The Effect of Skill Variety, Task Identity, TaskSignificance, Autonomy and Feedback on Job

Performance

Syamsul Hadi Senen, Sumiyati, MasharyonoUniversitas Pendidikan Indonesia

syamsulhadisenen@upi.edu

Abstract—Dynamic factor in organization nonprofit orientedand profit or the human resources have a high performance inwhich will determine forward the organization. One of themnonprofit organization that college in which the performance ofemployees is low. If not improved it would impact on reaching itsobjectives organization. The purpose of this research wasunderstand the influence of skill variety, task identity, tasksignificance, autonomy and feedback on performance employees.Methods used the explanatory survey. The subject in this studywas 69 honorary employees at Universitas Pendidikan Indonesia.The survey was complicated by questionare and analysistechniques data using with SPSS. The results showed skill varietyaffected to job performance. While task identity, tasksignificance, autonomy, and feedback there is no the effect on jobperformance. There for task identity, task significance,autonomy, and feedback there is no the effect on jobperformance.

Keywords—skill variety, task identity, task significance,otonomy, feedback, and job performance

I. INTRODUCTION

One of resources which is the most important assetsorganization is human resources [1], because human resourcesplays a role in achieving the objective organization [2]. Humanresources is the factor dynamic forward capable of determiningor the withdrawal of an organization, so that agencies withhuman resources are reliable will win over the competition.Competition between companies was not a rivalry betweenmachine, among the building, even among equipment norcompetition between the capitals. In substance the competitionexists between personnel. The company which has personnelwho better, is a company that will win over the competition [3]

Employee performance is something very important in theorganization efforts to achieve its goal [4]. The scale of prioritymanagement namely parties with the performance whichsignificant employees. Empowerment want cause employeehave to good performance, so employee must give contributionto organization growth higher. Several management expert tosaid, that empowerment want to give purpose for organization[5].

Problems the employee performance is still a key issue invarious private good organization or public. There stillemployees who rarely finish work not just in time 29,1% and

employees not appropriate in finish the job of 24,5 % [6].Employees knowledgeable about characteristic of his work willhelp offical in finish the job that the employee performancegood will [7]. Job characteristics were related to volunteers’autonomous motivation, satisfaction and performance [8]. TheHackman-Oldham theory of job design, are regarded assuggestive evidence that enrichment can cause substantialimprovements in employee attitudes, but that these benefitsmay not lead to greater productivity. It is argued that in order toexplain the effect of enrichment on performance, it is necessaryto consider other factors besides the psychological statesproduced by jobs which are seen to have certain characteristics[9]. There for skill variety, task identity, task significance,autonomy and feedback influences the performanceemployees?

II. LITERATURE REVIEW

A. Job Characteristics

The concept of job characteristic can be found on the workjob enrichment as one part of the work redesign or job design.Job enrichment is practice of constructing the motivation intothe job content [10].

Job characteristics or specifications of jobs is workingconditions must be fulfilled so can carry out a job or office[11]. Job characteristics having a job when the person canlearn (knowledge of result) that he or she has performed wellon tasks (experienced responsibility) that she or he cares about(experience meaningfulness). In addition this situation result incertain outcomes that are beneficial to the employer [12].

B. Aspects Job characteristicsThe dimensions of job characteristics is Skill Variety, Task

identity, Task Significance, Autonomy, and Feedback [13]

C. Job Performance

Human resources continue as an essential element in acompany or organization, hence human resources pay attentioncarefully. In a company employees work according to the tasksand the responsibility to him. Whether this responsibility notcapable of carried out well, this can be seen from performancethey had not can meet the criteria. Performance was a result of

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working or also work performance produced by an employee inaccordance with talent.

Performance lead to a work done in order to achieve betterachievement [14]. Performance is indeed often regarded assimply the outcomes achieved: a record of a person’saccomplishments [15]. Job performance is the outcomes ofjobs that relate to the purposes of the organization such asquality, efficiency, and other criteria of effectiveness [16].

D. Dimensions performance

Dimensions performance consist of [12]:

1. Quality of work, The quality of work to beaccomplished in accordance with ketentuan-ketentuanor requirement .Employees have to give priority toquality of work undertaken , in this case employees didwork must examine them and in accordance with theestablished rules .Indicators the value of the obtainedemployee of the work is according to the standardprovisions to companies.

2. Quantity of work performed, Namely the amount ofwork done in a period of time

3. Interpersonal effectiveness, Namely on personality,leadership, hospitality and personal integrity.This dfocus on individual as intensity employees incooperation with colleagues, intesitas employeesdiscuss in terms of occupation, and capable of workingwith teamwork.

Aspects criteria performance according namely [17]:

1. Quantity of Work, The amount of work to be done byemployees in a period of time .The number of jobsprovided in accordance with employees capability.Indicators that deals with the number of hours of workdone in a period of time prescribed. Willingness ofloyalty and employees to work exceeding workinghours that is with the agreement that has been specified

2. Quality of Work, The quality of work achieved basedon require way and high he will in turn bore awardsand progress and expansion organization startincreased knowledge and skill systematicallyaccording to the science and technology growingrapidly.

3. Job Knowledge, How extent knowledge about the jobsemployees and skills. Indicator dealing with extent ofinformation about job and skill owned employees andemployee’s ability to keep floated away withknowledge of better.

4. Creativeness, The authenticity of the idea which israised of steps to solve the problems arising. Indicatorsthat deals with the authenticity of ideas which is raisedof steps to solve the problems arising.

5. Cooperation, Willingness to cooperate with others ( afellow member ) organization .Those relating to the

process of adapting the workplace and willingness tocooperate with others

6. Dependability, Awareness and trustworthy inattendance. The discipline awareness and trustworthyin terms of employment and resolution just in time.

7. Initiative, Spirit to perform tasks new in enlargingresponsibility

8. Personal Qualities, Leadership and of personalintegrity of. Related to personality, leadership,hospitality, and of personal integrity of. This indicatormore specific because individuals is the and the patternthink different.

E. Performance Measure

The performance indicators that must be managed well tiedwith the management of employees covering: feedback 360degrees, absentee, application and vacancy, the availability oftraining, consider the appeal internal, cost efficiency oftraining, motivation and commitment, ideas or advice building,productivity employees, worker satisfaction goes , workersatisfaction goes against training program, loyalty employees,the new training program , the frequency of the audit forexpertise, each employee bill calculation, the influence oftraining programs against the company or organization, theinternal promotion , the number of interview any work offered,concern for vision and mission company, skill double,flexibility workers, the qualifications, a rejection of workoffered, consider the appeal remuneration and benefit givencompany, the availability of expertise, the use of expertiseemployee who held firm durab [18].

F. The Obstacles In The Assessment

Companies with various assess performance employees, asassessor often find obstacles including:

1. Hallo effect,

2. Leniency,

3. Strictness,

4. Central tendency,

5. Personal bias

III. RESEARCH METHODOLOGY

The object of this study the skill variety, task identity, tasksignificance, autonomy, and feedback and performanceemployees. But the subject of study is honorary administrationemployees Universitas Pendidikan Indonesia. The populationof the research is 69 employees. Data Analysis techniques useduse path analysis with help SPSS. The hypothesis in thisresearch are the influence of skill variety, identity of a tasksignificance of a task, autonomy, and feedback affect theemployee performance.

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IV. THE RESULTS OF RESEARCH

Table I response recapitulation of the respondent can beseen that significance in duty obtains a judgment the greatest ofthe respondents is as much as 85, 51 % and at least who feelvariation skill of 77, 97 %. Task Significance is a levels wherework is an important involves the contribution which meansover organization or society in general and Variation skill is ascale at which occupation requires variation activity differentin finish the job involving a number of skills and talentdifferent than workers [13]. There for the company mustconsider variation skill and significance duty in improveperformance [8].

TABLE I. RESPONSE RECAPITULATION OF THE RESPONDENTS

No Indicator %

1 Skill variety 77,97

2 Task identity 82,46

3 task significance 85,51

4 Otonomy 79,42

5 Feedback 82,46

a. Source: data processing 2013

Table 2 Recapitulation Of The Responses The RespondentsRegarding Job Performance. Based on the research donedependability indicators get the most of the respondents amonth 90,14 % and the lowest respondents judge creativenessof 83,62 %. Human resources remains an essential element in acompany or organization, hence human resources pay attentioncarefully [2013]. In a company employees work according tothe tasks and the responsibility to him. Whether thisresponsibility cannot be implemented well, this can be seenfrom performance they could not be meet the criteria.Performance is the result of labor or also work performanceproduced by an employee in accordance with this talent[14][15][16].

TABLE II. RECAPITULATION OF THE RESPONSES THE RESPONDENTSREGARDING JOB PERFORMANCE

No Indicator %1 Quantity of Work 85,942 Quality of Work 89,573 Job Knowledge 86,094 Creativeness 83,625 Coooperation 88,266 Dependability 90,147 Initiative 85,368 Personal Qualaities 89,13

b. Source: data processing 2013

On this research there are five hypothesis that will be in thetest, namely the influence of skill variety, task identity, tasksignificance, autonomy, feedback systems against jobperformance. Based on the results of the testing of hypothesesobtained:

1. There are skill variety influence on employeeperformance

2. There are task identity influence on employeeperformance

3. There are task significance influence on employeeperformance

4. There are autonomy influence on employeeperformance

5. There are feedback influence on employeeperformance.

V. CONCLUSIONS AND SUGGESTIONS

A. Conclusions

Based on the results of response respondents significance induty especially in matters work done influential to the work ofothers so that it should be done by quickly and correctly wasassessed as the high .While who are assessment at least that isautonomy especially in matters organization provideopportunities to make your own decisions pertaining to dutiesthat will be completed.

Based on the results of response respondents had of jobperformances, who get assessment the highest for indicatorsdependability especially in has awareness of tasks that given.While indicators who are assessment at least that iscreativeness especially in terms of occupation need creativityhigh.

Is the skill variety of job performance paid by honorariumadministration Universitas Pendidikan Indonesia? And not isthe skill variety, task identity, task significance, autonomy andfeedback to job performance paid by honorariumadministration Universitas Pendidikan Indonesia

B. Suggestions

Job Characteristics is the factor that show thecharacteristics of a job or a type of factors that distinguishbetween one occupations with other forms of work. In thismatter that need to be improved namely autonomy especially interms of organization provide opportunities to make your owndecisions relating to the duties that will be completed.

The employee performance is the result of a process or a setof the process that creates shared understanding about whatmust be achieved ( and how it attainable ) and how people canarrange in a manner that can increase the likelihood of this aim.

In this matter that need to be improved namely creativenessespecially in matters of occupation requires creativity that high.May need to further improve task identity, task significance,and autonomy and feedback systems with holding training ordevelopment in an effort to improve job performance.

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