Pengaruh Knowledge Management Terhadap Kinerja Pegawai Dimediasi Variabel Inovasi di Badan Perencanaan Pembangunan Daerah Gorontalo

Abstract

Knowledge management merupakan suatu pendekatan yang sistematis untuk mengumpulkan, mengorganisir, mengelola, dan mendistribusikan pengetahuan yang dimiliki oleh individu dan organisasi.. Knowledge management juga mencakup kegiatan pembelajaran organisasi, penyebaran informasi, serta pengembangan dan pemanfaatan pengetahuan dalam meningkatkan kinerja organisasi. Dalam konteks Badan Perencanaan Pembangunan Daerah Kota Gorontalo, penerapan knowledge management dapat membantu meningkatkan efisiensi operasional, kemampuan adaptasi, dan inovasi dalam menghadapi perubahan yang terjadi di sektor perencanaan dan pembangunan daerah. Capaian kinerja organisasi dihasilkan oleh peran pegawai yang memainkan peranan penting dalam roda organisasi. Maka secara kasar, capaian kinerja organisasi yang rendah dapat pula menggambarkan capaian kinerja pegawai. Hal ini berarti adanya capaian kinerja yang dibawah target oleh BAPPEDA Kota Gorontalo merepresentasikan adanya kinerja pegawai yang relative dibawah dari target capaian secara individu. Penelitian ini dilakukan menggunakan Struktural Equation Modelling dengan pendekatan Partial Least Square dengan tujuan mengetahui pengaruh Knowledge Management terhadap Kinerja Pegawai yang dimediasi oleh Variabel Inovasi. Teknik pengambilan sampel menggunakan sampling jenuh dengan ukuran sampel sebanyak 58 responden yang merupakan pegawai di lingkungan BAPEDA Kota Gorontalo. Teknik pengumpulan data menggunakan kuisioner, wawancara dan dokumentasi. Hasil penelitian menunjukkan bahwa (1) Knowledge management yang ada di Badan Perencanaan Badan Perencanaan Pembangunan Daerah Kota Gorontalo berpengaruh positif sebesar 0.525 terhadap kinerja pegawai. (2) Variabel inovasi berpengaruh positif sebesar 0.149 terhadap kinerja pegawai di Badan Perencanaan Pembangunan Daerah (Bappeda) Kota Gorontalo dan (3) Variabel inovasi tidak dapat memediasi hubungan antara knowledge management dan kinerja pegawai dengan efek langsung sebesar 0.525 yang lebih besar dari efek tidak langsung 0.079. Knowledge management is a systematic approach to collecting, organizing, managing and distributing knowledge owned by individuals and organizations. Knowledge management also includes organizational learning activities, dissemination of information, as well as the development and utilization of knowledge in improving organizational performance. In the context of the Gorontalo City Regional Development Planning Agency, the application of knowledge management can help increase operational efficiency, adaptability and innovation in facing changes that occur in the regional planning and development sector. Organizational performance is produced by the role of employees who play an important role in the organization. So roughly speaking, low organizational performance achievements can also describe employee performance achievements. This means that there is a performance achievement that is below the target by the Gorontalo City BAPPEDA, representing the existence of employee performance that is relatively below the individual achievement target. This research was conducted using Structural Equation Modeling with a Partial Least Square approach with the aim of determining the influence of Knowledge Management on Employee Performance which is mediated by the Innovation Variable. The sampling technique used saturated sampling with a sample size of 58 respondents who were employees within BAPEDA Gorontalo City. Data collection techniques use questionnaires, interviews and documentation. The research results show that (1) Management knowledge in the Gorontalo City Regional Development Planning Agency has a positive effect of 0.525 on employee performance. (2) The innovation variable has a positive effect of 0.149 on employee performance at the Gorontalo City Regional Development Planning Agency (Bappeda) and (3) The innovation variable cannot mediate the relationship between knowledge management and employee performance with a direct effect of 0.525 which is greater than the indirect effect. 0.079.

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