FACTORS INFLUENCING JOB PERFORMANCE EFFICIENCY OF ADMINISTRATIVE OFFICERS IN THE SECRETARIAT OF THE OFFICE ATTORNEY GENERAL

Abstract

This research aimed to: 1) study the level of motivation factors and hygiene factors among administrative officers in the Secretariat office of the office of the Attorney general; 2) study the level of job performance efficiency of administrative officers in the Secretariat office of the office of the Attorney general; and 3) examine the influence of motivation factors and hygiene factors on job performance efficiency of administrative officers in the Secretariat office of the office of the Attorney general. This study employed a quantitative research approach. The population consisted of 597 administrative officers in the Secretariat office of the office of the Attorney general. The sample size was determined using Taro Yamane’s formula, resulting in 240 respondents. Proportionate stratified sampling based on internal organizational units was applied, followed by convenience sampling to collect data from voluntary respondents. The research instrument was a questionnaire with an overall reliability coefficient of 0.979. The statistics used for data analysis included frequency, percentage, mean, standard deviation, Pearson’s correlation coefficient, and multiple regression analysis. The findings revealed that the overall level of motivator factors was high, while the overall levels of hygiene factors and job performance efficiency were at the highest level. Motivator factors and hygiene factors were positively correlated with job performance efficiency at the statistical significance level of .001. Regarding the influence of the variables, motivator factors had a positive influence on job performance efficiency at the statistical significance level of .05 (b = 0.152, Beta = 0.160, t = 2.35, p-value = .020), whereas hygiene factors had a positive influence on job performance efficiency at the statistical significance level of .001 (b = 0.538, Beta = 0.614, t = 9.01, p-value < .001). Together, both factors explained 55.5 percent of the variance in job performance efficiency. The findings indicate that, in a public organization with a clear structural system and undergoing a transition toward digital-era public administration, hygiene factors are not merely conditions that reduce dissatisfaction, but also structural factors that significantly drive work readiness, continuity, and personnel performance efficiency.

Keywords: Motivator Factors, Hygiene Factors, Job Performance Efficiency