The Influence of Competence and Job Placement on Job Satisfaction of Bank Indonesia Representative Employees Papua Province

Abstract

This study aims to test the influence of employee competence (X₁) and employee placement (X₂) on employee satisfaction at the Bank Indonesia representative office in Papua Province. The sample consisted of 100 employees selected purposively, and data were collected through a questionnaire containing competency indicators including (1) beliefs and values, (2) skills, (3) experience, (4) personality aspects, (5) motivation, (6) emotional issues, (7) intellectual abilities, and (8) organizational culture; as well as placement indicators referring to the principles of workforce placement in the Manpower Law (Umbara, C 2019:16), namely the principles of openness, freedom, objectivity, and fairness. Validity and reliability tests showed that all items met psychometric standards (Cronbach's α > 0.70). The classical assumption test indicated no multicollinearity (VIF ≈ 1) and no heteroscedasticity (the Glejser test was not significant for competency). Multiple regression analysis produced a significant model (F = 8.533, p < 0.001) with a coefficient of determination R² ≈ 0.15, meaning that approximately 15% of the variance in employee satisfaction can be explained by competency and placement variables. The regression coefficients indicate that competency has a positive and significant effect (B = 0.182, t = 2.050, p = 0.043; β = 0.192), while placement has a stronger positive effect (B = 0.482, t = 3.580, p = 0.001; β = 0.335). Thus, both increasing individual competency—through strengthening values, skills, experience, personality, motivation, emotional stability, intellectual abilities, and organizational cultural fit—and implementing open, free, objective, and fair placement principles simultaneously increase employee job satisfaction, where placement is proven to be the dominant factor.