The Effect of Training and Work Ability on Sustainable Performance through Motivation: A Study at the National Disaster Management Agency

Bintang Ahmad Setiawan; Kasmir Kasmir

doi:10.63922/ijebir.v5i05.6029

Bintang Ahmad Setiawan Universitas Mercu Buana, Jakarta, Indonesia
Kasmir Kasmir Universitas Mercu Buana, Jakarta, Indonesia

DOI: https://doi.org/10.63922/ijebir.v5i05.6029

Keywords: Education and Training, Work Ability, Motivation, Sustainable Performance

Abstract

Sustainable employee performance has become a strategic issue for disaster management institutions. However, the 2024 performance achievements of the National Disaster Management Agency (BNPB) remained below target, while employees' education and training (training) and work ability were in the sufficient category. This study aims to analyze the effect of education and training and work ability on sustainable performance, both directly and through motivation as an intervening variable, at BNPB. This study employed a quantitative approach with a descriptive-verificative method. Data were collected through questionnaires distributed to 72 BNPB employee respondents, determined using the Slovin formula with a purposive sampling technique. The data were analyzed using Structural Equation Modeling (SEM) based on Partial Least Square with the assistance of SmartPLS 3.0 software. The results show that education and training have a positive effect on sustainable performance, with a coefficient value of 0.073 and a p-value of 0.000. Work ability has a positive effect on sustainable performance, with a coefficient value of 0.153 and a p-value of 0.000. Education and training have a positive effect on motivation, with a coefficient value of 0.794 and a p-value of 0.000. Work ability has a positive effect on motivation, with a coefficient value of 0.554 and a p-value of 0.000. Motivation has a positive effect on sustainable performance, with a coefficient value of 0.432 and a p-value of 0.000. Motivation is also proven to mediate the effect of education and training on sustainable performance, with a coefficient value of 0.032 and a p-value of 0.000, as well as to mediate the effect of work ability on sustainable performance, with a coefficient value of 0.343 and a p-value of 0.002. A Goodness of Fit (GoF) value of 0.768 indicates that the research model has a high level of fit. These findings contribute to the development of human resource management literature, particularly in understanding the role of motivation as a mediator in the relationship between training and work ability and sustainable performance. The findings are also expected to serve as a reference for BNPB in designing more effective human resource development policies.

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