International Journal of Research and Innovation in Social Science (IJRISS) |Volume VI, Issue XI, November 2022|ISSN 2454-6186

Analysis of Public Service Motivation theory, Public Service Performance at the Meteorology, limatology, and Geophysics Agency in Papua and West Papua, Indonesia

 Alexander Phuk Tjilen¹*, Beatus Tambaip¹, Syahruddin¹, Ahmad Fakhri Fauzan Hadi^2
1Faculty of Social Science and Political Science, Universitas Musamus, Indonesia
²Mahasiswa Program Studi Magister Administrasi Publik, FISIP, Universitas Musamus, Indonesia
*Corresponding Author

Abstract: Public service motivation is a form of motivation that civil employees should pay close attention to because it has an impact on their behavior and ability to deliver public services. The level of public service motivation can be identified through the theory proposed by James L. Perry, namely the Public Service Motivation (PSM) theory which consists of four variables, including Attraction to Policy Making (APM), Commitment to the Public Interest (CPI), Compassion (COM), and Self-sacrifice (SS). The use of quantitative research methods through filling out questionnaires and then analyzing the results with 10 indicator scales to measure the level of PSM with a total of 100 respondents.
Research results in public Service Motivation, the Attraction to Policy Making indicator, Commitment to the Public Interest indicator, and the Compassion indicator in the Public Service Motivation theory have a positive effect on the performance of public services by 0.778 with a significance level of 0.018. The variable confidence in placing the task above myself has a very good value and has a favorable impact on how well public services are performed, while the Self-Sacrifice (SS) indicator is an indicator that has no effect on the performance of public services.

Keywords: Public Service Motivation; Attraction to Policy Making; Commitment to the Public Interest; Compassion, and Self-sacrifice

I. INTRODUCTION

An organization’s human resources play a critical role in determining its effectiveness. The effectiveness of human resources can be demonstrated because of the processes that run within the organization. Human resources are people who contribute their energy, talent, creativity, and effort to the organization (Indarwansyah, Niswaty, and Darwis 2019).
Achieved organizational goals can indicate that employ high-performance integrity. Performance relates to the goals of an organization (Ririhena, SW, & Alexander, P. 2018). The performance of public service organizations is the outcome of actions or programs that have been or will be accomplished in connection with the usage of a budget from an agency that can be measured for quantity and quality, that provides services to the public (Arifin Andiza, 2014

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