Regional Secretariat Research Articles

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.

Pengaruh Modal Psikologi Dan Person Job Fit (P-J Fit) Terhadap Kinerja Pegawai Dimediasi Komitmen Organisasional (Studi Pada Sekretariat Daerah Kabupaten Batang)

The aim of the research is to examine the influence of Psychological Capital, Person Job Fit (P-J Fit) on Employee Performance and Organizational Commitment as mediating variables at the Regional Secretariat of Batang Regency. The results of the analysis show that there is an insignificant influence of Psychological Capital on organizational commitment, and Person Job Fit has a significant influence on Organizational Commitment, with an Adjusted R-square value of 0.362, a significance value of 0.110 and 0.000. This shows that Psychological Capital and P-J Fit have a significant influence. For the second analysis, there is an influence of Psychological Capital, P-J Fit and Organizational Commitment on Employee Performance with an Adjusted R-square value of 0.541 with significance values ​​of 0.000 and 0.008 (significant) and 0.775 (not significant), respectively. This shows that Psychological Capital and P-J Fiti are significant to employee performance, while Organizational Commitment is not significant to employee performance. For the mediation test, the organizational commitment variable was unable to mediate the influence of Psychological Capital and P-J Fit on employee performance.

Competitive Advantage of Car100 Showroom Tanjung Pinang is Determined By Digital Marketing, Innovation and Service Quality With Intervening Customer Satisfaction.

This study aims to determine the direct and indirect effect of digital marketing, innovation, service quality on competitive advantages through customer satisfaction of Car100 Showroow. 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, Digital marketing has a positive and significant influence on customer satisfaction. Innovation has a positive and highly significant influence on customer satisfaction. Service quality has a positive and highly significant influence on customer satisfaction. Digital marketing has a direct positive and significant influence on competitive advantage. Innovation has a negative but significant influence on competitive advantage. Customer satisfaction has a positive and highly significant influence on competitive advantage. Service quality has a positive and significant direct effect on competitive advantage. Digital marketing has a positive and significant indirect effect on competitive advantage through customer satisfaction as a mediating variable. Innovation has a positive and highly significant indirect effect on competitive advantage through customer satisfaction. Service quality has a positive and highly significant indirect effect on competitive advantage through customer satisfaction.

The Influence of Work Culture on Employee Commitment With the Work Environment as a Moderation Variable At the Binjai City Regional Secretariat Office

A work culture that is not clearly understood and a low level of employee commitment will cause inconsistency in behavior and lack of motivation of employees at work. The purpose of this study is to find out and analyze the role of the work environment in strengthening the influence of work culture on employee commitment at the Binjai City regional secretariat office. This research was conducted with a causal associative quantitative approach. The sample used was all ASN employees with a total of 82 people. The results of data analysis using Structural Equation Modeling (SEM) based on Partial Least Square (PLS) showed that: 1) Work culture had a positive and significant effect on work commitment with a T-statistic value of 25.026 > 1.96 and a P-Value of 0.000 < 0.05; 2) The work environment has a positive and significant effect on work commitment with a T-statistic value of 4.164 > 1.96 and a P-Value of 0.000 < 0.05; and 3) the work environment was not able to significantly strengthen the influence of work culture on work commitment with a T-Statistic value of 0.791 < 1.96 with a P-Value of 0.431 > 0.05. These findings confirm that in the context of this study, the work environment does not have a significant impact in strengthening the relationship between work culture and employee work commitment. This shows that while a conducive work environment is important in improving employee satisfaction and well-being, when it comes to work commitment, other factors also need to be considered. Rewrite neatly without diminishing meaning

The Effect Of Work Engagement And Income Satisfaction To The Work Competence Of Employees With Satisfaction Work As An Intervening Variable In The Office Binjai City Regional Secretariat

The aim of this research is to determine and analyze the influence of Job Involvement and Income Satisfaction on Job Competence which is mediated by Job Satisfaction at the Binjai City Regional Secretariat Office. This research was carried out at the Binjai City Regional Secretariat Office. The type of research is associative quantitative. The sample in this study was 24 employees with ASN and honorary status in the General Section of the Binjai City Regional Secretariat Office. The sampling technique in this research uses a saturated sample, where the entire population will be sampled in this research, 24 people. The research results show that Job Involvement has a significant influence on Job Competence as shown by the T-Statistic value of 10,633 > 1.96 and the P Value of 0.000 < 0.05. On the influence of Income Satisfaction on employee work competence, the T-Statistic data obtained was 6,260 > 1.96 and the P-Value value was 0.000 < 0.05 or there was an influence of Income Satisfaction on Work Competence. Work Engagement has a significant effect on Employee Job Satisfaction with a T-Statistic value of 15,172 > 1.96 with a P-Value value of 0.001 < 0.05. Income satisfaction has a significant effect on employee job satisfaction. This can be seen from the results of the T-Statistic value of 9,523 > 1.96 with a P-Value value of 0.000 < 0.05. On the influence of Job Satisfaction on Job Competence, the T-Statistic value is 1,060 < 1.96 with a P-Value of 0.290 > 0.05, which means that Job Satisfaction has no significant effect on the Job Competence of the Binjai City Regional Secretariat Office. In the indirect effect, the results show that Job Satisfaction has a role as an intervention variable in explaining the relationship between Income Satisfaction and Job Competence. This shows that improvements in Income Satisfaction can increase Job Satisfaction, which ultimately contributes to increasing Work Competence at the Binjai City Regional Secretariat Office.

THE INFLUENCE OF COORDINATION AND JOB DESCRIPTION ON WORK PRODUCTIVITY THROUGH WORK DISCIPLINE OF REGIONAL HEAD PROTOCOLARY EMPLOYEES IN THE PROTOCOL AND COMMUNICATION SECTION OF BONDOWOSO REGIONAL SECRETARIAT LEADERS

Measuring the work productivity of Regional Head Protocol employees in the Protocol and Communication Section of the Bondowoso Regency Regional Secretariat Leadership is an important concern in the context of optimizing the implementation of protocol events and public services. The aim of this research is to determine and analyze the influence of coordination and job descriptions on work productivity through the work discipline of Regional Head Protocol employees in the Protocol and Communication Section of the Bondowoso Regency Regional Secretariat Leadership. The population and sample in this research were 50 employees, so the sampling technique used was saturated sampling or census. The research method used in this research is descriptive and verification methods. The data analysis technique used in this research is path analysis with the help of the SPSS application. The test results prove that coordination and job descriptions have a significant effect on work discipline and the work productivity of employees in the Protocol and Communication Section of the Regional Secretariat of Bondowoso Regency. Work discipline is able to provide a mediating effect between coordination and job description on work productivity. Keywords: coordination, job description, work discipline and productivity. Keywords: coordination, job description, work discipline and productivity

THE IMPLEMENTATION AND IMPACT OF LEADERSHIP STYLE IN IMPROVING EMPLOYEE PERFORMANCE IN THE LEADERSHIP PROTOCOL AND COMMUNICATION (PROKOPIM) SECTION OF THE REGIONAL SECRETARIAT OF BANYUWANGI REGENCY

This research aims to determine and analyze the implementation and impact of leadership styles in improving the performance of employees in the Protocol and Communication Section of the Regional Secretariat of Banyuwangi Regency. This research uses a qualitative descriptive approach where data will be analyzed descriptively originating from interviews, notes and the author's observations. The sampling technique in this research used a purposive sampling technique. Data collection techniques in this research are observation, interviews, literature study and documentation. Based on the results of data analysis, it shows that the implementation of leadership styles can improve employee performance. This is proven by the application of a democratic leadership style in accordance with employee characteristics, the division head can receive suggestions and input from superiors and subordinates well, apart from this, the Prokopim division head is good at handling problems by minimizing the negative impact on employees. The impact of leadership style can improve employee performance. This is proven by the fulfillment of employee rights, including the right to leave, the right to incentives, career advancement, additional income, rewards for employees with good performance, punishment for employees with poor performance, motivation and example as driving factors for improving employee performance from the previous year. Keywords: Leadership Style, Leadership Protocol and Communication and Employee Performance