Improved Performance of Agricultural Extension Agents With Infrastructural Facilities and Training Through Job Satisfaction

Abstract

The research aims to find out whether there is any significant correlation between infrastructural facilities, training, and performance of agricultural extension agents, mediated by job satisfaction in the Agricultural Extension Office in Malang Raya. This research used a qualitative method. The data was collected using a questionnaire, and the technique used in taking the sample was saturation sampling. The sample comprised all agricultural extension agents who were also civil servants, who had working experience of a minimum of one year, and worked at the district-level agricultural extension office in Malang. The total respondents were 145 people. The data analysis was conducted using Partial Least Square (PLS) Method by employing the 3.0 SmartPLS program. The research results showed that all the hypotheses put forward were corroborated except the one dealing with infrastructural facilities. Infrastructural facilities did not have a significant effect on job satisfaction because their availability had not been considerably capitalized on in carrying out the agricultural extension. Besides, it was found that job satisfaction did not mediate the influence of infrastructure on the performance of the extension agents. Recommendations for research in the future on similar topics may use an additional comparison between the satisfaction of expert and skilled agricultural extension agents, and the research method may be developed using qualitative methods.

The Role of Job Satisfaction as Mediation on the Influence of Work Life Balance and Training on Job Performance

“…This is in line with Herzberg's job satisfaction theory which states that job satisfaction will be achieved if a person's desire to continue to develop as a psychological need can be fulfilled [9]. The results of this study are consistent with previous research by Ingsih, et al [1] and Mumakinah, et al [11].…”

“…According to Hasibuan [23], holding training can shape and improve employee abilities and knowledge, so it is hoped that with more intense training, employee performance will improve. This is supported by the findings of Abbas, et al [10] and Mumakinah, et al [11] that there is an influence between training and performance. Therefore, the following proposition has been developed:…”

“…Training is something that employees need in their self-development process; therefore, when these psychological needs are met, employee job satisfaction will emerge. This is supported by the findings of Abbas, et al [10], Mumakinah, et al [11], and Ingsih et al [1], which show that there is an influence of training on job satisfaction. Therefore, the following proposition has been developed:…”

“…Mumakinah, et al [11] consider job satisfaction as a way to improve employee performance and conclude, based on their findings that job satisfaction can mediate the relationship between training and job performance. The training program provided can increase the level of job satisfaction which in turn increases the employee's ability to carry out their duties [32].…”

“…Productivity gains are one advantage of holding training sessions [9]. This is supported by the findings of Abbas, et al [10] and Mumakinah, et al [11], which show that training has an influence on performance, but this is contrary to the findings of Ingsih, et al [1] where training has no influence on performance.…”