Regional Secretariat Research Articles

Pengaruh Kompetensi dan Kecerdasan Emosional terhadap Produktivitas Kerja Pegawai dengan Motivasi Kerja sebagai Variabel Intervening pada Pegawai Sekretariat Daerah Kota Solok

This study aims to determine the effect of competence and emotional intelligence on employee work productivity with work motivation as an intervening variable on Solok City Regional Secretariat Employees. The method used is multiple linear regression analysis and path analysis, by distributing 97 questionnaires. The results of the study There is a positive and significant effect of competence on work motivation at the Solok City Regional Secretariat. There is a positive and significant effect of emotional intelligence on work motivation at the Solok City Regional Secretariat. There is a positive and significant effect of competence on work productivity at the Solok City Regional Secretariat. There is a positive and significant effect of emotional intelligence on work productivity at the Solok City Regional Secretariat. There is a positive and significant effect of work motivation on work productivity at the Solok City Regional Secretariat. Work motivation is able to mediate the effect of competence on work productivity at the Solok City Regional Secretariat. Work motivation is able to mediate the effect of emotional intelligence on work productivity at the Solok City Regional Secretariat. Finally, the author suggests to the Regional Secretariat of Solok City to further improve the emotional intelligence of employees because it has the most dominant value of influence on work productivity at the Regional Secretariat of Solok City

Pengaruh Disiplin Kerja dan Kompetensi Terhadap Kinerja Pegawai Melalui Motivasi Kerja Sebagai Variabel Intervening pada Sekretariat Daerah Kota Solok

This study aims to determine the influence of work discipline and competency on employee performance through work motivation as an intervening variable in the Solok City Regional Secretariat. The type of research used is quantitative. The data analysis techniques used were multiple linear regression analysis and path analysis, by circulating a questionnaire of 98 respondents to the state civil apparatus of the Solok City Regional Secretariat, the questionnaire returned 98 respondents. The results were obtained that there was a positive and significant influence of work discipline on work motivation in Solok City Regional Secretariat Employees. There is a positive and significant influence of competence on work motivation in Solok City Regional Secretariat Employees. There is a positive and significant influence of work discipline on employee performance in the Solok City Regional Secretariat Employees. There is a positive and significant influence of competence on employee performance in Solok City Regional Secretariat Employees. There is a positive and insignificant influence of work motivation on employee performance in Solok City Regional Secretariat Employees. Work motivation does not mediate the influence of work discipline on employee performance in Solok City Regional Secretariat Employees. Work motivation does not mediate the influence of competence on functional positions on employee performance in Solok City Regional Secretariat Employees.

Pengaruh Kompensasi dan Beban Kerja Terhadap Kinerja Pegawai Honorer dengan Motivasi Sebagai Variabel Intervening pada Sekretariat Daerah Kota Solok

The background of this study is based on the phenomenon of low performance of honorary employees which is allegedly influenced by lack of compensation and unbalanced workload. This study aims to analyze the effect of compensation and workload on the performance of honorary employees with work motivation as an intervening variable in the Solok City Regional Secretariat. This study uses a quantitative method with a survey approach, where data is collected through the distribution of questionnaires to 103 honorary employees who are the research samples. The data analysis technique used is Structural Equation Modeling (SEM) to test the relationship between the research variables. The results of the study indicate that compensation has a positive and significant effect on work motivation and employee performance. In contrast, workload shows a negative influence on work motivation but is not significant on employee performance. Additionally, work motivation is proven to be a significant intervening variable in mediating the effect of compensation on the performance of honorary employees. This study implies that increasing compensation can enhance employee motivation and performance, while excessive workload may decrease work motivation

Pengaruh Lingkungan Kerja dan Kompetensi Terhadap Kinerja Pegawai ASN dengan Motivasi sebagai Variabel Intervening pada Sekretariat Daerah Kota Padang

This study aims to determine the influence of the work environment and competence on the performance of ASN employees with motivation as an intervening variable in the Padang City Regional Secretariat. The type of research used is quantitative. Data collection was carried out through distributing a questionnaire of 120 respondents to employees of the Padang City Regional Secretariat, the questionnaire returned 99 respondents. Data analysis techniques are multiple linear regression analysis and path analysis. The results of the study were obtained that the work environment has a positive and significant effect on the performance of employees at the Padang City Regional Secretariat. Competence has a positive and significant effect on employee performance at the Padang City Regional Secretariat. The work environment has a positive and significant effect on motivation at the Padang City Regional Secretariat. Competence has a positive and significant effect on motivation at the Padang City Regional Secretariat. Motivation has a positive and significant effect on employee performance at the Padang City Regional Secretariat. The work environment has a positive and significant effect on employee performance through motivation at the Padang City Regional Secretariat. Competence has a positive and significant effect on employee performance through motivation at the Padang City Regional Secretariat. The contribution of work environment, competence, and motivation to employee performance was 0.609 or 60.9%.

The influence of competency, leadership and organizational culture mediated by job satisfaction on the performance of General Bureau Employees of the Regional Secretariat of East Nusa Tenggara Province

The influence of competency, leadership and organizational culture mediated by job satisfaction on the performance of General Bureau Employees of the Regional Secretariat of East Nusa Tenggara Province

The Role of Work Engagement in Mediating Job Rotation on Employee Performance at the Regional Secretariat of Bireuen Regency

This study seeks to examine the function of work engagement as a mediating variable in the correlation between job rotation and employee performance at the Bireuen Regency Regional Secretariat. Although some organizations adopt job rotation to improve skills and mitigate employee monotony, its effect on performance continues to be a subject of contention. We propose that work engagement, an indicator of employee interest and dedication to their tasks, greatly affects the correlation between job rotation and employee performance. This study method adopts a quantitative approach, employing a survey technique with 150 workers of the Bireuen Regency Regional Secretariat as participants. We employed a path analysis model to examine the direct and indirect impacts of job rotation on employee performance via work engagement. The study's findings suggest that job rotation exerts a beneficial albeit statistically inconsequential impact on employee performance. The incorporation of job engagement as a mediating variable demonstrates a favorable and substantial effect on employee performance. Moreover, job rotation via work engagement positively and significantly influences employee performance. The Bireuen Regency Regional Secretariat has demonstrated that work engagement serves as a mediator in the link between job rotation and employee performance. This study indicates that management ought to prioritize enhancing employee work engagement via initiatives that promote job participation and satisfaction, particularly with job rotation, to attain superior performance.

STRATEGI PEMERINTAH DAERAH KABUPATEN BANYUMAS DALAM MENCEGAH KORUPSI ANGGARAN PENDAPATAN DAN BELANJA DAERAH (APBD) DI KABUPATEN BANYUMAS

Abstrak . Banyumas Regency is one of the regencies that received the highest ranking for corruption prevention. According to the Corruption Eradication Commission's Monitoring Center for Prevention (MCP) corruption prevention instrument, Banyumas Regency is ranked sixth at the national level with an index of 95.79. This research was conducted to find out the strategies of the Banyumas Regency Regional Government in preventing corruption of the Regional Budget (APBD) in Banyumas Regency and the obstacles of the Banyumas Regency Regional Government in implementing strategies to prevent corruption of the Regional Budget (APBD) in Banyumas Regency. The research method used is normative juridical using secondary data sources and primary data sources in the form of data from interviews with the Banyumas Regency local government consisting of the Regional Secretariat of the Legal Section and the Banyumas Regency Regional Inspectorate. Based on the results of the study, that the strategies and effective efforts of the Banyumas Regency local government in preventing corruption of the Regional Budget (APBD) in Banyumas Regency can be done through the establishment of regulations, handling conflicts of interest, fostering the State Civil Apparatus (ASN), using the Monitoring Center for Prevention (MCP), using the Whistleblowing System (WBS), using complaint stalls, conducting investigative audits, implementing the Government Internal Control System (SPIP), and carry out the duties and functions of local government on the regional revenue and expenditure budget (APBD). The obstacles of The Banyumas Regency Regional Government in preventing Corruption in the Regional Budget (APBD) in Banyumas Regency include delays in the implementation of activity schedules, the effectiveness of regulations, and the incompatibility of public complaints. Keyword: Corruption, APBD, Banyumas Regency.

The Influence Of Organizational Culture, Leadership, and Organizational Commitment On Workplace Deviant Behavior Through Job Satisfaction In Government Employees Of The Riau Islands Province

This study aims to determine the direct and indirect effect of organizational culture, leadership, organizational commitment on workplace deviant behavior through job satisfaction in government employees of the Riau Island Province. This type of research uses quantitative research methods with primary and secondary data sources. The population in this study was 109 Civil Servants (PNS) who worked at the Bintan Regency Regional Secretariat office. In this study, data collection was carried out using the census method in which the entire population was taken as a sample. By using the census method, this study aims to obtain accurate and representative data from the entire existing population. This step will make it easier for researchers to analyze and describe the characteristics and events that occur in the population. This research uses Smart-Pls as a data processing tool. The results of this study, Organizational Culture variable (X1) on Job Satisfaction (Z), Leadership variable (X2) on Job Satisfaction (Z), Organizational Commitment variable (X3) on Job Satisfaction (Z), Organizational Culture variable (X1) on Workplace Deviant Behavior (Y1), Leadership variable (X2) on Workplace Deviant Behavior (Y1), Organizational Commitment variable (X3) on Workplace Deviant Behavior (Y1), Job Satisfaction (Z) on Workplace Deviant Behavior (Y1), Job Satisfaction variable (Z) mediates the effect of Organizational Culture (X1) on Workplace Deviant Behavior (Y1), Job Satisfaction variable (Z) mediates the effect of Leadership (X2) on Workplace Deviant Behavior (Y1), Job Satisfaction variable (Z) mediates the effect of Organizational Commitment (X3) on Workplace Deviant Behavior (Y1)

PENGARUH PELATIHAN DAN KOMPETENSI TERHADAP KINERJA PEGAWAI MELALUI EMPLOYEE ENGAGEMENT SEBAGAI VARIABEL MEDIASI PADA SEKRETARIAT DAERAH KABUPATEN JEMBRANA

The objective of this study is to examine the impact of training and competency on employee performance, with Employee Engagement serving as a mediating factor at the Jembrana Regency Regional Secretariat. The study population encompasses all employees of the Jembrana Regency Regional Secretariat, with 103 respondents selected using the probability sampling method. Path analysis is used in the study to evaluate the research hypothesis. The results show that: 1) Employee Engagement at the Jembrana Regency Regional Secretariat is positively and significantly influenced by training; 2) Employee Engagement at the Jembrana Regency Regional Secretariat is positively and significantly influenced by competency; 3) Employee performance at the Jembrana Regency Regional Secretariat is positively and significantly influenced by training; 4) Employee Engagement at the Jembrana Regency Regional Secretariat is positively and significantly influenced by competency; 5) Employee Engagement at the Jembrana Regency Regional Secretariat positively and significantly affects employee performance at the Jembrana Regency Regional Secretariat is positively and significantly influenced by training; 6) Employee Engagement can act as a mediating variable in the relationship between training and the performance of Jembrana Regency Regional Secretariat employ. This study recommends that the leadership of the Jembrana Regency Regional Secretariat should aim to enhance training, competency, and Employee Engagement to boost employee performance

Effect of competency, education and training, workload on functional employee performance with work motivation as a variable intervening at regional government secretariat of the Riau Island Province

effect of competency, education and training, workload on functional employee performance with work motivation as a variable intervening at regional government secretariat of the Riau Island Province

Implementasi Sistem Pemerintahan Berbasis Elektronik (SPBE) di Dinas Komunikasi dan Informatika Kabupaten Sijunjung

Abstract: This research reveals how the Electronic-Based Government System is implemented in the Sijunjung Regency Communication and Information Service. In accordance with Sijunjung Regent Regulation Number 29 of 2019, the Sijunjung Regency Communication and Information Service was appointed as the agency responsible for the application of information and communication technology in the implementation of SPBE in Sijunjung Regency. Based on the results of monitoring and evaluation carried out by the Ministry of State Apparatus Empowerment, Reform and Bureaucracy (Kemen PAN RB) in 2022, Sijunjung Regency achieved the lowest SPBE index number 2 in West Sumatra Province with an index value of 2.18% (fair). Researchers used a quasi-qualitative research method (Quasi Qualitative) with a simple research design (SRD) approach. The informants in this research consisted of 9 people consisting of the regional secretary, three employees of the Communication and Information Department and 5 employees from each OPD who the author chose for research using purposive sampling. The data collection techniques applied in this research are observation, interviews and documentation. Meanwhile, the data analysis applied in this research uses triangulation techniques. Based on the results of the analysis using e-Government implementation theory according to Indrajit, the results obtained were that in application development not all OPDs coordinated with the Communication and Information Department in developing applications. Then training and competency development has been carried out by the Sijunjung district communications and information services office for all operators in agencies implementing SPBE. Regarding the availability of network infrastructure, there are still many network flashing spots in Sijunjung Regency. Regional regulations related to SPBE management have been prepared by the regional government of Sijunjung Regency. Human resource procurement is focused on adding employees who understand programming, and the capital used in implementing SPBE uses APBD with a limited budget.

Effect of workload, leadership and work life balance, on burnout through emotional factors in secretariat employee’s regional secretariat of the Riau Islands Province

effect of workload, leadership and work life balance, on burnout through emotional factors in secretariat employee’s regional secretariat of the Riau Islands Province

Effect of Leadership, Motivation, Training on Performance Through Employee Satisfaction of the Regional Secretariat of Bintan Regency

This study aims to determine the direct and indirect effect of leadership, motivation, training on performance through employee satisfaction of the regional secretariat of bintan regency. This type of research uses quantitative research methods with primary and secondary data sources. The population in this study was 109 Civil Servants (PNS) who worked at the Bintan Regency Regional Secretariat office. In this study, data collection was carried out using the census method in which the entire population was taken as a sample. By using the census method, this study aims to obtain accurate and representative data from the entire existing population. This step will make it easier for researchers to analyze and describe the characteristics and events that occur in the population. This research uses Smart-Pls as a data processing tool. The results of this study, Leadership has a positive and significant effect on Employee Performance. This proves that Leadership can affect the Performance of Employees of the Bintan Regency Regional Secretariat. Motivation has a positive and significant effect on Employee Performance. This proves that Motivation can affect the Performance of Employees of the Bintan Regency Regional Secretariat. Training has a positive and significant effect on Employee Performance. This proves that Training can affect the Performance of Employees of the Bintan Regency Regional Secretariat. Job Satisfaction has a positive and significant effect on Employee Performance. This proves that Job Satisfaction can affect the Performance of Employees of the Bintan Regency Regional Secretariat. Leadership has a positive and significant effect on Employee Job Satisfaction. This proves that Leadership can affect the Job Satisfaction of Employees of the Bintan Regency Regional Secretariat. Motivation has a positive and significant effect on Employee Job Satisfaction. This proves that Motivation can affect the Job Satisfaction of Employees of the Bintan Regency Regional Secretariat. Training has a positive and insignificant effect on Employee Job Satisfaction. Job Satisfaction mediates positively and significantly between Leadership and the Performance of Employees of the Bintan Regency Regional Secretariat. Job Satisfaction mediates positively and significantly between Motivation and the Performance of Employees of the Bintan Regency Regional Secretariat. Job Satisfaction mediates positively and insignificantly between Training and the Performance of Employees of the Bintan Regency Regional Secretariat.

IMPLEMENTATION OF THE ROAD MAP POLICY FOR BUREAUCRATIC REFORM AT THE INSTANTIONAL LEVEL (Study at the Regional Secretariat of Konawe Regency, Southeast Sulawesi Province)

<p><span>Bureaucratic reform has become a very important concept in government administration. In Indonesia, bureaucratic reform has been ongoing for two decades and is systematically regulated through Presidential Regulation Number 81 of 2010 concerning the Grand Design of Bureaucratic Reform for 2010-2024 with the aim of achieving a World Class Bureaucracy by 2025. However, in its implementation, the bureaucratic reform policy is ongoing to date. This has not yet shown an impact on improving governance and achieving development targets, especially in regional governments (Hermawan et al, 2020). According to the Ministry of State Apparatus Empowerment and Bureaucratic Reform of the Republic of Indonesia, the number of regional governments that have implemented bureaucratic reform programs is 200 out of 500. This is because bureaucratic reform regulations are too complicated, even though there has been a system approach that has been developed, the implementation of bureaucratic reform policies has not yet been implemented. running as expected (Dwiyanto, 2015). This research focuses on the implementation of the bureaucratic reform road map policy at the Regional Secretariat of Konawe Regency, Southeast Sulawesi Province. The results of the research show that the implementation of the bureaucratic reform road map policy at the Regional Secretariat of Konawe Regency, Southeast Sulawesi Province has not been effective and has not been completed in several areas of change analyzed, although several areas of change have shown relatively good progress, there are still several aspects that need to be implemented. has not been effective and reached the optimal level as expected.</span></p><p class="s37"><span class="s26">Keywords:</span></p><p class="s38"><span class="s26">Bureaucratic Reform, Policy Implementation, Road Map, Regional Government</span></p><p><span><br /></span></p>

The effect of organizational culture and work motivation on performance employees with organizational commitment as intervening variables (Study at the Merauke Regency DPRD Office, Mappi Regency, Asmat Regency, Boven Digoel Regency)

This study aims to determine the effect of organizational culture and work motivation on the performance of secretariat employees of the Regional House of Representatives with organizational commitment as an intervening variable in Merauke Regency, Mappi Regency, Asmat Regency, Boven Digoel Regency. The population in this study were 233 regional secretariat employees and by using purposive sampling, 106 respondents were determined. The results showed that organizational culture had a positive and insignificant effect on employee performance. Organizational culture has a positive and significant effect on employee commitment. Work commitment mediates the relationship between the influence of organizational culture on employee performance. Motivation has a positive and significant effect on employee performance. Motivation has a positive and insignificant effect on employee commitment. Work commitment does not mediate the relationship of the influence of motivation on employee performance. Organizational commitment has a negative and insignificant effect on the performance of the secretariat employees of the People's Representative Council of Merauke, Boven Digoel, Mappi, and Asmat Districts.

DYNAMICS OF ENTREPRENEUR ARCHIVALISTS OF GOVERNMENTAL ORGANIZATIONS

This study aims to examine the management of dynamic records in the General Affairs section of Humbang Hasundutan Regency. The research method used is qualitative with a descriptive approach, which seeks to analyze the current state of dynamic records management, identify challenges encountered, and provide recommendations to enhance the efficiency of this management. Data collection techniques included observation, interviews, and document studies. The results of this study indicate that the management of dynamic records in the General Affairs section of the Regional Secretariat of Humbang Hasundutan Regency is still not optimal, requiring comprehensive and integrated actions, such as formulating clear dynamic records management policies and implementing them with discipline. Additionally, the adoption of an electronic records management system and training for relevant staff are also important steps in improving the optimization of dynamic records management.

The Role of Motivation in Mediating the Relationship of Emotional Intelligence in Leadership, Compensation, Work Environment to Performance

This study aims to investigate the role of motivation as a mediating factor in the relationship between emotional intelligence in leadership, compensation, and work environment on employee performance at the Regional Secretariat of Badung Regency. A quantitative approach was utilized, involving 173 out of 304 civil servants as the sample. Data collection was conducted through questionnaires and analyzed using SEM-PLS with SmartPLS4 software. The findings revealed that emotional intelligence in leadership and compensation do not significantly influence employee motivation. Conversely, the work environment positively and significantly affects motivation. Emotional intelligence in leadership has a significant negative impact on employee performance, while compensation and work environment have a significant positive impact. Motivation also has a significant positive effect on employee performance. Furthermore, motivation does not mediate the influence of emotional intelligence in leadership and compensation on employee performance, but it does significantly mediate the relationship between work environment and employee performance. These findings underscore the importance of a conducive work environment in enhancing employee motivation and performance, providing valuable insights for human resource management in making informed decisions to improve employee performance in government institutions

Effect of Motivation, Competency and Commitment on Employee Performance: The Case of Ogan Ilir Regency’s Regional Secretariat

This study determines Work Motivation, Competence, and Organizational Commitment to the Performance of Ogan Ilir Regency Regional Secretariat Employees. The object of this study is an employee of the Regional Secretariat of Ogan Ilir Regency. The method used is quantitative research with a data collection model and questionnaires. The population in this study was 153 employees in the Regional Secretariat of Ogan Ilir Regency; the determination of the number of samples in this study using the determination of samples from the population by Isaac and Michael (error rate 5%), So that the sample amounted to 105 respondents. The analysis technique used is multiple linear regression. The results of this study show that 1) simultaneously, Work Motivation, Competence, and Organizational Commitment have a significant effect on the Performance of Ogan Ilir Regency Regional Secretariat Employees. 2) Work Motivation significantly affects the Performance of Ogan Ilir Regency Regional Secretariat Employees. 3) Competence significantly affects the performance of employees of the Regional Secretariat of Ogan Ilir Regency. 4) Organizational commitment does not significantly affect the performance of employees of the Regional Secretariat of Ogan Ilir Regency

The Role of Work Discipline as A Moderate in The Relationship Motivation, Competency and Workload on Employee Performance

This study aims to empirically analyze the influence of competence, motivation, and workload on employee performance with work discipline as a moderation variable. This research was conducted at the Kampar Regency Regional Secretariat involving 178 respondents who were selected as a sample. The data analysis technique used is Structural Equation Modeling (SEM) with the help of SmartPLS software. The results of this study show that competence and motivation have a significant influence on work discipline. Work discipline, in turn, has a significant impact on employee performance. In addition, workload is also found to have a significant influence on employee performance, both directly and indirectly through work discipline. In this study, work discipline plays a role as a moderation variable that strengthens the relationship between competence, motivation, and workload and employee performance. These findings highlight the importance of work discipline in the process of improving employee performance, where competence and motivation are the main driving factors that contribute to optimal performance. The practical implications of this study show that organizations, especially management, need to pay attention to the development of employee competencies and motivation as well as effective workload management. This is important to ensure that work discipline can be optimized as a moderation factor in improving employee performance. With the right strategy, organizations can achieve better performance improvements and support the achievement of strategic goals.

The Influence of Organizational Culture, Career Development and Job Satisfaction on Improving the Performance of State Civil Servants (ASN) in Regional Secretariats

This study aims to determine the effect of Organizational Culture, Career Development and Job Satisfaction Performance Improvement Against the State Civil Apparatus (ASN) in the Regional Secretariat of Gorontalo Province. The population in this study is the State Civil Apparatus (ASN) Regional Secretariat Gorontalo province. The study included overall ASN totaling 80 people as research subjects. Improved performance of data obtained through the test work, while data on organizational culture, career development and job satisfaction were collected through a questionnaire. These results indicate that: (1) The organizational culture affect the performance Apparatus, (2) career development affect the performance Apparatus, (3) job satisfaction affect the performance Apparatus and (4) Cultural organizations, career development, and job satisfaction simultaneously performance improvements affect the Apparatus. Based on these findings it can be concluded that, organizational culture, career development and job satisfaction gave a significant impact on performance improvement ASN.