The Role of Soft Skills and Self-Motivation on Human Resource Performance Through Commitment as a Mediating Variable in the Cilangkap Operational Team, Bank Indonesia's Money Distribution Division

Gigin Ginanjar, Asyhari Asyhari

Abstract


Human resource performance is essential for the development of a business, this performance can be used as a benchmark for the success of an agency or company. Employees of the Cilangkap Operational Team, Bank Indonesia's Money Distribution Division, need to work well in supporting the maintenance of monetary stability, financial system stability, and smooth payment systems. To achieve these goals, Bank Indonesia requires high-performance human resources. Several factors that can influence performance include soft skills, self-motivation, and commitment. This research is an explanatory research with a quantitative approach. The research population is all employees of the Cilangkap Operational Team, Bank Indonesia's Money Distribution Division, totaling 160 people. The sample was taken using the census method, resulting in a sample size of 160 employees. The data collection technique used a questionnaire. In this study, data analysis used the SEM-PLS method with SmartPLS (Partial Least Square) software. The results of the study indicate that soft skills have a positive and significant effect on employee commitment, self-motivation has a positive and significant effect on employee commitment, soft skills have a positive and significant effect on HR performance, self-motivation has a positive and significant effect on HR performance, employee commitment has a positive and significant effect on HR performance, commitment is able to mediate the positive and significant effect of soft skills on HR performance, commitment is able to mediate the positive and significant effect of self-motivation on HR performance. This study concludes that commitment plays an important role in linking soft skills and self-motivation with HR performance. Without commitment, soft skills and self-motivation may not be optimally manifested in performance. The managerial implications of this study underscore the importance of strategies to build employee commitment by building a positive organizational culture, providing career development opportunities, and ensuring effective communication, providing training and development of soft skills for employees, providing appropriate challenges to improve HR performance.

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