Performance Of Civil Servants Research Articles

The Headmaster’s Strategy to Improve Civil Servants’ Work Performance (Administration Department) in Pringgasela High School, East Lombok-NTB

This study aims to determine the headmaster's strategy to improve the work performance of Civil servant [administration department] at Pringgasela Senior High School. This research used the descriptive qualitative research method. The data in this study were obtained from interviews with informants and documentation. The data analysis was carried out in the following steps: data collection, data reduction, data presentation and drawing conclusions or verification (Miles and Huberman, 2014: 20). The results of this study stated that the headmaster's strategy to improve the work performance of civil servants in the administration department: Making disciplinary rules about working hours that must be on time. Building a spirit of togetherness through civil servants’ friends, superiors and subordinates, as well as communication, intimacy and mutual respect. Providing role models for all civil servants. The results of the headmaster's strategy show the work performance of civil servants [administration department] is classified good in providing services, however they have not provided satisfaction to: teachers, students or other related parties. As for the constraints faced when performing performance in providing services, by the Administrative Apparatus such as the lack of responsiveness of the Administrative Apparatus in understanding consumer psychology, the large amount of workload that is carried out in a little bit of time and the supporting infrastructure is inadequate and lack of personel.

The Role Entrepreneurial Leadership Behavior to Engage the Civil Servant Performance

The Role Entrepreneurial Leadership Behavior to Engage the Civil Servant Performance

Pengaruh Disiplin Kerja Dan Motivasi Kerja Terhadap Kinerja Pegawai Negeri Sipil Pada Badan Keuangan Kabupaten Lima Puluh Kota

This study aims to analyze the effect of work discipline and work motivation on the performance of civil servants at the Financial Agency of Fifty Cities Regency. Here the author describes the influence of work discipline and work motivation on performance. The total population in this study were 72 people as well as samples in this study. Data were collected through the distribution of a questionnaire with a Likert scale model and then tested for the validity and reliability of the questionnaire. The data analysis technique used is the multiple linear regression method using the SPSS 23.00 program. The purpose of multiple linear regression is to see the relationship between the influence of the independent variable on the dependent variable. The results of this study are a). Work discipline (X1) has a positive and significant influence on the performance of civil servants at the Fifty Cities District Finance Agency. b). Work motivation (X2) has a positive and significant influence on the performance of civil servants at the Fifty Cities District Finance Agency. c). Work discipline and work motivation together have a significant positive effect on the Performance of Civil Servants at the Financial Agency of Fifty Cities Regency.
 
 Keywords: Discipline, Motivation and Performance

PENGARUH FASILITAS KERJA DAN DISIPLIN KERJA TERHADAP KINERJA PEGAWAI NEGERI SIPIL LEMBAGA PERMASYARAKATAN KELAS IIB KOTA PARIAMAN

The purpose of this study was to determine and analyze the effect of work facilities on work discipline partially and simultaneously on the Performance of Civil Servants of Class IIB Pariaman Penitentiary. The research method used is descriptive quantitative. The sampling technique used is the total sampling technique, so that from the population there is a sample of 68 respondents, the data collection methods used are observation, questionnaires and library studies. The data analysis technique used is multiple linear regression, t test, F test and coefficient of determination. +0.032X1+0.596X2+e. The results of the t-test carried out showed that the work facilities variable had no significant effect on the Performance of Civil Servants at the Class IIB Penitentiary in Pariaman City with a significant value of 0.780 > 0.005 and tcount ttable of 6.768 > 1.668. The results of the F test prove that the variables of work facilities, and work discipline simultaneously have a significant effect on the Performance of Civil Servants at the Class IIB Pariaman Penitentiary, this can be proven by the value of Fcount > Ftable or 22,982 > 3.14 and a significant level of 0.000 < 0.05. The result of the coefficient of determination is 39.6%, while the remaining 60.4% is explained by other variables not examined in this study.

The Influence of the Work Environment and Commitment to Organizational Culture and its Implications on the Performance of Civil Servants

The most important resource of an organization is human resources, so employees are the key determinant of organizational success. Performance is the result of work achieved by an employee in carrying out tasks according to responsibilities. The performance of employees at the Directorate General of Pothan Kemhan is still considered not optimal, it can be seen from the quality of work that has not been in accordance with the expectations of the leadership. The purpose of this study is to prove the influence of the work environment, commitment and organizational culture on employee performance. The research method is a survey method to 141 employees as a representative sample which is calculated based on the Slovin formula, by distributing questionnaires that are answered with a Likekert scale model statement. The analysis technique is path analysis with the help of lisrel software. The results of the analysis can be concluded that the work environment and commitment have a positive and significant effect on organizational culture and also on employee performance. Suggestions are to create a comfortable work environment, increase employee commitment by instilling an attitude of loyalty to the organization, trust in the organization and view that the success of the organization is a success for itself and instill an organizational culture that is good values and beliefs in employees.

Factors Affecting the Performance of State Civil Servants at the Education and Culture Services of Kaur District

The method used in collecting data for this research is a questionnaire. The data analysis method in this research is quantitative, and the sample in this study is 140 customers. Based on the results of this study concluded that: The regression equation obtained from the research results are as follows: Y = 6.263 + 0.588X1 + 0.574 X2 + e. The value of the termination coefficient R2 = 0.792. This value means that independent and dependent, contributed 79.2% in influencing the dependent variable while the rest was influenced by other variables not examined. The t test is used to determine the effect of each independent variable on the dependent variable by looking at the tsig value compared to 0.05. From the table above, the tsig value of X1 is 0.001, and X2 is 0.005. From the tsig value, it is found that the X1 variable has an effect on Y and the X2 variable has an effect on Y, 4). Fsig value 0.002 &lt; 0.05, so it can be concluded that the variables (X1) and (X2) have an effect on the variable (Y) or together have a simultaneous effect

ANALISIS KINERJA PEGAWAI PADA BIRO PEMERINTAHAN DAN OTONOMI DAERAH SEKRETARIAT DAERAH PROVINSI KALIMANTAN TENGAH

This research was conducted at the Bureau of Government and Regional Autonomy of the Regional Secretariat of Central Kalimantan Province, it aims to determine the performance of civil servants in the Bureau of Government and Regional Autonomy of the Regional Secretariat of Central Kalimantan Province. &#x0D; The study used primary data taken with 56 (fifty-six) people by census. From the results of the analysis that the researchers conducted can be seen that the Performance of Civil Servants in the Bureau of Government and Regional Autonomy of the Regional Secretariat of Central Kalimantan Province at a good level, this is in all variables of research, namely Knowledge about Work, Quality of Work, Productivity, Adaptation, Initiative and Problem Solving, Cooperation, Responsibility and Ability in Communicating and Interacting. Based on the assessment criteria set, it can be concluded that the Performance Analysis of Civil Servants in the Bureau of Government and Regional Autonomy of the Regional Secretariat of Central Kalimantan Province is relatively good.&#x0D; Things that can be recommended in this study such as organization management that only emphasizes on the approach of procedures, but must be refined through changes in vision and mission, approach, strategy and operational activities in order to create excellent teamwork, working relationships based on participation approaches and work groups (teamwork) in order to achieve the mission of an organization that is efficient, effective and heading in a better direction.

SISTEM PENDUKUNG KEPUTUSAN ANALISA KINERJA TENAGA HONORER MENERAPKAN METODE WP PADA DINAS PENDIDIKAN KABUPATEN DELI SERDANG

Government agencies, of course, have honorary staff. The honorary staff in its development aims to assist the performance of Civil Servants (PNS) where civil servants are already overwhelmed in carrying out the functions of the local government, one of which is in public services. Civil servants and honorary staff have an important role for the community in providing maximum public services, especially in the Deli Serdang Regency Education Office. In the process of realizing these services, the Education Office analyzes the performance of the honorary staff. The scopes to be analyzed include attendance, work discipline, cooperation, public services and other supporting factors. In the assessment process, an effective system is needed to see the results of the performance of the honorary staff, so a Decision Support System is needed to see these results. In this study the author uses a Decision Support System for Performance Analysis of Honorary Personnel at the Education Office of Deli Serdang Regency by applying the Weighted Product (WP) method. In this study, the authors also ranked the sample of honorary workers through the criteria listed to determine honorary workers who are entitled to an extension of their tenure.

Organizational Culture and Civil Service Performance in Nigeria: A Study of Akwa Ibom State Ministry of Education (2010-2021)

Civil service unlike any other public organizations is glued by norms and culture that regulate workers behavior and attitudes toward efficiency. These culture and principles serve as mode of operation upon which duties, offices are bound. Hence, employed are expected to adhere to the established norms of organization for efficiency service deliver. However, based on the above highlight, the civil service in Nigeria cannot be said to have up to its expectation of delivery qualify services to the people that will further help the government deliver on its mandate. This poor performance could be traced to low morale and weak morale which makes workers to neglect the culture and principles of the Civil Service which is anchored on meritocracy, impartiality, anonymity etc. The civil service in Nigeria still reels in politicization, merit sacrificed for quota-based recruitment/promotion, fraudulent staff claims, abuse of office/position, bribery and corruption, absenteeism, lateness, lack of organizational commitment, insubordination, aggrandizement etc. The paper adopted survey and descriptive research method and data were drawn from both primary and secondary sources. It was found out that the civil service is currently bedeviled with poor organizational culture and practices such from lateness, insubordination, lack of commitment to work, undue interference from the political office holders and other myriad of systemic problems. Based on the findings, the study concluded with some policy recommendations that civil service principles and culture should be highly adhered to by the civil servants which will in turn usher in the most needed productivity in the service. Keywords: Civil service, Culture, Organizational Culture, and Performance.

PENGARUH MOTIVASI DAN LINGKUNGAN KERJA TERHADAP KINERJA APRATUR SIPIL NEGARA PADA DISDUKCAPIL KABUPATEN HUMBANG HASUNDUTAN

The majority of residents of Humbang Hasudutan Regency are farmers, whose routine is different from the ASN routine. Based on environmental culture, the perspective of motivation on employees and the comfort of the work environment is certainly different. Based on this phenomenon, this study aims to analyze the motivation and work environment on the performance of ASN in the Disdukcapil environment of Humbang Hasundutan Regency. This type of research is a causative research with a population of 65 people and with a saturated sampling method. Data analysis through several preliminary stages, classical assumption test, equation analysis, and hypothesis testing with t test and F test. Instruments with 24 questions to measure work motivation, work environment and employee performance have been declared valid and reliable. After going through statistical tests, it shows that motivation and work environment have a positive and significant effect on the performance of ASN Disdukcapil Humbang Hasundutan both simultaneously and partially. However, to optimize the performance of civil servants, it is necessary to explore other factors so that the performance of Disdukcapil Humbang Hasundutan Regency reaches a very good category. Adjustment of local culture also needs to be adjusted to the needs and habits of ASN Disdukcapil Humbang Hasundutan. Keywords: motivation, work environment, performance of civil servants, hasundutan, regression

PENGARUH BUDAYA ORGANISASI TERHADAP KINERJA PEGAWAI NEGERI SIPIL BIDANG PENGAWAS SEKOLAH PADA DINAS PENDIDIKAN PROVINSI RIAU

This research was conducted at the civil servant in the field of school superviors at the Riau Provincial Education Office. The population in this study amounted to 35 people. The sample in this research was taken based on the cencus method. The sample in this study amounted to 35 people. In analyzing the data obtained from this study the authors used descriptive analysis methods and quantitative analysis using SPSS version 23.0. From the results of research with descriptive analysis it is stated that the respondent's response to the work stress variable is agree and the performance variable of civil servants is agree. Based on the results of research with quantitative analysis, it is known that job stress has a positive and significant effect on the performance of civil servants as evidenced by the simple linear regression equation Y = 22.529 + 0.556 X and the t test results obtained by the t-value for the work stress variable of 5, 009(more greater than t table 2.03452.) with a significant level of 0.000 <0.05. From the determination test, it is known that (R2) is 0.432. Which means that the job stress variable has an effect of 43.2% on the performance of civil servants in the civil service police unit of Pekanbaru City, the remaining 56.8% is influenced by variable faktors that are not examined

PERAN KEPUASAN KERJA DALAM MEMEDIASI PENGARUH STRES KERJA TERHADAP KINERJA PNS BAKEUDA KABUPATEN TABANAN

The purpose of this research is to examine the effect of job stress on the performance of Civil Servants (PNS). This research also examines the role of job satisfaction in mediating the effect of job stress on civil servant performance. The research was conducted at BAKEUDA, Tabanan Regency, Bali Province. The research sample was 125 civil servants of BAKEUDA, using proportional random sampling technique. The data analysis technique used path analysis. The results showed that job stress had a negative and significant effect on civil servant performance. Job stress also has a negative and significant effect on PNS Job Satisfaction and job satisfaction is proven to partially mediate the effect of job stress on civil servant performance. These results indicate that a low level of work stress will improve employee performance. Low stress levels will also make employees feel satisfied in their work so that their performance will be better. From these results, it can be suggested for agency leaders, if they expect employees to perform optimally, then the level of work stress of employees must be minimized by reducing their involvement in work that is contrary to the main task that must be completed so as to reduce their fatigue at work.&#x0D; Keywords: job stress, job satisfaction, employee performance

The Effect of Training and Placement on the Performance of Aparatur Sipil Negara (ASN) at the DPRD (Dewan Perwakilan Rakyat Daerah) In Seluma Regency

This study aims to determine the effect of training and placement on the performance of Civil Servant at the DPRD Office in Seluma Regency. The sample in this study was 35 Civil Servant at the DPRD Office in Seluma Regency. The data Collecting methods used were questionnaires. Analytical methods used are multiple linear regression, determination test and hypothesis testing. The results of the regression analysis show Y = 1.501 + 0.380X1 + 0.603 X2 + e this describes a positive regression direction, meaning that there is a positive effect between X1 (training) and X2 (placement) on performance (Y). It means that if the training and placement variables increase, the performance will increase. The value of the coefficient of determination is 0.590. This means that X1 (training) and X2 (placement) affect performance (Y) by 59% while the remaining 41% is influenced by other variables not examined in this study. The results of the t-test at a significance level of 0.05 explain that Partially, the training and placement variables have a significant effect on the performance of Civil Servant at the DPRD Office in Seluma Regency. The results of the F test at a significance level of 0.05 explain that the training and placement variables have a significant simultaneous effect on the performance of Civil Servant at the DPRD Office in Seluma Regency.

The Influence of Motivation and Working Skills Toward Employee Performance at Social Department of Kaur Regency

The purpose of this research is to find out the influence of motivation and civil servant performance at Social Department of Kaur Regency. This research uses descriptive quantitative research method. Sample are taken by using census technique and obtain 45 civil servants and temporary workers at Social Department of Kaur Regency. Research are analyzed by using spearman rank correlation with z-test as hypothesis test. From the discussion of correlation between motivation and working performance at Social Department of Kaur regency. From the description above, there is a significance correlation between motivation with civil servants’s performance. It is proofed with rs/correlation coefficient score 0,0546 with medium interpretation criteria. While Zcount score is 3,63 higher than Ztable score 1,96 caused H0 is rejected and H1 is accepted means the research hypothesis is accepted. There is significance correlation between working performance with civil servant performance. It is proofed by rs/correlation coefficient score is 0,730 with strong interpretation criteria. While Zcount score (4,84) is higher than Ztable (1,96) means the hypothesis is accepted.

THE EFFECT OF COMPENSATION, ORGANIZATIONAL COMMUNICATION, AND JOB SATISFACTION ON EMPLOYEE PERFORMANCE (CASE STUDY ON CIVIL SERVANTS OF THE DOWNSTREAM OIL AND GAS REGULATORY AGENCY)

This study aims to examine and analyze the effect of compensation, organizational communication, and job satisfaction on the performance of Civil Servants at the Downstream Oil and Gas Regulatory Agency. The research sample used the criteria of a permanent employee in a company/organization. The sampling method was carried out by probability sampling with a total of 132 samples. The data collection technique used a questionnaire. Methods of data analysis using SEM-PLS. The results of this study indicate that compensation has a significant positive effect on employee performance, organizational communication has a significant positive effect on employee performance, job satisfaction has a significant positive effect on employee performance, and compensation, organizational communication, and job satisfaction simultaneously have a positive effect on employee performance.

THE INFLUENCE OF TRAINING, ADDITIONAL INCOME, AND DISCIPLINE OF EMPLOYEE TOWARDS THE PERFORMANCE OF CIVIL SERVANTS IN THE REGIONAL APPARATUS ORGANIZATION OF PALU CITY

This research aims to find out the influence of Work Training, Additional Income, and Discipline of Employee towards the Performance of Civil Servants in the Regional Apparatus Organization in Palu city. The research sample were 118 respondents of Echelon III Civil Servants in Palu City who was selected through a simple random sampling technique. Data were analyzed using multiple linear regression analysis. The results of the research show that work training, additional income, and work discipline simultaneously have a significant influence on performance of employee in the Regional Apparatus Organization of Palu city. Work training has a positive and significant influence on performance of employee in the Regional Apparatus Organization of Palu city. Additional income has a positive and significant influence on performance of employee in the Regional Apparatus Organization of Palu city. Work discipline has a positive and significant influence on performance of employee in the Regional Apparatus Organization of Palu city.&#x0D; Keywords: Training, Additional Income, Employee Discipline and Performance

DISIPLIN PEGAWAI NEGERI SIPIL DI MASA PANDEMI COVID-19

Covid 19 Pandemic has changed the new practice of civil servants’ work system. It changed the work system from work from office to work from home, direct supervision to indirect supervision. This situation provokes further question of how the civil servants maintain their work performance and discipline. The objective of the study is to describe the practice of work performance and discipline during the implementation of work from home policy. For that purpose, we carried out a qualitative descriptive study and gathering the data by conducting interview, survey and observation. The findings showed that work discipline during the implementation of work from home policy were not optimally practiced, meanwhile the work performances were quiet good. In addition, this study indicated that the civil servants performances were more optimal during working from office. Thus we conclude that monitoring and evaluation are needed to enhance the work performance and discipline of civil servants in this situation.

ENFORCEMENT OF THE DISCIPLINE REGULATIONS OF CIVIL SERVANTS SPECIFICALLY EDUCATORS IN THE EDUCATION, YOUTH AND SPORTS OFFICE OF KUDUS REGENCY BASED ON LAW NO. 43 OF 1999 ON STAFFING POINTS

Enforcement of Civil Servant Discipline Regulations at the Kudus Regency Education, Youth and Sports Office is an effort or effort made by the Kudus Regency Government, especially at the Kudus Regency Education, Youth and Sports Office in creating disciplined and quality civil servants, and providing services to the public because civil servants as government officials and public servants to serve the public interest are expected to always be ready to carry out the duties that have become their responsibilities properly. The problems studied in this study are: (1) How is the application of discipline for Civil Servants specifically for educators at the Education Office, Kudus Regency Youth and Sports? (2) What are the factors that influence the occurrence of violations of Civil Servants specifically for educators in the Office of Education, Youth and Sports of Kudus Regency? (3) What are the efforts that have been made by the Education, Youth and Sports Office of Kudus Regency in increasing the discipline of Civil Servants especially for Kudus Regency educators? This study aims to: (1) To determine the level of work discipline of Civil Servants especially educators in the Office of Education, Youth and Sports of Kudus Regency. (2) To find out the inhibiting factors in improving the discipline of Civil Servants, especially educators at the Kudus Regency Education, Youth and Sports Office. (3) To improve the performance of Civil Servants, especially educators in the Education Office, Kudus Regency Youth and Sports. This study uses a descriptive qualitative method, while the approach is a sociological juridical approach. The location of this research is the Office of the Education, Youth and Sports Office of the Kudus Regency. Sources of research data through: 1) Informants. 2) Respondents. For the informants are employees of the Education Office and the researchers interviewed 5 people and for the respondents were educators and the researchers interviewed 6 people. Data collection techniques are carried out through: 1) Interviews. 2) Observation 3) Documentation. The data is then selected and analyzed through 1) Data collection, 2) Data presentation, 3) Data verification. This study obtained the following results: (1) The number of educators who were affected by minor violations were 2 people, moderate disciplinary violations were 1 person

Antecedent and Consequence the Human Resources Management Factors on Civil Servant Performance

This study aims to analyze the effect of motivation, work environment on performance. This type of research is explanatory research. The research sample is a civil servant at Pare-pare city, Indonesia; Data use purposive random sampling of 40 respondents. The research period was carried out in October - December 2020. The method of analysis in this study was multiple regression analysis. The results of this study indicate that work motivation and work environment have a significant effect on performance. This study proves that both theoretically and previous empirical studies explain that increasing motivation and work environment will improve civil servant performance. To get the best results, an employee needs to balance the ability to perform the task given and the willingness to complete the job. This balance can lead to an increase in productivity and an improvement in inefficiency. Motivated employees can lead to increased productivity and allow an organization to achieve higher levels of output. A healthy workplace environment: workplace culture, creating a happier corporate culture. Every company has its own corporate culture. Great company culture can keep employees productive and even help your company retain the best employees, and happy workers are also more likely to stick around

Strategy For Improving The Performance of State Civil Service In Developing Employee Performance Targets In The Government Environment of Tanah Bumbu District

This study aims to describe the strategy of improving the State Civil Apparatus (SCA) performance in preparing Employee Performance Targets (EPT) within the Tanah Bumbu Regency Government. This research is motivated by the low ability of SCT in the practice of EPT in the Tanah Bumbu Regency Government. Through this research, it is hoped that strategies that have been carried out can be identified, evaluated, and provide recommendations for systems that can be used. The theory used to answer the problem is the theory of employee performance improvement strategies in EPT preparation. This research method uses a qualitative approach with a descriptive research type. The research subject is the Head of Human Resources Agency of Tanah Bumbu Regency. The research locus, namely Human Resources Agency as the best agency in preparing EPT, and the Health Office as the lowest agency to prepare EP. The data collection type is primary and secondary data, and data collection techniques are carried out through interviews, documentation, and observation. This study indicates that the Human Resources Agency applies a strategy to create a harmonious organizational climate and effective leadership. In contrast, the Health Office involves a pleasant organizational environment, effective leadership, and career development. Based on the comparisons made, the Department of Health needs to optimize the strategies that have been carried out. The suggestions that can be given to the Tanah Bumbu Regency Government are to improve the performance of SCT in the preparation of EPT by optimizing the strategy of creating a harmonious organizational climate, maximizing the role of effective leadership, and developing ASN careers