Developing NasDem Party Officials’ Competency in Bogor Regency through Training, Caderization, and Organizational Culture
DOI:
https://doi.org/10.47709/ijmdsa.v5i4.9585Keywords:
Party Officials, Training Program, Cadre Development, Organizational Culture, CompetenceAbstract
The suboptimal electoral performance of the NasDem Party Regional Executive Board in Bogor Regency, which secured only four of six targeted legislative seats, indicates challenges in organizational capacity and officials’ competence. These challenges involve task understanding, managerial capability, organizational commitment, and the effectiveness of training and cadre development. This study examined the effects of training and cadre development programs on officials’ competence, both directly and indirectly through organizational culture as a mediating variable. A quantitative survey was conducted among active NasDem officials at the Regional Executive Board and Branch Executive Board levels in Bogor Regency. Using a census sampling approach with voluntary participation, 143 valid responses were obtained. Data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The findings show that training has a positive and significant effect on officials’ competence, whereas cadre development has no significant direct effect. Organizational culture positively and significantly affects competence and partially mediates the relationship between training and competence. In contrast, organizational culture fully mediates the relationship between cadre development and competence. These findings indicate that improving officials’ competence requires needs-based training, systematic post-training evaluation, a learning-oriented organizational culture, and cadre development emphasizing organizational values, loyalty, and leadership succession. The study concludes that strengthening organizational culture is essential to optimize the contribution of training and cadre development to officials’ competence and organizational effectiveness.
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