Effect of Recruitment, Competency and Organization Commitment

to Performance of the Indonesian Parliement Members Period

2014-2019

Jazilul Fawaid

, Yetti Supriyati

, and R. Madhakomala

Pascasarjana, Universitas Negeri Jakarta, Jakarta-Indonesia

Keywords: Performance, Recruitment, Competence, Organizational Commitment

Abstract: The purpose of this study was to study the effect of recruitment, competency and organizational

commitment to the performance of DPR RI members. The research was conducted in Jakarta, and the data

were analyzed by using path analysis method. The population of this research were 580 members of DPR

RI. The study found of the following: 1. There was positive direct effect on the recruitment to the

performance; 2. There was positive direct effect of competency to the performance; 3. There was positive

direct effect of organizational commitment to the performance; 4. There was positive direct effects of

recruitment to the commitment; and 5. There was positive direct influence of competency to the

commitment.

1 INTRODUCTION

There are three types of power in Republic of

Indonesia government; namely executive power,

legislative power and judicial power. Executive

power is to carry out or implement laws. Meanwhile,

the legislative power is known as the House of

Representatives of the Republic of Indonesia (DPR

RI). Article 19, paragraph 1 of 1945 Constitution

states that "members of the house of representatives

are elected through general elections" (Undang-

Undang Dasar 1945).

The house of representatives has a very

important function in Indonesian government

system. This can be seen in the 1945 Constitution

Article 20A paragraph 1 which states "the house of

representatives (DPR) have roles as legislative,

budgeting, and supervisory".

People demand the transparency and

accountability of DPR duties since it has not been

optimal in carrying out its functions. Members of

DPR often prioritize their roles as supervision and

budgeting rather than as the legislative, so the

discussion of the Draft Law (RUU) is often very late

and inefficient. In addition, while carrying out its

supervisory, the DPR only provides criticism that

shows reactive nature. The lack of optimal

implementation of the roles and duties of DPR is

because the system that regulates the duties

mechanism of DPR members does not support

effectiveness in carrying out its roles and duties.

Therefore, in this period, DPR RI confronts public’s

assessment which seems to be overthrown its roles

and duties due to its inefficient performance.

Furthermore, there are also problems with the

recruitment of candidates for DPR. The pattern of

recruitment of members of DPR plays an important

role in the political system of a country, because the

process determines members of DPR who will carry

out their functions in country institutions. In this

context, political parties that are chosen as members

of DPR must have responsibility in finding the right

leaders and in accordance with people aspirations. A

modern country implies the involvement of political

parties in the succession of national leadership.

Thus, the system of recruiting prospective leaders

(political officials) carried out by a political party

determines the quality of leadership of a country.

The competency selection of DPR members can be

done when recruiting legislative candidates at the

beginning of registration. However, in reality so far

Fawaid, J., Supriyati, Y. and Madhakomala, R.

Effect of Recruitment, Competency and Organization Commitment to Performance of the Indonesian Parliement Members Period 2014-2019.

DOI: 10.5220/0009502107230729

In Proceedings of the 1st Unimed International Conference on Economics Education and Social Science (UNICEES 2018), pages 723-729

ISBN: 978-989-758-432-9

723

they are still chosen by only considering electability

factors rather than quality factors. In addition, there

must be a strong commitment from every member of

DPR, such as commitment on behalf of the people,

obeying code of ethics and political ethics - such as

discipline and obedience in carrying out their duties

and roles, and attending meetings held by the DPR.

In the effort to encourage the performance of the

apparatus, it is necessary to pay attention to the

factors that can influence it. Human is the main

factor because human has thoughts, feelings, self-

esteem, social status and other needs. The success of

an organization is not merely because it already has

members with good and high competencies.

However, it is also influenced by the commitment of

the members themselves to work optimally using

their abilities. With this commitment, the members

of DPR will have passions to be able to do their

roles and duties with all their capabilities.

Commitment is something that plays an

important role in improving someone’s duties

because people who have a high commitment will

do their best in completing their work as well as

possible. If DPR members have political

commitment, in the process of implementing the

constitution will be based on the creation of

supervision system and balance between high

institutions of Indonesia. This commitment is

increasingly felt as an important effort to produce

DPR RI which is strong, productive, trustworthy,

and authoritative in implementing its roles and

duties as legislative, budgeting and supervisory.

Organizational commitment is a condition where

individuals have trust, attachments, and feelings of

ownership of the organization so that individuals

will prioritize the organization’s concerns rather

than individual’s concerns. Organizational

commitment is also a connection between

individuals and organization so that individuals will

have feeling of owning the organization they work

in. Therefore, an organization which members have

high organizational commitment will produce good

performance to achieve organizational goals.

Organizational commitment had positive and

significant impact on its members’ performance.

(Riaz Khan, et.al: 2010)

DPR RI members must have organizational

commitment that is related to a sense of

identification (trust in organizational values),

involvement (willingness to try as well as possible in

the organization’s concerns) and loyalty (the desire

to remain as member of the organization). As the

public knows, before becoming members of DPR

RI, they have diverse professions, for example,

artists, retirees, entrepreneurs, athletes or from

religious leaders. It is necessary to consider and

question their commitment to DPR. There are three

main elements in organizational commitment (a

sense of identification, involvement and loyalty) that

is a very important as based for its members to

achieve success in carrying out their duties, so that

good performance is created. Members who have a

high commitment to the organization will improve

their performance. Organizational commitment and

member’s competency play an important role in

their performance (Renyut, 2017).

2 THEORICAL FRAMEWORK

Every organization or company wants its members

or employees to have the ability to produce a high

performance. This is difficult because performance

depends on the results of work that are tangible to

the established work standards (Dessler 2002). Thus,

performance focuses on the results of the members’

work. This means that performance is generated

from the roles of a member on a particular job or the

results of activities/ works for a certain period of

time. The performance of an individual is influenced

by four factors; which are: personal factor, including

individual skills, competence, motivation and

recruitment; quality leadership factor to give

motivation, guidance and encouragement; work

system and facilities factor provided by the

organization; and situational factor including

changes and emphasis from internal and external

factors (Armstrong and Baron in Wibowo, 2014).

Performance in carrying out its roles does not stand

alone, but it is related to job satisfaction and reward

rates, and also influenced by skills, abilities, and

individual’s traits.

Obtaining individuals who have best ability and

quality is not easy. Therefore, many pathways are

used to carry out political recruitment and selection.

Several pathways that can be used in political

recruitment and selection are:

a. The coalition of parties or party leaders means

parties coalitions are the most important part in

political recruitment because most political

agreements and appointments are adopted from

the results of inter-party coalitions that play roles

in a political sphere. This means that political

recruitment is inseparable from the role of the

party coalition.

b. The recruitment path based on the abilities of

groups or individuals means that this pathway

becomes the basic criterion in recruiting

someone because it is judged in various aspects

and certain criteria, such as distribution of

UNICEES 2018 - Unimed International Conference on Economics Education and Social Science

724

power, skills that are in society, directly and

indirectly benefiting political parties.

c. The recruitment based on regeneration means

that each party must select and prepare its

members who are considered capable and

competent in obtaining higher-level political

positions and able to mobilize their political

parties in order to give a big influence among the

public/ community.

d. The political recruitment based on primordial

bonds. In this modern era, primordial recruitment

is possible to happen in the politics world. This

phenomenon occurs because of the close and

strong kinship between individuals who have

political positions so that they are able to transfer

or give positions to their closest relatives who are

considered capable in carrying out the duties.

This phenomenon is known as "political

recruitment based on primordial bonds (Asyifa,

2017).

Recruitment is a process in selecting to find or

get someone who is expected to have competencies

and abilities that are in accordance with the

organization’s expectations and capable of carrying

out the duties assigned.

Competency in public and private organizations

is needed especially to answer the demands of the

organization, where changes are very rapid, the

development of very complex and dynamic

problems and uncertainty about the future in the

order of life of society. For this individual

competencies can be categorized into two, which

consists of:

1. Threshold competencies or minimum

competencies, is basic competencies that must be

possessed by a person/ individual, such as

abilities to read and write. For example, a

financial manager must have at least accounting

or financial knowledge and expertise.

2. Differentiating competencies, is a competency

that differentiate a person/ individual with high

performance or low performance with other

employees, for example someone who has a high

motivation orientation is usually considering the

purpose beyond what is targeted by the company

in working standards. For example, a salesman

has more value if he/she can sell many products

or a worker can produce more products in a day

compare to the results of the work of others

(Moeheriono, 2012).

However, knowledge and skills competency is

easy to be developed by adding education and

training programs to employees who are still

considered lacking in competency. While self-

concept competency, character and motives are in

the iceberg personality, it is hidden so that it is quite

difficult to develop. One of the most effective ways

to find out is through psychologists by using tests or

interviews.

All behaviors of employees who are committed

to the workplace related to the success of

organization/ company (Steve, Jex and Britt, 2002).

Therefore, managers of organizations/ companies

need to pay attention to the performance factors of

their members in order to improve performance

especially to support the achievement of

organizational success. For this reason,

organizational commitment basically measures the

compatibility between individual's own values and

organizational beliefs (Boles, Madupalli, Rutherford,

and Wood, 2007). So this organizational

commitment describes the relationship between

individuals and organizations; if individuals have

high organizational commitment, then they will have

loyalty, trust to the organization where they work.

The success of a person or organization in carrying

out a task or duty is often interpreted as work

performance and productivity.

3 RESEARCH METHOD

This study used a quantitative approach, survey

methods and path analysis techniques. The reason

for choosing survey method was because it explains

or describes the phenomenon being studied about

several influencing variables in a path diagram.

Therefore, the technique used is path analysis

technique.

In this study, the influencing variables were

called exogenous variables, and the variables that

were affected were called endogenous variables.

There were four variables studied in this study, they

were variable X1 (pattern of recruitment), variable

X2 (competency), variable X3 (organizational

commitment), and variable Y (performance) as the

main endogenous variables.

The study was carried out on members of the

DPR RI at about 560 members, where each members

of DPR had duties in each commission and as

apparatus of the council, which was assigned by the

faction.

This research was conducted through the period

of trial and data collection. The implementation of

the instrument trial was started in January 2018.

Data collection and processing were carried out from

January to July 2018 in the office of DPR RI at

Effect of Recruitment, Competency and Organization Commitment to Performance of the Indonesian Parliement Members Period

2014-2019

725

Wisma Nusantara building 1 and 2 located on Jalan

Gatot Subroto, Jakarta.

In order to determine the number of the study

samples, the Taro Yamane formula was used to

obtain the legitimacy of the generalization of the

study population, within the formula (Riduwan and

Akdon, 2006):

Note:

Hence, the numbers of study samples were 233

members of DPR RI. The population of this study

was homogeneous because they have the same

educational background and status as members of

DPR RI. The sampling technique used in this study

was "simple random sampling".

Before doing the hypotheses testing, path

analysis requirements test was carried out.

According to Murwani there are four characteristics

or requirements, specifically: 1) Data for each

variable is interval data. 2) The relationship between

two variables is linear and additive. 3) The

relationship between each of the two variables is

recursive (different directions). 4) Residual variables

do not correlate each other and also with variables in

the system (Muwarni, 2004). Therefore, the

requirement test carried out before conducting

hypothesis testing were normality, linearity test and

path analysis.

4 ANALYSIS

The analysis in this study was conducted within

several statistical test requirements. The analysis

testing that carried out were the normality test of the

regression estimation error data, the significance test

and the linearity of the regression and test model.

This table was a summary of the basic data

statistics on the research of central tendencies

generated:

Table 1: Statistical Data

Central Tendency Value

Recruitment

Competency

Commitment

Performance

N Valid 233 233 233 233

Missing 0 0 0 0

Mean 2.1943 2.0330 2.2803 2.1079

Std. Error of Mean 4.46131 4.67179 4.55754 4.44002

Median 2.1800 2.0700 2.2700 2.1500

Mode 157.00 131.00

161.00

170.00

Std. Deviation 6.80989 7.13118 6.95679 6.77740

Variance 4.637 5.085 4.840 4.593

Range 235.00 266.00 253.00 238.00

Minimum 99.00 57.00 94.00 90.00

Maximum 334.00 323.00 347.00 328.00

Sum 5.11E4 4.74E4 5.31E4 4.91E4

1. Normality Test

The data used in formulating the regression model

were required to meet the hypothesis that the data

came from populations were normally distributed.

The normality hypothesis was basically stated that a

regression model must be normally distributed. The

test the hypothesis in this study was conducted by

testing the normality of the data from the five errors

of research regression that estimate to be analyzed.

From the results of testing the study sample was

used to draw the conclusion whether the population

observed was normally distributed or not. For

normality testing, Lilliefors test was used. In this

test, the error (sample) was firstly arranged

according to the order of values, the standard

number (Zi), frequency S (Zi), and the lowest

frequency F (Zi) that were then determined by the

differences between the lowest frequency and the

real frequency of each error value . The absolute

maximum price of the difference was called Lcount.

The Lcount value is then compared with Ltable for

the real level α = 0.05.

n = N/(N x d

) +

UNICEES 2018 - Unimed International Conference on Economics Education and Social Science

726

If the value of Lcount ≤ the value of Ltable, then the

estimated error data of Y on X came from the

population with normal distribution. Conversely, if

the value of Lcount > the value of Ltable, then the

error data for Y for X was not from a normally

distributed population.

Table 2: Test Results of Regression Estimated Error

Normality

Regression

Estimated

Error

cou

table

Information

α =

0,05

Y on X

0,02

0,581 Normally

distributed

Y on X

0,03

0,581 Normally

distributed

Y on X

0,05

0,581 Normally

distributed

on X

0,05

0,581 Normally

distributed

on X

0,03

0,581 Normally

distributed

2. Test of Significance and Linearity of Regression

The study hypothesis testing was conducted using

regression analysis and correlation techniques.

Regression analysis was used to predict the

relationship model while correlation analysis was

used to determine the level of influence between

research variables.

The initial stage of hypothesis testing was to

state the influence of each exogenous variable on

endogenous variables in the form of a simple

regression equation. The equation was determined

by using the result of data measurement which

pairing exogenous variables with endogenous

variables so that the regression equation model is the

most suitable relationship. Before using the

regression equation in order to draw conclusions in

testing hypotheses, the regression models obtained

were tested for significance and linearity by using

the F test in the ANAVA table. Test criteria for the

significance and linearity of the regression model

were set as follows:

Significant regression: F

count

> F

table

in the

regression line

Linear regression: F

count

< F

table

in the tuna line

matches

The next step was to do correlational analysis by

reviewing the level and significance of the

relationship between pairs of exogenous variables

with endogenous variables.

The overall results of the significance test and

regression linearity were summarized in the

following table:

Table 3: Test Results of Significance and Regression Linearity Test

Regression Regression Equation

Significance Test Linearity Test

count

table

count

table

α = 0,05 α = 0,05

Y on X

Ŷ = -7,369 + 0,994X

1.129

E5**

3,882

8,090

1,42

Y on X

Ŷ = 18,524 + 0,945X

2.346

E4**

3,882 36,45

1,42

Y on X

Ŷ = -9,314 + 0,965X

1.237

E4**

3,882 1,741

1,42

on X

= 5,374 + 1,015X

1.701

E4**

3,882

1,268

1,42

on X

= 30,796 + 0,970X

2.083

E4**

3,882 1.518

1,42

3. Model Testing

Based on the causal model formed theoretically, a

path analysis diagram will be obtained and then the

coefficient values are calculated for each path.

Before the calculation was done to test the causality

model by using the path analyst method, the research

data was firstly tested and had fulfilled all the

necessary requirements.

One of the very important requirements that must be

fulfilled was the existence of a significant

correlation between related variables and to one

another. The relationship that had been proven

above had not concluded the occurrence of a causal

Effect of Recruitment, Competency and Organization Commitment to Performance of the Indonesian Parliement Members Period

2014-2019

727

relationship between those variables. The data from

the field that had been processed and completed the

various required tests; hence the next step in testing

the causality model was to conduct path analysis.

Table 4: Test Results of the Correlation Coefficient

Matri

Correlation Coefficient

0,993

= 0,995

= 0,999

= 0,994 r

= 0,995

= 0,991

Within the division of the two models, namely the

first sub-structure model, and the second sub-

structure model, it can be explained that the path

coefficient in the first sub-structure model was the

path that connected the recruitment variable to the

performance variable, the path that connected the

competency variable to the performance variable

and path which connected organizational

commitment variables to performance variables.

5 RESULTS

The results obtained after conducting a model

analysis that was used as a basis in answering

hypotheses and drawing conclusions in this study.

The results of the study data analysis on the effect of

recruitment, competency and organizational

commitment on the performance of members of

DPR RI have been tested that the four hypotheses

were submitted and examined at a significance level

of α = 0.05 and at α = 0.01. Each path of exogenous

variables towards endogenous variables had been

tested for a positive direct effect.

Explanation of the answers to these hypotheses

can be described as follows:

1. Positive Direct Effect of Recruitment on

Performance

The results of the analysis of the first hypothesis

found out that recruitment had positive direct

effect on performance. Based on this finding, it

can be concluded that performance was directly

influenced positively by recruitment. The better

recruitment will result in improved performance.

2. Competitive Positive Effect on Performance

The results of the second hypothesis analysis

found out that the competency had positive effect

on performance. Based on this finding, it can be

concluded that performance was positively

influenced by competency.

3. Positive Direct Effect of Organizational

Commitment on Performance

The analysis of the third hypothesis resulted that

organizational commitment had direct positive effect

on performance. Based on this finding, it can be

concluded that performance was directly influenced

positively by commitment. The increasing of

organizational commitment will result in improved

performance.

4. Positive Direct Effect of Recruitment on

Commitments

The results of the fourth hypothesis analysis was

that the recruitment had positive direct effect on

organizational commitment. Based on this

finding, it can be concluded that organizational

commitment was positively direct influenced by

the recruitment. The better recruitment will result

in increasing organizational commitment.

5. Positive Direct Effect of Competence on

Commitments

The fifth hypothesis analysis resulted that

competencies directly influence positively on

organizational commitment. Based on the

findings, it can be concluded that organizational

commitment was positively direct influenced by

competence. Increasing competence will result in

increasing organizational commitment..

6 CONCLUSIONS

Based on the results of the analysis and discussion

described previously, the conclusions of this study

were as follows:

1. Recruitment had a positive direct effect on

performance. This means that the better the

recruitment will result in increased

performance.

2. Competency had direct positive effect on

performance. That is, the better the competency

will lead to increase performance.

3. Organizational commitment had positive direct

effect on performance. That is, increasing

organizational commitment will result in

increasing performance.

4. Recruitment had positive direct effect on

organizational commitment. That is, the better

recruitment will result in increasing

organizational commitment.

5. Competency had direct and positive effect on

organizational commitment. That is, increasing

competence will result in increasing

organizational commitment.

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