Portal Jurnal Universitas Islam Sultan Agung (UNISSULA)
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Notary's Responsibility for Violation of Code of Ethics in Signing Authentic Deeds by Sending Minutes of Deeds
No full textThis study aims to determine and analyze the actions of Notaries when signing authentic deeds by sending minutes of authentic deeds and to determine and analyze the form of Notary's responsibility for violation of code of ethics in signing authentic deeds by sending minutes of authentic deeds. The results of the research and discussion in this study are: Notaries can sign authentic deeds by sending minutes of authentic deeds because they deviate from the principle of obedience and the Notary's Principle of Prudence towards the code of ethics of 2005 and 2015 Article 4 paragraph (6) of the notary's code of ethics, namely as a strict prohibition on Notaries in sending minutes to clients to be signed. This has an impact on the validity of the deed and the integrity of the notary profession. So that violations of the code of ethics, the Honorary Council will impose sanctions in the form of Reprimands, Warnings, Schorzing (temporary dismissal) from membership of the association, Onzetting (dismissal) from membership of the association, Dishonorable Dismissal from membership of the association and the responsibility of the Notary in sending authentic minutes of deeds has the potential to cause legal uncertainty, where as a form of responsibility the Notary can be subject to administrative, disciplinary, or even criminal sanctions in accordance with the provisions of Law Number 2 of 2014 concerning the Position of Notary. Legal responsibility for the Deed of Sale and Purchase Agreement made by a notary for sending the minutes of the deed to the client even though with the consent of the parties, the Notary can still be burdened with Administrative Sanctions by the Notary Honorary Council in the form of a written warning, so that the notary is responsible for maintaining the credibility of his profession and public trust in him
Hubungan Antara Organization Citizenship Behavior (OCB) Terhadap Stres Kerja Pada Perawat Di Rumah Sakit Jiwa Daerah Kolonel H.M Syukur Jambi
Get PDFPenelitian ini bertujuan untuk mengetahui hubungan antara Organizational Citizenship Behavior (OCB) dan stres kerja pada perawat di Rumah Sakit Jiwa Daerah Kolonel H.M Syukur Jambi. Metode penelitian menggunakan pendekatan kuantitatif dengan populasi 190 dan sampel penelitian 125 perawat di bidang jiwa yang dipilih melalui purposive sampling. Pengumpulan data menggunakan 2 skala yaitu skala tres kerja yang terdiri dar 25 aitem dengan reliabilitas 0,958 dan skala OCB yang terdiri dari 28 aitem dengan reliabilitas 0,940. Analisis data pada penelitian ini menggunakan analisis Product Moment untuk menguji hubungan antara Organizational Citizenship Behavior (OCB) dan stres kerja pada perawat memperoleh hasil rxy = -0,863 dengan tingkat signifikansi 0,000 (p < 0,05) yang menunjukkan bahwa hubungan negatif yang signifikan antara OCB dan stre kerja. Artinya, semakin tinggi OCB, semakin rendah tingkat stres kerja. Studi ini merekomendasikan peningkatan OCB untuk menciptakan lingkungan kerja yang lebih suportif dan produktif
Human Resource Performance Based on Culture and ICT Competen-cy: The Role of Knowledge Creation as Mediation in the Ministry of State Secretariat of the Presidential Palace of the Republic of Indo-nesia
Get PDFAbstract.Human resource performance describes the extent to which performance targets can be met until the work is completed which has an impact on the objectives of the vision and mission. This study aims to empirically determine and analyze the influence of organizational culture and ICT competences on knowledge creation and its impact on the performance of Civil Servants at the Ministry of State Secretariat of the Presidential Palace of the Republic of Indonesia. The population in this study were all Civil Servants or State Civil Apparatus at the Ministry of State Secretariat of the Republic of Indonesia. Based on the results of the questionnaire distribution, a sample size of 125 respondents was obtained. The test results showed that the influence of organizational culture on knowledge creation was positive and significant. Then, in the hypothesis, the influence of ICT competences on knowledge creation did not have a significant effect. Third, the influence of organizational culture on human resource performance showed a positive and significant effect. Then, fourth, there was the influence of ICT competences on human resource performance showing a significant effect. Finally, the influence of knowledge creation on human resource performance showed a significant effect. This shows that the ICT competences variable on knowledge creation has no effect, so this shows that the field of research is still broad and thus there are still opportunities for further research.Keywords: Culture; Human Resources; ICT Competency; Knowledge Creation; Ministry of State Secretariat of the Republic of Indonesia
The Influence of Transformational Leadership on Personnel Performance with Knowledge Sharing Behavior as a Mediating Variable
Get PDFAbstract.This study aims to analyze the effect of transformational leadership on the performance of Cirebon Police personnel, with knowledge sharing behavior as a mediating variable. The background of this study is based on the importance of improving the performance of human resources (HR) in the police environment in responding to public demands for fast, accurate, and accountable services. In this context, a leadership style that is able to inspire, motivate, and encourage professional growth, namely transformational leadership, is considered crucial in encouraging behavioral change and improving personnel performance. This study uses a quantitative explanatory approach, with the research population being all active personnel at Cirebon Police. A sample of 201 respondents was selected using a census technique. Data collection was carried out through a closed questionnaire, and analyzed using the Structural Equation Modeling method based on Partial Least Square (PLS). The variables analyzed in this study include transformational leadership, knowledge sharing behavior, and personnel performance. The results showed that transformational leadership had a positive and significant effect on knowledge sharing behavior, and had a significant effect on personnel performance. In addition, knowledge sharing behavior also has a positive and significant effect on personnel performance, and is proven to be a mediating variable that strengthens the relationship between transformational leadership and performance. This study concludes that to improve personnel performance sustainably, transformational leadership is needed that not only directs but also fosters knowledge sharing behavior in the work environment. These findings provide practical implications for the development of HR management policies in police institutions, as well as enriching theoretical discourse on the relationship between leadership style, organizational behavior, and HR performance
The Influence of Intrinsic Motivation on Human Resource Performance with Affective Commitment as a Mediator
Get PDFAbstract. This study aims to analyze how intrinsic motivation andaffective commitment can improve the performance of human resources (HR) at the Tanjung Emas Customs and Excise Type Medium Supervision and Service Office. Based on the differences in previous research results regarding the role of intrinsic motivation on HR performance, the formulation of the problem of this study is "How is the role of intrinsic motivation in improving HR performance at the Customs and Excise Supervision and Service Office TMP Tanjung Emas with affective commitment as a mediator". The type of research used is explanatory research, with a population of 253 employees who are all HR in the office. This study uses a sampling technique according to Slovin. Measurements are carried out using a Likert scale of 1 to 5, and data analysis uses the Partial Least Square (PLS) model. The results of the study indicate that: (1) intrinsic motivation has a positive and significant effect on HR performance, meaning that the better the intrinsic motivation, the higher the HR performance; (2) intrinsic motivation also has a positive and significant effect on affective commitment, meaning that the higher the intrinsic motivation, the better the affective commitment; (3) affective commitment has a positive and significant effect on HR performance, meaning that the better the affective commitment, the higher the HR performance. This study makes an important contribution in clarifying the relationship between intrinsic motivation and affective commitment in improving HR performance in government agencies
The Role of Transformational Leadership, Organizational Climate, and Knowledge Sharing Behavior in Enhancing Employee Engagement
Get PDFAbstract. This study aims to examine the role of transformational leadership, organizational climate, and knowledge-sharing behavior in enhancing employee engagement. This research uses an explanatory research method with a census technique for data collection. The data was obtained by distributing questionnaires to 80 employees of BPJS in Kudus Regency. Hypothesis testing in this study employed Smart PLS. The results showed that transformational leadership significantly and positively influences knowledge-sharing behavior. Transformational leadership significantly and positively influences employee engagement. Transformational leadership significantly and positively influences organizational climate. Organizational climate does not significantly influence knowledge-sharing behavior. Organizational climate does not significantly influence employee engagement. Knowledge-sharing behavior significantly and positively influences employee engagement. Transformational leadership mediates the relationship between organizational climate and knowledge-sharing behavior. However, knowledge-sharing behavior does not mediate the relationship between organizational climate and employee engagement
Improving Personnel Performance Based on Professional Competencies Moderated by Digital Capabilities
Get PDFAbstract. This study aims to analyze the influence of professional competence on the performance of police personnel, with digital skills as a moderating variable. Personnel performance is a vital element in realizing optimal public services, as well as in maintaining public order and security. In the context of Polri reform, improving personnel competence and professionalism is a strategic need, especially in facing challenges in the digital era. This study was motivated by the need to answer the inconsistency of previous research results regarding the relationship between competence and performance, and to examine the role of digital skills in strengthening this relationship. This study uses a quantitative approach with an explanatory research type. The sample in this study was 109 personnel of the Directorate of Enforcement, Sub-Directorate of Action, Densus 88 AT Polri, who were determined using convenience sampling techniques. The research instrument was a questionnaire that measured three main variables: professional competence, digital skills, and personnel performance, with indicators adapted from relevant theories such as Robbins (2002) and Prayoga et al. (2020). Data were analyzed using Structural Equation Modeling (SEM) based on Partial Least Square (PLS). The results of the analysis show that: (1) professional competence has a positive and significant effect on digital capability; (2) professional competence has a positive and significant effect on personnel performance; and (3) digital capability also has a positive and significant effect on personnel performance. In addition, it was found that digital capability significantly mediates the relationship between professional competence and personnel performance. The R-square value shows that the combination of professional competence and digital capability is able to explain the variation in personnel performance quite strongly
Improving Police Performance Through Training with Cross-Functional Coordination as a Mediation Variable
Get PDFAbstract. This study aims to analyze the effect of training on the performance of Cirebon Police personnel with cross-functional coordination as a mediating variable. The background of this research is the importance of capacity building and collaboration between units within the police to answer increasingly complex and dynamic operational challenges. This study uses a quantitative approach with an explanatory research method. The sample used was 201 personnel taken by census. Data was collected through questionnaires and analyzed using the Partial Least Square (PLS) approach through SmartPLS software. The results of the study showed that training had a positive and significant effect on cross-functional coordination and personnel performance. In addition, cross-functional coordination also has a positive and significant effect on personnel performance and mediates the relationship between training and performance. The R-square value indicates that the variables in the model have a strong descriptive power on personnel performance. Quality training not only improves technical skills but also forms collaborative work behaviors between units, which ultimately impacts the increase in the effectiveness and work efficiency of police personnel. The managerial implication of this study is the need for police institutions to continuously conduct training based on operational needs and encourage the strengthening of cross-functional coordination as a strategy to improve personnel performance in carrying out service duties, protection, and law enforcement optimally
Job Restructuring and Achievement Motivation in Improving Police Personnel Performance (Empirical Study at Kuningan Police)
Get PDFAbstract. This study aims to analyze the effect of job crafting on achievement motivation and performance of police personnel, and to evaluate the relationship between achievement motivation and personnel performance in the Kuningan Police environment. The background of this study is based on the importance of organizational adaptation to global dynamics, especially in terms of optimizing human resource potential through job crafting strategies. Job crafting is expected to increase job involvement and satisfaction, as well as encourage individual internal motivation to achieve, which ultimately has an impact on improving organizational performance. The method used in this study is explanatory research with a quantitative approach. The population in this study was all 201 Kuningan Police personnel, and the sampling technique was carried out by census. Data were collected through questionnaires and analyzed using the Partial Least Square (PLS) model to test the relationship between variables. The variables studied include job crafting (consisting of task crafting, relational crafting, and cognitive crafting), achievement motivation (based on McClelland's theory), and personnel performance. The results showed that job crafting had a positive and significant effect on personnel performance and achievement motivation. In addition, achievement motivation also had a positive and significant effect on personnel performance. This finding reinforces the importance of implementing job crafting as a managerial strategy in police organizations to improve the quality of human resources. The R² value for the personnel performance variable of 0.790 indicates that 79% of performance variability can be explained by job crafting and achievement motivation. The implications of this study encourage the police, especially the Kuningan Police, to provide space for personnel to redesign their jobs and create a work environment that supports achievement motivation. Empowerment through training, challenges, and rewards can be an effective strategy to improve institutional performance sustainably
Criminal Liability of Military Members as Perpetrators of Criminal Acts of Abuse Resulting in Death (Decision Study Number: 83-K/PMT-II/Bdg/AD/VII/2024)
Get PDFAbstract. Assault is a common and easily occurring offense in society. The consequences of such criminal acts are widespread and frequent, with many cases resulting in the victim's death. Therefore, the punishment demanded for perpetrators must truly reflect a sense of justice for the victims. However, what hapens if the perpetrator of an assault resulting in death is a member of the military, an institution under the Indonesian military command structure? The purpose of this study is to examine and analyze the legal construction of criminal liability for military personnel as perpetrators of assault resulting in death, and to investigate the judicial considerations made by judges in sentencing military members convicted of such offenses. This research falls under the category of normative or doctrinal legal research. The term "doctrinal" derives from the word "doctrine," meaning legal principles or norms that are adhered to. The construction of criminal liability for military personnel who commit assault resulting in death illustrates the complexity between the general criminal law system and military criminal law. Although military personnel are subject to the military legal system, the principles of legality and criminal liability remain universally aplicable. In Decision Number 83-K/PMT.II/BDG/AD/VII/2024, there was a discrepancy between the indictment under Article 351 paragraph (3) of the Criminal Code and the verdict, which only aplied Article 351 paragraph (1) of the Criminal Code. This raises concerns of potential violations of the due process of law and the principle of legal certainty. On the other hand, the judge considered juridical aspects, such as the alignment between the indictment, evidence, and witness testimony, to determine the fulfillment of criminal elements. Non-juridical considerations were also taken into account, including the background of the defendant, social impact, and the defendant's cooperative attitude and remorse during trial. Thus, the judge's ruling reflects a combination of legal, moral, and institutional considerations aimed at upholding justice and preserving the integrity of the Indonesian National Armed Forces (TNI)