The research focused on the Human Resources Development and Personnel Agency (BKPSDM) of West Kotawaringin Regency, an institution responsible for managing civil servant development and personnel administration. Unlike many organizational studies that investigate institutions facing performance problems, this research examined an agency already recognized for outstanding performance. According to the agency's 2025 performance report, BKPSDM achieved a 100% Merit System Index, 103.78% ASN Professionalism Index, and 99.18% Personnel Service Satisfaction. The researchers explored the internal organizational factors that help sustain these achievements over time.
Why Organizational Culture Matters
Public institutions worldwide are under increasing pressure to improve efficiency, transparency, and service quality. In Indonesia, the implementation of Law No. 20 of 2023 on State Civil Apparatus reinforces the need for adaptive and collaborative bureaucracy.
While regulations and administrative reforms establish formal systems, successful organizations also depend on less visible factors, including shared organizational values and employees' psychological attachment to their workplace. These elements influence how employees collaborate, solve problems, and remain committed to organizational goals.
The authors argue that understanding these internal drivers is essential for maintaining excellent public sector performance rather than simply addressing organizational failures.
Simple Survey of Civil Servants
The researchers used a quantitative cross-sectional survey involving 39 civil servants working at BKPSDM West Kotawaringin Regency. Although questionnaires were distributed to all 45 employees, 39 complete responses were returned and analyzed.
Participants completed structured questionnaires measuring three main variables:
- Organizational culture
- Organizational commitment
- Employee performance
The responses were analyzed using statistical methods to identify whether organizational culture and commitment influenced employee performance individually and simultaneously. Before the analysis, the researchers confirmed that the survey instrument met accepted standards for validity and reliability.
Key Findings
The study found strong evidence that both organizational culture and organizational commitment positively influence civil servant performance.
The main findings include:
- Organizational culture significantly improved employee performance with a regression coefficient of 0.333 (p = 0.016).
- Organizational commitment had an even stronger positive effect, recording a coefficient of 0.412 (p < 0.001).
- Together, both variables significantly explained employee performance (F = 20.739, p < 0.001).
- The two factors accounted for 53.5% of the variation in employee performance (R² = 0.535).
The descriptive analysis also showed that respondents rated organizational culture, organizational commitment, and overall performance at consistently high levels, with average scores above four on a five-point scale. This indicates that employees generally perceive their organizational environment positively.
Commitment Emerged as the Strongest Factor
One of the most important findings is that organizational commitment was the strongest predictor of employee performance.
According to the researchers, employees who feel emotionally connected to their institution are more willing to contribute beyond their formal responsibilities. Such employees tend to maintain service quality, cooperate effectively with colleagues, solve organizational problems proactively, and remain dedicated even when facing operational challenges.
The study also explains that organizational culture provides employees with shared values and behavioral guidance, while organizational commitment transforms those values into consistent workplace performance. Together, these two factors reinforce one another to produce stronger organizational outcomes.
Implications for Public Administration
The findings provide practical guidance for government agencies seeking to strengthen institutional performance.
Rather than relying solely on administrative regulations or performance targets, public organizations can improve employee outcomes by investing in organizational culture and strengthening employee commitment.
The researchers recommend several practical strategies, including:
- maintaining a positive organizational culture,
- ensuring transparent merit-based career development,
- creating opportunities for innovation,
- distributing workloads fairly,
- recognizing employee contributions through non-financial rewards, and
- fostering long-term psychological engagement with the organization.
These recommendations may benefit not only personnel management agencies but also other public institutions responsible for delivering government services.
Authors' Perspective
Benny Alan Reinaldo Silalahi and colleagues from Universitas 17 Agustus 1945 Surabaya conclude that sustaining high-performing bureaucracy requires more than efficient administrative procedures. Their findings indicate that a strong organizational culture combined with committed employees creates a foundation for consistent public service performance. They also note that while culture and commitment explain more than half of employee performance, additional factors—including leadership, digital competence, work-life balance, and compensation—may also contribute and deserve further investigation.
Author Profiles
Benny Alan Reinaldo Silalahi is a graduate researcher in the Master of Public Administration Program at Universitas 17 Agustus 1945 Surabaya, specializing in public administration, public sector human resource management, and civil service performance.
Agus Sukristyanto is a lecturer in the Master of Public Administration Program at Universitas 17 Agustus 1945 Surabaya, with expertise in public administration, public policy, and government governance.
Endang Indartuti is a lecturer in the Master of Public Administration Program at Universitas 17 Agustus 1945 Surabaya, specializing in public administration, organizational management, and public sector governance.
Source
Article Title: The Influence of Organizational Culture and Organizational Commitment on the Performance of State Civil Apparatus at the Human Resources Development and Personnel Agency of West Kotawaringin Regency
Authors: Benny Alan Reinaldo Silalahi, Agus Sukristyanto, Endang Indartuti
Journal: International Journal of Sustainability in Research (IJSR), Vol. 4, No. 4 (2026), pp. 303–316
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