Work Of Civil Servants Research Articles

Utilising Design Thinking To Alleviate The Effects Of Covid-19 On Civil Servant Operations

The phenomenon of design thinking has a significant potential to form a synergistic interaction of individual abilities of leaders, managers and civil servants in the context of global challenges caused by the consequences of the COVID-19 pandemic. Against the backdrop of these issues, ensuring the effectiveness of key state institutions and organisations is of particular relevance, which, in turn, requires a detailed analysis of potential measures to counteract negative impacts. The aim of the study is to analyse the potential of design thinking in the context of developing and implementing a comprehensive mechanism for overcoming the effects of COVID-19 on the activities of civil servants. The article focuses on the functionality of design thinking in terms of civil servants’ basic professional and personal skills. The possibility of their allocation as separate indicators of the concept is considered. The structural elements of design thinking are outlined, and each of them is described in detail. The imperative for establishing a unified mechanism to address the pandemic’s existing and potential adverse consequences is clearly demonstrated. The peculiarities of integrating design thinking based on the Stanford concept into the work of civil servants in Ukrainian public institutions are described. It is assumed that implementing this goal will increase the efficiency of civil servants, forming an effective mechanism for mitigating the risks caused by the pandemic. The author identifies sustainable principles that can facilitate the operational and strategic management of team performance in the civil service. The priorities for further improvement of design thinking skills to improve the efficiency of public institutions are revealed. The specifics of the Stanford model as an effective tool for team development and management decision-making are investigated. The main principles of the mechanism for overcoming the destructive effects of COVID-19 through the introduction of design thinking technology, which helps improve public institutions’ efficiency and quality of work and create favourable conditions for team effectiveness, are analysed. The study’s results have practical value in the development, improvement and modernisation of the design thinking concept to minimise the impact of the adverse effects of the COVID-19 pandemic.

The Influence Oh Human Relations And Work Commitment On The Work Dicipline Of Civil Servants At The Tasikmalaya District Transportation, Comunication And Informatics Office

This study aims to determine the effect of Human Relations and Work Commitment on Civil Servant Work Discipline at the Tasikmalaya Regency Transportation, Communication and Informatics Office (DISHUBKOMINFO). This research uses quantitative methods. The population in this study were 81 civil servants of the Transportation, Communication and Information Technology Office (DISHUBKOMINFO) of Tasikmalaya Regency. The sampling technique in this study used multiple linear regression analysis using SPSS version 23. The results of this study indicate that Human Relations and Work Commitment simultaneously have a significant effect on the work discipline of civil servants at the Transportation, Communication and Information Technology Office (DISHUBKOMINFO) of Tasikmalaya Regency. Human Relations partially has a significant effect on the work discipline of civil servants at the Office of Transportation, Communication and Information Technology (DISHUBKOMINFO) Tasikmalaya Regency. Work Commitment partially has a significant effect on the work discipline of civil servants at the Office of Transportation Communication and Informatics (DISHUBKOMINFO) Tasikmalaya Regency.

경찰공무원의 워라벨에 미치는 영향요인에 관한 연구

Police officials provide security services to the public, have an organizational structure of hierarchy and hierarchy, and enforce the law, so the intensity of their work is relatively high compared to other organizations. Recently, our society places importance on ‘work-life balance’, which pursues work-life balance. The purpose of this study is to determine what factors influence work-life balance due to the nature of work in police organizations. Accordingly, this study used secondary data from the 2021 survey on the work and life of female civil servants in the Jeju region conducted by the Jeju Women and Family Research Institute. Factors influencing work-life balance were selected as promotion factors, work factors, education and training factors, and work awareness factors by reviewing domestic and international previous studies. In addition, this study compared female police officers and married women police officers to identify factors affecting work-life balance. This study attempted to achieve the purpose of the study through descriptive statistics, correlation analysis, and hierarchical regression analysis using the SPSS 21.0 program. As a result of the study, work factors and promotion factors were found to be factors affecting the work-life balance of married women police officers, and only work factors were found to have an effect on the work-life balance of female police officers. Based on these research results, we would like to make policy recommendations regarding the work-life balance of police officers.

Analysis of the classification of signs of the right to work by civil servants in the conditions of the European integration of Ukraine

This article is devoted to analyzing the classification of signs of the right to work of civil servants. In modern society, the right to work for public servants is a key element in ensuring effective public service. The classification of the signs of this right is important for determining the duties and responsibilities of civil servants. In particular, this may include aspects such as professional qualifications, level of education, work experience, knowledge of legislation, and ethical standards. The specificity of the right to work for a civil servant is the existence of a valid contract that defines the terms of employment and the obligations of the parties. An important aspect is the ability to interact and cooperate with colleagues and senior managers, which contributes to building an effective work team.
 It is expedient to summarize that the classification of signs of the right to work of civil servants is a relevant topic of research, which allows a better understanding of the main aspects and requirements for the activity of this category of employees. The study of this issue can be useful for improving the system of management of civil servants and increasing the efficiency of public administration as a whole.
 The author analyzed the approaches of other scientists regarding the analysis of this or that aspect of the right to work of civil servants in the conditions of the European integration of Ukraine, as well as certain features or features of this legal phenomenon. Criticism of certain positions of scientists is provided, and the author’s own position is substantiated. The norms of current legislation (both constitutional and special) relating to the issue of the right to work of civil servants are given. The need to update and improve the current legislation in the specified area was emphasized.
 The author of the article concludes that his proposed system of classification of the signs of the right to work of civil servants allows for a more thorough investigation of this problem. The scientist has examined in detail the essence and meaning of each of the mentioned general and special features of the right to work of civil servants.

Restriction of the right of civil servants to perform other paid work: the experience of the CIS member states

The article provides a comparative analysis of the legal regulation of the right of civil servants to perform other paid work in the CIS member states. The general grounds for restricting the right to work of civil servants in the Russian Federation were researched, differentiation of approaches to restricting the right to perform other paid work by state civil servants, military personnel and persons undergoing other types of public service was exercised, and a number of gaps in the current regulation were also identified. The experience of the Republic of Azerbaijan, the Kyrgyz Republic, the Republic of Armenia, the Republic of Belarus, the Republic of Kazakhstan, the Republic of Moldova, the Republic of Tajikistan, the Republic of Uzbekistan and Turkmenistan was studied. Within the framework of the work, both trends common to all the states under consideration were highlighted – for example, the restriction of the right to perform other paid work for all civil servants, the existence of exceptions and conditions for the exercise of this right, and unique approaches that can be borrowed for the further development of legislation on the civil service of the Russian Federation. The article is characterized by a comprehensive and systematic study of the experience of regulation of the issue of performing other paid work by civil servants of the CIS member states, and its scientific novelty consists in identifying 2 basic models of restricting the right of civil servants to work (part-time) and classifying the approaches adopted in the states under consideration in accordance with the proposed models.

Employee discipline in the city of banjarmasin: case study of employee discipline in public service review at the north banjarmasin district office

Employee discipline is very important in ensuring that the public services provided run efficiently and effectively. Employee discipline is not only important for the internal operational effectiveness of an organization but also has a significant impact on the quality of public services provided to the community, especially public services in North Banjarmasin District, Banjarmasin City. The purpose of this study was to determine employee discipline in improving public services in North Banjarmasin District, Banjarmasin City. The research method uses a qualitative descriptive with a case study approach. Data collection techniques through observation, interviews, and documentation. The results of the study find (1) The discipline indicator for working time for civil servants is following the stipulated provisions, namely 37.5 hours in one week starting from Monday to Friday. (2) Disciplinary indicators for civil servant regulations are carried out under applicable procedures and all employees wear uniforms and attributes that have been determined. (3) Disciplinary indicators of civil servant work responsibilities in the use of tools and maintenance of equipment have been carried out properly, if damage occurs to the equipment, repairs are immediately carried out under established procedures

Current state and prospects of determining the judicial jurisdiction of labor disputes

The article analyzes the current state and offers prospects for determining the judicial jurisdiction of labor disputes. Since in practice the question arises as to which court should be addressed to resolve a labor dispute, since there are no specialized labor courts to date. After all, if citizens turn to a court that is not competent to consider a dispute, then the consequences will follow, such as a refusal to open a proceeding or an already opened proceeding is closed due to the fact that the dispute is not subject to consideration in the jurisdiction of this particular court. And that's why issues, in particular, with the determination of the jurisdiction of cases in the field of labor relations, are becoming important. It is noted that the issue of jurisdiction of disputes in the field of labor law has always been controversial in the judicial system. First of all, this is due to the fact that labor law includes not only relations arising from the employment contract, but also from imperative norms, such as the work of civil servants, prosecutors, judges, policemen, diplomats, etc. A conclusion was made regarding the need to regulate in labor legislation, taking into account the practice of the European Court of Human Rights and specialized (labor) courts of the European Union, the issue of judicial jurisdiction, providing for a legal norm that would establish clear criteria for determining and delimiting judicial jurisdiction during the resolution of disputes regarding protection of labor rights. Also, in the future, one of the directions of expanding the rights of employees to judicial protection in Ukraine should be the creation of specialized labor courts. Since, in comparison with courts of general jurisdiction, specialized labor courts provide participants with a number of advantages: qualified consideration of the case; the review procedure is devoid of many formalities inherent in the civil process; speed and cost-effectiveness of dispute resolution.

THE PROBLEM OF MOTIVATION IN CIVIL SERVANTS IN THE RUSSIAN FEDERATION

Currently, the civil service is receding into the background in the opinion of promising qualified personnel due to a large number of restrictions and low wages, in this regard, there is an outflow of employees from the civil service to the commercial sector, where wages are much higher. This problem requires a lot of attention, since it is the professionalism of the state apparatus staff that will determine the effectiveness of their activities, which will directly affect the socio-economic development of the state. The purpose of the study is to develop recommendations to improve the ways of motivating civil servants in Russia based on the analysis of the Russian motivation system and foreign experience in stimulating civil servants. Materials and methods. The work used analytical and expert methods, comparative legal analysis, generalization of Russian and foreign experience in stimulating the work of civil servants. Materials of legislative acts, scientific literature, and expert publications were used in the study of the incentive system. Study results. The article analyzes material and non-material methods of motivating civil servants, it examines the reform carried out in the Russian Federation in the field of monetary maintenance of civil servants. The salary structure of civil servants in foreign countries and in the Russian Federation is analyzed, the possibility of introducing a similar foreign system into the Russian public sector wage system is considered. Reforming the remuneration system is important in motivating civil servants; therefore, at the state level the work is underway to improve the salaries of civil servants. To date, the basis for reforming the monetary maintenance of civil servants is made by an increase in the fixed part in their salary structure, while financing the increase in the fixed part will be carried out at the expense of budgetary funds. In general, according to experts, this should revitalize the personnel in the civil service of the Russian Federation, which will increase the efficiency of public administration and stimulate the human resources potential in public authorities. Problems in the system of motivation of civil servants of the Russian Federation were also identified and mechanisms were developed to help solve them. Conclusions. The article proposes measures to improve the methods of motivating civil servants used in Russia, which can affect the quality and efficiency of their work, and the analysis of mutual influence of the proposed incentive methods will make the management process in a public authority more effective, this should lead to increased motivation and involvement of civil servants in order to retain them in public service.

Work Discipline of Civil Servants in Performance Governance According to Legislation in Luwu Raya

Objective: The purpose of this research is to analyse the Implementation of Civil Servant Work Discipline in Performance Management according to the prevailing laws and regulations in Luwu Raya and analyse what factors affect the work discipline of civil servants in performance management according to the prevailing laws and regulations in Luwu Raya. Theoretical framework: It defines work discipline, explains performance management principles, incorporates legal regulations, uses theoretical models, forms research questions, and identifies variables. It also considers contextual factors and shapes expectations regarding work discipline's impact on performance. Methodology: This research method uses an empirical legal approach, so that to obtain research data structured interviews are conducted with respondents in this case officials in the Luwu Raya government environment. Results and conclusion: The results of this study indicate that the results of research conducted by researchers, the findings in this study are discipline has a very significant influence on the performance of ASN in Luwu Raya. In general, the level of discipline of ASN in Luwu Raya is in the good category. This can be seen from the lack of violations committed by ASN in Luwu Raya, both minor and major violations. Thus ASN in Luwu Raya has carried out its duties well as regulated in No 94 of 2021 concerning the discipline of Civil Servants. Originality/value: As a recommendation, the Palopo city government must enforce discipline against ASN and make various efforts to improve discipline. The Palopo city government has strived for civil servants who must have a high attitude of discipline, good performance and attitudes and behaviour that are full of loyalty and obedience to the state.

Political bias in evidence for policymaking and the knowledge work of civil servants: the case of the ongoing digitalization of the Norwegian school

ABSTRACT This article engages in evidence-based policymaking by addressing (a) how civil servants endeavor to link evidence and policy and (b) examining how political bias influences this knowledge work in the ongoing digitalization of the Norwegian school. More specifically, it looks at the uncertainties civil servants encounter in their ambition to use evidence in policymaking relating to different definitions of knowledge, a lack of the desired knowledge, or incomplete or conflicting scientific findings. The study finds that evidence must meet high academic standards and be useful within a national context to be considered relevant. However, the political decision to digitalize the school, despite limited or conflicting evidence in support of this process, influences the definition of relevant evidence and hinders alternative perspectives and critical research from being heard.

Аспект збалансованості при реалізації принципу відкритості і прозорості інституту державної служби: питання «кіберсуверенізації»

The article is devoted to the definition of aspects of balance in the implementation of the principle of openness and transparency of the civil service institute, as well as consideration of this issue in the context of the challenges of the information society, in particular, in relation to "cyber-sovereignization". The principle of openness and transparency includes a number of aspects so that it is equally ensured both in the election and inter-election periods, at the stage of normative design, decision-making and its implementation. It is motivated by the fact that the crisis of political and legal reality, military actions, attacks on the electronic government system creates the need to determine the limits of openness and accessibility of the activities of public authorities. In the context of "cybersovereignization" it is stated that the idea of imposing sovereignty on the Internet, that is, the distribution and control of information resources within the territorial integrity of a state is often considered technically impossible, but recent studies have shown that specialized governments can change the routing and data flows according to national preferences if they want to have the political will and resources for it. It is indicated that when implementing the process of the principle of openness and transparency in the civil service institute, it is important to achieve a balance between ensuring citizens' access to information and preserving confidentiality and security. An important aspect is the establishment of clear procedures and standards for the processing and disclosure of information that take into account the regulatory framework and the specifics of the work of civil servants. At the same time, it is necessary to provide the public with access to key information about the institute's activities, including decision-making and execution of tasks, ensuring the openness of intellectual property, a high level of trust in state institutions and increasing the efficiency of their functioning. At the same time, it should be concluded that some information may be limited to review due to its confidential nature or may affect the security of the state, such cases require reasonable measures to restrict access to information. In general, balance in the implementation of the principle of openness and transparency in the civil service institute is a factor for ensuring the effectiveness of management and trust in the power structures.

The Evaluation Of The Performance Of Civil Servants In Kotagede District, Yogyakarta, In Providing Services Based On Human Resources

This study aims to determine evaluation related to work ability, motivation, quality and quantity of work of state civil servants in Kotagede District in providing services based on human resources. This study uses a qualitative method. The research informants were 5 people, the data sources consisted of primary and secondary data obtained from data collection techniques by observing and interviewing. The results of the study show that the application of ASN Performance Evaluation in improving the performance of the state civil apparatus in Kotagede District is quite good and systematic. This is supported by the cooperation of various parties. In addition, the implementation of the performance carried out in the Kotagede District has experienced a very significant increase, this is because the attention from the Kotagede District is quite extraordinary. One form of concern is by sending several state civil servants to attend training and technical guidance regarding SOPs and involve them in the preparation of SOPs.

THE IMPACT OF REMOTE WORKING ON THE EFFICIENCY OF CIVIL SERVANTS IN KAZAKHSTAN

The purpose of the study is to draw attention to issues related to the effectiveness of distance employment in public administration system in the Republic of Kazakhstan, during COVID-19 pandemic and at the present time. The approach to the organization of remote work of civil servants in Kazakhstan is becoming one of the important objects of public attention, as they have a great impact on quality of life and well-being of the population.The article examines administrative measures taken by the state in the context of the pandemic in order to create conditions for new flexible forms of employment in the public sector of Kazakhstan, and also presents the assessment of assess the effectiveness of the current state of remote work by civil servants.Methodology. The study is based on scientific papers on the topic of remote employment in the public sector, collected from international databases Scopus, Web of Science, Russian and Kazakh scientific journals, also based on statistical data, analysis of individual measures taken by the Government of the Republic of Kazakhstan and a sociological survey of civil servants.Originality / value of the research. The analysis allows us to conclude that Kazakhstan pays great attention to improving the efficiency of remote work in the public administration system. Results of the sociological survey show that, despite the positive impact of remote work on the physical and psychological state of civil servants, levels of digital literacy, digital security, material and technical equipment are insufficient and require improvements at the legislative level.Findings. Based on the data obtained, the authors propose a number of recommendations to improve the efficiency of distance employment in the public administration system of the Republic of Kazakhstan.

Civil servant tactics for realizing transition tasks understanding the microdynamics of transformative government

AbstractThe transition literature argues that governments have an essential role in facilitating societal transitions. The current paper aims to provide a theoretical and empirical understanding of this government role by analyzing the work of entrepreneurial civil servants. These civil servants try to execute transition tasks but are often resisted by their colleagues who invoke dominant traditions in Public Administration. This raises the question of how they deal with this resistance and manage to execute government transition tasks. We introduce a heuristic rounds‐model to understand the interplay between contestation and responses. Due to its subsequent rounds, the model shows ongoing tactical work navigating opposition and uncovers the tactics' temporariness and their capacity to backfire. We illustrate the value of the heuristic model by analyzing the clash between opposing rationalities and the change agents' continuous tactical adjustment in our case study on “Mobility as a Service” in the Netherlands.

Dampak Integritas dan Dukungan Organisasi Terhadap Kinerja Pegawai

The reform of civil servant bureaucracy today is expected to be able to produce good civil servant performance in supporting a good public service system to the community. The implementation of integrity as a moral value and honesty in carrying out the work of civil servants can support their performance and organizational support is expected to always be given to employees so that the ability to manage their performance can be achieved. The purpose of this research is to determine the influence of organizational integrity and support on employee performance at the Suka Mbayak Village Head Office located in Suka Mbayak Village, Karo Regency with a total of 37 employees. By using SPSS, the results of the study found the direction coefficient of multiple regression found a positive direction of integrity and organizational support for employee performance. The hypothetical results found a positive and significant influence of integrity on employee performance and a positive and significant influence of organizational support on employee performance. With the high integrity of employees and good organizational support for employees, it will directly or indirectly produce good performance as well.

PRACA ZDALNA I HYBRYDOWA JAKO WYZWANIE DLA ZARZĄDZANIA ZASOBAMI LUDZKIMI W POLSKIEJ SŁUŻBIE CYWILNEJ

The article explores the phenomenon of remote work and the risks connected with this mode of work as seen by the employee, employer, and society. This approach was adopted when presenting data related to remote work of civil servants in the years 20202022. The accompanying technological and legal barriers were also taken into account. It was revealed that so far the activities undertaken in the area of performing professional duties have been fairly reactive. Thus, it is vital that the aforementioned actions become more proactive so as to enable remote work or the hybrid mode of work to become a lasting component of the way organisations operate.

The Effect of Transformational Leadership and Good Government Governance on ASN Work Motivation and Its Impact on Government Performance of South Aceh District

This study aims to test the transformational leadership and good government governance effect on civil servant (ASN) work motivation and their impact on South Aceh District Government Performance with the research object of echelon III and IV officials/functional officials in 18 Government departments of South Aceh District. The population in this study amounted to 336 people. The sample selection technique used is a proportionate stratified random sampling technique, which takes samples when the population has members/elements that are not homogeneous and proportionally stratified—at the same time, determining the number of pieces in this study using the Slovin formula to obtain a sample of 183 people. Data was collected by distributing questionnaires which were measured using a Likert scale. Data were analyzed using SPSS, SEM-AMOS, and Sobel calculator. The result shows that transformational leadership, good government governance, ASN motivation, and South Aceh District Government Performance are good; Transformational leadership affects ASN motivation in the South Aceh District; Good government governance affects ASN motivation in South Aceh District; Transformational leadership affects South Aceh District Government Performance; Good government governance does not South Aceh District Government Performance; ASN motivation affects South Aceh District Government Performance; ASN motivation does not mediate the transformational leadership effect on government performance, and; ASN motivation does not mediate the good government governance effect on government performance. These findings explain that the model for increasing institutional performance in the South Aceh District is a function of strengthening transformational leadership and ASN motivation, while the good government governance variable can only have an impact on motivated ASN.

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

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

Penilaian Kinerja Pegawai Negeri Sipil pada Badan Kepegawaian Daerah Provinsi Bengkulu

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

Analysis Factors Affecting Employee Performance of BKD East Java When Work from Home

Covid-19 pandemic has had a tremendous impact on all aspects of people's lives around the world, including Indonesia. Therefore, the government issued a policy towards the civil servant work system to become Work from Home (WFH). Human resources in government agencies, especially in the Regional Civil Service Agency (BKD) of the East Java, are required to carry out their duties and obligations maximally so that performance increases, even though they do not work from the office. The sample of this research is 56 employees of BKD in East Java. The technique of collecting data through distributing questionnaires. The analysis tool used is Partial Least Square (PLS) analysis. This study concludes that the use of information technology has a significant effect on emotional intelligence, job stress, and employee performance. Emotional intelligence has a significant effect on employee performance. Meanwhile, job stress has no significant effect on employee performance.