Performance Of Civil Servants Research Articles

Effectiveness SIAP on performance civil servants mediated discipline at Bandung environment service

The purpose of this study was to examine and analyze the effect of the effectiveness of the application SIAP (Sistem Informasi Absensi Pegawai) on the performance of Civil Servants mediated by variable discipline. This study uses a quantitative approach in the form of descriptive, namely research that emphasizes the analysis of numerical data that is processed using statistical methods. The sample used in this study is using the Slovin formula with a total sample of as many as 55 people. Data processing in the study uses an analysis track or (path analysis). The results of the analysis show that there is no significant effect between the effectiveness of the application attendance electronic (SIAP) on the performance of the employee. The Effectiveness of application attendance electronic (SIAP) shows a positive and significant influence to discipline work. Work discipline can mediate connection Among the effectiveness of using the application (SIAP) with performance employees. This thing shows application attendance through the application (SIAP) does not take effect by direct to performance apparatus at the Bandung City Environment Service, however, with a presented application (SIAP) this makes employees more discipline in access to attendance. Discipline very influences the performance of employees and the organization.

Implementation of Government Regulation Number 53 of 2010 concerning Dicipline of Civil Servants: Case of Higher Education Institution in Semarang

Cases of violations of ASN discipline are like an iceberg phenomenon, the number of cases that appear on the surface/reported doesn't seem that many, but of course there are still many uninformed cases, this is a concern in itself. Even though the rules contained in Government Regulation Number 53 of 2010 have been implemented concerning PNS/ASN Discipline, cases of disciplinary violations still occur. One of the reasons for the stipulation of PP No. 53 of 2010 concerning Discipline for Civil Servants as a substitute for PP no. 30 of 1980 concerning the discipline of Civil Servants due to the demands of society for improving the performance and service of civil servants in line with the implementation of bureaucratic reforms. In addition to PP No. 53 of 2010, the State Civil Service Agency (BKN) has also prepared a replacement for PP no. 10 of 1979 concerning the evaluation of the implementation of the work of civil servants, which so far is known as DP3, namely PP No. 46 of 2014.

Penilaian Kinerja Pegawai Negeri Sipil pada Badan Kepegawaian Daerah Provinsi Bengkulu

Employee Performance Assessment is one of the links in staffing management. Assessment of work performance is an evaluation of the results of the implementation of an employee's work in order to achieve the objectives of an organization based on the benchmarks and standards set. Bengkulu Provincial Staffing Agency is the opd that first conducted and implemented the Assessment of Work Performance in the Bengkulu Provincial Government Environment, which refers to Government Regulation No. 46 of 2011 and Regulation of the Head of State Personnel Agency No. 1 of 2013 concerning The Implementation Provisions of Government Regulation No. 46 of 2011, which is a guideline for Officials who assess or Civil Servants in implementing the provisions of civil servant work performance assessment. This research was conducted in order to know and describe the implementation of civil servant work performance assessment, know the results of civil servant work performance assessment, and to know what are the factors that hinder the Assessment of Civil Servants' Work Performance. This study uses qualitative method based on case study, informant interview as many as 9 (nine) people. Based on the results of the study, the implementation of civil servant performance assessment that civil servants in the Regional Staffing Agency of Bengkulu Province has compiled employee work targets, and the results of the assessment of the performance of civil servants have been running well which can be seen from the results of civil servant performance targets in 2018 and 2019 that have been good value.

Effect of physical work environment and work motivation on the performance of civil servants in south Sumatra province forestry service

This research aimed to determine the effect of the work environment and work motivation on the performance of civil servants at the Forestry Service of South Sumatra province. The population in this study was 127 civil servants at the South Sumatra Provincial Forestry Service. The sampling method used in this study is the saturated sample method. The results of the multiple linear regression analysis that has been carried out show that the work environment has a positive and significant effect on the performance of civil servants at the South Sumatra Provincial Forestry Service. Work motivation has a positive and significant effect on the performance of civil servants at the Forestry Service of the province of South Sumatra. Physical work environment, there need to be regular checks on air-conditioning facilities such as air conditioners and fans; there is a need for additional air-conditioning facilities in every room that has many people and adjusted so that the work environment is more comfortable as well as checking the condition of the walls in each room either changing the color of the paint or wallpaper replacement that needs attention so that the atmosphere in the room is more pleasing to the eye.

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.

PENGARUH MOTIVASI KERJA DAN LINGKUNGAN KERJA TERHADAP KINERJA PEGAWAI NEGERI SIPIL PADA DINAS PENDIDIKAN KEPEMUDAAN DAN OLAH RAGA KABUPATEN BADUNG

In addition to work motivation, the work environment must be also be considered, a good and conducive work environment will create a comfaortabel working atmosphere. The purposes of this study is to determine the independent variables that have a dominant influence on the performance of Civil Servants at Dinas Pendidikan Kepemudaan dan Olah Raga Kabupaten Badung. The sampling technique used is the cencus technique. The data analysis tool used is multiple linear regression analysis with application (SPSS) version 16.0.the regression equation of this study is Y = 4.107 + 0.568X1 + 1.125X2. The magnitude of the influence of work motivation and work environment on employee performance at Dinas Pendidikan Kepemudaan dan Olah Raga Kabupaten Badung can be seen from the R square value of 0.453. this means that 45,3% of employee performance variables can be explained by work motivation and work environment variables, while the remaining 54,7% is explained by other variables outside this study, 4). The variables that has the most dominant influence is work motivation variables. Judging from the value of the work motivation beta coefficient which is worth 0.405, it is greater than the work environment beta coefficient which is worth 0.404.

Influence of Additional Income Employees and Discipline on The Performance of Employees of The Regional Forestry Service of North Sulawesi Province

To improve professional productivity and growth in the discipline of civil servants, then guidelines are set as a reference for measuring the performance and Discipline of civil servants in the North Sulawesi Provincial Government as part of the consideration of providing additional income for civil servants (North Sulawesi Governor Regulation Number 72 of 2017 concerning Accountability). The type of study used is descriptive research with a quantitative analysis approach where the. The results, especially those obtained from the questionnaire, are processed with statistical data and the percentage of respondents' answer modes in a single table. To collect data in this study, the following techniques were used: The following techniques were used to distribute questions to respondents, who were determined based on the number of samples. The data analysis technique used by the author in this study is a quantitative data analysis technique. In this study, using numbers and drawing conclusions from the research results were analyzed as a presentation through analysis. Based on research conducted on 30 employees of the Forestry Service of North Sulawesi Province, so could conclude that Incentive positively affects employee performance. Based on research conducted on 30 North Sulawesi Provincial Forestry Service employees, it can be concluded that Work Discipline positively affects employee performance. Based on research conducted on 30 employees of the Forestry Service of North Sulawesi Province, it can be concluded that incentives and Discipline work together significantly affect employee performance.

Performance Accountability of Civil Servants at the Community and Village Empowerment Service Regency East Bolaang Mongondow

The study aims to describe and analyze the Performance Accountability of Civil Servants at the Community and Village Empowerment Service Regency East Bolaang Mongondow and the Causes of Weakness in PNS Performance Accountability. The method used is qualitative method study. The results of research that researchers have obtained are namely: 1) Still available the leader who is also a civil servant has not known by specific function and form a must service given to the community; 2) some employees are still slow and less responsive in complete Duty work, and yet know and understand by particular procedure or SOP used in doing tupoksi; 3) Still available less staff responsive when accepting tasks assigned by leaders or service, even performance shown by employees still not yet entirely under the rules that the government has determined; 4) Coordination Among leaders and employees already walk with pleasing, but not acceptable there is an appreciation by Theory or materials provided to employees who have doing Duty with good; 5) Still available one until two leaders who show attitude ignorance to employees who have violated rules. Factors that cause weak Accountability of PNS Performance at the Community and Village Empowerment Service Regency East Bolaang Mongondow, namely: 1) Lack of knowledge of civil servants in the service about the rules, especially the latest rules related to the performance of civil servants; 2) Lack incentives provided for employees; 3) Still lacking understanding of employees related Duty principal and function; 4) Some employees in the office still anything yet discipline related time work; 5) some employees do not work on the completed task given, and more choose interest personal than rice interest organization.

Pengaruh Reward dan Punishment Terhadap Kinerja Pegawai Negeri Sipil di Area Terdampak Pintu Tol Serang-Panimbang

This study aims to determine the effect of giving rewards, punishments on the performance of civil servants in the area affected by the Serang Panimbang Toll Gate
 Quantitative method with descriptive analysis research is the method used in this study, the sample taken using random sampling is 50 people. The respondents are Civil Servants in the Affected Area of the Serang-Panimbang Toll Gate.
 The statistical method used is SPSSv 25. The results of data processing from this study can be concluded that there is a significant influence between reward (X1) on performance (Y), there is a significant effect between punishment (X2) on performance (Y), there is a significant effect significantly between reward (X1) and punishment (X2) together on performance (Y)

Pengaruh Kepemimpinan, Budaya Organisasi dan Kompensasi terhadap Kinerja PNS UPTD Kebersihan, Persampahan dan Pertamanan Dinas Lingkungan Hidup Kabupaten Bantul


 This research to examine the influence of leadership, organizational culture and compensation on the performance of civil servants in the UPTD for cleanliness, waste and landscaping at the Environmental Service Office of Bantul Regency. This research is quantitative with non-probability sampling method and sampling technique using saturated sampling, which is taking 100% of the population in the civil servants of the UPTD for cleanliness, waste and landscaping at the Bantul district environmental office as many as 57 respondents. Data was collected through distributing questionnaires directly to respondents. The data were analyzed using the IBM SPSS Version 25 application. The results of this study indicate that the leadership variable (X1) has a positive and significant effect on employee performance (Y) with a value of 0.000. Then the organizational culture variable (X2) has a positive and significant effect on employee performance (Y) with a value of 0.025. In addition, the compensation variable (X3) has a positive and significant effect on employee performance (Y) with a value of 0.005. As well as leadership variables (X1), organizational culture (X2) and compensation (X3) together has a positive and significant effect on employee performance (Y) with a value of 0.000.
 Keywords: Leadership, Organizational Culture, Compensation, Employee Performance

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

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

THE EFFECT OF LEADERSHIP STYLE ON THE PERFORMANCE OF STATE CIVIL SERVICES AT THE OFFICE OF BAPPEDA PROVINCE PAPUA

This study aims to determine the effect of Leadership Style consisting of Directiveness Leadership, Supportiveness Leadership, and Participate Leadership, which have the most dominant influence on the performance of state civil servants. . The sampling technique used is non-probability sampling with purposive sampling technique, with a total sample of `146 respondents. The analytical method used is multiple linear regression. The results showed that the directive leadership style, the supportive leadership style, and the participate leadership style had a positive and significant impact on the performance of state civil servants at the Bappeda Office of Papua Province. The leadership style of the director has a dominant influence on the Performance of State Civil Apparatus at the Bappeda Office of Papua Province

Motivating bureaucrats with behavioral insights when state capacity is weak: Evidence from large-scale field experiments in Peru

We study how text messages incorporating behavioral insights can be used as a tool to affect civil servant performance when state capacity is weak. By experimentally varying the content of a messaging campaign targeted to civil servants implementing a school maintenance program in Peru, we test the effectiveness of reminders and treatments making salient either monitoring, social norms, the possibility of public disclosure of noncompliance, or audit risk. All messaging treatments improve compliance by similar magnitudes, increasing the probability of submitting a key expense report by an average of 3.9 percentage points over a base of 74%. The inability of this large-scale experiment to detect differential impacts by treatment arm is consistent with timely reminders being the main driver of increased compliance. We explore generalizability across time and populations in two supplemental experiments, confirming the promise of such campaigns to improve civil servant performance when the state lacks enforcement capacity.

The Effect of Work Conflict And Work Ethics on The Performance of Civil Servants at The Inspectorate of The Regency of The Mentawai Islands

Introduction: This study aims to analyze the effect of a work conflict and work ethics on the performance of Civil Servants at the Mentawai Islands Regency Inspectorate. This is motivated by work conflicts within the institution, low work ethics in carrying out work, and employee performance that is still unstable and can be maximized at the Mentawai Islands Regency Inspectorate. Method: This type of research uses a quantitative approach with a multiple linear regression method. Data collection techniques with questionnaires. The respondents of this study were 38 civil servants in the Inspectorate of Mentawai Islands Regency. The sampling method used the total sampling method, where the entire population in this study was used as the research sample. Hypothesis testing was calculated using the IBM Statistical Package for Social Science (SPSS) version 24.0. Results: analysis of the effect of work conflict (X1) and work ethic (X2) together on performance (Y) obtained an F-count value of 30.213 with a significant probability. from 0.000 < 0.05. With df1 = (k-1) = (3-1) = 2, df2 = 38 - 3 = 35, F-table 3.27, then F-count > F-table or 30.213 > 3.27. Consequently, Ho is rejected, and Ha or Hypothesis Three is accepted. The analysis results show that together there is a significant influence between the variables of a work conflict and work ethic on the performance of Civil Servants at the Inspectorate of Mentawai Islands Regency. Conclusion: This study found that work conflict partially and negatively affects performance, and work ethic has a positive and significant effect on performance. In addition, work conflict and work ethic significantly affect the performance of Civil Servants at the Mentawai Islands Regency Inspectorate.

Pengaruh Kepemimpinan dan Pemberian Tunjangan Kinerja Terhadap Kinerja Pegawai Negeri Sipil Pada Kantor Kementerian Agama

Leadership and Provision of Performance Allowances for the Performance of Civil Servants at the Office of the Ministry of Religion, Maros Regency. This study aims to determine and analyze how much influence Leadership and Performance Allowances have on the Performance of Civil Servants at the Office of the Ministry of Religion in Maros Regency. The analytical method used in this research is the method of observation, interviews, questionnaires and documentation, and the method of determining the sample used is the census sampling method of 45 samples. The analytical method used is the method of multiple linear regression (multi-linear regression). The study results show that the partial effect on the performance of employees of the Office of the Ministry of Religion in Maros Regency is the Leadership variable with a tcount of 3.978 > ttable of 2.01808, the Performance Allowance variable has no significant effect. Leadership and Performance Allowances simultaneously have a significant effect with a Fcount value of 23.588 > Ftable 3.22 on the Performance of Office Employees of the Ministry of Religion, Maros Regency.

PENGARUH TPP DAN MOTIVASI TERHADAP KINERJA APARATUR SIPIL NEGARA PADA SEKRETARIAT DAERAH KABUPATEN SUMBAWA DENGAN MOTIVASI SEBAGAI VARIABEL INTERVENING

This study examines the effect of additional employee income and work motivation on the performance of civil servants at the Regional Secretariat of Sumbawa Regency with motivation as an intervening variable. The population in this study were employees at the Sumbawa Regional Secretariat, with a sample of 131 respondents in this study. Sampling technique with probability sampling method data analysis using PLS-SEM. The results of this study indicate that the Additional Employee Income (TPP) has a positive and significant effect on performance at the Regional Secretariat of Sumbawa Regency, TPP has a positive and significant effect on employee motivation at the Regional Secretariat of Sumbawa Regency and Motivation has a significant positive effect on employee work motivation at the Sumbawa Regency Secretariat.

The Effect of Additional Income for State Civil Apparatus Employees (Incentives) on the Performance of Civil Servants at the Regional Inspectorate Office of West Kutai Regency

This research begins with the problem that the performance of the West Kutai Regional Inspectorate Office is not right on target, there is no data on the number of damaged roads, while the additional income of state civil servants (incentives) has been increased by 100%. The purpose of this study was to determine the effect of additional income for state civil servants (incentives) on the performance of civil servants at the West Kutai Regional Inspectorate Office. In this study, the researcher uses the Mangkunegara theory which states that incentives are a form of motivation expressed in the form of money on the basis of high performance and also an award in the form of incentives on the basis of high work performance, which is a sense of recognition from the agency towards employee performance and contributions to the agency. The results of the study show that the performance analysis produced by civil servants at the West Kutai Inspectorate Office based on research has a significant effect. While the effect of additional income of state civil servants (incentives) on the performance of civil servants at the West Kutai Inspectorate Office can be said to have a positive and significant effect with a percentage of 49.7% while the remaining 50.3% is influenced by other factors not examined in this study.

Kesenjangan Antara Kinerja Individu dan Kinerja Organisasi

The fundamental problem with the implementation of performance appraisal in the old regulation, namely Government Regulation No. 46 of 2011, is the gap between employee performance and organizational performance. This study aims to analyze how the civil servant performance management system through Government Regulation No. 30 of 2019 can overcome the performance gap as occurred in Government Regulation No. 46 of 2011. The analysis is carried out using the concept of team flow and the Management by Objectives process in the Implementation of the Civil Servant Performance Management System. The research used a mixed method with concurrent mixed methods. The sample for quantitative analysis was taken as many as 106 employees of Regional Office VIII of the Civil Service Agency. The results of simple regression testing prove that team flow prerequisites affect and contribute positively to team flow characteristics with correlation and determination coefficients of 0.461 and 0.667, respectively. The first multiple regression test results show that one of the team flow prerequisite indicators, namely the level of security, has a significant effect and has the largest contribution to team flow characteristics with correlation and determination coefficients of 2.036 and 0.846, respectively. Based on the research results, this study recommends that in order for the gap not to be repeated, it is necessary to maximize the role of implementing Management by Objectives.

Relationship between Allowances and Performance of Civil Servants: A Case of President's Office – Constitution, Legal Affairs, Public Service and Good Governance in Zanzibar

The purpose of this study was to examine the relationship between allowances and the performance of civil servants: a case of president's office – constitution, legal affairs, public service, and good governance in Zanzibar. The study used Case Study Design which involved a quantitative research approach. A sample size of 120 respondents was used, and a questionnaire collected the data that were used in compiling the results. The study revealed that there is a positive relationship between cash allowance, saving overtime allowance, house rent allowance, and performance of civil servants of the President's Office – Constitution, Legal Affairs, Public Service, and Good Governance in Zanzibar. The study concluded that there is a significant positive relationship between cash allowance, overtime allowance, and house allowance and the performance of civil servants of the President's Office – Constitution, Legal Affairs, Public Service, and Good Governance in Zanzibar. The study recommended that the government of Zanzibar should increase cash allowance, overtime allowance, and house allowance and even offer other allowances since allowances have a strong relationship with the performance of civil servants.

공공부문의 혁신행동과 성과

In modern society, where uncertainty has increased due to COVID-19, innovation has become an important keyword. However, it is not easy to find innovative behavior in the public sector. According to the Public Employee Perception Survey, innovative behavior of Korean civil servants has decreased from 3.44 in 2019 (before COVID-19) to 3.33 in 2021 (after COVID-19). This study aims to examine the innovative behavior of civil servants, especially focusing on impacts of management factors (change management, performance management) and motivation factors (public service motivation, compensation) on innovative behavior. And also, this study analyzes mediation effects of innovative behavior in the causal relationships between management/motivation factors and work performance of civil servants. According to the analysis results, performance management, public service motivation, and compensation have direct and indirect effects. However, only the indirect effect was found to be significant for change management. In other words, at the organizational level, change management does not directly affect individual work performance, but change management activates innovative behavior and can indirectly affect individual work performance. These findings suggest that in order to improve individual performance, it is important to encourage individual innovative behavior as well as organizational management.