Systematic Literature Review: The Impact of Job Equalization on Civil Servant Performance

Alfath Zulhiansyah; Andre Satria Dwary; Eka Sulistiana; Gerrit Gebrian; Lalu Edwin Marjadi P

doi:10.55927/fjmr.v4i12.629

Authors

Alfath Zulhiansyah Universitas Mataram
Andre Satria Dwary Universitas Mataram
Eka Sulistiana Universitas Mataram
Gerrit Gebrian Universitas Mataram
Lalu Edwin Marjadi P Universitas Mataram

DOI:

https://doi.org/10.55927/fjmr.v4i12.629

Keywords:

Job Equalization, Civil Servant Performance, Bureaucratic Reform, Competency, Functional Positions

Abstract

Job conversion, or position equalization, is a strategic policy of the Indonesian government aimed at streamlining bureaucracy to improve organizational effectiveness and the quality of public services through the transformation of structural positions into functional positions. This policy has triggered major changes in employee roles, work systems, competencies, and professional identity of civil servants, which may significantly affect employee performance. This study aims to systematically synthesize empirical evidence regarding the impact of job equalization on civil servant performance, the challenges encountered during its implementation, and the recommended strategies to minimize those challenges. A Systematic Literature Review (SLR) was conducted using the PRISMA protocol, with articles sourced from Google Scholar and selected according to specific inclusion–exclusion criteria. From 21 identified studies, 7 met the eligibility criteria and were thematically analyzed to address three research questions. The findings indicate that job equalization has a dualistic impact on公务performance: it can enhance work focus, effectiveness, and professionalism when supported by an aligned organizational system; however, it may decrease motivation, productivity, and role clarity when competency mismatch and low organizational readiness occur. The main challenges include technical competency gaps, psychological adaptation and professional identity shifts, misalignment of work systems and SOPs, unequal workload distribution, and insufficient policy socialization.

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