Pengaruh Gaya Kepemimpinan, Kualitas SDM, dan Fasilitas Kantor terhadap Kinerja Aparatur Sipil Negara dengan Pembayaran Insentif sebagai Variabel Intervening pada Balai Karantina Hewan, Ikan, dan Tumbuhan Nusa Tenggara Timur

KRISTRIAJI, Eron (2025) Pengaruh Gaya Kepemimpinan, Kualitas SDM, dan Fasilitas Kantor terhadap Kinerja Aparatur Sipil Negara dengan Pembayaran Insentif sebagai Variabel Intervening pada Balai Karantina Hewan, Ikan, dan Tumbuhan Nusa Tenggara Timur. Masters thesis, Universitas Katolik Widya Mandira Kupang.

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Abstract

The research aims to examine respondents’ perceptions regarding Civil Servant Performance, Incentive Payment, Leadership Style, Human Resource Quality, and Office Facilities, as well as to test the influence of Leadership Style, Human Resource Quality, and Office Facilities on Civil Servant Performance with Incentive Payment as an intervening variable. The population of this study consisted of 141 civil servants at the East Nusa Tenggara Quarantine Office, with a sample of 60 respondents determined using Slovin’s formula (10% margin of error) and random sampling technique. Descriptive and inferential analyses were employed to describe respondent characteristics and to test the relationships among variables. The descriptive results indicate that Civil Servant Performance, Incentive Payment, Leadership Style, Human Resource Quality, and Office Facilities are generally perceived as good. Inferential testing reveals that Leadership Style, Human Resource Quality, and Office Facilities significantly influence Incentive Payment. Incentive Payment, in turn, significantly affects Civil Servant Performance and mediates the relationship between Leadership Style, Human Resource Quality, and Office Facilities with Civil Servant Performance. The contribution of Leadership Style, Human Resource Quality, and Office Facilities to Incentive Payment is 57.5%, while the remaining 42.5% is explained by other variables outside the research model. Meanwhile, the combined contribution of Leadership Style, Human Resource Quality, Office Facilities, and Incentive Payment to Civil Servant Performance is 76.2%, with the remaining 23.8% influenced by other factors beyond the model. This study recommends that the East Nusa Tenggara Quarantine Office maintain and enhance Incentive Payment and Civil Servant Performance by paying close attention to Leadership Style, Human Resource Quality, and Office Facilities. Future researchers are encouraged to expand the model by incorporating additional variables to further advance organizational development.

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