The Role of Competence in Employee Performance

Oct 13, 2025 by sorusgentrification.com 109 views

The Influence of Emotional Intelligence, Self-Efficacy, Competence, and Organizational Commitment on the Performance of PT. Port of Indonesia I (Persero) Belawan International Container Terminal (TPK)

Introduction

In today's fast-paced and competitive business environment, organizations are constantly seeking ways to improve their performance and achieve higher business goals. One of the key factors that contribute to an organization's success is the performance of its human resources. The Belawan International Container Terminal (TPK), as part of PT Pelabuhan Indonesia I (Persero), plays a crucial role in the container loading and unloading activities for exports, imports, and between islands. As the biggest contributor to income and the highest profit margin for the company, the Belawan International TPK is very dependent on the performance of its human resources.

The Importance of Emotional Intelligence, Self-Efficacy, Competence, and Organizational Commitment

Emotional intelligence, self-efficacy, competence, and organizational commitment are four critical variables that have been identified as key factors that influence employee performance. Emotional intelligence refers to the ability of an individual to recognize and understand emotions in themselves and others, and to use this awareness to guide thought and behavior. Self-efficacy, on the other hand, refers to an individual's belief in their ability to succeed in specific situations or accomplish a task. Competence refers to the knowledge, skills, and abilities that an individual possesses to perform a task or job. Organizational commitment refers to an individual's loyalty and dedication to the organization, and their willingness to contribute to its success.

Methodology

This study used a quantitative descriptive research method, with a population of 291 employees and 87 samples chosen with proportional stratified random sampling techniques. Data was collected through a questionnaire and analyzed with descriptive analysis and multiple linear regression.

The Effect of Emotional Intelligence, Self-Efficacy, Competence, and Organizational Commitment on Employee Performance

The results of this study showed that the four variables, namely emotional intelligence, self-efficacy, competence, and organizational commitment, together had a significant influence on employee performance. Partial analysis also showed that each variable had a positive and significant influence on performance, with competence as the most dominant variable.

Discussion

This finding confirms the importance of developing human resources in the Belawan International TPK. Increasing emotional intelligence, self-efficacy, and organizational commitment through training and development programs can help improve employee performance. However, the main focus must be given to the development of competencies, given its dominant effect on performance.

The Role of Competence in Employee Performance

Competence is a critical variable that has been identified as a key factor that influences employee performance. The results of this study showed that competence had the most dominant effect on performance, indicating that it is a critical factor that organizations must focus on to improve employee performance. Developing the competencies needed by employees can help improve their performance and contribute to the success of the organization.

Conclusion

In conclusion, this study highlights the importance of emotional intelligence, self-efficacy, competence, and organizational commitment in influencing employee performance. The results of this study show that these variables together have a significant influence on employee performance, and that competence is the most dominant variable. This finding has important implications for organizations, particularly the Belawan International TPK, which must focus on developing the competencies needed by its employees to improve performance and achieve higher business goals.

Recommendations

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

Organizations must focus on developing the competencies needed by their employees to improve performance and achieve higher business goals.
Emotional intelligence, self-efficacy, and organizational commitment must also be developed through training and development programs to improve employee performance.
Organizations must invest in human resources, particularly in building the competencies needed, to improve performance and achieve higher business goals.

Limitations of the Study

This study has several limitations that must be acknowledged. Firstly, the study was conducted in a single organization, the Belawan International TPK, and the findings may not be generalizable to other organizations. Secondly, the study used a quantitative descriptive research method, which may not capture the complexities of the variables studied. Finally, the study did not control for other variables that may influence employee performance, such as job satisfaction and motivation.

Future Research Directions

Future research must build on the findings of this study to explore the complexities of the variables studied. For example, future research can investigate the relationship between emotional intelligence, self-efficacy, competence, and organizational commitment, and employee performance in different organizational contexts. Future research can also explore the role of other variables, such as job satisfaction and motivation, in influencing employee performance.

References

Bandura, A. (1997). Self-efficacy: The exercise of control. New York: Freeman.
Goleman, D. (1995). Emotional intelligence: Why it can matter more than IQ. New York: Bantam Books.
Porter, L. W., & Steers, R. M. (1973). Organizational, work, and personal factors in employee turnover and absenteeism. Psychological Bulletin, 80(2), 151-176.
TPK (2019). Annual Report. Jakarta: PT Pelabuhan Indonesia I (Persero).

Appendices

Appendix A: Questionnaire
Appendix B: Data Analysis
Appendix C: Results of the Study
Frequently Asked Questions (FAQs) about the Influence of Emotional Intelligence, Self-Efficacy, Competence, and Organizational Commitment on the Performance of PT. Port of Indonesia I (Persero) Belawan International Container Terminal (TPK)

Q: What is the significance of this study?

A: This study is significant because it investigates the influence of emotional intelligence, self-efficacy, competence, and organizational commitment on the performance of employees at the Belawan International Container Terminal (TPK). The findings of this study can help organizations, particularly the TPK, to improve employee performance and achieve higher business goals.

Q: What is emotional intelligence, and how does it relate to employee performance?

A: Emotional intelligence refers to the ability of an individual to recognize and understand emotions in themselves and others, and to use this awareness to guide thought and behavior. Emotional intelligence is a critical factor that influences employee performance, as it enables individuals to manage their emotions and interact effectively with others.

Q: What is self-efficacy, and how does it relate to employee performance?

A: Self-efficacy refers to an individual's belief in their ability to succeed in specific situations or accomplish a task. Self-efficacy is a critical factor that influences employee performance, as it enables individuals to set goals and strive to achieve them.

Q: What is competence, and how does it relate to employee performance?

A: Competence refers to the knowledge, skills, and abilities that an individual possesses to perform a task or job. Competence is a critical factor that influences employee performance, as it enables individuals to perform their tasks effectively and efficiently.

Q: What is organizational commitment, and how does it relate to employee performance?

A: Organizational commitment refers to an individual's loyalty and dedication to the organization, and their willingness to contribute to its success. Organizational commitment is a critical factor that influences employee performance, as it enables individuals to work towards the organization's goals and objectives.

Q: What are the implications of this study for organizations?

A: The findings of this study have important implications for organizations, particularly the TPK. Organizations must focus on developing the competencies needed by their employees to improve performance and achieve higher business goals. Emotional intelligence, self-efficacy, and organizational commitment must also be developed through training and development programs to improve employee performance.

Q: What are the limitations of this study?

A: This study has several limitations that must be acknowledged. Firstly, the study was conducted in a single organization, the Belawan International TPK, and the findings may not be generalizable to other organizations. Secondly, the study used a quantitative descriptive research method, which may not capture the complexities of the variables studied. Finally, the study did not control for other variables that may influence employee performance, such as job satisfaction and motivation.

Q: What are the future research directions?

A: Future research must build on the findings of this study to explore the complexities of the variables studied. For example, future research can investigate the relationship between emotional intelligence, self-efficacy, competence, and organizational commitment, and employee performance in different organizational contexts. Future research can also explore the role of other variables, such as job satisfaction and motivation, in influencing employee performance.

Q: What are the practical implications of this study for employees?

A: The findings of this study have important practical implications for employees. Employees must focus on developing their emotional intelligence, self-efficacy, and organizational commitment to improve their performance and contribute to the success of the organization. Employees must also strive to develop their competencies and work towards the organization's goals and objectives.

Q: What are the practical implications of this study for managers?

A: The findings of this study have important practical implications for managers. Managers must focus on developing the competencies needed by their employees to improve performance and achieve higher business goals. Managers must also develop emotional intelligence, self-efficacy, and organizational commitment in their employees through training and development programs.

Q: What are the practical implications of this study for the organization?

A: The findings of this study have important practical implications for the organization. The organization must focus on developing the competencies needed by its employees to improve performance and achieve higher business goals. The organization must also develop emotional intelligence, self-efficacy, and organizational commitment in its employees through training and development programs.

Q: What are the future directions for the organization?

A: The future directions for the organization are to continue to develop the competencies needed by its employees to improve performance and achieve higher business goals. The organization must also continue to develop emotional intelligence, self-efficacy, and organizational commitment in its employees through training and development programs.

Q: What are the future directions for research?

A: The future directions for research are to build on the findings of this study to explore the complexities of the variables studied. For example, future research can investigate the relationship between emotional intelligence, self-efficacy, competence, and organizational commitment, and employee performance in different organizational contexts. Future research can also explore the role of other variables, such as job satisfaction and motivation, in influencing employee performance.