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This study aims to examine the influence of Islamic Corporate Governance on the performance of Maqasid Shariah in Islamic Commercial Banks in Indonesia. The performance of Maqasid Shariah is measured using the Maqasid Shariah Index, which consists of three main dimensions: educating individuals, establishing justice, and promoting public interest. The independent variables in this study include components of Islamic Corporate Governance, namely the Board of Commissioners, the Sharia Supervisory Board, and Independent Commissioners. Firm size and firm age are employed as control variables. The study uses a sample of Islamic Commercial Banks in Indonesia that are registered with the Financial Services Authority (OJK) during the period of 2021–2023, with a total of 33 data observations. Data analysis was conducted using panel data regression with the Stata 17 application. The results indicate that the Board of Commissioners and Independent Commissioners do not have a significant effect on Maqasid Shariah performance, while the Sharia Supervisory Board has a significant negative effect on the Maqasid Shariah performance of Islamic Commercial Banks in Indonesia registered with the Financial Services Authority (OJK).

This study aims to analyze employee performance at the Batuceper District Office, Tangerang City, using a qualitative descriptive approach. Performance analysis refers to six indicators according to Robbins: work quantity, work quality, timeliness, effectiveness, independence, and work commitment. Data were collected through in-depth interviews with sub-district officials and the community as service recipients, direct observation of work processes, and documentation of ongoing service activities. The results indicate that employee performance is generally in the fairly good category, particularly in terms of work quantity and timeliness. Employees are able to complete their workload according to targets and most services are provided on time. However, in terms of effectiveness, obstacles were found in optimal resource utilization. Some employees still show a dependence on superiors' directions in decision-making, so work independence has not been fully realized. Work quality is considered quite adequate, although there are still complaints from some members of the public regarding the consistency and detail of services. Employee work commitment is generally maintained, reflected in high attendance rates and a willingness to work outside operating hours when needed. However, improvements in the provision of supporting facilities, including the use of information technology, are considered important to support more effective performance. This study recommends ongoing training focused on improving technical skills, problem-solving abilities, and independent decision-making. Furthermore, improvements to service infrastructure, such as modern work equipment and digital administration systems, are needed to expedite public service delivery. Implementing these recommendations is expected to create more professional, responsive staff performance that aligns with the principles of excellent service, while simultaneously increasing public trust in government performance at the sub-district level.

This study aims to measure the financial performance of the Regional Financial and Asset Management Agency (BPKAD) of Lamongan Regency in 2019–2023 based on the Value for Money concept which includes the principles of economy, efficiency, and effectiveness. The method used is descriptive qualitative with a case study approach, collecting primary data through interviews and observations and secondary data from the Budget Realization Report (LRA) and other supporting documents. The results of the ratio analysis show that the management of regional spending during this period is classified as economical with an average ratio of 93.61%, and balanced efficient with an average efficiency ratio of 100.70%. However, the effectiveness of regional revenue is still fluctuating and mostly ineffective, mainly due to the low realization of revenue from taxes, levies, and grants. The implications of this study emphasize the need to increase the utilization of regional potential and revenue management so that financial targets can be achieved optimally, so that public services and regional development can run more effectively and sustainably.

This study aims to analyze the effect of job satisfaction and affective organizational commitment on job performance at PTSP in the Ministry of Religious Affairs of Semarang Regency. Job satisfaction reflects employees' positive feelings towards their work, while affective organizational commitment reflects employees' emotional attachment to the organization. Both of these factors are believed to play an important role in improving job performance, especially in the public service sector. This study uses a quantitative method with multiple linear regression analysis techniques. Data were collected through questionnaires distributed to 60 PTSP employees as respondents. The results of the analysis show that job satisfaction has a positive and significant effect on job performance, which means that the higher the job satisfaction, the better the job performance. In addition, affective organizational commitment also has a positive and significant effect on job performance, indicating that employees with high emotional commitment to the organization tend to be more productive and dedicated. These findings confirm that increasing job satisfaction and affective organizational commitment can be an effective strategy in improving job performance in the public service sector. Therefore, organizations are advised to create a work environment that supports and strengthens employees' emotional ties to the organization.

This study aims to examine theoretically and empirically the role of transformational leadership style on the performance of the State Civil Apparatus (ASN), especially in the context of bureaucratic reform. Using a literature review approach, the discussion is focused on understanding the concept of transformational leadership, the performance dimensions of ASN, the theoretical relationship between the two, and its implications in efforts to improve the quality of public services and governance. The results of the study show that transformational leadership contributes positively to improving the performance of ASN through motivation, empowerment, and the creation of a shared vision. This leadership style also presents its own challenges in a hierarchical bureaucracy, but still offers effective strategies for building a transformative and professional organizational culture. This research provides a conceptual basis for efforts to strengthen leadership in the public sector as part of the ongoing bureaucratic reform agenda.

CV Jambi Permata is located at Jln. Kapten Pattimura No.116, Kenali Besar, Kec. Kota Baru, Jambi City, is a public service facility engaged in travel services. Based on a survey conducted by the author, directly to the location of CV. Jambi Permata. The author finds obstacles caused by the current business process, namely making it difficult for prospective passengers when they have to go directly to the location to find out the availability of travel ticket stock, so that when the ticket runs out, prospective passengers are forced to look for another travel service. Prospective customers must come more than once to the administration to find out the departure schedule, just to adjust the passenger's planned departure schedule. Making it difficult for administration to find customer data and customer departure schedules through books, where the data is already very large. Making it difficult for administration admins to recap data to be made into reports, because they have to check the entire history of previous transactions. then the solution the author offers is able to improve administrative performance in managing reservation data and make it easier for prospective passengers to place orders. The travel ticket booking information system that will be proposed presents more accurate, timely and relevant information. So that with this information, the leadership of CV. Jambi Permata can predict conditions or needs in the future better and can make decisions and can take the best actions for the progress of the business being run.

The study examines Nigeria's resource allocation and usage as the gap in the country's pursuit of sustainable progress. The primary goal of the study is to investigate how Nigeria has struggled to achieve the Sustainable Development Goals (SDGs) due to inefficient use and distribution of financial, human, and material resources. Human and material resources are essential in every aspect of a company. An organization's ability to advance in all directions might be hindered by poorly managed human and material resources. Resources management offers a systematic assessment, requisitioning, and approval process for the evaluation and acquisition of products, equipment, and resources. The goal of resources management is to continuously seek opportunities to reduce costs and improve performance through the cost-effective selection and standardization of products, equipment, and related processes. A successful and efficient local government system will be preceded by well-managed human resources and material resources. while preserving or raising the standard of the services and care that are offered to the public. Subjectivism serves as the ontological orientation in this study, which employs a qualitative approach grounded in interpretivist philosophy. According to the study's findings, corruption, ethnic prejudices, poor governance, a lack of accountability, a lack of transparency, and unnecessary expenditure on pointless activities have all contributed to Nigeria's egregious inefficiency in resource allocation and use. According to the study's conclusion, Nigeria would be headed toward sustainable development if appropriate project planning, implementation, monitoring, and evaluation were done transparently and resources were used and distributed effectively. Therefore, the report suggests that Nigeria adopt economic and technical efficiencies in the distribution and use of its resources in order to achieve the aims of sustainable development.

Human resource management (HR) in the government sector, especially in the Public Works and Spatial Planning Agency (PUPR) of North Sumatra Province, has a crucial role in determining the effectiveness and efficiency of public services. However, HR management in government agencies still faces various challenges, such as complex bureaucracy, lack of innovation, and employee competency gaps. This study aims to analyze the challenges in HR management and the factors that influence employee performance in order to formulate strategies for optimizing HR management in the government sector. Using qualitative research methods, data were obtained through interviews, document studies, and literature reviews. The results of the study indicate that a rigid personnel system, lack of competency development, and a recruitment and promotion system that is not fully performance-based are the main factors that hinder the effectiveness of employee work. Therefore, reforms are needed in the HR management system, such as improving the recruitment, promotion, and rotation mechanisms of employees, strengthening competency development policies through adaptive training programs, and implementing a performance evaluation system based on objectivity and transparency. With this optimization strategy, it is hoped that employee performance at the PUPR Office of North Sumatra Province can improve, so that public services become more effective and professional.

Government institutions play a crucial role in providing public services, implementing state policies, and managing public administration. Human resource management in institutions aims to enhance employee productivity to support the achievement of organizational goals. This study aims to analyze the influence of discipline, commitment, and organizational climate on employee performance at the Kesyahbandaran and Port Authority Office Class III Tanjung Wangi. The research employs a quantitative approach with a causal study design. Data were collected from 90 respondents using a sampling technique and analyzed using multiple regression analysis. The results indicate that work discipline has a significant partial effect on employee performance, where higher discipline enhances productivity. Commitment has a significant partial effect, showing that employees with high loyalty and moral responsibility tend to perform optimally. A positive organizational climate significantly increases employee performance by creating a conducive work atmosphere. Simultaneously, discipline, commitment, and organizational climate significantly influence employee performance, suggesting that these three variables complement each other in enhancing work efficiency and effectiveness. The findings are expected to serve as a reference for government institutions in formulating policies and strategies to improve employee performance through discipline management, commitment reinforcement, and the establishment of a positive organizational climate.

Study This aim For analyze system queue at the Population and Registration Service Civil ( Disdukcapil) Bone Bolango Regency as well as apply the M/M/C (Multi Channel Single Phase ) queuing model optimizing performance system and upgrade effectiveness service to public . Arrival data visitors and time service collected for 5 days through observation . Analysis results show system applied queue moment This is the model (M/M/4 ): (FIFO/∞/∞) with level arrival visitors Poisson distribution , time service distribute Exponential , 4 counters service , discipline first-come first-served (FCFS) queues , as well source arrival and capacity queue No limited . Size performance the system in existing conditions shows time wait for the average visitor in system amounting to 26.4 minutes and time Wait in queue amounting to 44.4 minutes . For optimizing performance , research recommend application of the model (M/M/7 ) : (FIFO/∞/∞) with add amount counter service into 7 counters . In this model , level utility system (ρ) is below 50 % ie about 41%, which is considered effective Because enter in range level utility low (5%-10%). Application of the queuing model with 7 counters projected can shorten time wait for the average visitor in system to 18.42 minutes and time Wait in queue to 18 minutes . Findings This expected can increase effectiveness service and satisfaction public to service Disdukcapil Bone Bolango Regency.

This study examines the influence of servant leadership and organizational citizenship behavior on the performance of the Inter-Village Cooperation Agency (BKAD) in East Java through a quantitative approach with a cross-sectional design. Using a sample of 100 BKAD selected by cluster proportional random sampling, the study collected data from multiple informants through structured questionnaires and semi-structured interviews, and analyzed using Structural Equation Modeling (SEM) with the Partial Least Squares (PLS) approach. The results showed that servant leadership had a significant positive effect on organizational performance (β = 0.366, p < 0.001), with organizational citizenship behavior partially mediating the relationship. Servant leadership was proven to have a positive effect on organizational citizenship behavior (β = 0.293, p = 0.021), which in turn had a positive effect on performance (β = 0.216, p = 0.001). The research findings affirm the importance of servant leadership and organizational citizenship behavior in enhancing the performance of empowerment institutions, which encourages the development of innovative empowerment methods, adaptive training curriculum design, and facilitation of public service-oriented leadership, with recommendations for further research using longitudinal designs and broader geographic coverage.

This study aims to examine the performance of employees in public service at Selaru District, Tanimbar Islands Regency. The type of research used in this study is qualitative research. The author evaluates employee performance indicators in public service through observation techniques, interview techniques, and documentation techniques. Based on the research findings, the quality of service in Selaru District can be measured by public satisfaction. Although most residents consider the employees' service to be fairly good, there are still complaints regarding long service times. Factors hindering employee performance include a lack of facilities such as computers and low service quality. Punctuality is also an issue, as employees often do not arrive on time, and service speed needs improvement. Service effectiveness is further affected by low work discipline, caused by a lack of leadership firmness and weak sanctions for employees who are late, leave their workplace without a clear reason, or leave early. Additionally, in terms of independence, the government and district head are expected to be more proactive in providing services and meeting the needs of the community quickly and responsively to enhance the effectiveness of public service in Selaru District.

This study aims to describe and analyze: How is the Dynamic Capability of the Special Class I Immigration Office of Surabaya in Passport Making Services.  The research method to be used is qualitative descriptive.  Data Collection Techniques include: Interviews, Observations, Documentation. The research informant is the Head of the Suarabaya Special Class I Immigration Office. The data analysis technique using interactive model analysis was developed by Miles et al., (2014), namely data condensation, data presentation, and conclusion drawn. The results of the study show that the dynamic capability of the Surabaya Special Class I Immigration Office in the implementation of passport services is able to produce various positive changes in service, which has an impact on improving the quality of passport services better in the eyes of the public. However, there are still several aspects that need to be improved in the implementation of this dynamic capability, especially in exploring feedback from passport applicants in more depth as part of the thinking again mindset, as well as studying service practices from the private sector or foreign immigration to realize a thinking across mindset. The process of forming dynamic capabilities at the Surabaya Special Class I Immigration Office begins with the leadership role of the head of the immigration office who regularly holds meetings with employees. This encourages employees to create various innovations in service, which is a manifestation of the thinking ahead mindset. Service performance evaluation activities that are carried out regularly bring changes in service policies, as an implementation of the thinking again mindset. In addition, an open attitude to learn service practices from other parties through comparative studies with other immigration offices is also part of the application of a thinking attitude mindset.

Leadership is often associated with symbols, one of which is the rank insignia worn by regional leaders in Indonesia. This symbol is believed to provide legitimacy and authority to leaders; however, its effectiveness remains debatable, especially when compared to regional leaders in other countries who do not wear rank insignia. This study analyzes rank insignia from the perspectives of Christian theology and leadership psychology to understand its impact on performance, competence, and public perception of leadership. From a Christian theological perspective, ideal leadership emphasizes service over symbolic authority. Meanwhile, in psychological studies, rank insignia can enhance a leader’s confidence but may also create psychological distance from the public and increase mental pressure. This study compares the effectiveness of regional leadership with and without rank insignia, considering factors such as competence, transparency, and public participation. The analysis reveals that the substance of leadership is more important than visual symbols such as rank insignia. These findings provide implications for developing leadership based on performance and inclusivity, while also encouraging further research on the psychological impact of leadership symbols in modern governance.  

The purpose of the Federal Capital Territory (FCT) of Abuja is to implement government directives in order to achieve national development goals. To accomplish this, recruitment and retention strategies in the civil service (CS) play a crucial role in providing the human resources needed. This study empirically investigates the recruitment and retention strategies applied in the FCT. The study utilized a survey method by distributing questionnaires to civil servants and conducting structured interviews to collect the necessary data to achieve the research objectives. To analyze the collected data, the study used the chi-square analytical technique. The findings reveal that the recruitment strategy in the CS is based on a combination of political and merit-based factors. Regarding employee retention, the study found that the CS has implemented relatively effective incentives to retain its workforce. However, while these incentives are sufficient for short-term retention, they are inadequate to retain skilled employees compared to the incentives offered by private companies. The recommendations from this study suggest that, in order to maintain a skilled workforce and enhance performance, the CS must implement more competitive incentives that are comparable to those offered by the private sector in order to attract and retain the best talent in the long run.

The Ake Gaale Regional Drinking Water Company as a public service company definitely put ther customer interests as the main thing. Perumdam Ake Gaale is required to strive to improve its services. This research was conducted with the aim of measuring the service performance of the Perumdam Ake Gaale using the Data Envelopment Analysis (DEA) method and as using the number of customers, air loss rate, number of arrears and air usage as input and income as outputas parametrs. From the research results, it was found that only 17 of the 27 sub districts that were assessed as having a score below 1 (efficient) showed poor performance so that they had no influence on service efforts to increase the company's income.

This study aims to analyze strategies for improving the performance of village officials in public services in Kertasari Village, Labuhan Haji District, using Robert M. Grant's strategic theory, which encompasses decision-making, coordination and communication, and target setting. This study employed a descriptive qualitative approach, with data collection techniques including interviews, observation, and documentation. Data were analyzed through data reduction, data presentation, and conclusion drawing. The results indicate that the performance improvement strategy is implemented through regulation-based decision-making, deliberation, and leadership direction; coordination involving village officials and community institutions; and target setting for accelerating administrative services, digitizing archives, and increasing public satisfaction. This strategy is supported by regulations, official commitment, community participation, and basic technology, but is still hampered by human resource competency, infrastructure, communication, and budget constraints. This study concludes that the strategy for improving village official performance aligns with Grant's theory, but requires strengthening in the areas of competency, facilities, communication, and budget management.  

This study aims to describe and analyze: The Implementation of Good Corporate Governance in Improving Public Services at Blambangan Banyuwangi Hospital.  The type of research used is qualitative research. The data analysis technique in the study uses techniques developed by McNabb (2002), namely Grouping the data according to key constructs, Identifying bases for interpretation, Developing generalizations from the data, Testing Alternative interpretations and Forming and/or refining generalizable theory from case study. The results of the study show that in principle, the implementation of Good Corporate Governance (GCG) at Blambangan Banyuwangi Hospital has gone well, but there are still things that need to be improved. In the principle of accountability, Blambangan Banyuwangi Hospital has implemented it well. This is shown by the organizational structure and clear duties and responsibilities by providing a job description. The hospital conducts performance evaluations on employees. The reward and punishment system has been implemented in the company well. On the principle of accountability, Blambangan Banyuwangi Hospital is well responsible because nurses and employees carry out their duties based on the law. The hospital delivers LAKIP every year.  In the principle of responsibility, Blambangan Banyuwangi Hospital has accounted for all related resources within the scope of the hospital to comply with the policies and regulations that apply in the hospital. In the provision of services in hospitals, there are duties and functions of each of the related elements in the hospital. On the principle of independence, Blambangan Banyuwangi Hospital has managed services professionally by not including the involvement of the owner's family to make a decision. On the principle of fairness, Blambangan Banyuwangi Hospital has provided an opportunity for all stakeholders to give their suggestions and opinions to advance the hospital.  In the principle of service transparency at Blambangan Banyuwangi Hospital, the availability of service information is substantially adequate and the media for its presentation, the certainty of service time, the cost of e-services that are not transparent and the available service complaint mechanism. Then connected to the website of the hospital, the entity already has a website which contains information about the facilities provided by the hospital and information about the doctors who serve, etc.

This study aims to describe and analyze: Governance of BUMDes based on reinventing local government. This study uses a qualitative approach with a multiple case study design. This research was conducted in three locations with BUMDes that have different levels of performance: BUMDes Tirta Mandiri (Ponggok Village, Klaten, Central Java): For example, BUMDes are successful. Sumber Rejeki BUMDes (Sumberagung Village, Jember, East Java): As an example of BUMDes with medium performance. BUMDes Tani Makmur (Sukorejo Village, Malang Regency, East Java): As an example of BUMDes that are still developing. The data obtained were analyzed qualitatively using the thematic analysis method. The stages of data analysis are as follows: (1) Data Collection (2) Transcription and Coding: (3) Thematic Analysis: (4) Data Triangulation. The results of the study show that BUMDes Governance based on local government reinventing includes Community Participation: Encouraging active community involvement in the decision-making process. Community participation in the management of BUMDes refers to four participations, namely (1) participation in planning, (2) participation in program implementation, (3) participation in assessment and evaluation, and (4) participation in the utilization of results. Transparency in governance refers to openness in providing information related to the management of BUMDes to the public. Document accessibility available, Complete and clear information, Open management processes, Regulatory framework that ensures transparency, Information written and communicated to stakeholders. Accountability in governance refers to legal accountability, process accountability, program accountability. BUMDesa innovation as a new idea aims to initiate, improve and improve community entrepreneurship. Innovation in products and services. Innovation in BUMDes includes the creation of new products, improving the quality of existing products, and developing services that are relevant to the needs of the community and the market. Service innovation includes improving ways of providing services that are faster, more convenient, or more in line with customer needs.

This study aims to describe and analyze: Public Service Bureaucratic Reform and the factors that support and hinder Public Service Bureaucratic Reform at the Office of the Special Class 1 Immigration Checkpoint for the City of Surabaya. The research method to be used is qualitative descriptive. Data Collection Techniques include: Interviews, Observations, Documentation. The research informant is the Head of the Suarabaya Special Class I Immigration Office. The data analysis technique using interactive model analysis was developed by Miles et al., (2014), namely data condensation, data presentation, and conclusion drawn. The results of the study show that in the institutional aspect in accordance with Law Number 6 of 2011 concerning immigration, the institutional arrangement at the Immigration Office is divided into several parts according to their duties and functions. The current posture of organization is relatively slimmer and flat (not very hierarchical). In the resource aspect, human resource improvement is also carried out through the internal office, namely through performance evaluation meetings. In terms of governance, organizational units/work units within the Surabaya Special Class I Immigration Office currently have and implement systems, procedures, and work mechanisms, as well as service standards that are more standard, clear, efficient, and effective, supported by the optimal use of adequate information and communication technology. Supporting Factors for Bureaucratic Reform at the Special Class I Immigration Office in Surabaya are Productive Apparatus, Representative Policies, and Employee Capacity Building. The inhibiting factor is that there is still a practice of brokerage.