Performance Of Civil Servants Research Articles

Implementation of electronic attendance policy within the scope of Bappeda of central Sulawesi province

Bureaucratic reform is a strategic step to enhance efficiency and accountability in public administration. This study aims to evaluate the implementation of the electronic attendance policy at the Regional Development Planning Agency (Bappeda) of Central Sulawesi Province and its impact on the discipline and performance of Civil Servants (ASN). This research uses a descriptive qualitative method with George C. Edward III's policy implementation theory as the analytical framework. The study involved seven informants selected through purposive sampling. Data were collected through observation, interviews, and documentation, and analyzed using three stages: data condensation, data display, and conclusion drawing or verification. The results indicate that the implementation of electronic attendance has positively impacted the accuracy of attendance data and employee discipline. However, the policy's implementation faces several challenges, such as limited technical training and a lack of motivation among employees to optimally utilize the technology. On the other hand, human resource development (HRD) at Bappeda Central Sulawesi is still ineffective. In the formal development pathway, many civil servant employees have not shown interest in participating in development programs through study assignments. Meanwhile, informal development shows a lack of encouragement from the institution for employees to engage in capacity-building activities, and there is a rare provision of material or non-material rewards that could motivate employees to improve performance. This study recommends enhancing HRD through formal and informal education programs, intensive training for technology adaptation, and the establishment of reward procedures and policies to motivate employees. It is expected that this optimization will improve the effectiveness of the electronic attendance policy and support results-oriented and accountable bureaucratic reform.

Improving civil servant performance through authentic leadership

Civil servants play a vital role in government organizations, but their performance is often not optimal due to leadership weaknesses. One factor affecting performance is the lack of effective leadership in influencing employees. This study investigates how authentic leadership influences authentic followership and its impact on improving civil servant performance. A quantitative method was applied, with civil servants from the Government of Sidoarjo Regency, East Java, Indonesia, as respondents. The sample was selected randomly, and data was collected using the Authentic Leadership Inventory (ALI) and Authentic Followership Scale (AFS). Participants completed these instruments, and the data was analyzed through linear regression using JASP software version 0.18.3.0. The results show that authentic leadership significantly improves authentic followership, which, in turn, enhances civil servant performance. Authentic followership positively impacts both individual and organizational outcomes. The findings suggest that strengthening authentic leadership within government organizations can improve civil servant performance. This study contributes to the understanding of how authentic leadership promotes better performance through its influence on followership.

The Influence of Spiritual, Intellectual, And Emotional Intelligence on the Performance and Organizational Commitment of Civil Servants in the Police in the Human Resources Bureau of the NTB Police Force

Human Resources (HR) play a vital role in achieving organizational goals, as HR performance directly influences organizational success. This study examines the influence of spiritual intelligence, emotional intelligence, intellectual intelligence, and organizational commitment on HR performance. Using a quantitative approach, data were collected through a census of 65 respondents from the HR Bureau of PNPP NTB Police. Structural equation modeling via Partial Least Squares (PLS) was employed to analyze the relationships among variables. The results reveal that emotional intelligence significantly enhances HR performance (p < 0.05), while spiritual and intellectual intelligence exhibit insignificant effects. Similarly, both spiritual and emotional intelligence significantly improve organizational commitment, whereas intellectual intelligence does not. These findings underscore the pivotal role of emotional intelligence in fostering both performance and commitment. However, the lack of significant influence from spiritual and intellectual intelligence suggests that workplace dynamics, including technical skills and interpersonal relationships, may play a more critical role in determining performance outcomes. This study contributes to HR management by highlighting emotional intelligence as a key determinant of performance and commitment, providing insights for organizations seeking to enhance employee capabilities and engagement. Future research should further explore the contextual factors influencing the effectiveness of spiritual and intellectual intelligence in diverse organizational settings.

The Impact of Leadership and Allowances on Employee Performance: A Study of Satpol PP Kebayoran Lama

This study examines the extent to which leadership and allowances affect civil servant performance. Adopting a quantitative research approach, data were collected through Google Forms using a Likert Scale (1-5), covering the entire population of 93 employees through saturated sampling technique. The analysis was conducted using Multiple Linear Regression with Statistical Production Service Solustion (SPSS). The findings indicate that leadership has a positive and significant impact on employee performance. Conversely, allowances do not show a significant effect. Moreover, leadership shows a more substantial effect on performance compared to allowances, as indicated by the standard coefficients, where leadership has a beta value of 0.439 compared to 0.310 for allowances. Based on these results, it is recommended that institutions prioritize employee feedback and provide tailored guidance and motivation, especially for those experiencing performance issues.

Organizational Culture in Improving the Performance of State Civil Apparatus at the Minahasa Regency Education Office

This research aims to analyze and describe Organizational Culture in improving the performance of civil servants at the Education Office of Minahasa District. The research method used is descriptive qualitative, with 4 informants. Data collection involves observation, interviews, and documentation. Data analysis includes data reduction, data presentation, and drawing conclusions. The findings indicate that, based on the research, the performance improvement of civil servants in the Education Office of Minahasa District (Department of Elementary and Junior High School Development) has been successful due to the competence of the Head of Department in providing clear instructions, guiding staff through motivation, setting an example of exemplary behavior, imposing sanctions and warnings when necessary, and conducting supervision over the staff.

The Influence of Competence, Motivation, and Compensation on Civil Servants' Performance at the Mentawai Islands Port Office

This study examines the impact of competence, motivation, and compensation on the performance of civil servants at the Mentawai Islands Port Office. Aimed at contributing to the limited body of research on public sector performance in Indonesia’s remote regions, this research explores how these factors influence employee performance in a public service context. Data were collected from all 70 civil servants across three main port offices in the Mentawai Islands using structured questionnaires. The analysis, conducted using SPSS 26.0 and employing multiple regression techniques, reveals that motivation is the most significant predictor of performance, followed by compensation and competence, with coefficients of 0.659, 0.292, and 0.135, respectively. The regression equation highlights motivation as the primary driver of employee performance, suggesting that public sector organizations in remote areas must prioritize motivational strategies along with adequate compensation and skill development to enhance service delivery. These findings provide actionable insights for policymakers and public administration leaders aiming to boost civil servant performance through targeted human resource practices. By creating a motivating environment, ensuring fair compensation, and fostering necessary competencies, organizations can achieve higher employee performance and ultimately improve public service quality in outlying regions.

Examination of the Impact of System Quality, Information Quality, and Service Quality on Net Benefits through User Satisfaction in the Performance of State Civil Apparatus in the Malang District Government

Information technology investment is currently occurring rapidly and has become a necessity in an organization, both in the business environment and in the government environment. The various characteristics of information systems created with all their advantages and disadvantages have become an arena for competition in terms of innovation to show the superiority of the organization. The Civil Servant Performance Information System is the management and procedures for collecting, processing, analyzing, presenting, utilizing, and documenting civil servant performance data in an integrated manner. The net benefits of an information system are influenced by system quality, information quality, service quality, and user satisfaction. This research aims to analyze the influence of system quality, information quality, and service quality on net benefits through user satisfaction in the Malang Regency Government. This research is quantitative research with a saturated sampling method, so a sample of 72 respondents was obtained. The data analysis techniques used are descriptive analysis, classical assumption test, t-test, and path analysis. The research results concluded that system quality, information quality, and service quality have a significant effect on user satisfaction with civil servant performance information systems. User satisfaction also has a significant effect on the emergence of net benefits from the performance information system.

Pengaruh Kepemimpinan dan Lingkungan Kerja terhadap Kinerja Pegawai Negeri Sipil pada Badan Perencanaan Pembangunan Daerah (Bappeda) Kabupaten Bungo

This research aims to determine the influence of Leadership and Work Environment on the Performance of Civil Servants at the Regional Development Planning Agency (Bappeda) of Bungo Regency. The type of research conducted is quantitative research using the purposive sampling technique. The sample used in this study consisted of 30 respondents. The data from this research were processed and analyzed using Instrument Test, Classical Assumption Test, Multiple Linear Regression Analysis, and Hypothesis Test with the help of SPSS version 26 software.The research results state that Leadership affects the Performance of Civil Servants where t-count (2.385) > t-table (2.051) and is significant because (0.024 < 0.05). Work Environment affects the Performance of Civil Servants where t-count (3.211) > t-table (2.051) and is significant because (0.003 < 0.05). Meanwhile, simultaneously, the independent variables affect the dependent variable where F-count 9.952 > F-table of 3.34 with a probability level (0.000 < 0.05). The Coefficient of Determination (R2) value is 42.4%, with the remaining influenced by other dimensions. Through this research, it is useful to enhance knowledge and insights related to Leadership and Work Environment on the Performance of Civil Servants.

The Influence of Leadership Style, Discipline, and Work Training on the Performance of Civil Servants at the Department of Communication, Informatics, Statistics, and Encryption

The Influence of Leadership Style, Discipline, and Work Training on the Performance of Civil Servants at the Department of Communication, Informatics, Statistics, and Encryption

The Influence Of Motivation, Work Environment, And Competency On Asn Performance In The Public Works, Spatial Planning, Housing And Settlement Area (Putrpkp) Enviroment Of Takalar District

The Influence of Motivation, Work Environment, and Competence on the Performance of Civil Servants in the Public Works, Spatial Planning, Housing and Settlement Areas Office (PUTRPKP) of Takalar Regency, guided by Andi Mappatompo Badawi and Dg. Maklassa. This study aims to analyze and explain the Influence of Work Motivation, Work Environment, and Competence on the Performance of Civil Servants in the Public Works, Spatial Planning, Housing and Settlement Areas Office (PUTRPKP) of Takalar Regency. This type of research is quantitative research, which is research based on data that can be calculated to produce a solid assessment using SPSS. This study used 68 respondents using multiple linear analysis techniques. The results of this study show that work motivation has a significant positive influence on ASN performance with P = 0.007 < 0.05 with a coefficient value of 0.380. The work environment has a positive and insignificant influence on ASN performance with P = 0.502 > 0.05 with a coefficient value of 0.118. Competence has a significant positive influence on ASN performance with P = 0.024 < 0.05 with a coefficient value of 0.280. The Work Motivation variable is the most dominant variable that affects ASN Performance.

Evaluation of SIMRAL with CIPP Model on the Performance of State Civil Apparatus (ASN)

SIMRAL is used to manage APBD (Regional Government Budget), planning, budgeting, implementation, reporting, accountability, and audit supervision. Therefore, its series is long and unbroken. This study evaluates SIMRAL's effect on the performance of civil servants in the PUPR (Public Works and Spatial Planning) office of Bogor City to achieve performance at the individual, unit, or organisational level. The objective of this study is to evaluate the effectiveness of SIMRAL usage and the performance of civil servants in the PUPR office of Bogor City. The research method used is a mixed-method approach, with an evaluative program/policy approach using the CIPP model. This method focuses on evaluating four main components: (1) SIMRAL usage policy and objectives, (2) human resource quality, (3) SIMRAL application process, and (4) the output and outcome of SIMRAL usage. The output of this research is a policy recommendation on using SIMRAL, considering the mayor's regulations, work effectiveness-efficiency, human resource performance competency, service quality, budget control, and proper decision-making. SIMRAL also continuously enhances work motivation and quality.

The Influence of Work Facilities and Internal Communication on the Performance of Civil Servants Through Motivation at the Education Office and Culture of Muaro Jambi Regency

This study evaluates and analyzes the impact of work facilities and internal communication on civil servant performance, with work motivation as a mediating variable, at the Education and Culture Office of Muaro Jambi Regency. Using both descriptive and verification methods, the research involved 62 employees from the office and employed the Partial Least Squares (PLS) method for analysis. The results from the questionnaire indicated that work facilities had a total score of 2859, classified as good, while internal communication scored 2836, also in the good range. Work motivation was rated at 3080, placing it in the high category, and employee performance scored 3099, which is similarly high. The findings show that work facilities have significant impact on motivation. Internal communication also positively and significantly influences motivation. Additionally, both work facilities and internal communication have significant effect on employee performance. Motivation is demonstrated to positively and significantly affect employee performance. Moreover, work facilities and internal communication both positively and significantly impact employee performance through the mediation of motivation at the Muaro Jambi Regency Education and Culture Office.

The Influence Of Leadership, Competence And Organizational Commitment On The Performance Of The State Civil Servant Of The Jeneponto Regency Regional Revenue Agency

This research aims to determine and analyze the influence of Leadership, Competence and Organizational Commitment on the Performance of the State Civil Apparatus of the Jeneponto Regency Regional Revenue Agency. This research approach is a quantitative approach. The research was conducted at the Regional Revenue Agency of Jeneponto Regency, State Civil Apparatus in the work area of ​​the Regional Revenue Agency of Jeneponto Regency with a sample of 50 employees. The analysis technique used is multiple linear analysis. The results of the research show that there is a positive and partially significant influence between Competency on the Performance of State Civil Apparatus while the Leadership and Organizational Commitment variables have no partial influence on the Performance of State Civil Apparatus, simultaneously there is a positive and significant influence between Leadership, Competence and Organizational Commitment on Performance of the State Civil Apparatus. Competence is the variable that has the most dominant influence on performance.

Optimizing Government Workforce Performance: A Study of Employee Engagement, Organizational Commitment, and Knowledge Sharing

The organization must preserve balance by establishing mutually beneficial relationships with its employees, who are its most valuable assets. Several essential aspects are required to maintain this equilibrium, including organizational commitment, employee engagement, and information exchange. We use social exchange theory to investigate the effects of commitment, knowledge sharing, and employee engagement on civil servant performance outcomes (ASN). This study uses a cross-sectional design and includes 115 civil servants from Tasikmalaya. Data analysis utilizes Stata/MP 17.0 for descriptive, bivariable, and multivariable analyses. The research findings indicate a positive impact of employee engagement, affective and normative commitment, and knowledge sharing on ASN performance. However, the negative effect of tenure exceeding five years and continuance commitment on ASN performance is negative. These findings illustrate that while employees are generally expected to have high organizational commitment, continuous commitment to material benefits may be detrimental. The results serve as a basis for discussion among researchers to conduct further longitudinal studies for more accurate conclusions.

Effect of e-assessment on performance, competency, worklife balance, and motivation on civil servant performance

effect of e-assessment on performance, competency, worklife balance, and motivation on civil servant performance

The Use of Technology in Improving the Communication and Performance of Civil Servants

The Use of Technology in Improving the Communication and Performance of Civil Servants

Mitigation Strategies for Potential Decreased Civil Servant Performance after Relocation: A Systematic Literature Review

The relocation of the Capital City to the Nusantara presents significant challenges for the Civil Servant (ASN), including a potential decline in their work performance. This research aims to investigate risk mitigation efforts against the decline in ASN work performance after the relocation to Nusantara using the Systematic Literature Review (SLR) method. Through a careful and selective literature search, this study analyzes frameworks, strategies, and practical steps to address the risks associated with the decline in ASN work performance following the relocation of the capital city. The findings from this study provide deep insights into risk mitigation approaches. We also present practical implications and recommendations for further research to help the government and relevant organizations design effective strategies to maintain optimal ASN performance during and after the capital city's relocation process.

Mitigation Strategies for Potential Decreased Civil Servant Performance after Relocation: A Systematic Literature Review

Mitigation Strategies for Potential Decreased Civil Servant Performance after Relocation: A Systematic Literature Review

Identifikasi Faktor yang Mempengaruhi Efektivitas Kinerja Aparatur Sipil Negara dalam Pelayanan Publik

The purpose of this study is to find out and test the variables of supervision (X1), motivation (X2), and work discipline (X3) on the effectiveness of the performance (Y) of the State Civil Apparatus at the Social Service, Women's Empowerment, and Child Protection of Batu Bara Regency. This study uses an associative type of research. The population of this study is all state civil servants who have the status of State Civil Apparatus in the Social Service, Women's Empowerment, and Child Protection in Batu Bara Regency, which totals 48 people. The variables of this study include the variables of supervision, motivation, work discipline, and performance. The data collection technique used to measure all the variables studied is a questionnaire. Data analysis was carried out quantitatively using descriptive statistics and t-test, F-test, and determination coefficient test. The results of the study showed that the factors of supervision, motivation, and work discipline partially and simultaneously had a positive and significant effect on the performance of civil servants in the Social Service of Women's Empowerment and Child Protection of Batu Bara Regency. Most of the performance is influenced and achieved through work motivation, supervision, and work discipline, while the rest is influenced by other factors. The work motivation variable has the greatest influence on employee performance with a calculated value of 3. 382

PENGARUH BUDAYA ORGANISASI, KOMPENSASI DAN IKLIM ORGANISASI TERHADAP KINERJA PEGAWAI DI KANTOR DINAS KEPENDUDUKAN DAN CATATAN SIPIL KOTA MEDAN

This research aims to investigate the impact of organizational culture, compensation, and organizational climate on the performance of Civil Servants at the Office of Population and Civil Registration in Medan City. The respondents in this study are the Civil Servants working in this office. The analysis method applied utilizes the SMART PLS technique, which helps in assessing the validity and reliability of the variables and identifying whether the independent variables contribute positively or negatively to the performance of the Civil Servants. Through this approach, it is expected to gain a deeper understanding of the various factors influencing the performance of Civil Servants at the Office of Population and Civil Registration in Medan City.