Civil Service Employees Research Articles

Analisis Peran Bawaslu Provinsi Jawa Timur dalam Pengawasan Netralitas ASN pada Pemilihan Umum

General elections are a form of a country's democratic system. The General Election Supervisory Body is one of the agencies in organizing general elections which is responsible for supervising general elections so that they run honestly and fairly. This research aims to determine the role of the East Java Province Bawaslu in monitoring the neutrality of the State Civil Apparatus in the Election. The method used in this research is descriptive qualitative with data collection techniques through observation, interviews and documentation. Analysis of this research data uses the theory put forward by Sururama and Amalia (2020:44) explaining the stages of supervision which consist of setting implementation standards, determining measurement of activity implementation, comparing activity implementation with standards and analyzing deviations, and taking corrective action. The research results show that there is SKB Number 2 of 2022 concerning Guidelines for the Neutrality Development and Supervision of State Civil Service Employees in the Implementation of General Elections and Elections. Apart from that, Bawaslu also held declaration activities to increase the neutrality of ASN during the election and take action against violations that occurred according to the rules.

The effectiveness of financial reward on improving the job performance of public sector employees through organisational commitment: the case of Maldives civil service employees

PurposeThough public sector organisations have continuously borrowed human resource management practices from the private sector, there seems to be sparse evidence on the effectiveness of financial rewards for public sector employees, especially in developing countries where pay remains low. Therefore, the objective of this research is to test the effectiveness of financial rewards on the job performance of those working in the Maldives civil service from the perspective of a developing country where public sector pay, especially civil pay, remains comparatively low. Additionally, this study tested the mediating effect of organisational commitment on the relationship between financial rewards and job performance.Design/methodology/approachA cross-sectional study was conducted using quantitative design methodology, whereby data were collected from 341 employees working in the Maldives civil service and analysed using structural equation modelling.FindingsThe findings indicate that financial rewards negatively affect civil service employees’ job performance. However, financial rewards improve organisational commitment, which reduces the negative effects, although the effect sizes of the mediator are not very significant.Originality/valueThe results of this study present critical theoretical and practical contributions to public administration researchers on using financial incentives as a mechanism to boost job performance, particularly in developing countries, where salaries and other benefits remain low. Furthermore, it presents practical recommendations for managing employees in the Maldives and other countries, where the public sector is less developed and budget constraints remain a challenge.

STRATEGIES FOR EFFECTIVE POLICY IMPLEMENTATION IN NIGERIA: A CASE OF FEDERAL CHARACTER PRINCIPLE

The implementation of policies by the government appears to be ineffective in using the Federal Character Principle (FCP) as a case study. The FCP, which was enacted to guarantee the distribution of employment in Nigeria’s public service, appears to not be achieving its goal as the disparity in the distribution of employment remains inherent in the civil service. Disparity perfectly describes the distribution of employment in the Nigerian civil service, regardless of the enactment of the FCP. Subsequently, this paper endeavours to investigate techniques that would guarantee the viable implementation of the FCP in Nigeria’s civil service. The paper sourced its data from secondary sources and relevant documents. The paper revealed that strategies that can ensure the FCP can be effectively implemented include the application of a Tribunal, the inclusion of civil society in the implementation of the enabling laws and ensuring that officers of the commission are not appointed based on party affiliation. The paper recommends that sanctions should be used for defaulters of the policy.

Students’ interest in agribusiness as a future career

Purpose. This study was conducted among Bangladeshi undergraduate agricultural students to see how likely they were to launch their agribusinesses after awarding Bachelor’s degrees. Methodology / approach. As an agricultural country, agribusiness among the students is increasingly important. To achieve the purpose, we selected undergraduate students from the University of Rajshahi as the respondents. Agriculture, Fisheries, and Veterinary Science students were surveyed to determine their interest in starting an agribusiness (opening their own enterprises) after graduation. Questionnaire data were subjected to a logit regression analysis. Results. Most students come from rural backgrounds and many work in family farming either directly or indirectly, only a small percentage of them (29.6 %) want to start an agribusiness after graduation. Most students think working for the Government or providing other services is safer than doing business. Except for students whose families had large landholdings, students were not interested in becoming agribusiness entrepreneurs, although female students were more curious than males. The students perceived agribusiness as too risky and preferred civil service or other service sector employment over any business. If they were to set up such companies, they would be the most interested in fruits and vegetables, feed mills, beef, floriculture, and fisheries. Part of the reason for this disinclination to entrepreneurship is South Asian culture, which values security over independence, although agriculture, where the product is perishable, is risky. Originality / scientific novelty. Over the last 10 years, there has been a decline in total agricultural employment despite a rise in the youth unemployment rate. Encouraging these young people to go into agribusiness, we can reduce unemployment and increase agricultural productivity. But, regarding the interest of young people in Bangladesh in agribusiness, there is no published material. Thus, this study is the first in Bangladesh to assess the interest of agricultural students in starting an agribusiness and describe its determinants. Practical value / implications. The state wants to encourage agribusiness, but does not have a policy to achieve the goal and universities do not even teach this subject to agriculture graduates. If the government is serious about expanding agricultural entrepreneurship, it will have to invest in agribusiness to reduce its risk: in agricultural mechanisation, better rural transport and infrastructure, insurance for agricultural enterprises, mentors to impart business skills and advice, and a national capital fund to invest in such enterprises and finance them by capital rather than by debt.

Peningkatan Kepuasan Kerja Aparatur Sipil Negara (ASN) bagian Prasarana dan Penyuluhan Pertanian berbasis Budaya Organisasi dan Gaya Kepemimpinan Transformasional pada Intansi XYZ

This research aims to understand the relationship between organizational culture and transformational leadership style on job satisfaction of State Civil Service (ASN) employees in the agricultural infrastructure and extension section at XYZ agency. The research method used is quantitative with a sampling technique using the entire population as a sample. Data was collected through questionnaires and interviews, then analyzed using descriptive and associative techniques as well as multiple regression analysis using the SPSS version 25 program. The research results showed that partially, organizational culture and transformational leadership style had an influence on employee job satisfaction. Simultaneously, these two variables also influence the job satisfaction of employees in the agricultural infrastructure and extension department at XYZ agency. The conclusion is that the importance of good organizational culture and transformational leadership style in increasing ASN job satisfaction, especially in the agricultural infrastructure and extension environment. Keywords: State Civil Servants (ASN), Organizational Culture, Transformational Leadership Style, Job Satisfaction

Balance of work and personal life in the perception of civil servants of the metropolitan megalopolis

The article presents the results of a sociological study to identify the peculiarities of the perception of work-life balance by modern civil servants of the metropolitan megalopolis. As the empirical basis the materials of questionnaires and interviewing carried out by the authors in 2022 in several ministries of the city of Moscow were used. Using modern methods of textual data analysis, the authors visualise with the help of a word cloud the answers of respondents to an open-ended question about their subjective understanding of work-life balance. Such terms as "time", "opportunity" and "family" prevail in the interpretation of the interviewed civil servants, that allows to find out what meaning civil servants put into the concept of work-life balance. Thus, being a subjective phenomenon, this concept is primarily associated with the proportional distribution of time for family and work. Based on the results of the questionnaire survey, the authors distinguish two groups of civil servants who do and do not experience a sense of work-life balance and analyse their socio-demographic characteristics, life priorities, attitude to work, assessments of time resources and level of satisfaction with various life spheres. Representing subjective assessments, the authors note that just over half of the civil service employees surveyed do not experience work-life balance. Statistical analysis showed that the selected groups do not have significant socio-demographic differences. It was also found that civil servants, who differently assess the presence of work-life balance, do not differ significantly in determining the leading life priorities, putting family and work in the foreground. However, statistically significant links were found between subjective indicators of work-life balance and peculiarities of differentiation of work and personal problems, assessment of sufficiency of time for everyday practices and satisfaction with private life. It was found that the state of imbalance is more characteristic of people who note the influence of work on personal affairs, experience a lack of time for everyday private life and are not satisfied with its main components. The interviewing focused on a group of external factors that relate to the conditions of employment, which is important to consider in matters of personnel policy and work organisation in the public service. The obtained materials allowed to consider the existing working regime from the point of view of civil servants, to discuss initiatives for its improvement, opportunities and limitations of remote work.

Analisis Motivasi dan Persepsi Kerja terhadap Pemilihan Karir Jabatan Fungsional Pengelola Barang Jasa dengan Minat sebagai Variabel Mediasi

The aim of this research is to analyze the relationship between motivation and work perception on career choice in the functional position of goods and services manager, with interest as a mediating variable. This research was conducted using quantitative methods, with a population consisting of 257 State Civil Service Employees (ASN), and a sample of 157 respondents. The data analysis technique used was an inner model with the bootstrapping method. The research results show that work motivation and work perception have a positive influence on career choice. Apart from that, work motivation and work perception also have a positive effect on interest. Furthermore, interests have a direct and indirect influence on career choice. The conclusion is that work motivation and perception play an important role in choosing a career in the functional position of managing goods and services. Interest also mediates the relationship between work motivation and work perception and career choice. This shows the importance of understanding motivational factors and work perceptions in managing careers, as well as the role of interests in shaping individual career decisions in organizations. Keywords: Motivation, Interest, Job Perception, Career Choice

FACTORS INFLUENCING ASN PROFESSIONALITY INDEX ACHIEVEMENTS

State Civil Service employees at the executive level and staff in the service sector still believe that the superior's assessment is the main thing, while other dimensions are not needed. For this reason, it is necessary to search for data on the factors that influence the achievement of the professionalism index for the State Civil Service. The literature search method was carried out based on articles published between 2018-2023 according to the inclusion and exclusion criteria that had been determined using 1 data base, namely Google Schoolar. This literature search uses the PRISMA guideline in carrying out the screening process. From the search results, 1,910 articles were obtained, after the screening process there were 5 articles that met the criteria and analysis would be carried out. The results of the study from 2 literature showed that the factors that influence the achievement of the ASN professionalism index are Content of Policy and Context of Policy, so it can be concluded The State Civil Apparatus Professionalism Index is an indicator of ASN professionalism which can dynamically change along with the achievements achieved by the State Civil Apparatus. Regulations, policies from leadership, resources and the willingness to change from Civil Apparatus Professionalism play an important role in this achievement.Keyword : Professionalism Index, Civil Apparatus Professionalism

Public Administration and Sustainable Development in Nigeria

This paper examined the predicaments facing Nigeria and how they have become more manifest in each attempt to attain democratic rule and economic reform. This approach provides an opportunity to observe how respect for human rights, democratization and broad-based sustainable development efforts have interacted with market-oriented economic policies in the past three decades in Nigeria. This paper adopted the analytical method and relies on secondary data and utilizes the content analysis for interpretation of data collected. The paper concludes that It is very critical for senior public administrators and political leaders to make the civil service employees to act ethically, not only in times of crisis or scandal, but on an everyday basis as well. It is also imperative for consideration to be given to ethics in hiring, performance evaluation, and promotion decisions, and that, if the civil service mission includes ethical behavior, then it should be evaluated along with other competencies.

Implementation of programs for the development of operational processes of the HR management system of government agencies in Western countries

Today, the problem of digitalization of HR management system operational processes is the lack of automated HR management programs for government agencies, lack of resources, staff reduction, data management, and change management. Many countries have faced problems with the digitalization of HR processes in government agencies. To a greater or lesser extent, such structural problems of the labor market can be found in all Western countries. The development of technologies and information systems creates new opportunities for managing and improving the processes of government agencies. The specifics of public administration require effective personnel management on a country or city scale, which makes it necessary to implement effective technological solutions. With this in mind, today's workforce data from many sources provides an opportunity to manage civil servants with an evidence-based HR policy. Thus, governments are increasingly able to recruit, deploy, train, motivate, and retain their employees scientifically and analytically based on objective HR data. As a result of the analysis, the authors found that most Western countries collect HR data to analyze, interpret and actively use it to make better management decisions, as well as to develop and implement HR policies. The purpose of the article is to highlight the problem of digitalization of HR processes in government agencies and to demonstrate the analysis of HR data from Western countries in tabular forms. The article demonstrates the results of implementing information collection of HR data for effective HR management on a country or city scale. The authors analyze and demonstrate in infographics the growing possibility of collecting human resources data as a basis for improving public services, service delivery and continuous performance management. The authors analyze and present in the infographic data from surveys of civil service employees in Western countries, information on employee engagement and satisfaction with work and the working environment in government agencies.

Právní postavení státního zaměstnance zařazeného mimo výkon služby z organizačních důvodů

This paper deals with the topic of a non-active status of civil servant due to organisational reasons. The author specifically focuses on legal grounds that may lead to a civil servant being temporarily placed in a non-active status. The author analyses available defence instruments for civil servants against temporarily leaving the service. During the non-active status, the civil servant does not execute their service, the period of the non-active status is generally limited to six months. If the non-active status exceeds the six-month period it shall be decided to terminate the civil service employment. Additionally, the author provides an overview of the rights and duties of both the civil servant and the appointing authority during the period of non-active status.

Efforts to Increase Employee Performance Through Transformational Leadership and Human Resource Development (Study of Sibolga City Government)

This research aims to analyze the influence of transformational leadership style and human resource development on the performance of State Civil Service employees in the District Government in Sibolga City. This research uses a quantitative approach, with a quantitative method in the form of a survey. The researcher determined that the sample in the research was all Civil Servants in 4 sub-districts, including the village head in each sub-district, with a total of 160 people. The researchers took the entire population to be used as a sample of 160 people. Research results show that transformational leadership style on proven performance influential significant. The development source Power humans also matter positively and significantly to performance. However, a variable that influences performance is style leadership transformational. Coefficient results in determination in study This shows that mark R The adjusted square on performance is 0.7 64 (76.4%). This means that style leadership transformational and developmental source Power man contribute 76.4% to performance. Whereas the other side is 23.6% influenced by other variables not included in the study.

Mediating role of emotional intelligence between organizational climate, and transfer of learning among civil service employees

PurposeDespite the enormous investment in employee training, training effectiveness is often hampered by insufficient transfer of learning (TOL) among trainees, making the return on training investment suboptimal. The challenge of effective TOL among employees is enormous, including personal and organizational factors, and research exploring this is inconclusive. This study aims to investigate organizational climate and TOL and the mediating role of emotional intelligence.Design/methodology/approachApplying identical elements and social cognitive theories, the study used multistage sampling techniques through purposive, convenience and simple random sampling collected using validated measures of the study constructs formed into a survey questionnaire. Multiple Regression and Process Macro were used to analyze the data.FindingsResults revealed significant relationships between formalization, performance feedback, employee participation, innovation and flexibility with TOL. Organizational climate dimensions jointly and independently predicted TOL. However, only formalization was inversely related to TOL. Emotional intelligence partially mediates the relationship between organizational climate dimensions and TOL. The study recommends the need for managers to encourage autonomy, creativity and flexibility and provide honest and valid feedback to foster the TOL.Originality/valueBy addressing the limitations of other studies, this study advances knowledge by underlining the significance of including and further exploring the mediating role of trainees’ emotional intelligence on the relationship between organizational climate (formalization, performance feedback, employee participation, innovation and flexibility) and TOL.

Transformational leadership and job performance of Maldives Civil Service employees, mediated by organisational commitment

PurposeEmerging research on public administration theory has highlighted the need for public sector managers to become better leaders by inspiring and motivating them to align themselves with their organisation's mission and vision. Therefore, transformational leadership has become increasingly appealing in public administration. This study investigates how transformational leadership affects the job performance of those in the Maldives' civil service. Furthermore, it tests the mediation effect of organisational commitment on the relationship between transformational leadership and the job performance of those working in the Maldives' civil service.Design/methodology/approachThis study adopted a quantitative and cross-sectional design to collect data from 370 employees from different Maldives civil service offices. Data were collected through an online questionnaire, and structural equation modelling was used to test the hypotheses. The mediating effect was tested using bootstrapping.FindingsThe results reveal that transformational leadership did not significantly affect job performance. While a mediation effect was present, the effect size was within a small range.Originality/valueThe results of this study has important implications for the Maldives' civil service from a human resource management perspective and provides insights to policymakers on how to improve leadership in Maldives' civil service institutions. Furthermore, this study contributes significantly to the existing research in understanding the effect of transformational leadership on public sector organisations in Asia and from a developing country's perspective.

Economic Stress, Employee Commitment, and Subjective Well-Being

COVID-19 pandemic has created unprecedented health and economic crises across the world. Millions of businesses have been obliged to shut down, and millions of jobs have been lost. These effects have created a very severe economic-related stress level, which can have consequences on psychological well-being (PWB) and economic commitment (EC). This study examined the relationships between objective and subjective indicators of income-related stress and employment-related stress and PWB and EC. The 697 participants were contacted during the peak of the COVID-19 pandemic. The sample includes private-sector employees, civil service employees, self-employed, furloughed employees, and unemployed. Results show that the economic stress produced by COVID-19, as estimated by a compound of objective and subjective income-and employment-related stress, produced a negative effect on PWB (r = .21, p .001) and EC (r = .29, p .001). Multiple regression showed that subjective income-related stress was the main predictor of PWB, positive affect, and negative affect and that economic deprivation and objective employment-related stress were the predictors of EC and its three components, affective, normative, and continuity. Finally, the contribution and some practical implications of the findings are discussed.

Tourist Interests as a Basis for Post-Covid-19 Pandemic Tourism Visit Recovery Planning: Studies in the Ecotourism Area of Way Kambas National Park, Lampung Province

Ecotourism is expected to revive in the post COVID-19 pandemic, as currently the lowland conservation area with the highest biodiversity in the world is Way Kambas National Park, Lampung province, Indonesia. Attractiveness is the main variable as the basis for planning the restoration of tourist visit performance. The purpose of this study was to determine the role of the country of origin variable and demographics of respondents in the attractiveness of ecotourism objects in WKNP. As a result, from May 2022 to August 2022, a 15-minute video about the exoticism of WKNP had been uploaded on the https://research-mil.unila.ac.id/ site. At the end of the video, a questionnaire is presented in Indonesian, English, French, Korean, Japanese, Chinese, and Arabic. The Ordinal Logistic Regression Postulate is used at the 95% confidence level. There are three levels of response variables that score 0, 1, and 2 to express not interested, interested, and very interested in visiting WKNP, respectively. The predictor variable is the respondent’s characteristics, which include the respondent’s origin, age, gender, number of dependents, income, and professional group. Optimization of model parameters and hypothesis testing were carried out at a 95% significance level using Minitab 19 software. The results showed that the attractiveness of visiting was influenced by: (a) country of origin, 33.09 times more foreign respondents compared to domestic ones with P = 0.037; (b) those who are 1 year older have a higher attractiveness, namely 1.06 times; and (c) whose professions as teachers, civil servants, and professional workers are lower, namely only 0.08 times, 0.09 times, and 0.14 times compared to housewives or students. The policy implications for redeveloping plans to improve tourist interest in visiting WKNP need to be focused on prospective tourists from abroad, with the main target being professions other than civil service employees.
 Keywords: demographic, overseas, post-pandemic, and logistic ordinal regression

European standards in the principles of disciplinary responsibility of civil-service employee

European standards in the principles of disciplinary responsibility of civil-service employee

The influence of individual characteristics and leadership styles on the commitment and performance of State Civil Apparatus

This research is concerned with the effect of individual characteristics and leadership style towards the commitment and performance of Civil Servants in the regional apparatus organizations under the coordination of government assistants and the welfare of the Regional Secretary of Sumbawa Regency. The respondents of this study were 216 Civil Servants in regional apparatus organizations under the coordination of the Assistant Government and People's Welfare Regional Secretariat of Sumbawa Regency. This research is quantitative research design. To collect the data of this study, the researcher used questionnaires that conducted by online method and processed and analyzed by used Structural Equation Modeling (SEM) by the help of Jamovi software. The results showed that the individual characteristics have a positive and significant effect on the Civil Service Employee’s performance. However, the individual characteristics have a positive and significant effect towards their commitment. The leadership style does not have a positive and significant effect on the civil servants’ performance but, the leadership style has a positive and significant effect on their commitment, also the organizational commitment has a positive and significant effect towards the performance the Civil Servants in regional apparatus organizations under the coordination of the Assistant Government and People's Welfare Regional Secretariat of Sumbawa Regency.

Analysis Of Services Standards And Workers Productivity Using Work Sampling Method At Xyz Store

The industrial era is now getting stricter in terms of job search criteria, so employees must improve consistency and ability to understand the work system well. Population Service is one of the public service organizations that serves the community in managing Identity Cards (KTP), Family Cards (KK). Work performance is one of the key elements in determining the success of the implementation of a service process. One method that can be used in employee performance analysis is the job sampling method. From the research sampling conducted for 5 days, 158 files were received, and the target set was 150. Based on the background above, it is not known whether the employee is productive or not, and how long the employee took to collect data. . To find out the performance of civil service employees at the Batam City Population Service. Based on the calculation of the standard time using the work sampling method with the Westinghouse adjustment factor, the standard time needed to serve the making of a KTP or KK is 3.79 minutes and the total productive is 401 or 93% and the non-productive is 31 or 7%. So that it can be said that the performance of public service employees at the Batam City Population Service Office is included in the productive group.

The Role of Leader-Member Exchange in Moderating the Influence of Competence, Innovative Behavior, and Career Development on Employee Engagement

This research investigated the influence of competence, innovative behavior, and career development on employee engagement through the leader-member exchange as moderating variable. This research was conducted in the Ministry of Education, Culture, Research, and Technology of the Republic of Indonesia. The study targeted Civil Service Employees within the circle of Direktorat Sekolah Menengah Atas (High Schools Directorate) in the Ministry of Education, Culture, Research and Technology of the Republic of Indonesia. The research design used quantitative causal research. Primary data collection was conducted through a survey with a questionnaire instrument distributed to 114 respondents. The data analysis method used the structural equation model-partial least square (SEM-PLS). Results indicated that competence, innovative behavior, and career development showed positive and significant influence on employee engagement. In addition, leader-member exchange also showed a significant effect as moderating variable in building the influence of competence, innovative behavior, and career development on employee engagement.