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The Andun Offering Dance is an important tradition in the traditional wedding ceremony of the Serawai people in South Bengkulu. It contains the main cultural symbol, Sekapur Sirih, which not only functions as a ritual complement but also has a philosophical meaning that represents the noble values ​​of the local community. This study aims to uncover the symbolic meaning of Sekapur Sirih in the Andun Offering Dance and explain the request to strengthen social relations between families united through the traditional wedding procession. The research method uses a qualitative descriptive approach through literature studies, observations, and interviews with traditional leaders of South Bengkulu. The results show that Sekapur Sirih contains values ​​of respect, welcome, purity, harmony, and prayer for the bride and groom. In addition, the existence of Sekapur Sirih functions as a cultural communication medium that maintains the identity of the Serawai people amidst social change. These findings preserve the importance of preserving traditional symbols in traditional ceremonies as an effort to maintain the continuity of local culture.

This study aims to analyze the influence of leadership and human resource quality on work productivity in the Human Resources Division of PT Pembangunan Perumahan (PP) Tbk. The research uses a quantitative associative approach with a census method applied to the entire population of 60 employees in the HR Division. Data were collected through questionnaires and analyzed using simple and multiple linear regression with SPSS 24.0. The results show that leadership has a positive and significant effect on work productivity (regression coefficient = 0.975; determination = 95.1%). Human resource quality also has a positive and significant effect (regression coefficient = 0.978; determination = 95.6%). Together, both variables influence work productivity with a determination coefficient of 96.8%. Leadership and human resource quality are critical factors in improving work productivity. Organizations are advised to develop participatory leadership styles and sustainable competency development programs.

Leadership training has become a key instrument in public sector reform, driven by expectations that public managers act as strategic leaders to improve organizational performance and public service delivery. However, despite substantial investments, public administration research consistently highlights a gap between leadership training participation and tangible service improvements, particularly in resource-constrained local governments. Existing studies often examine leadership training effectiveness, training transfer, organizational change, and administrative capacity separately, resulting in limited integration across these interconnected processes. This fragmentation restricts understanding of how leadership competencies gained through training are transferred into practice, institutionalized through post-training change initiatives (Aksi Perubahan), and translated into sustainable administrative capacity and service outcomes. To address this gap, this integrative literature review synthesizes and critically analyzes peer-reviewed research on public sector leadership training, focusing on training transfer mechanisms, action-based change initiatives, and administrative capacity development in local governments, using the Tambrauw Regency Government as an illustrative context. The review draws on articles indexed in Scopus, Web of Science, and Google Scholar published between 2016 and 2025, selected based on public sector relevance and theoretical rigor. Using thematic synthesis and conceptual mapping, the findings show that leadership training contributes to service improvement only when supported by a conducive transfer climate, strong organizational commitment, and structured change projects. These change initiatives mediate the transformation of individual competencies into organizational routines, while administrative capacity determines the sustainability of outcomes. The study contributes to administrative capacity theory and provides practical insights for designing effective leadership training policies in peripheral local government contexts.

The digital transformation of public service delivery has become a central agenda in contemporary public administration, positioning local governments as critical actors in translating national digital strategies into tangible, citizen-facing outcomes. Despite rapid diffusion of digital platforms and e-government initiatives, substantial variation persists in the performance, inclusiveness, and sustainability of digital public services across local contexts. This variation points to persistent challenges related to administrative capacity constraints within local governments and uneven levels of citizen readiness to access and use digital services. Addressing these challenges, this article presents a comprehensive literature review that aims to (1) map the conceptual evolution of digital public service delivery in local governments, (2) synthesize empirical findings on the roles of administrative capacity and citizen readiness, and (3) identify key theoretical and empirical gaps in the existing scholarship. Methodologically, the study adopts a systematic literature review approach, drawing on peer-reviewed journal articles published in the last five years and indexed in major academic databases, including Scopus, Web of Science, DOAJ, and Google Scholar. The selected literature is analyzed using thematic synthesis, guided by an integrated theoretical framework combining Digital Government Theory and Digital Era Governance as overarching transformation lenses, Administrative Capacity and Capacity Building Theory and Competency-Based Human Resource Management to explain organizational and human resource determinants, Digital Divide Theory and the Technology Acceptance Model to capture citizen-side readiness and adoption dynamics, and Policy Implementation Theory to account for institutional and regulatory mediation. The synthesis reveals several dominant patterns: digital service performance is strongly conditioned by leadership, coordination, information capacity, and workforce competencies; citizen uptake is shaped not only by access and skills but also by perceived usefulness, ease of use, and trust; and policy design and implementation processes mediate the interaction between supply-side capacity and demand-side readiness. Importantly, the review shows that these factors are mutually constitutive rather than independent, challenging linear and technology-centric models of digital transformation. The article concludes by advancing an integrative conceptual understanding of local digital public service delivery and by outlining theoretical implications for digital public administration research as well as practical policy recommendations for designing inclusive, capacity-sensitive, and sustainable digital public services at the local level.

The implementation of Electronic-Based Government Systems (Sistem Pemerintahan Berbasis Elektronik/SPBE) represents a strategic instrument of public administration reform aimed at improving service quality, efficiency, and governance through digital transformation. However, empirical evidence across countries indicates that the effectiveness of digital government initiatives is frequently constrained by persistent competency gaps among public sector personnel. This study conducts a thematic literature review to systematically identify, classify, and synthesize scholarly findings on competency gaps affecting SPBE and digital government implementation within the field of public administration. Drawing on peer-reviewed international literature published over the last decade and indexed in Scopus, Web of Science, and DOAJ, the review applies a narrative–synthetic approach supported by thematic analysis. The findings reveal four dominant dimensions of competency gaps: technical–digital competencies, managerial and digital leadership competencies, cross-sectoral collaborative competencies, and adaptive learning competencies. These gaps are shaped by interacting individual, organizational, and systemic factors, including misaligned human resource management practices, fragmented bureaucratic structures, and limited capacity-building mechanisms. Using Competency-Based Human Resource Management (CBHRM) as the primary analytical lens, and reinforced by Digital Government Theory, Digital Era Governance, and Capacity Building Theory, this study demonstrates that competency gaps are structural rather than merely individual deficiencies. The article contributes theoretically by integrating human resource and digital governance perspectives into a unified analytical framework, and practically by offering policy-relevant insights for strengthening public sector capacity and enhancing the sustainability of SPBE implementation.

This research aims to analyze the implementation of land acquisition policies in Sorong City from the perspective of social justice for indigenous peoples, and to evaluate the extent to which customary rights are accommodated in the development process. The research method is a mixed-methods study with an embedded design. The qualitative approach was the primary instrument, using in-depth interviews with five key speakers, including land authorities and representatives of the Malaloi Indigenous Peoples Institution (LMA). Quantitative approaches are used only in correlation analysis to reinforce qualitative findings. The study's results show a "Paradox of Justice" in Sorong City. Procedurally, the land acquisition policy has been effective in accordance with Law Number 2 of 2012, supported by a strong statistical correlation between land acquisition and social justice. However, substantively, justice for indigenous peoples has not been fully achieved because the involvement of indigenous leaders in deliberations is often considered a mere administrative formality. The highest correlation between indigenous peoples and social justice confirms that the recognition of customary rights is the main determinant of justice in public policy. The main obstacles identified include difficulties in the administrative documentation of customary lands and paradigmatic differences between the government's materialistic values and the sociocultural values of indigenous peoples. The theoretical implications of this study confirm the importance of communication factors and the disposition of implementers in the implementation of policies in customary territories. In practice, the government needs to reformulate deliberations based on local values and the structural recognition of customary rights.

This study aims to analyze the effectiveness of market governance and the implementation of affirmative policies for Indigenous Papuan traders (OAP) at the Sorong City Central Market in 2026. Using a mixed methods approach with a sequential explanatory design, quantitative data were collected through a survey of 90 OAP trader respondents, followed by in-depth interviews with key informants from government elements and community leaders. The study results show a high level of trader dissatisfaction (58.7%), particularly regarding trade zoning and price protection. Qualitative findings reveal that affirmative policies remain administrative in nature and fail to address spatial marginalization, placing OAP traders in low-accessibility areas. This study recommends restructuring market zoning to be more equitable, standardizing local commodity prices, and digitizing trader data to ensure that Special Autonomy policies are on target. By addressing these core issues, it is hoped that the market environment in Sorong City will be more inclusive and supportive of OAP traders, fostering economic empowerment in line with the goals of Special Autonomy.

Since the coach is the absolute core element in the process of success in training and the sport-specific goals, this study has been conducted in order to develop a scale to assess the football coaches based on the perspectives of the players. Given the nature of the study, the researcher used the descriptive method significantly the survey approach. Football players were used as the study population. The sampling method was non-random and involved a total of 80 players, 20 in the pilot and 60 in the main study. It was designed based on the scientific rules of scale-building. It had various dimensions associated with some aspects of the coach's job. Content validity was ensured and test–retest method was employed to establish reliability. Faialdani and Aleem 2020. The objective of this study was to develop the scale for assessing the performance of football coaches and to determine its validity and reliability as well. Methods: The scale was handed out to886 football coaches who have either bachelor graduation degree or higher from 16 provinces in Iran, covering the entire country.

This research looks into how site managers in construction projects in Malang City manage and improve their use of human resources. The research is driven by the significance of effective human resource management in ensuring project success and the lack of studies focusing on the operational strategies of site managers within a local context. This study uses a quantitative method that is both descriptive and analytical. It involves giving out a survey to 40 people, including site managers, contractors, and foremen. The independent variables include leadership and supervisory style, human resource planning and workforce allocation, training and competency development, team communication and coordination, performance monitoring and evaluation, as well as motivation and welfare. The dependent variable is the degree to which human resource management is optimized. The results of validity and reliability tests indicate that all research instruments are valid and reliable. Multiple linear regression analysis shows that leadership and supervisory style, along with human resource planning and workforce allocation, have a significant partial effect on improving HRM practices. Other variables have a positive but statistically insignificant partial effect on the estate. Overall, the management of human resources in construction projects in Malang City is considered to be fairly good. This study confirms that leadership and workforce planning are the main strategic factors for site managers in improving the effectiveness of human resource management in construction projects.

This study aims to analyze the development of marine tourism in Makassar City. The city of Makassar has rich maritime potential with a combination of coastal areas and small islands that have underwater ecosystems and beautiful beach scenery, supporting the formation of marine tourism. Although there is regulatory support from various relevant national regulations and regional policies to support the development of marine tourism, the facilitation of this development still faces several challenges, including sectoral ego, poor coordination between institutions, and inadequate participation from the local community. This research was examined through the adaptive capacity theory by Emerson and Gerlak (2014), which includes structural arrangements, leadership, knowledge and learning, and resources, while the research method used was a qualitative method examined using descriptive analysis. The results of this study indicate that increasing adaptive capacity through joint efforts, participatory leadership, collective learning, and effective resource management is crucial in promoting sustainable marine tourism. In this regard, the implementation of marine tourism in Makassar City needs to be formulated as a tourism management system that adapts to social, economic, and ecological changes in order to achieve sustainable regional development through marine tourism.

This study aims to analyze the innovation of the use of e-SDM Applications in improving the quality of digital employee data management at the Surabaya City Human Resources Development Agency (BKPSDM). This study uses a qualitative approach with a case study method through data collection techniques such as in-depth interviews, direct observation, and supporting documentation. The research analysis refers to the success factor model of e-Government innovation according to Maulidhia J.P., which includes aspects of leadership, stakeholders, resources, technology and information, processes, goals and values, and laws and regulations. The results of the study indicate that the implementation of e-SDM Applications can improve work efficiency, data accuracy, transparency, and ease of access to employee information through an integrated digital system. This success is supported by leadership commitment, collaboration between stakeholders, and the availability of adequate resources. However, this study also found several challenges, including technical system and network constraints, the need to increase human resource capacity, and the need for continuous regulatory and SOP updates. Overall, e-SDM innovations have made a positive contribution to improving the quality of employee data management in government environments.

For the general public, Indonesia’s five-year electoral cycle is often perceived merely as a procedural voting event, overlooking the substance and quality of how voters select presidential or regional leaders. Following the 2024 General Election, the challenges of democracy have shifted from technical management to the prevention of polarization, money politics, digital disinformation, identity politics, and echo chambers. This article analyzes the urgency of implementing sustainable voter education during the inter-election period, using the General Election Commission (KPU) of Balikpapan City as a case study. The study focuses on KPU Balikpapan’s strategies to transform pragmatic voters, who are susceptible to manipulation, into informed participants, while also addressing the vulnerabilities of first-time voters ahead of the 2029 Election to increase participation rates. The analysis indicates that political education during the non-election period is a critical moment to build the cognitive foundation of voters without compromising their independent choice, making the role of KPU Balikpapan essential in maintaining democratic integrity in the city.

MSMEs can play a significant role in bolstering a community's economy, with their growth highly dependent on workforce performance. Effective leadership and appropriate incentives significantly enhance employee productivity, motivation, and engagement. The purpose of this study is to ascertain how employee performance in MSMEs in the Bantar Gebang market is impacted by knowledge-oriented leadership and incentives. 135 employees of MSMEs in the Bantar Gebang market were given paper questionnaires to complete in order to gather data. Validity and reliability tests were performed using SPSS version 27 for data analysis in this study. CFA with KMO, Anti-Image, and Factor Loading was used for the validity test; Kolmogrov-Smirnov was used for the normalcy test; multiple linear regression and t-tests were used for hypothesis testing. The findings supported hypothesis 1 by demonstrating that knowledge-oriented leadership significantly and favorably affected worker performance. Additionally, the data supported hypothesis 2 by demonstrating that rewards significantly and favorably impacted employee performance. Employees need to be encouraged by MSMEs leaders to expand their knowledge and abilities through a variety of experiences. MSMEs must put in place extra incentive programs to show their staff how much they are valued. MSMEs owners are required to evaluate and recognize staff members who exhibit strong initiative and go above and beyond the call of duty.

This study aims to analyze Indonesia’s foreign policy in the G20 Bali Leaders’ Declaration of 2022 by mapping national interests to understand the direction and priorities of Indonesian diplomacy amid complex global geopolitical dynamics. Employing a qualitative descriptive-analytical approach and the Rational Choice Theory framework, this research examines how Indonesia, as G20 Presidency, conducted rational calculations between domestic interests and external pressures—particularly regarding the Russia–Ukraine conflict. The findings reveal that Indonesia successfully embedded its national interests into four main dimensions: non-traditional security, strategic economy (energy transition, digitalization, food security), an inclusive global order, and ideological values rooted in the free and active principle. These were effectively integrated into the final declaration. Through an active-inclusive diplomatic strategy including shuttle diplomacy and carefully neutral diplomatic language Indonesia maintained consensus despite deep geopolitical polarization. This demonstrates that Indonesia’s foreign policy during its G20 Presidency was the result of deliberate rational choice, not only addressing global challenges but also reinforcing its role as a credible middle power and bridge-builder. The study contributes theoretically to rationality-based foreign policy analysis and offers practical insights for future Indonesian multilateral diplomacy.

This study aims to analyze the influence of leadership style and work motivation on employee loyalty at the Bungku Pesisir District Office, Morowali Regency. The study used a quantitative approach by distributing questionnaires to 40 employees as respondents. The research instrument consisted of 36 statement items with the variables of leadership style (X1), work motivation (X2), and employee loyalty (Y). The data were analyzed using descriptive statistics, classical assumption tests, and multiple linear regression analysis. The results of the descriptive analysis showed that leadership style and work motivation were in the high category, while employee loyalty was also classified as very good. Normality, multicollinearity, and heteroscedasticity tests showed that the regression model met the requirements of the analysis. The results of multiple linear regression showed that leadership style and work motivation had a positive and significant effect on employee loyalty, both partially and simultaneously. A determination coefficient (R²) of 0.725 showed that 73% of employee loyalty variations were influenced by these two independent variables, while the other 27% were influenced by other factors outside the study. Thus, this study concludes that improving effective leadership style and strong work motivation play an important role in strengthening employee loyalty in the Bungku Pesisir District Office. The results of this study imply that organizations need to improve the quality of leadership and create a work environment that can motivate employees optimally.

This study aims to analyze the collective kiai leadership policies in enhancing the quality of madrasah education at Bahrul Ulum Islamic Boarding School, Tambakberas, Jombang. Using a qualitative research method with a phenomenological approach, the study collects data through in-depth interviews, structured observation, and documentation. The data analysis process involves three stages: data condensation, data display, and conclusion drawing. The study reveals that the formulation of collective leadership policies is based on the need to achieve religious goals, legal foundations, and community needs. These policies are oriented toward problem-solving and continuity, formulated through deliberation and consensus involving all kiai leaders of both formal and non-formal educational institutions within the pesantren. The implementation of these policies emphasizes scholarly sanad and intellectual tradition across all educational institutions. Key aspects include educational administration, human resource development, strengthening formal education based on national accreditation standards, providing entrepreneurship education, and participating in faith-based as well as science and technology competitions at national and international levels. The evaluation of these policies is carried out collectively by all caretakers and leaders in alignment with established policies to ensure quality improvement across the pesantren’s formal and non-formal educational institutions.

Contemporary churches face various crises ranging from declining congregation numbers, internal conflicts, to loss of societal relevance. Many church leaders struggle to mobilize congregations to actively participate in church restoration and growth. This research aims to identify Nehemiah's leadership principles in Nehemiah 2:17-18 relevant for mobilizing congregations facing crises and to formulate a Nehemiah-based leadership model applicable for church leaders. Using qualitative library research methods with exegetical approach and content analysis, this study found six main principles: dependence on God, clear vision, shared problem identification, inspirational communication, congregation empowerment, and perseverance in facing challenges. The formulated leadership model is holistic-integrative, encompassing spiritual, intellectual, social, and managerial dimensions with a fluid leadership approach adaptive to dynamic contexts. This model can help church leaders transform congregations from apathetic to motivated and actively participating in church restoration.

This PKM examines the transformation of traditional burial practices in Terusan Village, Ketapang Regency, West Kalimantan, in light of 1 Timothy 6:7. The local community has a tradition of accompanying and placing all the personal belongings of the deceased on the grave as a form of respect and the belief that the deceased's spirit needs these items to prevent them from returning angry. This belief is reinforced by the community's past spiritual experiences, including the testimony of traditional leaders about dreams in which the deceased's spirit asks for their belongings. Using a theological and anthropological approach, this PKM assesses this tradition in relation to the biblical teaching that humans bring nothing into or out of the world. Using theories from theologians and anthropologists, this PKM formulates a dialogical, inculturative, and transformative spiritual development strategy, so that local culture can be guided without experiencing rejection. This PKM concludes that changes in burial practices must be carried out with a pastoral approach that emphasizes the value of spiritual wealth, the hope of resurrection, and an understanding of death in Christ. Thus, local traditions are not erased, but are guided toward new meanings that align with God's Word, leading the community from cultural heritage to genuine spiritual transformation.

Micro, Small, and Medium-Sized Enterprises (MSMEs) are critical to the Indonesian economy because they provide jobs and boost the local economy. However, MSMEs continue to disregard the Financial Accounting Standards for Micro, Small, and Medium Entities (SAK EMKM). With assistance from the Lampung Provincial Leadership Council (DPP) of the Indonesian Employers Association (APINDO), this study aims to investigate the factors influencing the use of SAK EMKM in MSMEs. SAK EMKM socialization, business size, length of operation, and educational background are among the factors analyzed. Survey-based quantitative approach is used in this study. 107 MSMEs received questionnaires from APINDO DPP Lampung in order to gather primary data. Multiple linear regression analysis, validity tests, reliability tests, and traditional assumption tests were performed on the data using SPSS software. Partial tests (t-tests) and coefficients of determination were used to test hypotheses. The study's findings show that SAK EMKM use in MSMEs supported by APINDO DPP Lampung is influenced by educational background, length of operation, and socialization. Meanwhile, SAK EMKM's use is mostly unaffected by the size of the company. This finding implies that the adoption of SAK EMKM is more influenced by the socialization, business experience, and skill levels of MSME members than by the size of the firm. It is anticipated that this study would help academics and MSME participants use SAK EMKM more effectively in order to achieve sustainable MSME financial management.

This research explores the meaning of leadership in employee experiences at Ayam Uleg Cak Abit outlets in Malang City using a transcendental phenomenological approach. In the context of culinary organizations operating 24 hours without formal managerial structures, leadership is understood not merely as a structural position but as relational experiences shaping daily work life. This study involves six participants (two leaders and four employees) selected through purposive sampling, with data collected through in-depth interviews, non-participatory observations, and documentation. Data analysis follows Moustakas' (1994) four stages: epoche, phenomenological reduction, imaginative variation, and synthesis of meanings and essences. Findings reveal that employees perceive meaningful leadership through leader's direct presence, involvement in operational work, emotional support during high-pressure situations, and creating work environments valuing each employee's contribution. Leadership essence emerges through authentic relationships, consistent exemplary behavior, and sincere care in daily interactions rather than formal authority or hierarchical position. This research contributes to leadership theory by providing phenomenological perspectives and offers practical implications for developing more humanistic leadership practices in informal organizations. The study concludes that meaningful leadership in culinary outlets is built through trust, open communication, and ability to build significant relationships with employees.