Pengaruh Manajemen Talenta, Komitmen Kerja dan Kesiapan Berubah terhadap Kinerja Aparatur Sipil Negara pada Kantor Pertanahan Kabupaten Deli Serdang dengan Stres Kerja sebagai Variabel Intervening

Abstract

Negative practices in talent acquisition and appointment to key positions, prolonged vacancies in critical roles, the lack of organizational efforts to develop individual competencies, and civil servants 'uncertainty about their career direction are identified as factors contributing to poor performance among civil servants. This study aims to analyze the influence of talent management, work commitment, and readiness to change on the performance of civil servants at the Land Office of Deli Serdang Regency, with job stress as an intervening variable. The research utilizes primary data collected from 114 respondents and secondary data obtained from administrative records and reports from the Land Office of Deli Serdang Regency and the Ministry of Agrarian Affairs and Spatial Planning. The sampling method applied is non­ probability sampling, specifically using a census sampling technique, where the entire population is included The collected questionnaires were analyzed using quantitative methods, employing multiple regression analysis with SPSS as the analytical tool. The findings reveal that talent management, work commitment, and readiness to change have a positive and significant effect on job stress. Furthermore, talent management, work commitment, readiness to change, and job stress also positively and significantly influence performance. Additionally, job stress serves as a mediating variable in the relationship between talent management, work commitment, readiness to change, and performance.