State Civil Service Research Articles

NETRALITAS APARATUR SIPIL NEGARA DALAM PEMILIHAN KEPALA DAERAH 2020 DI KABUPATEN LUWU TIMUR

The neutrality of the State Civil Apparatus (ASN) is needed in political processes such as the general election of regional heads because civil servants are public services and civil servants who truly stand independently without having to take sides. The problem in this research is the neutrality of the state civil apparatus in the head election. 2020 Region in East Luwu Regency. How to impose sanctions for violations of the neutrality of the State Civil Apparatus (ASN) in the Regional Head Election (Pilkada) in East Luwu Regency in 2020. This research aims to. To find out and analyze the neutrality of the State Civil Apparatus in the 2020 Regional Head Election in East Luwu Regency. To find out how to impose sanctions for violations of the neutrality of the State Civil Apparatus (ASN) in the Regional Head Election (Pilkada) in East Luwu Regency in 2020. This research was conducted using Normative Empirical legal research methods. The research was conducted in East Luwu Regency. The East Luwu Regency Government, together with Bawaslu, in organizing the regional elections, is committed, together with Election Organizing Institutions and Non-Election Organizing Institutions, to implementing Regional Elections with integrity, namely by preventing violations and fraud in the implementation of Regional Elections. Providing sanctions for violations of the neutrality of the State Civil Service requires fact-based case handling.

Assessing the Efficacy of Budget in Detecting Fraudulent Personnel Cost Figure in Borno State Civil Service, Nigeria

Assessing the Efficacy of Budget in Detecting Fraudulent Personnel Cost Figure in Borno State Civil Service, Nigeria

NATURE AND BASIC CONCEPTS OF PROFESSIONAL COMPETENCES OF PUBLIC CIVIL SERVANTS

In this article, the concept of professional competencies of state civil servants and its essence are analyzed in detail. The importance of the system of competences aimed at improving the qualifications of civil servants, professional development and service efficiency is studied. The main types of competences, including professional knowledge, skills, personal qualities and basic concepts formed through ethical standards are identified. Based on the analysis of modern approaches and international experiences in the field of public administration, recommendations are given to improve the efficiency of employees.

Analisis Kinerja Pegawai Melalui Leader Member Exchange dan Kompetensi dengan Kepuasan Kerja sebagai Mediasi (Studi Kasus pada ASN di Lingkungan Pemerintah Kabupaten Pemalang)

This study aims to analyze the influence of Leader Member Exchange and competence on employee performance in Pemalang Regency Government, either directly or indirectly through job satisfaction as an intervening variable. The population used was all State Civil Servants at Diskominfo, BKD, Bapenda, BPKAD, and DPMPTSP Pemalang Regency, the size of the sample used was 155 respondents, with a proportionate stratified random sampling technique. The data source used is primary data, with a questionnaire data collection method. The analysis technique used is multiple linear regression analysis, path analysis and single test. The regression analysis results obtained that the Leader Member Exchange and competence have a positive effect on job satisfaction, and the Leader Member Exchange, competence, and job satisfaction have a positive effect on employee performance. Hypothesis test results show that (1) Leader Member Exchange has a positive and significant effect on job satisfaction, (2) Competence has a positive and significant effect on job satisfaction, (3) Job satisfaction has a positive and significant effect on employee performance, (4) Leader Member Exchange has a positive and significant effect on employee performance, and (5) Competence has a positive and significant effect on employee performance. The results of the path analysis and sobel test show that job satisfaction can mediate or strengthen the influence of the Leader Member Exchange on employee performance, and job satisfaction can mediate or strengthen the influence of competence on employee performance.

Relationship of professional identity and efficacy of Chinese public university lecturers under the appointment system in sustainable human resource management

For Chinese university lecturers, implementing sustainable human resource management (SHRM) is particularly critical. China's higher education is going through an essential stage of appointment system reform aiming to overturn the traditional civil service status of university lecturers and introduce a more flexible work and talent management mechanism to universities to international teaching standards; lecturers also raise concerns about their professional role, educational mission, balance of rights and interests, and the reshaping of the evaluation system. Based on the resource-based perspective and psychological contract theory, this study aimed to explore the relationship between sustainable human resource management (SHRM) and lecturers' professional identity in the context of China's appointment system, focusing on analyzing the moderating role of lecturers' self-efficacy. This study used a quantitative research approach to collect survey data from 610 lecturers at public colleges and universities in China. The data were analyzed with a structural equation model to test the hypothesized relationships. SHRM was directly and positively related to lecturers' self-efficacy and sense of professional identity and indirectly improved sense of professional identity by enhancing self-efficacy. The findings are consistent with existing literature, emphasize the importance of SHRM in promoting lecturers' career development, and provide empirical support for applying SHRM in the context of Chinese higher education. The study provides recommendations in three dimensions: Government, University, and Faculty. It provides guidance for strategic reform of human resource management in higher education, faculty career development, and improving education quality.

Legal Protection for the Employment Status of Judicial Commission Liaisons

The discourse on the status of liaisons and institutional employees is not recognized in the Law on State Civil Servants or the Law on Employment, thus giving rise to problems, namely the recognition of the employment status of liaisons in each region. The formulation of the problem raised is legal protection of the employment status of liaisons. The method used in this research is the normative legal research method. The approach used is a statutory approach (statute approach) and conceptual approaches (conceptual approach). In conclusion, the absence of norms explaining the employment status of liaisons has implications for the absence of liaison personnel management arrangements, indicating that legal protection for the employment status of liaisons is not yet effective. The suggestion that can be given is that countries can convert liaisons into part of ASN through a series of tests, regulations and policy regulations as guidelines.

Analisis Produktivitas Pegawai terhadap Pelayanan Permasalahan Kinerja Aparatur Sipil Negara di Direktorat Status Kedudukan Kepegawaian Kantor Pusat Badan Kepegawaian Negara (BKN) Jakarta

This study aims to analyze the performance of human resources in the Directorate of Civil Service Status at the State Civil Service Agency in handling service problems or ASN status cases. Labor productivity is influenced by various factors related to the workforce itself as well as those related to the company environment and government policies as a whole, such as education, skills, discipline, attitude and work ethics. Research methods are classified based on the objectives and level of natural setting of the object, research methods can be classified into basic research objectives, applied research methods and research and development. In this study, the researcher chose the type of Qualitative research to present and describe in detail and in detail the analysis of employee productivity in serving ASN performance problems at the Directorate of Civil Service Status of the BKN. Research Results Overall, the quality of service at the Directorate of Civil Service Status of the State Civil Service Agency (BKN) can be categorized as very good, supported by clarity of information, ease of access through various communication channels, and employee responsiveness in handling complaints. The completeness of the files submitted by the proposing agency greatly affects the speed of the service process. When the files are complete, the process can run quickly and efficiently. However, incomplete files are often the cause of delays in service. and the use of technology, such as the ASN SI application, is very helpful in improving the efficiency and effectiveness of services. Technology allows ASN to access information and services more quickly and easily.

Motivation through indirect compensation: Evaluating employee performance in Enugu State Civil Service Commission

Purpose: This study evaluates the impact of indirect compensation on employee job performance by the Enugu State Civil Service Commission. Research Methodology: This study employed a cross-sectional survey research design with a population of 280 participants, comprising staff from the Administration, Planning and Budgeting, and Research & Statistics Units, spanning grade levels 2-16 within the Enugu State Civil Service Commission. Data were collected using a questionnaire as the primary tool and rigorously analyzed using the Pearson correlation coefficient in the Statistical Package for Social Sciences (SPSS) version 23. Results: The findings revealed a significant positive impact of indirect compensation metrics on employee performance of the Enugu State Civil Service Commission. Limitations: The study specifically targeted personnel within grade levels 2-16 of the Enugu State Civil Service Commission. Contribution: This research significantly advances our understanding of indirect compensation and its impact on employee performance by pioneering new concepts, refining existing theories, and conducting comprehensive empirical studies. Funding: This research did not receive any funding from any Agency or Organization.

PEMBATASAN HAK BEREKPRESI DAN BERPENDAPAT ASN DALAM BERSOSIAL MEDIA DALAM BERSOSIAL MEDIA DALAM KONTEKS PENCEGAHAN PELANGGARAN NETRALITAS ASN

The phenomenon of neutrality of the State Civil Apparatus (ASN) seems to be a discussion that always exists in every general election (Pemilu) or regional head election (Pilkada). The State Civil Apparatus Commission (KASN) stated that around 1,678 cases of violations occurred within the bureaucracy and ASN ministries/institutions/regions, which involved violations of ASN neutrality in the period 2020-2022. Based on KASN data, there are violations of neutrality with the motive of utilizing bureaucratic resources, both in the form of support for programs, facilities and infrastructure as well as activities that favor certain candidates. The prohibition on civil servants being sarcastic or uploading and spreading messages attacking or criticizing the government on social media was issued in May in 2018. Ahead of the 2024 elections, which are the main means of realizing democracy in a country. In an effort to maintain the neutrality of ASN from the influence of political parties and to ensure the integrity, cohesiveness and unity of ASN, as well as being able to focus all attention, thoughts and energy on the tasks assigned, ASN are prohibited from becoming members and/or administrators of political parties, as well as running for office with conditions which has been determined by law (UU). Violations of ASN's neutrality, especially during and after the elections that took place in 2009, 2014 and 2019 and ahead of the 2024 elections. Violations can occur in the form of support provided via social media, involvement in campaigns, running for office without being followed by resignation. within the appropriate time frame and so on. This then violates the principle of neutrality and shows the partiality of an ASN which is actually very contrary to the law. Looking at the existing facts, the regulations regarding freedom of opinion held by the State Civil Service (ASN) are very different from the freedom of opinion enjoyed by the Indonesian people. This regulation can certainly limit the space for freedom of expression for State Civil Servants (ASN). However, on the other hand, as a state official, of course all aspects of ASN life are required to comply with the code of ethics that has been regulated by the state. So they face a dilemma when expressing their opinions in public spaces regarding social media in the context of preventing violations of ASN neutrality. Public pros and cons regarding government policies are still occurring, one of which concerns the issue of freedom of opinion and expression on social media, which to this day is still a matter of debate. In addition, the existence of the Information and Electronic Transactions Law (UU ITE) Number 11 of 2008 is still under discussion to this day.

PROBLEMATIKA YURIDIS PENGEMBALIAN STATUS APARATUR SIPIL NEGARA PADA KEMENTERIAN KOPERASI DAN UKM

This research addresses the case of a Civil Servant who was previously dismissed honorably not at their own request but later had their civil servant status restored based on Decision Number 17/G/2023/PT.TUN.JKT. The research problem focuses on whether the reinstatement of the civil servant's status aligns with legal regulations and what the legal consequences of this reinstatement are. The study employs a normative legal research method with a descriptive nature. It uses secondary data, analyzed through qualitative methods, and draws conclusions using deductive reasoning. The findings and results is indicate that the reinstatement of the civil servant's status does not comply with legal regulations, as it does not involve the imposition of disciplinary penalties twice. The legal consequence is the emergence of an obligation for the Civil Service Consideration Board to issue a Decree concerning the revocation of the decision of Honorable Dismissal Not at One’s Own Request for ZPA, and ZPA's reinstatement as a Civil Servant.

Уровни цифрового неравенства: особенности проявления в Уральском федеральном округе

Introduction. Access to information, digital products and services contributes to reducing barriers in individual’s interaction with state, organizations, and other individuals, also providing opportunities for human development. The author assesses the digital inequality level of the constituent entities of the Ural Federal District.Materials and methods. Theoretically, the research is based on the concept of three levels of digital inequality, according to which inequality can be manifested at the level of access to Internet and information and communication technologies; at the level of the users’ digital skills and competencies; at the level of benefits obtained from the use of digital technologies and impacting individual life chances. The materials used are: statistical data of the Russian information society development monitoring, research on the digital literacy of the Russian population, conducted by the Analytical Center of the National Agency for Financial Research, the Russian Association of Electronic Communications, the Ministry of Digital Development, Communications and Mass Communications of the Russian Federation and the National Research University “Higher School of Economics”, as well as the results of an expert survey conducted by the author in 2023 with state civil servants of the Sverdlovsk region and employees of “Electronic government operator”, the state budgetary institution of the Sverdlovsk region.Results. The article reveals the specific features of digital inequality of the entities of the Ural Federal District. The geographical features of the region paradoxically affects the digital inequality level. The more compactly located territories of the Sverdlovsk, Tyumen and Chelyabinsk regions provide for the appropriate infrastructure with better broadband Internet access. A social consequence of low Internet access in the Yamalo-Nenets Autonomous Okrug is, in part, that not all medical organizations can be connected to the Integrated National Health Information System. In addition, there is no direct correlation between Internet access and digital skills development. On the contrary, remoteness and inaccessibility of territories act as drivers for the development of digital competencies of the Khanty-Mansi Autonomous Okrug and Yugra residents, who are more efficient in using digital technologies in e-commerce and public services.Discussions and conclusions. “Bridging the Digital Divide” federal program implementation will increase the information infrastructure availability. Conscious and focused effort is required to improve digital literacy and cyber hygiene of the population.

Identifikasi Faktor yang Mempengaruhi Efektivitas Kinerja Aparatur Sipil Negara dalam Pelayanan Publik

The purpose of this study is to find out and test the variables of supervision (X1), motivation (X2), and work discipline (X3) on the effectiveness of the performance (Y) of the State Civil Apparatus at the Social Service, Women's Empowerment, and Child Protection of Batu Bara Regency. This study uses an associative type of research. The population of this study is all state civil servants who have the status of State Civil Apparatus in the Social Service, Women's Empowerment, and Child Protection in Batu Bara Regency, which totals 48 people. The variables of this study include the variables of supervision, motivation, work discipline, and performance. The data collection technique used to measure all the variables studied is a questionnaire. Data analysis was carried out quantitatively using descriptive statistics and t-test, F-test, and determination coefficient test. The results of the study showed that the factors of supervision, motivation, and work discipline partially and simultaneously had a positive and significant effect on the performance of civil servants in the Social Service of Women's Empowerment and Child Protection of Batu Bara Regency. Most of the performance is influenced and achieved through work motivation, supervision, and work discipline, while the rest is influenced by other factors. The work motivation variable has the greatest influence on employee performance with a calculated value of 3. 382

Kepuasan Kerja Para Aparatur Sipil Negara (ASN) di Pemko Padang yang Mengalami Job Mismatch Berdasarkan Usia dan Pendidikan

Employees who match their jobs have a much higher level of job satisfaction than employees who experience a mismatch with their jobs. Several studies say that a mismatch between education and work can have an impact on low levels of job satisfaction and make mismatch one of the factors that influences a person's job satisfaction. Based on several studies, the results show that job satisfaction is influenced by two things, namely work factors and individual factors, for example age and education. Government services have the highest level of nonconformity, namely 74.24%. Based on the data that has been explained, it is known that there is data on job qualification discrepancies in Indonesia, especially in the government sector. The aim of this research is to determine the differences in job satisfaction of state civil servants in the Padang City Government who experience job mismatch based on age and education. This research was studied using quantitative research with a comparative approach. Data collection was carried out using a Google form by distributing the barcode scan questionnaire link via WhatsApp social media and the Google Leans application. The data analysis technique for this research uses the two way anova test. The results obtained in this research show that there is no difference in job satisfaction of Padang City Government ASN who experience job mismatch based on age and education.

The Influence of Servant Leadership, Competency, Educational Qualifications, Work Environment on Employee Performance Mediated by Job Satisfaction

Performance is showing the quality and quantity of work achieved by an employee after carrying out the job duties assigned by the organization. Employee performance is influenced by many indicators such as servant leadership, competence, educational qualifications and work environment. This study aims to examine the influence of servant leadership, competency, educational qualifications and work environment on employee performance is mediated by job satisfaction. This research was conducted at the Regional Office X of the State Civil Service Agency with Civil Servants as research subjects. The population of this research is all Civil Servants who work at the Regional Office X of the State Civil Service Agency, totaling 89 people and using the saturated sample method, so that all employees are used as samples. Researchers used quantitative research with primary data from questionnaires distributed to Civil Servants of the State Civil Service Agency Regional Office X through google form with a Likert scale of 1-10. Using SEM Partial Least Squares (PLS) analysis technique. The results showed that servant leadership, competence, educational qualifications and work environment have a positive effect and significant on job satisfaction. Servant leadership, competence, work environment and job satisfaction have a positive effect on employee performance but educational qualifications have a negative effect and not significant on employee performance. Job satisfaction is able to mediated the influence of servant leadership, competence, educational qualifications and work environment on employee performance. The implications of this research can contribute information in understanding the specific relationship of leaders in determining decisions related to employee performance appraisal by considering the competence and educational qualifications of employees, increasing servant leadership of leaders and improving the quality of the work environment in order to improve the performance.

The Role of Supervision in Improving Work Discipline of State Civil Servant Employees at the Ministry of Religion

This research was conducted with the aim of: (1) finding out the role of supervision in improving the discipline of state civil servants at the Ministry of Religion, Bone Bolango Regency; (2) To find out what factors hinder the implementation of supervision of employee discipline at the Bone Regency Ministry of Religion. So this research uses a form of research with a qualitative approach and descriptive methods. The strategy used is single and fixed. Snippet technique with techniquepurposive snowball sampling. The data sources are informants at the research place or location, archives and documents. The data collection techniques used were interviews, observation and document analysis. For data validity, the technique used is data or source triangulation and method triangulation. Meanwhile, the data analysis technique used is flowing interactive analysis. The results of the research show that: (1) Supervision plays a large role in shaping the discipline of civil servants at the Bone Bolango Regency Ministry of Religion office, and this supervision can only work if the leadership at the Bone Bolango Regency Ministry of Religion office carries out their duties as actors in supervision; (2) Whereas based on data the discipline of civil servants at the Ministry of Religion office is still not optimal, not because there is no supervision, but because the leadership does not understand the theory or technical practice of supervision, resulting in not yet optimal supervision at the Bone Bolango Regency Ministry of Religion office. ; (3) That supervision is not only an order or rule that is the basis for implementation in an agency, but is a fundamental principle in the management of an institution such as the office of the Ministry of Religion, Bone Bolango Regency, this means that supervision plays an important role in improving the discipline of the State Civil Apparatus, so that Increasing human resources in leadership is the key word in realizing supervision to improve discipline in the State Civil Service.

ANALYSIS OF MOTIVATION, LEADERSHIP STYLE AND WORK ENVIRONMENT TO IMPROVE EMPLOYEE PERFORMANCE AT THE REGIONAL FINANCIAL AND ASSET MANAGEMENT AGENCY (BPKAD) JEMBER REGENCY

Badan Pengelolaan Keuangan dan Aset Daerah (BPKAD) Jember Regency is one of the public financial institutions that functions to manage the finances and regional assets of Jember Regency, for this function, it requires high effectiveness and productivity from each employee involved. However, in reality there are still several problems related to employee performance at BPKAD Jember Regency. This study aims to determine the effect of motivation, leadership style and work environment on employee performance at BPKAD Jember Regency. This research method uses quantitative with data collection using a questionnaire. The population in this study were all employees with Civil Servant status at BPKAD Jember Regency consisting of 38 people who were used as research samples based on saturated sampling techniques. The analysis tool uses multiple linear regression. The results showed that motivation, leadership style and work environment had a significant effect on employee performance.

E-governance compliance and Service Delivery in Ebonyi State Civil Service: A Study of Selected Ministries

E-governance compliance and Service Delivery in Ebonyi State Civil Service: A Study of Selected Ministries

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.

The Influence of Work Motivation on Employee Work Performance at the Bima City Tourism and Culture Office

. This research aims to determine the effect of work motivation on employee work performance at the Bima City Tourism and Culture Office. This research is included in the Associative research category. The research instrument used was a questionnaire with a Likert scale. The population used in this research was all employees at the Bima City Tourism and Culture Office, totaling 58 employees, consisting of 34 employees with civil servant status and 18 contract employees and 6 honorary employees. The sample in this study was 34 employees with civil servant status at the Bima City Tourism and Culture Office. The sampling technique used in this research is purposive sampling technique. Data collection techniques use observation, questionnaires and literature study. The data that has been collected is then analyzed using SPSS v.26 then tested for validity, reliability test, simple linear regression analysis, correlation coefficient, determination test and t test. The research results show that there is a significant influence of work motivation on work performance at the Bima City Tourism and Culture Office.

Implementasi Reformasi Birokrasi Dalam Pengembangan Sumber Daya Manusia Aparatur Di Dinas Koperasi Usaha Kecil Menengah dan Perdagangan Kabupaten Dharmasraya

This research aims to find out how bureaucratic reform is implemented in developing human resources for the apparatus at the Dharmasraya Regency Small and Medium Enterprises Cooperatives and Trade Service. Researchers conducted qualitative research using descriptive methods. The research was conducted at the Dharmasraya Regency Small and Medium Enterprises Cooperatives and Trade Service. To select informants using purposive sampling. The data sources for this research are primary and secondary data, which were collected through interviews and documentation. However, triangulation of methods and sources is used to test the validity of the data. Data analysis consists of four stages: data collection, data reduction, data delivery and conclusions. The research results show that the implementation of bureaucratic reform in the development of human resources for the apparatus has gone well, although not optimally. employee skills are still lacking, thus explaining the importance of providing training to State Civil Servants who need it. The Dharmasraya Regency Small and Medium Enterprises Cooperatives and Trade Service has implemented bureaucratic reform in the aspect of human resource development. There are three indicators in human resource development according to Lijan Poltak Sinambela (2016), namely (1) Training and development of human resources such as training for civil servants (Laksa), career advancement training, (2) Compensation (3) Career development. Meanwhile, in the Regulation of the Minister of State Apparatus Empowerment and Bureaucratic Reform of the Republic of Indonesia Number 18 of 2021 concerning the Road Map for Bureaucratic Reform of the Ministry of State Apparatus Empowerment and Bureaucratic Reform for 2020-2024, there are seven indicators of success in developing human resources, namely (1) Planning employee needs (2 ) Employee recruitment (3) Employee development (4) Promotion, transfer and rotation of employees (5) Implementation of employee performance assessments (6) Enforcement of employee code of ethics (7) Developing a personnel information system. However, in implementing bureaucratic reform, the Dharmasraya Regency Cooperatives, Small and Medium Enterprises and Trade Service experienced obstacles, such as a lack of infrastructure, a lack of budget, and a lack of training provision for ASN. Efforts made by the Dharmasraya Regency Small and Medium Enterprises Cooperatives and Trade Service are (1) Development through Training (2) Increasing human resource capacity in the region (3) Human resource training system