Bagaimana Pendidikan dan Pengalaman Memengaruhi Pengembangan Kompetensi pada Berbagai Tingkatan Jabatan Pemerintah: Analisis GSCA Multi-Group
DOI:
https://doi.org/10.38035/jihhp.v6i6.9621Keywords:
kompetensi, potensi, pendidikan, pengalaman kerja, jabatan pemerintah, manajemen talenta, literasi digital, emerging skills, GSCAAbstract
Transformasi digital dan penerapan sistem merit menuntut Aparatur Sipil Negara (ASN) memiliki kompetensi yang adaptif dan berorientasi pada pengembangan berkelanjutan. Namun, penelitian mengenai faktor-faktor yang memengaruhi kompetensi ASN masih didominasi oleh data persepsi, sementara pemanfaatan data asesmen objektif masih terbatas. Penelitian ini bertujuan menganalisis pengaruh pendidikan dan pengalaman kerja terhadap kompetensi ASN yang dibentuk dari kompetensi manajerial, kompetensi sosial kultural, kompetensi literasi digital, dan kompetensi emerging skills, menguji peran mediasi potensi, serta mengevaluasi peran moderasi pelatihan manajerial pada jenjang jabatan Administrator, Pengawas, dan Pelaksana. Penelitian menggunakan pendekatan kuantitatif dengan data sekunder hasil Computer Assisted Competency Test (CACT) dan data administrasi kepegawaian terhadap 1.873 ASN yang mengikuti asesmen pada periode 2024–2026. Analisis dilakukan menggunakan Generalized Structured Component Analysis (GSCA) dan Multi-Group Analysis (MGA).
Hasil penelitian menunjukkan bahwa potensi merupakan prediktor terkuat kompetensi ASN pada seluruh jenjang jabatan (β = 0,819–0,872), melampaui pengaruh pendidikan maupun pengalaman kerja. Pendidikan hanya berpengaruh signifikan terhadap kompetensi pada jabatan Pengawas, sedangkan pengalaman kerja cenderung berpengaruh negatif terhadap potensi pada sebagian besar kelompok. Potensi terbukti memediasi secara parsial hubungan antara pengalaman kerja dan kompetensi, sementara pelatihan manajerial hanya memberikan efek moderasi yang terbatas pada jalur yang melibatkan pengalaman kerja. Selain itu, Emerging Skills dan Literasi Digital merupakan dimensi pembentuk kompetensi yang lebih dominan dibandingkan kompetensi manajerial dan sosial kultural.
Temuan ini menegaskan pentingnya menempatkan potensi sebagai dasar utama dalam manajemen talenta dan perencanaan suksesi ASN, serta mengintegrasikan pengembangan kompetensi digital, emerging skills, dan strategi pengembangan kompetensi yang disesuaikan dengan karakteristik setiap jenjang jabatan.
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