The Influence of Human Resource Development, Leadership, and Organizational Culture on the Performance of ASN Employees at the PUPR Service of North Sumatra Province

Abstract

This study aimed to examine the effect of human resource development, leadership, and organizational culture on the performance of civil servant employees at the Public Works and Spatial Planning Office of North Sumatra Province. The study used a quantitative approach with an associative method. The population consisted of 55 employees, all of whom were selected as the sample using a saturated sampling technique, resulting in 55 respondents. Primary data were collected through questionnaires and were processed using SPSS version 24. Data analysis was conducted using multiple linear regression to test the relationship between the independent variables and the dependent variable. The results showed that human resource development, leadership, and organizational culture, both partially and simultaneously, had a positive and significant effect on employee performance. Human resource development had a regression coefficient of 0.148 with a t-value of 2.195 and a significance value of 0.033. Leadership had a regression coefficient of 0.340 with a t-value of 6.045 and a significance value of 0.000. Organizational culture had a regression coefficient of 0.212 with a t-value of 2.927 and a significance value of 0.005. Simultaneously, the F-value was 229.750 with a significance value of 0.000. Leadership was the most dominant variable influencing employee performance, as it had the highest regression coefficient and t-value. The coefficient of determination (adjusted R²) was 0.927, indicating that 92.7% of the variation in employee performance was explained by the three variables, while the remaining percentage was influenced by other factors outside this study. The correlation coefficient (R) was 0.965, indicating that the relationship between the independent variables and the dependent variable was categorized as very strong.