Pangkat Istimewa sebagai Career Recognition: Analisis Konseptual Komitmen Normatif Widyaiswara Berbasis Integrative Literature Review
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Abstract
Reformasi pengelolaan jabatan fungsional melalui Peraturan Menteri Pendayagunaan Aparatur Negara dan Reformasi Birokrasi Nomor 1 Tahun 2023 memperkenalkan penilaian kinerja berbasis ekspektasi dan membuka ruang pemberian penghargaan karier melalui mekanisme kenaikan pangkat istimewa. Meskipun mekanisme tersebut dirancang untuk mengakui kontribusi kinerja, kajian mengenai makna pangkat istimewa sebagai career recognition dan potensinya dalam membangun komitmen organisasi Widyaiswara masih terbatas. Penelitian ini bertujuan menganalisis secara konseptual posisi pangkat istimewa sebagai penghargaan berbasis karier serta menjelaskan potensinya dalam membentuk komitmen normatif Widyaiswara. Penelitian menggunakan pendekatan kualitatif dengan desain integrative literature review yang diperkaya wawancara ahli. Literatur dipilih secara purposif relevan dengan pengembangan karier, career recognition, reward, organizational commitment, manajemen kinerja ASN, dan jabatan fungsional Widyaiswara. Wawancara dilakukan terhadap dua informan kunci yang terlibat dalam pengelolaan kinerja dan penghargaan ASN di Pemerintah Provinsi Jawa Barat. Data dianalisis menggunakan qualitative content analysis untuk mengidentifikasi tema dan membangun sintesis konseptual berdasarkan Three Component Model of Organizational Commitment. Hasil sintesis menunjukkan bahwa pangkat istimewa lebih tepat dipahami sebagai career recognition yang memiliki dimensi non-financial reward, meskipun dapat menimbulkan konsekuensi finansial sebagai implikasi karier. Data wawancara memperkuat bahwa pemberian penghargaan dikaitkan dengan pencapaian ekspektasi kinerja, kontribusi terhadap target organisasi, dan penilaian 360 derajat. Analisis konseptual selanjutnya mengindikasikan adanya jalur penilaian kinerja berbasis ekspektasi; perceived reward fairness; career recognition; komitmen normatif. Model tersebut merupakan proposisi konseptual yang belum membuktikan hubungan kausal dan karena itu memerlukan pengujian empiris pada Widyaiswara. Temuan ini merekomendasikan pengembangan mekanisme penghargaan karier yang transparan, berbasis kontribusi organisasi, dan konsisten dengan prinsip keadilan kinerja.
The reform of functional-position management through Ministerial Regulation of Administrative and Bureaucratic Reform No. 1 of 2023 introduced expectation-based performance assessment and expanded opportunities for career recognition through special promotion. However, limited attention has been given to special promotion as career recognition and its potential relationship with organizational commitment among government trainers (Widyaiswara). This study conceptually examines special promotion as a career-based reward and its potential contribution to normative commitment. A qualitative approach was employed through an integrative literature review enriched by expert interviews. Relevant literature on career development, rewards, performance management, organizational commitment, and Widyaiswara functional positions was purposively selected. Interviews were conducted with two key informants involved in performance management and civil-service reward administration in West Java Province. Data were analyzed using qualitative content analysis guided by Meyer and Allen’s Three-Component Model of Organizational Commitment. The synthesis indicates that special promotion is best understood as a career-based reward with a career-recognition dimension rather than simply a non-financial reward, as career advancement may entail financial consequences. Interview evidence indicates that reward recommendations are linked to performance expectations, organizational contributions, and 360-degree assessment. The analysis proposes a conceptual pathway linking expectation-based performance assessment, perceived reward fairness, career recognition, and normative commitment. This pathway is a conceptual proposition, not evidence of causality, and requires empirical testing. The study highlights the importance of transparent, contribution-oriented, and fair career-recognition mechanisms for Widyaiswara career management.
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