The Role of Workload in Mediating the Effect of Competence on Employee Performance at the Medan Religious Court
Keywords:
Competence, Workload, Employee Performance, Intervening Variables, Medan Religious Court.Abstract
This study aims to analyze the effect of competence on employee performance with workload as an intervening variable at the Medan Religious Court. Employee performance is an important factor in supporting organizational effectiveness, especially in public service agencies that are required to provide services quickly, accurately, professionally, and accountably. In this context, employee competence is a factor suspected of influencing performance, while workload is thought to act as a variable that mediates the relationship between competence and employee performance. This study uses a quantitative method with an associative approach. The population in this study were all 60 employees of the Medan Religious Court. The sampling technique used total sampling, so that the entire population was used as a research sample. Data collection was carried out by distributing questionnaires to respondents. The data analysis technique used Partial Least Squares Structural Equation Modeling (PLS-SEM) with the help of the SmartPLS 3.0 application. The results showed that competence had a positive and significant effect on workload with a coefficient value of 0.872, t-statistics of 49.041, and p-value of 0.000. Competence also has a positive and significant effect on employee performance with a coefficient value of 0.476, t-statistics of 4.153, and p-value of 0.000. Furthermore, workload has a positive and significant effect on employee performance with a coefficient value of 0.475, t-statistics of 4.181, and p-value of 0.000. The results of the indirect effect test show that workload is able to significantly mediate the effect of competence on employee performance with a coefficient value of 0.414, t-statistics of 4.106, and p-value of 0.000. The R Square value for the workload variable is 0.761, while the R Square value for the employee performance variable is 0.846, which indicates that the research model has strong explanatory power.
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