The Corruption Eradication Commission (KPK) has succeeded in establishing its organization as a transparent and stronger public agency in Indonesia to protect the reputation of its employees. Similarly, the KPK obtained very good results in performance management. The aim of this study is 1) to analyze the implementation of the internal integrity of KPK employees and 2) to analyze the extent of the internal integrity effect on improving the performance of employees, in particular within Human Resources Bureau. Mixedmethods were applied in this analysis. Quantitative research was used by population methodology, data analysis methodology using Pearson product-moment correlation, and simple regression of employee case studies in the Human Resources Bureau of 33 people of data collection technique by survey. In the meantime, qualitative data collection methods and in-depth interviews have been applied. Key informants interviewed by the Head of Human Resource Planning and Development. Data analysis technique appliedto code. The findings of this study suggest that there is a link between internal employee performance integrity with a correlation coefficient value of 0.654 and that there is a significant impact between internal employee performance integrity and the effects of the t-count of 4.812. The result of the magnitude of the influence of internal integrity on employee performance by 42.8%. The application of internal integrity is carried out through human resource planning based on quality and quantity, recruitment selection, undergoing induction, conducting training activities, employee development, to the dismissal stage.
Volume 12 | Issue 6
Pages: 225-236
DOI: 10.5373/JARDCS/V12I6/S20201025