Determinants of Verification Performance: The Role of Structure and Resilience in Indonesia's Oil & Gas Domestic Content Compliance
Abstract
The purpose of this study is to formulate strategies for enhancing employee performance at Oil and Gas Industry in Indonesia regarding the fulfillment of Domestic Content Requirements (Tingkat Komponen Dalam Negeri or TKDN) through the optimization of the TKDN verification process. Achieving performance targets in TKDN verification is a critical objective for Oil and Gas Industry as part of its compliance with applicable regulations. This study examines the influence of Organizational Structure and Adversity Quotient on Employee Performance, with Work Motivation serving as an intervening variable. A quantitative approach was employed using a survey of 80 respondents, with data analyzed using Descriptive Statistics and Structural Equation Modeling (SEM). The results demonstrate that both Organizational Structure and Adversity Quotient have a significant direct positive effect on Employee Performance, and both significantly influence Work Motivation. However, Work Motivation does not have a significant effect on Employee Performance, indicating that the mediating role of Work Motivation is not supported. These findings suggest that strengthening TKDN verification performance is more effectively achieved by optimizing organizational mechanisms through the implementation of effective work procedures and supervision/coordination as well as by enhancing individual resilience during the verification process. Such measures are essential to ensuring that this Oil and Gas Industry meets its TKDN achievement targets and remains compliant with prevailing regulations.
References
Adha, R. N., Qomariah, N., & Hafidzi, A. H. (2019). Pengaruh motivasi kerja, lingkungan kerja, budaya kerja terhadap kinerja karyawan. Jurnal Penelitian IPTEKS, 4(1), 47–62.
Bernardin, H. J., & Russell, J. E. A. (2013). Human resource management: An experiential approach (6th ed.). McGraw-Hill.
Burns, T., & Stalker, G. M. (1961). The management of innovation. Tavistock Publications.
Chaniago, H., Muharam, H., & Efawati, Y. (2023). Metode Riset Bisnis dan Permodelan. Bandung: Edukasi Riset Digital, PT.
Chaniago, H., Hidayat, H., & Efawati, Y. (2025). Intrinsic Motivation and the Use of Artificial Intelligence (AI) in the Public Sector: Evidence from Indonesia. Revista Brasileira de Políticas Públicas, 15(2).
Chaniago, H., & Efawati, Y. (2026). Individual absorptive capacity as a stepping stone for digitalization, digital transformation, and small business performance; Entrepreneurial perspectives. Contaduría y administración, 71(2), 1-36.
Chuwa, P. M. (2023). Strengths, weaknesses, and opportunities of local content policy, legal, and institutional framework in the upstream natural gas sector in Tanzania. Journal of Energy & Natural Resources Law.
Colquitt, J. A. (2001). On the dimensionality of organizational justice: A construct validation of a measure. Journal of Applied Psychology, 86(3), 386–400.
Colquitt, J. A., LePine, J. A., & Wesson, M. J. (2019). Organizational behavior: Improving performance and commitment in the workplace (6th ed.). McGraw-Hill Education.
Coutu, D. L. (2002). How resilience works. Harvard Business Review, 80(5), 46–55.
Dutta, S., & Khatri, P. (2017). Servant leadership and positive organizational behavior: The road ahead to reduce employees’ turnover intentions. On the Horizon, 25(1), 60–82.
Efawati, Y. (2020). The influence of working conditions, workability and leadership on employee performance. International Journal Administration, Business & Organization, 1(3), 8-15. https://doi.org/10.61242/ijabo.20.40
Efawati, Y., Rachman, A., Andriani, R., & Veranita, M. (2025). Digital Transformation and Organizational Resilience: The Mediating Role of Digital Literacy. International Journal Administration, Business & Organization, 6(3), 457-471.
Efawati, Y. (2023). Trust as Antecedent of Innovative Behavior in the Workplace. International Journal Administration, Business & Organization, 4(3), 35-47. https://doi.org/10.61242/ijabo.23.381
Galanakis, M., & Peramatzis, G. (2022). Herzberg’s motivation theory in workplace. Psychology Research, 12(1).
Gammahendra, F., Hamid, D., & Rulian, V. R. (2014). Pengaruh struktur organisasi terhadap efektivitas organisasi (Studi pada persepsi pegawai tetap PT. Bank Pembangunan Daerah Jawa Timur Cabang Malang). Jurnal Administrasi Bisnis (JAB), 7(2).
George, J. M., & Jones, G. R. (2012). Understanding and managing organizational behavior (6th ed.). Prentice Hall.
Goleman, D. (1995). Emotional intelligence: Why it can matter more than IQ. Bantam Books.
Greenberg, J., & Baron, R. A. (2008). Behavior in organizations (9th ed.). Pearson Education.
Handoko, T. H. (2003). Manajemen. BPFE.
Haryono, S., Supardi, S., & Udin, U. (2021). The effect of motivation and organizational commitment on performance: A study in a compliance-based organization. Journal of Asian Finance, Economics and Business, 8(3), 1021–1030. https://doi.org/10.13106/jafeb.2021.vol8.no3.1021
Herzberg, F., Mausner, B., & Snyderman, B. B. (1959). The motivation to work. John Wiley & Sons.
Indrawijaya, A. I. (2006). Perilaku organisasi. Sinar Baru Algensindo.
Kementerian Energi dan Sumber Daya Mineral Republik Indonesia. (2013). Peraturan Menteri Energi dan Sumber Daya Mineral Nomor 15 Tahun 2013 tentang Penggunaan Produk Dalam Negeri Pada Kegiatan Usaha Hulu Minyak dan Gas Bumi.
Kementerian Perindustrian Republik Indonesia. (2011). Peraturan Menteri Perindustrian Republik Indonesia No. 16/M-IND/PER/2/2011 tentang Ketentuan dan Tata Cara Penghitungan Tingkat Komponen Dalam Negeri.
Kementerian Perindustrian Republik Indonesia. (2022). Laporan kinerja Kementerian Perindustrian.
Kreitner, R., & Kinicki, A. (2014). Organizational behavior (10th ed.). McGraw-Hill.
Lawrence, P. R., & Lorsch, J. W. (1967). Organization and environment: Managing differentiation and integration. Harvard University Graduate School of Business Administration.
Lestari, D. A., & Santoso, B. (2024). Work motivation as a mediator between organizational culture and employee performance in the creative industry. International Journal of Organizational Leadership, 13(1), 45–58.
Luthans, F. (2002). The need for and meaning of positive organizational behavior. Journal of Organizational Behavior, 23(6), 695–706.
Meriem, M. B. (2025). The Mintzberg model of organisational configurations. International Journal of Innovative Technologies in Economy, 2(46).
Mintzberg, H. (1979). The structuring of organizations: A synthesis of the research. Prentice-Hall.
Morse, J. M. (2022). Critical analysis of verification strategies in qualitative research. Routledge.
Mulyani, S., & Rahmawati, E. (2024). Organizational support and employee motivation: A structural equation modeling approach. Journal of Management and Leadership, 6(1), 45–58.
Nugraha, J., & Pratama, A. (2023). Determinants of operational efficiency in regulated industries: The role of structural design. International Journal of Business and Management Invention, 12(4), 22–30.
Nurain, A., Chaniago, H., & Efawati, Y. (2024). Digital Behavior and Impact on Employee Performance: Evidence from Indonesia. Journal of Technology Management & Innovation, 19(3), 15-27.
Phoolka, E. S., & Kaur, N. (2021). Adversity Quotient: A key determinant of professional success in the VUCA world. Academy of Strategic Management Journal, 20(2), 1–12.
Pinder, C. C. (2014). Work motivation in organizational behavior (2nd ed.). Psychology Press.
Presiden Republik Indonesia. (2009). Instruksi Presiden Nomor 2 Tahun 2009 tentang Penggunaan Produk Dalam Negeri dalam Pengadaan Barang/Jasa Pemerintah.
Presiden Republik Indonesia. (2010). Peraturan Presiden Nomor 54 Tahun 2010 tentang Pengadaan Barang/Jasa Pemerintah.
Presiden Republik Indonesia. (2018). Peraturan Pemerintah Nomor 29 Tahun 2018 tentang Pemberdayaan Industri.
PT Surveyor Indonesia. (2023). Panduan verifikasi tingkat komponen dalam negeri (TKDN). PT Surveyor Indonesia.
Ramdhani, N. (2012). Adaptasi bahasa dan budaya inventori Adversity Quotient. Jurnal Psikologi, 39(2), 222–237.
Robbins, S. P., & Judge, T. A. (2017). Organizational behavior (17th ed.). Pearson.
Saputra, F. (2022). The insignificant role of motivation in administrative compliance tasks: Evidence from public sector audits. Jurnal Tata Kelola & Akuntabilitas Keuangan Negara, 8(1), 15–28.
Sari, R. L., & Senen, S. H. (2022). The influence of organizational structure and work environment on employee performance. Jurnal Ilmu Manajemen & Ekonomika, 14(2), 55–64.
Siagian, S. P. (2002). Manajemen sumber daya manusia. Bumi Aksara.
Singh, A., & Gupta, B. (2020). Job involvement, organizational commitment, professional commitment, and team commitment: A study of generational differences in the Indian IT sector. Management Decision, 58(10).
Stoltz, P. G. (2000). Adversity quotient: Mengubah hambatan menjadi peluang (T. Hermaya, Trans.). Grasindo.
Sudarmanto. (2009). Kinerja dan pengembangan kompetensi SDM. Pustaka Pelajar.
Sugiyono. (2017). Metode penelitian kuantitatif, kualitatif, dan R&D. Alfabeta.
Sultana, R. (2025). The impact of standard operating procedures on intrinsic motivation: A case study of compliance-based roles. Journal of Management Research & Practice.
Tanjung, R., et al. (2023). Analisis faktor kinerja karyawan: Disiplin, motivasi, dan lingkungan kerja. Jurnal Manajemen & Bisnis Indonesia.
Tarigan, R. (2005). Ekonomi regional: Teori dan aplikasi. Bumi Aksara.
Weber, M. (1947). The theory of social and economic organization. Free Press.
Wexley, K. N., & Yukl, G. A. (2005). Organizational behavior and personnel psychology. Richard D. Irwin Inc.
Widodo, S. E. (2015). Manajemen pengembangan sumber daya manusia. Pustaka Pelajar.
Wijaya, T., & Andini, R. (2023). Resilience as a driver of work motivation in high-pressure environments. Indonesian Journal of Psychology and Business, 5(2), 112–125.
Winardi, J. (2003). Teori organisasi dan pengorganisasian. Rajawali Pers.
Yani, A. S., & Sudibjo, K. (2023). The effect of Adversity Quotient and work stress on employee performance in the digital era. Binus Business Review, 14(1), 35–46.
Copyright (c) 2026 Supriyatno, Nancy Yusnita, Yayan Hadiyat
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.
Authors who publish in this journal agree to the following terms:
- The authors confirm that they are the authors of the submitted article, which will be published (online) in the journal IJABO (International Journal Administration, Business & Organization) by the Asosiasi Ahli Administrasi Indonesia (A3i), Bandung, Indonesia. The author’s name will be evident in the article. The publisher makes all decisions regarding the layout and distribution of the work.
- Authors guarantee that the work is their own original creation and does not infringe any statutory or common-law copyright or any proprietary right of any third party. In case of claims by third parties, authors commit themself to defend the interests of the publisher and shall cover any potential costs.
- Authors retain copyright and grant the journal the right of first publication, with the work simultaneously licensed under a Creative Commons Attribution-ShareAlike 4.0 International License (CC BY-SA 4.0). This license allows the redistribution and reuse of papers provided the authorship is properly credited.
- Authors can enter into separate, additional contractual arrangements for the non-exclusive distribution of the journal's published version of the work (e.g., posting it to an institutional repository or publishing it in a book), with an acknowledgment of its initial publication in this journal.
- Authors are permitted and encouraged to post their work online (e.g., in institutional repositories or on their website) prior to and during the submission process, as this can lead to productive exchanges and earlier and greater citations of published work.
