the Effect of Ability to Adjust Self , Work Achievement , and Work Satisfaction

The high quality of employee resources will result in strong commitment in completing routine tasks according to their respective responsibilities and functions more efficiently, effectively and productively. The extent of the authority possessed by the Province in the field of human resource management has resulted in the relevant agencies not carrying out their duties effectively. So that in this study research was conducted for; (1) analyze the ability of employees to adjust to colleagues; (2) analyzing employee work performance; (3) analyzing the level of employee job satisfaction and partial and simultaneous influence. The analytical tool used is Multiple Regression with classical assumption tests. The population in this study were 116 employees of Dispermadesdukcapil, Central Java Province, with a sample of 54 employees. The results of this study that variable adaptability and work performance have a significant positive effect, it is known from the tsatistic value of each of 4.458 and 3.853 which shows a number greater than the ttable number. While the variable job satisfaction has a positive and insignificant effect, it is known from the value of the statistic <t table of 1.698. If calculated together, the three variables have a significant positive effect known from the calculated f value> f-table by 58.548. The suggestions in this study need to be done to improve employees' work, or performance with difficulty behind education.


INTRODUCTION
Improving the quality of employee resources becomes an important problem and needs to be planned, directed, and sustainable in order to improve skills and professionalism.
According to Sedarmayanti (2010: 371), in order to ensure the implementation of the tasks of government and development in an efficient and effective manner.
The role of civil servants (PNS) is very important. To realize this, the management of the Civil Servants is directed to create a professional, neutral, accountable and prosperous civil servant (Prapto Hadi, 2006). In addition, the high quality of employee resources will result in a strong commitment in completing routine tasks according to their respective responsibilities and functions more efficiently, effectively and productively.
Organizational goals can be achieved through positive performance of employees, on the contrary the organization will face obstacles in achieving goals when the performance of employees is not effective in the sense that they cannot meet the demands of the work desired by the organization (Achmad, 2009). The total Central Java Province area is 32,548 km² or approximately 25% of the area of the island of Java. Administratively, Central Java Province consists of 29 regencies and six cities (Setyadharma, et al, 2017). The authority possessed by the Province is very wide ranging from planning to employee needs, employee career coaching to improving the welfare and dismissal / retirement of employees into regional authority. Because of the vast extent of authority that the Province has in the field of human resource management, the structuring of human resources has a strategic role in the realization of organizational goals, especially improving the work effectiveness of employees. The following is a table of the number of employees of the Office of Community, Village, Population, and Civil Registration of the Central Java Province. The author is aware of the importance of the effectiveness of employee work carried out by government agencies including the Office of Community Empowerment, Village, Population and Civil Registration of Central Java Province. According to the author many factors that can affect the low effectiveness of employee work in the Office of Community Empowerment, Villages, Population and Civil Registration of Central Java Province include leadership, coordination between subdivisions/sections which each oversee several sections/sub-sections, employee work discipline, motivation , morale, division of labor, existing work procedures, human relations, employee capabilities. Level of Employee Education The Office of Community, Village, Population and Civil Registration Empowerment of Central Java Province varies, there is 1 level of elementary school education, 4 levels of junior high school education, 24 high school education level, 2 D3 education level, D4 education level there were 5 people, S1 education level was 49 people, and S2 education level there were 31 people. Dispermadesdukcapil employees in Central Java still dominate employees with the highest level of education are undergraduate level, followed by S2, SMA, D4, SMP, D3, and finally elementary school. The expected work effectiveness should be achieved but constrained by the problem of lack of functioning of the task details (job description), low employee work discipline, lack of coordination between existing sub/sections, low level of achievement of targets/objectives. With the explanation above, the hope that employees in the Office of Community, Village, Population and Civil Registration of the Province of Central Java are able or able to effectively carry out their duties.
The overall factors that influence the effectiveness of the authors use the theory according to Richard and M. Steers (1980: 192) to measure the work effectiveness of employees of the Office of Community, Village, Population and Civil Registration Empowerment of Central Java Province which includes elements of employee adaptability, achievement employment and employee job satisfaction. Where the ability to adjust the indicators are: situation, communication, and cooperation. The work performance of the indicators are: skills, discipline, personality, and responsibility. And job satisfaction indicators are: job content, supervision, organization and management, opportunities to advance, and salary or other financial.

RESEARCH METHODS
This type of research is quantitative research. The data used in this study is primary data.  Source: Primary Data, processed Then based on the results of testing all classical deviations of research data can be explained as follows:  From the results of multicollinearity testing that has been done, it is known that the value of Variance Inflation Factor (VIF) of the three variables is smaller than 10 and the Tolerane value is more than 0.10 so it can be said that there is no multicollinearity between independent variables in the regression model.

Figure 1. Heteroscedasticity Test Source: SPSS Output, processed
Based on the scatterplot chart shows that there are clear patterns and points that spread above and below the number 0 on the Y axis. So it can be concluded that there is no heteroscedasticity in the regression model. The influence of variable adaptability (X1), work performance (X2), and job satisfaction (X3) on the work effectiveness of Dispermadesdukcapil Central Java Province obtained Adjust R² with a value of 0.765. This means that the variation of independent variables is the ability to adjust (X1), work performance (X2), and job satisfaction (X3) to the work effectiveness of Dispermadesdukcapil in Central Java Province at 76.5%, while the remaining 23.5% is explained by other variables not included in this model (not examined). And obtained a new equation, namely: Y= 10,818 + 0,384X1 + 0,259X2 + 0,158X3 If Y is work effectiveness, then the regression results on these equations can be interpreted as follows: The constant value in the regression results can be interpreted if all independent variables or independent variables have zero value, then the effectiveness of Dispermadesdukcapil Central Java Province is 10.818.
Adjusted ability coefficient is 0.384. This can mean that if the ability to adjust to increase by one unit, then the work effectiveness of Dispermadesdukcapil of Central Java Province increases by 0.384 units assuming other variables remain. From the test results it was explained that the variable adaptability has a positive and significant influence on the effectiveness of the work of Dispermadesdukcapil of Central Java Province. This shows that selfadjustment is a dynamic process that aims to change individual behavior so that there is a more appropriate relationship between the individual and his environment. The results of this study are in line with the research conducted by Akbar (2014) who stated that the ability to adjust to self had a positive effect on work effectiveness.
Work performance coefficient value is 0.259. This can mean that if work performance increases by one unit, then the work effectiveness of Dispermadesdukcapil of Central Java Province increases by 0.259 units assuming other variables remain. From the test results it was explained that the variable of work performance had a positive and significant influence on the effectiveness of the work of Dispermadesdukcapil of Central Java Province. Where work performance is the level of success of employees in completing their work and the realization of the ability in real form. Work performance is related to the achievement of work in carrying out its duties and functions. The results of this study are in line with Riski Putra's research (2017) which states that work performance has a positive effect on work effectiveness.
The value of the job satisfaction coefficient is 0.158. This means that if job satisfaction increases by one unit, then the work effectiveness of Dispermadesdukcapil of Central Java Province increases by 0.158 units assuming other variables remain. From the test results it was explained that the variable job satisfaction did not have a significant effect on the work effectiveness of Dispermadesdukcapil in Central Java Province.The implication of dissatisfaction is increasing absence, as well as the level of work. This means that job satisfaction will reduce employee insecurity in work, increase the number of attendance and performance. Job satisfaction can create behaviors that affect organizational functions. Therefore, job satisfaction is a response to the intrinsic and estrational conditions of the work whether it has fulfilled its expectations, so that when it is fulfilled there will be an increase in performance. The results of this study are in line with the research of Ika Nuryanti (2013) which states that job satisfaction does not affect work effectiveness.

CONCLUSION
The ability to adjust has a positive and significant influence on the effectiveness of the work of Dispermadesdukcapil employees in Central Java Province. This shows that when we have a good ability to adjust ourselves to work, we can complete the work according to the time specified in the work program. Work performance also has a positive and significant influence on the effectiveness of the Dispermadesdukcapil in Central Java Province. This shows that when a person's work performance is good, the level of success of employees in completing their work is also high. Work performance is a manifestation of the ability in the form of real and the results of the work achieved by employees in carrying out tasks and jobs that come from the organization. Job satisfaction does not significantly influence the work effectiveness of Dispermadesdukcapil employees in Central Java Province. The difference in job satisfaction between organizational units will be used to detect the causes of problems such as why there is a decrease in performance. The ability to adjust, work performance, and job satisfaction together influence the work effectiveness of Dispermadesdukcapil employees in Central Java Province. In this study it can be said that the factors that influence the work effectiveness of Dispermadesdukcapil employees in Central Java Province are the ability to adjust, work performance, and job satisfaction.