The Effects of Training Programs, Self-Efficacy, and Work Motivation on Police Officer’s Performance

INKUBIS: Jurnal Ekonomi dan Bisnis Volume 8, Issue 1, 509-517 e_ISSN: 2775-3913 https://inkubis.polteksci.ac.id/index.php/ink/index DOI: doi.org/10.59261/inkubis.v8i1.213 The Effects of Training Programs, Self-Efficacy, and Work Motivation on Police Officer’s Performance Pusporini Palupi Jamaludin1* Paringsih2 Universitas Pamulang, Indonesia Universitas Pakuan, Indonesia *Corresponding author: Pusporini Palupi Jamaludin, Universitas Pamulang, Indonesia. 🖂 Article Info : Article history: Received: April 02, 2026 Revised: April 27, 2026 Accepted: April 29, 2026 Abstract Background: The performance of officers is an important factor in preserving public security and enhancing confidence in the police among communities in Indonesia. The South Tangerang Resort Kepolisian (Police Resort) has been carrying out several reforms related to professional challenges; however, the scope of implementing evidence-based performance improvement strategies still requires broader engagement from academia and practitioners/experts. Objective: This study aimed to analyze the direct and indirect effects of Keywords: training, self-efficacy, and work motivation on Polri performance in the training programs; self-efficacy; South Tangerang Police Resort. work motivation; performance; Methods: A mixed-method sequential explanatory design was used with police officers. 208 Non-Commissioned Officer (NCO) personnel from three police sectors, of which 136 respondents were recruited through proportional random sampling. A combination of Likert-scale questionnaires and path analysis supported the quantitative component, while qualitative triangulation employed the Delphi technique. Results: Training, self-efficacy, and work motivation had positive, significant direct effects on performance. Self-efficacy and training were also positively associated with work motivation, which, in turn, partially mediated their relationship with performance, although direct effects were greater than indirect ones. Conclusion: The quality of training, higher self-efficacy through coaching, and motivational systems are needed to optimize performance. In this regard, the present study contributes by providing further confirmation of the mediating role of work motivation in a law enforcement setting. To cite this article: Jamaludin, P. P., & Paringsih. (2026). The Effects of Training Programs, Self-Efficacy, and Work Motivation on Police Officer’s Performance. INKUBIS: Jurnal Ekonomi dan Bisnis, 8(1), 509-517. https://doi.org/10.59261/inkubis.v8i1.213 INTRODUCTION The organization's competitiveness is a key factor determining its continued growth and survival in the era of globalization, where human resources act as the main driver of organizational success (Chatterjee & Mariani, 2024; Morais et al., 2021; Turner, 2019). As mandated by Law Number 2 of 2002 concerning the Indonesian National Police (Central Government of the Republic of Indonesia, 2002), the Indonesian National Police have a strategic function in maintaining domestic security and public order, law enforcement, as well as community protection and service. Being a state institution, it is expected to act with professionalism, accountability, and transparency in carrying out its work. Police operations in the structure are organized into three tiers: enlisted personnel, NonCommissioned Officers (NCOs, who are also active at upper ranks), and Officers at middle ranks. The main role is played by NCOs, who are the operational backbone and who immediately adapt to any duties, including those at the Police Resort and Sector Police levels. At South Tangerang 509 | INKUBIS: Jurnal Ekonomi dan Bisnis Pusporini Palupi Jamaludin, Paringsih The Effects... Police Resort, half or more of the operational posts across all units — Criminal Investigation, Traffic, Intelligence, and Community Development — are occupied by Non-Commissioned Officers. The performance assessment framework is set out in Regulation Number 1 of 2025 concerning the Performance Management System, which measures personnel objectively on the basis of their competencies in training and career development. Public trust in the Indonesian National Police continues to fall well below expectation despite various reform initiatives being launched. According to 2023 survey data from Indikator Politik Indonesia, the agency ranks fourth in public confidence among state institutions. Professionalism problems remain evident, as indicated by ethical violations and disciplinary cases recorded at the South Tangerang Police Resort from 2021 to 2023. Issues of high crime rates in South Tangerang also increase public scrutiny, which can affect institutional credibility. Performance is the result of work influenced by various factors (Sinaga et al., 2020). These factors can be broadly categorized into individual factors — such as competence, skills, selfefficacy, and motivation — and organizational factors, including leadership quality, organizational culture, facilities, and training programs (Sinaga et al., 2020). In the context of police organizations, performance encompasses dimensions of quality, quantity, effectiveness, efficiency, reliability, and creativity in executing assigned duties. Self-efficacy also contributes to motivation and action, qualities that are closely connected to professionalism (Hasanah et al., 2021; Jahja & Azwar, 2017). Work motivation, which is a drive that encourages individuals to reach predetermined targets, greatly enhances performance (Herdilah et al., 2023; Herzberg et al., 2020; Pak et al., 2023). Initial survey results revealed deficiencies in efficiency, effectiveness, quality, quantity, timeliness, and creativity, suggesting the need to improve training programs while strengthening self-efficacy and work motivation to improve the overall performance of police officers. This empirical context — the observed deficiencies in efficiency, effectiveness, quality, quantity, timeliness, and creativity among South Tangerang Police Resort officers — motivates the need to systematically strengthen training programs, self-efficacy, and work motivation as the three focal interventions of this study. The reasons introduced above are what ground the research framework presented below. Several studies have shown that public servant performance is affected by internal and external factors such as training programs, self-efficacy, and work motivation. However, most of the prior research examined only the direct impact of these variables on performance without considering work motivation as a mediating variable (Ianaturodiah & Wahjudi, 2020; Neza & Rivai, 2020). Additionally, studies focusing on performance among police officers at the sectoral level — specifically within the institutional framework of the Indonesian National Police — are relatively scarce. Thus, the present research responds to this knowledge gap by exploring both the direct and indirect relationships among training prog (...truncated)