Pengaruh Beban Kerja Dan Motivasi Kerja Terhadap Kinerja Pegawai Badan Pengelola Keuangan Dan Aset Daerah Kabupaten Rokan Hilir

Rizman, Rizman (2022) Pengaruh Beban Kerja Dan Motivasi Kerja Terhadap Kinerja Pegawai Badan Pengelola Keuangan Dan Aset Daerah Kabupaten Rokan Hilir. Other thesis, Universitas Islam Riau.

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Abstract

The Regional Financial and Asset Management Agency of Rokan Hilir Regency has the task of supporting the government which is the regional authority in the field of regional financial and asset management. The Head of BPKAD of Rokan Hilir Regency in carrying out his duties is responsible to the Regent through the Regional Secretary and is assisted by one agency secretary and four heads of divisions, namely (1) Head of Budget, (2) Head of Treasury, (3) Head of Accounting and (4) Head of Regional Asset Management Sector. In order to realize the above agency goals, each sector carries out activities within a year which are carried out by the head of the sub-section and the sub-sector is assisted by the staff. Therefore, each of these tasks must be able to be carried out as well as possible by every employee in this case ASN in carrying out their roles and functions professionally. This is certainly related to the performance of ASN. The main purpose of this study was to determine and analyze the effect of workload and work motivation on employee performance of the Regional Financial and Asset Management Agency of Rokan Hilir Regency. The type of research used in this study is quantitative using an associative explanatory approach. The number of research respondents was 73 people with the Head of BPKAD as the key informant. Data collection techniques using questionnaires and interviews and analysis using SPSS 22. The effect of workload and work motivation on employee performance shows that workload and work motivation together have a significant effect on the performance of BPKAD employees in Rokan Hilir Regency. This is based on the results of statistical calculations which show a small probability value of 0.05. Therefore, H1 is rejected and H2 is accepted based on the results of the adjusted R Square value stating that the dependent variable of employee performance is explained by the independent variables of workload and work motivation and the rest is explained by other variables outside of the variables used.

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