ISSN 3026-0469
Sekolah Tinggi Ilmu Ekonomi Widya Wiwaha
PENGARUH KOMPENSASI DAN KOMITMEN ORGANISASI SERTA KEPEMIMPINAN TERHADAP KINERJA PEGAWAI BAPAS KELAS I YOGYAKARTA
Kinerja yang baik tidak terlepas dari beberapa faktor diantaranya adalah Kompensasi. Komitmen pegawai dipengaruhi oleh gaya kepemimpinan seorang pemimpin dalam suatu organisasi. Penelitian ini bertujuan untuk menguji dan menganalisis pengaruh Kompensasi, Kepemimpinan dan Komitmen Organisasi Tehadap Kinerja Pegawai Bapas Kelas I Yogyakarta baik secara parsial maupun simultan. Metode menggunakan kuesioner yang dilaksanakan di Bapas Kelas I Yogyakarta dengan populasi sebanyak 81 orang dan diambil sebagai sampel sebanyak 67 orang. Tehnik pengambilan sampel menggunakan tehnik simpel random sampling. Hasil penelitian menunjukan Kompensasi berpengaruh positif terhadap kinerja Pegawai Bapas Kelas I Yogyakarta.. Komitmen organisasi berpengaruh positif terhadap kinerja Bapas Kelas I Yogyakarta.. Kepemimpinan berpengaruh positif terhadap kinerja Pegawai Bapas Kelas I Yogyakarta. Kompensasi, kepemimpinan dan komitmen organisasi secara bersama- sama berpengaruh positif terhadap terhadap kinerja Pegawai Bapas Kelas I Yogyakarta. Hasil penelitian ini dengan analisis regresi diperoleh persamaan Y = 1,341 + 0,413X1 + 0,307X2 + 0,420X3. Hasil pengujian secara parsial simultan diperoleh hasil f-hitung (160,981) > f-tabel (2,75) sehingga terdapat pengaruh positif antara Kompensasi, Komitmen Organisasi dan Kepemimpinan secara simultan terhadap kinerja. Kompensasi, kepemimpinan dan komitmen organisasi berpengaruh positif terhadap terhadap kinerja Pegawai Bapas Kelas I Yogyakarta.
Copyright (c) 2024 Tri Handoyo, Syeh Assery https://creativecommons.org/licenses/by-sa/4.0
PENGARUH PENEMPATAN, TINGKAT PENDIDIKAN DAN MOTIVASI TERHADAP KINERJA PEGAWAI DI DISPARPORA KABUPATEN MAGELANG
Penelitian ini menggunakan pendekatan teknis analisis kuantitatif dengan jumlah sampel yang digunakan dalam penelitian ini yaitu 48 orang dan diuji dengan regresi linier berganda. Hasil penelitian ini menyatakan bahwa (1) terdapat pengaruh positif dan signifikan penempatan pegawai (X1) terhadap kinerja pegawai Disparpora Kab Magelang, dengan koefisien sebesar 0,126. Dari Uji t diperoleh bahwa thitung = 2,654 > ttabel = 2,01537 maka Ho ditolak dan Ha diterima, (2) terdapat pengaruh positif dan signifikan tingkat pendidikan (X2) terhadap kinerja pegawai Disparpora Kab Magelang, dengan koefisien sebesar 0,395. Dari uji t diperoleh bahwa thitung = 4,911 > ttabel = 2,01537 maka Ho ditolak dan Ha diterima, (3) terdapat pengaruh positif dan signifikan motivasi (X3) terhadap kinerja pegawai Disparpora Kab Magelang, dengan koefisien sebesar 0,406. Dari Uji t diperoleh bahwa thitung = 4,490 > ttabel = 2,01537, maka Ho ditolak dan Ha diterima. Dari pengujian juga diperoleh bahwa F hitung = 123,769> Ftabel = 2,81 maka H0 ditolak dan Ha diterima, sehingga dapat disimpulkan bahwa terdapat pengaruh yang signifikan secara simultan dari variabel penempatan pegawai (X1), tingkat pendidikan (X2), motivasi (X3), terhadap kinerja pegawai Disparpora Kab Magelang (Y).
Copyright (c) 2024 Tabita Widyawati, Muhammad Awal Satrio Nugroho https://creativecommons.org/licenses/by-sa/4.0
ANALISIS EFISIENSI EFEKTIFITAS DAN KEMANDIRIAN PENGELOLAAN KEUANGAN DAERAH STUDI KASUS DI PEMERINTAH KOTA MAGELANG
Penelitian ini bertujuan untuk menganalisis sejauh mana tingkat efisiensi, efektivitas dan kemandirian keuangan daerah Kota Magelang. Data yang digunakan adalah data Primer yaitu data Laporan Realiasi Anggaran Kota Magelang periode anggaran 2017-2022. Untuk menghitung tingkat efisiensi, efektivitas dan kemandirian keuangan daerah Kota Magelang teknik analisis yang digunakan adalah dengan menghitung Rasio Efisiensi, Rasio Efektivitas dan Rasio Kemandirian Keuangan Daerah serta faktor-faktor yang menghambat dan upaya yang di lakukan untuk meningkatkannya. Hasil yang didapat menunjukkan bahwa Secara keseluruhan, rata-rata nilai rasio efektivitas keuangan daerah Kota Magelang periode tahun 2017-2022 mencapai tingkat yang sangat efektif. Hal ini berarti pemerintah daerah Kota Magelang telah berhasil dalam merealisasikan Pendapatan Asli Daerah (PAD) dari target yang diperkirakan sebelumnya sehingga potensi PAD yang ada dapat dimaksimalkan oleh pemerintah daerah untuk menunjang pembangunan di Magelang. Sementara itu, tingkat efisiensi keuangan daerah Kota Magelang selama periode 2017-2022 rata-rata berada pada tingkat kurang efisien dan tidak efisien. Pola perkembangan tingkat kemandirian pengelolaan keuangan daerah di Kota Magelang selama tahun 2017-2022 cenderung meningkat, dari hasil analisis Kemandiran menunjukkan bahwa perhitungan dengan menggunakan formulasi tingkat kemandirian pengelolaan keuangan Kota Magelang tahun 2017 sampai 2021 rata-rata sebesar 42,12% per tahun. Upaya peningkatan rasio kemandirian pengelolaan keuangan daerah di Kota Magelang dengan penerapan dan penggunaan digitalisasi peta melalui one map policy, pemasangan Tapping box, dan penegakan law enforcement berupa denda pajak bagi wajib pajak yang menunggak.
Copyright (c) 2024 Rendi Yuliantoro, Priyastiwi https://creativecommons.org/licenses/by-sa/4.0
PENGARUH IKLIM ORGANISASI DAN GAYA KEPEMIMPINAN TERHADAP LOYALITAS KARYAWAN UNIVERSITAS PROKLAMASI 45 YOGYAKARTA DENGAN MOTIVASI KERJA SEBAGAI VARIABEL INTERVENING
Berdasarkan hasil analisis dengan menggunakan aplikasi SmartPLS diperoleh hasil: (1) Hasil analisis model struktural menunjukan pengaruh iklim organisasi pada motivasi kerja tidak signifikan (tstat = 0.443, p-value = 0,658). (2) Hasil analisis model struktural menunjukan pengaruh iklim organisasi pada loyalitas tidak signifikan (tstat = 1.325, p-value = 0,186). (3) Hasil analisis model struktural menunjukan pengaruh gaya kepemimpinan pada motivasi kerja tidak signifikan (tstat = 1.322, p-value = 0,187). (4) Hasil analisis model struktural menunjukan pengaruh gaya kepemimpinan pada loyalitas tidak signifikan (tstat = 0.071, p-value = 0,934). (5) Hasil analisis model struktural menunjukan pengaruh motivasi pada loyalitas signifikan (tstat = 10.353, p-value = 0). (6) Hasil analisis model struktural menunjukan motivasi kerja tidak memediasi pengaruh iklim organisasi pada loyalitas karyawan (tstat = 0.441, p-value = 0,659). (7) Hasil analisis model struktural menunjukan motivasi kerja tidak memediasi pengaruh gaya kepemimpinan terhadap loyalitas karyawan (tstat = 1,306, p-value = 0,192).
Copyright (c) 2024 Putri Rizki Amalia, Uswatun Chasanah https://creativecommons.org/licenses/by-sa/4.0
UPAYA PENINGKATAN CAPAIAN KINERJA FISIK PEMERINTAH KABUPAEN MAGELANG TAHUN 2020
This research was carried out in the Development Administration Section of the Regional Secretariat of Magelang Regency by taking the object of the physical realization of the Magelang Regency Government which was supervised by 60 Regional Apparatus and Sections. This study aims to determine the physical achievements of the Magelang Regency Government that have not been optimal and find solutions to solve them. This study uses a qualitative descriptive method with the analyzed data consisting of primary data in the form of answers to observations and interviews and secondary data in the form of the Strategic Plan for Development Administration of the Regional Secretariat of Magelang Regency. The results of this study can be seen the causes of the non-optimal physical achievements of the Magelang Regency Government in 2020th, namely human resources in making a planning system for activities and inadequate infrastructure, changes in regulations, and external factors from the Regional Apparatus Work Unit such as failed auctions. To improve the physical achievements of the Magelang Regency Government in 2020th, it is necessary to increase the capacity of human resources, improve facilities and infrastructure, make policies that support the process of accelerating activities, supervise SKPD with low physical performance, and SKPD to carry out internal control and routine coordination. with related parties
Efforts to Improve Physical Performance Achievement of the Magelang Regency Government
Copyright (c) 2024 Joko Wahyudi, Nur Widiastuti https://creativecommons.org/licenses/by-sa/4.0
EVALUASI KETIDAKSESUAIAN PENEMPATAN PEGAWAI DALAM JABATAN STRUKTURAL PADA KANTOR WILAYAH KEMENTERIAN HUKUM DAN HAK ASASI MANUSIA DAERAH ISTIMEWA YOGYAKARTA
This study was conducted to evaluate the discrepancy in the placement of employees in structural positions as well as to provide solutions to the factors causing the gap in the placement of structural positions. The main problems that are used as the focus of this research are: (1) The factors causing the incompatibility of structural position placement in the Regional Office of the Ministry of Law and Human Rights of the Special Region of Yogyakarta. (2) Knowing how to deal with inconsistencies in the placement of structural positions in the Regional Office of the Ministry of Law and Human Rights of the Special Region of Yogyakarta. The research method is descriptive-qualitative. Data was collected by means of observation, interviews, and documentation. The informen in this study were 10 (ten) structural echelon IV officials at the Regional Office of the Ministry of Law and Human Rights, Yogyakarta Special Region. Data analysis used qualitative analysis with reference to interview results and relevant secondary data support by mentioning the original source. The results showed that the implementation of the placement of employees in structural positions has not gone well. It can be seen that there are still positions that have not carried out education and training. The Regional Office of the Ministry of Law and Human Rights of the Special Region of Yogyakarta must prepare cadres or candidates for structural officials as an effort so that later there will be no gaps / incompatibility of positions.
Copyright (c) 2024 Jatu Rahmawati, Dwi Novitasari https://creativecommons.org/licenses/by-sa/4.0
ANALISIS INVESTASI PENGADAAN ALAT GAMMA CAMERA DI RUMAH SAKIT UMUM PUSAT Dr. SARDJITO YOGYAKARTA
Penelitian ini bertujuan untuk menganalisis kelayakan investasi alat gamma camera dari aspek finansial dan regulasi pemerintah. Metode penelitian yang digunakan yaitu pendekatan deskripftif kuantitatif dengan studi kasus menganalisis dari aspek finansial dan regulasi pemerintah yang ada. Menganalisis kelayakan investasi dengan menggunakan perhitungan atas Net Present Value (NPV), Internal Rate of Return (IRR) dan Payback Period (PP). Dan menganalisa dari aspek regulasi yaitu Peraturan Menteri Kesehatan Nomor 008/MENKES/SK/I/2009 tentang standarisasi pelayanan Kedokteran Nuklir. Hasil penelitian menunjukan bahwa investasi alat gamma camera layak untuk dilaksanakan dengan dasar perhitungan NPV sebesar Rp. 97.343.583.882,-, positif : NPV > 0, IRR hasil PV keuntungan dengan faktor diskonto 8% diperoleh total PV sebesar Rp. 97.343.583.882,-, Payback Period (PP) pengembalian modal terjadi di tahun ke 6 dari umur ekonomis alat gamma camera yaitu 10 tahun. Berdasarkan analisa regulasi pemerintah dan hasil audit Inspektorat Jenderal Kementerian RI, rumah sakit wajib melakukan standarisasi pelayanan Kedokteran Nuklir dengan melakukan evaluasi kebutuhan alat gamma camera secara menyeluruh. Dan membentuk tim teknis dalam melakukan analisis pengadaan alat gamma camera. This study aims to analyze the feasibility of investing in gamma camera tools from financial and government regulatory aspects. The research method used is quantitative descriptive approach with case studies analyzing the financial aspects and existing government regulations. Analyze investment feasibility by using calculations of Net Present Value (NPV), Internal Rate of Return (IRR) and Payback Period (PP). And analyze the regulatory aspects of the Minister of Health Regulation No. 008 / MENKES / SK / I / 2009 about the standardization of Nuclear Medicine services. The results showed that the investment in gamma camera equipment was feasible to be carried out on the basis of an NPV calculation of Rp. 97,343,583,882, - positive: NPV> 0, IRR yield of PV gains with a factor of 8% discount obtained total PV of Rp. 97,343,583,882, Payback Period (PP) The return of capital occurs in the 6th year of the economic age of a gamma camera device that is 10 years. Based on an analysis of government regulations and the results of the Inspectorate General's audit of the Ministry of Health RI, hospitals are required to standardize Nuclear Medicine services by evaluating the overall need for gamma camera devices. And formed a technical team in analyzing the procurement of gamma camera equipment.
the Inspectorate General's audit of the Ministry of Health RI
Copyright (c) 2024 Heru Satria Gama, Wahyu Purwanto, Prafidhya Dwi Yulianto https://creativecommons.org/licenses/by-sa/4.0
PENINGKATAN NETRALITAS PEJABAT BIROKRASI ASN (APARATUR SIPIL NEGARA) DI KABUPATEN MAGELANG
This study aims to see officials in Magelang Regency carry out Bureaucratic Neutrality Improvement by using qualitative research types. Research is carried out on community leaders, DPRD members, ASN, and officials in the Magelang Regency government environment. This study resulted in several findings why ASN is not neutral and does not comply with existing laws or regulations, several violations and efforts to increase ASN Neutrality so that this research can be a reference, useful and beneficial for future researchers and for the Magelang Regency government. From some of these findings it can be concluded that political officials who are elected in the elections directly become regional heads of regents and deputy regents, there has been a fundamental and phenomenal change in the regional government system in Indonesia which is marked by the rolling of the regional head election mechanism (Pilkada). direct since 2005. This direct election is a mandate from reform. The public's demand to carry out direct elections is due to the fact that the election of regional heads through representatives was previously considered undemocratic because only dozens of DPRD members were elected. Actually the election of a regional head in a direct election will get influential leadership because it is elected by the people directly, only this is not as expected because what happens is that the elected regional head or regent in Magelang Regency is carried by Paruai which is expected because what happened was elected being a regional head or regent in Magelang Regency is carried out by a political party so that the tendency to be neutral is felt to be lacking because with his power as the regent's supervisory officer, he has the power to choose, appoint and dismiss bureaucratic officials who are disloyal and oppose the policies that have been declared by the regent.
Copyright (c) 2024 Endro Yuwono, Meidi Syaflan https://creativecommons.org/licenses/by-sa/4.0
ANALISIS KINERJA PEGAWAI BALAI KONSERVASI BOROBUDUR
The success of an organization cannot be separated from the quality of an employee's performance. Government Regulation No. 30 of 2019 concerning Civil Servant Performance Assessment states that government employees are required to achieve Employee Performance Targets (SKP). Government employees performance assessment aims to ensure the objectivity of government employees coaching which is based on an achievement system and a career system. The purpose of this study was to analyze the performance of the staff of the Borobudur Conservation Office. This study used a qualitative descriptive approach, comparative qualitative and qualitative formulative. The research was conducted at the Borobudur Conservation Office in March 2021. Data was collected through in-depth interviews and documentation studies. Data analysis method used in this research was inductive using phenomenological procedures. The performance of Borobudur Conservation Office employees is still not good due to a lack of human resources, poor management of human resources, leadership factors, lack of coordination, lack of trust among employees, delays in carrying out tasks, and lack of integrity or awareness of duties.
Copyright (c) 2024 Dwi Wahyanto, Suci Utami Wikaningtyas https://creativecommons.org/licenses/by-sa/4.0
OPTIMALISASI KINERJA PERANGKAT DESA DI DESA SEBORO KECAMATAN SADANG KABUPATEN KEBUMEN
Pemerintah Desa adalah Aparatur Pemerintah Desa, yang terdiri dari Kepala Desa dengan dibantu oleh sekertaris desa, Badan Pemerintah Desa, Pelaksana Teknis Desa. Sumber daya manusia seperti Kepala Desa, Sekertaris desa, perangkat desa lainnya merupakan komponen yang sangat esensial dalam mewujudkan tujuan pemerintah daerah. (Subadri, 2018: 15). Kepala Desa berkedudukan sebagai Kepala Pemerintah Desa yang memimpin penyelenggaraan Pemerintahan Desa. Kepala Desa bertugas menyelenggarakan Pemerintahan Desa, melaksanakan pembangunan, pembinaan kemasyarakatan, dan pemberdayaan masyarakat. Kinerja Perangkat Desa dan kinerja organisasi memiliki keterkaitan yang sangat erat. Tercapainya tujuan organisasi tidak bisa dilepaskan dari sumber daya yang dimiliki oleh organisasi yang digerakkan atau dijalankan Perangkat Desa yang berperan aktif sebagai pelaku dalam upaya mencapai tujuan organisasi tersebut. Dwiyanto (2006:50-51), menjelaskan beberapa indikator yang digunakan untuk mengukur kinerja birokrasi publik. Penelitian ini merupakan jenis penelitian deskriptif kualitatif. Penelitian deskriptif kualitatif dirancang untuk mengumpulkan informasi tentang keadaan-keadaan nyata sekarang yang sementara berlangsung. Informan adalah orang yang bisa memberi informasi tentang situasi dan kondisi latar penelitian (Moeleong, 2009 : 90) Informasi ini dibutuhkan untuk mengetahui kondisi yang sesungguhnya dari sumber yang sebenarnya bertujuan untuk mengetahui kinerja Perangkat Desa di desa Seboro kecamatan Sadang Kabupaten Kebumen. Data penelitian dikumpulkan baik lewat instrumen pengumpulan data, observasi, wawancara, dokumen pribadi dan resmi, foto, rekaman, gambar, dan percakapan informal semua merupakan sumber data kualitatif. Sumber yang paling umum digunakan adalah observasi, wawancara, dan dokumen (Emzir, 2011;45). Perangkat Desa Seboro dalam melaksanakan kinerjanya bertujuan untuk membentuk penglihatan secara sistematis, faktual dan akurat mengenai fakta- fakta dan sifat-sifat populasi atau daerah tertentu tentang kinerja aparat pemerintah desa dalam rangka otonomi desa. Kinerja Perangkat Desa terutama dalam kedisiplinan waktu kerja belum optimal. Hal ini dapat dilihat dari Parangkat Desa yang sering terlambat untuk datang ke kantor desa. Semangat kerja yang dimiliki Parangkat Desa dan dalam menyelesaikan tugas kuang cukup baik. Penyelesaian tugas yang dikerjakan secara mandiri akan kurang baik, kurang mudah dan lamban dalam menyelesaikan sesuai dengan waktu yang telah ditentukan. Keadaan tersebut menjadikan suasana yang kurang nyaman dalam bekerja serta kurang menumbuhkan semangat kerja yang baik bagi seluruh Parangkat Desa Seboro Kecamatan sadang Kabupaten Kebumen. Kepemimpinan, pendidikan dan pengalaman kerja perangkat desa menjadi pendukung terhadap kinerja perangkat desa. Kepemimpinan Kepala Desa sangat menentukan terhadap kinerja perangkat desa. Kepemimpinan mempunyai hubungan yang cukup kuat dengan kinerja perangkat desa, dapat diartikan bahwa secara garis besar serta kenyataannya bahwa kepemimpinan juga menentukan baik buruknya kinerja perangkat desa. Pendidikan perangkat desa sangat mementukan serta mempengaruhi terhadap kinerja Perangkat Desa di Desa Seboro Kecamatan Sadang Kabupaten Kebumen.
Copyright (c) 2024 Bilaludin, Muhammad Mathori https://creativecommons.org/licenses/by-sa/4.0
PENINGKATAN KEDISIPLINAN MASYARAKAT DALAM BERLALU LINTAS PADA MASA PANDEMI COVID-19 DI WILAYAH HUKUM POLRES MAGELANG
Traffic violations committed by motorists while on the road show no traffic discipline. This can cause accidents that are detrimental to motorists on vehicles or goods owned by violators or victims, resulting in serious injury and even death to violators or other road users who are victims of accidents, so research is needed with the aim of identifying the factors that cause low levels of discipline. the community in traffic during the covid 19 pandemic in the Magelang Police jurisdiction, to evaluate these factors causing the low level of community discipline in traffic during the covid 19 pandemic in the Magelang Police jurisdiction, and to formulate efforts to increase community discipline in traffic during the Covid-19 Pandemic in the Magelang Police Legal Area. This research uses qualitative research. The research subjects in this study were 3 members of the National Police at the Magelang Police, while the object of the research was increasing community discipline in traffic during the Covid-19 Pandemic in the Magelang Police Legal Area. In this study using qualitative methods, then using non-statistical data, with the Miles and Huberman method. As a result, the factors that caused the low level of community discipline in traffic during the COVID-19 pandemic in the jurisdiction of the Magelang Police were human factors, psychological factors, vehicle factors, and road environmental factors. Therefore, community discipline in traffic during the Covid-19 Pandemic in the Magelang Police Legal Area continues to be improved with various efforts such as (1) Pre-emptive actions with Traffic education activities (DIKMAS then), Troops Holds Troops and Safety Driving; (2) Preventive actions with Health Protocol Education activities and Distributing Free Masks, Temple Sympathetic Operations and Temple Obedience Operations; (3) Repressive measures to reduce the violation, the Magelang Police carried out several law enforcement actions, including verbal warnings, ticketing and the Gemas Gemilang E-reprimand application. The causes of community discipline in traffic during the Covid-19 Pandemic in the Magelang Police Legal Area still need to be improved due to lack of understanding of traffic regulations, readiness of self and vehicles used, responsibility for the safety of self and others, prudence and vigilance, the space for activities is limited due to the Covid 19 pandemic, temple-compliant operations which should also be able to overcome violations of the Traffic and Road Transport Law, efforts made to increase community discipline in traffic during the Covid-19 Pandemic in the Magelang Police Legal Area by education and socialization, intensifying the implementation of the Temple Obedient Operation but still complying with health protocols, there is a need for creativity in the use of technology, for example social media.
Copyright (c) 2024 Agris Ruseno, Jazuli Akhmad https://creativecommons.org/licenses/by-sa/4.0
ANALISIS RISIKO KESEHATAN DAN KOMPENSASI PETUGAS KEBERSIHAN DAN PERSAMPAHAN DI KELURAHAN GELANGAN KOTA MAGELANG
Penelitian ini bertujuan untuk menganalisis risiko kesehatan dan kompensasi petugas kebersihan dan persampahan di Kelurahan Gelangan Kota Magelang. Penelitian bulan Januari 2022. Jenis penelitian deskriptif kualitatif. Teknik pengumpulan data wawancara. Analisis Interactive Model Miles & Huberman. Hasil penelitian menunjukkan bahwa: 1) Risiko yang dihadapi petugas kebersihan dan persampahan di Kelurahan Gelangan Kota Magelang yaitu: kesehatan pernafasan seperti paru-paru, pencernaan seperti sakit perut dan penyakit kulit seperti gatal-gatal, kecelakaan kerja seperti terkena paku yang dapat menyebabkan tetanus dan pecahan kaca, mobil sampah mogok, dan sanksi dari masyarakat akibat tertundanya pengambilan sampah. 2) Upaya yang dilakukan untuk meminimalisasi risiko yang dihadapi petugas kebersihan dan persampahan di Kelurahan Gelangan Kota Magelang yaitu: menggunakan perlengkapan kerja dengan benar, ikut serta dalam asuransi BPJS, Memastikan bahwa mobil sampah dapat beroperasi dengan baik dan Mengangkut sampah sesuai dengan jadwal. 3) Kompensasi yang diterima petugas kebersihan dan persampahan di Kelurahan Gelangan Kota Magelang: belum sesuai dengan UMK karena terbatasnya anggaran yang ada, belum memenuhi syarat jam kerja, cakupan wilayah yang kecil dan partisipasi masyarakat masih rendah. 4) Upaya untuk Meningkatkan Kompensasi Petugas Kebersihan dan Persampahan di Kelurahan Gelangan Kota Magelang yaitu: mengusulkan anggaran melalui aspirasi rakyat kepada DPRD Kota Magelang, menentukan jam kerja sesuai aturan UMK, memperluas wilayah pengangkutan dan meningkatkan partisipasi masyarakat untuk peduli kepada petugas kebersihan dan persampahan. This study aims to analyze the health and compensation of janitors and waste in the Kelurahan Gelangan, Magelang City. Research in January 2022. This type of research is descriptive qualitative. Interview data collection techniques. Miles & Huberman Interactive Model Analysis. The results showed that: 1) The risks faced by janitors in the Village of Gelangan, Magelang City, namely: respiratory health such as lungs, digestion such as stomach pain and skin diseases such as itching, work accidents such as being hit by nails that can cause tetanus and glass, garbage cars broke down, and sanctions from the community due to garbage collection. 2) Efforts are being made to minimize the risks faced by janitors and waste in the Magelang City Village, namely: using work equipment properly, participating in BPJS insurance, that the garbage car can operate properly and transporting garbage according to schedule. 3) Compensation received by janitors and garbage in the village of Gelangan, Magelang City: not in accordance with the UMK due to the limited budget, not fulfilling work requirements, small area coverage and low community participation. 4) Efforts to increase the Compensation of Cleaning and Garbage Officers in the Gelangan Village, Magelang City, namely: proposing people's aspirations to the Magelang City DPRD, determining working hours according to the UMK rules, expanding the area and increasing community participation in caring for cleaners and waste.
Copyright (c) 2024 Witnaningsih, Muhammad Mathori https://creativecommons.org/licenses/by-sa/4.0
UPAYA PENINGKATAN KINERJA PETUGAS PELAYANAN PUBLIK DI KECAMATAN KRANGGAN KABUPATEN TEMANGGUNG
Penelitian ini bertujuan untuk meningkatkan kinerja petugas pelayanan di Kecamatan Kranggan Kabupaten Temanggung. Penelitian dilakukan bulan Januari 2022. Jenis penelitian deskriptif kualitatif. Teknik pengumpulan data wawancara. Teknik analisis data Interactive Model of Analysis. Hasil penelitian menunjukkan bahwa: 1) Pelayanan yang diinginkan masyarakat yang bisa diterapkan di Kantor Kecamatan Kranggan Kabupaten Temanggung yaitu: a) Mengharapkan kemudahan pelayanan kepada masyarakat dalam persyaratan. b) Ruangan pendingin (AC) agar masyarakat sebagai pengguna layanan merasa nyaman. c) Syarat atau prosedur pelayanan yang tersedia di ruang tunggu. 2. Kinerja petugas pelayanan di Kantor Kecamatan Kranggan Kabupaten Temanggung belum mencapai di angka ideal disebabkan beberapa faktor: a) Jumlah petugas pelayanan masih kurang sehingga terkadang masyarakat harus menunggu lama. b) Kompetensi petugas pelayanan terhadap tekonologi informasi (TI) masih rendah. c) Persyaratan yang banyak membuat masyarakat enggan mengurus persyaratan. d) Waktu pelayanan yang lama. e) Perilaku petugas yang kurang ramah. 3) Upaya untuk meningkatkan kinerja petugas pelayanan di Kantor Kecamatan Kranggan Kabupaten Temanggung: a) Menambah jumlah petugas pelayanan dengan mengusulkan kepada Bupati melalui BKPSDM untuk formasi tahun yang akan datang. b) Mengikutsertakan petugas pelayanan dengan pendidikan dan latihan untuk meningkatkan sumber daya manusia terintegrasi dengan system teknologi informasi. c) Memangkas persyaratan yang tidak diperlukan sehingga tidak terlalu banyak dokumen yang diperlukan. d) Mempercepat waktu pelayanan dengan adanya penggunaan aplikasi sehingga dapat menghemat waktu dan biaya. e) Melakukan pembinaan secara intensif kepada petugas agar memberikan pelayanan prima. This study aims to improve the performance of service officers in Kranggan District, Temanggung Regency. The research was conducted in January 2022. This type of research is descriptive qualitative. Interview data collection techniques. Data analysis techniques Interactive Model of Analysis. The results of the study show that: 1) The services desired by the community that can be applied at the Kranggan District Office, Temanggung Regency, namely: a) Expecting ease of service to the community in terms of requirements. b) Cooling room (AC) so that the public as service users feel comfortable. c) Terms or service procedures available in the waiting room. 2. The performance of service officers at the Kranggan District Office, Temanggung Regency has not reached the ideal number due to several factors: a) The number of service officers is still lacking so sometimes people have to wait a long time. b) The competence of service officers towards information technology (IT) is still low. c) Many requirements make people reluctant to take care of the requirements. d) Long service time. e) Unfriendly staff behavior. 3) Efforts to improve the performance of service officers at the Kranggan District Office, Temanggung Regency: a) Increase the number of service officers by proposing to the Regent through the BKPSDM for the formation of the coming year. b) Involving service officers with education and training to improve human resources integrated with information technology systems. c) Trimming unnecessary requirements so that not too many documents are needed. d) Speeding up service time with the use of applications so as to save time and costs. e) Conduct intensive coaching to officers in order to provide excellent service.
Copyright (c) 2024 Tety Nurliyanti, Muhammad Awal Satrio Nugroho https://creativecommons.org/licenses/by-sa/4.0
PENINGKATAN PROFESIONALITAS KINERJA APARATUR SIPIL NEGARA (ASN) DI BADAN KEPEGAWAIAN PENDIDIKAN DAN PELATIHAN KOTA MAGELANG
ASN professionalism index is one way to approach the quality of ASN by using a composite index of several independent output indicators. In the preliminary study found problems related to the professionalism of the performance of ASN in the Education and Training Personnel Agency of Magelang City. to identify obstacles in increasing the professionalism of the performance of the State Civil Apparatus (ASN) in the Education and Training Personnel Board of Magelang City. This research is a qualitative research. The subjects in this study were 3 resource persons and the object of research was the professionalism of the performance of the State Civil Apparatus (ASN) in the Education and Training Personnel Agency of Magelang City. This study uses a qualitative analysis approach by describing, through interviews, observations, documentation and literature studies, with analysis using the concepts given by Miles and Huberman. The results of this study are the professionalism of the performance of the State Civil Apparatus (ASN) in the Education and Training Personnel Agency of Magelang City in fact assessed from several dimensions, namely qualifications, competence, performance and discipline. The results of the professional assessment of 38 ASN in the Education and Training Personnel Board of Magelang City still need to continue to make efforts to improve the professionalism of ASN, because the average ASN score is still very low, namely 53.42. Obstacles in improving the professionalism of the performance of the State Civil Apparatus (ASN) at the Education and Training Personnel Board of Magelang City are because the ASN positions are not entirely based on qualifications, competence and performance, the evaluation of staffing services has not been optimal, staff services have not fully utilized the development of information technology, lack of facilities and infrastructure. Infrastructure, lack of employee discipline, lack of ASN understanding of the provisions for preparing employee work targets. Efforts to improve the professionalism of the performance of the State Civil Apparatus (ASN) in the Education and Training Personnel Agency of Magelang City are (1) organizing and sending employees for learning tasks, training, socialization, technical guidance and the like as well as granting study permits; (2) Evaluation of the running of staffing services, (3) Improvement of facilities and infrastructure to support staffing services, (4) Implementation of reward and punishment system; and (5) Improved understanding of ASN regarding the renewal of personnel regulations.
Copyright (c) 2024 Sri Murdiati, Nur Widiastuti https://creativecommons.org/licenses/by-sa/4.0
ANALISIS KEBUTUHAN STAF PENDUKUNG TEKNOLOGI INFORMASI DI KELURAHAN - KELURAHAN YANG ADA DI KECAMATAN TEMANGGUNG KABUPATEN TEMANGGUNG
Kecanggihan teknologi informasi harus diimbangi dengan tersedianya sumber daya manusia dengan kualitas yang cukup memadai agar produktifitas dan kinerja yang pada akhirnya sangat mendukung kinerja suatu organisasi. Pemanfaatan teknologi infomasi diukur berdasarkan kebutuhan, dan ketergantungan pemakai terhadap sistem informasi yang ada dan harus ada untuk melaksanakan tugas dan meningkatkan kinerjanya. Peraturan Presiden RI Nomor 95 Tahun 2018 tentang Sistem Pemerintahan Berbasis Elektronik (SPBE), SPBE ditujukan untuk untuk mewujudkan tata kelola pemerintahan yang bersih, efektif, transparan, dan akuntabel serta pelayanan publik yang berkualitas dan terpercaya kepada masyarakat yang efektif dan efisien. Untuk mencapai kinerja andal dan baik, dibutuhkan adanya integritas, profesional, netral dan bebas dari tekanan apapun serta bersih dari adanya Korupsi, Kolusi, dan Nepotisme. Tersedianya sumber daya manusia di kelurahan sangat berpengaruh pada kinerja kelurahan, sedangkan pada saat ini, sumber daya manusia khususnya Aparatur Sipil Negara (ASN) yang ada di kelurahan sangat terbatas baik dalam jumlah atau kuantitas maupun secara kualitas. ASN di kelurahan tidak banyak, hanya sekitar 10 orang dari 103 orang yang bisa menguasai atau mahir komputer, yang bisa mengoperasikan komputer 89 orang dan yang tidak bisa sama sekali sebanyak 4 orang, sedangkan pada saat reformasi birokrasi sekarang ini membutuhkan staf pendukung yang menguasai teknologi informasi. Penelitian ini adalah penelitian deskriptif, dengan lebih banyak bersifat uraian dari hasil wawancara mendalam dan studi dokumentasi serta bertujuan untuk mengetahui bagaimana kebutuhan dan pengaruh staf pendukung informasi teknologi di Kelurahan-Kelurahan di Kecamatan Temanggung berkaitan dengan efektifitas kerja organisasi Kelurahan. Sophisticated technology should be in line with the sufficient quality of human resources provided to support the performance and productivity of an organization. The utilization of information technology could be measured by the user's need and dependency on the information technology used to accomplish the task and improve the performance. The Presidential Regulation No. 95 of 2018 about The Electronic Based Government System (“SPBE”) is aimed to provide clean, effective, transparent, and accountable government administration, and also establish effective, efficient, qualified, and reliable public services. To assign reliable and good performance of public services, integrity, professionalism, independence, and an attitude against corruption, collusion, and nepotism are highly needed. The provided human resource at the urban village (Kelurahan) level is significant to the performance of the urban village government. However, nowadays, the provided human resource, especially the civil servant (Aparatur Sipil Negara) in the urban village government is very limited, either in quantity or quality. Among the 103 civil servants at the urban village level, only 10 people master the computer skill, 89 can use a computer, and 4 are unable to use a computer. Meanwhile, the bureaucracy reformation requires supporting staff who excel in information technology. It was a descriptive study that mostly contained the elaboration of the in-depth interview and documentation study which is aimed to find out the need and significance of information technology support staff in urban villages around Temanggung for the urban village government’s work efficiency.
Copyright (c) 2024 Siti Arifah, Priyastiwi https://creativecommons.org/licenses/by-sa/4.0
EVALUASI PERAN PROFESI DAN PENGAMANAN (PROPAM) DALAM MENINGKATKAN KEDISIPLINAN PERSONIL POLRES MAGELANG
The purpose of this study is to identify the role of Propam in improving the discipline of Magelang Police personnel who are not in accordance with the rules, as well as to formulate efforts to increase the role of Propam in improving the discipline of Magelang Police personnel. This research is a qualitative research, the informants in this study are 1 Waka Polres Magelang, 2 Propam personnel and 2 members of the Police Polres Magelang. The object of the research is to evaluate the role of Propam in improving the discipline of Magelang Police personnel. In processing and analyzing the data, the writer uses an interactive data model as proposed by Miles and Huberman. The result is that Propam's role in improving the discipline of Magelang Police personnel is not in accordance with the leadership's policy, with Propam personnel still not mastering their roles and functions as Propam members, limited number of Propam personnel, not all Propam personnel have vocational skills in Provos or Paminal, other factors that influence the occurrence Violations by members of the National Police are family environment, work environment, social environment, economic and character demands, lack of supervision from the unit, lack of awareness of the duties and responsibilities they carry and unfavorable environmental influences/places that should not be visited. Efforts to further increase the role of Propam in improving the discipline of Magelang Police personnel are by strengthening leadership direction activities and spiritual guidance, strengthening supervision attached to each member's activities, increasing the presence of the Propam function in activities and places prone to violations, strengthening understanding and mastery of SOPs for carrying out duties, strengthening the role of leaders and first line supervisors, taking firm action against any violations that harm the image of the Police, giving rewards to members who excel and analyzing policies for personnel who have personnel records, carrying out Operations for Enforcement of Order and Discipline for members of the Magelang Police with the goal of completeness of attributes in the use of clothing. Police service/PNS, completeness of personal data, attitude and appearance, Senpi, and early detection of drug smugglers involving members of Polri/PNS Polri in the jurisdiction of Polres Magelang.
Copyright (c) 2024 Risyanto, Jazuli Akhmad https://creativecommons.org/licenses/by-sa/4.0
ANALISIS KINERJA PEGAWAI PADA SUB UNIT PEMUNGUT RETRIBUSI PASAR SAYUR / BARU BANJARNEGARA
Kinerja pegawai pasar sayur / baru Banjarnegara dapat berjalan dengan benar dan sesuai dengan harapan apabila di dalamnya terdapat sumber daya manusia yang memiliki satu tujuan yang sama. Untuk itu setiap instansi yang bersangkutan perlu memperhatikan dan mengatur keberadaan karyawan sebagai usaha meningkatkan kinerja yang baik. Jadi kinerja pegawai adalah hal yang paling penting bagi suatu bisnis dalam meningkatkan mutunya serta dari pihak tenaga pasar sayur / baru Banjarnegara. Penelitian ini akan dilakukan di Pasar sayur / baru Banjarnegara. Peneliti melakukan pra penelitian dengan melakukan interview dan mengambil beberapa data yang dibutuhkan sebagai penguat latar belakang, interview dilakukan dengan pimpinan Pasar sayur / baru Banjarnegara dan beberapa pegawai. Suatu Pasar sayur / baru Banjarnegara membutuhkan suatu sinergi agar bisa menjalankan roda perekonomian ke depannya. Metode penelitian ini adalah Kualitatif. Teknis analisis data dalam penelitian ini adalah teknik diskriptif dengan membuat tiga jalur, yaitu: Reduksi Data, Penyajian data, Penarikan kesimpulan. Berdasarkan hasil wawancara yang dilakukan oleh ke lima informan yang bekerja di pasar sayur / baru Banjarnegara, maka ditarik beberapa kesimpulan yang dihasilkan dari proses wawancara, yaitu: Kualitas, Penempatan kerja di pasar sayur / baru Banjarngara tidak sesuai prosedur yang berlaku karena kualifikasi pendidikan yang tidak sesuai dengan tupoksi. Solusi dari permasalahan ini adalah melakukan pelatihan khusus sehingga kualitas tupoksi bisa tercapai. Kuantitas, Pencapaian target yang dibebankan PEMDA tidak tercapai. Solusi, Perlu adanya Kebijakan dari pemda mengenai retribusi pasar. Ketepatan Waktu, Kehadiran dan kedisiplinan sangatlah kurang. Solusi dengan Memanggil pegawai tersebut untuk lebih disiplin dalam pekerjaannya atau memberikan motivasi / arahan pegawai.
Copyright (c) 2024 Riningsih, Suci Utami Wikaningtyas https://creativecommons.org/licenses/by-sa/4.0
ANALISIS BEBAN KERJA SEBAGAI DASAR PENENTUAN INSENTIF PADA PERAWAT RUMAH SAKIT UMUM DAERAH (RSUD) DR. SOEROTO NGAWI
Providing incentives has an effect on work motivation. High workloads should be balanced with high incentives. Dr. Soeroto Hospital as a type C Hospital becomes the first referral center after the primary level has a large variety of cases, especially in the Emergency Room (IGD). The purpose of this study was to find out the workload in the emergency room of Dr. Soeroto Ngawi Hospital and the incentive distribution system. From this study also analyzed the proportion of incentive distribution based on the workload of nurses in the emergency room. This research is a qualitative descriptive study by taking 3 samples, namely 1 nurse as head of the emergency room and 2 nurses taken by random sampling. The three nurses are deeply discussed. There were 18 nurses in the emergency room who were observed using a work sampling for 7 days of observation of work in the morning shift. The main thing in this research is that the workload of the emergency room nurse at RSUD Dr. Soeroto Hospital is classified as heavy with workloads above 80%. It is not yet comparable between the existing incentive systems and the workload borne by the IGD nurses.
Copyright (c) 2024 Supadi, Wahyu Purwanto https://creativecommons.org/licenses/by-sa/4.0
EVALUASI KINERJA PEGAWAI UNIT PELAYANAN PADA DINAS PERINDUSTRIAN DAN TENAGA KERJA KABUPATEN PURWOREJO
This study aims to 1) Understand the performance of the employees of the service unit at the Department of Industry and Manpower of Purworejo Regency. 2) Understanding the causes of the employee performance of the Purworejo Regency Industry and Manpower Service unit are not optimal. 3) Understand the efforts to improve the performance of the employees of the Service Unit of the Industry and Manpower Office of Purworejo Regency. This research uses descriptive qualitative research. The results showed that: 1) Employee performance at the Department of Industry and Manpower of Purworejo Regency showed sufficient results. 2) The performance of the employees of the Office of Industry and Manpower of Purworejo Regency is not optimal due to the reduced motivation of employees at work, seen from frequently arriving late, postponing work, and utilizing office facilities for personal gain as well as complaints from several visitors that the slow process of administering this shows decrease in the quality of performance of the employees of the Purworejo Regency Industry and Manpower Office, limited facilities and infrastructure and mastery of industrial technology. 3) Efforts to improve the performance of the employees of the Purworejo Regency Industry and Manpower Office are to apply the work discipline of the State Civil Apparatus, implement a target system in payroll, internal supervision, external supervision, create a situation and climate that is conducive to the State Civil Apparatus, providing incentives and providing compensation.
Copyright (c) 2024 Khatamson, Dwi Novitasari https://creativecommons.org/licenses/by-sa/4.0
UPAYA PENINGKATAN KINERJA PEGAWAI BIDANG SARANA DAN PRASARANA DINAS PENDIDIKAN, KEPEMUDAAN DAN OLAH RAGA KABUPATEN TEMANGGUNG
Penelitian ini bertujuan untuk menganalisis upaya peningkatan kinerja pegawai bidang sarana dan prasarana Dinas Pendidikan, Kepemudaan dan Olah Raga Kabupaten Temanggung. Penelitian bulan Januari 2022. Jenis penelitian deskriptif kualitatif. Teknik pengumpulan data wawancara. Analisis data Interactive Model of Analysis. Hasil penelitian menunjukkan bahwa: 1) Penyebab kinerja pegawai bidang sarana dan prasarana Dinas Pendidikan, Kepemudaan dan Olahraga Kabupaten Temanggung belum maksimal yaitu : kualitas SDM (sumber daya manusia) masih rendah, masih kekurangan pegawai, kurangnya sarana dan prasarana yang belum memadai dan masih ada petugas yang melakukan pelanggaran disiplin. 2) Upaya untuk meningkatkan kinerja pegawai bidang sarana dan prasarana Dinas Pendidikan, Kepemudaan dan Olahraga Kabupaten Temanggung: mengadakan pendidikan dan pelatihan secara rutin dan berkelanjutan, meningkatkan ketersediaan sarana dan prasarana yang memadai dan memelihara fasilitas yang ada, meningkatkan penggunaan teknologi berbasis internet dan memberikan sanksi/tindakan yang tegas terhadap pelanggar disiplin. This study aims to analyze efforts to improve the performance of facilities and infrastructure employees of the Department of Education, Youth and Sports, Temanggung Regency. Research in January 2022. This type of research is descriptive qualitative. Interview data collection techniques. Data analysis Interactive Analysis Model. The results showed that: 1) The causes of the performance of employees and infrastructure of the Department of Education, Youth and Sports of Temanggung Regency were not maximized, namely: the quality of human resources (human resources) was still low, there was still a shortage of employees, inadequate facilities and infrastructure and there were still officers who commit a violation. 2) Efforts to improve staff in the field of facilities and infrastructure at the Department of Education, Youth and Sports of Temanggung Regency: conducting regular and ongoing education and training, increasing the availability of adequate facilities and infrastructure and maintaining existing facilities, increasing the use of internet-based technology and providing sanctions/ Strict action against violators.
Copyright (c) 2024 Haris Dwi Nugroho, Uswatun Chasanah https://creativecommons.org/licenses/by-sa/4.0
EVALUASI KINERJA PETUGAS PELAYANAN SANTUNAN KEMATIAN DI BAGIAN KESRA SETDA KOTA MAGELANG
Penelitian ini bertujuan untuk meningkatkan kinerja petugas pelayanan santunan kematian Bagian Kesra Setda Kota Megelang. Penelitian dilakukan bulan Desember 2021. Jenis penelitian deskriptif kualitatif. Teknik pengumpulan data wawancara. Teknik analisis data Interactive Model of Analysis. Hasil penelitian menunjukkan bahwa: 1) Kinerja petugas pelayanan pelayanan Santunan kematian di Bagian Kesra Setda Kota Magelang saat ini belum maksimal disebabkan masih masih terjadi beberapa kendala yaitu seperti terlalu banyak persyaratannya, sehingga memerlukan waktu yang lama bahkan sampai lebih dari satu bulan. Selain itu, verifikasi berkas yang dilakukan oleh pegawai masih terlalu lama sehingga menyebabkan prosespemberian santunan mengalami keterlambatan dan penetapan penerima oleh Wali Kota juga masih lama. 2) Kendala yang dihadapi oleh masyarakat Kota Magelang menunjukkan solusi yang diberikan oleh petugas pelayanan Santunan kematian di Bagian Kesra Setda Kota Magelang kurang maksimal. Hal ini dikarenakan masih terjadi kelamaan dalam proses verifikasi berkas santunan kematian sehingga lambat diterima oleh masyarakat yang mengalami musibah kematian. 3) Upaya untuk meningkatkan kinerja petugas pelayanan santunan kematian di Bagian Kesra Setda Kota Magelang yang diharapkan oleh masyarakat Kota Magelang yaitu meningkatkan kecepatan dalam pelayanan seperti percepatan verifikasi, penyediaan sarana prasarana dan kecepatan dalam pengesahan berkas. Percepatan dalam pelaksanaan pencairan sehingga santunan kematian tersebut dapat dinikmati pada saat prosesi kematian. This study aims to improve the performance of death compensation service officers at the Regional Secretariat of the Megelang City Welfare Section. The research was conducted in December 2021. This type of research is descriptive qualitative. Interview data collection techniques. Data analysis techniques Interactive Model of Analysis. The results of the study indicate that: 1) The performance of death compensation service officers in the Welfare Section of the Regional Secretariat of Magelang City is currently not optimal because there are still some obstacles, such as too many requirements, so it takes a long time even more than one month. In addition, the verification of files carried out by employees is still too long, causing the process of providing compensation to experience delays and the determination of recipients by the Mayor is also still taking a long time. 2) The obstacles faced by the people of Magelang show that the solutions provided by the death compensation service officer at the Welfare Section of the Regional Secretariat of Magelang City are not optimal. This is because it is still happening too late in the process of verifying the death compensation file so that it is slow to be accepted by people who experience death. 3) Efforts to improve the performance of death compensation service officers in the Welfare Section of the Magelang City Secretariat which is expected by the people of Magelang City, namely increasing speed in services such as acceleration of verification, provision of infrastructure and speed in document validation. Acceleration in the implementation of disbursement so that the death compensation can be enjoyed at the time of the death procession.
Copyright (c) 2024 Fendi Kusuma Negara, Syeh Assery https://creativecommons.org/licenses/by-sa/4.0
PENGARUH LINGKUNGAN KERJA, KAPABILITAS DAN KOMPENSASI TERHADAP KINERJA PEGAWAI PT. JASA RAHARJA CABANG UTAMA JAWA TENGAH
The design of this study is a quantitative study, namely research that explains the causal relationship between variables through hypothesis testing (Sekaran, 2006:45). This research was conducted to determine the effect of work environment, capability and compensation on the performance of employees of PT. Jasa Raharja Main Branch of Central Java, using the multiple regression formula, t test, F test and R test to 61 people who were the samples in this study. The results of this study are (1) There is a positive influence on the performance of employees of PT Jasa Raharja Main Branch of Central Java, with a coefficient of 0.400. From the t test, it is found that t count = 3,520 > t table = 1,672, then Ho is rejected and Ha is accepted; (2) There is a positive influence on the performance of employees of PT Jasa Raharja Main Branch of Central Java, with a coefficient of 0.312. From the t-test, it is found that t count = 4.043 > ttable = -1.672 then Ho is rejected and Ha is accepted; (3) There is a positive influence on the performance of employees of PT. Jasa Raharja Main Branch of Central Java, with a coefficient of 0.303. From the t test, it is found that t count = 2,569 > t table = 1,672, then Ho is rejected and Ha is accepted; (4) From the above test, it is obtained that f count = 370.985 > f table = 2.766 then H0 is rejected and Ha is accepted, so it can be concluded that there is a simultaneous significant effect on the variables of Work Environment (X1), Capability (X2), Compensation ( X3), on the performance of employees of PT Jasa Raharja Main Branch of Central Java (Y).
Copyright (c) 2024 Aulia Rahmaningtyas, Meidi Syaflan https://creativecommons.org/licenses/by-sa/4.0
UPAYA PENINGKATAN KEDISIPLINAN ANGGOTA SATUAN POLISI PAMONG PRAJA KABUPATEN TEMANGGUNG
Penelitian ini bertujuan untuk meningkatkan kedisiplinan anggota Satuan Polisi Pamong Praja Kabupaten Temanggung. Penelitian dilaksanakan mulai Oktober 2022. Jenis penelitian deskriptif kualitatif. Pengumpulan data wawancara dan observasi. Analisis interaktif Model Miles & Huberman. Hasil penelitian diketahui: 1) Anggota Satuan Polisi Pamong Praja Kabupaten Temanggung masih kurang disiplin. 2) Penyebab adanya Tindakan tidak disiplin anggota Satuan Polisi Pamong Praja Kabupaten Temanggung adalah: kurangnya kesadaran para anggota, belum adanya sanksi tegas, kurangnya pemahaman tugas dan pelaksanaan tugas, kurangnya monitoring dan evaluasi, minimnya motivasi dan kesadaran diri seorang, Ketidakkompakan para anggota dalam hal melaksanakan peraturan dan anggota belum mampu mengendalikan diri. 3)Upaya meningkatkan kedisiplinan anggota Satuan Polisi Pamong Praja Kabupaten Temanggung yaitu: kejelasan job description, peningkatan monitoring dan evaluasi, membuat aturan yang tegas, memberikan motivasi kerja, memberlakukan sistem penggajian tertentu, pekerjaan yang dibebankan sesuai dengan kapasitas anggota, peningkatan kualitas dukungan, serta membuat lingkungan kerja nyaman dan kondusif. This study aims to improve the discipline of members of the Civil Service Police Unit in Temanggung Regency. The research was carried out starting in October 2022. This type of research is descriptive qualitative. Collection of interview and observation data. Interactive analysis of the Miles & Huberman Model. The results of the study are known: 1) Members of the Civil Service Police Unit in Temanggung Regency are still lacking in discipline. 2) The causes of the undisciplined actions of members of the Civil Service Police Unit of Temanggung Regency are: lack of awareness of members, lack of strict sanctions, lack of understanding of duties and execution of tasks, lack of monitoring and evaluation, lack of motivation and self-awareness, incompatibility of members in terms of implement the rules and members have not been able to control themselves. 3) Efforts to increase the discipline of members of the Temanggung Regency Civil Service Police Unit, namely: clarity of job descriptions, increased monitoring and evaluation, making strict rules, providing work motivation, implementing a certain salary system, work assigned according to member capacity, improving the quality of support, and create a comfortable and conducive work environment.
Copyright (c) 2024 Nursoleh, Uswatun Chasanah https://creativecommons.org/licenses/by-sa/4.0
PENGARUH GAYA KEPEMIMPINAN DAN BUDAYA ORGANISASI TERHADAP KINERJA PEGAWAI DENGAN MOTIVASI SEBAGAI VARIABEL MODERASI
This study aims to analyze the effect of leadership style, organizational culture, and motivation on employee performance at Class IIA Yogyakarta Detention Center and to analyze the influence of motivation in moderating the influence of leadership style and organizational culture on employee performance at Class IIA Yogyakarta Detention Center. This study uses a quantitative descriptive method with a causal research approach. The sample used in this study were employees of the Yogyakarta Class IIA State Detention Center, totaling 50 respondents with a data collection method, namely a questionnaire. Data analysis used a structural equation model or Structural Equation Modeling (SEM) by testing convergent validity, discriminant validity, construct reliability, and model validity to show that all the answers to the questions asked were significant with the SMARTPLS application tool version 4.0. The results of this study indicate that leadership style and organizational culture do not have a positive and significant effect on the performance of the Yogyakarta Class IIA State Detention Center employees, while motivation has a positive and significant influence on the performance of the Yogyakarta Class IIA State Detention staff. Furthermore, this study shows that motivation has no effect in moderating the effect of leadership style and organizational culture variables on the performance of Class IIA Yogyakarta State Detention Center employees.
Copyright (c) 2024 Beni Wahyu Hermawan, Priyastiwi https://creativecommons.org/licenses/by-sa/4.0
PENGARUH GAYA KEPEMIMPINAN TRANSFORMASIONAL,TRANSAKSIONAL, DAN LOYALITAS TERHADAP KOMITMEN ORGANISASIONAL
Salah satu aset yang paling penting dan yang harus dimiliki oleh organisasi adalah sumber daya manusia. Sumber daya manusia ini mengarah kepada orang-orang yang berada di dalam organisasi tersebut. Manusia berperan aktif dan dominan dalam setiap kegiatan organisasi, karena manusia berperan sebagai pelaku, perencana, dan penentu tujuan dari organisasi tersebut. Mengatur manusia bukanlah perkara yang mudah, bisa dikatakan cukup sulit dan kompleks, untuk itu disetiap organisasi dibutuhkan seorang pemimpin yang efektif yang memiliki kemampuan mempengaruhi perilaku bawahannya. Gaya kepemimpinan transformasional dan transaksional merupakan dua praktis gaya kepemimpinan yang dibutuhkan disetiap organisasi. Hakikat kepemimpinan tidak akan berjalan dengan baik tanpa adanya dukungan dari para anggotanya. Dibutuhkan anggota yang memiliki dedikasi, loyalitas, dan disiplin yang tinggi. Loyalitas memegang peranan yang sangat krusial. Dibutuhkan komitmen yang tinggi untuk mewujudkan tujuan yang diharapkan oleh organisasi. One of the most important assets that an organization must have is human resources. These human resources refer to the people who are in the organization. Humans play an active and dominant role in every activity of the organization, because humans act as planners, and determiners of the goals of the organization. Managing people is not an easy matter, it can be said to be quite difficult and complex, for that every organization needs an effective leader who has the ability to influence the behavior of his subordinates. Transformational and transactional leadership styles are two practical leadership will not run well without the support of its members. It takes members who have dedication, loyalty, and high discipline. Loyalty plays a very crucial role. It takes a high commitment to realize the goals expected by the organization.
Copyright (c) 2024 Septiyana Rahayu, Dwi Novitasari https://creativecommons.org/licenses/by-sa/4.0
ANALISIS PENGARUH BEBAN KERJA, KEDISIPLINAN TERHADAP KINERJA PEGAWAI DENGAN DIMEDIASI OLEH MOTIVASI
This study aims to analyze: (1) the effect of workload on employee performance, (2) the effect of discipline on employee performance, (3) the effect of workload on motivation, (4) the effect of discipline on motivation, (5) the effect of workload through motivation on employee performance, and (6) the effect of discipline through motivation on employee performance at Balai Pendidikan Menengah Kabupaten Gunungkidul where motivation is an intervening variable. This research is a quantitative research and a population research. The analytical method in this study uses the instrument item validity test and the reliability test. The analysis prerequisite test consists of the Multiple Linear Regression Test and the Coefficient of Determination Test. In testing the hypothesis using the T-Test, F-Test, and Path Analysis Methods. The results of this study indicate that: (1) there is a significant effect of workload on the performance, (2) there is a significant performance effect, (3) there is no significant effect of workload on motivation with significant 0.281 > 0.05, (4) there is a significant effect of discipline on motivation, (5) there is no significant effect of workload through motivation on employee performance, (6) there is no the significant effect of discipline through motivation on employee performance.
Copyright (c) 2024 Arjun Budiawan, Nur Widiastuti https://creativecommons.org/licenses/by-sa/4.0
UPAYA OPTIMALISASI KINERJA ACCOUNT REPRESENTATIVE DALAM MENINGKATKAN KEPATUHAN WAJIB PAJAK DI KECAMATAN BOROBUDUR
The purpose of this study is to determine and analyze Account Representative Performance and what factors affect Account Representative Performance in increasing taxpayer compliance in Borobudur District, and Account Representative efforts to improve taxpayer compliance in Borobudur District. The type of this research is descriptive research with a qualitative approach. Primary data is taken directly from the research location through interviews (Indeepth Interview) to respondents, secondary data is in the form of written documents from the Government, such as secondary data about the organizational structure of the Magelang Tax Office. The data analysis technique used in this study is an interactive model of analysis, consisting of data reduction, data presentation and conclusion drawing. The results showed that the performance of Account Representatives at Magelang Tax Office with an imbalance between the number of Account Representatives and the number of Taxpayers could still be handled properly by the Account Representative. The existence of ability, communication, initiative, punctuality and good quality of work as well as a good individual and organizational environment strongly supports the implementation of the work program that has been planned and is able to achieve its targets.
Copyright (c) 2024 Sutan Pangeran Panangian Siagian, Meidi Syaflan, Rufaida Setyawati https://creativecommons.org/licenses/by-sa/4.0
PENGARUH ANALISIS JABATAN, PEMBERIAN BENEFIT DAN PERENCANAAN KARIR TERHADAP KINERJA PEGAWAI KPP PRATAMA BANTUL
This study aims to: 1) analyze the effect of job analysis, provision of benefits and partial career planning on the performance of Pratama Bantul Tax Office employees, and 2) analyze the effect of job analysis, provision of benefits and career planning jointly (simultaneously) on employee performance Bantul Pratama Tax Office. The research method used was survey research and variables were measured using a Likert scale. The method of data collection was carried out using a questionnaire. The research was conducted using a purposive sample of 40 (forty) employees with Account Representative (AR) positions from a total population of 94 (ninety four) people and the analysis technique of this study used multiple linear regression with data processing using SPSS software.The results of the study stated that each variable, namely job analysis, benefit provision and career planning partially had a positive and significant effect on performance, so did the three job analysis variables, benefit provision and career planning together had a significant and significant effect on KPP Pratama Employee Performance Bantul. The coefficient of determination obtained in this study is 0.769, meaning that the performance variable is influenced by job analysis, benefit provision and career planning by 76.90%.
Copyright (c) 2024 Nurman Efendi, Syeh Assery https://creativecommons.org/licenses/by-sa/4.0
UPAYA PENINGKATAN PENGEMBANGAN KOMPETENSI KARIR PETUGAS PEMASYARAKATAN DI LEMBAGA PEMASYARAKATAN NARKOTIKA KELAS IIA YOGYAKARTA
This research is based on the uneven development of career competencies for Officers in Class IIA Yogyakarta Narcotics Penitentiary as evidenced by the large number of officers who have not received career competency development. To improve career competence, the training participants' proposals and training needs are carried out. The focus of this research is to analyze what influences the low and uneven development of career competence for Class IIA Yogyakarta Narcotics Prison Officers. The results of this study indicate that internal factors (interest and motivation, personality and relations of officers in establishing relationships between individuals are not yet optimal), mindset and work culture are not fully guided by the grand design of Bureaucratic Reform, uneven technical guidance and training for Narcotics Prison Officers Class IIA Yogyakarta, to improve this, it is necessary to provide rewards and punishments for officers, increase the interest and motivation of officers in career development, increase the capacity of employees through technical guidance, education and training that are equitable for all officers at the Class IIA Yogyakarta Narcotics Penitentiary, give permission to continue education in order to increase human resource capacity, internalization and dissemination of work culture in accordance with the grand design of Bureaucratic Reform, namely Our Values are Certain and Moral, to all Class IIA Narcotics Prison officers in Yogyakarta. Penelitian ini didasarkan pada belum meratanya pengembangan kompetensi karir Petugas Di Lembaga Pemasyarakatan Narkotika Kelas IIA Yogyakarta dibuktikan dengan banyakknya petugas yang belum mendapatkan pengembangan kompetensi karir. Untuk meningkatkan kompetensi karir maka dialkukan usulan peserta diklat maupun kebutuhan diklat yang dibutuhkan. Fokus penelitian ini adalah menganalisis apa saja yang mempengaruhi terhadap rendahnya dan belum meratanya pengembangan kompetensi karir Petugas Lapas Narkotika Kelas IIA Yogyakarta. Hasil penelitian ini menunjukkan bahwa Faktor Internal (minat dan motivasi, personalitas dan hubungan petugas dalam menjalin relasi antar individu belum optimal), Pola Pikir dan budaya kerja yang belum seutuhnya berpedoman pada grand design Reformasi Birokrasi, belum meratanya bimbingan teknis dan Diklat bagi Petugas Lapas Narkotika Kelas IIA Yogyakarta, untuk meningkatkan hal tersebut diperlukan Pemberian Reward dan Punisment bagi petugas, meningkatkan minat dan motivasi Petugas dalam pengembangan karir, Peningkatan kapasitas Pegawai melalui Bimbingan Tehnis, Pendidikan dan pelatihan yang merata bagi Seluruh Petugas Lapas Narkotika Kelas IIA Yogyakarta, Memberikan izin untuk melanjutkan pendidikan guna peningkatan kapasitas SDM, Internalisasi dan sosialisasi Budaya kerja yang sesuai dengan grand design Reformasi Birokrasi yakni Tata Nilai Kami Pasti dan Berakhlak, kepada seluruh petugas Lapas Narkotika Kelas IIA Yogyakarta.
Copyright (c) 2024 Charis Munanzar, Jazuli Akhmad https://creativecommons.org/licenses/by-sa/4.0
PENGARUH SERVANT LEADERSHIP DAN KOMUNIKASI TERHADAP KINERJA DENGAN KOMITMEN ORGANISASI SEBAGAI VARIABEL MODERASI PADA PEGAWAI KANTOR PELAYANAN PAJAK PRATAMA WONOSARI
This study aims to determine how much influence servant leadership and communication have on performance moderated by organizational commitment to KPP Pratama Wonosari employees. The method used in this study is a quantitative method, with data collection using a questionnaire. There were 65 KPP Pratama Wonosari employees in this study. The validity convergent test shows the statement that this study is valid, and the reliability test with Cronbach's Alpha is declared reliable. This study uses structural model analysis. The results of the analysis show that: (1) Servant Leadership has a positive effect on employee performance of 0.005. (2) Communication has a positive effect on employee performance of 0.006. (3) organizational commitment does not moderate servant leadership on employee performance with a value of 0.145. (4) organizational commitment moderate’s communication on employee performance by 0.035
Copyright (c) 2024 Mochammad Kurniawan Prasetyo, Muhammad Mathori https://creativecommons.org/licenses/by-sa/4.0