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Conflicts in transmigration areas are generally multidimensional and influenced by social, economic, land, and institutional factors. This study aims to identify the forms and distribution of conflicts in three districts of the transmigration area, namely Momi Waren District, Ransiki District, and Oransbari District, as well as to formulate a smart system-based conflict resolution approach through the use of spatial data, local institutions, and local wisdom-based settlement practices. Based on field mapping, four main categories of conflict were identified: 1) Land conflicts occur throughout the transmigration sites in the form of claims to transmigration land that has not been handed over to transmigrants because the compensation price is below normal. In addition, there is no ATR BPN office in South Manokwari Regency, one of whose functions is community empowerment and conflict resolution. 2) Economic conflicts occur because transmigrants are registered and recorded in the population registry, making it easy for them to access capital. Several economic activities in agriculture and transportation services are dominated by transmigrants, causing economic jealousy. 3) Social conflicts occur when the distribution of social assistance is uneven and the excessive use of illegally sold alcoholic beverages causes social unrest. 4) Institutional conflicts occur when civil servants, police, and military personnel are recruited, and not all indigenous Papuans who are nominated can be accommodated, requiring the involvement of tribal councils to formulate recommendations for recruitment that prioritize indigenous Papuans. The root causes of the conflict were analyzed using a root cause analysis approach that covered unclear land boundaries, unequal economic access, weak coordination between institutions, and low social trust due to differences in interests between groups. This study utilizes best practices from the Tribal Council, the South Manokwari Regency Transmigration and Manpower Office, the Religious Harmony Forum, and the Social Services Office as the basis for developing smart maps for an early warning system for conflicts. The results of the study formulate a Smart Conflict Resolution System framework consisting of three main components: (1) participatory spatial mapping of conflicts and key actors, (2) integration of institutional databases and social-customary mediation channels, and (3) design of smart maps as a mitigation and decision-making tool in transmigration areas. This system is expected to strengthen collaborative governance, prevent conflict escalation, and realize inclusive and sustainable management of transmigration areas

This research is based on the shortage of functional penghulu officers, which has become a serious issue for the government, particularly the Ministry of Religious Affairs of Indonesia. This condition can affect the quality of services in marriage registration, family guidance, and the provision of legal certainty to the community. To overcome the emergency of penghulu personnel, it is necessary to propose that the position of penghulu also be granted equal access to women, whereas until now the position of penghulu has been dominated only by men. Therefore, this research aims to conduct a comprehensive study on the provisions regarding the opportunities and problems of female penghulu within Indonesia’s civil law system, in which civil law is the official positive legal umbrella governing penghulu affairs. This research is normative legal research employing a statutory approach and a conceptual approach. Meanwhile, the primary legal materials of this research consist of various laws and regulations directly related to penghulu affairs. The results of this research indicate that the opportunities for female penghulu within the civil law system are very open, constitutionally valid, and not subject to any normative prohibition. The problems arise when female penghulu are requested to act as guardians appointed by the court (wali hakim) or entrusted with the delegated guardianship of marriage (taukil wali). This is because, under Indonesia’s civil law, a wali hakim or a person receiving taukil wali is required to be male. In addition, another problem is the existence of a specific requirement to be male that must be fulfilled in the recruitment of penghulu personnel as stated in the Announcement Letter on the Recruitment of Candidates for Civil Servants of the Ministry of Religious Affairs.  

The Indonesian Civil Servants Cooperative (KPRI) plays an important role in enhancing member welfare and supporting the national economy. Nevertheless, increases in business volume and own capital do not necessarily translate into higher profitability, while the number of members an essential characteristic of cooperatives is also assumed to influence financial performance. This study aims to examine the effect of business volume and own capital on cooperative profitability, with the number of members acting as a mediating variable. A quantitative approach was employed using secondary data derived from the financial statements of KPRI in Bogor City during the 2020–2024 period. Purposive sampling was applied, resulting in 12 cooperatives with a total of 60 observations. Panel data regression analysis was conducted using EViews software, and mediation effects were tested using the Sobel test. The results indicate that business volume has a positive and significant effect on cooperative profitability, whereas own capital does not show a significant influence. The number of members has a negative and significant effect on profitability. Furthermore, the Sobel test confirms that the number of members does not mediate the relationship between business volume or own capital and cooperative profitability. These findings suggest that enhancing business activities and improving the quality of member participation are more critical for increasing cooperative profitability than merely expanding capital or membership size.

This study aims to analyze the creation of public value through the Multi-Purpose Credit (KSG) program implemented by Bank Sumsel Babel Prabumulih Branch in improving financial inclusion for civil servants (ASN) in Prabumulih City. The analysis employs Mark H. Moore's Public Value Strategic Triangle, which consists of three core dimensions: public value, legitimacy and support, and operational capacity. Using a qualitative descriptive method, data were obtained through in-depth interviews, field observations, and document analysis involving seven informants, including internal bank officials and KSG borrowers with varying credit statuses (current, substandard, and non-performing). Overall, the study concludes that the KSG program successfully creates public value by expanding access to formal financial services, strengthening ASN financial literacy, and contributing to local financial inclusion. The findings indicate that the program not only functions as a banking product but also as a public service instrument that supports socioeconomic stability among civil servants. However, several challenges remain, particularly in ensuring equal benefits for borrowers facing repayment difficulties. Therefore, improvements in post-disbursement support, the development of online consultation services, and the provision of continuous and targeted financial education are needed to enhance program sustainability and ensure that public value is distributed more evenly among all borrower categories.

Civil servants (ASN) entering retirement represent a strategic human resource asset for national development; however, their potential is often underutilized due to an institutional vacuum. This study identifies this fundamental problem as manifesting in two dimensions: the absence of a cohesive structure among the retired community and the lack of a structure that systematically connects them to the economic empowerment ecosystem. Consequently, the transition from active service to a productive retirement period presents a significant challenge. The purpose of this research is to design an effective institutional forum model to serve as a facilitative bridge. The analysis employs a framework integrating three pillars: Mochtar Kusumaatmadja's Development Law Theory as the philosophical foundation, Ansell and Gash's Collaborative Governance concept as the governance paradigm, and the Pentahelix model as the operational framework. This study proposes a multi-stakeholder collaborative forum designed to synergize the roles of government, industry, academia, communities, and the media. The primary recommendation is the establishment of a formal entity functioning as an incubator and accelerator. This entity is intended not only to address the economic needs of retirees but also to align with the country's constitutional mandate to achieve sustainable social welfare.

This study aimed to analyze efforts to optimize official residence rental retribution as one of the sources of Local Own-Source Revenue (PAD) in Sikka Regency. The main problem identified was the accumulation of official residence rental arrears due to the low awareness of Civil Servants (ASN) in fulfilling their payment obligations. The method used was qualitative, with data collection techniques conducted through observations and interviews during the internship program. The results of the study showed that the Regional Financial and Asset Management Agency (BPKAD) had implemented various strategic measures, such as mapping priority areas in six sub-districts, standardizing rental values through an appraisal team, and implementing a non-cash payment system through Bank NTT based on Sikka Regent Regulation No. 22 of 2024. However, strengthening law enforcement and the digitalization of asset management still need to be improved to minimize arrears

This study examines the role of digital governance in improving the transparency of public services in Badung Regency. Transparency is a key pillar in realizing good governance, and in the digital era, digital governance is key to achieving this goal. Using a qualitative research method with a case study approach, this study aims to explore the perceptions, experiences, and challenges faced by stakeholders, including civil servants (ASN) and service users, regarding the implementation of digital governance and its impact on transparency. Data were collected through in-depth interviews, participant observation, and analysis of policy documents and public service reports in Badung Regency. The results are expected to provide a comprehensive overview of the digital governance mechanisms that have been implemented, how these mechanisms facilitate information disclosure, and the non-technical barriers that may arise. These findings are expected to contribute to the development of more effective digital governance policies and practices to promote transparency in public services, not only in Badung Regency but also as a model for other regions in Indonesia.

This study aims to evaluate the implementation of Sidoarjo Regent Regulation Number 69 of 2017 concerning the Civil Servant Code of Ethics in the Family Planning Sector at the Sidoarjo Regency Women's Empowerment, Child Protection, and Family Planning Office. A qualitative approach with a case study was used to explore the implementation of the policy through interviews, observation, and documentation. The analysis was conducted using William Dunn's six policy evaluation indicators, namely effectiveness, efficiency, adequacy, equity, responsiveness, and accuracy. The results show that the policy has provided clear behavioral guidelines and is applied evenly in the work environment. However, the effectiveness and efficiency of implementation are not optimal due to disciplinary violations, weak supervision, and unstructured communication between superiors. The aspects of adequacy and accuracy are considered relevant to the needs of the organization, but have not been able to fully overcome obstacles such as high workloads and low internalization of ethical values ​​among employees. In general, this policy contributes to shaping the professionalism of civil servants, but still requires strengthening through continuous supervision and more systematic coaching. The originality of the study lies in the use of Dunn's evaluation model in the context of the implementation of the civil servant code of ethics at the regional level, as well as identifying gaps between normative policies and field practices. These findings confirm that the success of a code of ethics depends heavily on organizational communication, work culture, and consistency of oversight.

Work engagement is a crucial factor that supports organizational effectiveness, particularly within public institutions that bear significant responsibilities in delivering public services. This study aimed to examine the relationship between Perceived Organizational Support (POS) and Work Engagement among Civil Servants (Pegawai Negeri Sipil PNS) at the Medan Center for Drug and Food Control (Balai Besar Pengawas Obat dan Makanan BBPOM). A quantitative approach with a correlational research design was employed. The study population consisted of 127 civil servants, all of whom were included as research participants using a total sampling technique. Data were collected using the Survey of Perceived Organizational Support (SPOS) and the Utrecht Work Engagement Scale (UWES). Data analysis was conducted using the Pearson Product-Moment Correlation test. The findings revealed a positive and significant relationship between Perceived Organizational Support and Work Engagement (r = 0.266; p = 0.002). These results indicate that higher levels of perceived organizational support are associated with higher levels of employee work engagement. Descriptively, the majority of respondents reported high levels of POS (66.9%) and high levels of work engagement (73.2%). The findings suggest that organizational support manifested through fairness, concern for employee well-being, supervisory support, and recognition of employee contributions plays an important role in enhancing employees’ vigor, dedication, and involvement in their work. This study provides practical implications for BBPOM Medan to continuously strengthen organizational support as a strategic effort to improve employee work engagement and optimize the performance of civil servants.

The E-Kinerja Program is a policy innovation developed by the Madiun City Government to support the digitalization of civil servant performance management as part of bureaucratic reform and the implementation of the Electronic-Based Government System (SPBE). This study aims to evaluate the implementation of the E-Kinerja Program in Madiun City using six policy evaluation criteria proposed by William N. Dunn, namely effectiveness, efficiency, adequacy, equity, responsiveness, and appropriateness. This research employs a qualitative descriptive approach, with data collected through interviews, direct observation of the E-Kinerja application usage, and documentation review of related policies. The findings indicate that the E-Kinerja Program is relatively effective and efficient in supporting the monitoring of civil servant attendance and daily activities through features such as QR Code-based attendance, photo documentation, and daily activity reporting. However, several challenges remain, including unstable GPS accuracy, limited internet connectivity, and the practice of non real time input of daily activities. In addition, differences in digital literacy levels and device compatibility among civil servants affect the equitable utilization of the application. Overall, the implementation of the E-Kinerja Program is considered appropriate as part of bureaucratic digital transformation in Madiun City, although further improvements in technical aspects and human resource capacity are required to optimize its implementation.

Tax compliance is a crucial element in supporting state revenue and reflects the integrity of the public bureaucracy. However, the level of tax compliance among State Civil Apparatus (ASN) in Indonesia still faces various challenges. To date, the literature on ASN tax compliance tends to be partial and does not provide a comprehensive overview of the evolution of theories and emerging methodological trends. This study aims to map the development of research related to ASN tax compliance in Indonesia during the 2020–2024 period through a Systematic Literature Review (SLR) approach. This study analyzed ten scientific articles obtained from national academic databases, focusing on the variables, theories, and methods used in previous research. The analysis was conducted qualitatively and descriptively to identify patterns of findings and research gaps. The study results indicate that ASN tax compliance is influenced by factors such as tax knowledge, sanctions, awareness, trust, institutional factors, and digital technology. This study contributes by developing a research map that integrates the Theory of Planned Behavior and Institutional Trust Theory as a basis for fiscal policy for ASN. These results provide a basis for the government to design more effective tax policies and training.

Digital transformation in public service delivery encourages government to implement service innovations that are effective, efficient, transparent, and accountable. This transformations is realized through the adoption of innovations capable of responding to public needs in a timely and accurate manner to improve service quality. The Regional Civil Service Agency of East Java Province developed the Rumah ASN Application as a digital-based personnel service innovation to support the needs of civil servants of the East Java Provincial Government and the general public. This study aims to analyze and describe the implementation of the Rumah ASN Application as an innovation in personnel services at the Regional Civil Service Agency of East Java Province. This research employs a qualitative descriptive. The analytical framework is based on the public sector process innovation theory proposed by Khodadad-Saryazdi (2022), which consists of seven key success factors: strategic alignment, governance, leadership, culture, information technology and information system, process actors, and performance evaluation. Data were collected through interviews, observations, and documentation. The findings indicate that the implementation of the Rumah ASN Application has generally been conducted well, but it has not yet reached optimal. Challenges identified for optimizing this service including the needs for continuous user socialization during system updates, optimization of service features for civil servant capacity building, strengthening administrative capacity and cross-sectoral coordination, and the developing the application into a mobile application version.

Human resource development is the process of preparing individuals to take on higher or different responsibilities within an organization, including enhancing intellectual abilities to support efficient task performance. This study aims to determine the extent to which human resource development contributes to improved employee performance at the East Lombok Regency Health Office. The qualitative, descriptive approach involved eight informants, consisting of officials familiar with the implementation of human resource development and staff who had participated in the program. The results indicate that education and training conducted by the East Lombok Regency Health Office have supported improved employee performance, as evidenced by more structured task implementation, public health monitoring surveys, and a decrease in maternal and infant mortality rates. However, in terms of human resource management, there are still shortcomings, with an average of 28 health workers per health facility, both civil servants and non-civil servants, reflecting an imbalance in workforce needs. Furthermore, the implementation of human resource development is supported by leadership commitment, inter-agency collaboration, and budget support from the provincial and central governments. However, it is hampered by limited qualified personnel, frequent policy changes, and the impact of natural disasters.

This study provides an in-depth examination of the relationship between the implementation of administrative ethics and the quality of civil service performance within the framework of good governance principles in Kota Palangka Raya. Employing a qualitative–descriptive approach grounded in literature-based analysis, this research explores various empirical findings related to public service practices, bureaucratic transparency, regional asset management, and the integrity of civil servants. The analysis reveals that administrative ethics have not been fully internalized, as evidenced by persistent delays in service delivery, employee absenteeism, convoluted procedures, low responsiveness, and weak accountability and regulatory compliance. These conditions indicate a substantial gap between ideal ethical standards and actual administrative practices. The findings further confirm that core values of administrative ethics—such as integrity, discipline, responsibility, transparency, and professionalism—play a determinant role in realizing good governance principles, including transparency, effectiveness, efficiency, accountability, and the rule of law. This study asserts that strengthening administrative ethics is a strategic prerequisite for improving civil service quality and restoring public trust. The implications highlight the need for continuous capacity-building, enhanced integrity among civil servants, and strengthened oversight mechanisms to establish an equitable, accountable, and citizen-oriented system of governance.

This study examines how effective leadership impacts increased employee productivity within the technical bureaucracy within the West Java Provincial Highways and Spatial Planning Agency. Effective leadership is understood as a leader's ability to provide direction, motivation, and empowerment to employees in order to optimally achieve organizational goals. The research method uses a quantitative approach through a survey of 50 ASN respondents working at the UPTD for Road Management Region III. The regression results show R = 0.58 and R² = 0.336, while the PLS analysis displays a path coefficient of β = 0.58 and a t-test of 5.91 (p < 0.05). These findings confirm that exemplary leadership, transparent communication, and employee empowerment can increase work productivity in the technical bureaucracy. This study also found that leadership that directly exemplifies behavior and decision-making can influence employee productivity levels in the public sector. Inspirational and participatory leadership, which involves employees in important decisions, shows a significant influence on increasing work morale and innovation. For example, employees who feel encouraged by their leaders to contribute more tend to show initiative in their tasks and take more responsibility for the work assigned.

This research focuses on examining the innovation of licensing and accreditation services for educational institutions within the Department of Education and Culture of Sidoarjo Regency, as a strategy to ensure effective, transparent, and accountable education governance in the digital age. This research is based on bureaucratic intricacies, poor integration of information systems, and inadequate digital skills among civil servants in overseeing public education services. This research utilized a qualitative descriptive method, gathering data via in-depth interviews, observations, and documentation involving department personnel, school leaders, and representatives from educational institutions benefiting from the services. The results indicate that service innovation via the deployment of digital systems like the Sidoarjo Education Online System and e-Accreditation has effectively expedited licensing procedures, enhanced administrative efficiency, and bolstered transparency and public information release. Nonetheless, the primary obstacles persist in coordination between departments, opposition to changes in organizational culture, and insufficient human resource skills in managing digital systems. This research highlights that the effectiveness of public service innovation in education relies not just on adopting technology but also on improving collaborative governance and increasing bureaucratic capabilities. The research suggests creating a cooperative, data-informed, and participatory innovation framework to guarantee the sustainability and inclusivity of educational service innovation in Sidoarjo Regency.

This research seeks to examine the management of transparent and accountable civil service transfers and promotions in the Formation and Mutation Division of Pasuruan City's Civil Service Agency (BKD). The study is based on the significance of the merit system in upholding bureaucratic professionalism, since the procedures for transfer and promotion frequently influence equity and organizational effectiveness. Employing a qualitative case study method, data were gathered via in-depth interviews, participatory observations, and document examination. The results show that the transfer and promotion systems in BKD Pasuruan have progressed towards transparency via data-driven management, yet obstacles persist in communicating policies and involving employees in performance evaluations. Accountability has been enhanced via performance-driven assessments incorporated with the e-performance system and job analysis. The conversation emphasizes that the effectiveness of governance practices is affected by organizational flexibility, engaged leadership, and the public service motivation of civil servants. This research determines that the interplay of data-based policies, performance assessment frameworks, and a transparent bureaucratic environment establishes the basis for creating a just, efficient, and sustainable civil service governance model.

This research aims to determine the influence of the Work Environment on Job Satisfaction as mediated by the Motivation of Civil Servants at the Bungo District Cooperative, Small and Medium Enterprises, Industry, and Trade Office. Using a Quantitative Descriptive Research Method with Smart PLS 4.0 testing on 34 respondents. The results of this study directly show that the Work Environment (X) affects Job Satisfaction (Y) with a T-statistic value of (2.919 > 1.96). The Work Environment (X) affects Motivation (Z) with a T-statistic value of (4.233 > 1.96). Meanwhile, Motivation (Z) affects Job Satisfaction (Y) with a T-statistic value of (2.608 > 1.96). Indirectly, the Work Environment (X) does not significantly affect Job Satisfaction (Y) mediated by Motivation (Z), where the T-statistic is (1.824 < 1.96). Furthermore, it is recommended that the leadership foster a conducive work environment and employe commitment to their jobs to create opportunities for career advancement, which will increase the work motivation of civil servants in the Bungo District Cooperative, Micro, Small, and Medium Enterprises, Industry, and Trade Service.

This study analyzes the application of sentence enhancement to perpetrators of fraud in the recruitment of civil servants (ASN) and examines the consistency of judicial reasoning in Decision No. 1175/Pid.B/2024/PN Mks. The research focuses on two main issues: the fulfillment of the requirements for sentence enhancement under Articles 52 and 486–488 of the Indonesian Criminal Code (KUHP), and the alignment of the judge’s considerations with the principles of criminal sentencing. Using a normative juridical method and employing statutory, case, and conceptual approaches, this research finds that the application of Article 378 KUHP was appropriate, as the elements of deception were proven. However, sentence enhancement under Articles 52 and 486–488 KUHP was not applied due to the absence of a functional connection between the perpetrator’s status as an ASN and the offense, as well as the failure to meet the formal requirements of recidivism. Although the decision is legally defensible in a formal sense, it lacks substantive completeness in addressing moral and sociological considerations. The perpetrator’s ASN status and prior conviction should reasonably serve as aggravating factors. The study concludes that while the decision is normatively consistent, it falls short of achieving substantive justice, particularly regarding public protection and the integrity of the civil service.

The enforcement of ethical codes within the civil service is a fundamental pillar for maintaining public trust and bureaucratic integrity. However, the implementation of disciplinary sanctions for Civil Servants (Aparatur Sipil Negara or ASN) in Indonesia currently faces significant challenges regarding fairness and consistency. (Problem) The core issue lies in the broad administrative discretion possessed by investigators (Tim Pemeriksa) under Government Regulation No. 94 of 2021, which often leads to subjective, legalistic, and disproportionate sanctioning without considering substantive justice. This study aims to analyze the weaknesses of the current sanction implementation mechanism and proposes a reconstruction of the investigators' authority based on the value of justice (Nilai Keadilan). Using a normative juridical approach and conceptual analysis, this research examines current regulations and compares them with the principles of Dignified Justice. The study finds that the current positivistic approach tends to ignore the human aspect and restorative potential of the sanctions. Consequently, a reconstructed model is proposed where investigators must integrate ethical deliberation and justice values into their examination process, ensuring sanctions are not merely punitive but also corrective and fair.