.
Eisenberger, R. (1986). Perceived Organizational Support. Journal of Applied Psychology, 71(3), 500–507. https://doi.org/10.1037/0021-9010.71.3.500
Fitriani, R. (2023). Competence and Performance of Civil Servants of the Bandung Regency Population and Civil Registry Service. Journal of Administrative Sciences, 7(1), 10–20.
Ghoni, M. (2022). Organizational Support and Commitment to Employee Performance. HST Journal. https://oaj.jurnalhst.com
Ghozali, I. (2021). Structural Equation Modeling (SEM) with SmartPLS.
Government of Pekalongan City. (2024). Regulation of the Mayor of Pekalongan Number 48 of 2024 concerning Guidelines for the Preparation of Performance Planning and Performance Evaluation of Regional Government Agencies.
Government of Pekalongan City. (2025). Decree of the Mayor of Pekalongan Number 900.1.3/0416 of 2025 concerning the Determination of Regional Government Performance for 2025.
Hastanti, A. (2022). The effect of perceived organizational support on employee performance through work engagement as an intervening variable. Scientific Journal of Batanghari Jambi University, 22(3), 1024–1031.
Indrawati, N. (2016). The Influence of Competency on Employee Performance in the Land Office of Kendari City. Public Administration Journal, 3(5), 155–162.
Ismi, J. (2019). The Influence of Competence on the Performance of Employees of the Ministry of Religion of Riau Province. Journal of Public Administration and Policy, 6(2), 22–35.
Jogiyanto, H. M. (2007). Behavioral Information System. Andi.
Latan, H., & Ghozali, I. (2015). Partial Least Squares: Concepts, Techniques, and Applications using the SmartPLS 3.0 program. Diponegoro University Publishing Agency.
Mangkunegara, A. P. (2011). Corporate Human Resource Management. Rosdakarya Youth.
Ministry of Home Affairs of the Republic of Indonesia. (2017). Regulation of the Minister of Home Affairs Number 86 of 2017 concerning Procedures for Regional Development Planning, Control, and Evaluation, Procedures for Evaluating Draft Regional Regulations on Regional Long-Term Development Plans and Regional Medium-Term Development Plans, as well as Procedures for Amending the Long-Term Development Plans, Medium-Term Development Plans, and Regional Government Work Plans.
Nugroho, R. (2023). The Effect of Electronic System Implementation on ASN Work Performance. Journal of Government Information Systems.
Nurhayati, S. (2019). Implementation of e-Performance in an Effort to Improve Employee Performance. Journal of Administrative Reform, 6(1), 45–53.
Putri, N. (2014). Transparency of performance assessment as a form of ASN accountability in the implementation of e-Performance. Citra Journal, Faculty of Economics, 2(1), 25–33.
Ramadhian, A. and S., T. (2022). The Effect of Organizational Support and Self-Efficacy on Performance. Jurnal Universitas Batanghari Jambi. https://ji.unbari.ac.id
Rivai, V., & Sagala, E. J. (2009). Human Resource Management for Companies. Rajawali Pers.
Sanusi, A. (2011). Advanced Macroeconomics. Raja Grafindo Persada.
Sedarmayanti. (2017). Human Resource Management. Refika Aditama.
Sipayung, P. C. E. (2024). The Effectiveness of e-Performance Application on Civil Servant Work Discipline. MAKSI Journal. https://malaqbipublisher.com
Spencer, L. M., S., S. M. (1993). Competence at Work: Models for Superior Performance. John Wiley & Sons.
Sugiyono. (2019). Quantitative, Qualitative, and R&D Research Methods (26th Ed.).
Susanti & Aesah. (2022). The Influence of Information Technology on the Performance of Padang City Trade Service Employees. Journal of Economics and Digital Business, 5(2), 45–56.
Umar. (2008). Research Methods for Business Thesis and Dissertation (Revised Edition).
UNDP. (1997). Governance for Sustainable Human Development. United Nations Development Programme.
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