THE INFLUENCE OF MOTIVATION, INCENTIVES AND COMPETENCIES ON THE PERFORMANCE OF OUTSOURCED EMPLOYEES (TAD) COLLECTION WITH ORGANIZATIONAL COMMITMENT AS AN INTERVENING VARIABLE AT BANK BTN BEKASI BRANCH OFFICE

This research was conducted to determine how much influence Motivation, Incentives and Competence have on the Performance of Collection Outsourced Employees (TAD) with Organizational Commitment as an Intervening Variable at Bank BTN Bekasi Branch Office. The method used in this research is a descriptive quantitative method that uses a survey system. Where the data collected relates to motivation, incentives, competence, organizational commitment and employee performance at the BTN Bekasi Branch Office. The type of data is quantitative with the data source to be collected from the relevant BTN Bekasi Branch Office and based on research objects that are correlated with the title of this thesis. The population in this study were collection outsourcing (TAD) employees who worked at the BTN Bekasi Branch Office. This research uses primary and secondary data obtained from respondents, where respondents will provide verbal responses and/or written responses in response to the statements given. The data collection technique uses variable measurement using a questionnaire instrument. Each employee respondent was given three questionnaire instruments to become a source of measurement for the variables studied. The results of the research show that work motivation partially has a significant and positive influence on employee organizational commitment, incentives partially have a significant and positive influence on employee organizational commitment, partial competence has a significant and positive influence on employee organizational commitment, partial organizational commitment has a significant influence and positive on employee performance, partial work motivation has a significant and positive influence on employee performance, partial incentives have a significant and positive influence on employee performance, partial competence has a significant and positive influence on employee performance, partial work motivation has a significant influence and positive towards employee performance through organizational commitment, incentives partially have a significant and positive influence on employee performance through organizational commitment, competence partially has a significant and positive influence on employee performance through organizational commitment.

systems and workforce can keep the company afloat as a competitive participant in the banking industry.With the current tight competition in the national banking business, one of the government banks, namely PT.Bank Tabungan Negara (Persero) Tbk or commonly known as Bank BTN, is working on improving all shortcomings, both in terms of human resources, technology and services.BTN is a commercial bank which is a State-Owned Enterprise (BUMN) which has a vision to focus on housing financing.
Performance is the fulfillment of tasks or skills related to an employee's work.Performance is an appearance that performs, describes and produces something, both physical and non-physical, in accordance with instructions, functions and tasks based on knowledge, attitudes and skills.According to (Zafar, 2015:45) employee performance is where an individual successfully completes the tasks set by the organization, in accordance with predetermined standards along with efficient use of resources in a changing environment.In an effort to improve performance, there is one aspect that can increase employee work productivity, namely by providing motivation (stimulating power) to employees, in the now popular term, providing work enthusiasm to employees.Work motivation in companies is an important issue.Work motivation has a function for achieving company goals, by motivating employees to complete tasks correctly, therefore companies are obliged to motivate all employees, namely in accordance with the desires and needs of employees.
If there are superior characteristics in employees, companies need to maintain them by providing rewards and remuneration that are commensurate with the work they have done.One form of reward given to employees is incentives.Incentives are a form of reward or appreciation to employees, both directly and indirectly, in the form of financial and non-financial forms.According to Simmamora (2006:445) incentives are additional compensation above or beyond the salary or wages provided by the organization.Another factor that influences employee performance is competence.The influence of competence on performance can be seen from the level of competence which has practical implications in human resource planning.This can be seen from the picture that knowledge and skill competencies tend to be more real and relatively more on the surface, one of the characteristics possessed by employees.Competency influences employee performance.An employee who has high competencies such as knowledge, skills, abilities and attitudes appropriate to the position he holds is always encouraged to work effectively, efficiently and productively.
The organizational commitment that exists at Bank BTN is also considered as one of the factors that influences employee performance achievements, in addition to incentive factors, work motivation and competence.It is suspected that there is a difference in organizational commitment between old employees and new employees.This is proven by the fact that old employees show a higher level of loyalty to Bank BTN compared to new employees.Decreased employee performance results in low employee organizational commitment.Indicators of declining employee performance at Bank BTN Bekasi branch office can be seen from not achieving performance targets.One of the performance targets is credit quality, both collectibility 2 and Non-Performing Loans (NPL).After obtaining organizational commitment by considering several things such as motivation, incentives and competence, each employee will assess whether what is obtained is in accordance with expectations so that good performance is realized.Employee performance is a process of assessing work results that will be used by agencies to provide information to individual employees about the quality of their work results from the perspective of the company's interests.Assessments carried out regularly aim to achieve goals.Employee performance assessments that are carried out objectively, precisely and well documented tend to reduce the potential for deviations committed by employees, so that their performance is expected to have a positive impact on the company.Thus, the author is interested in conducting research on "The Influence of Motivation and Competency Incentives on the Performance of Outsourced Employees (Tad) Collection with Organizational Commitment as an Intervening Variable at Bank BTN Bekasi Branch Office)".

IMPLEMENTATION METHOD Place and time of research
This research was carried out at the BTN Bekasi Branch Office, over a period of five months from April 2023 to August 2023.The research began with literature searches, submission and examination of research thesis proposals, data collection and processing, completing the thesis report up to the thesis examination.

Research methods
The method used in this research is a descriptive quantitative method that uses a survey system.Where the data collected relates to motivation, incentives, competence, organizational commitment and employee performance at the BTN Bekasi Branch Office.The type of data is quantitative with the data source to be collected from the BTN Bekasi Branch Office concerned and based on the research object which is correlated with the title of this thesis.The data source used is primary data, which is data collected by the researcher himself by examining the object directly.research related to research.This research seeks to test the hypothesis used where this research will take samples from a population and use a questionnaire as the main data collector.

Population and Research Sample
The population in this study were collection outsourcing (TAD) employees who worked at the BTN Bekasi Branch Office.Arikunto (in Riduwan, 2012: 210) stated that as an estimate, if there are 100 subjects, it is better to take all of them, so that the research is population research.Due to population limitations, all members of the population were used as research samples so that this research used a saturated sample which was taken using the Census Technique using proportional random sampling.Therefore, the sample in this study was 120 respondents.

Data Sources and Data Collection Techniques a. Data source
This research uses data obtained from respondents, where respondents will provide verbal responses and/or written responses in response to the statements given.The types of data used in this research are: 1.Primary Data is data regarding respondents' answers to the 5 variables measured in this research.2. Secondary Data, is data obtained indirectly through intermediaries (obtained and recorded by other parties).In this research, secondary data only supports initial data collection as research output.

b. Data collection technique
The data collection technique uses variable measurement using a questionnaire instrument.Each employee respondent was given three questionnaire instruments to become a source of measurement for the variables studied.Data was collected using a questionnaire method, namely by giving a list of questions or questionnaires to respondents.The reason for using this method is that the research subject is the person who knows best about himself, and the subject's statements given are true and trustworthy.Answers to the list of questions that must be filled in by respondents are made using a Likert scale, namely a range of 1 to 5, where a value of 1 is a statement of strongly disagree and a value of 5 is a statement of strongly agree.

Research Instrument
An instrument is a tool that, because it meets academic requirements, can be used as a tool to measure a measuring object or collect data about a variable.In research, instruments are defined as tools for collecting data regarding research variables for research needs.This research instrument uses a questionnaire.This instrument was developed on the basis of theoretical studies, then defined in conceptual definitions, operational definitions, and developed through an instrument grid.

Operational Definition of Variables
Research instruments using a Likert model scale can be made in the form of a check list or multiple choice.Arikunto (2006:52) says that "check list", a list, respondents just need to put a mark (√) in the appropriate column.Where on a Likert scale, respondents will be given statements with alternatives, namely: strongly agree (SS), agree (S), doubtful (RR), disagree (TS), strongly disagree (STS).The questionnaire was developed from indicators contained in theory as reflected in the operational definition.

RESULTS AND DISCUSSION SEM analysis
SEM analysis on SmartPLS will use the Partial Least Square (PLS) Algorithm calculation.The stages carried out in this PLS algorithm analysis include iteratively estimating variable scores, estimating outer weights/loadings and path coefficients, and estimating parameter locations.The analysis in this research is as follows: The convergent validity of the measurement model using reflective indicators is assessed based on the loading factor of the indicators that measure the construct.In this research there are 5 constructs with a number of indicators ranging from 1 to 12 indicators on a scale of 1 to 5. Based on the results of testing the measurement model seen in Figure 1 and Table 2 it can be explained as follows: In the data above, all items after reanalysis have valueouter loading> 0.7 means that these indicators have a correlation or ability to measure the variable being measuredGood.This outer loading value shows the percentage that the indicator is able to explain the variables contained in it (Hair et. al., 2017).

CompositeReliability and Cronbach's Alpha
Besides construct validity testing, construct reliability testing was also carried out as measured by composite reliability and Cronbach's alpha from a block of 60 indicators that measure the construct.The following are the results of composite reliability and Cronbach's alpha testing from Smart PLS: In the data above, all items have a Cronbach's Alpha value > 0.7, meaning the data is reliable for use in analysis.In addition, the overall AVE value is > 0.5, which indicates that the latent/construct is able to explain more than half of the variance of the indicators on average (Hair et. al., 2017).Based on the results of the loading factors above, it can be concluded that the construct has good convergent validity.

DiscriminantValidity
Discriminant validity testing is carried out to prove whether the indicators in a construct will have the largest loading factor on the construct it forms compared to the loading factor with other constructs.You can see the test results of the Fornell-Lacker criteria and cross loading in table 4 below: Based on the data above, the value of the latent/construct variable (the value in bold), where each AVE root value in the table is greater than the correlation value of the variable with other variables (not in bold).The value in bold where the value is greater than the other values indicates that there are no other variables that have a greater relationship than the construct variable itself, so that the variables are different, uncorrelated, and independent (Hair et. al., 2017).Discriminant validity is related to the principle that measurements of different constructs should not be highly correlated (Abdillah, 2018).The discriminant validity test is assessed based on the cross loading of the measurement with the construct.Thus, the discriminant validity test has the provision that the cross loading correlation with other variables must be greater between indicators and other latent variables (Sarwono, 2015).The results of the research show that the cross loading value (value in bold) of each item against the construct is greater than items outside the construct, so that the relationship between the construct and the items is greater and worthy of being used as a measurement item.The data above was taken from the outer model of the organizational commitment and employee performance variables.This figure means that the influence of work motivation, incentives and competence on organizational commitment is 0.719 or 71.9%.Then the influence of work motivation, incentives, competence and organizational commitment on employee performance is 0.753 or 75.3%.The f square value is used to see whether or not there is a significant relationship between variables and to see the magnitude of the influence of each independent variable on the dependent variable (Hair et. al., 2017).The f square value <0.020 can be stated that there is no effect between the relationship between the independent and dependent variables.If the f square value is between 0.02 and 0.15 then it is a small effect.If the f square value is between 0.15 and 0.35 then it is considered a medium effect.Meanwhile, if the f square value is greater than 0.35, it is considered a large effect (Hair et. al., 2017).The data above is a table of Q Square Predictive Relevance seen in the Construct Crossvalidated Redundancy in the total section.Predictive relevance is a test carried out to show how good the observation value is produced using a blindfolding procedure by looking at Q Square (Hair et. al., 2017).If the Q Square value > 0 then it can be said that the variables in the research have good observation value, whereas if the Q Square value < 0 then the variables in the research do not have good observation value.The measurement results above are a significance test through the path coefficient which looks at whether the variables have a causal relationship between the variables that was formulated in the previous hypothesis with the following results:

Hypothesis test a. Hypothesis Testing H1
The test was carried out to see whether work motivation had a positive effect on organizational commitment.The test results can be seen from table 4.11 above.The original sample estimate value was 0.284 with a t-statistic value of 3.078 > 1.96, which means work motivation has a positive effect on organizational commitment with a significance value of 0.002 (0.002 < 0.05).Based on the test results, it can be concluded that hypothesis 1 is accepted.

b. Hypothesis Testing H2
Tests were carried out to see whether incentives had a positive effect on organizational commitment.The test results can be seen from table 4.11 above.The original sample estimate value was 0.332 with a t-statistic value of 3.452 > 1.96, which means incentives have a positive effect on organizational commitment with a significance value of 0.001 (0.001 < 0.05).Based on the test results, it can be concluded that hypothesis 2 is accepted.

c. Hypothesis Testing H3
The test was carried out to see whether competency had a positive effect on organizational commitment.The test results can be seen from table 4.11 above.The original sample estimate value was 0.316 with a t-statistic value of 3.084 > 1.96, which means that competence has a positive effect on organizational commitment with a significance value of 0.002 (0.002 < 0.05).Based on the test results, it can be concluded that hypothesis 3 is accepted.

d. Hypothesis Testing H4
The test was carried out to see whether organizational commitment had a positive effect on employee performance.The test results can be seen from table 4.11 above.The original sample estimate value was 0.296 with a t-statistic value of 2.962 > 1.96, which means organizational commitment has a positive effect on employee performance with a significance value of 0.003 (0.003 < 0.05).Based on the test results, it can be concluded that hypothesis 4 is accepted.

e. Hypothesis Testing H5
Testing was carried out to see whether work motivation had a positive effect on employee performance.The test results can be seen from table 4.11 above.The original sample estimate value was 0.180 with a t-statistic value of 2.070 > 1.96, which means work motivation has a positive effect on employee performance with a significance value of 0.039 (0.039 < 0.05).Based on the test results, it can be concluded that hypothesis 5 is accepted.

f. Hypothesis Testing H6
Tests were carried out to see whether incentives had a positive effect on employee performance.The test results can be seen from table 4.11 above, the original sample estimate value is 0.234 with a t-statistic value of 2.071 > 1.96, which means incentives have a positive effect on employee performance with a significance value of 0.039 (0.039 < 0.05).Based on the test results, it can be concluded that hypothesis 6 is accepted.

g. Hypothesis Testing H7
Testing was carried out to see whether competency had a positive effect on employee performance.The test results can be seen from table 4.11 above.The original sample estimate value was 0.248 with a t-statistic value of 2.300 > 1.96, which means that competence has a positive effect on employee performance with a significance value of 0.022 (0.022 < 0.05).Based on the test results, it can be concluded that hypothesis 7 is accepted.

Mediation Analysis
Testing the effect of mediation to determine the effect of the independent variable on the dependent variable through the mediating variable can be done using Sobel Test analysis.The Sobel test is carried out by testing the strength of the indirect influence of the independent variable (X) on the dependent variable (Y) through the variable (Z).The calculated t value is compared with the t table value, if the calculated t value is greater than the t table (1.96), then it can be concluded that there is a mediation effect.The test results show that the original sample estimate value is 0.284 with a t-statistic value of 3.078 > 1.96, which means work motivation has a positive effect on organizational commitment with a significance value of 0.002 (0.002 < 0.05).Based on the test results, it can be concluded that hypothesis 1 is accepted.

b. The Influence of Incentives on Employee Organizational Commitment at BTN Bekasi Branch Office
The test results show that the original sample estimate value is 0.332 with a t-statistic value of 3.452 > 1.96, which means incentives have a positive effect on organizational commitment with a significance value of 0.001 (0.001 < 0.05).Based on the test results, it can be concluded that hypothesis 2 is accepted.

c. The Influence of Competency on Employee Organizational Commitment at BTN Bekasi Branch Office
The test results show that the original sample estimate value is 0.316 with a t-statistic value of 3.084 > 1.96, which means that competence has a positive effect on organizational commitment with a significance value of 0.002 (0.002 < 0.05).Based on the test results, it can be concluded that hypothesis 3 is accepted.

d. The Influence of Organizational Commitment on Employee Performance at BTN Bekasi Branch Office
The test results show that the original sample estimate value is 0.296 with a t-statistic value of 2.962 > 1.96, which means that organizational commitment has a positive effect on employee performance with a significance value of 0.003 (0.003 < 0.05).Based on the test results, it can be concluded that hypothesis 4 is accepted.

e. The Influence of Work Motivation on Employee Performance at BTN Bekasi Branch Office
The test results show that the original sample estimate value is 0.180 with a t-statistic value of 2.070 > 1.96, which means work motivation has a positive effect on employee performance with a significance value of 0.039 (0.039 < 0.05).Based on the test results, it can be concluded that hypothesis 5 is accepted.

Table 1 .
Col. 2 and NPL BTN Bekasi Branch Office January 2023 to May 2023

Table 3 .
Composite Reliability and Cronbach's Alpha

Table 9 .
Path Coefficient Significance Test