Civil Service Research Articles

Fundamentals of the civil service - quality of staff

Fundamentals of the civil service - quality of staff

The Quality Assurance Acceleration Through Accreditation for Civil Service Universities in Indonesia

The Quality assurance for higher education is very important to ensure that the educational institutions provide quality services to students and the community. Currently, more than hundreds Civil Service Universities or Perguruan Tinggi Kedinasan (PTK) have been established in Indonesia. PTK is a governmental unit dedicated to improve the learning capacity of civil servants, so that the quality assurance is considered as the strategic role for the institutions to prepare the quality of human resources in the public sector. In order to improve the quality, accreditation is required as a standardized instrument for higher education to comply. This paper aims to explore the urgency of accreditation for civil service universities in Indonesia. The format of this paper is a policy brief, so the writing structure is structured as follows: Executive Summary, Policy Issue (Background), Problem Formulation, Impact of Non-Accredited PTK, Recommendations for Alternative Solutions, and Conclusion.

Analisis Kepemimpinan, Lingkungan Kerja, dan Budaya Organisasi terhadap Kinerja Pegawai pada Sekretariat Daerah Kabupaten Bogor dengan Motivasi sebagai Variabel Moderating

This study aims to determine how the influence of Leadership, Work Environment and Organizational Culture on Employee Performance at the Regional Secretariat of Bogor Regency with Motivation as a Moderating Variable. The research focuses on human resource management with quantitative methods. The population in this study were all employees of the Regional Secretariat of Bogor Regency with a total of 533 people. The sampling method using the 5% slovin formula yielded 229 samples, with the proportion of 107 civil servants and 122 contract workers. Primary data was obtained using a questionnaire with a scale of 1-5. The data analysis method uses the Partial Least Square method with the SmartPLS version 4 application. The results of the study are Leadership (X1) has a significant positive effect on Performance (Y) at the Regional Secretariat of Bogor Regency, Work Environment (X2) has no effect on Performance (Y) at the Regional Secretariat Bogor Regency, Organizational Culture (X3) has a negative effect on Performance (Y) at the Regional Secretariat of Bogor Regency, Leadership (X1) has a significant negative effect on Performance (Y) moderated by motivation (X4) at the Regional Secretariat of Bogor Regency, Work environment (X2) has an effect significant negative effect on performance (Y) moderated by motivation (X4) at the Regional Secretariat of Bogor Regency, Organizational Culture (X3) has a significant positive effect on performance (Y) moderated by motivation (X4) at the Regional Secretariat of Bogor Regency.

Pengaruh Kompensasi Terhadap Kinerja Guru Honorer di Sekolah Dasar Kecamatan Somba Opu Kabupaten Gowa

It is important for schools to consider the inclusion of honorary teaching staff to expedite the process of paying them salaries. Apart from that, the government is also obliged to prioritize providing assistance to schools experiencing a shortage of civil servant teachers, because there are still many institutions that need additional teaching staff. This research uses quantitative research methods, with the main focus on producing numerical data. The data collection process involves conducting field research, which involves gathering information directly from participants and observing their behavior directly. The findings of this research show that compensation has a significant role in shaping the performance of Honorary Elementary School Teachers in Somba Opu District, Gowa Regency. It was found that approximately 28.4% of the variation in performance could be attributed to compensation, demonstrating the importance of compensation in determining teacher effectiveness. This shows that the amount of compensation received by honorary teachers in Somba Opu District, Gowa Regency has a direct impact on their level of performance.

Modern Means of Evidence before Administrative Investigation Committees under Jordanian Legislation: A Comparative Study

This study sought to identify the foremost modern methods of evidence employed before the Administrative Investigation Committee for detecting disciplinary misconduct. In conformity with Article 146/B/2 of Civil Service Bylaw No. 9 of 2020, the legislative framework in Jordan has primarily centered on establishing conventional rules governing the presentation of evidence. It is a well-established tenet that the burden of proof rests with the administration, necessitating a comprehensive demonstration of the evidential basis underpinning their misconduct allegations. Therefore, it is the responsibility of the administration to provide indisputable evidence in cases where employees are accused of disciplinary infractions. Simultaneously, employees have to present evidence that contradicts these allegations. Investigative committees are tasked with examining the necessary evidence to establish the accuracy of these claims. The study found a significant gap in the legislative framework pertaining to modern methods of evidence within the Jordanian civil service Bylaw. While these methods are acknowledged in general legal provisions, this recognition is considered insufficient due to variations among different employment systems. Therefore, this study recommends explicitly incorporating modern evidence presentation methods into legislation to align with ongoing scientific and technological progress and facilitate their widespread adoption. Consequently, there is a need to revise legislative regulations governing employment systems and include the methods at the core of this investigation. This study addresses the ambiguity in Jordan's legal framework related to validating allegations against public employees before administrative investigators using an analytical and comparative approach, juxtaposing the legal provisions of Jordan and Egypt in this context.

Historical evolution of educational measurement and evaluation

The historical roots of the calendar usually go back to the Chinese since 2200 BC which was used for the first time in the evaluation of the qualification of civil servants in the form of editorial tests based on the results of the promotion or segregation decisions. China’s examination program began over the centuries and included various formats. During the fourteenth century, the program included three difficult phases requiring examiners to remain isolated days in separate rooms, i.e. during the examination period. One of the months of these examinations was the final examination, which took place in the pen forest. Hat Lin Yuan", an imperial college in Beijing consisting of 10,000 specialized rooms in each student’s independent room where he takes his food and drinks and stays there for thirteen days during the examination period. This stage of development is known. "Early stage." The calendar took the picture of specialization only with the advent of the industrial revolution in the nineteenth century. key word: Measurement, Tests, evaluation, Educational Calendar

”Your research or my tinkering won’t help”: On (the lack of) Climate Adaptation Imaginaries in the Swedish Arctic

Developing ‘Climate Adaptation Imaginaries’, this paper explores visions of futures in relation to climate change and adaptation in the Swedish Arctic, a region where climatic changes are rapid and pronounced. The analysis draws on interviews with civil servants working with adaptation, fieldwork in the region of Norrbotten in Sweden, and relevant documents. The analysis focuses on future visions and whether, and how, they incorporate adaptation to the climate crisis as a strategy to achieve the vision. Particular focus is given to how adaptation is understood in terms of approach (reactive vs. proactive), aim (incremental vs. transformational) and focus (direct effects, or whether transboundary effects are included). Four different kinds of visions emerge in the material: economic growth coupled with a reactive approach; ‘green’ economic growth with proactive and incremental adaptation; a transformed locally anchored and regenerative society; and finally, a range of dystopia(s). It is only the two visions based on economic growth that are collectively held, materially embedded and hold political influence in the region. A variety of dystopias emerge as the main alternative presented by civil servants. This leaves adaptation guided by at best proactive, incremental and short-term focused strategies, and at worst driven by disparate dystopic visions.

The Effects of Organizational Culture and Transformational Leadership on Worker Performance at the Lebak Regency Ministry of Religious Affairs Office with Job Satisfaction as an Intervening Variable

This study uses job satisfaction as an intervening variable to examine how corporate culture and “transformational” leadership affect employee performance. The Civil Servant of the Lebak Regency’s Ministry of Religious Affairs is the subject of this study. The survey was completed by 105 people in total. A sample of 140 government officials working at the Office of the Ministry of Religious Affairs of Lebak Regency and KUA of Lebak Regency was selected using the Slovin formula. Purposive sampling is the method of sampling that is employed. The partial least squares method, or SmartPLS, was used to analyze the data using path analysis. The study’s findings demonstrate that employment satisfaction has a positive and significant relationship with transformational leadership, organizational power has a positive and significant relationship with job satisfaction, and employee performance has a positive and significant relationship with organizational culture. In the meantime, organizational culture through work happiness has a favorable and significant impact on employee performance, as does transformational leadership through job satisfaction. Additionally, job happiness and corporate culture through transformational leadership have a stronger impact on worker performance than employee performance is directly impacted by company culture and transformational leadership without having to. Meanwhile, transformational leadership has a favorable and significant effect on employee performance through work satisfaction, and organizational culture has a positive and significant effect on employee performance through job satisfaction. Furthermore, the influence of transformational leadership and organizational culture on employee performance through job satisfaction is greater than the influence of transformational leadership and organizational culture directly on employee performance without going through the variable of job satisfaction.

Relationship between civil servants' personal characteristics and features of their self-actualization

Relationship between civil servants' personal characteristics and features of their self-actualization

Implementasi Pelaksanaan Pasal 3 dan Pasal 8 Peraturan Pemerintah Nomor 10 Tahun 1983 Jo Peraturan Pemerintah Nomor 45 Tahun 1990 Bagi PNS yang Bercerai di Kabupaten Tebo

The solution to major problems between husband and wife in disharmonious households is to divorce, including the household of a Civil Servant. This also happens in the Tebo Regency Civil Servant environment. The implementation of Civil Servant Percerana in Tebo Regency refers to Government Regulation Number 10 of 1983 in conjunction with Government Regulation Number 45 of 1990, so this paper aims to conduct a study of the Implementation of Article 3 and Article 8 of Government Regulation Number 10 of 1983 in conjunction with Government Regulation Number 45 1990 for civil servants who divorced in Tebo Regency.

Were wages stagnant for decades? A revision of labor costs and net earnings in Spain (1900–1960)

ABSTRACT This paper presents a significant revision of the evolution of labor incomes in Spain, challenging previous assumptions about the effect of Francoist institutions in the postwar era. Administrative data reveal weaker wage declines in the 1940s and consistent growth throughout the 1950s, driven by the growing importance of allowances and family bonuses. This more positive evolution primarily benefited workers in regulated industries (such as manufacturing and private services), while agrarian laborers and civil servants experienced subpar earnings growth. Consequently, for the first group, effective compensation increasingly trended above legal compensation, as evidenced by the results of the 1957 wage survey. These findings suggest that labor markets under Francoism had a more flexible compensation structure than previously believed.

Value Preferences in Civil Servant Career: Kazakhstan and Russia

Value Preferences in Civil Servant Career: Kazakhstan and Russia

Efektivitas Ketentuan Insentif dan Disinsentif Terkait Perizinan Pemanfaatan Ruang Pada Zona Perdagangan dan Jasa Berdasarkan Perda Nomor 5 Tahun 2012 Tentang Rencana Tata Ruang Wilayah Kota Sungai Penuh Tahun 2011 – 2031

Even though the Regional Regulation on the Regional RTRW of Sungai Banyak City has been stipulated, the use of existing space is not yet in accordance with the plans that have been determined. This is indicated by the fact that the building does not meet the building construction requirements for both KDB, GSB and KDH. Provisions on Incentives and Disincentives Related to Licensing for Space Utilization in Trade and Service Zones based on the Regional Regulation on the RTRW of Sungai Banyak City have not been implemented effectively, this can be seen from the 182 Building Approvals that have been issued by the Sungai Full City Government from 2021 to 2023, they are not implemented provisions for incentives and disincentives for controlling space utilization. Factors that become obstacles include the fact that the Regional Regulation has not yet been established, there is still a lack of Satpol PP members, the facilities and infrastructure are still not complete, the community's legal awareness is still low, and people are building houses using the process of adjunct direction from traditional institutions. The efforts made by the Regional Government of Sungai Banyak City to overcome these obstacles include drafting the Draft Regional Regulation on the RTRW Revision, proposing additional members of the Civil Service Police Unit, maximizing honorary personnel, procuring facilities and infrastructure, socializing the Regional Regulation on Spatial Planning to the community, collaborating with traditional institutions in the planning process , utilization and control of the spatial planning of Sungai Banyak City.

Integrating Spatio-Temporal Graph Convolutional Networks with Convolutional Neural Networks for Predicting Short-Term Traffic Speed in Urban Road Networks

The rapid expansion of large urban areas underscores the critical importance of road infrastructure. An accurate understanding of traffic flow on road networks is essential for enhancing civil services and reducing fuel consumption. However, traffic flow is influenced by a complex array of factors and perpetually changing conditions, making comprehensive prediction of road network behavior challenging. Recent research has leveraged deep learning techniques to identify and forecast traffic flow and road network conditions, enhancing prediction accuracy by extracting key features from diverse factors. In this study, we performed short-term traffic speed predictions for road networks using data from Mobileye sensors mounted on taxis in Daegu City, Republic of Korea. These sensors capture the road network flow environment and the driver’s intentions. Utilizing these data, we integrated convolutional neural networks (CNNs) with spatio-temporal graph convolutional networks (STGCNs). Our experimental results demonstrated that the combined STGCN and CNN model outperformed the standalone STGCN and CNN models. The findings of this study contribute to the advancement of short-term traffic speed prediction models, thereby improving road network flow management.

A new phase of activism: women’s occupational organisations and married women’s paid work after the Second World War in Britain

ABSTRACT Focusing on the National Union of Women Teachers (NUWT) and the National Association of Women Civil Servants (NAWCS), this article looks at activism and campaigning for married women workers after the abolition of the marriage bar in both teaching (1944) and the Civil Service (1946). The article outlines the types of campaigning undertaken as well as the philosophical and ideological underpinnings in envisioning the married woman worker. Finally, the article places the campaigning both in the context of these two organisations’ longer histories and the distinctiveness of the late 1940s and 1950s in the history of (married) women’s employment in Britain.

The Influence Of Emotional Intelligence And Self Efficasy On Employee Performance At The Regional Secretariat Of Kaur Regency

Lack of emotional intelligence and self efficacy will make performance not good, which is indicated by the indiscipline of employees at work. Therefore, this study aims to determine the effect of emotional intelligence and self efficacy on employee performance at the Regional Secretariat of Kaur Regency. The sample in this study was 63 people consisting of civil servants and honorary employees who worked in the Regional Secretariat of Kaur Regency. Data were collected using a Likert scale questionnaire. The data obtained were analyzed using multiple linear regression analysis, which was tested at a 95 percent confidence level. The results showed that the regression equation of the results of this study was Y = 17.075 + 0.399 X1 + 0.545 X2. This means that the level of emotional intelligence and self efficacy has a positive effect on employee performance at the Regional Secretariat of Kaur Regency. This can illustrate that if the variable level of emotional intelligence and the self efficacy variable increases, the performance of employees at the Regional Secretariat of Kaur Regency will also increase. The coefficient of determination (R2) of the research results is 54.4 percent. Thus it can be concluded that the level of emotional intelligence and self efficacy affects employee performance at the Regional Secretariat of Kaur Regency by 54.4 percent while the remaining 45.6 percent (100 - 54.4 = 45.6) is explained (influenced) by other variables outside the model research. The level of emotional intelligence and self efficacy together affects employee performance at the Regional Secretariat of Kaur Regency with a significance of 0.000 less than 0.05. This shows that an increase in emotional intelligence and self efficacy results in an increase in employee performance at the Regional Secretariat of Kaur Regency.

New development: Loyalty to principle or politics—The US civil service under attack … but is it justified?

IMPACT It is very important to recognize that, apparent irony notwithstanding, a merit-based, apolitical career civil service has become a vital support to large-scale democracy. Thus, policies that seek to appoint loyalists in administrative positions threaten the basis of democracy. The authors stress the importance of a career civil service recruited on the basis of merit, while at the same time recognizing the need for genuine civil service reform. The article also highlights the importance of career civil servants to citizens.

Navigating the digital frontier: transformative technologies reshaping public administration

We are witnessing unprecedented, swift transformations across all industries in the current era. Advancements in information and communication technology have provided us with a tremendous opportunity for change. Our research delves into the profound impacts of digital transformation, extending beyond the public sector to encompass a variety of fields. The public sector, in particular, is experiencing its own set of transformations and changes. Our research offers an in-depth analysis of digital transformation in the public sector, with an emphasis on the key technologies driving this evolution. These include artificial intelligence and machine learning, the Internet of Things (IoT), cloud computing, big data and analytics, digital twins, robotic process automation, augmented reality, and the metaverse. We thoroughly conceptualize these technologies, assessing their relevance and impact on the public sector. Moreover, we identify the potential challenges and present diverse global examples. Our findings reveal that technologies such as artificial intelligence and machine learning (including Generative AI, ChatGPT, and Google Gemini/Bard), IoT, cloud computing, big data and analytics, digital twins, robotic automation, and augmented reality are pivotal in enhancing or creating new value propositions. These technologies have shown remarkable efficacy in elevating the quality of services between individuals and governmental entities, reducing burdens, boosting efficiency, and profoundly transforming public administration and political science. Moreover, aligning these technologies with institutional requirements is essential for successful transformation. Nevertheless, it is noted that these technologies will also refine the competencies of human resources in public administration. Implemented practices reveal that civil servants need higher expertise and improve their skill sets compared to past benchmarks. Based on these insights, we advocate for higher education institutions and other bodies responsible for public sector human resource development to integrate more practical and theoretical technology-focused courses into their curricula. A comprehensive review of the existing literature indicates a scarcity of studies that holistically investigate these technologies and assess them through the lens of field experts, researchers, and policymakers. Our study addresses this gap and contributes significantly to understanding these technologies’ transformative potential.

Employee readiness for change: examining the combined effects of individual and organizational demands in public school reform

PurposeThe paper aims to clarify how work-specific characteristics at both the individual and organizational level influence professional civil servants’ readiness for change during the implementation of reforms in public administration. We examine the influence of work characteristics at the individual and organizational levels, such as reform-related strains, organizational climate, and organizational professionalism, on the employees’ response to change. In addition, we also consider the interaction between these specific work characteristics.Design/methodology/approachThis article employs a quantitative multi-level analysis to examine the influence of individual and collective predictors of employees' readiness for change. For our analysis, we used data from the evaluation of a school reform in Switzerland aimed at aligning teachers' working conditions with those of other administrative employees. The survey conducted for the evaluation includes responses from 2,162 teachers.FindingsOur study expands the understanding in public management research of work characteristics that either promote or reduce employees’ readiness for change in the public sector. Our findings suggest that the organizational level, in our case the school level, influences the individual’s response to change. Furthermore, the role of organizational professionalism in terms of a reform-related transformation of the identities, structures, and practices of the actors concerned is highlighted as a potential stressor and catalyst that reinforces the negative correlation between reform-related stress and willingness to change.Practical implicationsThis paper offers insights into how public managers can effectively overcome challenges in the implementation process of public school reforms. This also includes the awareness among change agents that positively associated changes at the organizational level may have negative consequences at the individual level, due to the fact that they affect professional understanding, for example, which may cause the affected actors to respond with resistance.Originality/valueThis paper contributes to the small number of multi-level research studies on the responses to change in public administration and answers the call for research to investigate the hurdles that may arise when implementing change. Further, the paper contributes to the literature on the impact of new public management (NPM) on the identity of professional civil servants.

Nurse View on Improving Occupational Safety and Health in the Hospital Environment

Objective: This study aimed to identify the specific risks experienced by nurses, the safety measures in place and how they perceived its effectiveness at preventing falls from taking place which helped to identify areas for improvement when enhancing healthcare workers welfare. Methods: A structured questionnaire was administered to collect data on socio-demographics, specific sector employment types, safety practices and occupational risks. Trends were explored using percent distributions, means and chi-squared tests for independence where appropriate.Findings: The study found that OHS conditions in a University teaching hospital are noticeably different from a private hospital. Nurses in private sector hospitals had better working conditions also with the improved safety standards, comprehensive safety training and ergonomic design which was accredited by JCI. On the other side hospital nurses encountered poor safety leads, ergonomic deficiencies, and high rates of occupational diseases and injuries. University hospitals had more psychological stress, burnout, and job dissatisfaction than private hospitals; however, in terms of infection control they fared better compared to private hospitals who, although carrying out consistent monitoring programmes for PPE, were hindered with shift fatigue and stress.Novelty: This study offers a comparison of OHS conditions for nurses in private and public health care facilities and highlights the potential role of international accreditation for safer working environments. This has shone light on a long-neglected safety issue in academic hospitals.Research Implications: The study findings are expected to help policy amendments, labor protection policies for civil servants in university hospitals, NABH accreditation processes and monitoring of safety training and ergonomic improvements in both private sector hospital environments and public healthcare establishments.