The Socio-Psychological Dimension in Enhancing Employee Performance at the Ministry of Religious Affairs Office

Authors

  • Jamaluddin Faculty of Social and Political Sciences, UIN Sunan Gunung Djati Bandung, Bandung, Indonesia
  • Muhammad Rif'at Al-Razi Faculty of Social and Political Sciences, Universitas Diponegoro, Semarang, Indonesia

DOI:

https://doi.org/10.15575/psy.v12i1.41570

Keywords:

Capacity Strengthening, Human Resources

Abstract

This research is based on the performance of human resources, which is determined by the urgency of strengthening the capacity of human resources officials at the Office of the Ministry of Religion, Cimahi City, West Java. Efforts to develop the capacity of human resources or apparatus are focused on the availability of professional personnel who have technical abilities or competencies, which can be carried out through various activities and efforts to improve the performance of apparatus by optimizing dimensions related to strengthening the capacity of human resources in question. This research aims to determine the process of increasing the competency of human resources or apparatus within the Office of the Ministry of Religion of Cimahi City as well as other aspects that influence strengthening the capacity of human resources within the Office of the Ministry of Religion of Cimahi City. This research uses a qualitative approach with descriptive analysis methods. The theory used is Grindle's (1980) theory of strengthening or developing HR capacity, including education and training, salary systems, working conditions, and human resource recruitment. The research results showed that strengthening the capacity of performance-based human resources at the Cimahi City Ministry of Religion Office had been carried out so that it had an impact on improving the performance of human resources in accordance with their main tasks and functions. Working conditions are relatively good, as seen from regular coaching between superiors and staff. The payroll system is in accordance with applicable regulatory procedures; human resource recruitment has gone through specified procedures but has not yet produced personnel with optimal capacity. Meanwhile, supporting factors, including adequate normative regulatory support, employee motivation, and cooperation between human resources, are quite good. Meanwhile, inhibiting factors include budget shortages, the absence of post-training evaluation, and synergy between human resources that is not yet optimal.

References

Afsar, B., Badir, Y., & Kiani, U. S. (2016). Linking spiritual leadership and employee pro-environmental behavior: The influence of workplace spirituality, intrinsic motivation, and environmental passion. Journal of Environmental Psychology, 45, 79–88. https://doi.org/10.1016/j.jenvp.2015.11.011

Al-Hussami, M., Hammad, S., & Alsoleihat, F. (2018). The influence of leadership behavior, organizational commitment, organizational support, subjective career success on organizational readiness for change in healthcare organizations. Leadership in Health Services, 31(4), 354–370. https://doi.org/10.1108/LHS-06-2017-0031

Alves-dos-Santos, L., Resende, L. de S., & Chiavegatto, S. (2020). Susceptibility and resilience to chronic social defeat stress in adolescent male mice: No correlation between social avoidance and sucrose preference. Neurobiology of Stress, 12, 100221. https://doi.org/10.1016/j.ynstr.2020.100221

Arghode, V., Heminger, S., & McLean, G. N. (2021). Career self-efficacy and education abroad: Implications for future global workforce. European Journal of Training and Development, 45(1), 1–13. https://doi.org/10.1108/EJTD-02-2020-0034

Bandura, A. (1997). Self-efficacy: The exercise of control. W.H. Freeman and Company.

Downloads

Published

2025-06-30

Issue

Vol. 12 No. 1 (2025): PSYMPATHIC

Section

Articles

Citation Check

License

The author whose published manuscript approved the following provisions:

1. The right of publication of all material published in the journal / published on the E-Journal of Psychology website is held by the editorial board with the knowledge of the author (moral right remains the author of the script).

2. The formal legal provisions for access to digital articles of this electronic journal are subject to the terms of the Creative Commons Attribution-ShareAlike license (CC BY-SA), which means that the Journal of Psychology reserves the right to save, transmit media / format, manage in database form, , maintain, and publish articles without requesting permission from the Author as long as it continues to include the name of the Author as the owner of Copyright.

3. Printed and published print and electronic manuscripts are open access for any purposes. In addition to these objectives, the editorial board shall not be liable for violations of copyright law.

Â