Journal articles on the topic 'Endowments Officials and employees'
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AZEEM, MUHAMMAD MASOOD, and DEREK BAKER. "HUMAN CAPITAL ENDOWMENTS, ESTABLISHMENTS’ PRACTICES, AND INNOVATION: A CROSS-COUNTRY ANALYSIS OF THE FOOD AND BEVERAGE INDUSTRY." International Journal of Innovation Management 24, no. 07 (October 25, 2019): 2050063. http://dx.doi.org/10.1142/s1363919620500632.
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This paper examines the role of human capital and establishments’ practices in fostering food industry innovation across 13 low and middle-income countries. We estimate average marginal effects that also control for the variables traditionally recognized as affecting firm-level innovation, such as R&D expenditures. Our results suggest that establishments’ human capital endowments, such as top managers’ experience in the food industry and employees’ education, alone may not be sufficient to achieve high levels of innovation. In fact, human capital endowments are found to be more effective in delivering innovation when they are combined with establishments’ best practices such as providing employees slack time i.e., allocation of work-time on self-chosen projects of personal interests. Our key recommendation to food firms is to support employee slack time and human capital endowments as mutually reinforcing drivers of innovation.
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Božič, Mari, Annmarie Gorenc Zoran, and Matej Jevšček. "Industry 4.0 and Proactive Works Council Members." Data 6, no. 5 (April 30, 2021): 47. http://dx.doi.org/10.3390/data6050047.
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Background: Integrating Industry 4.0 technologies in organizations affects employees’ workplaces and working conditions. Works Council members play an essential role in this because as intermediaries of information between employees and management, they increase mutual trust and help introduce changes in the work environment. This article discusses the Works Council members’ autopoietic endowments that are necessary for their proactive activity, which we discuss as building blocks for creating constructive relationships with management and quality energy in an organization. As such, we were interested in examining whether the autopoietic endowments of Works Council members influenced the type of relationship with the Works Council and management, and whether this relationship affected Works Council members’ organizational energy. Methods: A questionnaire was developed, piloted and distributed to Works Council Members, and 220 completed questionnaires were returned. Results: We found that the higher the level of self-awareness, the better the relationship between Works Council members and management. Moreover, poor energy represented poor relationships, and poor relationships signified a higher degree of resigned inertia and corrosive energy. Conclusions: Our research provides managements with insights into the relationship between employees and management, and the quality of their organizational energy.
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Y, Syaharuddin. "PENGARUH PENGEMBANGAN SUMBER DAYA MANUSIA TERHADAP KINERJA PEJABAT STRUKTURAL DI LINGKUNGAN UNIVERSITAS MULAWARMAN." Jurnal Ekonomika : Manajemen, Akuntansi, dan Perbankan Syari'ah 4, no. 1 (October 25, 2017): 12. http://dx.doi.org/10.24903/je.v4i1.210.
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The purpose of this study was to Know and analyze any significant relationship between the ability of employees, education and training as well as experience working together on structural officials in environment the university Mulawarman and also to analyze the influence of dominant among employability, education and training, and experience work on structural officials in environment the university Mulawarman. In this study used three variables studied, among others, the ability of employees (X1), education and latiha (X2) and work experience (X3). From the results of the regression analysis above, it can be arranged the following equation: Y = 0.521 + 0.252 + 0.577 X1 X2 X3 + 0.219 + e Variable capability of employee, Education and Training, Work Experience, simultaneously affect the performance of structural officials Mulawarman employees. Simultaneous influence on employee performance structural officials Mulawarman by 68.00%, while the remaining 32.00%, influenced the other, is evident from the results of the test F by F count> F table value and significance value of 0.000 <α = 0 , 05, then the ability of work, education and training, work experience, affect the performance of structural officials attested employees university Mulawarman.
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Wibowo, Nugroho Ari, Nurul Hidayah, and Hafid Zakariya. "Legal Analysis of The Arrangement of Wakaf Agricultural Agencies On Endowments Copyright In Perspective Legislation." Jurnal Cita Hukum 7, no. 3 (December 18, 2019): 405–16. http://dx.doi.org/10.15408/jch.v7i3.12289.
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AbstractIntellectual Property Rights include movable property that can be represented, one of which is Copyright. Copyright as a property of Waqf is formulated in Article 16 paragraph (2) of Undang-Undang Nomor 28 Tahun 2014 Tntang Hak Cipta (Law Number 28 of 2014 About Copyright). In the waqf, there is a transfer of rights as outlined in the form of a waqf pledge made before PPAIW (Officials Maker of the Waqf Pledge Deed) in the AIW (Deed of Waqf Pledge). The purpose of this study is to find out the implementation of a copyright waqf by the Officials Maker of the Waqf Pledge Deed and the obstacles that may arise in its implementation. The research method used in the preparation of this paper is the Normative research method, using qualitative analysis techniques. From the results of the study, it can be concluded that the implementation of copyright waqf is done the same as the waqf of other objects, namely based on Peraturan Pemerintah Nomor 42 Tahun 2006 Tentang Pelaksanaan Undang-Undang Wakaf (Government Regulation Number 42 of 2006 About Implementation of Waqf Law), by officials making deed of waqf pledges. The obstacle that appears in the implementation of the waqf copyright is the lack of knowledge/understanding of a KUA (Office of Religious Affairs) head as PPAIW (Officials Maker of the Waqf Pledge Deed) in the implementation of the Pledge of Waqf on Copyright. Another obstacle is that there are no specific regulations governing the implementation of waqf on Intellectual Property.Keyword: Waqf, Intellectual Property Rights, Copyrights, PPAIW (Officials Maker of the Waqf Pledge Deed) AbstrakHak Kekayaan Intelektual termasuk harta benda bergerak yang bisa diwakafkan, salah satunya adalah Hak Cipta. Hak Cipta sebagai harta Wakaf dirumuskan dalam Pasal 16 ayat (2) Undang-Undang Nomor 28 Tahun 2014 Tentang Hak Cipta. Dalam wakaf terjadi peralihan hak yang dituangkan dalam bentuk ikrar wakaf yang dibuat dihadapan Pejabat Pembuat Akta Ikrar Wakaf dalam bentuk Akta Ikrar Wakaf (AIW). Tujuan penelitian ini adalah untuk mengetahui pelaksanaan wakaf hak cipta oleh Pejabat Pembuat Akta Ikrar Wakaf serta kendala yang mungkin muncul dalam pelaksanaannya. Metode penelitian yang digunakan dalam penyusunan skripsi ini adalah metode penelitian Normatif, dengan menggunakan teknik analisis kualitatif. Dari hasil penelitian dapat diambil kesimpulan bahwa pelaksanaan wakaf hak cipta dilakukan sama seperti wakaf benda lainnya, yaitu berdasarkan Peraturan Pemerintah Nomor 42 Tahun 2006 Tentang Pelaksanaan Wakaf yang dilaksanakan oleh Pejabat-Pembuat-Akta-Ikrar-Wakaf. Kendala yang muncul dalam pelaksanaan wakaf hak cipta adalah kurangnya pengetahuan/pemahaman seorang kepala KUA sebagai PPAIW dalam pelaksanaan Ikrar Wakaf terhadap Hak Cipta. Kendala lainnya adalah tidak ada peraturan yang khusus mengatur tentang pelaksanaan wakaf terhadap Harta Kekayaan Intelektual.Kata Kunci: Wakaf, Hak Kekayaan Intelektual, Hak Cipta, Pejabat Pembuat Akta Ikrar АннотацияПрава интеллектуальной собственности включают движимое имущество, которое может стать вакфом, одним из таких прав является Авторское право. Авторское право как имущество Вакфа сформулировано в Главе 16 пункта (2) Закона № 28 от 2014 года об Авторском праве. На Вакфе есть переход прав, описанный в форме заверения Вакфа, сделанного перед официальным представителем по созданию акта об заверении Вакфа в форме Акта об заверении Вакфа (AIW). Цель этого исследования состоит в том, чтобы определить реализацию вакфа авторского права официальным представителем по созданию акта об заверении Вакфа и препятствия, которые могут возникнуть при его реализации. Метод исследования, использованный при подготовке данной статьи, является нормативным методом исследования с использованием методов качественного анализа. Из результатов исследования можно сделать вывод, что реализация вакфа авторских прав осуществляется так же, как и вакф других объектов, а именно на основании Постановления правительства № 42 от 2006 года о реализации вакфов официальным представителем по созданию акта об заверении Вакфа. Препятствием, возникающим при реализации закона о вакфе авторского права, является недостаток знаний/понимания главы Офиса по Духовным Делам как PPAIW при реализации Заверения Вакфа по Авторскому Праву. Еще одно препятствие заключается в том, что не существует конкретного регулирования о реализации Вакфа по объекту интеллектуальной собственности. Ключевые слова: вакф, права на интеллектуальную собственность, авторские права, официальный представитель по созданию акта об заверении Вакфа
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Oberauer, Norbert. ""Fantastic Charities": The Transformation of Waqf Practice in Colonial Zanzibar." Islamic Law and Society 15, no. 3 (2008): 315–70. http://dx.doi.org/10.1163/156851908x366156.
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AbstractThe present study examines the impact of British colonial rule on waqf practice in Zanzibar. I argue that colonial policy towards waqf did not aim at the dismantlement of waqf as such. Nonetheless, it disrupted traditional patterns of waqf practice. Traditionally, waqf was controlled by wealthy patron families who used endowments to foster bonds of dependence and loyalty with manifold clientele and to maintain mosques representing the patron's social status. This practice was antithetical to British political and economic ideas, which were modern and capitalist. British officials insisted that patrons must use their wealth as a business resource and that the maintenance of mosques was a responsibility of the state. Accordingly, the British controlled waqf administration classified endowments as either "family waqf" or "mosque waqf". The first was fully exploited in favour of the founder's family, while the latter was turned into revenue for public mosque upkeep. As a result, waqf ceased to be an economic base for patron-client relationships and clients were transformed into a modern working class entirely dependent on wage labour.
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Irfan budiono, Hamidah, and Mahmuddin Yasin. "The Role of Prophetic Leadership on Workplace Spirituality At sufism-based Islamic Boarding School." Journal of Business and Behavioural Entrepreneurship 4, no. 1 (June 16, 2020): 122–29. http://dx.doi.org/10.21009/jobbe.004.1.09.
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The purpose of this study is to analyze the effect of prophetic leadership on the workplace spirituality among officials and employees in an Islamic boarding school. This quantitative research used data collection through a survey, in a form of a set of questionnaire, in the Sufism-based Islamic boarding school in Tasikmalaya, Indonesia. The study sample consisted of 270 officials and employees of the boarding school. The data was analyzed using SEM with the AMOS 24 program, to test the effects. The research findings showed a significant effect of the prophetic leadership on the workplace spirituality. Originality of this research lies on the unit analysis of officials and employees at the sufism-base Islamic boarding school
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Maliuha, L. Yu. "PROBLEMS AND IMPROVEMENT AREAS OF LEGAL REGULATION OF CUSTOMS AUTHORITIES EMPLOYEES’ SOCIAL PROTECTION IN UKRAINE." Actual problems of native jurisprudence 4, no. 4 (June 2021): 45–49. http://dx.doi.org/10.15421/392178.
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The article focuses on identifying the needs and opportunities for improving the legal regulation of social protection of customs authorities employees in Ukraine. The paper highlights that today the legal regulation of social protection of customs employees is characterized by a number of problems, including the lack of appropriate inclusive approaches to personnel policy in the customs authorities, which causes risks for employees with disabilities, pregnant employees, etc.; formal and fragmentary delineation of certain measures of customs employees’ social protection in the Customs Code of Ukraine. Unresolved issues of the legal regulation of customs employees’ social protection create additional socio-legal risks for the level of social security of customs personnel, and demotivate the employees, which is an additional factor for the personnel crisis in the public service system. To solve these problems, the author proposes to create and approve the Conception of ensuring the standards for decent work and social security of customs officials for the period up to 2030, which will help to implement an inclusive approach to personnel policy in this government agency by means of ensuring gender equality among employees; creating a healthy psychological climate in the customs authorities; creating conditions for the integration of persons with disabilities and young able-bodied citizens without work experience into the working life by giving them the opportunity to work in the customs authorities. It is also proposed to make a number of amendments to the Customs Code of Ukraine, in particular, to improve the legal regulation of housing for customs officials, medical care and health care of customs officials and their families, including the regulation of funeral assistance for customs officials. The conclusions summarize the results of the research and emphasize the need for further analysis of the legal regulation of customs employees’ social protection in Ukraine.
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Voronina, Nadezhda А., Alsu Sh Shirokova, and Elena Yu Orlova. "THE SEVERITY OF THE MOTIVES OF PROFESSIONAL ACTIVITY AMONG TAX OFFICIALS." Scientific Review. Series 2. Human sciences, no. 6 (2020): 99–109. http://dx.doi.org/10.26653/2076-4685-2020-6-08.
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The article is devoted to the study of the motivation structure of tax authorities ' employees. The effective work of employees in a client-oriented approach is largely due to the peculiarities of their work motivation, which makes this topic relevant. The hierarchy of motives of professional activity is revealed. The leading motive among the employees of the tax service was “satisfaction with the process itself and the result of working”, and the least pronounced was " the desire to avoid criticism of managers and colleagues. A comparative analysis of the expressiveness of motives among employees, depending on the direction of their activities. Motivation complexes of employees of different departments of the Federal tax service of Russia are analyzed. It is shown that the optimal motivational complex is observed among the employees whose activities require creativity and analytical skills. External negative motivation prevails among the employees of non-priority departments.
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Hung, Tran Van, and Huong Le Thi Mai. "FACTORS AFFECTING WORK MOTIVATION OF OFFICERS AND LABORERS AT VIETNAM NATIONAL UNIVERSITY OF FORESTRY, SOUTHERN CAMPUS." EUrASEANs: journal on global socio-economic dynamics, no. 2(21) (April 4, 2020): 62–76. http://dx.doi.org/10.35678/2539-5645.2(21).2020.62-76.
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The study aims to identify the main factors affecting the motivation of officials and employees at the Vietnam National University of Forestry, Southern Campus. The research team collected primary data through the survey of 215 officials working at Vietnam National University of Forestry, Southern Campus. The research methods used are descriptive statistics, exploratory factor analysis (EFA), scale test (Cronbach’s Alpha), regression correlation analysis, and testing of the research hypotheses. As a result, 5 factors have been found to be affecting employees' working motivation, including: promotion opportunities and career development; wages, bonuses and benefits, stable jobs; leader; friendship colleague. On this basis, the study proposes a number of recommendations to improve the motivation of school officials.
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Sahriyal, Sahriyal, Erny Erny, and Nedra Neswita. "Pelatihan Penggunaan Internet Bagi Pegawai Kantor dan Perangkat Desa Rantau Mapesai." Jurnal Pengabdian Masyarakat (abdira) 2, no. 3 (July 27, 2022): 145–50. http://dx.doi.org/10.31004/abdira.v2i3.184.
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The development of the Internet makes it very easy to complete administrative work so that it requires good skills on the internet for office employees and village officials in Rantau Mempesai, Indragiri Hulu Regency, Riau Province, so training is needed. The College of Technology (STTI) lecturer team decided to hold community service (PKM) in the form of the training. The purpose of the training is to equip office employees and village officials how to complete the administration of government activities so that the administrative work process can be carried out in a very short and efficient time by searching for information, storing data and sending data. This training is carried out using lecture methods, discussions and hands-on practice with discussions on web browsing, Gmail and Geoggle drive. The results of this training evaluation showed a large increase (85.2%) of understanding for office employees and village officials in using the internet to improve skills in the field of technology.
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Agustin, Sri, Lisa Trisnawati, and Sri Guntur. "Pelatihan Penggunaan Microsoft Office dalam Upaya Peningkatan Pelayanan Administrasi bagi Pegawai Kantor dan Perangkat Desa Rantau Mapesai Kecamatan Rengat Kabupaten Indragiri Hulu." Jurnal Pengabdian Masyarakat (abdira) 2, no. 3 (June 13, 2022): 151–57. http://dx.doi.org/10.31004/abdira.v2i3.185.
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In the face of the times, especially the development of increasingly advanced Science and Technology, adequate skills are needed to support the performance of office employees and village officials, especially Rantau Mapesai Village. This is because in service activities to the community, office employees and village officials in Rantau Mapesai are still not optimal in operating Microsoft Office. This condition certainly has an impact on the lack of maximum administrative services to the community. The purpose of this community service is to provide training to improve and maximize the potential of human resources on how to operate computers in Microsoft Word, Microsoft Excel and Microsoft Powerpoint application programs for office employees and village officials. The increase in the average pre-test score of 62.72 to the post-test of 88.00 indicates the level of participants' understanding of Microsoft Office. Through this training activity, participants can understand the importance of using technology in an effort to improve administrative services in the village.
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Wahyudi, Dedy, Abshor Marantika, and Yusup Yusup. "PENGARUH KEPEMIMPINAN, LINGKUNGAN KERJA, DAN FASILITAS KANTOR TERHADAP KINERJA PERANGKAT DESA DI KECAMATAN KAMPAR." Jesya (Jurnal Ekonomi & Ekonomi Syariah) 5, no. 1 (January 17, 2022): 887–98. http://dx.doi.org/10.36778/jesya.v5i1.658.
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Organizations in achieving goals with all the processes require a leadership role. Through capable leaders, they can directly monitor and direct and provide positive input for their employees. This will raise the interest of employees to work harder and produce maximum work results. The work environment needs to be considered to improve performance, because agencies that have a good and comfortable work environment will motivate their employees to work more enthusiastically and passionately. In addition, work facilities are also very necessary in improving the performance of village officials, with complete work facilities, it is hoped that it will be very helpful in completing office tasks so that the resulting performance will be maximal. The purpose of this study was to determine whether there was an influence of leadership, work environment, and office facilities on the performance of village officials in Kampar District. The population in this study were all village officials in the Kampar sub-district, as many as 189 village officials. While the samples taken were 128 village officials obtained from the Slovin formula with an error rate of 5%. The data collection method used in this research is using a questionnaire/questionnaire. Data analysis used descriptive percentage analysis method, multiple linear regression analysis, classical assumption test analysis, and hypothesis testing analysis with the help of SPSS program. The results of this study are that there is a positive and significant influence of leadership, work environment and office facilities on the performance of village officials in Kampar District. Suggestions in this study are suggested to village officials to optimize the use of windows as air ventilation and village office buildings in Kampar District need to be equipped with soundproofing. In addition, it is recommended that the village head completes and repairs social facilities that are felt to be lacking or have been damaged.
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Schmid, Flurina. "The Gender Wage Gap in Switzerland over Time." Swiss Journal of Sociology 42, no. 3 (November 1, 2016): 442–67. http://dx.doi.org/10.1515/sjs-2016-0020.
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Abstracts This article analyzes the gender wage gap in Switzerland, using data from the Swiss Household Panel. The results show that women in Switzerland earn still less than men with the same endowments. One of the main reasons for this gap is occupational segregation: women and men working in femaledominated occupations have lower wages than those in integrated and male-dominated occupations. In order to have equally distributed job categories, 40% of the male or female employees would need to change jobs. But the “preferences” for jobs between genders seem to have been frozen for decades. The gender wage gap is particularly large within part-time employees working below 50%. Younger cohorts, however, seem less exposed to gender wage differentials.
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Lange, Thomas. "Job Satisfaction and Implications for Organizational Sustainability: A Resource Efficiency Perspective." Sustainability 13, no. 7 (March 29, 2021): 3794. http://dx.doi.org/10.3390/su13073794.
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This study contributes to the organizational sustainability literature by exploring a methodology for defining and making the notion of employee flourishing at work operational. It applies stochastic frontier methods on British longitudinal data to estimate the maximum job satisfaction that employees can achieve should they utilize their resources efficiently. It offers a new perspective on the notion of social comparisons and extends the literature by demonstrating the scope for organizational intervention in the context of commonly assumed, time invariant variables, which are often thought to be beyond interventionist possibilities. Findings suggest that many British employees fail to reach their job satisfaction potential, reporting satisfaction scores below those of their peers with similar resource endowments. This inefficiency correlates strongly with personality traits. Implications for organizational sustainability policy and practice are discussed.
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ARANAS, AMELIA GIRLY LAGBAS. "BUREAUCRACY ON TRAIL: ETHICAL STANDARDS FOR PUBLIC OFFICIALS AND EMPLOYEES." Theoretical & Applied Science 37, no. 05 (May 30, 2016): 22–25. http://dx.doi.org/10.15863/tas.2016.05.37.4.
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Zhang, Yaoqi, and Bin Zheng. "Urban Trees Programs from Municipal Officials' Perspective: Evidence from Alabama, U.S." Arboriculture & Urban Forestry 38, no. 4 (July 1, 2012): 160–67. http://dx.doi.org/10.48044/jauf.2012.024.
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Using survey data, this study explored Alabama municipal employees and policy makers’ perception of urban trees, financing, governing, and information sharing regarding urban forest management. Results suggest that the importance of urban trees is widely recognized by local municipal employees and policymakers. They also believe that urban trees would increase property value and promote community pride. Ecological benefits were, however, less valued. Alabama, U.S. cities spent less than USD $60,000 per year on tree planting, tree maintenance, debris, and tree removal. Cities with a large population usually appear to spend more on urban trees; likewise, cities with higher household incomes and lower poverty rates would have higher expenditures on urban tree programs. Relatively minor differences were found among the three types of employees and administrators: mayors, council members, and administrators. The results indicate many municipal officials were not aware of, or informed about, related agencies providing urban tree management services.
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Васильєва, В. В. "LEGAL REGULATION OF ELECTED EMPLOYEES OF BODIES LOCAL GOVERNMENT." Juridical science 2, no. 4(106) (April 3, 2020): 244–52. http://dx.doi.org/10.32844/2222-5374-2020-106-4-2.30.
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The articles consider the regulation of certain issues of organization and activity of elected officials of local governments and district state administrations. Attention is paid to the rules of training an electoral employee in local self-government bodies, namely the regulation of the legal status and appointment procedure. Relevant volumes of powers of an elected official of a local self-government body are singled out. It was found that the current Law of Ukraine "On Prevention of Corruption" provides for the mandatory conduct of a special inspection only for local government officials of the first - third categories of positions. That is, for chairmen, deputies (first deputies) of chairmen of regional councils, chairmen of district (district in cities) councils, first deputies and deputy mayors (cities - regional centers) on issues of activity of executive bodies of council, secretaries of city (cities - regional centers) councils special inspection is mandatory, as they hold positions of the first - third categories. In other cases, local government officials should be subject to special scrutiny only if their positions are classified as positions of responsibility or special responsibility and positions with a high risk of corruption. The list of such positions was to be approved by the National Agency for the Prevention of Corruption. However, as of today, such a document has not been adopted and, accordingly, there is no legal basis to pass such a special inspection of persons holding positions in local governments of the fourth category and below. At the same time, it should be noted that in practice there are many cases when these persons undergo a special examination voluntarily, at their own request.
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Cheong, Jia-Qi, Suresh Narayanan, and Jacqueline Lisa Fernandez. "Re-examining Gender Earning Differentials in Malaysian Manufacturing." Asian Economic Papers 21, no. 1 (2022): 64–91. http://dx.doi.org/10.1162/asep_a_00845.
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Abstract The manufacturing sector is a major avenue for female employment in the urban labor market in Malaysia. Only two studies, both published more than two decades ago, have examined gender earning differentials in this sector. Since then, the percentage of women being educated has increased, along with their participation rate, and several laws protecting their rights have also been passed, making it timely to re-examine the earnings gap. We do this by drawing on more recent data from a larger representative survey of manufacturing employees. The Blinder-Oaxaca technique, utilized in the previous two studies, was used to estimate the existing earnings gap and to decompose it to differences attributable to endowments, coefficients (traditionally viewed as subsuming discrimination), and the interaction between the two. We found a smaller gap than previously reported, with better female endowments helping to narrow the gap, and unexplained differences in coefficients being responsible for the remaining gap. The interaction effect was not statistically significant. Contrary to the earlier studies, the differential treatment of women in the manufacturing sector, rather than endowment differences, is hampering the equalization of earnings. This calls for newer approaches to closing the earnings gap.
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Tukiman Hendrawijaya, Arief, Tatang Ary Gumanti, Sasongko, and Zarah Puspitaningtyas. "The mediating role of emotional intelligence in the employees performance." Problems and Perspectives in Management 16, no. 1 (February 22, 2018): 145–54. http://dx.doi.org/10.21511/ppm.16(1).2018.14.
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This study investigates the mediating effect of emotional intelligence on the relationship between motivation, compensation, satisfaction, work climate and employees’ performance. The sample consists of 96 field officials who were the government employees specializing in coping with the eradication of Dengue Hemorrhagic Fever (DHF) in the district of Jember, Indonesia. Results using path analysis reveal that all examined variables positively and significantly affect employees’ performance. The study finds that emotional intelligence mediates the relationship of work motivation, compensation, work satisfaction, and work climate with employees’ performance.
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Feber, Wempi. "STUDI TENTANG KINERJA APARATUR PEMERINTAH DALAM PELAKSANAAN PELAYANAN PUBLIK DI KANTOR KELURAHAN TANJUNG PALAS TENGAH KABUPATEN BULUNGAN." dia 17, no. 2 (December 17, 2019): 45–54. http://dx.doi.org/10.30996/dia.v17i2.3004.
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To find out the performance of government officials in the implementation of public services at the Tajung Palas Tengah Sub-district office in Bulungan Regency and to find out the supporting factors and hamper the performance of government officials in implementing public services at the Tajung Palas Tengah Village Office in Bulungan Regency. Type of qualitative descriptive research. Informants were Head of Village, Secretary of Kelurahan, Head of Government Office, Kasi Kessos and community economy Kasi empowered the community, and Community leaders were two people. Data collection techniques are observation, interviews, and documentation. Data analysis techniques are data collection, data reduction, data presentation, and conclusion drawing. The results of the study show that the performance of public services at the Tanjung Palas Tengah Sub-District office in Bulungan Regency has gone well. Productivity Kelurahan employees carry out duties in accordance with their respective duties, and are able to complete tasks in a timely manner in accordance with community demand. The performance shown by the obedience of the kelurahan employees in carrying out their tasks has gone well. Obedience includes obedience to time, kelurahan employee code of ethics, adherence to leadership, and obedience in completing tasks. Employee performance in cooperation is good. Cooperation supports the implementation of good service because it supports each other and shares work according to their duties and functions. Employees are responsible for serving the community. Supporting factors for public service performance at the Tanjung Palas Tengah Village office are the ability of employees to provide good public services. Cooperation with employees, cooperation supports the success of urban village officials in providing good public services.
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Noviandi, N., and S. Syahrudin. "Sistem Informasi Layanan Pengaduan Masalah Pegawai Berbasis Android." Jurasik (Jurnal Riset Sistem Informasi dan Teknik Informatika) 7, no. 1 (February 28, 2022): 73. http://dx.doi.org/10.30645/jurasik.v7i1.417.
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Services provided by an organizational unit or people who work in that organization and employees in other units are known as internal services. The use of web applications for problem complaints services at the Secretariat General of DPD RI is still considered less flexible because the activities of employees and officials within the Secretariat General of DPD RI are mobile and rarely in the room. This research aims to design a mobile-based problem complaint information system by applying the waterfall system development methodology. System requirements analysis was conducted by interviewing two informants with more than two years of service and observing the current system. The study results stated that the problem complaint information system managed to display the things that were expected from the entire menu after being tested using the black-box method. After testing, it is hoped that a mobile-based problem complaint information system can be developed by adding features that support and measure the performance of employees or officials.
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Hayford, Stephen L. "First Amendment Rights of Government Employees: A Primer for Public Officials." Public Administration Review 45, no. 1 (January 1985): 241. http://dx.doi.org/10.2307/3110153.
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Heshmati, Behnam, and Saied Mohamad Musavi Jed. "Relationship of Psychological Contract and Employees' Job Engagement (An Investigation of the Millennium Generation and the Impacts of Various Generations)." International Letters of Social and Humanistic Sciences 62 (October 2015): 16–26. http://dx.doi.org/10.18052/www.scipress.com/ilshs.62.16.
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The current paper was administered with the aim of examining the relationship between the psychological contract fulfillment and the employees' job engagement at the Islamic Azad University, Sanandaj Branch (Investigation of the millennium generation and the impact of various generations). For this purpose, all the employeesof this university were examined as the statistical universe. This study, methodologically speaking, is a descriptive research of correlation type, of applied nature in terms of goal, and of survey information in terms of collection manner while temporally it is latitude-periodic. To measure the fundamental concepts of the research, the Rousseau Psychological Questionnaire (including 9 questions) and the Wiley and et al's Job Engagement (in 12 questions) were applied. The questionnaires' reliability in form of Cronbach's alpha was calculated as 0/953 for the psychological contract and 0/872 for ye job engagement. The final findings in the SPSS software suggest the existence of a significant relationship between the psychological contract and its dimensions (officials' thoughts, officials' obligations and act upon the promises made by the officials) with the employees' job engagement of the Islamic Azad University, Sanandaj Branch. The results from the research findings indicate that there is a lack of relation between psychological contracts and job engagement and the millennium generation and various generations. In the analysis of the multiple regression results, the variable of officials' obligation among other dimensions of the variable of the psychological contract has the highest level of influence on the employees' job engagement while there is no strong relation between the various generations and the millennium generation with the psychological contract and job engagement.
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Radzividlo, A. Ya. "Features of Legal Regulation of Employment Contracts with Seasonal and Temporary Employees." Bulletin of Kharkiv National University of Internal Affairs 89, no. 2 (June 26, 2020): 69–76. http://dx.doi.org/10.32631/v.2020.2.06.
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The article is focused on studying peculiarities of employment contracts with seasonal and temporary employees in Ukraine. The employment contract as the basis of the origin of labor relations with seasonal and temporary employees has been researched. The norms of the decrees of the Presidium of the Supreme Rada of the USSR “On working conditions of temporary employees and officials” dated from September 24, 1974 No. 311-09 and “On working conditions of employees and officials engaged in seasonal work” dated from September 24, 1974 No. 310-09 have been analyzed .
It has been noted that peculiarities of legal regulation of employment contracts with temporary and seasonal employees relate primarily to their conclusion and termination, as well as content. It has been proved that some provisions of regulatory acts that regulate the employment of temporary and seasonal employees are outdated; others require some revision.
It has been offered to develop modern regulatory acts on the application of temporary and seasonal work. These acts must first of all establish the concept: “seasonal employees – individuals hired under an employment contract for work that as a result of natural and climatic conditions performed not through a year, but during a certain period (season), not exceeding six months”; “temporary employees – individuals hired under an employment contract for a period up to two months, and for the replacement of temporarily absent employees, who retain their place of work (position) – up to four months”. It has been substantiated that the List of Seasonal Works and Seasonal Industries needs to be updated, based on the realities of the present day.
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Parajuli, Pradip. "Work-life Balance Initiatives of Employees’ Women in Development Banks of Nepal: Employees’ Perspective." Journal of Population and Development 2, no. 1 (December 31, 2021): 141–53. http://dx.doi.org/10.3126/jpd.v2i1.43490.
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Work-life balance (WLB) is almost helping employees in maintaining healthy, rewarding lifestyles that will, in turn, lead to improvements in efficiency or prosperity. The study intended to explore the level of satisfaction of the working women on their personal commitments, to evaluate the workingwomen perception on support of senior officials and to identify employee’s women perspective on balance work load. This study has been based on descriptive as well as exploratory research designs were used with sample size of 40. Data was collected from four development sector banks in Nepal through structured schedules, using convenience sampling. The study provides an insight to academicians and policy makers in bank and other organizations into the needs of today’s employees and initiatives taken in public sector banks for work-life balance. Other organizations might adopt these practices for helping employees attain work-life balance and hence increase their job satisfaction and organizational productivity.
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Komar, Irsan. "Relationship between Organizational Culture and Employee Performance through Work Stress at the Regional Office of the East Java I Directorate General of Customs." Journal of Asian Multicultural Research for Economy and Management Study 2, no. 3 (May 4, 2021): 6–15. http://dx.doi.org/10.47616/jamrems.v2i3.122.
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This study aims to analyze the Relationship between Organizational Culture and Employee Performance through Work Stress at the Regional Office of the Directorate General of Customs and Excise, East Java I. This research method is an explanatory research, the analysis unit in this study is employees who work in the Directorate General of Customs and Excise Office. East Java I region, which consists of 80 structural officials, 79 functional officials and 1323 executive staff. The method of collecting research data using a questionnaire. The results showed that organizational culture affects the work stress of employees at the Regional Office of the Directorate General of Customs and Excise, East Java I, this shows that organizational culture is able to increase the work stress of employees of the Regional Office of the Directorate General of Customs and Excise, East Java. Organizational culture influences the performance of the employees of the Regional Office of the Directorate General of Customs and Excise, East Java I, this shows that with a good and appropriate organizational culture, it is able to increase the performance of the employees of the Regional Office of the Directorate General of Customs and Excise, East Java I. New organizational culture that also improves Employee stress, namely the imposition of input into daily work activity reports by employees in the daily logbook through an internet-based application with details on the types of activities, time norms, achievement targets and employee daily problems for all levels of employees, both structural, functional and executive.
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Minsar, Muhammad. "Pengaruh Pemeriksaan Pajak Terhadap Penerimaan Pajak Pada Kantor Pelayanan Pajak Pratama Di Wilayah Makassar Utara." Tangible Journal 5, no. 1 (July 19, 2020): 58–70. http://dx.doi.org/10.47221/tangible.v5i1.108.
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This study aimed to analyze the effect of tax audit to tax revenues. Respondents in this study were employees of tax (tax authorities) on KPP Makassar Utara. The amount of tax officials that the research samples are 88 tax officials tax services and tax audits. The sampling method used in the study was convenience sampling, while data processing method used is simple regression analysis. The results showed that the tax assessment is positive but not significant effect on tax revenue.
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Junaidi, Junaidi. "Pengaruh Kompetensi dan Motivasi Kerja Pegawai Terhadap Kualitas Pelayanan, Kepuasan Konsumen Serta Citra Organisasi Pada Balai Pelatihan Kesehatan Provinsi Kalimantan Selatan." DIA: Jurnal Ilmiah Administrasi Publik 15, no. 1 (November 11, 2018): 33. http://dx.doi.org/10.30996/dia.v15i1.1828.
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Implementation of Otoda, demands increased competence and motivation of government officials, whether from central government employees or the smallest local government officials (kelurahan). Changes to these human resources, ultimately expected to affect the performance of officials, as well as consumer satisfaction so that the good name (corporate image) of governance in this case the local government also increased. If it goes according to expectations, will create consumer satisfaction (people who enjoy public service (government). Problem Formulation: Is there a significant influence between employee competence and motivation on Service quality, customer satisfaction and organization image in Health Training Center of South Kalimantan Province. This type of research is explanatory research, ie this study will be examined the relationship or causal influence between variables through testing the hypothesis set previously. According to Neuman (1999: 22) Explanatory Research departs from the state of a phenomenon known and described, but it is necessary to do more in-depth study. Why the phenomenon occurs and how the phenomenon occurs. The study population is employees in the scope of the Health Service that utilizes the Training of Bapelkes of South Kalimantan province during 2010 until 2014.
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Wen, Bo, Shui-Yan Tang, and Carlos Wing-Hung Lo. "Changing Levels of Job Satisfaction among Local Environmental Enforcement Officials in China." China Quarterly 241 (September 2, 2019): 112–43. http://dx.doi.org/10.1017/s0305741019000791.
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AbstractAs a result of multiple waves of administrative reforms in the past three decades, China's civil service has become more professionalized. Yet public employees appear to have become increasingly dissatisfied in recent years. Based on questionnaire surveys and interviews with environmental enforcement officials in a southern city, this paper traces changes in the job satisfaction levels of these officials between 2000 and 2014. It shows that satisfaction with the extrinsic rewards received and overall job satisfaction declined during this period. These downward trends partly reflected the increasingly challenging institutional environments faced by the officials: rising political and societal demands, inadequate fiscal and personnel resources, and limited enforcement authority. In addition, as the officials became more highly educated and professionalized, mission match became a stronger antecedent of job satisfaction. These findings suggest the importance of meeting the motivational needs of a more professionalized workforce.
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BOHDANOV, Yevhen. "Preparation of employees and officials for action in emergencies in 1980–2020." Humanities science current issues 1, no. 39 (2021): 250–54. http://dx.doi.org/10.24919/2308-4863/39-1-40.
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Enachescu, Janina, Maximilian Zieser, Eva Hofmann, and Erich Kirchler. "Horizontal Monitoring in Austria: subjective representations by tax officials and company employees." Business Research 12, no. 1 (July 6, 2018): 75–94. http://dx.doi.org/10.1007/s40685-018-0067-1.
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Wortmann, Kimberly T. "Reading Ibāḍī Women’s Legacies through Stone Town’s Built Environment." Islamic Africa 12, no. 1 (November 17, 2021): 1–26. http://dx.doi.org/10.1163/21540993-01201001.
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Abstract This article explores how women of means in nineteenth-century Zanzibar used their built legacies to convey their piety and authority even though they were not active in public religious life. The focus of the study is an old Ibāḍī mosque named after its founder, ‘Aisha bint Jumʻa al-Mughayri, and the tombstone of her younger female relative Muhayra bint Jumʻa al-Mughayri. While the details of the two women’s lives, works and property do not appear prominently in the written record of Zanzibar, this article asks what we can glean about their religious and economic commitments from the built legacies and religious endowments they left behind, as well as from the writings of their male contemporaries, British colonial officials and their descendants. The article also demonstrates how the conservation and upkeep of historic religious institutions in Zanzibar today depends greatly on collaborations between local family members, state institutions and transnational faith-based organizations (fbo s).
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Firmansyah, Vicky Zaynul, and Firdaus Syam. "The Role of Public Administration in Preventing Corruption of State Officials." Jurnal Magister Administrasi Publik 1, no. 1 (April 30, 2021): 31–39. http://dx.doi.org/10.31629/jmap.v1i1.3382.
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The main problem with the Indonesian government is the behavior of deviant acts of corruption that harm the nation and state. This research is shown to prevent acts of corruption by implementing the principles of public administration in state officials. The research method used, namely the type of quantitative research is comparative experimental. There are various policies taken by the government to prevent corrupt behavior, namely the application of the principles of public administration in state officials, ethical development and bureaucratic governance through the development of good governance, enforcement and application of public administration law, public awareness, and participation, efforts to improve the system. more effective and efficient public services, and the establishment of an independent institution to prevent corruption. However, this study found irregularities in the efforts to strengthen the KPK institution by re-doing the national insight test on employees, which led to irregularities in the weakening of the KPK due to the dismissal of competent employees.
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Brown, Sue-Ellen. "The Under-representation of African American Employees in Animal Welfare Organizations in the United States." Society & Animals 13, no. 2 (2005): 153–62. http://dx.doi.org/10.1163/1568530054300217.
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AbstractThe purpose of this research was to document the alleged underrepresentation of African Americans employed in U.S. nonhuman animal welfare organizations. A telephone survey of 32 animal welfare organizations yielded responses from 13 with 1,584 employees. Almost all organizations were reluctant to respond. Of the 13 organizations responding, 62% (N = 8) had no African American employees. African Americans made up 4% (N = 63) of the total number of employees with only 0.8% (N = 12) at the top levels (officials, managers, and professionals). African Americans never made up more than 7% of the employees in their respective organization. This paper discusses a model of, and resources for, successful diversity building in nonprofit organizations.
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Noholo, Sahmin. "Pengaruh Kompetensi SDM, Prinsip Akuntabilitas Terhadap Pengelolaan Keuangan Desa Di Kecamatan Suwawa Selatan." Jambura Accounting Review 2, no. 1 (February 23, 2021): 66–75. http://dx.doi.org/10.37905/jar.v2i1.28.
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This study aims to determine the effect of human resource competence and the principles of accountability in village financial management in South Suwawa District, Bone Bolango Regency partially or simultaneously. The research method used is quantitative methods by means of data through distributing questionnaires to employees. The data analysis used is multiple regression. The results showed that partially or simultaneously the competence of human resources of village officials and the principle of accountability in village financial management had a positive and significant effect on village financial management in Suwawa Selatan District, Bone Bolango Regency. The coefficient of determination is 0.435, which means that the determinant value of the competence of village officials and the principle of accountability for village financial management on village financial management in Suwawa Selatan District Bone Bolango Regency is 43.50%. While the remaining 56.50% can be provided by other variables not examined in this study. These factors are the knowledge of village officials, skills in village financial management, education of village officials, integrity of village officials, work motivation of village officials, transparency of village financial management, work discipline and the internal control system implemented by the village government.
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Wicaksono, Eko, and Samsul Maulana Ilyas. "ANALISIS KINERJA APARATUR DESA DALAM MEMBERIKAN PELAYANAN PUBLIK." Jurnal Bina Bangsa Ekonomika 15, no. 1 (February 22, 2022): 61–70. http://dx.doi.org/10.46306/jbbe.v15i1.157.
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The quantity and quality of work done by employees requires a concern and compassion from the employees concerned in order to develop skills and expertise in supporting the success of a particular organization or agency. There is a synergistic performance improvement effort that each employee is required to optimize all the talent that can be found in employees in an effort to develop the capacity in serving the community, both individually and the team of all elements of work must be implemented proportionally so that what is desired can be realized at the cost and time available. This study uses descriptive research with qualitative analysis which focuses on efforts to explain the description (picture) related to the administrative skills of village officials in public services in Karanggeger Village with a view to knowing the performance of karanggeger village apparatus in providing public services. The results of this study show that the technical capabilities of karanggeger village administrative apparatus have not been able to be relatively good. This is because the majority of village officials in Karanggeger Village only pursue the most high school education, not least the head of his own. Village officials in the ability to be humane are not cut down, all get the same treatment and tend to attach importance to the needs of the community everything is done appropriately regardless of social status. In the implementation of administrative duties the ability of karanggeger village apparatus is quite low. It can be proven in the field, there are still complaints from people who perform services in Karanggeger Village
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Midor, Katarzyna, Aleksandra Kuzior, Grażyna Płaza, Michał Molenda, and Dariusz Krawczyk. "Reception of the Smart City Concept in the Opinion of Local Administration Officials – A Case Study." Management Systems in Production Engineering 29, no. 4 (December 1, 2021): 320–26. http://dx.doi.org/10.2478/mspe-2021-0040.
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Abstract A city based on the sustainable development priorities, friendly to its residents, combines human activity, technology challenges, and environmental requirements. The implementation of the idea of smart city should be discussed with regard to specific areas of activity. In order to identify the way of perceiving the activity conducted under this concept, a survey was carried out among employees of the City Office in Zabrze. The cognitive, competence and informational scope was verified. It was found that the overwhelming majority of officials (79%) are convinced that smart city principles are being implemented. The survey participants also provided specific examples of smart-city initiatives undertaken in the city, and a significant part of the respondents (64%) assigned their professional tasks to them. Moreover, three out of four surveyed officials in Zabrze declared that they know the tools supporting the smart urban development. The results presented in the article constitute pilot studies aimed at understanding the extent to which the Smart City idea is known by local government administration employees. In addition, these results serve as a tool for the authorities of Zabrze to disseminate knowledge about smart city among employees of the city hall.
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Setiawan, Bambang, Sonny Hersona, Edi Suswardji, and Dede Jajang Suyaman. "The Effect of Competence, Compensation and Work Motivation on the Performance of Village Officials in the Ciampel District, Karawang Regency in 2019." At-Tadbir : jurnal ilmiah manajemen 6, no. 1 (January 24, 2022): 94. http://dx.doi.org/10.31602/atd.v6i1.6000.
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Village officials are public service officials who have the duty and responsibility of serving the community in solving all village administrative problems in the Ciampel District, Karawang Regency. This study analyzes the effect of competence, compensation, and work motivation on the performance of village officials in the Ciampel District, Karawang Regency. This research was conducted in the Ciampel District area. The purpose of this study is to obtain empirical evidence and find clarity of phenomena and conclusions about the Effect of Competence, Compensation, and Work Motivation on the Performance of Village Officials in the Ciampel District, Karawang Regency in 2019. This study uses a survey method using primary data obtained from questionnaires. The sample in this study was 85 employees. The data analysis technique used is descriptive quantitative using the path analysis method. This study indicates that the variables of competence, compensation, and work motivation partially have a significant effect on the performance of village officials. While simultaneously, the competency, compensation, and work motivation variables have a significant effect on the performance of the village apparatus.
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Belyi, Vladislav A., Lyudmila А. Vidiasova, and Andrei V. Chugunov. "Citizens E-participation in the modern metropolis: Area and specifics." Vestnik of Saint Petersburg University. Sociology 15, no. 2 (2022): 105–22. http://dx.doi.org/10.21638/spbu12.2022.201.
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The paper explores the history of the development of the e-communication environment for interactions between the authorities and citizens in the electoral metropolis of St. Petersburg. The paper presents the results of a comprehensive exploratory study with two components. The first study was conducted in 2021 using the expert survey method, attended by 60 people from among employees of government and local governments, management companies, organizations in the housing and communal services sector, representatives of the scientific and educational community, and city activists. The second study, conducted by surveying 354 employees of 43 executive bodies of state power, reveals assessments and opinions of officials on the nature of the exercise of the right to a position owned by citizens, as well as increasing the level of development of society in the social a group of employees of the executive bodies of state power of St. Petersburg. The results of these empirical studies are interpreted in the context of data, obtained through surveys of the population and employees of St. Petersburg. The results of a survey of civil servants, as well as experience, confirmed the need to support the authorities in order to increase the influence of the population. In the authorities, interaction and information exchange between officials is quite clearly built, and representatives of this group positively assess the effects of using electronic formats of interaction with the population.
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Tri Wahyuni, M.H. "Wakaf Uang Terhadap Program Pengetasan Kemiskinan di Kota Metro." Al Qadhi : Jurnal Hukum Keluarga Islam 1, no. 1 (July 28, 2019): 24–34. http://dx.doi.org/10.47902/alqadhi.v1i1.12.
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Abstract
In the provisions of the law there are two models of money waqf, namely waqf money for a certain period of time and endowments of money forever. A certain period of money waqf must be invested in banking products to make it safer and easier for the waqf party to receive the money back at maturity. While endowments of money are forever, na-zir has full authority to manage and develop waqf money to achieve the goals of their waqf. If investment activities use waqf collection funds, then for the net business profits of this investment (ie gross income minus operating costs), it will be distributed in accordance with the provisions of the waqf law, namely 90% of the profits will be intended for endowments (mauquf 'alaih) and 10% for manager or offline receipts. The managed money waqf can have a multiplier effect on the economy of Metro City, both the results of waqf investment are given in the form of economic sector assistance and non-economic sectors. These results will directly and indirectly be able to provide a significant influence in alleviating poverty. The Metro Waqf Movement is a voluntary movement that invites all campus residents to move together. Cash Waqf is a waqf mechanism for building the endowment of the ummah. By representing once but reward without stopping. In contrast to alms which are once used up, cash waqf can be developed into business units and the results are for the benefit of the ummah. So far, cash waqf has been carried out by IAIN Metro lecturers and employees voluntarily. We do cash waqf by setting aside monthly salary according to willingness. We are optimistic that this voluntary movement will increasingly invite other people to get involved without coercion. For this reason, socialization of waqf money must be continuously campaigned by all parties, especially on the Agus Salim Metro IAI Campus.
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Rodiyah, Isnaini, and Ilmi Usrotin Choiriyah. "PERSEPSI MASYARAKAT TERHADAP IMPLEMENTASI KEBIJAKAN ZONASI PASAR MODERN DI KABUPATEN SIDOARJO." JKMP (Jurnal Kebijakan dan Manajemen Publik) 3, no. 2 (September 1, 2015): 165. http://dx.doi.org/10.21070/jkmp.v3i2.190.
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This study aimed to describe the results of public perception of the policy implementation on modern market zoning. This type of research used qualitative research through the explanation method. Data was collected through interviews with employees of the modern market and government officials in Sidoarjo Regency as the basis of the policy implementation; in addition it is also supported by literature study related to the zoning policy of the modern market. The results showed that the modern market employees and government officials agree associated with modern market competition that is unhealthy and affect traditional markets. In addition, it was found that the licensing process was not in accordance with the procedure. It can be concluded, based on public perception stated that three main factors that affect of policy implementation zoning the modern market, namely the lack of effective communication between the government and the owners of the modern market; abuse of licensing and lack of socialization of the modern market zoning.
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Мойсеєнко, В. В. "CHARACTERISTICS OF THE PERSON OF THE CRIMINAL COMMITTING CRIMINAL OFFENSES IN THE FIELD OF ECONOMIC ACTIVITY." Juridical science, no. 1(103) (February 19, 2020): 40–49. http://dx.doi.org/10.32844/2222-5374-2020-103-1.06.
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The article systematizes persons who commit criminal offenses in the sphere of economic activity, namely: persons with experience in various spheres of economic activity (as a rule, they are organizers, create criminal groups, distribute responsibilities among their participants, dispose of funds received) ; persons who, abusing their official position, commit legally significant actions or provide public services that are important for the preparation, commission and concealment of criminal offenses (notaries, appraisers, auditors, bank employees); employees (officials) of the sphere of economic activity (accountants, managers, secretaries, security guards), who perform certain technical functions, not directly participating in the criminal scheme; specialists who are involved in the use of special knowledge in the field of psychology, financial transactions, organization of mass events, as well as for the purpose of falsification of documents, interference in the work of computer networks; officials of local authorities, control and law enforcement agencies, which provide corrupt cover for criminal activity.
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French, P. Edward, Doug Goodman, and Rodney E. Stanley. "Two Years Later: Hurricane Katrina Still Poses Significant Human Resource Problems for Local Governments." Public Personnel Management 37, no. 1 (March 2008): 67–75. http://dx.doi.org/10.1177/009102600803700105.
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This study explores the impact of Hurricane Katrina on local government HR management for several cities along the Mississippi Gulf Coast. The authors interviewed mayors, city managers, chief administrative officers, and HR directors regarding a range of topics, including the recruitment and retention of employees in the post-Katrina environment. Analysis of the interviews shows that the smaller cities and towns on the Gulf Coast continue to struggle with hiring and retaining qualified employees. While some local governments have faired better than others during the recovery period, discussions with city officials have shown that retaining employees has proven difficult and daunting following the catastrophe.
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Романова, Надежда Владимировна. "LEGAL EDUCATION FOR PENAL OFFICIALS AS ONE OF THE MEANS TO FIGHT CORRUPTION." Vestnik Samarskogo iuridicheskogo instituta, no. 5(46) (December 24, 2021): 58–61. http://dx.doi.org/10.37523/sui.2021.46.5.009.
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В статье автором изучен такой общественно опасный феномен как коррупция, в частности, коррупционные правонарушения сотрудников УИС, вызывающие наибольший резонанс и создающие реальную угрозу не только пенитенциарной, но и национальной безопасности государства, поскольку именно сотрудники УИС должны являться гарантом обеспечения законности, правопорядка и справедливого исполнения наказаний. Показывается, что в борьбе с данным негативным явлением одним из эффективных средств является правовое просвещение и воспитание, поскольку причиной многих коррупционных правонарушений, совершаемых в УИС, является правовая безграмотность сотрудников. На основе проведенного анкетирования были изучены содержание, формы и методы работы сотрудниками УИС по правовому просвещению в рамках профилактической деятельности в борьбе с коррупцией в УИС. Автор приходит к выводу, что достижение реальных результатов в деле формирования атмосферы нетерпимости к коррупционным проявлениям, подрывающим авторитет государственной службы в Российской Федерации, возможно только путем консолидации всех усилий, а проводимый комплекс информационно-пропагандистских и просветительских мероприятий дает положительные результаты. In the article the author studied such socially dangerous phenomenon as corruption, in particular - corruption offenses of CES employees, causing the greatest resonance and creating a real threat not only to penitentiary, but also to national security of the state, since it is the CES employees should be the guarantor of legality, law and order and fair execution of punishment. It is shown that one of the effective means to combat this negative phenomenon is legal enlightenment and education, since the cause of many corruption offenses committed in the CES is the legal illiteracy of employees. The content, forms and methods of work on legal education as part of preventive anti-corruption work with employees of prisons have been studied on the basis of the questionnaire. The author concludes that the achievement of real results in the formation of an atmosphere of intolerance to corrupt practices that undermine the authority of public service in the Russian Federation is possible only through the consolidation of all efforts, and the ongoing set of outreach and educational activities gives positive results.
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Fernando, Trio, H. M. Saeri, and Munchid Albintani. "ANALISIS KINERJA PEGAWAI PADA DINAS PENANAMAN MODAL DAN PELAYANAN TERPADU SATU PINTU KOTA PEKANBARU (Studi dalam pelaksanaan pelayanan izin mendirikan bangunan)." Journal Publicuho 4, no. 2 (May 23, 2021): 602. http://dx.doi.org/10.35817/jpu.v4i2.18235.
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Abstract (English)Good service cannot be separated from the role of service providers, namely government officials. The implementation of main duties and functions as government officials in providing good public services to the community is required to have adequate resources, the attitude of government officials which has an impact on the quality of services provided to the community who use services. The purpose of this study was to determine and analyze the performance of employees at the Pekanbaru City Investment and One Stop Integrated Service Service through a study on the implementation of building permit services with a focus on the performance of employees in realizing good service to the community. The research method used is qualitative and the data collection technique used in this research is descriptive qualitative. The results of this study indicate that the quality of employees is still not good, including there are some employees who are not in their place, while the community comes for their respective service needs, in other words, employees are not disciplined. There are inaccuracies in completing some tasks, as the researchers saw in field observations to obtain building permits and there is still a selective culture in its management.Abstrak (Indonesia)Pelayanan yang baik tidak lepas dari peran penyedia jasa yaitu aparatur pemerintah. Pelaksanaan tugas pokok dan fungsi sebagai aparatur pemerintah dalam memberikan pelayanan publik yang baik kepada masyarakat dituntut memiliki sumber daya yang memadai, sikap aparatur pemerintah yang berdampak pada kualitas pelayanan yang diberikan kepada masyarakat pengguna jasa. Tujuan penelitian ini adalah untuk mengetahui dan menganalisis KInerja Pegawai Pada Dinas Penanaman Modal Dan Pelayanan Terpadu Satu Pintu Kota Pekanbaru melalui studi pelaksanaan pelayanan izin mendirikan bangunan dengan fokus kajian pada kinerja karyawan pegawai dalam mewujudkan pelayanan yang baik kepada masyarakat. Metode penelitian yang digunakan adalah kualitatif dan teknik pengumpulan data yang digunakan dalam penelitian ini adalah deskriptif kualitatif. Hasil penelitian ini menunjukkan bahwa kualitas pegawai masih kurang baik, diantaranya terdapat beberapa pegawai yang tidak pada tempatnya sedangkan masyarakat datang untuk kebutuhan pelayanannya masing-masing, dengan kata lain pegawai tidak disiplin. Terdapat ketidaktepatan dalam penyelesaian beberapa tugas, seperti yang peneliti lihat pada observasi lapangan untuk mendapatkan izin mendirikan bangunan dan masih adanya budaya selektif dalam pengelolaannya.
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Peregudov, Aleksandr V. "Financial Standing of Officials of the Special Gendarme Corps." Vestnik of Saint Petersburg University. History 66, no. 2 (2021): 377–403. http://dx.doi.org/10.21638/11701/spbu02.2021.204.
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The article focuses on the level of prosperity of the ranks of the Special Gendarme Corps and its trends during the post-reform and late imperial period. It carries out comparative analysis of several categories of gendarme employees and identifies disparities in their financial standing. There were more than a dozen basic and supplementary allowances, which were both permanent and temporary and were paid for by the Treasury. During the period under review, there was the growth in the monetary income of gendarmes, which enabled them to see themselves as being superior to people of other socio-professional categories such as senior and mid-ranking army officers and police officers. This thesis implicitly confirms that bribery was not widely spread among gendarmes. However, there was impoverishment among the gendarmerie personnel because they did not have any other source of income besides service-related earnings. This made them rather vulnerable, resulting in revitalization measures of social support of gendarme employees. A characteristic feature of material provision for gendarmes during the period under review was a widening gap between allowances for the officers and lower ranks. Gendarmes of lower ranks usually had big families and therefore were often in want for money. In other words, they had a lower standard of well-being. As a result, many of them being unable to support their families had to leave the Special Gendarme Corps and search for other livelihoods. Partially, they managed to improve their predicament by using alternative sources of income such as renting out, subsistence farming and service-related odd jobs. However, these sources were not widely available.
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Kumalawati, Lely, and Trisna Ayu Oktavia. "Analisis Faktor Pendorong Kecurangan Berbasis Teori Diamond Fraud pada Pemerintah Desa." Journal of Applied Accounting and Taxation 5, no. 1 (March 31, 2020): 11–16. http://dx.doi.org/10.30871/jaat.v5i1.1783.
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The purpose of this study is to describe the perceptions of village government officials regarding the factors driving diamond fraud based fraud. Diamond fraud theory explains the factors of someone committing fraud. The methodology of this research is qualitative, the data used are primary data that is questionnaire. The sample in this study used a purposive sampling method with criteria of 256 employees of the Lumajang district government. The results showed that the perception of village government officials about the factors driving fraud was quite good, with mode 4 which means agreeing with the proxy of the diamond fraud theory.
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Dyakov, Vladimir I., Viktor V. Gorchakov, Marina V. Niyazova, Viktor V. Stetsyuk, and Yulia D. Ismagilova. "Assessment of Satisfaction with the Conditions and Opportunities for Professional Activity in Customs Bodies." Vestnik Tomskogo gosudarstvennogo universiteta. Ekonomika, no. 53 (2021): 123–37. http://dx.doi.org/10.17223/19988648/53/10.
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There is a need to obtain scientifically grounded data on how young professionals feel about themselves, take their first steps in the customs bodies, how the “system” evaluates in practice the level of graduates’ preparedness, how their interpersonal relations develop while they serve in the customs bodies. An organized and effectively functioning system of adaptation of customs body officials and employees is very important both for a young specialist and for an organization. Such a system decreases the rate of staff turnover, reduces costs, saves the time of the manager and the employees, develops a positive attitude to work, satisfaction with working conditions, and also determines the effectiveness of the follow-up actions of the young professional in the workplace. Professional adaptation in the customs bodies has a number of features due to the specifics of the customs service. The article assesses the impact of satisfaction with working conditions and opportunities in the customs bodies on the adaptation of customs bodies’ officials and employees to the customs service. The article aims to analyze factors affecting satisfaction with working conditions and opportunities, and to develop recommendations for improving the adaptation of young specialists to the customs service using the example of Vladivostok Branch of the Russian Customs Academy graduates working in the customs bodies. The authors identify the approaches to professional adaptation to the customs service; they differ by the object of analysis. A correlation analysis of the graduates’ survey shows a direct positive relationship of individual indicators of external and internal factors. A model assessing work satisfaction and the level of adaptation to the professional requirements has been designed. Recommendations have been developed to improve a young specialist’s professional adaptation to the customs service. The improvement of adaptation management starts from the enrollment campaign, goes through the entire learning process at the educational organization, and ends in the customs bodies. For the officials and employees of the customs bodies, the improvement includes various measures, including the development and implementation of a scientifically based adaptation program.
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Fatimah, Yeti. "PERANAN BADAN KEPEGAWAIAN DAN PENGEMBANGAN SUMBER DAYA MANUSIA DALAM PENEMPATAN PEJABAT STRUKTURAL DI KABUPATEN ALOR PROVINSI NUSA TENGGARA TIMUR." Jurnal MSDA (Manajemen Sumber Daya Aparatur) 7, no. 2 (July 16, 2020): 103–26. http://dx.doi.org/10.33701/jmsda.v7i2.1149.
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Employee placement in Indonesia has not yet fully applied the principle of “The Right Man On The Right Place”. This causes the performance of government employees and organizations are not optimal. On this basis, the author wants to know the role of the Human Resources and Human Resources Development Agency in the placement of Structural Officials, the obstacles encountered and efforts to overcome these problems based on the Law of the Republic of Indonesia number 5 of 2014 and the opinion of Soekanto 2009 (212-213) relating to the role of the Personnel Agency and the Development of Apparatus Resources in the placement of structural officials. This research uses a qualitative method with an inductive approach. Data collection uses observation, interview and documentation techniques. While in analyzing data, the authors use data eduction techniques, data display and verification. Results of the Discussion, the Human Resources and Human Resources Development Agency of Alor Regency of NTT has performed its role well, namely to propose the placement of employees according to their competence and educational background. However, there are still obstacles faced by the intervention of the authority of the Regional Head in the placement of employees. The Human Resources and Human Resources Development Agency has made efforts to overcome these obstacles both formally and informally.
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SETYANINGTYAS, EKA BUDI. "Pengaruh Partisipasi Penyusunan Anggaran Terhadap Kinerja Aparat Pemerintah Dengan Komitmen Organisasi, Budaya Organisasi, dan Desentralisasi Sebagai Variabel Moderasi." MAKSIMUM 9, no. 1 (November 7, 2019): 29. http://dx.doi.org/10.26714/mki.9.1.2019.29-39.
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This study aims to examine the effect of budgetary participation on the performance of local government officials with organizational commitment, organizational culture, and decentralization as moderating variables at the Central Java Province Industry and Trade Office. The sample in this study were structural employees of the Dinperindag who were involved in the budget preparation process. The sampling method in this research is purposive sampling. The number of samples used was 47 respondents from 291 structural officials in the Dinperindag of Central Java province. The data validity test used Pearson Product Moment correlation test, while the reliability test used Cronbach Alpha. The data analysis technique used is simple and multiple regression analysis. The results of this study indicate that budgetary participation has a positive effect on the performance of local government officials as evidenced by the t value greater than the t table (3.574> 1.690) and a significance value (0.001 <0.05). Organizational commitment has a positive effect on the relationship between budgeting participation and the performance of local government officials, while organizational culture and decentralization have no effect on the relationship between budgetary participation and the performance of local government officials