<![CDATA[This study aims to analyze the effects of job duties and functions (Tupoksi), work discipline, and adaptability on the competence and professionalism of civil servants (ASN) at the Regional Secretariat of Jepara Regency, as well as to examine the role of competence as an intervening variable. This study employed a quantitative approach with a causal research design. The study population consisted of 181 civil servants, with a sample of 125 respondents selected using purposive sampling. Data were collected through questionnaires and analyzed using Structural Equation Modeling (SEM) with AMOS. The results showed that the research model demonstrated a good fit. The hypothesis testing revealed that job duties and functions had a positive and significant effect on competence, with a coefficient of 0.341 and p = 0.034; work discipline had a positive and significant effect on competence, with a coefficient of 0.633 and p = 0.007; and adaptability had a positive and significant effect on competence, with a coefficient of 0.035 and p = 0.014. Competence had a positive and significant effect on professionalism, with a coefficient of 0.165 and p = 0.002. Job duties and functions, work discipline, and adaptability also had positive and significant effects on professionalism, with coefficients of 2.274 (p = 0.008), 1.298 (p = 0.005), and 0.360 (p = 0.005), respectively. Competence was found to mediate the effects of adaptability on professionalism by 0.006, work discipline on professionalism by 0.105, and job duties and functions on professionalism by 0.056. The R² value for competence was 0.876, indicating that 87.6% of the variance in competence was explained by job duties and functions, work discipline, and adaptability. Meanwhile, the R² value for professionalism was 0.829, indicating that 82.9% of the variance in professionalism was explained by competence, job duties and functions, work discipline, and adaptability. In conclusion, job duties and functions, work discipline, and adaptability play important roles in enhancing the competence and professionalism of civil servants, both directly and indirectly through competence as an intervening variable.]]>
