The Effect of Human and Social Capital on Employee Performance in Public Sector

Erten, Şerafettin; TÜRKMEN, İbrahim

doi:10.18026/cbayarsos.1034365

Cited by 3 publications

(2 citation statements)

References 85 publications

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“…Another notion from (Rakhmalina et al, 2017), also disclose the different and convenient management of human resources will generate good output for the company. Hereafter, another research conducted on 377 government employees also showed a positive significant effect between human capital and employee performance (Erten & Türkmen, 2022).…”

Section: Resultsmentioning

confidence: 83%

Effectiveness of Human Capital on Employee Performance in the Era of Disruption in the Health Sector

Wulandari¹,

Nurannisa²

2022

Kemas

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The era of disruption has affected the mentality and human resources way of working in public health. In this era, human resources in the health sector play a crucial role in public health digitalization. It aims to determine the effectiveness of human capital on employee performance in the era of disruption in the health sector. The research method applied in this study is quantitative with a cross-sectional approach. This research was conducted at the Tawangrejo Health Center from January to March 2022. The population of this study is the entire employee, with the amount of 70 people. To determine the sample, the researcher used Slovin Formula with an accuracy of 0,1. As result, 42 respondents were obtained. Data collection was carried out using a questionnaire distributed to all respondents. Furthermore, data analysis in this research is applying ordinal regression tests. The result of the study shows that there is no effect of human capital on employee performance, where the value of sig ≥ 0,720 provides the meaning of no influence for two variables. Moreover, the discovered value of Nagelkerke in this research is 0,025 showing between the two variables have no effect by 2,5%. Based on that finding, the public health should about its employees’ performance by optimizing the existing human capital, so this will not affect the organization’s sustainability in the future.

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Section: Resultsmentioning

confidence: 83%

Effectiveness of Human Capital on Employee Performance in the Era of Disruption in the Health Sector

Wulandari¹,

Nurannisa²

2022

Kemas

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“…(Bernes, 2000). Human capital theory is the basis for the design of the ICM, where human capital is not only represented by the civil servants of public organisations, but also includes what these people bring and how they contribute to the success of the organisation (Erten & Türkmen, 2022). Human capital represents the collective value of the knowledge, skills, abilities, motivation and life experience of the people who work in public organisations.…”

Section: Career Management In Public Administration Perspectivementioning

confidence: 99%

Navigating Career Progression in Public Service: An Integration of Kerry B. Bernes' Synergistic Model

Farida,

Nurdin,

Juwita

2023

jmpp

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The career development of State Civil Apparatus (ASN) has an integral role in improving the quality of public services. This article wants to explore ASN career development by integrating career development models in public services. The career development model used is the Synergy Model issued by Kerry B. Bernes, which looks at existing phenomena and their suitability for answering problems that refer to the individual dimension, organizational dimension, and alignment dimension for ASN career development. To strengthen the argument for using the synergy career development model, the author uses a case study supported by a document study. The results showed that the synergy between individuals, organizations and the way they are aligned is the main key to ASN career development in public service delivery.

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The Role of Accountability and Islamic Work Ethics on the Relationship between Human Capital and Public Services Performance: The Case of Public Sector Organizations in Bahrain

Busenan

2024

OJBM

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The accountability of public sector employees is an important issue in both developing and developed countries. The aspect of ethics among public sector employees is at the core of professionalism, effectiveness and efficiency of services delivery. This research examines the role of accountability as a moderating variable and Islamic work ethics as a mediating variable in the relationship between human capital and public services performance in the public sector organizations of Bahrain. The lack of previous studies in this area is the main motivation to undertake this study. The results of this research are that there is a positive, significant and direct relationship between human capital, accountability and Islamic work ethics and public services performance. The results also reveal that Islamic work ethics, as a mediating variable, has a highly positive effect on the relationship between human capital and public services performance at 35%. On the contrary, the effect of accountability, as the moderating variable, on the relationship between human capital and public services performance is not significant.

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The Effect of Human and Social Capital on Employee Performance in Public Sector

Cited by 3 publications

References 85 publications

Effectiveness of Human Capital on Employee Performance in the Era of Disruption in the Health Sector

Effectiveness of Human Capital on Employee Performance in the Era of Disruption in the Health Sector

Navigating Career Progression in Public Service: An Integration of Kerry B. Bernes' Synergistic Model

The Role of Accountability and Islamic Work Ethics on the Relationship between Human Capital and Public Services Performance: The Case of Public Sector Organizations in Bahrain

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