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Journal articles on the topic 'Officials and employees'
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1
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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Pratama, Alvionita, Rachmawati Novaria, and M. Kendry Widiyanto. "THE WORK PROFESSIONALISM OF EMPLOYEE IN PUBLIC SERVICES AT MENUR PUMPUNGAN VILLAGE OFFICE, SURABAYA CITY." MAP Observer: Jurnal Penelitian Administrasi Publik 3, no. 01 (April 25, 2023): 44–49. http://dx.doi.org/10.30996/mapo.v3i01.8402.
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The role of employee work professionalism is largely determined by the level of ability of employees which is reflected through their daily behavior in the organization. The ability of employees to provide public services leads to the achievement of a company's goals that have been planned. The low quality of public services is due to the low professionalism of public officials in providing public services. Unprofessionalism of public officials in providing public services can lead to demands and cause the public (society) to be dissatisfied with the services provided by public officials. This research was conducted to know the Professionalism of Employees in Public Services at the Menur Pumpungan Village Office, Surabaya City. The research method used is a qualitative research method using observation data collection techniques and informant interviews. From the results of the analysis, it is known that the skills and responsibilities of employees in Menur Pumpungan Village, Surabaya City state that the implementation of public services, employee attitudes, and employee readiness are quite satisfactory. However, from the discipline in providing services, it is still considered unsatisfactory. Increasing the Professionalism of Employee Work to improve the quality of public services.
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Widiyanti, Rahmi, Basuki Basuki, and Mursanto Mursanto. "FAKTOR-FAKTOR YANG MEMPENGARUHI PENYESUAIAN KARIR PEGAWAI (Studi Pada ASN Organisasi Publik di Kota Banjarmasin)." Al-KALAM : JURNAL KOMUNIKASI, BISNIS DAN MANAJEMEN 9, no. 2 (July 25, 2022): 183. http://dx.doi.org/10.31602/al-kalam.v9i2.7761.
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Organizations are always changing with shifting in leadership. Employees are required to be able to adapt to changes in the organization, including the existence of work shifting in the organization. Employees are required to have professionalism in their work in order to provide good service to the user community. At this point, the employee's personality traits and career adaptability are very important. Relevant research shows that the ability to adapt to a career should not be overlooked when career planning is made. This study examines the relationship between employee personality traits and career adjustment abilities, who work in the public sector in the Banjarmasin City (n = 100). Using the survey method, data was collected from village officials. According to the results of data analysis, five personality factors and identification dimensions, and each dimension are grouped into three levels. Factor analysis was applied to the expression of career adaptability, with four factors. The results showed that there were significant differences in employee’s career adjustments according to the personality traits of each employee’s.
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Minabari, Masturah. "DESAIN DAN ANALISIS PEKERJAAN DALAM MANAJEMEN PERSONALIA." Paedagogia: Jurnal Pendidikan 7, no. 2 (November 30, 2019): 133–44. http://dx.doi.org/10.24239/pdg.vol7.iss2.24.
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Each work design also influences the employee's attitude towards the task at hand. In addition, job design determines work relations between employees, between employees and superiors, types of work, and socio-economic relations. Through design work is carried out changing the content, functions and relations of work that are able to complete in accordance with the target and boss satisfaction. Job design and analysis includes; authority of the office holder, routine implementation of duties, identity of the holder, and involvement of the incumbent. Job functions include; work methods used, work coordination, responsibility, information flow, and work authority. While employment relations include joint work activities between officials and all employees in one agency.
Keywords: official management, design work, design
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Njunwa, Kelvin M. "Employee’s Motivation in Rural Local Governments in Tanzania: Empirical Evidence from Morogoro District Council." Journal of Public Administration and Governance 7, no. 4 (December 6, 2017): 224. http://dx.doi.org/10.5296/jpag.v7i4.12240.
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Human resources apart from other resources in an organization are the most valuable resource for effective organizational performance. Organization either public or private is highly depends on employee’s performance and commitment towards achieving organizational goals. Employee’s commitment is associated with employee’s motivation at workplace and depends highly on how management treats employees. The purpose of this paper was to analyze employee’s motivation in rural Local Government Authorities (LGAs) in Tanzania. The case study design was employed in which Morogoro District Council (MDC) was randomly selected as a study case. The sample size of the study was 55 employees from management, middle and lower levels. The methods of data collection used includes, Interview and self-administered questionnaires and observations. Data collected was analyzed through Statistical Packages for Social Science (SPSS). The study revealed that employees in local governments are not motivated in both financial and non financial aspects. Employees are dissatisfied with low salaries, lack of promotion and career development, poor training program, working environment, poor communication, unfair treatments and political interferences. The study recommends for the central government to improve salaries to employees, ensure fair promotion based on merits, invest in employee training and development, secure low rates loans, improve communication and relations between management and employees as well as to minimize political interference to local government employees by elected officials.
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Khavarivska, Halyna. "Legal and regulatory framework of labor rights protection of the citizens of Ukraine: prohibition of mobbing." Democratic governance 31, no. 1 (June 20, 2023): 86–98. http://dx.doi.org/10.23939/dg2023.01.086.
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Problem setting. In the conditions of constant industrialization, economic fluctuations, continuous uncertainty during the war, the labour rights of the employee are left aside, since the employer often neglects the labour force and forgets about the humane and valuable attitude towards the employee in search of the financial success of his/her company. The psychological state of an employee remains a particularly sensitive area as it is influenced by possible constant harassment or bullying by the employer or colleagues. After all, the effective performance of the labour duties by employees of any sphere, as well as labour productivity directly depends on the psychological climate in the team and the attitude of management. Therefore, the study of the mobbing issue today shall be extremely important and relevant for all categories of employees, including public officials, who, among their fundamental rights, have the right to respect for their personality, honour and dignity, the right to a fair and respectful attitude from the management or colleagues and the right to adequate remuneration for their work. Recent research and publications analysis. Numerous works of scientists in the field of labour law of Ukraine are devoted to issues of labour protection of employees, namely: E. V. Babenko, N. B. Bolotina, V. Ya. Buriak, P. D. Pylypenko, L. Yu. Prohoniuk, H. I. Cha- nysheva et. al. However, there are many works devoted to the labour rights of public officials, since the activities of public officials, in addition to special legislation, shall be also governed by the norms of labour legislation, and public officials may also be subjected to bullying and harassment. These issues were relevantly considered in the works of L. V. Apa- naskovych, A. Yu. Babii, L. Yu. Velychko, V. V. Myrhorod-Karpova, M. V. Panchenko, V. Parpan et al. Highlighting previously unsettled parts of the general problem. Since the term “mobbing” at the legislative level was introduced in Ukraine only at the end of 2022, so far, its manifestations, signs, types, methods of prevention and types of liability have not yet been mentioned, and this allowed us to consider all these issues profoundly in our research. Paper main body. It has been determined that mobbing shall mean a type of harassment that can be applied to an employee through humiliation at work and usually manifests itself as a psychological abuse by a colleague (group of colleagues) or directly by management. Mobbing can be either vertical (harassment of an employer against an employee), or horizontal (harassment of a colleague against a colleague). There are also selective mobbing (singling out a victim from a group of employees), discriminatory (a victim is one who is different in the team), sexual (sexual harassment), revelatory (applied to persons who exposed negative facts about colleagues), authoritarian (destructive style of a management), displaced (directed to a third party), etc. It was found that public officials may also fall under the manifestations of mobbing, as legal relations of public officials in the labour sphere are covered by labour law. When using the labour of public officials, labour relations definitely arise, but taking into account the specifics of their work and duties, as a public official to some degree affects both public and private interests. Public officials have special legal status in labour relations. It has been researched that if employees have experienced harassment by the employer, then they have the right to file a complaint with: 1) the central executive body implementing the state policy in the field of supervision and control over compliance with labour legislation; 2) the court. The article indicates ways to avoid mobbing and the amount of penalties for the latter. Conclusions of the research and prospects for further studies. Thus, we may argue that the state shall guarantee all categories of employees (including public officials) legal protection against mobbing, prejudice in labour relations, manifestations of discrimination, protection of the honour and dignity of the employee in the performance of his/her duties. In case of manifestations of harassment, the legislation of Ukraine provides for the possibility of applying to a special body for the protection of labour rights or to the court and compensation for the material and moral damage caused, if this led to psychological suffering, to the loss of normal life contacts for arrangement the person’s life. The provisions outlined in the research shall improve the regulation of the public administration system in the field of protecting the labour rights of employees in the service of the state.
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Looker, E. Dianne. "Gender Issues in University: The University As Employer Of Academic And Nonacademic Women And Men." Canadian Journal of Higher Education 23, no. 2 (August 31, 1993): 19–43. http://dx.doi.org/10.47678/cjhe.v23i2.183160.
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This paper examines data from a small university in Atlantic Canada, focusing on the university as employer, in order to highlight one aspect of the impact of gender on universities. The data include official records on all employees, details from contracts and terms of employment, responses to questionnaires sent to all employees, and unstructured interviews conducted with university officials. Employees belong to one of six groups: faculty, librarians, professional and technical workers, secretarial-clerical workers, physical plant employees, and "non-classified". Working conditions and salaries vary across groups and within groups by step, rank or level. Women employees are concentrated in the secretarial-clerical group, one of two with restrictive working conditions. Women are more likely than men to be part-time employees, with few employee benefits. Men dominate the higher ranks of each group; women are concen- trated at the lower ranks. Regression analyses of salaries show that, even with controls for rank, seniority and education, women in each employee group tend to earn considerably less than their male colleagues. Responses to the questionnaire reveal that women report more gender discrimination and sexual harassment than do men. The analysis highlights the importance of developing structures to address issues of gender equity for all university employees.
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Kvashnina, N. N., and I. N. Konopleva. "The relationship of personal qualities and efficiency of professional activity of employees of tax authorities." Psychology and Law 5, no. 3 (2015): 61–74. http://dx.doi.org/10.17759/psylaw.2015050306.
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The article is devoted to the relationship of personal qualities and efficiency of professional activity of employees of tax authorities. In work the analysis of professional activity of the employee of the tax authority, attempt to consider a set of actions included in the notion "efficiency of professional activity", and considers personal qualities necessary, from our point of view, for the tax officials of official duties. The article presents the results of empirical research on the relationship of personal qualities and efficiency of professional activity of employees of tax authorities. The study was conducted on the basis of Inspection of Federal tax service of Russia № 26 in Moscow. In research took part the employees of the following departments: in-house departments, field departments, division of work with taxpayers, the division of debt. The relationship between identified qualities as well as differences in manifestation of studied qualities in the employees of tax bodies with different lifetime.
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Lee, Seungjun. "Whether the Legal Fiction of Public Officials can determine the “officialness” of documents." LAW RESEARCH INSTITUTE CHUNGBUK NATIONAL UNIVERSITY 34, no. 1 (June 30, 2023): 153–71. http://dx.doi.org/10.34267/cblj.2023.34.1.153.
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Recently, the Supreme Court ruled that a document issued by the governor of the Financial Supervisory Service(FSS) is considered a public document according to Articles 29 and 69(1) of the Act on the Establishment of the Financial Services Commission. Article 69 of this Act states that individuals who are not public officials are treated as public officials when it comes to applying penalties under the Criminal Code or other laws. The governor of the FSS is classified as a public official by presidential decree, thus falling under this Legal Fiction of Public Officials. Based on this regulatory framework, the Supreme Court concluded that a document issued by the governor of the FSS should be considered an official document. This interpretation is justified as it is appropriate to interpret the governor of the FSS and other employees as public officials for the purpose of imposing equal responsibilities and providing them with the same protection as public officials. However, this interpretation does not justify treating crimes against non-government employees as crimes against government employees, as it broadens the scope of the current penalty system and serves as a compensatory mechanism for excessive punishment. According to this interpretation, there are always errors of the the actor. In this case, it would be appropriate to penalize the actor for falsifying a document under Article 15(1) of the Criminal Code. Despite the lack of merit in this interpretation, it is difficult to agree that interpreting, when they provide penalties for non-public officials based on the 'type of criminal law fiction,' exceeds the limits of interpretation. The role of the judiciary is to declare what the law is, and if bad legislation exists, it is the responsibility of the legislature to correct it through new legislation. Expanding the scope of punishment for bad legislation through an interpretation that goes beyond the literal meaning of the text.
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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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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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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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Aurellia, Amanda. "PENGARUH KOMPONEN HUMAN CAPITAL TERHADAP DISIPLIN KERJA KARYAWAN DI RUMAH SAKIT BEDAH SURABAYA." Medical Technology and Public Health Journal 5, no. 1 (April 6, 2021): 1–7. http://dx.doi.org/10.33086/mtphj.v5i1.860.
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Surabaya Surgical Hospital has quality indicators on personnel affairs to maintain the quality of employees in providing services. One indicator is the number of delays and the fast return of structural officials. The average number of structural official delays in 2017 reached 74.94% of the predetermined standard of 0%. The indicator is used as a benchmark for assessing employee work discipline. This study was conducted to analyze the effect of human capital components consisting of individual motivation and organizational climate on employee work discipline at Surabaya Surgical Hospital. This research was an observational analytic study with cross sectional study design. Data analysis used in this study is Logistic Regression. The results of statistical test of individual motivation on work discipline show an influence, with a p value of 0.019 (smaller than α = 0.05). Statistical test results of influence organizational climate on work discipline showed an influence, namely with a p value of 0.046 (smaller than α = 0.05). The conclusion of this study is individual motivation and organizational climate have an influence on employee work discipline. It is necessary to increase employee motivation and change in the organizational climate at Surabaya Surgical Hospital with the implementation of a system reward for employees who obey the rules and give punishment to employees who violate.
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Adityawarman. "Authority to Appoint Non-Permanent Employees by Personnel Management Officers or Other Officials." JILPR Journal Indonesia Law and Policy Review 5, no. 1 (October 18, 2023): 21–33. http://dx.doi.org/10.56371/jirpl.v5i1.156.
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This thesis examines and describes the dynamics of the existence of Non-Permanent Employees (PTT) after the enactment of the ASN Law and PP 49 of 2018. The nomenclature of Honorary Employees or Non-Permanent Employees (PTT) is no longer recognized in the ASN Law and PP 49 of 2018. This research aims to analyze the authority of Civil Service Development Officials in the Regions or other Officials in appointing Non-Permanent Employees (PTT) and analyzing the legal implications for the appointment of Non-Permanent Employees (PTT) after the promulgation of PP 49 of 2018. In this study using normative research types, namely normative legal research (legal research). The results of the research are: First, the ASN Law only recognizes a limited nomenclature of government employees, namely PNS and PPPK, then it is emphasized in PP 49 of 2018 which prohibits PPK or other officials from appointing non-PNS and/or non-PNS employees, from the aspect the authority of the PPK or other officials does not have authority in procuring PTT within the scope of the government agency under its auspices, previously PP 49 of 2018 procuring PTT could be carried out through the discretionary authority of each PPK. Second, the legal implications that can occur are, first, for PPK or other officials who still appoint PTT after the enactment of PP 49 of 2018 as a form of defiance of clear rules governing prohibitions and orders.
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Hendra, Yusril Ihzama, Trisniarty Adjeng Moelyati, and Maftuhah Nurahmi. "Impact of Leadership, Motivation and Work Discipline on Employees’ Performance: The Case Study of Muara Telang District Office Kabupaten Banyuasin." International Journal of Business, Management and Economics 4, no. 2 (June 12, 2023): 150–60. http://dx.doi.org/10.47747/ijbme.v4i2.1200.
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This study aims to determine (1). The influence of leadership, motivation, and discipline on the performance of village officials in the Muara Telang sub-district, Banyuasin district. (2) The influence of leadership on the performance of village officials in the Muara Telang sub-district, Banyuasin district. (3) The effect of work motivation on the performance of village officials in Muara Telang sub-district, Banyuasin district. (4) The effect of work discipline on the performance of village officials in Muara Telang sub-district, Banyuasin district. This research is a quantitative study of data analysis used in this study using multiple linear regression analysis. The population in this study were all employees in 16 villages in the Muara Telang District, totaling 280 employees. The sample used the simple random sampling technique, which is a random sampling technique for the population. By using the Slovin formula, a sample of 165 employees is obtained. The results reveal that leadership, motivation, and work discipline significantly positively affect the employees' performance of village officials in the Muara Telang sub-district, Banyuasin district.
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Iftikhar, Mehwish, Muhammad Imran Qureshi, Shazia Qayyum, Iram Fatima, Sriyanto Sriyanto, Yasinta Indrianti, Aqeel Khan, and Leo-Paul Dana. "Impact of Multifaceted Workplace Bullying on the Relationships between Technology Usage, Organisational Climate and Employee Physical and Emotional Health." International Journal of Environmental Research and Public Health 18, no. 6 (March 19, 2021): 3207. http://dx.doi.org/10.3390/ijerph18063207.
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This research article investigates the effect of organisational climate and technology usage on employees’ physiological and emotional health damage resulting from face-to-face bullying and cyberbullying at the workplace. Furthermore, we investigated emotional intelligence as a coping strategy to moderate employee physiological and emotional health damage. The research used a quantitative research design. A five-point Likert-scale questionnaire was used to collect data from a multistage sample of 500 officials from Pakistan’s four service sectors. Results revealed that organisational climate and technology usage are negatively related to face-to-face bullying and cyberbullying at the workplace. At the same time, workplace bullying adversely affects an employee’s emotional and physiological health. However, emotional intelligence can reduce an employee’s emotional health damage due to workplace bullying. Thus, we suggest incorporating emotional intelligence training at the workplace to minimise the devastating effects of face-to-face bullying and cyberbullying on employees’ physical and emotional health.
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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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M. Akasah and Donal Devi Amdanata. "PENGARUH KOMPENSASI TERHADAP KEPUASAN KERJA DENGAN FASILITAS KERJA SEBAGAI MEDIASI PADA KANTOR DESA PEBENAAN." AMNESIA (JURNAL MANAJEMEN SUMBER DAYA MANUSIA) 1, no. 4 (December 29, 2023): 191–204. http://dx.doi.org/10.61167/amnesia.v1i4.95.
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The purpose of this research is to determine the influence of compensation on job satisfaction, the influence of compensation on employee work facilities, and the influence of compensation on employee job satisfaction with work facilities as a mediator at Pebenaan Village Office. 33The population in this study consisted of 63 employees and officials of Pebenaan Village Office. The sampling technique used non-probability sampling method (non- random sample), namely the Saturated Sampling Technique, which involves the entire population as the sample. The statistical methods used were descriptive statistics for descriptive analysis and the Structural Equation Model (SEM) to test the research hypotheses using SmartPLS 4 software. The results of the study indicate a significant influence of compensation on job satisfaction among officials at Pebenaan Village Office, a significant influence of compensation on work facilities among officials at Pebenaan Village Office, no influence of work facilities on job satisfaction among officials at Pebenaan Village Office, and no influence of compensation on job satisfaction with work facilities as a mediating variable among officials at Pebenaan Village Office.
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Pomoeng, Olivia D. Y., and Yulianus M. Rombeallo. "Pengaruh remunerasi dan motivasi terhadap kinerja pegawai." Fair Value: Jurnal Ilmiah Akuntansi dan Keuangan 5, no. 5 (December 25, 2022): 2487–96. http://dx.doi.org/10.32670/fairvalue.v5i5.2769.
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Employee performance has a very important role in the growth of an agency. Performance measurement is used to evaluate what performance results have produced the maximum results from employees. One way to improve employee performance is to provide employees with motivation and appropriate remuneration so that they can produce even better results than before. The purpose of this study was to determine the effect of remuneration and motivation on the performance of KPP Pratama Palopo tax officials. The method used in this research is a quantitative approach. The study's findings are that remuneration has an effect on employee performance with motivation as an intervening variable, and remuneration has an effect on employee performance with motivation as an intervening variable.
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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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Herdiyanto, Feri. "The Effectiveness of The Work of Traffic Officials in The Transportation Agency in Handling Bandung City Congestion." Journal of Business, Social and Technology (Bustechno) 1, no. 1 (January 25, 2020): 12–21. http://dx.doi.org/10.46799/jbt.v1i1.52.
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In this research, there is a phenomenon about the ineffectiveness of handling traffic problems which are the authority of the Bandung City Transportation Service. The ineffectiveness can be seen from the road arrangements, both the direction of traffic flow and the handling of problems with lights and traffic signs as well as the number of bad road vehicles that still pass on the highway. In connection with this phenomenon, the purpose of this study is to determine: 1. The effectiveness of the work of employees at the Bandung City Relations Office and 2. The factors that influence the work effectiveness of employees at the Bandung City Transportation Service. This research took place at the Department of Transportation of Bandung City. The research method used was descriptive qualitative. Data obtained from interviews the data sources were obtained from documents and informants. Research informants are the head of the Bandung traffic service and the community. Data analysis was carried out using interactive analysis techniques, which included data collection, data presentation, data reduction, and drawing conclusions. The results of the study concluded that: 1. The work effectiveness of the Bandung transportation service employees was quite good, seen from the work and implementation, the implementation of sudden tasks, the creativity of employees, job satisfaction of employees and users of community satisfaction.2. The factors that affect work effectiveness are employee job satisfaction, sudden assignments, communication and coordination between technical implementing units, cooperation in team work and between implementing units or between sections, employee creativity in completing work, facilities and infrastructure that accommodate and in accordance with needs, as well as community support in the form of road use in accordance with the rules and regulations.
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Herdiyanto, Feri. "The Effectiveness of The Work of Traffic Officials in The Transportation Agency in Handling Bandung City Congestion." Journal of Business Social and Technology 1, no. 1 (January 25, 2020): 12–21. http://dx.doi.org/10.59261/jbt.v1i1.52.
Full textAbstract:
In this research, there is a phenomenon about the ineffectiveness of handling traffic problems which are the authority of the Bandung City Transportation Service. The ineffectiveness can be seen from the road arrangements, both the direction of traffic flow and the handling of problems with lights and traffic signs as well as the number of bad road vehicles that still pass on the highway. In connection with this phenomenon, the purpose of this study is to determine: 1. The effectiveness of the work of employees at the Bandung City Relations Office and 2. The factors that influence the work effectiveness of employees at the Bandung City Transportation Service. This research took place at the Department of Transportation of Bandung City. The research method used was descriptive qualitative. Data obtained from interviews the data sources were obtained from documents and informants. Research informants are the head of the Bandung traffic service and the community. Data analysis was carried out using interactive analysis techniques, which included data collection, data presentation, data reduction, and drawing conclusions. The results of the study concluded that: 1. The work effectiveness of the Bandung transportation service employees was quite good, seen from the work and implementation, the implementation of sudden tasks, the creativity of employees, job satisfaction of employees and users of community satisfaction.2. The factors that affect work effectiveness are employee job satisfaction, sudden assignments, communication and coordination between technical implementing units, cooperation in team work and between implementing units or between sections, employee creativity in completing work, facilities and infrastructure that accommodate and in accordance with needs, as well as community support in the form of road use in accordance with the rules and regulations.
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Choi, Gyoung-Gyu, and Jung-Jin Kim. "An Exploratory Study of Compensation Management of International Organizations: Focused on the UNMCK Case." APEC Studies Association of Korea 15, no. 2 (December 31, 2023): 29–49. http://dx.doi.org/10.52595/jas.15.2.29.
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This paper compares the UN organization's employee compensation system to Korean government officials' wages, focusing on fairness perceptions among UN-affiliated employees. It analyzes how the International Management Committee's decisions on the compensation level of the UN Memorial Cemetery in Korea (UNMCK) influence employee expectations. Factors like work valuation, capacity, achievement, and pension payments shape fairness perceptions. The study highlights the importance of considering job types in cross-country pay comparisons and emphasizes assessing expertise in reference group formation. Findings reveal UNMCK employees' remuneration exceeds agreed levels for Korean officials due to recruitment methods, rank determination, and wage increases. Critical insufficiencies in severance pay regulations, provided without individual contributions, are noted. The paper recommends a new, fair, and rational compensation system, emphasizing transparency, accountability, and audit practices within extraterritorial jurisdiction. Further research on international organizations' human resource management, aligned with the Korean government's strategies, is proposed for talent attraction and management. In conclusion, the study underscores the importance of a fair UN compensation system, offering implications for international organizations and APEC member economies, emphasizing transparent and accountable compensation systems and effective governance.
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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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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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Zulfaini and Donal Devi Amdanata. "PENGARUH FASILITAS KERJA TERHADAP PRODUKTIVITAS KANTOR DESA SEBERANG PEBENAAN DENGAN KEPUASAN KERJA SEBAGAI VARIABEL MEDIASI." AMNESIA (JURNAL MANAJEMEN SUMBER DAYA MANUSIA) 1, no. 4 (December 29, 2023): 205–16. http://dx.doi.org/10.61167/amnesia.v1i4.96.
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The purpose of this research is to determine the influence of work facilities on productivity, thein fluence of work facilities on job satis faction, and thein fluence of work facilities on the productivity of village officials with job satisfaction as a mediator at Seberang Pebenaan Village Office. The population in this study consisted of employees and official sof Pebenaan Village Office, totaling 48 people. The sampling technique used non-probability sampling method (non-random sampling), namely Saturated Sampling Technique, which is a sampling technique that takes all members of the population as samples. The statistical method used is Structural Equation Model (SEM) to test the research hypotheses using SmartPLS 4 software. The results of the study show a significant influence of work facilities on productivity in Seberang Pebenaan Village Office officials, a significant influence of work facilities on job satisfaction in Seberang Pebenaan Village Office officials, and an influence of work facilities on productivity with job satisfaction as a mediating variable in Seberang Pebenaan Village Office officials.
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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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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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Apriliani, Niadania, Prihatin Lumbanraja, and Sirojuzilam . "The Effect of Work Commitment and Teamwork on Employee Performance at the Bukit Duabelas Jambi National Park was Moderated by the Leader's Support." International Journal of Research and Review 9, no. 8 (August 18, 2022): 504–21. http://dx.doi.org/10.52403/ijrr.20220842.
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Teamwork and work commitment of employees in an organization must maintain both public and business organizations. Since the conditions and the environment around employees easily influence teamwork and work commitment. Leadership support is needed to maintain and optimize employee teamwork, and work commitment will increase performance. This study aimed to determine and analyze the effect of work commitment and teamwork on employees' performance at Bukit Duabelas National Park (BTNBD) with the leaders' support as a moderator. The population in this study were all BTNBD employees with the status of Civil Servants officials from echelon and staff. The sampling method used the census method by taking all members of the population, as many as 47 employees. The data analysis method used Structural Equation Modeling-Partial Least Squares (SEM-PLS). The results show that work commitment has a positive and significant effect on employee performance, and teamwork has a positive and significant impact on employee performance. Leader support does not moderate the relationship of the work commitment to employee performance, and leaders' support does not moderate the relationship between teamwork and employee performance. Leaders' support as a moderating variable in this study only acts as an independent variable. Keywords: Employee Performance, Work Commitment, Teamwork, Leader Support
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Mashynichenko, O. "ADMINISTRATIVE STATUS OF THE HEAD OF THE ENTERPRISE AS AN OFFICIAL." Scientific Notes Series Law 1, no. 13 (March 2023): 209–13. http://dx.doi.org/10.36550/2522-9230-2022-13-209-213.
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This article describes the administrative status of the head of the enterprise as an official. It is determined that an official is an employee of state bodies, enterprises, institutions, organizations of various forms of ownership, whose activity, for the purpose of implementing management functions, has a power-administrative nature and is aimed at organizing and ensuring the efficiency of the work of other persons. Whereas managers are a type of officials who are empowered with administrative authority in relation to a certain formally-organized team headed by them, who carry out internal organizational management of it. Unlike other officials, the head of the enterprise is a line manager. The specificity of the position of the head of the enterprise as part of the management apparatus allows to determine the economic and information levers of management. in a broad sense, it is appropriate to refer to the administration as the management apparatus of the enterprise: the highest level - the head of the enterprise, his deputies, heads of structural subdivisions of the centralized management apparatus; secondary - managers of structural divisions of the enterprise (productions, workshops); lower - shift chiefs, foremen, foremen. All of them, by the nature of their powers, are officials who have the right to make and organize the implementation of decisions binding on other employees of the enterprise. In a narrow sense, the administration of the enterprise consists of first-level managers who perform only managerial functions, while second- and third-level managers also perform production and economic functions. It is emphasized that the specificity of the position of the head of the enterprise as a type of official is seen in the fact that he carries out power and administrative activities within the enterprise and, in accordance with the above-mentioned social roles performed by the main organizational link of the industrial and economic sphere, acts simultaneously in three guises: as a representative of a legal entity, representative of a collective of employees, head of administration. This testifies to the complexity of his activity, it makes it possible to consider that the head of the enterprise operates in three different "planes", which, although interconnected, have significant differences.
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Akther, Shahin. "An Exploratory Study on Authentic Leadership Concept in Fostering Training Effectiveness in Commercial Banks of Bangladesh." Journal of Economics, Trade and Marketing Management 2, no. 4 (September 7, 2020): p1. http://dx.doi.org/10.22158/jetmm.v2n4p1.
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To train an organization’s staff results in qualified and knowledgeable performers and make them organizational assets by generating excellent leadership in the long run. A bank manager or leader understand the training gap of an employee and do the assessment according to the training need. Therefore, it is vital to pinpoint the training needs and ensure training effectiveness more than contemporary leadership behaviour of bank managers and trainers also. This study was conducted in the banks of Bangladesh to examine employee’s perception of the authentic leadership style of bank managers or senior officials, to evaluate the relationship between leaders (bank managers) & followers (bank employees) and relationship between authentic leadership style & training effectiveness. This is an exploratory research using qualitative approach with a sample size of 69 employees from commercial banks of Bangladesh. The study found that an authentic leaders or managers are more concern about training budget and training transfer than generic leaders.
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Ari S, Shinta Mulia, Sri Umiyati, and Arie Ambarwati. "ANALYSIS OF THE RELATIONSHIP BETWEEN LEADERSHIP AND ORGANIZATIONAL CULTURE WITH VILLAGE DEVICE PERFORMANCE." International Journal of Applied Research in Social Sciences 4, no. 4 (June 15, 2022): 158–72. http://dx.doi.org/10.51594/ijarss.v4i4.343.
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The purpose of this study is to analyze the relationship between leadership and organizational culture and the performance of village officials at the same time, and to build a model of the relationship between leadership and organizational culture and the performance of Pesanggrahan village officials in Batu District, Batu City. The questionnaires were distributed to 30 employees of the Pesanggrahan Village office in Batu City as respondents. The research design is quantitative associative, with an explanation method that explains the relationship between leadership and organizational culture variables and employee performance. A survey of all respondents, namely village office employees, was used as the sampling technique. Multiple regression techniques are used to test hypotheses, and the model is determined using the correlation coefficient (r) and the coefficient of determination (R2). Statistical tests show that the value of t-count > t table for leadership is 5,533 > 2,042, demonstrating a direct relationship between leadership and employee performance. There is a correlation between organizational culture and the performance of village officials where the value of t count (3.830) > t table (2.042). While the F test (2.406 < 3.320) as a test interpretation between leadership and organizational culture with village officials' performance also demonstrates the results of an indirect relationship between the two independent variables and the dependent variable. 03< 0.05 and t-count = 5.533> 2.042. So we can conclude that H1 is accepted, implying that X1 and Y have a relationship. The t value is 3.830 > 2.042 and the second hypothesis testing calculation for the relationship between X2 and Y is 0.04< 0.05. So we can conclude that H2 is accepted, implying that X2 and Y have a relationship.
Keywords: Leadership, Organizational Culture, Employee Performance.
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Shkoda, V. M. "The features of legal regulation of labor and legal social protection measures for customs officials." Analytical and Comparative Jurisprudence, no. 6 (February 18, 2023): 174–78. http://dx.doi.org/10.24144/2788-6018.2022.06.31.
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The article is devoted to clarifying the current state of legal regulation in Ukraine of the labor and legal direction of social protection for customs officials. The author clarifies the social and legal significance of the proper regulation of labor andlegal social protection measures and points out that, at the level of the current customs legislation of Ukraine, the labor and legal direction of social protection for customs officials is reduced mainly to labor protection guarantees. In this case, therelevant fact indicates unjustified limitations of legal regulation in Ukraine, rather than limits in labor and social protection regulations. It turns out that the labor and legal direction of social protection for customs officials is distinguished by the fact that this direction of social protection: is founded not only on general and special principles of social protection, but also onsectoral principles of labor law; is guaranteed and provided by the state; is applied exclusively to the relevant circle of employees, despite the fact that it directly affects their family members (also on the proper existence of society as a whole); is provided for the application of a variety of social protection measures for the relevant circle of employees, which should be taken into account in Article 589 of the Customs Code of Ukraine. Taking into account the shortcomings of legal regulation of the labor and legal direction of social protection for customs officials, the author proposes to revise the current version ofthe title of Article 589 of the Customs Code of Ukraine (changing it to “The labor and legal social protection measures for customs officials”). The proposals to improve the content of Article 589 of the Ukrainian Customs Code are primarily focused on the need to expand the list of labor and legal social protection measures. Among such measures, in particular, the author callsfor: the provision of vacations; the adaptation of workplaces to the objective special needs of the employee (first of all, persons with disabilities, pregnant women workers, and other persons with special psychophysiological needs of a temporary or permanent nature); the organization and provision of medical examinations of employees; the control of the qualification and reliability of customs officials; the control of the labor (service) discipline of customs officials; the provision of benefits and compensation for work in difficult and harmful conditions; and ensuring access of customs officials to professional training; etc. The article concludes with a summary of the results of the study.
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Rama, Muhamad Irfan, Sukarmin Sukarmin, and Kasmin Kasmin. "Produktivitas Kerja Aparatur Pemerintahan pada Kantor Camat Wawonii Utara Kabupaten Konawe Kepulauan." Jurnal Ilmiah Dikdaya 12, no. 2 (September 28, 2022): 534. http://dx.doi.org/10.33087/dikdaya.v12i2.352.
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Work productivity of government apparatuses at the north wawonii district office, konawe islands regency. the purpose of this study was to find out and describe the work productivity of government officials at the north wawonii district office, konawe islands regency. this research uses qualitative methods and does not use populations, because qualitative research departs from certain cases that exist in certain social situations. so the informants in the study were 1 key informant and 6 sub-district government officials. the results showed that the work productivity of government officials at the north wawonii sub-district office, konawe islands regency, could be achieved in terms of (a) capability, (b) increasing the results achieved, (c) work enthusiasm, (d) self-development, employees can be productive because they often following training or technical guidance (e) quality. the factors that influence the work productivity of government officials at the north wawonii sub-district office, konawe islands regency, consist of factors (1) motivation, with the motivation of employees being able to work more productively, (2) discipline, namely employees who work by obeying the rules and rules can be more productive in carrying out their main tasks and functions (3) work ethics, employees at work have the character, attitude and ethics of always working hard so they can be productive, (4) skills, namely employees in work are supported by work skills obtained through training and technical guidance so that they are more productive at work, (5) education, namely employees who have formal education affect the ability of employees to work. because low education with higher education is different in work productivity.
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Siregar, Andri Yusuf, and Sri Sudiartri. "Analisis Kinerja Pegawai Kantor Desa dalam Memberikan Pelayanan Administrasi Kepada Masyarakat:." VISA: Journal of Vision and Ideas 2, no. 3 (July 18, 2022): 288–96. http://dx.doi.org/10.47467/visa.v2i3.1237.
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Several elements influence the quality of public or public services, one of which is the employee's performance in carrying out public services. The ability of employees has a significant impact on the quality of government services. Village apparatus are public service officials who have the authority and responsibility for providing services to the community or the general public, and who assist the village head in carrying out his duties in order to be able to provide services in accordance with the community's wishes and needs. As a result, village officials are required and mandated to have commitment, as well as abilities and skills, feelings of sincere concern, and a high sense of empathy in carrying out their duties. The goal of this research is to examine village office personnel' performance in providing administrative services to the community in Laut Dendang Village, as well as to determine what variables impede and support their success. Survey research with qualitative descriptive methodologies is the research method. Purposive sampling yielded 5 informants. Interview guidelines, literature review, and documentation were used as data collection strategies. Data reduction, data display, and data verification procedures are all used in data analysis. According to the findings of the interviews, all of the informants provided information or comments indicating that the village office employees' performance met the standardization and was appropriate in providing public services based on the areas of the research emphasis, namely 1) Achievement. 2) Abilities 3) The ability to lead. The behavior (attitude) does not fulfill the public service criteria. This study demonstrates that enhancing employee performance yields positive results in terms of community service.
Keywords: Performance, Village Office Employees, Administrative Services, Community
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Siregar, Andri Yusuf, and Sri Sudiartri. "Analisis Kinerja Pegawai Kantor Desa dalam Memberikan Pelayanan Administrasi Kepada Masyarakat:." VISA: Journal of Vision and Ideas 2, no. 2 (July 18, 2022): 288–96. http://dx.doi.org/10.47467/visa.v2i2.1237.
Full textAbstract:
Several elements influence the quality of public or public services, one of which is the employee's performance in carrying out public services. The ability of employees has a significant impact on the quality of government services. Village apparatus are public service officials who have the authority and responsibility for providing services to the community or the general public, and who assist the village head in carrying out his duties in order to be able to provide services in accordance with the community's wishes and needs. As a result, village officials are required and mandated to have commitment, as well as abilities and skills, feelings of sincere concern, and a high sense of empathy in carrying out their duties. The goal of this research is to examine village office personnel' performance in providing administrative services to the community in Laut Dendang Village, as well as to determine what variables impede and support their success. Survey research with qualitative descriptive methodologies is the research method. Purposive sampling yielded 5 informants. Interview guidelines, literature review, and documentation were used as data collection strategies. Data reduction, data display, and data verification procedures are all used in data analysis. According to the findings of the interviews, all of the informants provided information or comments indicating that the village office employees' performance met the standardization and was appropriate in providing public services based on the areas of the research emphasis, namely 1) Achievement. 2) Abilities 3) The ability to lead. The behavior (attitude) does not fulfill the public service criteria. This study demonstrates that enhancing employee performance yields positive results in terms of community service.
Keywords: Performance, Village Office Employees, Administrative Services, Community
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Siregar, Andri Yusuf, and Sri Sudiartri. "Analisis Kinerja Pegawai Kantor Desa Dalam Memberikan Pelayanan Administrasi Kepada Masyarakat." VISA: Journal of Vision and Ideas 3, no. 1 (April 29, 2022): 60–68. http://dx.doi.org/10.47467/visa.v3i1.1237.
Full textAbstract:
Several elements influence the quality of public or public services, one of which is the employee's performance in carrying out public services. The ability of employees has a significant impact on the quality of government services. Village apparatus are public service officials who have the authority and responsibility for providing services to the community or the general public, and who assist the village head in carrying out his duties in order to be able to provide services in accordance with the community's wishes and needs. As a result, village officials are required and mandated to have commitment, as well as abilities and skills, feelings of sincere concern, and a high sense of empathy in carrying out their duties. The goal of this research is to examine village office personnel' performance in providing administrative services to the community in Laut Dendang Village, as well as to determine what variables impede and support their success. Survey research with qualitative descriptive methodologies is the research method. Purposive sampling yielded 5 informants. Interview guidelines, literature review, and documentation were used as data collection strategies. Data reduction, data display, and data verification procedures are all used in data analysis. According to the findings of the interviews, all of the informants provided information or comments indicating that the village office employees' performance met the standardization and was appropriate in providing public services based on the areas of the research emphasis, namely 1) Achievement. 2) Abilities 3) The ability to lead. The behavior (attitude) does not fulfill the public service criteria. This study demonstrates that enhancing employee performance yields positive results in terms of community service.
Keywords: Performance, Village Office Employees, Administrative Services, Community
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Sudiartri, Sri, and Andri Yusuf Siregar. "Analisis Kinerja Pegawai Kantor Desa Dalam Memberikan Pelayanan Administrasi Kepada Masyarakat:." VISA: Journal of Vision and Ideas 2, no. 3 (April 12, 2022): 241–54. http://dx.doi.org/10.47467/visa.v2i3.1118.
Full textAbstract:
Several elements influence the quality of public or public services, one of which is the employee's performance in carrying out public services. The ability of employees has a significant impact on the quality of government services. Village apparatus are public service officials who have the authority and responsibility for providing services to the community or the general public, and who assist the village head in carrying out his duties in order to be able to provide services in accordance with the community's wishes and needs. As a result, village officials are required and mandated to have commitment, as well as abilities and skills, feelings of sincere concern, and a high sense of empathy in carrying out their duties. The goal of this research is to examine village office personnel' performance in providing administrative services to the community in Laut Dendang Village, as well as to determine what variables impede and support their success. Survey research with qualitative descriptive methodologies is the research method. Purposive sampling yielded 5 informants. Interview guidelines, literature review, and documentation were used as data collection strategies. Data reduction, data display, and data verification procedures are all used in data analysis. According to the findings of the interviews, all of the informants provided information or comments indicating that the village office employees' performance met the standardization and was appropriate in providing public services based on the areas of the research emphasis, namely 1) Achievement. 2) Abilities 3) The ability to lead. The behavior (attitude) does not fulfill the public service criteria. This study demonstrates that enhancing employee performance yields positive results in terms of community service.
Keywords: Performance, Village Office Employees, Administrative Services, Community
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Chaba, Dawid. "Public officials’ liability: a case study on Poland." International Review of Administrative Sciences 86, no. 1 (May 22, 2018): 169–82. http://dx.doi.org/10.1177/0020852318758366.
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Performing the role of a public official entails the necessity of accepting a certain responsibility. This results from the fact that officials handle various tasks of great significance to both the state and its citizens. The duties should be carried out in a professional, upright and lawful manner. Otherwise, it is essential to hold public officials responsible and bring them to justice. This article will focus on the basic issues concerning one particular type of responsibility, which is a financial liability for a serious breach of the law. A particular emphasis will be put on the specification of the subjective and objective scope of the said responsibility. Points for practitioners The research provides public administration practitioners with a comprehensive understanding of issues related to the liability of administration employees for serious breaches of the law. Officials should be aware that the tasks they perform should be carried out thoroughly and in accordance with the law due to their significance to the state and citizens. Otherwise, it is necessary to hold officials accountable and liable. The article demonstrates how the regulations are practically implemented in the Polish legal system, whether officials are held liable and various relevant issues.
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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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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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Rosalind, Monica, and Gunardi Lie. "Case Study Of Layoffs Of Pt Masterindo Jaya Abadi Vs 1142 Employees." Journal of Law and Regulation Governance 1, no. 2 (October 12, 2023): 49–59. http://dx.doi.org/10.57185/jlarg.v1i2.12.
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This research was conducted to increase the knowledge of university officials, the academic community, and readers by providing information about settlement procedures in the event of a dispute in industrial relations. The research method used in this study is juridical normative based on secondary data in the form of applicable laws and regulations and jurisprudence. Industrial relations is a system of relations formed between actors in the production process of goods and/or services consisting of elements of entrepreneurs, workers/laborers, and the government based on the value of Pancasila and the Constitution of the Republic of Indonesia Year 1945. The position of workers/workers is lower than employers or employers, in this case it is necessary to intervene from the government to provide legal protection. Legal protection is intended with the aim that in employment relations there can be guaranteed justice and protection of human rights (workers), both of which are the objectives of legal protection itself. A fixed-time work agreement is an employment agreement made that is binding on contract employees and freelancers and an indefinite-time work agreement is an employment agreement made that is binding on employees that is binding on permanent employees who do not have a validity period. This research contributes in order to increasing awareness from university officials, the academic community, and readers regarding procedures for resolving a dispute in industrial relations and provide advice on the positive impact of making an employment agreement.
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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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Amanda, Rizki, and Tjempaka Tjempaka. "Legal Protection for Employees of Land Deed Officials in Submitting Applications for Transfer of Rights (Case Study of Cassation Decision 175/K/PDT/2021)." Journal of Law, Politic and Humanities 4, no. 4 (May 28, 2024): 551–56. http://dx.doi.org/10.38035/jlph.v4i4.388.
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This article is entitled legal protection for employees of land deed officials when submitting applications for transfer of rights . Using legal research methods with normative research types . With the results of the analysis, workers who work in PPAT or Notary offices have PKWT status, so the legal protection that can be provided by PPAT to these workers or employees depends on the policies provided by the employer, in this case namely PPAT. This is because the status of the job is PKWT, which means that the employer can be laid off at any time. This has implications for employees who carry out work on orders from their employers in situations where they commit unlawful acts, such as in the case of cassation decision 175/K/PDT/2021. Thus, juridically, it is a form of legal protection for employees who are in conflict with the law regarding their work due to orders from the employer, so the mandatory principle in work accountability does not apply, which has an impact on harming employees or workers in terms of responsibility for work actions.
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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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Tinggogoy, Filo Leonardo, and Fachrul Reza. "Kinerja Pegawai Di Kantor Desa Lombonga Kecamatan Balaesang Kabupaten Donggala." Jurnal ADMINISTRATOR 4, no. 1 (June 6, 2022): 23–35. http://dx.doi.org/10.55100/administrator.v4i1.44.
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Employee performance is the extent to which the employee can carry out the task well in the sense that the implementation is in accordance with the plan, so that satisfactory results are obtained for achieving good employee performance. So employees are required to have quality human resources who are able to carry out their duties as government officials in accordance with the tasks assigned. The purpose of this study was to find out how the performance of employees in Lombonga Village, Balaesang District, Donggala Regency. The informants in this study were the office staff of Lombonga Village. the informants are the Village Head, Village Secretary, Employees, Community. The results showed that to determine the performance and sincerity of employees in carrying out their duties and functions at the Lombonga Village office, Balaesang District, Donggala Regency. The author chooses the theory that is considered more suitable to be applied to government organizations, in this case Lombonga Village, Balaesang District, Donggala Regency, is Kumorotomo's theory in Agus Dwiyanto, (2008:52) namely: Efficiency, Effectiveness, Justice, Responsiveness. So it can be concluded that the performance of employees is quite good in its implementation. The influencing factors are the ability of human resources and the state of facilities and infrastructure which are important aspects for the creation of quality work.
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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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Boyko, Anton, Victoria Bozhenko, and Natalia Stoyanets. "Harnessing Innovation to Combat Corruption: Effective Assessment of an Official’s Propensity for Corruption." Marketing and Management of Innovations 15, no. 2 (2024): 112–21. http://dx.doi.org/10.21272/mmi.2024.2-09.
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One of the most important tasks in managing the activities of public authorities is to prevent corruption among employees and ensure integrity in the performance of their organisational, managerial or administrative duties. The study of the behavioural patterns of officials who make decisions to commit corrupt acts in their professional duties is central to combating corruption. The systematisation of literature sources and approaches to the study of motives for corruption has shown that the main driving forces of corrupt behaviour are the intentions of individual and collective features, namely, the desire to obtain financial gain, job dissatisfaction, a corrupt environment within an organisation, and impunity for corruption offences. A subject-oriented approach to assessing an official’s propensity to engage in corrupt practices is investigated in this article. The peculiarity of the investigated methodology is to determine the behavioural and personal features of an official in professional activity and consider the synergistic effect that arises in the case of a simultaneous positive answer from the respondent to the control questions. The author’s methodology for assessing the propensity of an official to engage in corrupt practices includes 16 key questions in the questionnaire. An important element of the proposed methodology is the formation of an “ideal matrix”, which contains combinations of factors that increase officials’ intentions to engage in corruption. The “ideal matrix” was approved following a brainstorming process with experts. Fifty officials aged 27 to 65 years from institutions and organisations in Sumy (Ukraine) were the subject of the study. According to the assessment, one-third of respondents had a high or medium propensity to engage in corrupt practices. Empirical findings have shown that men are more tolerant of corruption than women are, and people aged 51-65 years have the highest propensity for corruption. This methodology allows for the latent quantification of officials’ propensity for corruption and, accordingly, the introduction of measures for preventing criminal corruption early in public administration.
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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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