1,720,966 research outputs found
Research on High Performance HRM Practices In Indonesian Public Sector from Millennials Perspective
No full textThe study aims to investigate the impact of high-performance human resource practices (HPHRP) on innovative work behavior (IWB), job satisfaction (JS), and organizational commitment (OC) among millennials in the Indonesian public sector
Analysis of Labor Force Management to Arrange the Affective Employment Policy in Indonesia
No full textPENGARUH KOMPENSASI FINANSIAL, PROMOSI JABATAN TERHADAP KEPUASAN KERJA UNTUK MENINGKATKAN KINERJA PEGAWAI DI UNIVERSITAS JENDERAL SOEDIRMAN
Get PDFThe performance of educational staff becomes an important element in the institution. Based on the previous research, it can be concluded that the level of user satisfaction either from students (external) or from employees within Unsoed (Internal) categorized at the level of quite satisfied. Therefore, more efforts need to be done in order to improve the performance of educational staff. The research model using analysis with the following hypotheses, H1: Financial compensation has positive effect on employee satisfaction, H2: Promotion has positive effect on employee satisfaction, H3: Financial compensation has positive effect on employee performance, H4: Promotion has positive effect on performance employees, and H5: job satisfaction has positive influence on employee performance. This research was conducted in Jenderal Soedirman University (Unsoed), using quantitative methods. The research target was all education personnel in all unit in Unsoed with a total sample of 256 respondents. Data were collected using a questionnaire and then analyzed using statistical analysis. The result from the statistical analysis showed that the financial compensation was in a good category. Financial compensation has a significant influence on job satisfaction that is equal to 0.578. The promotion has been perceived as a good thing by the employees, and promotion has a significant influence on job satisfaction statistically which is equal to 0.545. Financial compensation has a significant influence on employee performance that is equal to 0.845. The promotion has a significant influence on employee performance that is equal to 0.680, statistically. The employees experienced a good job satisfaction, which encourages them to work better. Statistically, job satisfaction has a significant influence on employee performance that is equal to 0.730. The influence of financial compensation to the employees' performance was increased from 49.9 percent to 69.5 after job satisfaction variables included as mediating variable. The result of Sobel test confirmed that job satisfaction was capable to mediate the influence of financial compensation to the employee performance, significantly. The influence of promotion to employee performance was increased from 42 percent to 64.7 percent after included job satisfaction as mediating variable. Sobel test showed that that job satisfaction was capable to mediate the influence of promotion to employee performance, significantly
Studi Implementasi Program Kota Tanpa Kumuh (KOTAKU) di Desa Sokaraja Kidul
No full textKota Tanpa Kumuh (KOTAKU) program is national program to increase infrastructure acces and basic service in urban slum area. Desa Sokaraja Kidul is one of the areas implementing KOTAKU program. The purpose of this research is to find out how the implementation of KOTAKU program at Desa Sokaraja Kidul using What’s Happening perspective by Ripley and Franklin. This research is using qualitative descriptive method. The results of this study indicate that the Implementation of Program KOTAKU (KOTAKU) in Desa Sokaraja Kidul based on dimensions in the perspective of What’s Happening by Ripley and Franklin hasn’t optimal. The following results of the research based on the perspective dimensions of What’s Happening: 1) The Profusion of actors, found that the role of actors at the community level such as BKM and KSM has not been optimal. 2) The Multiplicity and vagueness of goals, The purpose of the KOTAKU Program are understandable and implementing actors understand the program's purposes. 3) The Poliferatin and complexity of government programs, coordination and communication have been effective, policy changes that occur but didn’t have significant impact on the program implementation, Guidelines for program implementation have been made but actors at the community level are not aware of the guidance, the sustainability step in the implementation procedure has not optimally implemented. 4) Community Participation, the people of Desa Sokaraja Kidul support and participate in the implementation of the program. 5) Influencing factors, the funds allocated have not been able to solve all slum problems and social and cultural conditions are factors driving implementation while economic conditions are becoming obstacles to implementation
PENGARUH KOMPENSASI FINANSIAL, PROMOSI JABATAN TERHADAP KEPUASAN KERJA UNTUK MENINGKATKAN KINERJA PEGAWAI DI UNIVERSITAS JENDERAL SOEDIRMAN
Get PDFThe performance of educational staff becomes an important element in the institution. Based on the previous research, it can be concluded that the level of user satisfaction either from students (external) or from employees within Unsoed (Internal) categorized at the level of quite satisfied. Therefore, more efforts need to be done in order to improve the performance of educational staff. The research model using analysis with the following hypotheses, H1: Financial compensation has positive effect on employee satisfaction, H2: Promotion has positive effect on employee satisfaction, H3: Financial compensation has positive effect on employee performance, H4: Promotion has positive effect on performance employees, and H5: job satisfaction has positive influence on employee performance. This research was conducted in Jenderal Soedirman University (Unsoed), using quantitative methods. The research target were all education personel in all unit in Unsoed with a total sample of 256 respondents. Data were collected using a questionnaire and then analysed using statistical analysis. The result from statistical analysis showed that the financial compensation were in a good category. Financial compensation has a significant influence on job satisfaction that is equal to 0.578. Promotion has been perceived as a good thing by the employees, and promotion has a significant influence on job satisfaction statistically which is equal to 0.545. Financial compensation has a significant influence on employee performance that is equal to 0.845. Promotion has a significant influence on employee performance that is equal to 0.680, statistically. The employees experienced a good job satisfaction, which encourage them to work better. Statistically, job satisfaction has a significant influence on employee performance that is equal to 0.730. The influence of financial compensation to the employees performance was increased from 49.9 percent to 69.5 after job satisfaction variables included as mediating variable. The result of sobel test confirmed that job satisfaction was capable to mediate the influence of financial compensation to the employee performance, significantly. The influence of promotion to employee performance was increased from 42 percent to 64.7 percent after included job satisfaction as mediating variable. Sobel test showed that that job satisfaction was capable to mediate the influence of promotion to employee performance, significantly.
Keyword: Financial Compensation, Promotions, Job Satisfaction Staff Performance
Analisis Kebijakan Pengembangan Sumberdaya Aparatur Dalam Rangka Otonomi Daerah Di Kabupaten Banyumas
Get PDFSumberdaya aparatur merupakan faktor penting dalam penyelenggaraan otonomi daerah. Oleh karena i t kebijakan pengembangan sumberdaya aparatur harus terarah dan jelas. Penelitian in bertujuan untuk mengkaji arah kebijakan pengembangan sumberdaya aparatur dalam pelaksanaan otonomi daerah di Kabupaten Banyumas. Hasil analisis menunjukkan bahwa arah kebijakan sumberdaya aparatur di Kabupaten Banyumas belum jelas. Hal ni terlihat dari target dan sasaran yang akan dicapai kurang terukur dengan pasti. Demikian pula ranglingkupkebijakan pengembangan pegawai kurang mengarah kepadapencapaian sasaran pelayanan dan pembangunan di daerah, namun hanya menekankan pada aspek pengembangan yang bersifat konvensional. Hal tersebut sclanjutnya berpengaruh terhadap pola pengembangan karier yang diterapkan
Factors of Successful E-Petitions in Policy Making Process: A Scoping Review
Get PDFEfforts to continue to increase public participation in policymaking continue to be carried out as a step toward a more open government. Along with the popularity of online petitions (e-petitions) initiated by various lines of society, a systematic analysis was carried out to find out how successful an online petition (e-petitions) is as a public space in policy making. We try to provide a new perspective from a broader side of the previous partial research. This indicator of success is based on the original purpose for which the petition was published. As a result, there are three important things that are divided into two scopes of paths for achieving goals. First, the way of communication in which there is a linguistic approach is an important factor that influences how information from the petition is conveyed to the public and leads to the publicity of the petition. Second, the way of delivery is the basis for how the voice of the community is conveyed to policymakers, which is influenced by the political will of a region. Finally, media attention is a factor between the two scopes, which have dual roles as a “toa†to the public, and a messenger of policy. This review is expected to be a reference for initiators who propose policies from the community as well as a consideration for policymakers to actively involve the community's role in the policymaking process
IMPLEMENTASI KEBIJAKAN UPAH MINIMUM KABUPATEN (UMK) DI KABUPATEN KEBUMEN
Get PDFPenelitian ini tentang permasalahan implementasi UMK di Kabupaten Kebumen yang sangat komplek apabila dilihat dari formulasi kebijakan, proses kebijakan dan dampak kebijakan memunculkan beberapa masalah yang menyebabkan implementasi UMK sulit dilaksanakan. Dalam tulisan ini akan mengkaji implementasi Upah Minimum Kabupaten yang dipengaruhi perilaku hubungan antar organisasi pelaksana yaitu komitmen dan koordinasi dalam organisasi SPSI/PUK, perilaku implementor yaitu peran kontrol dan profesional dari pemerintah serta pengusaha dan perilaku kelompok sasaran Respon terhadap norma dan peraturan perburuhan, dan kepuasan kerja dari buruh. Penelitian ini menggunakan desain survei dengan pendekatan kuantitatif. Teknik pengumpulan data diperoleh dengan kuesioner, wawancaradan dokumentasi. Dalam penelitian ini teknik sampling digunakan adalah Proposional Cluster Random Sampling. Berdasarkan hasil penelitian dapat disimpulkan sebagai berikut : pertama, terdapat pengaruh positif dan signifikant perilaku hubungan antara organisasi pelaksana terhadap Implementasi Upah Minimum Kabupaten dengan koefisien korelasi sebesar 0,690; kedua, terdapat pengaruh positif dan signifikan perilaku implementor terhadap implementasi Upah Minimum Kabupaten dengan koefisien korelasi sebesar 0,864; ketiga, terdapat pengaruh positif dan signifikan pengaruh antara variabel perilaku kelompok sasaran terhadap implementasi Upah Minimum Kabupaten dengankoefisien korelasi sebesar 0,846; keempat, terdapat pengaruh positif dan signifikan perilaku kelompok sasaran dengan implementasi upah minimum kabupaten dengan kofisien korelasi sebesar 0,846; kelima, pengaruh bersama-sama perilaku hubungan antar organisasi pelaksana PUK/SPSI sebagai organisasi pekerja agar meningkatkan komitmen dan koordinasinya bersama variabel perilaku implementor dan perilaku kelompok sasaran terhadap Implementasi Upah Minimum kabupaten dengan koefisien korelasi sebesar 16.131
Going Beyond Counting First Authors in Author Co-citation Analysis
Get PDFThe present study examines one of the fundamental aspects of author co-citation analysis (ACA) - the way co-citation
counts are defined. Co-citation counting provides the data on which all subsequent statistical analyses and mappings
are based, and we compare ACA results based on two different types of co-citation counting - the traditional type that
only counts the first one among a cited work's authors on the one hand and a non-traditional type that takes into
account the first 5 authors of a cited work on the other hand. Results indicate that the picture produced through this non-traditional author co-citation counting contains more coherent author groups and is therefore considerably clearer. However, this picture represents fewer specialties in the research field being studied than that produced through the traditional first-author co-citation counting when the same number of top-ranked authors is selected and analyzed. Reasons for these effects are discussed
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