The Role Of Competency, Training, And Change Management Through The Implementation Of The Iso/Iec 17025:2017 Quality Management System On Employee Performance At The Fluid Mechanics Laboratory – Brin

Natanael Murjono; Hamsinah B; Hadi Supratikta

doi:10.63922/ijevss.v5i03.6116

Natanael Murjono Pamulang University, Indonesia
Hamsinah B Pamulang University, Indonesia
Hadi Supratikta Pamulang University, Indonesia

DOI: https://doi.org/10.63922/ijevss.v5i03.6116

Keywords: Competence; Training; Change management; ISO/IEC 17025:2017; Quality management system; Employee performance; SEM-PLS.

Abstract

This study examines how employee performance is affected by competency, training, and change management at the National Research and Innovation Agency's (BRIN) Fluid Mechanics Laboratory using the ISO/IEC 17025:2017 Quality Management System (QMS). Saturated sampling was used to apply a quantitative explanatory design to all 152 laboratory employees. Structural Equation Modeling-Partial Least Squares (SEM-PLS) using SmartPLS 4 was used to evaluate the data, which was gathered using a structured five-point Likert questionnaire. The results demonstrate that QMS implementation is favorably and significantly impacted by competence (β = 0.384; p < 0.001), change management (β = 0.200; p = 0.034), and training (β = 0.297; p = 0.003). Employee performance is also significantly improved by competence (β = 0.124; p = 0.004), change management (β = 0.144; p = 0.021), and training (β = 0.144; p = 0.031). Employee performance is most directly impacted by QMS deployment (β = 0.641; p < 0.001). 43.6% of the variation in QMS implementation and 77.6% of the variation in employee performance can be explained by the structural model. The implementation of ISO/IEC 17025:2017 QMS serves as a partial mediator in all three relationships since indirect effects are significant for competence (β = 0.246; p < 0.001), change management (β = 0.128; p = 0.039), and training (β = 0.191; p = 0.003). The findings show that in an approved research laboratory, technical proficiency, ongoing training, and well-managed organizational change support the deployment of quality systems and worker performance.

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