Improving Customs Human Resources Performance Based on Work Autonomy and Intrinsic Motivation with Supervisory Support as Moderator
Abstract
Abstract. This study aims to test and analyze the influence of intrinsic motivation on work autonomy and HR performance, as well as to analyze the influence of work autonomy on HR performance. In addition, this study also examines the moderating role of leader involvement in strengthening the influence of work autonomy on HR performance. The type of research used is Explanatory Research, which is research that is intended to explain the causal relationship between the variables studied. Data were collected through the distribution of questionnaires with a semantic differential scale (1–5) to assess respondents' responses. The population of this study was all HR at the Semarang Type A Customs and Excise Supervision and Service Office (KPPBC), totaling 203 people. The sampling technique used the census method, so that the entire population was used as a research sample. Data analysis was carried out using the Structural Equation Modeling-Partial Least Square (SEM-PLS) method. The results of the study indicate that: (1) intrinsic motivation has a positive and significant effect on work autonomy; (2) intrinsic motivation has a positive and significant effect on HR performance; (3) work autonomy has a positive and significant effect on HR performance; (4) supervisory support is able to strengthen the influence of intrinsic motivation on HR performance; and 5) Supervisory support is able to strengthen the influence of work autonomy on HR performance. This finding provides implications for organizations to increase employee intrinsic motivation by creating a work environment that supports work autonomy and strengthening leader involvement in providing support for HR performance development.
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DOI: http://dx.doi.org/10.30659/jrbi.v22i2.45417
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