The Effect of Work Engagement on ASN Performance at BKPSDM Indragiri Hilir Regency

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FORMOSA NEWS - Riau - Work Engagement Proven to Boost Civil Servant Performance in Indragiri Hilir Regency. Higher levels of employee work engagement directly drive better job performance among civil servants in local government agencies. This conclusion comes from a comprehensive study conducted by researchers Damhuri, Widyawati, and Sri Hidayanti from Indragiri Islamic University (Universitas Islam Indragiri) in Indonesia. Published in July 2026, the study offers valuable insights into how workplace dedication, psychological energy, and institutional support shape public sector efficiency within the Personnel and Human Resource Development Agency (BKPSDM) of Indragiri Hilir Regency.

Public Sector Performance and Workplace Motivation

Improving the performance of the State Civil Apparatus (ASN) remains a pressing priority for public administration across regional governments. Civil servants are tasked with delivering crucial public services, executing strategic programs, and ensuring administrative transparency. However, performance gaps often emerge when employees lack intrinsic motivation or feel disconnected from their daily responsibilities. In 2025, performance reports from BKPSDM Indragiri Hilir Regency revealed an overall work program completion rate of 81 percent, falling short of the ideal 100 percent target. Key operational areas showed noticeable gaps: Employee Target Work (SKP) preparation reached 82 percent, competency development participation stood at 78 percent, and performance evaluations hit 83 percent. These shortfalls underscored the reality that public sector productivity depends not only on administrative compliance, but also on the internal drive and psychological engagement of government workers.

How the Study Was Conducted
To investigate the direct impact of work engagement on civil servant performance, the research team designed a quantitative study using an explanatory approach. The investigators focused on the entire active workforce at BKPSDM Indragiri Hilir Regency. Using a census or saturated sampling method, Damhuri, Widyawati, and Sri Hidayanti surveyed all 44 civil servants working at the agency. Data was collected through structured questionnaires using a 5-point Likert scale to evaluate core dimensions of work engagement such as energy, dedication, and focus alongside key performance indicators including work quality, efficiency, responsibility, and punctuality. The collected data underwent rigorous statistical testing, including validity, reliability, normality, simple linear regression, t-tests, and coefficient of determination analysis using SPSS software.

Key Findings of the Research
The statistical analysis yielded several important results regarding workplace behavior in public administration:

• Strong Positive Influence: Work engagement exerts a statistically significant positive effect on civil servant performance, demonstrated by a regression coefficient of 0.602 and a significance value of 0.000 (p < 0.05).
  
• Quantifiable Performance Gain: For every one-unit increase in work engagement, civil servant job performance increases by 0.602 units.
  
• High Explanatory Power: The coefficient of determination ($R^2$) resulted in a value of 0.437, proving that work engagement accounts for 43.7 percent of the variance in civil servant performance at the agency. The remaining 56.3 percent is influenced by external factors not covered in the study.
  
• Teoretical Confirmation: The findings align with the Job Demands-Resources (JD-R) Theory, confirming that psychological engagement acts as a critical personal resource that enhances motivation and job output.
  

Real-World Impact and Institutional Implications
The results of this study hold significant implications for regional governance, public sector management, and human resource strategy. By demonstrating that nearly half of employee performance stems from work engagement, the findings suggest that local government leaders must prioritize employee well-being and workplace culture rather than relying solely on rigid oversight. To optimize civil servant productivity, agencies like BKPSDM Indragiri Hilir Regency can implement targeted interventions such as structured career development, leadership support, recognition programs, and positive work environments. Enhancing employee engagement ultimately leads to faster administrative processing, higher public satisfaction, and better execution of local government initiatives.

Author Profiles
Damhuri, S.E., M.M. – Lead author and researcher at Indragiri Islamic University (Universitas Islam Indragiri), specializing in Human Resource Management and Public Sector Organizational Behavior.
Widyawati, S.E., M.M. – Co-author and academic at Indragiri Islamic University, focusing her research on Human Resource Management, Employee Compensation, and Performance Metrics.
Sri Hidayanti, S.E., M.M. – Co-author and researcher at Indragiri Islamic University with expertise in Organizational Management and Public Administration.

Source
Damhuri, Widyawati, Sri Hidayanti. The Effect of Work Engagement on ASN Performance at BKPSDM Indragiri Hilir Regency. Formosa Journal of Sustainable Research (FJSR), Vol. 5, No. 7, Tahun 2026, Halaman 599–610
DOI: https://doi.org/10.55927/fjsr.v5i7.43
URL: https://journalfjas.my.id/index.php/fjas