Performance Of Civil Servants Research Articles

Analysis of Civil Servant Performance in Population Administration Services at the Mallusetasi Sub-District Office Barru Regency

This study aims to determine the performance of civil servants (PNS) in population administration services at the Mallusetasi Sub-District Office, Barru Regency. The study utilizes the following indicators: a. Quality, b. Quantity, c. Timeliness, d. Effectiveness. Furthermore, to identify the factors influencing PNS performance in population administration services at the Mallusetasi Sub-District Office, Barru Regency, the following indicators are employed: a. Effectiveness and efficiency, b. Authority and responsibility, c. Discipline, and d. Initiative. Data sources were obtained through observation, documentation, and interviews. The research type employed is qualitative. The results of this study indicate that the performance of Civil Servants (PNS) in population administration services at the Mallusetasi Sub-District Office, Barru Regency, is satisfactory. Moreover, based on the research indicators: effectiveness and efficiency, authority and responsibility, discipline, and initiative, it is concluded that these indicators influence the performance of Civil Servants (PNS) in population administration services at the Mallusetasi Sub-District Office, Barru Regency.

Pengaruh Kompetensi Literasi Digital dan Komunikasi yang Intensif terhadap Kinerja Pegawai Negeri Sipil dengan Sistem Kerja Tim sebagai Variabel Intervening

This research aims to analyze the influence of digital literacy competency and intensive communication on the performance of civil servants using the teamwork system as an intervening variable. The independent variables in this research are Digital Literacy and Intensive Communication Competence, the dependent variable is Employee Performance and the mediating variable is Teamwork System. This research uses quantitative methods with the help of questionnaires for data collection. The research was conducted at the Regional Office of the Ministry of Religion of Central Java Province, with a population of 156 people. The sample was carried out using a survey method. The data analysis technique used was Structural Equation Modeling (SEM), with a Partial Least Squares (PLS) approach. It was concluded that the intensive Digital Literacy and Communication Competency variables had a positive and significant influence on Employee Performance. The Teamwork System mediates Digital Literacy Competency and Intensive Communication on Employee Performance through the help of technology. This reflects that Digital Literacy Competence and intensive communication between employees are important in completing all work. Agencies must encourage employees to improve their competence both personally and through regular training mechanisms held by the agency. So that all employees are able to complete the work they are responsible for well without having to rely or rely on other parties.

Pengaruh Kompetensi, Pendidikan dan Pelatihan terhadap Pengembangan Karir dan Implikasinya Kepada Kinerja Aparatur Sipil Negara pada Biro Umum Setda Provinsi Jambi

The purpose of this study is to describe the competence, education and training, career development and performance of civil servants at the Jambi Provincial Setda General Bureau. Furthermore, analyzing the influence of competence, education and training on career development, analyzing the influence of competency culture, education and training on the performance of civil servants. Career development of ASN performance, competence, education and training through career development of ASN performance. This research uses descriptive and definite research methods, namely the method of surveying a group of people, objects, situations and states of thinking systems to describe and perceive meaningfully. means. systematically follow the facts studied. The control study aimed to test hypotheses about the degree of influence between the variables of this study. This research involved 106 civil servants of the Jambi Provincial Setda General Bureau. The sample of 52 respondents was based on the Slovin formula with 1% confidence. Data was analyzed using SPSS 26.0. The results showed that the competency in high conditions, high education and training, high career development and high work performance of civil servants, competence, education and training were simulated and had a positive and significant impact. Competence, education and training simultaneously and partly have a positive and significant effect on the performance of civil servants, as well as career development have a positive and significant effect on the performance of civil servants at the Jambi Provincial Setda General Bureau.

The Effects of Work-Family Conflict and Work-Family Support on Job Performance of Chinese Grassroots Civil Servants

Objective: As an important and special professional group in Chinese society, the career development of grassroots civil servants has received much attention. With the development of information technology and the strengthening of workplace competition, new conflicts between work and family continue to intensify, and their conflict issues have received widespread attention.   Theoretical framework: This study focuses on grassroots civil servants and explores the impact of work family relationships on job performance. Theoretical assumptions are proposed based on management science theory and previous research on the relationship between variables.   Method: Obtain survey data and interview response texts through questionnaire surveys and semi-structured interviews. The proposed hypothesis was validated based on quantitative and qualitative analysis methods.   Results and Conclusion: The empirical results indicate that the quality and balance of work family relationships have a significant impact on job performance, and work engagement and job burnout play a mediating role in the influencing process.   Implication of the Study: The research results enrich the systematic exploration of the specific context of work family relationships and the impact of groups on work behavior, which is conducive to improving humanized and organized management mechanisms, providing guidance for the practice of work family coordination and division of labor within the grassroots civil servant team.   Originality/Value: The study aims to improve the living and development environment of grassroots civil servants, and stimulating deep work motivation.

ANALISIS TUNJANGAN PROFESI PADA KINERJA GURU ASN DI SMKN 1 AMPELGADING KABUPATEN MALANG

The performance of civil servants is becoming an increasingly strategic policy issue, because improving the performance of the apparatus has broad implications in political economic life. This type of research is descriptive research. In conducting descriptive qualitative research, when collecting data in general a researcher can find research data in the form of words, pictures, data here are interview transcripts, field data notes, personal documents, cameras, notes, and others. There is a relationship between professional allowances and improved work performance, in the workplace environment. Teacher performance directly affects student learning outcomes. Teachers who are able to design challenging and relevant lessons, and provide constructive feedback, can improve students' understanding and academic achievement. It is concluded that the implementation of the ASN teacher performance allowance system at SMKN 1 Ampelgading is an important step in the effort to improve the quality of education. However, the success of this system cannot be guaranteed by providing financial incentives alone. The analysis of teacher performance allowance needs to involve a holistic approach that includes various aspects of teacher performance and its impact on the learning process.

Peran Semangat Kerja, Budaya Organisasi, dan Lingkungan Kerja Terhadap Kinerja PNS Kantor Desa Purwodadi

Spirit of work, organizational culture, and work environment influence the performance of civil servants. This research involved all civil servants of the Purwodadi village office, totaling 57 people. In this study, the technique of sampling by non-probability sampling is by using census sampling where the entire population is used as a research sample. This study used quantitative data processed with multiple linear regression models in SPSS 16. The results showed that morale, organizational culture, and work environment had a positive and significant effect on the performance of civil servants of the Purwodadi village office.

Analisis Kebutuhan Pengembangan Kompetensi Pegawai Administrasi Umum Golongan II dan III Di Kabupaten Bandung

Civil Servants (PNS) are still often associated with negative views such as corruption, collusion, nepotism, lack of discipline, lack of competence, lengthy bureaucracy and inefficiency. Several factors are thought to have an influence on the performance of civil servants, including education and training, discussing studies on the Analysis of Technical Human Resource Development for General Administration of Civil Servants Group II and III. The aim of increasing the competency of civil servants, especially groups II and III, is that they are able to carry out their duties professionally. The method used is mix methods. The approach applied is a descriptive approach, which aims to obtain an in-depth understanding of the qualitative and quantitative aspects of competency and the population consists of 85 Class II civil servants and 91 Class III employees. So, in total, there were 176 people who were respondents in the scale distribution. The results of the study show that 1) General Administration Competencies are required by class II and III civil servants regardless of educational background; 2) Class II civil servants must have 11 aspects of competency including main tasks, teamwork and communication; 3) Class III civil servants need to have 18 aspects of competency including duties, management, technology and conflict; 4) Competency measurement is carried out through self-assessment; 5) The majority of class II civil servants are quite competent but require improvement; 6) Training needs for class II civil servants including communication, problem solving and technical; 7) Development of class III civil servants including communication, decision making and technical matters; 8) Increasing the competency of class II civil servants through strategic planning monitoring, good working relationships and awards; 9) Increasing the competency of class III civil servants through strategic planning monitoring, problem handling and conflict resolution.

Gender Differences in Prevalence and Risk Factors for Hypertension among Oyo State Civil Servants at Agodi Secretariat, Ibadan, Nigeria

Gender Differences in Prevalence and Risk Factors for Hypertension among Oyo State Civil Servants at Agodi Secretariat, Ibadan, Nigeria

Strategy for Increasing the Creative Performance of Civil Servants in Public Services: Effectiveness of Education and Training through Teamwork

This research investigates the influence of education and training as well as teamwork on the creative performance of civil servants in Indonesia, with a focus on understanding that education and training simultaneously contribute to increasing innovation in public services. The findings show that education and training play a significant role in improving creative performance directly as well as indirectly through increased teamwork. This research brings a new perspective to the literature on human resource management and public sector innovation by emphasizing the synergistic role of individual skill development and team dynamics in creating a work environment conducive to creativity. Based on the findings, it is recommended to develop integrated education and training programs, increase focus on teamwork, evaluate the impact of education and training on teamwork, and facilitate a work environment that supports collaboration. This initiative is expected to optimize the innovative potential of civil servants in providing creative solutions to public service challenges.

Performance of General Bureau Civil Servants in The Regional Secretariat of North Sulawesi Province

The aim of this research is to describe, interpret and analyze the performance of Civil Servants (PNS) in the Administration Sub-Section for Leadership and Expert Staff of the General Bureau of the Regional Secretariat of North Sulawesi Province seen from the aspects of Employee Performance Targets (SKP), Discipline and the application of Civil Service principles State (ASN) "BerAKHLAK" (Service Oriented, Responsible, Competent, Harmonious, Loyal, Adaptive and Collaborative). The research method applied is a descriptive qualitative approach using observation, interview, and document analysis techniques. The research results revealed a performance gap among civil servants, where some succeeded in achieving satisfactory results while others did not meet expectations. Factors such as effective training, motivation, conducive work environment, and reward and punishment systems were identified as important determinants in achieving optimal performance. The obstacles faced involve the quality and quantity of Human Resources (HR), with uncertainty that all civil servant members can contribute collectively. Therefore, a more thorough and objective performance measurement approach is needed. This research suggests an increase in the implementation of intensive training, improvements in the motivation system through structured rewards, evaluation of work environment conditions, as well as collaborative efforts with external parties to enrich technological understanding and skills.

Local Government on the Move: A Quantitative Report on how Career Development Can Improve Employee Performance

The city council is entrusted with upholding and protecting social sustainability, which encompasses issues related to health and safety, raising standards of living, providing equity and inclusivity, and acting with resilience in response to community needs. The efficacy of the city council is heavily reliant on the performance of civil servants in order to accomplish the stated objectives. Customers' dissatisfaction with the city council's performance is an indication that employees are not working up to par. Prior research has shown that an organization needs to be willing to invest in human resources initiatives in order to address performance issues. Career development should therefore be given top priority since it will shape a desirable attitude and result in high-quality work. Career development activities include training and development, career opportunities, and performance management. In this study, research participants consist of all categories of employees in local government. The results demonstrate a significant correlation between career development and performance, with training being the primary factor influencing performance. Thus, in order to maximize individual performance, career development initiatives that support staff members' physical and mental well-being and embody city councils' internal social responsibility roles must be consistently implemented.

Factors affecting the work performance of civil servants in the Department of Social Services in West Sumatra

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The Influence of Education, Training, and Individual Characteristics on The Performance of Civil Servants in State Administrative Institutions

This study aims to explore the influence of education, training, and individual characteristics on the performance of civil servants within state administration institutions, focusing on a sample of 101 employees randomly selected from the population of 135 at the Jakarta State Administration Institute. This research is included in quantitative research, where the research instrument uses a questionnaire. Utilizing the "Multiple Linear Regression" analysis, the findings reveal nuanced relationships. While education positively correlates with employee performance, the effect is not statistically significant. This non-significant result should be interpreted with caution, emphasizing the need for further exploration and nuanced consideration of the role of education in enhancing performance. Conversely, training exhibits a positive and statistically significant impact on performance, emphasizing its crucial role in bolstering employee effectiveness. Furthermore, individual characteristics have a positive and statistically significant influence on performance. It is essential to convey that the positive effect of education should not be dismissed due to its non-significant nature; rather, it prompts a deeper examination of the intricate dynamics between education and performance. This research underscores the importance of understanding these factors in the context of state administration institutions, providing valuable insights for optimizing the contributions of civil servants and enhancing overall institutional effectiveness.

Implementation of E-SAKIP policy in improving the performance of civil servants at Bakp Gorontalo state university

This study aims to determine the Implementation of the e-SAKIP Policy in improving the performance of civil servants at BAKP Gorontalo State University. The research was conducted using a qualitative descriptive approach by revealing the phenomena that occurred through the assessment of employee activities at BAKP Gorontalo State University. To collect data, researchers conducted interviews with several informants, conducted continuous observations, and studied documents related to the SAKIP implementation policy at BAKP Gorontalo State University. Furthermore, conduct data analysis through data reduction and presentation, and conclude. The results showed that the implementation of the e-SAKIP Policy in Improving the Performance of Civil Servants at BAKP Gorontalo State University, seen from: a). Planning, b). Implementation, c). Evaluation has been carried out but at the implementation stage, it is still not optimal, because there are still various problems such as activities that are not contained in the performance agreement, and this happens a lot in units or faculties at Gorontalo State University. And in the evaluation aspect, monitoring and evaluation are not carried out thoroughly. The determinants of the implementation of the e-SAKIP policy in improving the performance of civil servants at BAKP Gorontalo State University, seen from: a). the level of apparatus compliance, the smoothness and absence of problems, and performance as one of the supporting factors for the SAKIP policy have been implemented, but not yet maximized because they are still experiencing several obstacles because there are still employees who are not compliant and problems that arise in each unit/faculty.

Pengaruh Perilaku Kepemimpinan Terhadap Motivasi Kerja Pegawai Pada Kantor Desa Abbanuangnge Kecamatan Maniangpajo Kabupaten Wajo

This research was motivated by preliminary research at the Abbanuangnge Village Office, Maniangpajo District, Wajo Regency, with initial information that could be obtained, namely the impression that the work motivation of employees at the Office, a number of ideals were thought to be influenced by leadership behavior which was also not ideal. This research aims to examine the influence of leadership behavior on employee work motivation at the Abbanuangnge Village Office, Maniangpajo District, Wajo Regency. This research uses quantitative research methods. The population in this study was all 8 Abbanuangnge Village Office employees. The sample in this research uses a saturated sample, namely a sampling technique when all members of the population are used as samples. The primary data source is in the form of a questionnaire. The data analysis techniques used are descriptive statistical analysis, correlation analysis, coefficient of determination, simple linear regression. The questionnaire measurements answered by respondents used a Likert scale which was processed using the Statistical Product and Service Solution (SPSS). The results of this research show that training has a positive and significant influence on the performance of civil servants at the Pammana District Office, Wajo Regency. Meanwhile, the R2 (R Square) value is 0.623, which shows that the percentage contribution of the Training variable to the Civil Servant Performance variable at the Pammana District Office, Wajo Regency is 62.3%.  

Fostering employee performance of civil servants in Indonesia: The mediating role of organisational citizenship behaviour

Orientation: The failure of an organisation to achieve the goals has become a main challenge that can influence public impressions. One of the strategies to ensure the organisation goal and reputation is performing impression management.Research purpose: This study aims to investigate the effect of transformational leadership, organisational commitment to employee performance, and to analyse the role of organisational citizenship behaviour (OCB) in mediating the interconnectedness between variables.Motivation for the study: Investigating the relationship between transformational leadership, organisational commitment and employee performance can shed light on strategies to enhance performance among civil servants in Indonesia.Research approach/design and method: This research involved a quantitative approach using a self-administered survey method. The population in this study were employees of the Pamekasan District Civil Service Agency in Indonesia, with a total of 6843 employees.Main findings: Using structural equation modelling, the findings of this research indicate that transformational leadership and organisational commitment both have a positive effect on OCB and employee performance. Additionally, OCB was found to mediate the relationship between transformational leadership and employee performance, as well as between organisational commitment and employee performance.Practical/managerial implications: The study presents novel empirical insights into the managerial and practical matters in considering these variables for supporting employee performance and organisational goals.Contribution/value-add: Taking a study at Pamekasan District Civil Service Agency is unique as it has characteristics and ethnics that make it interesting for research, contributing to the enhancement of civil servant performance in Indonesia.

Produktivitas kinerja Pegawai Negeri Sipil di Kota Bitung

This research was conducted at the Girian District Office, Bitung City with the aim of analyzing the productivity of civil servant performance from the aspects of Attitude, Ability and Work Spirit as well as analyzing what obstacles are faced in preparing or creating employee performance targets. The method used is a qualitative research method. The results of this study show that 1) in terms of attitude, the performance of district staff is good and they are able to communicate well with the community; 2) In terms of efficiency, the performance of district staff remains low; 3) The performance of district employees remains the worst in terms of work ethics. The factors hindering the performance of the staff of Gillian District Office in Bitung City are: 1) lack of motivation to work, which may affect community participation in community activities; 2) County employees do not receive training or development so that they do not know what type of work they will be required to do when appointed as county employees; 3) The average age of district employees is 50 years old; 4) Existing regulations change very quickly; 5) Technical bodies still provide minimal information on the latest regulations.

Does Psychological Capital Mediate the Relationship Between Transformational Leadership and Adaptive Performance of Civil Servant?

The Fourth Industrial Revolution (4.0) and the advent of the Society 5.0 era, have ushered us into a VUCA (volatility, uncertainty, complexity, and ambiguity) environment. The adaptability of employees has become paramount, necessitating organizations to focus on managing and enhancing adaptive performance alongside routine task completion. Consequently, employee adaptive performance has emerged as a critical aspect of human resource management in both private and public sectors. This study aims to explore the relationship between transformational leadership, psychological capital, and adaptive performance, drawing on the Conservation of Resources Theory and Self-Determination Theory. Additionally, the research seeks to address whether psychological capital mediates the connection between transformational leadership and adaptive performance. Utilizing questionnaire data collected from 317 civil servants at the Ministry of Communication and Informatics of the Republic of Indonesia, the results reveal that 1) transformational leadership does not significantly impact adaptive performance, 2) psychological capital significantly and positively influences adaptive performance, 3) transformational leadership significantly and positively affects psychological capital, and 4) psychological capital fully mediates the relationship between transformational leadership and adaptive performance. These findings contribute to the development of a theoretical framework for fostering adaptive performance in public sector organizations and offer a fresh perspective in human resource management.

The Effect of Human Resource Competency and Organizational Culture on Employee Performance through Work Motivation as an Intervening Variable (Study on State Apparatus in the Attorney General's Office)

The aims of the study were: 1) To determine the effect of competence and organizational culture on employee motivation in the state apparatus within the Attorney General's Office. 2) To analyze the influence of competence, organizational culture, and motivation on state civil servant performance within the Attorney General's office of the Republic of Indonesia. 3) To analyze the effect of competence on employee performance through work motivation as a mediator for state civil apparatus employees in the Attorney General's Office. 4) To analyze the influence of organizational culture on employee performance through work motivation as a mediator for employees of the state civil apparatus in the Attorney General's Office. This study uses a quantitative research method with data collection techniques from 60 respondents who are state civil servants at the Bureau of Planning and Equipment Bureau within the Office of the Attorney General's Office. The analytical method used in this study uses descriptive analysis and path analysis. The results of this study state that: 1) competence and organizational culture positively influence the motivation of ASN work in the Attorney General's Office. 2) There is a positive influence of competence, organizational culture, and motivation on the performance of civil servants in the Attorney General's Office. 3) There is a positive influence of competence on the performance of civil servants in the Attorney General's Office through motivation as an intervening variable. 4) Organizational culture positively influences the performance of civil servants in the Attorney General's Office through motivation as an intervening variable.

Peran Mediasi Burnout dalam Pengaruh Emotional Exhaustion dan Work Overload Terhadap Job Performance PNS Pemerintah Daerah Provinsi Bengkulu

This study examines the role of Burnout in mediating the impact of Emotional Exhaustion and Work Overload on the Job Performance of Civil Servants in the Bengkulu Provincial Government. Using a survey of 120 civil servants and PLS-SEM analysis, it found a significant relationship between these factors. Burnout was identified as a mediator, linking stress and workload with reduced performance. The findings underscore the need for Burnout management strategies to enhance civil servants’ well-being and performance. The study validates the PLS-SEM method for understanding complex relationships in public sector work dynamics and offers insights for policy and intervention program development to improve welfare and performance.The research underscores the importance of understanding and managing Burnout among civil servants. It highlights how Emotional Exhaustion and Work Overload can significantly impact Job Performance, with Burnout serving as a critical link. The study’s findings are instrumental in shaping policies and intervention programs aimed at improving the welfare and performance of civil servants in the Bengkulu Provincial Government. By addressing Burnout, the government can enhance job satisfaction, reduce stress, and ultimately improve the quality of public services. The study also emphasizes the effectiveness of the PLS-SEM method in analyzing complex relationships within the dynamics of public sector work. This research contributes to the body of knowledge on public sector performance and provides a foundation for future studies in this area