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This study aims to analyze the implementation of Good Governance principles—transparency, accountability, participation, effectiveness, efficiency, rule of law, and inclusivity—in public administration services at the Sungai Tabukan Sub-district Office, especially in the Service, Economy, and Social Welfare Section. The method used is a qualitative approach with a case study design through observation, in-depth interviews, and documentation of sub-district officials and service user communities. The data was analyzed through reduction, presentation, and conclusion drawn, and tested for validity by triangulation and member check techniques. The results of the study show that procedural transparency, compliance with SOPs, and administrative accountability mechanisms have been running relatively well, so that services such as SKKM, marriage recommendations, and population documents can be processed openly and can be traced. However, the limitations of human resources, facilities, and digital infrastructure cause the effectiveness and efficiency of services to still be conditional and depend on key actors. Community participation has been facilitated through forums and feedback channels, but it is still dominated by village intermediaries so that the direct involvement of residents is not optimal. In terms of the rule of law and inclusivity, services have been based on regulations and are non-discriminatory, although there are still inequality in access and speed of services between regions. The main supporting factors include leadership commitment, internal work culture, and the existence of SOPs, while inhibiting factors include limited human resources, facilities, and information systems that have not been integrated. It was concluded that the implementation of Good Governance in public administration services in Sungai Tabukan District has been running functionally, but has not been fully consolidated systemically. Therefore, it is necessary to strengthen policies through the digitization of services, increase the capacity of the apparatus, improve facilities, integrate data-based accountability and transparency systems, and expand citizen participation channels to realize more professional, fair, and sustainable public administration service.

This research aims to analyze the strategic role of management psychology in enhancing the performance and effectiveness of educational organizations through a systematic literature review. The development of modern educational organizations demands human resource management that is not only oriented toward administrative aspects but also considers the psychological dynamics of individuals, including behavior, motivation, and interpersonal relationships. The research method used is qualitative with a literature review approach, analyzing relevant scientific articles from the Google Scholar database. The results of the study indicate that management psychology contributes significantly to organizational productivity through three main aspects: effective organizational communication to build trust, psychology-based leadership that increases work motivation and satisfaction through recognition and fairness, and constructive conflict management that transforms tension into opportunities for innovation. The conclusion of this study emphasizes that the integration of various psychological dimensions, such as organizational citizenship behavior (OCB) and self-efficacy, is a key element in creating a conducive work environment. Therefore, leaders of educational institutions are advised to adopt a humanistic leadership style to optimize the potential of human resources and achieve superior educational quality in a sustainable and effective manner within the modern era.

The adoption of holocratic leadership systems has become a crucial strategy for startups navigating market volatility, which demands organizational agility through the elimination of traditional hierarchies. This study aims to analyze the transformation of the Human Resource (HR) department's role within holocratic systems and its impact on HR efficiency in startup environments. Employing an integrative literature review approach, this research synthesizes various findings from reputable global and national journals published within the last five years to map the shifts in managerial functions. The results indicate that in structures devoid of conventional managers, the HR role transforms from a controlling authority into a system architect and governance facilitator that maintains compliance with the organizational constitution. HR efficiency is achieved through clear authority distribution within dynamic roles, transparent peer-to-peer feedback mechanisms, and the removal of slow bureaucratic coordination costs. The contribution of this research lies in the formulation of the "HR-as-a-Platform" conceptual model, which shifts the focus of management practices from personal supervision to systemic infrastructure optimization. The practical implications provide a guide for startup founders to re-engineer HR functions to support individual autonomy without sacrificing operational stability. This study confirms that the success of non-hierarchical organizations relies heavily on the integration of radical autonomy and robust digital protocols facilitated by the newly defined HR function.

This study aims to analyze and formulate strategic approaches to restructuring educational management in Islamic secondary schools in response to digital disruption, with a specific focus on the local context of Pesawaran. The research employs a qualitative approach with a case study design, involving school principals, teachers, and administrative staff as participants. Data were collected through in-depth interviews, observations, and document analysis, and analyzed using an interactive model consisting of data reduction, data display, and conclusion drawing. The findings reveal that educational management practices remain largely administrative and conventional, with limited and non-systemic integration of digital technologies. Key challenges include inadequate infrastructure, low digital competence among educators, and organizational resistance to change. In response, this study proposes a strategic framework for restructuring educational management, encompassing digital transformational leadership, human resource capacity building, integrated digital management systems, and the incorporation of Islamic values into the digital ecosystem. The main contribution of this research lies in the development of the Islamic Digital-Based Educational Management Model, which integrates leadership, human resources, technology, and Islamic values as an adaptive conceptual framework for addressing digital disruption.

This research is motivated by the phenomenon of Izhar Majid’s election, as he successfully maintained his position as a legislative member in Jambi Province and achieved a significant victory in his constituency despite intense political competition. His success is notable because he does not come from a political family, lacks elite family connections, and was still able to maintain his voter base after switching political parties. This condition raises questions about how he utilized political capital to gain public support. The study aims to analyze the forms, strategies, and utilization of political capital in winning political contests. Using political capital theory, this descriptive qualitative research collected primary data through interviews and secondary data from documentation, literature, and official election results. The findings show that his success was driven by the optimization of integrated political capital. Social capital was built through strong networks with community leaders and voter groups. Symbolic capital emerged from his positive image and reputation. Economic capital supported structured campaign activities. Combined with direct public engagement and targeted communication media, these factors significantly increased his visibility and electability.

This research is entitled Oko Mama as a Tool of Political Consolidation in Society (Atoin Pah Meto) (Case Study of the 2023 Village Head Election in Saenam Village, West Miomaffo District, TTU). The main problem of this research is how oko mama as a tool of political consolidation in the village head election in Saenam Village, in establishing relations between candidates and the community in the village head election in Saenam Village, West Miomaffo District, TTU. The theory used in this study is the theory of political consolidation which refers to oko mama as a tool of political consolidation in Society (Atoin Pah Meto). The results of this study indicate that Oko Mama has several functions, namely as a cultural, as a form of appreciation to guests to convey a purpose, where oko mama is a tool for political consolidation ahead of the village head elections. However, in this study, oko mama does not provide a certainty for the community to choose the candidate due to several factors including educational factors and the community's perception of the candidate. The conclusion of this study is that Oko Mama is a tool for political consolidation in Sgenam Village, but it cannot guarantee that the candidate will obtain the most votes and win the village head election due to educational level and various public perceptions about the candidate. Traditional leaders have power in Saenam Village, but they cannot unite the community if the consolidation tool used is Oko Mama.

This study is motivated by the leadership of the principal at MTs Darul Falah Sumbergempol Tulungagung, who involves all school personnel in school activities. Although the principal’s tenure is relatively new, the principal has been able to implement continuous changes to advance the institution and improve the quality and services of the school. The research employed a qualitative approach. Data were collected through participant observation, in-depth interviews, and documentation. The data analysis techniques included (1) data reduction, (2) data display, and (3) conclusion drawing/verification. The results of this study indicate that: (1) The principal’s strategy in mobilizing subordinates to improve the quality of learning at MTs Darul Falah Sumbergempol Tulungagung is carried out by ensuring that teachers perform their duties professionally, participating directly in the preparation of lesson plans (RPP), selecting competent teachers to guide students in self-development activities, providing explanations and motivation to subordinates regarding the implementation of tasks in the madrasah, and giving instructions to enhance staff capabilities by forming well-organized teamwork. (2) The principal’s strategy in influencing subordinates to improve the quality of learning is implemented by enhancing personnel performance, providing rewards to subordinates, setting a good example, showing concern and attention, improving welfare, motivating subordinates, and supporting as well as appreciating their achievements. (3) The principal’s strategy in encouraging improvements in the quality of learning is carried out by inviting subordinates to enhance teachers’ competencies, motivating teachers to be productive and innovative, coordinating the outcomes of teachers’ work, consistently evaluating teachers’ activities, conducting official meetings, providing motivation during these meetings, and setting an example by arriving at school earlier than others.   

Global business environmental uncertainty, triggered by "Black Swan" phenomena, demands that organizations transform beyond passive resilience toward anti-fragility capabilities, where Human Resource (HR) systems actually grow stronger through market disruptions. This study aims to analyze the concept of anti-fragility within organizational leadership, explain the role of transformational leadership in shaping anti-fragile employees, and identify organizational strategies for navigating market uncertainty. The approach employed is a narrative literature review using content analysis techniques across various reputable scientific journals, anti-fragility theory, and organizational case studies such as Disney+, Zoom, and Tractor Supply. Research findings indicate that transformational leadership acts as a primary catalyst that builds anti-fragility through intellectual stimulation, decentralized autonomy, and the creation of a culture that learns from failure. Organizational strategies prioritizing resource flexibility, cross-skilling, and optionality have proven effective in converting crisis stressors into opportunities for innovation and performance growth. The contribution of this article lies in the development of an "Anti-Fragile Leadership" conceptual framework that integrates the philosophical principles of anti-fragility into strategic HRM practices. The practical implications provide a guide for organizational leaders to design work systems that are adaptive and proactive toward market volatility, ensuring that organizations not only survive but thrive from chaos.

Transparency in human resource management has become a strategic issue in modern organizations, particularly through the implementation of salary transparency as part of the broader concept of radical transparency. This study aims to analyze the psychological and managerial impacts of salary information disclosure and its implications for human resource leadership within organizations. The research employs a qualitative approach using a narrative literature review by examining relevant scholarly articles published within the last five years. The findings indicate that salary transparency contributes positively to enhancing employees’ perceptions of fairness and trust; however, it may also generate negative consequences such as social comparison, interpersonal conflict, and decreased job satisfaction if not properly managed. From a managerial perspective, salary transparency promotes greater accountability, strengthens performance evaluation systems, and encourages more open and participative leadership practices. This study contributes by integrating psychological and managerial dimensions into a comprehensive conceptual framework and highlights the importance of organizational readiness in strategically managing transparency policies to achieve effectiveness and sustainability.

Transformasi digital menuntut organisasi untuk meningkatkan kompetensi karyawan melalui program pelatihan, namun tingkat partisipasi karyawan sering kali masih rendah meskipun fasilitas telah tersedia secara memadai. Penelitian ini bertujuan untuk menganalisis peran Nudge Theory sebagai strategi dalam memengaruhi perilaku karyawan terhadap partisipasi program pelatihan, dengan fokus pada penerapan Choice Architecture dalam konteks manajemen sumber daya manusia. Penelitian ini menggunakan pendekatan kajian literatur dengan strategi integrative review yang mengkaji berbagai publikasi ilmiah bereputasi terkait Behavioral Economics, human resource development, dan pembelajaran karyawan. Hasil penelitian menunjukkan bahwa intervensi berbasis nudge, seperti pengaturan default, penyederhanaan pilihan, dan penggunaan pengingat kontekstual, secara konsisten mampu meningkatkan partisipasi pelatihan karyawan secara sukarela. Selain itu, efektivitas intervensi tersebut dipengaruhi oleh integrasi dengan faktor motivasi intrinsik yang selaras dengan prinsip Self-Determination Theory. Penelitian ini memberikan kontribusi konseptual berupa kerangka integratif yang menggabungkan perspektif Behavioral Economics dan human resource development, serta menawarkan implikasi praktis bagi HR leaders dalam merancang strategi pembelajaran yang lebih efektif, adaptif, dan berbasis perilaku.

Due to its focus on the psychological components of leadership, motivation, communication, and human resource development in educational institutions, management psychology is becoming an increasingly significant perspective in educational management. The use of management psychology in the classroom is considered crucial for improving organizational performance and teacher motivation. The purpose of this study was to investigate how management psychology can enhance teacher work motivation and its impact on school efficacy. This study reviewed previous research on the use of management psychology in education using a qualitative approach and literature review methodology. Using keywords related to management psychology in education, teacher motivation, educational leadership, and educational organizational performance, systematic search of scientific publications published in the Google Scholar database between 2022 and 2026 was used to collect data. Identification, screening, eligibility evaluation, and final selection of relevant publications were all steps in the literature selection process. Thematic coding techniques were used to examine six selected publications to determine the main findings, methodology, and research emphasis of each study. The findings suggest that the use of management psychology in educational management techniques, such as effective communication, teacher empowerment, supportive leadership, and the establishment of equitable reward systems, can significantly enhance teacher motivation and foster a positive work environment. In addition, these approaches increase the effectiveness of educational institutions, improve teacher performance, and foster collaboration within the school environment. To promote teacher professional development and raise the overall standards of educational institutions, it is crucial for educational administrations to incorporate a psychological perspective.

The global rise in life expectancy toward the 100-year threshold has accelerated the emergence of the silver economy, significantly affecting organizational leadership structures, particularly in terms of succession stagnation risks and potential loss of institutional knowledge. This study aims to develop a comprehensive longevity leadership strategy to manage senior leaders and optimize leadership succession in the context of demographic transition. The research employs an integrative literature review with thematic analysis of reputable international and national journal articles published within the last five years. The findings reveal that effective longevity leadership strategies emphasize repositioning senior leaders from operational roles to strategic mentors through knowledge-sharing mechanisms and phased retirement approaches. Furthermore, successful succession in an aging workforce depends on role flexibility and the establishment of new psychological contracts that recognize and value the wisdom of senior leaders. This study contributes theoretically by proposing a dynamic succession model that bridges intergenerational gaps. Practically, it offers guidance for human resource practitioners in designing age-inclusive retention strategies and leadership transition policies.Overall, the proposed strategy supports organizational stability while fostering sustainable innovation through the optimal utilization of senior human capital.

The restructuring of Indonesian state-owned enterprises (SOEs) and their subsidiaries following the establishment of Danantara has generated new organizational demands, particularly regarding employees’ psychological preparedness for change. This article develops a quantitative research framework to examine the effects of change communication, transformational leadership, job insecurity, and organizational culture on employees’ readiness for change, with perceived organizational support serving as a moderating variable. The study is designed as an explanatory survey targeting employees of PT Krakatau Steel subsidiaries affected by restructuring. Data are intended to be collected using a five-point Likert-scale questionnaire and analyzed through partial least squares structural equation modeling (PLS-SEM). The article proposes that change communication, transformational leadership, and organizational culture positively influence readiness for change, whereas job insecurity exerts a negative effect. In addition, perceived organizational support is expected to strengthen the positive effects of change communication, transformational leadership, and organizational culture while attenuating the negative effect of job insecurity. The article contributes to the organizational behavior literature by offering a contextually grounded framework for understanding employee responses to restructuring in SOE subsidiaries. It further highlights the strategic importance of organizational support in sustaining employees’ readiness to navigate changes in governance, work systems, and organizational direction.

Abstract This study aims to analyze the legal basis and mechanisms for implementing Minimum Service Standards (MSS) in public service delivery in Indonesia. As a strategic instrument, the MSS is designed to ensure the fulfillment of citizens' constitutional rights through quality basic services. Using qualitative research methods with a juridical-normative approach, this study evaluates the extent to which the implementation of the MSS has been able to create equitable access to services and identifies crucial factors influencing its success. The results indicate that although the MSS has a solid legal basis through Law No. 23 of 2014 and Government Regulation No. 2 of 2018, the reality on the ground still shows significant gaps. Implementation of this policy is often hampered by low organizational capacity at the regional level, limited human resource (HR) competency, inaccurate sectoral data, and weak inter-institutional coordination. This study concludes that the effectiveness of the MSS is highly dependent on strengthening regional fiscal capacity, political commitment of leadership, and the integration of valid data-based planning. This is necessary to achieve social justice and equitable welfare within the framework of a welfare state in Indonesia.

Planning and improving the performance of educational organizations is a strategic issue that requires a managerial approach integrated with psychological aspects. This study aims to examine and synthesize factors influencing organizational performance through a management psychology approach. The method used was a qualitative systematic literature review design for scientific articles from 2022–2025 obtained from Google Scholar. Data collection techniques were carried out through documentation and article selection based on inclusion criteria, resulting in seven articles for analysis. Data analysis used a thematic approach to identify patterns and relationships between findings. The results showed that organizational performance improvement is influenced by three main factors: structured human resource planning, effective organizational communication, and transformational leadership and work motivation as psychological factors. These findings indicate that integration between structural and psychological aspects plays a crucial role in improving organizational effectiveness. In conclusion, a management approach that integrates planning and psychological factors can improve the performance of educational organizations sustainably.

This study examines the relationship between organizational culture and the sustainability of public service innovation within government bureaucracy. Although many public service innovations show positive results in the initial stages, many do not sustain in the long term. This indicates the presence of fundamental factors affecting innovation sustainability, one of which is organizational culture. Organizational culture plays a role in shaping the behavior, values, and work methods of civil servants in providing services to the public. This study aims to analyze the role of organizational culture in supporting or hindering the sustainability of public service innovations. Using a Systematic Literature Review (SLR) approach, this study analyzes 20 relevant scientific articles from 2002 to 2025. The results indicate that hierarchical, rigid, and administratively-oriented organizational cultures hinder innovation sustainability. Other factors such as low leadership support, limited incentives, and resistance to change also strengthen these barriers. Conversely, an open, collaborative, and adaptive organizational culture to change enhances the likelihood of innovation sustainability. In conclusion, the success of public service innovations is greatly influenced by the organizational culture underlying the behavior of civil servants. Therefore, transforming organizational culture to be more innovative and adaptive is a strategic step to strengthen the sustainability of innovation.

This study aims to analyze the influence of Psychological Capital, work motivation, and workload on the performance of Training Officers at the Infantry Education Center (Pusdikif) of the Indonesian Army's Infantry Training Center (Pussenif. This study uses a quantitative approach with an explanatory survey design. The research population consists of all 60 non-commissioned officer trainers at Pusdikif Pussenif TNI AD. Data collection was conducted using a five-point Likert scale questionnaire. Data analysis was performed using multiple linear regression with the help of SPSS 29. The results show that Psychological Capital has no significant effect on the performance of non-commissioned officer trainers. Work motivation has a positive and significant effect on performance and is the most dominant variable. Workload has a positive and significant effect on performance. Simultaneously, Psychological Capital, work motivation, and workload have a significant effect on the performance of Training Officers. The research model has a very strong relationship (R = 0.856) with an explanatory power of 73.3%. This study shows that the performance of military trainers is more influenced by work motivation and task demands than by personal psychological factors. The results of this study are expected to serve as a basis for the leadership of the Indonesian Army's education units in increasing work motivation and managing the workload of trainers proportionally to support the improvement of military education performance.

UMKM Digital transformation in local governance is an important instrument in realizing the principles of good governance, especially in regions with complex geographical challenges. This study aims to analyze the effectiveness of e-government implementation at the district level in encouraging community participation in the local development planning process, using a case study of the Fof District Office, Tambrauw Regency. The methods used were descriptive qualitative through field observations, in-depth interviews with district officials and community leaders, and analysis of development documents. The data was analyzed through the stages of reduction, presentation, and drawing conclusions. The results of the study show that the implementation of e-government in Fef District is in a transition phase. Bureaucratic digitization improves administrative efficiency and transparency of public information. However, its effectiveness in expanding community participation is still low. The main obstacles include limited telecommunications infrastructure in several villages and low community digital literacy. As a result, participation in Musrenbang remains dominated by conventional mechanisms, while digital platforms serve primarily as a means of one-way reporting. This study emphasizes that the success of digital transformation depends on the readiness of infrastructure and community capacity, so a hybrid approach that integrates technology with local wisdom is needed to strengthen participation in regional development.

This study seeks to investigate the direct impact of digital transformational leadership on employee engagement and to analyze the mediating function of work-life balance within higher education institutions in Medan. A quantitative methodology was utilized, employing a survey technique with a structured questionnaire disseminated to professors at higher education institutions in North Sumatra Province. The study's population and sample consisted of 120 permanent academics in North Sumatra Province. We utilized a questionnaire to collect data and Structural Equation Modeling (SEM) to analyze it. The findings indicated that digital transformative leadership exerted a favorable and significant impact on lecturer engagement. Nonetheless, work-life balance was not demonstrated to be a significant mediator or moderator in this relationship. This study demonstrates that within the framework of digital transformation, professor engagement is more significantly affected by leadership practices than by perceptions of work-life balance. Digital leadership that works can give teachers more power and make them more interested, but problems that come with the digital invasion need to be handled carefully. This study suggests that companies, particularly higher education institutions, should prioritize the enhancement of digital leadership capacity to sustain and elevate employee engagement in the digital age.

Digital revolution and the disruption of the global labor market have made public organizations, especially vocational training institutions, even more complicated. This study seeks to examine the impact of dynamic skills on institutional resilience, with innovative leadership serving as a mediating variable. The study employed a quantitative methodology, utilizing data collected from 180 employees at the Medan Vocational and Productivity Training Center (BBPVP). We used Structural Equation Modeling based on Partial Least Squares (SEM-PLS) to look at the data. The findings indicate that dynamic capabilities exert a positive and significant influence on institutional resilience, underscoring the necessity for an organization to identify, capitalize on opportunities, and adapt to change. Dynamic qualities also have a big effect on inventive leadership, which is very important for making organizational change happen. Innovative leadership demonstrably influences institutional resilience and serves as a partial mediator between dynamic capabilities and institutional resilience. This research offers a theoretical advancement by synthesizing institutional theory, dynamic capacities, and innovative leadership to elucidate public organizational resilience. In practical terms, the findings of this study have significant significance for enhancing the adaptive capacity of vocational training institutions in the context of digital disruption.