Performance Of Civil Servants Research Articles

The Relationship between Transformational Leadership Style, Work Motivation and Work Performance of Civil Servants at the People's Committee of Cam Lam District

The Relationship between Transformational Leadership Style, Work Motivation and Work Performance of Civil Servants at the People's Committee of Cam Lam District

The Relationship between Transformational Leadership Style, Work Motivation and Work Performance of Civil Servants at the People's Committee of Cam Lam District

The study was conducted to test the relationship between leadership style, work motivation and work performance of civil servants at the People’s Committee of Cam Lam district. Thereby, the topic aims to contribute to building a transformational leadership style, increasing work motivation and work efficiency of civil servants at the People’s Committee of Cam Lam district. The thesis uses qualitative research methods combined with quantitative research. The study shows the positive relationship between the transformational leadership style factors, work motivation and work efficiency. Transformational leadership style has a positive impact on work motivation and work performance, and work motivation also has a positive impact on work performance. Work motivation plays a part as a mediator between transformational leadership styles and performance. The research results are meaningful to help leaders of Cam Lam District People’s Committee improve their transformational leadership style, increase work motivation to bring about work efficiency. The study gives some managerial implications and limitations of the topic and directions for further research.

Game-Theoretic Model for Stimulating High Performance of Regional Civil Servants in Russia

The priority goal of the country’s top leadership is to ensure sustainable socio-economic development of all constituent entities of the Russian Federation and improve the quality of life of their population. In a challenging geopolitical situation, achieving this goal is difficult. Only under the condition of an effective system of public administration is it possible to solve the main socio-economic problems in the Russian regions. This requires linking the size of collective incentive payments to regional civil servants to the achieved level of socio-economic development of the constituent entities of the Russian Federation. The foregoing predetermined the relevance of the research topic. The purpose of the paper is to substantiate the bonus calculation mechanism for the executive branch employees of the Russian regions, depending on the assessment of their ability to work as part of a team to achieve results, i. e. to perform their duties to a high standard. This involves the use of modern methods of economic and mathematical modeling, designed in this case to ensure the objectivity of assessment of the collective and individual performance (efficiency) of regional civil servants. This is the main scientific novelty of the paper. The practical implementation of the mechanism of collective and individual incentives for regional civil servants will create the preconditions for increasing the wages of such employees in all regions of the Russian Federation. Thus, the coordinated actions of civil servants from different ministries and departments of the Russian subsidized regions in the future will help increase their financial security and transition to the group of donor regions, and ultimately will create the possibility of increasing budget expenditures on wages for the executive branch employees.

Pengaruh Kedisiplinan, Motivasi dan Insentif Terhadap Kinerja Pegawai Negeri Sipil Di Lingkungan Cabang Dinas Pendidikan Wilayah Sidoarjo

This research is a descriptive type of research with hypothesis testing, the population in this study is all civil servants in the Sidoarjo Regional Education Office Branch, totaling 40 people. The entire population is taken as a sample so it is called population research and does not use sampling techniques. Data collection techniques using a questionnaire. The analytical method used is the Statistical Product and Service Solutions (SPSS) method. The data analysis technique used is the classical assumption test analysis, multiple linear regression, coefficient of determination, hypothesis testing. The results of this study indicate that there is no significant effect between discipline (X1), motivation (X2) and incentives (X3) on performance (Y) with a regression equation of Y = 30.135 - 0.117X1 - 0.342X2 + 0.250X3 + e and with a level the coefficient of determination (r2) is 0.145 or 14.5%, while the remaining 85.5% is influenced by other variables not observed in this study, and uses the t test which results if t(table) is obtained at 0.127 then t(count) higher than t (table), namely 0.127> 0.05. this means that the influence of discipline, motivation and incentives simultaneously does not (simultaneously) have a positive effect on the performance of civil servants in the Sidoarjo Regional Education Office Branch.

Pengaruh Gaya Kepemimpinan terhadap Kinerja Pegawai Negeri Sipil pada Kantor Kementerian Agama Kabupaten Pasuruan

The research objective was to determine the effect of leadership style on the performance of civil servants and leadership style: responsibility, inspiration, honesty and integrity, self-confidence, easy communication on employee performance. Respondents were 50 people. Analysis using multiple linear regression. The results of the leader's responsibility do not affect employee performance, partially inspire influence, honesty and integrity influence, confidence influences, and easy to communicate on employee performance. Simultaneously leadership style influences employee performance

Optimizing the Performance of State Civil Servants in the Secretariat of the Gorontalo Province Education and Training Agency

The purpose of this study is to describe the optimization of the performance of the State Civil Apparatus in the Secretariat of the Gorontalo Provincial Education and Training Agency. This study uses a qualitative approach. Data collection techniques using observation techniques, interview techniques, and documentation studies. Data analysis using qualitative analysis is inductive. The results of the research show that ASN's Work Results, Competence, Initiatives, Discipline have shown good results. However, ASN still need the opportunity to take part in training so they can improve their competence. In addition, there are several ASNs who develop new ideas in solving problems in carrying out their duties. In terms of discipline, it shows that there are still ASN personnel who have a low level of discipline. Discipline plays a very important role in the implementation of employee work.

Pengaruh Gaya Kepemimpinan dan Fasilitas Kerja terhadap Kinerja Aparatur Sipil Negara di Lingkungan Kecamatan Batam Kota

Leadership style and work facilities are important factors in improving the performance of civil servants. Leadership style is the behavior or method used by a leader in influencing the thoughts, feelings, attitudes and behavior of members or subordinates. While work facilities are supporting facilities in the company's activities in physical form, and are used in normal company activities, have a relatively permanent period of use and provide benefits for the future. This study aims to analyze the effect of leadership style (X1) and work facilities (X2) on the performance of civil servants (Y) in the Batam City District. The approach in this research uses quantitative methods, distribution through questionnaires between respondents. The sample of this research is 101 people. The results of this study indicate that; (1) there is an influence of leadership style on the performance of civil servants with a total value of t count (3,063) > t table (1,984), (2) partially there is an effect of work facilities on the performance of asn with a value of t count (11,490) > t table (1,984) , (3) at the same time there is an influence of leadership style and work facilities on the performance of civil servants with the number F (259.544) > F table (3.09).

DETERMINING FACTORS IN CIVIL SERVICE CAREER DEVELOPMENT

<p>This research reviews about Career Development of Civil Servants (PNS) in Gorontalo Regency Government (Case Study at the Gorontalo Regency Personnel, Education and Training Agency). This research used qualitative descriptive approach, namely examining, analyzing and decrypting the data. The purpose of this study was to determine and analyze the factors that determine the career development of civil servants in the government of Gorontalo Regency. Research results: The factors that determine the career development of civil servants are, first, human resources include HR management, employee personnel consisting of formal education qualifications, civil servants competence, civil servant track record, civil servant behavior attitudes, integrity, discipline and loyalty; second, the commitment of superiors and teamwork that mutually support each other in the career development of civil servants; third, facilities, infrastructure, and budget; fourth, external factors can be in the form of political relations within the organization; fifth, regulations that support the career development of civil servants; sixth, the work performance of civil servants; and seventh, the motivation of civil servants.</p>

Improved Performance of Civil Servant through Additional Income

The purpose of this study was to analyze and describe the results of the evaluation of the policy of providing additional employee income and the supporting and inhibiting factors in the implementation of the policy of providing additional employee income to improve the performance of civil servants at the Personnel Agency and Human Resources Development in Malang City. The Malang City Personnel and Human Resources Development Agency (BKPSDM) is one of the Regional Apparatus Organizations (OPD) in the Malang City Government. This study uses descriptive qualitative research methods and is located at the Malang City Personnel and Human Resources Development Agency. The results showed that the policy of granting TPP to improve the performance of BKPSDM Malang City employees based on Malang Mayor Regulation Number 2 of 2021 had been implemented effectively, and the increase in employee performance in general as assessed by the value of work discipline and the value of work productivity had achieved the expected results. Besides that, it has been found that the supporting factors in implementing the policy of granting TPP to improve the performance of BKPSDM Malang City employees are the support and commitment of the leadership, the availability of budget, adequate facilities, and infrastructure. At the same time, the inhibiting factor is a lack of employee commitment to maintaining discipline at work—adequate facilities and infrastructure. At the same time, the inhibiting factor is a lack of employee commitment to maintaining discipline at work—adequate facilities and infrastructure. At the same time, the inhibiting factor is a lack of employee commitment to maintaining discipline at work.

Performance Management Systems (PMS): Challages and Opportunities in the Public Sector

To the vast majority of scholar’s public institutions should have effective and efficient Performance Management Systems (PMS) in place to promote and develop the performance of civil servants. In the public sector, good management of staff performance is fundamental to efficient service delivery. The mandate of public institutions is to offer quality and effective service delivery to the public; as a result, public institutions' performance is scrutinized by the public, who have higher expectations from the government. These expectations are based on the votes cast and the taxes paid by the general public. Thus, public institutions should monitor and enhance each employee's performance and productivity to ensure the efficient provision of public services. This article seeks to analyse the challenges encountered by public sector in executing PMS and suggest the strategies the public sector can use to enhance staff performance.

The Influence of Discipline on the Performance of State Civil Apparatus Mediated by Compensation (Study at the Office of the Ministry of Religion of Tanah Laut Regency)

This study aims to analyze (1) the effect of discipline on compensation, (2) the influence of discipline on Performance, (3) the effect of compensation on Performance, and (4) the influence of discipline on the Performance of the Civil Servant of the Office of the Ministry of Religion of Tanah Laut Regency mediated by compensation. The method used is explanatory. The research population is all ASN in the Office of the Ministry of Religion of Tanah Laut Regency. The sampling technique used is Census taken is 58 people. The process (method) used is a questionnaire. This study's primary data is quantitative data analyzed through regression. The results of the study show: (1) There is a positive and significant influence of discipline on compensation. (2) There is a positive and significant influence of discipline. (3) there is a positive and significant effect of compensation on Performance, and (4) compensation cannot be a mediating variable between Discipline and Performance of Civil Servant at the Office of the Ministry of Religion of Tanah Laut Regency.

The Effect of Work Discipline, Motivation and Education on ASN Performance at the Kaur Regency Bappeda

Performance is a measure of employees in carrying out the tasks targeted to be completed. Efforts to conduct performance assessments are important by knowing the right performance measurements. To improve the performance must pay attention to work discipline, motivation and education. This study aims to determine the effect of work discipline, motivation and education on Civil Servants performance at BAPPEDA of Kaur Regency. This type of research is quantitative, the sample in this study were 44 of Civil Servants at BAPPEDA of Kaur Regency. Data collection used a questionnaire and the analytical method used was multiple linear regression, determination test and hypothesis testing. The results of this research show that the regression equation is 1.338 + 0.224X1 + 0.411 X2 + 0.344X3 + 4.297 (e). the coefficient of determination of R square is 0.831. This means that X1 (work discipline), X2 (motivation), X3 (education) have a contribution to performance (Y) of 83.1% while the remaining 16.9% is influenced by other variables not examined in this study. The test results for variable X1 (work discipline) show a significant value of 0.007<0.05. This means that X1 (work discipline) has a positive and significant effect on performance (Y). X2 variable (Motivation) shows a significant value of 0.000<0.05. This means that X2 (Motivation) has a positive and significant effect on performance (Y). The variable X3 (education) shows a significant value of 0.001<0.05. This means that X3 (education) has a positive and significant effect on performance (Y). The results of the simultaneous hypothesis calculations show a significant value of 0.000 <0.05, meaning that together X1 (work discipline), X2 (motivation), X3 (education) have a positive and significant effect on performance (Y ).

Dynamics of Mutations and Promotion of Structural Positions of Civil Servants in Malaka Regency

The purpose of effective transfers and promotions leads to increasing the effectiveness of local government organizations, but the good intentions of the regional leadership of Malacca Regency, in this case the Regent as PPK, to manage the performance of civil servants within the Malacca Regency Government, received criticism from several parties who stated that the transfer carried out violated procedures. not in accordance with the terms and conditions of KKN. This research is a qualitative research with primary and secondary data types collected through interviews, documentation and observation and then the data that has been collected is analyzed using data analysis techniques from Miles & Huberman (1992:16) consisting of three streams of activities that occur simultaneously, namely : data reduction, data presentation, conclusion/verification. Study's result found that the dynamics of mutation and promotion of structural positions of civil servants in Malacca Regency in terms of mutations were not effective because they were carried out as a form of sanction as a result of not supporting the elected Regent and Deputy Regent to win the 2020 Malacca Regional Election while promotions for PNS positions were carried out because there was a mechanism remuneration because the civil servants who will be promoted are the success team to win the elected regent in the 2020 Malacca regional elections, while the inhibiting factors for the effectiveness of the transfer and promotion of structural positions of civil servants in Malacca Regency are due to the patron client relationship and the promise of position compensation.

Pengaruh Mutasi Terhadap Kinerja Pegawai Negeri Sipil Pada Dinas Kesehatan Provinsi Gorontalo

The objective of this research was to find out to what extent the effect of job mutations on the performance of civil servants at the Department of Health of Gorontalo Province. Moreover, The research method used was a quantitative research method where the data collection techniques were observation, questionnaires, and documentation, and the data analysis was done through simple regression analysis. The research finding depicted that the statistical hypothesis was accepted, and there was an effect of job mutations on the performance of civil servants at the Department of Health of Gorontalo Province. The effect of job mutations on the performance of civil servants was 68.4%, while the remaining 31.6% was affected by other variables that were not examined in this research.

ROZLICZALNOŚĆ SŁUŻBY CYWILNEJ. ANALIZA KONCEPCJI W KONTEKŚCIE MODELU PRZEDWOJENNYCH POLSKICH REGULACJI DOTYCZĄCYCH SŁUŻBY CYWILNEJ

Fundamental Polish pre-war regulations pertaining to civil service (i.e. the 1918 Regency Council Rescript and 1922 Law on Civil Service) represent fairly comprehensive pieces of legislation which also somehow reflect the concept of civil service accountability. The reflection they offered, however, is far from representing a complete model of accountability as they contain only a handful of criteria useful for the identification of quality expected from civil service performance. Yet, even these limited regulations can be considered effective anchors for construing the concept of civil service accountability with the intentionally left loopholes to be filled in by the political (i.e. non-civil service) corps of governmental offices. The identified criteria of civil service quality can be interpreted as representing determinants of accountability identified in the Friedrich-Finer Debate. In the regulations concerned, Friedrichian determinants (i. e. these concerned with the systemic delineation of competences) are less pronounced than the Finerian ones (concerned with the axiological content of accountability). When compared with the present 2008 Civil Law, the pre-war regulations provided for far more regulatory determinants of accountability. The resulting normative intensiveness produced a stronger anchor for civil service accountability (and,atthe same time, independence) than the one now in force.

Manajemen Mutu Terpadu dalam Pendidikan Islam

Total Quality Management (TQM) or Integrated Quality Management in the field of Islamic education has the ultimate goal of improving quality and competitiveness for output (graduates) with indicators of competency both intellectual and skill as well as high social competence of students/graduates. In achieving these results, the implementation of TQM in Islamic education organizations needs to be done truthfully, not half-heartedly. By utilizing all the quality entities that exist within the organization, our education will not run where it is today. Implementation of TQM in educational organizations, especially in Islamic educational institutions, is not easy. There are obstacles in the work culture, the performance of teachers and employees is very influential. There is no denying that the work culture, performance and discipline of civil servants in our country is very low. This greatly affects the effectiveness of TQM implementation. This study uses the approach of the concept of Integrated Quality Management and the concept of Quality Management in Islamic Education. While this research uses library research methods, and qualitative methods. This research is expected to be able to provide input and good knowledge of new knowledge for the world of education, especially in Islamic education.

Performance of civil servants: The role of motivation and organizational culture

This study aims to analyze the influence of organizational culture and work motivation on the performance of civil servants in Indonesia. This research is a quantitative study, using survey methods and distributing questionnaires to 31 respondents from the Regional Development Planning Agency (RDPA), Central Maluku Regency, through a census. The statistical method uses multiple regression analysis with IBM SPSS Statistics software version 20.0. The results of the study explain that motivation has no effect on employee performance. This condition implies that motivation needs to be encouraged and driven by the leadership so that employees want to work optimally. On the other hand, factors of communication, coordination, environment, achievement recognition, and mutual respect are needed to create comfortable working conditions for all parties. Meanwhile, organizational culture factors have a very positive effect on employee performance. These results prove that a strong organizational culture is the result of spreading trust and values that develop within an organization and directing employee behavior in the desired direction thereby increasing a sense of comfort and loyalty to the organization.

Organizational Culture and Welfare, Its Influence on Work Motivation, Job Satisfaction and Performance of Civil Servants in the Government of Tuban Regency

The State Civil Apparatus (ASN) as a government apparatus determines the success of administering Government for national goals and regional governments in the Tuban district, which is required to carry out accounting services. It is hoped that the Regional Government will massively implement the organizational culture "Tuban Bumi Wali" and increase income improvement allowances for ASN to improve performance. At the same time, it has not been able to improve SAKIP, so this study aims to measure how much influence organizational culture and welfare have on performance through intervening variable work motivation and job satisfaction. This study also aims to discuss in more depth the conditions of the Regional Government of Tuban Regency regarding "organizational culture and welfare, their influence on work motivation, job satisfaction and the performance of the state civil apparatus in the Tuban regency government". The research method used in this study is associative quantitative with an approach based on the philosophy of positivism. This associative quantitative research aims to examine the interplay between variables. This research tested the Component-Based Structure Equation Model (SEM) using the Generalized Structured Component Analysis (GeSCA) program. The results showed that the coefficients on the path of organizational culture, work motivation, and ASN performance was significant so that the indirect effect of 0.306 was significant, as well as the coefficient on the path of welfare, job satisfaction and ASN performance was tested significantly so that the indirect effect of 0.185 was significant. Keywords: Tuban, Government, Welfare, Work, Organizational DOI: 10.7176/PPAR/13-1-02 Publication date: January 31 st 2023

Civil Servant Performance Appraisal Problems and Countermeasures

Civil Servant Performance Appraisal Problems and Countermeasures

Effect of Training on Job Performance: A Case of Nepalese Civil Servants

This research aims to find out the effect of training on the performance of Nepalese civil servants. This research follows a survey research method. It provides a brief analysis and an understanding of the job performance of Nepalese civil servants. The total population of this study is 88657 (65089 males and 23568 females) and 116 samples have been taken for this study. The simple random sampling technique has been applied for the selection of the respondents. The primary data collected through structured questionnaires are analyzed and interpreted using descriptive and inferential statistics. This study's findings revealed on the job performance of civil servants in Nepal. The independent variables (learning, good governance, e-governance and motivation). The dependent variable is the job performance of civil servants. It is revealed that the training has played a crucial role in the job performance of Nepalese civil servants through the utilization of learning, motivation, and good governance and E-governance mechanism. The results show, there is a positive and significant effect of motivation, E-governance, and good governance but learning has a negative and insignificant effect on job performance of Nepalese civil servants.