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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.

This study analyzes the effectiveness of installed supervision (Waskat) by the Sub-district Head on the performance of employees at the Bukit Kapur District Office, Dumai City, in the midst of the demands of public service accountability. The background involves local bureaucratic challenges such as resource constraints and employee resistance. Using a qualitative approach with field observation for two weeks (15-29 December 2025), including in-depth interviews with 5 employees and 2 community informants, plus data triangulation from attendance records and performance reports, it was analyzed thematically. The results revealed attendance increased to 95%, absenteeism decreased by 2%, and work output increased from 50 to 65 permit documents each week. Quotes such as "Direct supervision motivates me" (Employee A, 2025) affirm the preventive role of Waskat, despite obstacles such as over-tasking, in line with Fauzan (2024) on civil servant governance. The discussion highlighted Waskat as a tool for local bureaucratic reform. This conclusion affirms the effectiveness of Waskat in improving performance, recommending humanistic and digital adaptation. Policy implications for local governments, with suggestions for future studies using a larger sample.

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 study evaluates the implementation of Government Regulation Number 94 of 2021 concerning Civil Servant Discipline, assessing its impact on enhancing the effectiveness and accountability of public administration within Sidoarjo Regency. Civil servant discipline constitutes a critical instrument in bureaucratic reform oriented towards good governance and high-quality public services. This research employs a qualitative approach utilising William Dunn's policy evaluation model, which encompasses the dimensions of effectiveness, efficiency, adequacy, responsiveness, and appropriateness. Data were collected through documentary analysis of prevailing legislation, local government performance reports, SAKIP (Government Agency Performance Accountability System) reports, SPIP (Government Internal Control System) reports, and digital human resource management system documents. Data analysis was conducted qualitatively, employing source triangulation to ensure the validity of the findings. The evaluation results indicate that Government Regulation 94/2021 is effective in reducing work procedure deviations, enhancing public service consistency, and strengthening accountability through clear audit trails. Integration with the 'Smart ASN' (State Civil Apparatus) and 'e-Kinerja' (e-Performance) systems reinforces the objectivity of performance assessments and minimises subjectivity. However, challenges persist regarding aspects of organisational culture, supervisory capacity, and the quality of infraction documentation. This study concludes that consistent disciplinary enforcement, when integrated with performance management systems, serves as a driving force for bureaucratic effectiveness and accountability. It further accelerates the consolidation of regional bureaucratic reform, fostering a bureaucracy that is professional, maintains high integrity, and is responsive to societal needs.

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 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.

This study examines the impact of government policies on the distribution and quality of Early Childhood Education (ECE) teachers in Indonesia, as a crucial component in efforts to improve the quality of education services during the golden age. Governmment policies such as the Minister of Education and Culture Regulation No. 137 of 2014 concerning National PAUD Standards, tiered training, teacher certification, Teacher Professional Education (PPG), and the Teacher Mover program have significantly contributed to improving educator competency. However, the implementation of these policies still faces various obstacles, particularly related to the unequal distribution of educators between urban and 3T areas, limited access to education, and the low welfare of non-civil servant teachers. The study results indicate that government policies have increased teacher awareness of the importance of academic qualifications and professional competencies, but the impact on equity has not been optimal due to geographical factors and unequal regional support. This analysis emphasizes the need to strengthen the data-based teacher needs mapping system, improve ongoing training programs, and provide more appropriate welfare support for PAUD teachers. Therefore, collaboration between the central government, regional governments, professional organizations, and the community is key to ensuring the distribution of educators and improving the quality of PAUD services nationally. This study is expected to serve as a reference in developing more effective and equitable policies for PAUD educators in Indonesia.

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.

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.

 Digital transformation in public service is an inevitable necessity in the era of modern governance. This study aims to analyze the effectiveness of the implementation of the Smart Civil Registration System (Smart System Dukcapil) in digital administrative services in Palangka Raya City as part of the national e-government initiative and the strengthening of electronic-based governance. The research employs a qualitative descriptive method, collecting data through in-depth interviews, direct observations, and document analysis of relevant regulations and the implementation of the system within the Department of Population and Civil Registration (Disdukcapil) of Palangka Raya City.The findings indicate that the implementation of the Smart System Dukcapil through applications such as the Sistem Informasi Dukcapil Oloh Itah (SI-DOI) and Digital Population Identity (IKD) has significantly improved efficiency, transparency, and data accuracy in population administration services. These digital innovations have streamlined bureaucratic processes, minimized physical interaction, and enhanced public satisfaction with administrative services. However, the system’s effectiveness is still constrained by challenges such as limited internet infrastructure in peripheral areas, low digital literacy among citizens, and inadequate technical capacity among civil servants in operating digital systems optimally. Theoretically, the implementation of the Smart System Dukcapil reflects the realization of good governance and smart governance principles through the integration of technology, bureaucratic reform, and community participation. This study recommends strengthening human resource capacity, expanding digital infrastructure, and promoting continuous public education to ensure system sustainability. Consequently, digital population administration in Palangka Raya has the potential to become an innovative, inclusive, and adaptive model for regional public service governance.

 Digital transformation in public service is an inevitable necessity in the era of modern governance. This study aims to analyze the effectiveness of the implementation of the Smart Civil Registration System (Smart System Dukcapil) in digital administrative services in Palangka Raya City as part of the national e-government initiative and the strengthening of electronic-based governance. The research employs a qualitative descriptive method, collecting data through in-depth interviews, direct observations, and document analysis of relevant regulations and the implementation of the system within the Department of Population and Civil Registration (Disdukcapil) of Palangka Raya City.The findings indicate that the implementation of the Smart System Dukcapil through applications such as the Sistem Informasi Dukcapil Oloh Itah (SI-DOI) and Digital Population Identity (IKD) has significantly improved efficiency, transparency, and data accuracy in population administration services. These digital innovations have streamlined bureaucratic processes, minimized physical interaction, and enhanced public satisfaction with administrative services. However, the system’s effectiveness is still constrained by challenges such as limited internet infrastructure in peripheral areas, low digital literacy among citizens, and inadequate technical capacity among civil servants in operating digital systems optimally. Theoretically, the implementation of the Smart System Dukcapil reflects the realization of good governance and smart governance principles through the integration of technology, bureaucratic reform, and community participation. This study recommends strengthening human resource capacity, expanding digital infrastructure, and promoting continuous public education to ensure system sustainability. Consequently, digital population administration in Palangka Raya has the potential to become an innovative, inclusive, and adaptive model for regional public service governance.

This study explores the implementation of an electronic Human Resource Management System (e-SDM) in the Gubeng sub-district of Surabaya to optimize civil servant (PNS) leave management. The primary focus is on assessing how digitalization improves efficiency, transparency, accountability, and service quality in human resource administration, particularly in leave processing. Traditionally, manual procedures required 7-14 days to approve leave requests, involved multiple steps, manual calculations, and were prone to errors, delays, and lack of transparency. The introduction of the e-SDM system significantly reduces processing time to approximately one day, enabling online submission, real-time monitoring, and electronic approval accessible anytime and anywhere via smartphones. The system automatically calculates leaves balances and prevents over-application, ensuring data accuracy and reducing misuse. Besides operational efficiency, the system enhances transparency by providing accessible real-time status updates, creating an audit trail for each decision, and making the process auditable and accountable. Despite these advantages, challenges such as user resistance, digital literacy, infrastructure issues, and system integration remain. This research employs descriptive-analytical methods, combining interviews, observations, and documentation, to analyze the effectiveness of e-SDM implementation. The findings indicate that digitalization has streamlined leave management, minimized administrative burdens, and improved data accuracy. Moreover, it fosters a fairer and more transparent work environment, reinforcing good governance principles and supporting Surabaya's vision to become a smart city. The research underscores the importance of technological adaptation within bureaucratic reforms and offers strategic recommendations for further system improvements. Overall, the successful adoption of e-SDM in Gubeng serves as a model for digital transformation in public service delivery, contributing to more efficient, transparent, and accountable governance in local government institutions.

Bureaucratic reform is an essential step in realizing a clean, accountable, professional, and transparent government. The 2020–2024 Bureaucratic Reform Road Map has emphasized the Ministry of Administrative and Bureaucratic Reform’s (Kementerian PANRB) efforts to establish a healthy bureaucracy through the strengthening of the merit system, performance management, and service digitalization. As providers of public services, Civil Servants (ASN) play a crucial role in ensuring professional public service delivery; therefore, an organized performance management system is required to achieve optimal bureaucratic reform. However, in practice, the performance management implemented by the Ministry still faces challenges, particularly concerning non-ASN personnel. This study aims to analyze the implementation of performance management in the process of structuring non-ASN personnel by the Ministry of PANRB as part of the national bureaucratic reform agenda. The research employs a qualitative approach with descriptive analysis based on literature review, legislation, and secondary data from official sources. The findings indicate that the policy of structuring non-ASN personnel, grounded in the principles of the merit system and performance management, has brought significant changes to human resource governance within government institutions. Nevertheless, its implementation still encounters challenges such as limited budget allocation, lack of integrated performance data, and uncertainty regarding the employment status and welfare of non-ASN employees. The digitalization efforts through the e-Kinerja system and national personnel data collection serve as strategic steps to enhance transparency and accountability in performance assessment. Thus, comprehensive performance management is expected to promote professionalism among public servants, improve organizational effectiveness, and realize an adaptive and integrity-based bureaucracy.

Administrative services for civil servants (ASN) play a crucial role in ensuring the rights and obligations of government employees. One of these services is the submission process for the Wife Card (KARIS) and Husband Card (KARSU), which serve as official proof of marital status for civil servants. At the BKPSDM of Sumba Barat Daya, the current submission process for KARIS and KARSU is still carried out manually by filling out paper forms and attaching physical documents. This manual method is time-consuming, prone to data errors, and complicates the monitoring process. Therefore, this study aims to develop a digital information system to simplify the submission, verification, and issuance process of KARIS and KARSU online. This research applies a Research and Development (R&D) approach using the Waterfall model, consisting of requirement analysis, system design, implementation, testing, and evaluation stages. The system is developed using the Python (Streamlit) programming framework and a SQLite3 database, designed to be easily accessible to both ASN users and BKPSDM officers through local networks or the internet. The results show that the developed system successfully reduces processing time by up to 60%, improves data accuracy by 90%, and significantly decreases the use of physical documents. The implementation of this digital information system makes the KARIS and KARSU administrative service more efficient, transparent, and accountable, supporting the ongoing digital transformation within the local government of Sumba Barat Daya Regency.

This study explores the impact of organizational culture, motivation, and job satisfaction on the performance of Civil Servants (ASN) at the Karawang Regency Environmental Service. The study involved 95 ASN participants, with data collected through a quantitative census method. Multiple linear regression analysis was conducted using SPSS 25 to evaluate the data obtained from questionnaires. The results indicate that organizational culture and motivation have a significant positive impact on civil servant performance, suggesting that as organizational culture and work motivation improve, so does the performance of civil servants. However, job satisfaction was found to have no significant effect on performance. This implies that while job satisfaction may play a role, it is less influential on civil servant performance compared to work culture and intrinsic motivation. The study also reveals that 62.3% of civil servant performance is influenced by organizational culture, motivation, and job satisfaction, while 37.7% is driven by other unassessed factors. These findings highlight the importance of fostering a positive work culture and enhancing employee motivation as key strategies for improving performance in government agencies. The study underscores the need for public sector organizations to focus on these internal factors to achieve higher performance levels.

This research analyses the challenges to service innovation in civil registration, specifically the issuance of birth certificates at the Sidoarjo Regency Department of Population and Civil Registration, within the context of governmental digital transformation. Employing a qualitative approach via in-depth interviews, field observations, and document analysis, the study identifies various obstacles encountered in the process of public service digitisation. The findings indicate that the principal challenges include: (1) resistance to change from both civil servants and the public regarding the digital system; (2) limitations in information technology infrastructure and internet connectivity in rural areas; (3) the digital literacy gap between urban and rural community groups; (4) the complexity of coordination among government agencies within the integrated system; and (5) budgetary constraints for continuous system maintenance and development. The study also found that despite various innovations such as online services, mobile apps, and digital queuing systems, their implementation still faces significant technical and non-technical impediments. These findings contribute to the literature on public sector innovation by revealing the dynamics of e-government implementation at the regency/city level, and offer strategic recommendations for policymakers on optimising the digital transformation of civil registration services. The novelty of this research lies in its comprehensive analysis, which integrates technological, organisational, and social perspectives within the context of local government in Indonesia post-COVID-19 pandemic.

Digital transformation in public services is an absolute necessity in the era of the Industrial Revolution 4.0, including in local government personnel management. This research analyses the digital transformation of civil servants’ (ASN) promotion services through the implementation of the Promotion Management System (SIPEKAT) at the Regional Personnel Agency of Sidoarjo Regency. Employing a qualitative approach with data collection techniques through in-depth interviews, participant observation, and documentation study, this research explores the transformation process from a manual to a digital system, the implementation challenges, and its impact on service effectiveness and efficiency. The results indicate that the digital transformation via SIPEKAT successfully increased processing time efficiency by up to 60%, reduced the use of physical documents by up to 85%, and improved the transparency and accountability of the services. However, challenges were found, including a digital competence gap among employees, limitations in technological infrastructure in several Regional Government Work Units, and resistance to change from some stakeholders. The novelty of this research lies in the comprehensive analysis of the digital transformation ecosystem of personnel services, integrating technological, organisational, and user behaviour perspectives, whilst producing an e-government implementation model for personnel services that can be adopted by other local.