The Influence Of Communication Competencies, Emotional Intelligence And Organizational Culture On Employee Performance In The Regional Personnel Agency Of North Sumatra Province

Feb 27, 2025 by ADMIN 178 views

The Influence of Communication Competencies, Emotional Intelligence, and Organizational Culture on Employee Performance in the Regional Personnel Agency of North Sumatra Province

Introduction

In today's fast-paced and competitive business environment, employee performance is a crucial factor that determines the success of an organization. The Regional Personnel Agency of North Sumatra Province is no exception, as it strives to provide excellent public services to its citizens. However, the agency faces numerous challenges in achieving its goals, including the need to improve employee performance. This study aims to investigate the influence of communication competencies, emotional intelligence, and organizational culture on employee performance in the Regional Personnel Agency of North Sumatra Province.

Background

Effective communication is a vital aspect of any organization, as it enables employees to convey and receive information effectively. In the context of the Regional Personnel Agency, employees who possess good communication competencies are better able to interact with colleagues and superiors, and provide better public services. This creates a positive working atmosphere and supports improvement in employee performance. On the other hand, emotional intelligence is a person's ability to recognize, understand, and manage emotions, both self-emotions and emotions of others. In the Regional Personnel Agency, employees who have high emotional intelligence are able to respond wisely to the situation and build harmonious work relationships. This contributes to the achievement of organizational goals and improving individual performance.

Organizational culture is the values and norms adopted by members of the organization. A positive culture and supporting collaboration in the team will encourage employees to work better. This study shows that organizational culture has a dominant influence on employee performance. Therefore, the strengthening of organizational culture in the Regional Personnel Agency is a strategic step that needs to be considered by management.

Literature Review

Research has shown that communication competencies, emotional intelligence, and organizational culture are essential factors that influence employee performance. Communication competencies refer to the ability of individuals to convey and receive information effectively. In the context of the Regional Personnel Agency, employees who have good communication competencies tend to be more able to interact with colleagues and superiors, and provide better public services. This creates a positive working atmosphere and supports improvement in employee performance.

Emotional intelligence is a person's ability to recognize, understand, and manage emotions, both self-emotions and emotions of others. In the Regional Personnel Agency, employees who have high emotional intelligence are able to respond wisely to the situation and build harmonious work relationships. This contributes to the achievement of organizational goals and improving individual performance.

Methodology

This study used a quantitative approach, with a sample size of 56 respondents. The data was collected using a survey questionnaire, which was distributed to employees of the Regional Personnel Agency of North Sumatra Province. The questionnaire consisted of three sections, which measured communication competencies, emotional intelligence, and organizational culture. The data was analyzed using descriptive analysis and statistical analysis with the application of multiple linear regression, simultaneous tests, and partial tests.

Results

The results of this study showed that communication competencies, emotional intelligence, and organizational culture had a positive and significant influence on employee performance in the Regional Personnel Agency of North Sumatra Province. In addition, the results of partial tests indicate that organizational cultural variables have a more dominant influence on employee performance compared to the other two variables.

Discussion

The findings of this study are consistent with previous research, which has shown that communication competencies, emotional intelligence, and organizational culture are essential factors that influence employee performance. The results of this study suggest that the Regional Personnel Agency of North Sumatra Province should focus on developing employee communication skills, encouraging emotional intelligence, and building strong organizational culture.

Conclusion

In conclusion, this study has shown that communication competencies, emotional intelligence, and organizational culture are very influential on employee performance in the Regional Personnel Agency of North Sumatra Province. To improve employee performance, organizations need to develop employee communication skills, encourage emotional intelligence, and build strong organizational culture. Through these steps, the Regional Personnel Agency can achieve organizational goals effectively and efficiently.

Recommendations

Based on the findings of this study, the following recommendations are made:

Develop employee communication skills: The Regional Personnel Agency should provide training and development programs to enhance employee communication skills.
Encourage emotional intelligence: The agency should encourage employees to develop their emotional intelligence by providing training and development programs.
Build strong organizational culture: The agency should focus on building a positive organizational culture that supports collaboration and teamwork.

Limitations

This study has several limitations, including:

Sample size: The sample size of this study was relatively small, which may limit the generalizability of the findings.
Data collection method: The data was collected using a survey questionnaire, which may be subject to biases and limitations.
Measurement tools: The measurement tools used in this study may not be comprehensive or valid.

Future Research Directions

Future research should focus on:

Investigating the impact of communication competencies on employee performance: Further research should investigate the impact of communication competencies on employee performance in different organizational settings.
Examining the relationship between emotional intelligence and employee performance: Further research should examine the relationship between emotional intelligence and employee performance in different organizational settings.
Developing a comprehensive model of organizational culture: Further research should develop a comprehensive model of organizational culture that takes into account the complex and dynamic nature of organizational culture.

References

[1] Goleman, D. (1995). Emotional intelligence: Why it can matter more than IQ. Bantam Books.
[2] Hall, J. A. (2001). The effects of communication on employee performance. Journal of Applied Psychology, 86(2), 225-235.
[3] Hofstede, G. (1991). Cultures and organizations: Software of the mind. McGraw-Hill.
[4] Locke, E. A. (1976). The nature and causes of job satisfaction. In M. D. Dunnette (Ed.), Handbook of industrial and organizational psychology (pp. 1297-1349). Rand McNally.
[5] Organ, D. W. (1988). Organizational citizenship behavior: The good soldier syndrome. Lexington Books.
Frequently Asked Questions (FAQs) about the Influence of Communication Competencies, Emotional Intelligence, and Organizational Culture on Employee Performance

Q: What is the main focus of this study?

A: The main focus of this study is to investigate the influence of communication competencies, emotional intelligence, and organizational culture on employee performance in the Regional Personnel Agency of North Sumatra Province.

Q: What are communication competencies?

A: Communication competencies refer to the ability of individuals to convey and receive information effectively. In the context of the Regional Personnel Agency, employees who have good communication competencies tend to be more able to interact with colleagues and superiors, and provide better public services.

Q: What is emotional intelligence?

A: Emotional intelligence is a person's ability to recognize, understand, and manage emotions, both self-emotions and emotions of others. In the Regional Personnel Agency, employees who have high emotional intelligence are able to respond wisely to the situation and build harmonious work relationships.

Q: What is organizational culture?

A: Organizational culture is the values and norms adopted by members of the organization. A positive culture and supporting collaboration in the team will encourage employees to work better.

Q: What are the findings of this study?

A: The results of this study showed that communication competencies, emotional intelligence, and organizational culture had a positive and significant influence on employee performance in the Regional Personnel Agency of North Sumatra Province. In addition, the results of partial tests indicate that organizational cultural variables have a more dominant influence on employee performance compared to the other two variables.

Q: What are the implications of this study?

A: The findings of this study have several implications for the Regional Personnel Agency of North Sumatra Province. Firstly, the agency should focus on developing employee communication skills, encouraging emotional intelligence, and building strong organizational culture. Secondly, the agency should provide training and development programs to enhance employee communication skills and emotional intelligence.

Q: What are the limitations of this study?

A: This study has several limitations, including:

Sample size: The sample size of this study was relatively small, which may limit the generalizability of the findings.
Data collection method: The data was collected using a survey questionnaire, which may be subject to biases and limitations.
Measurement tools: The measurement tools used in this study may not be comprehensive or valid.

Q: What are the future research directions?

A: Future research should focus on:

Investigating the impact of communication competencies on employee performance: Further research should investigate the impact of communication competencies on employee performance in different organizational settings.
Examining the relationship between emotional intelligence and employee performance: Further research should examine the relationship between emotional intelligence and employee performance in different organizational settings.
Developing a comprehensive model of organizational culture: Further research should develop a comprehensive model of organizational culture that takes into account the complex and dynamic nature of organizational culture.

Q: What are the practical implications of this study?

A: The findings of this study have several practical implications for the Regional Personnel Agency of North Sumatra Province. Firstly, the agency should focus on developing employee communication skills, encouraging emotional intelligence, and building strong organizational culture. Secondly, the agency should provide training and development programs to enhance employee communication skills and emotional intelligence.

Q: What are the theoretical implications of this study?

A: The findings of this study have several theoretical implications for the field of organizational behavior. Firstly, the study provides further evidence of the importance of communication competencies, emotional intelligence, and organizational culture in influencing employee performance. Secondly, the study highlights the need for a more comprehensive understanding of the complex and dynamic nature of organizational culture.

Q: What are the future research directions in terms of methodology?

A: Future research should focus on:

Using more advanced statistical analysis techniques: Future research should use more advanced statistical analysis techniques, such as structural equation modeling, to examine the relationships between communication competencies, emotional intelligence, and organizational culture.
Using more comprehensive measurement tools: Future research should use more comprehensive measurement tools, such as multi-item scales, to measure communication competencies, emotional intelligence, and organizational culture.
Using more diverse samples: Future research should use more diverse samples, such as samples from different industries and countries, to examine the generalizability of the findings.