Performance Of Government Organizations Research Articles

Reinforce Human Resource Performance Through the Implementation of E-Government and Leadership in the Government Organization

Objective: This research aims to analyze the relationship between e-government variables and human resource performance and analyze the relationship between leadership and human resource performance in government organizations.
 Method: This research method is quantitative research using surveys, research data was obtained by distributing online questionnaires via social media. The questionnaire was designed using a Likert scale of 1 to 7. The respondents for this research were 458 senior government office staff who were selected using a simple random sampling method. Research data was analyzed using structural equation modeling (SEM) partial least squares (PLS) with the SmartPLS 3.0 software tool. The research stages are the outer model test, namely the validity, reliability test and the inner model test, namely the significance test or hypothetical test. The hypothesis of this research is that there is a positive and significant influence between e-government on performance and there is a positive and significant influence between leadership and performance.
 Results: Based on the results of analysis tests using structural equation modeling (SEM) partial least squares (PLS) with the SmartPLS 3.0 software tool, it was found that the relationship between e-government and performance resulted in a p value of less than 0.050 and a T value of greater than 1.96. The relationship between leadership and performance results in a p value of less than 0.050 and a T value of greater than 1.96.
 Conclusion: The conclusion of this research is that there is a positive and significant influence between e-government on performance and there is a positive and significant influence between leadership and performance. E-government and leadership are important factors for improving the performance of human resources in government organizations.

The Impact of Talent Management Practices on Employee Performance: Leadership Competencies as a Mediator

ABSTRACT Purpose: This research aims to fill some of the knowledge gaps in employee performance in the UAE through the direct impact of realistic job previews, performance-based compensation, perceived organizational support, mentoring, training and development on employee performance, and an indirect impact through the mediating effect of leadership competencies. By providing resource-based view (RBV) theory, this research aims to add to the body of knowledge and empirical data by explaining how employee performance in government organizations in the UAE may evolve. Theoretical framework: Talent management practices are applied by leadership competencies if each employee inevitably plays his or her overall function in the performance of the organization (Wassem et al., 2019). It is important to look at how much talent management practises have enhanced employee performance since leadership competence has an effect on them. Design/Methodology/Approach: In this study, a cross-sectional design was appropriate. Moreover, 280 employees from Government Housing Programs Departments in United Arab Emirates were given questionnaires. The research found a significant impact of talent management practices on employee performance. Findings: the results demonstrated the function of leadership competencies as a mediator between talent management practices and employee performance. The current research also highlighted the research's implications, recommendations for future research, and limitations. Research, Practical & Social implications: One of the study's limitations is that it relies on a cross-sectional design; leadership competencies and employee performance are often time-consuming processes that may benefit from a longitudinal study. In addition, adopting quota sampling impacts the usable conclusion; the subsequent research may enhance the sample technique and be based on the effect of the described further circumstances. Originality/Value: in its specific focus on the impact of talent management practices on employee performance, its exploration of an emerging field within HR management, its holistic examination of the talent management process, its potential to establish causal relationships, its practical implications for organizations, its guidance for HR strategies, its value for HR practitioners, and its contribution to the academic literature. These elements collectively emphasize the significance of the study in advancing understanding and practices in talent management and organizational performance.

MANAGEMENT STRATEGY OF THE SUMEDANG REGENCY REGIONAL PUBLIC DRINKING WATER COMPANY IN REALIZING CLEAN WATER SUPPLY

In an effort to realize better performance of government organizations in providing services to the community, implementing strategic management for public sector organizations is very important to increase performance effectiveness. After the change in form from a Regional Drinking Water Company (PDAM) to a Regional Public Company (Perumda), the Tirta Medal Sumedang drinking water company was very active in making management improvements. Especially when this company was assessed by the Sumedang Regency DPRD in 2019 as having experienced mismanagement, resulting in losses of up to billions of rupiah. This research aims to understand the application of strategic management in realizing the performance of public sector organizations in Sumedang Regency. Research on strategic management implemented after experiencing losses is very interesting and very important to do. This research uses a qualitative approach. The research results show that in the last two years the strategic management implemented has focused on efforts to restore the trust of the community as customers, the Regional Government as owners, and company employees as implementers. This is carried out simultaneously through: strategies for improving the quality, quantity and continuity of services, increasing service coverage, and realizing Full Cost Recovery, as well as increasing more professional human resources.

Empathetic Leadership, Innovative Work Behavior and Health Protocol Culture as Determinants of Employee Performance in Government Organizations

Employee performance is an interesting topic of debate because it determines the success and growth of an organization. This study aimed to analyze the effect of empathic leadership, innovative work behavior, and health protocol culture on employee performance. Respondents in this study were employees of Panggungharjo Village. Samples were taken using a saturated sampling approach with 101 employees. This research proved that empathic leadership strongly influenced employee performance with an original sample coefficient value of 0.194, a t-statistic value of 2.174, and a p-value of 0.0030. This research also discovered that empathetic leadership and innovative work behavior majorly influenced employee performance with an original sample coefficient value of 0.411 with a t-statistic and a p-value of 4.747 and 0.000. Health protocol culture had the strongest effect on employee performance during the pandemic and had an original sample coefficient value of 0.371 with a t-statistic and p-value of 5.122 and 0,000.

UPAYA PENINGKATAN KINERJA MELALUI PENDIDIKAN DAN PELATIHAN DI KANTOR WILAYAH KEMENTERIAN AGAMA PROVINSI KALIMANTAN TENGAH

The performance of government organizations cannot be separated from the performance of civil servants as individuals in it. This condition shows that the competence of civil servants in Indonesia is a problem that needs serious attention. One of the efforts that can be taken in overcoming the problem of civil servant competence is through education and training (Diklat). Qualitative research with this phenomenological method will use performance management and effort theory. The approach used is phenomenology. Data collection techniques using semi-structured interviews, observations and documentation. The effort to send Administrator Leadership Training (PKA) which aims to develop participant competencies in order to meet managerial competency standards for administrator positions and propose supervisory leadership training (PKP) participants aims to develop participant competencies in order to meet supervisory managerial competency standards. In addition, it is also sought to send technical training participants to complement the technical capabilities of some employees in charge of certain technicalities and send administrative training participants to complement the administrative capabilities of several employees with a priority scale by considering budgets and other considerations. The inhibiting factors found in efforts to improve the performance of civil servants through education and training at the Regional Office of the Ministry of Religious Affairs of Central Kalimantan Province are the lack of available budgets to send training participants as needed, as well as the age factor and mastery of technology by the training participants sent so that the training results are not as expected.

Governance of Financial Performance in Government Organizations: A Case Study on the Comprehensive Health Insurance System in Egypt

The main purpose of this thesis is to study the importance of integration between financial sustainability and digital governance and its principles for the sustainability of the comprehensive health insurance system. A survey on an intentional sample consisting of (325) individuals from (workers in the General Authority for Comprehensive Health Insurance / workers in the Ministry of Finance and related to the Authority / workers in the health sector and related to the Authority) and collecting and analyzing the relationships using the statistical software package SPSS as well as various statistical methods, considering that the independent variable It is digital governance and the dependent variable is the sustainability of the comprehensive health insurance system. The most important governance mechanisms, including (internal audit systems / reward systems / transparent information system / system Information characterized by the disclosure of reports) in the comprehensive health insurance system, and between indicators of financial sustainability in general, with the need to enhance the use of governance in the digital business environment.

THE EFFECT OF LEARNING HOURS OF COMPETENCY DEVELOPMENT AND EMPLOYEE PERFORMANCE ON ORGANIZATIONAL PERFORMANCE AT A GOVERNMENT INSTITUTION IN INDONESIA

The merit system has been mandated by the State Civil Apparatus (ASN) Law, requiring competency development of a minimum of 20 Learning Hours for every Civil Servant (PNS) each year and implementation of employee performance management integrated with organizational performance management. From a study conducted by the State Civil Apparatus Commission (KASN) and research on ASN management, it is concluded that the merit system in Indonesian ASN management has not been implemented effectively. Considering that the implementation of the merit system must continue to be supported through continuous improvement, this research aims to conduct an evaluative study through a study Learning Hour's achievement of employee competency development and employee performance and its influence on performance of government organizations. The research was conducted using data from 2020 at one of the Government Institutions that became the object of research using data on Learning Hour's achievement of employee competency development, data on employee performance appraisal results, and Government Agency Performance Accountability evaluation data (AKIP) as an organizational performance data. The study used all data on 43 independent organization units the research population at a Government Institution. Data analysis was carried out quantitatively through multiple linear regression analysis. The analysis results show that the variable of Learning Hour's achievement of employee competency development and employee performance together does not have a significant correlation to organizational performance variables in Government Institutions, and employee performance variables have more influence on organizational performance than Learning Hour's achievement employee competency development. Results of this research are expected to be used as evaluation sources and input in improving the quality of the implementation of the merit system of Indonesian ASN management, especially in Government Institutions that are the object of research

IMPLEMENTING AN INTERNAL CONTROL STRATEGY FOR THE PERFORMANCE OF PUBLIC SECTOR ORGANIZATIONS

Strategic management is not only applied to the private sector but has also been applied to the public sector. The implementation of strategic management in the two sectors is actually not that much different, it's just that public sector institutions do not emphasize the organization's goal to seek profit but rather to serve the community. The stages of strategic management begin with strategy formulation, strategy implementation and strategy evaluation. The implementation of public sector strategic management is one of the best ways to achieve good governance. In an effort to realize a better performance of government organizations in providing services to the community, the implementation of strategic management for public sector organizations is very important to improve the effectiveness of the performance of public sector organizations. This requires public sector organizations to think strategically, be able to translate their inputs into effective strategies, and develop the rationale needed to lay the foundation for implementing their strategies. Implementation of strategic management in public sector organizations is expected to assist the organization in realizing its vision and mission. Although the outcome orientation to be achieved by implementing strategic management between the private sector and the public sector is slightly different, the two sectors certainly face different environmental conditions which become their own obstacles in the process of implementing strategic management. To overcome the obstacles that occur, one of them is by using a SWOT analysis approach (strength, weakness, opportunity, and threats). -constraints that occur in measuring the performance of public sector organizations

DETERMINATION OF COMPETENCE, INDIVIDUAL CARACTERISTICS, EDUCATION AND TRAINING ON SATISFACTION WORKING THROUGH THE PERFORMANCE OF EMPLOYEES IN HR DEVELOPMENT AGENCY KARIMUN DISTRICT

Competency-based HR management is a must, as a paradigm of the approach that is considered the most urgent to emphasize that the human element is the main element of organizational success. However, organizations to be able to provide quality state civil servants in order to support the achievement of the goals and objectives of the organization with high performance standards need to continuously improve the mtu and quality of its human resources. In addition, the competencies possessed by each employee individually can support the implementation of the organization's vision and mission through the strategic performance of government organizations. In this research, the title under study is: Competence Determination, Individual Characteristics, Education and Training on Job Satisfaction through Employee Performance at the Karimun District Human Resources Development Agency.

Investigating the Impact of Employees’ Internal Factors on their Job Performance in Government Organizations

Considering the current COVID-19 crisis, organizations need to hire the right person for the right job, as they can perform effectively and contribute to achieve business goals. The current study aimed to investigate the impact of employees’ internal factors, for example, (overqualification, life satisfaction, person-job fit, gender discrimination), and organizational commitment, on employees’ task and contextual performance in government organizations of Kuwait. This study developed a conceptual framework based on the person-job fit theory to investigate the hypothetical relationship between constructs. A cross-sectional research approach was applied to collect data from 275 respondents working in different government organizations in Kuwait. Thus, we developed a questionnaire based on a seven-point Likert scale (1=strongly disagree to 7=strongly agree) to collect data. Data were analyzed through the “structural equation modeling” technique via Smart PLS software. The findings indicated a strong positive relationship between gender discriminations, life satisfaction, person-job fit, organizational commitment, task performance, and contextual performance. Thereby, we found overqualification negatively impacts organizational commitment. Therefore, organizational commitment mediates the relationship between person-job fit, life satisfaction, gender discrimination, task performance, and contextual performance. On the other hand, organizational commitment did not mediate the relationship between overqualification, task performance, and contextual performance. Hence, the findings of this study confirmed that the employees’ job performance significantly based on life satisfaction, person-job fit, and gender discrimination through organizational commitment in government organizations of Kuwait.

Reformasi Kualitas Pelayanan Publik di Indonesia

Bureaucratic reform is a process of renewal by using the transformation of the system or bureaucratic order in a better direction. In this study using secondary data collection methods in which this method collects data by examining books, scientific papers and documents which are certainly related to the problem of the researcher. The results of research on the impact of reduced performance in government organizations show that in 2010-2014 it has the same level every year, while for 2015-2019 it has increased in 2016.

TINGKAT PREFERENSI KEPUASAN MASYARAKAT ATAS PELAYANAN YANG DIBERIKAN OLEH PEMERINTAH KELURAHAN CIPONDOH MAKMUR

The government is basically a public organization (society) whose job it is to meet the interests and needs of society. Therefore, the performance of government organizations can be said to either be measured by the satisfaction or dissatisfaction of the community with the services they receive from these government organizations. Thus the community's satisfaction in the services provided by government officials in a government institution is an organizational demand and a separate achievement that can be used as an institution for the institution concerned. So that to get the quality of public satisfaction, it is necessary to establish public service management. There are several things that make public service management very important, it is necessary to commit all parties and the institution itself to standardize services and accurate management strategies in providing quality services to the community

Politics in the Government Organizations: The Moderating Role of Optimism to Control Deleterious Effects

Organizational politics severely disrupt the productivity and performance of government organizations and their employees. The prime objective of this study is to appear the vulnerabilities of politics in the outcomes of government organizations in terms of declining of affective commitment and whistle blowing, instigating to turnover intentions and counterproductive behavior towards assigned work. The moderating effect of “optimism” between the perception and adverse effects of politics has also been appraised. Employees working at managerial and executive level in federal government organization of capital territory, are treated as population. Simple random sampling and simple linear regression statistical techniques are used for data collection and data analysis. Perceived politics lessen employee’s commitment and increase counterproductive behavior as well as turnover intentions are the findings in response of 144 government employees. This is visible by this research that optimism as a psychological resource may counter the negative effects of organizational politics on various concerns and government employees are lessen involved in counterproductive activities and highly dedicated towards their job and organization.

Human resources development assessment planning program and bureaucratic reform management on the performance of government organization

The purpose of this study is to analyze the assessment of Human Resources Development (HRD) Planning on the Government Organization Performance through Bureaucratic Reform Management. The Government Organization tasked with preparing public goods/services must be able to provide certainty of their performance capacity as an organization that is professionally organized and is non-excludability in providing an adequate level of service. This research is based on the performance of Government Organization that have not been maximized. The method used is the Second Order Structural Equation Modeling analysis method. The research results showed that HRD Planning had a significant influence on Organization performance through Bureaucratic Reform Management. Tests on the research model simultaneously proved that the model was fit with the fulfillment of all model fitting sizes indicated by the value of GFI = 0.925, CFI = 0.927, RMSEA = 0.075, and CMIN / DF = 1.995. The findings of this study prove that HRD Planning has a significant effect on Organization performance through Bureaucratic Reform Management. Based on these findings, the right strategy to strengthen Organization performance can be done by improving aspects of HRD Planning. Also, there is a need to pay attention to the management of strategic change by being more responsive and adaptive to environmental changes and HRD Planning.

The Nature of Recruitment and Employee Performance in Government Organizations in Uganda (East Africa), a case study of Wakiso District Local Government

The Nature of Recruitment and Employee Performance in Government Organizations in Uganda (East Africa), a case study of Wakiso District Local Government

Determinant of System Use and Its Effect on the Performance of Government Organizations

This research aimed to determine the determinants of the use of IT-based AIS (Accounting Information System) and its effect on the performance of the government organization. This research modified the Technology Acceptance Model (TAM), Theory of Planned Behavior (TPB), Task Technology Fit (TTF), and IS Success Model by integrating individual, social, and system aspects. This research used a survey method and took samples of financial employees who worked in the Regional Device Organization (OPD) in Jember Regency consisting of 103 respondents. Partial Least Square (PLS) was used to test the research data. The results showed that the constructs of perceived usefulness, perceived ease of use, subjective norms, task technology fit, and collaboration quality has a positive effect on the behavior intention. Subjective norms are the most influential constructs to behavior intention. Furthermore, behavior intention has a positive effect on individual behavior to use IT-based AIS. The results of this research also showed that the behavior of using IT-based AIS can affect the performance of the government organization. The findings in this research can be used as consideration for government organizations in using IT-based AIS that can be accepted by the users and can produce good organizational performance.

Implementation of Performance Accountability System For Government Institution (SAKIP) : Determinants and Consequence In Local Government

This study aims to examine the effect of the utilization of information technology, training and obedience to regulation on the implementation of SAKIP and examine the effect of SAKIP implementation on managerial performance as well as the influence of the role of self efficacy and intellect in the relationship between impelementation of SAKIP and managerial performance. Tests were conducted on 93 respondents representing 67 percent of the population. The group of respondents are structural officials of echelon II, III and IV in the scope of West Nusa Tenggara Provincial Government who have role in the planning, implementation and management of Regional Income Budget and Expenditure (APBD) through the implementation of SAKIP. The hypothesis testing used Structural Equation Modelling-Partial Least Square (SEM-PLS). The result of this research shows that the utilization of information technology and training have significant effect on the implementation of SAKIP but not influenced by obedience to the regulation, the implementation of SAKIP has an effect on managerial performance but self efficacy and intellect can not strengthen the relationship between SAKIP implementation and managerial performance. Based on the findings of this research, the operation of e-SAKIP and training conducted in a structured and sustainable manner plays an important role in improving the quality of SAKIP implementation so as to provide relevant and objective information to managers in order to improve the performance of government organizations.

Organizational culture, strategic planning and performance: empirical evidence from organizations in Malaysia

This study examined the influence of strategic planning on organizational performance of selected government organizations in Malaysia. Consequently, it determined the moderating effect of organizational culture on the relationship between strategic planning and organizational performance. A quantitative study was carried out on a sample of 291 officers in Malaysian government organizations. The obtained data based on self-administered questionnaires was analyzed using SmartPartial Least Squares (PLS). The study revealed that strategic planning dimensions have positive effects on performance of government organizations. The results found that organizational culture has significantly moderated the relationship between strategic planning and performance. The implications from the research findings, limitation of study and future research directions are discussed.

Determinants of Performance in Government: Focusing on the Effect of Organizational Politics and Conflicts in Organizations

ABSTRACTConflicts and politics in organizations are common in both the public and private sectors. However, there are few comprehensive studies regarding the relationship between politics, conflicts, and outcomes in the public sector. Therefore, this study sought to empirically explore the relationships between organizational performance, organizational conflicts, and organizational politics in the public sector. To analyze the effects of organizational politics and conflicts on performance in government organizations, hierarchical multiple regression analyses were performed. The results indicated that organizational politics and relationship conflicts negatively affect organizational performance.

The Influences of Perceived Managerial Discretion and Risk-Taking Behavior on Government Organizational Performance

ABSTRACTPurpose: This study investigates pertinent factors in perceived managerial discretion (PMD) in association with risk-taking behavior (RTB) and organizational performance within government organizations. Design/methodology/approach: This study used a mix of qualitative methods—using focus group discussions (FGDs) to select key variables affecting PMD and to validate the research findings—and quantitative methods—using structural equation modeling (SEM) to test eight hypotheses developed from FGDs and from a literature review. Out of 340 questionnaires sent out to potential participants, 260 were returned and deemed valid for SEM analysis, reflecting a satisfactory response rate of 76%. Findings: A total of six factors affecting PMD were identified: quasi-legal constraint (QLC), powerful outside forces (POFs), inertial forces (IFs), powerful inside forces (PIFs), power base (PB), and political acumen (PA). The SEM analysis indicated that QLC, PIF, PB, and PA enhance PMD, while IF tends to inhibit PMD. Stronger PMD was associated with weaker RTB on the part of government-official decision makers, while greater RTB was associated with more positive organizational outcomes. These findings are partially consistent with prior findings, with some notable contradictions. Research implications/limitations: The primary limitation of this study was its limited external validity, as these findings can only be extended to organizations with similar characteristics of those of the government institution used as the case study. These findings must be used with care for different types of public organizations. Practical implications: These findings support taking the following steps: (1) review and remove equivocal regulations that could restrain PMD, (2) streamline bureaucracy, (3) establish regulations that allow more space for innovation and discretion, (4) delineate the tasks and responsibilities of decision makers, and (5) discourage abrupt policy changes, promoting proper scrutiny and notice.