The Effect of Human Resource Management Practices on Improving Performance and Innovative Behavior of State Civil Apparatus

Abstract

This study aims to examine the effect of human resource management practices (high commitment HR practices) on the performanc e and innovative behavior of the State Civil Apparatus (ASN) both directly and through mediating variables of affective commitment and public service motivation in the context of bureaucracy simplification and changing the ASN work system due to the Covid-19 pandemic at the National Agency of Drug and Food Control (BPOM). By analyzing questionnaire data from 219 ASN BPOM respondents through a structural equation model (SEM) using the full version LISREL 8.51 application, this study found a direct and positive effect of high commitment HR practices on employee performance, affective commitment, and public service motivation. This study also found a positive relationship of public service motivation on employees' affective commitment, performance, and innovative behavior. However, the results of this study did not find the relationship between high commitment HR practices and employees' innovativeness behavior and the relationship between affective commitment and employees' performance and innovative behavior. This study concluded that high commitment HR practices were associated with increased employee performance but did not affect increased innovativeness behavior. Public service motivation mediated a positive relationship between high commitment HR practices and employee performance and innovativeness behavior, while affective commitment did not mediate this relationship.