Publication Search

Violations of quarantine regulations in Batam City continue to occur to this day. Despite the enactment of Law No. 21 of 2019 concerning Animal, Fish, and Plant Quarantine, which replaced Law No. 16 of 1992 on the same subject and introduced stricter criminal sanctions for violations, there has still not been a deterrent effect on those bringing prohibited items without meeting quarantine requirements. This research addresses how the authority and implementation of quarantine investigators' powers are regulated in handling cases of animal entry that have bypassed the designated import and export points in Batam City, what obstacles or challenges quarantine investigators face, and the solutions at the Animal, Fish, and Plant Quarantine Office of the Riau Archipelago at the Hang Nadim and Telaga Punggur Service Units. The research method combines normative legal research with empirical sociological approaches, utilizing both inductive and deductive methods to analyze and clarify the relationship between research variables and the research object. This approach aims to provide a comprehensive understanding that benefits readers, particularly future researchers and academics. The findings reveal ongoing uncertainty among quarantine investigators in enforcing quarantine regulations in Batam City. This issue arises from differing interpretations of Law No. 21 of 2019 among quarantine officers and the shortage of human resources, which affects investigators' focus on legal enforcement actions, including criminal sanctions. In Batam City, the resolution of quarantine regulation violations prioritizes the philosophy of "ultimum remedium" where punishment is seen as a last resort. Administrative sanctions for quarantine violations include quarantine detention, rejection, and/or destruction of the violating items.

According to the above article, it is in line with the regulations that the Regional Head Election is a democratic festivity, but there are several parties that are not allowed to be directly involved. One of them is the Civil Servants (ASN). ASN are state servants in the process of governance. Therefore, ASN are given limitations to remain neutral during this democratic festivity. However, they often face interference or are tainted by the involvement of ASN who should maintain their neutrality as government officials. The main issues in this research are (1) How is the regulation of the General Election Supervisory Agency on the neutrality of Civil Servants in the 2020 Regional Head Election in Ngada Regency? (2) What are the factors causing the neutrality violations of Civil Servants in the 2020 Regional Head Election in Ngada Regency? This research is empirical juridical research based on applicable laws and regulations and data obtained from the field. This research uses respondents and data collected in a descriptive qualitative manner. The aim of this research is to analyze the neutrality of Civil Servants (ASN) in the 2020 Regional Head Election (Pilkada) in Ngada Regency. The focus of the research is on how the regulation by the General Election Supervisory Agency (Bawaslu) affects the neutrality of ASN and the factors that cause neutrality violations. This research uses an empirical juridical method based on applicable laws and regulations as well as field data. Data were collected through semi-structured interviews with 10 respondents, including the Chairperson of Bawaslu, former coordinator of the violation dispute handling division, staff of the violation handling division, and ASN. Additionally, observation and documentation were used to complement the data. The research findings indicate that ASN neutrality violations often occur due to various factors, including political interference and the utilization of bureaucracy for Pilkada interests. This research provides recommendations to enhance supervision and law enforcement by Bawaslu to ensure ASN neutrality in every regional head election process in Indonesia.

The purpose of this study was to determine the trust and quality of customer service towards the satisfaction of the Bank Syariah Indonesia Pontianak Branch. The population in this study were customers, with a sample of 100 people. Determination of sample withdrawal using incidental sampling techniques. Determination of the sample size of the research object using the Slovin formula with a confidence level of 90% (significance level of 0.10). Slovin formula with a confidence level of 90% (significance level of 0.10) / Data collection techniques using questionnaire distribution techniques. Based on the results of the analysis and discussion that have been carried out, it can be concluded that the characteristics of respondents in this study show that respondents who are customers of BSI Pontianak Branch show that most customers are aged 19-28 years, last education is high school / vocational school, civil servant jobs, male, are customers of BSI Pontianak Branch 100%.

This study aims to determine the direct and indirect effect of digital marketing, innovation, service quality on competitive advantages through customer satisfaction of Car100 Showroow. This type of research uses quantitative research methods with primary and secondary data sources. The population in this study was 109 Civil Servants (PNS) who worked at the Bintan Regency Regional Secretariat office. In this study, data collection was carried out using the census method in which the entire population was taken as a sample. By using the census method, this study aims to obtain accurate and representative data from the entire existing population. This step will make it easier for researchers to analyze and describe the characteristics and events that occur in the population. This research uses Smart-Pls as a data processing tool. The results of this study, Digital marketing has a positive and significant influence on customer satisfaction. Innovation has a positive and highly significant influence on customer satisfaction. Service quality has a positive and highly significant influence on customer satisfaction. Digital marketing has a direct positive and significant influence on competitive advantage. Innovation has a negative but significant influence on competitive advantage. Customer satisfaction has a positive and highly significant influence on competitive advantage. Service quality has a positive and significant direct effect on competitive advantage. Digital marketing has a positive and significant indirect effect on competitive advantage through customer satisfaction as a mediating variable. Innovation has a positive and highly significant indirect effect on competitive advantage through customer satisfaction. Service quality has a positive and highly significant indirect effect on competitive advantage through customer satisfaction.    

Law enforcement in the shipping sector is an important aspect in maintaining security and order in Indonesian waters. Civil Servant Investigators (PNS) at the Marine and Coast Guard Base (PLP) have a central role in cracking down on shipping crimes. This study aims to analyze the role of civil servant investigators at the Tanjung Uban Class II PLP Base in law enforcement of shipping crimes, identify the obstacles faced, and provide recommendations to increase the effectiveness of law enforcement. The research methods used are normative juridical and empirical sociology. Normative juridical research is carried out through the study of relevant documents and laws and regulations, such as Law Number 17 of 2008 concerning Shipping and its implementing regulations. Empirical sociological research was conducted through interviews with civil servant investigators, related parties, and analysis of concrete cases handled at the Tanjung Uban Class II PLP Base. The results of the study show that civil servant investigators at the Tanjung Uban Class II PLP Base have an important role in law enforcement of shipping crimes, but face various obstacles. Limited human resources and facilities, lack of coordination between agencies, and technical and legislative obstacles are some of the main obstacles. Case handling such as KM. Putra Harapan Baru and MT. Queen Majesty revealed that violations often occur due to non-compliance with shipping regulations, as well as a lack of legal awareness among shipping industry players. Based on the results of the research, it is recommended that the number and quality of investigators be increased through training and recruitment, investment in adequate facilities and equipment, and increased coordination between agencies. In addition, the adjustment of domestic regulations to international standards and legal awareness campaigns for the public and shipping industry players are also important to ensure compliance with the law. Strengthening legal protection for investigators from external intervention and strict enforcement of the code of ethics will help maintain integrity and professionalism in maritime law enforcement. With this effort, it is hoped that law enforcement of shipping crimes at the Tanjung Uban Class II PLP Base can run more effectively and efficiently.

Law enforcement against the Self-Interest Terminal (TUKS) in Tanjung Pinang City is an important issue in the context of shipping safety and environmental protection. The background of this research is based on various violations that occur in the field, such as lack of facility maintenance, non-fulfillment of safety standards, and environmental pollution, which shows the absence of suboptimal law enforcement by the Tanjung Pinang Class II Port Authority (KSOP). The purpose of this study is to assist the legal arrangements that regulate TUKS, identify obstacles in law enforcement, and provide suggestions to overcome these obstacles to improve the effectiveness of law enforcement. The research method used is a normative juridical approach with an analysis of applicable laws and regulations, including Law No. 17 of 2008 concerning Shipping, Law No. 32 of 2014 concerning Marine Affairs, and Regulation of the Minister of Transportation Number PM 51 of 2011. In addition, an empirical juridical approach is carried out by interviews and observations to obtain empirical data on the application of law enforcement. The results of the study show that law enforcement by KSOP Class II Tanjung Pinang faces several significant obstacles, such as limited human resources and facilities, lack of coordination between agencies, complicated bureaucratic related procedures, and low awareness and compliance of companies with applicable regulations. These obstacles result in the supervision and enforcement of violations in TUKS not running effectively. To overcome these obstacles, this study suggests several strategic steps. First, increase the capacity and resources of KSOP by increasing protected labor and providing modern equipment. Second, strengthen coordination between agencies through the formation of special forums or committees and the implementation of bureaucratic procedures to accelerate the handling of violations. Third, increasing the awareness and presence of the company through socialization and education programs and involving the public in reporting violations. For this reason, it is recommended to increase the allocation of resources, strengthen coordination between related agencies through the formation of forums or special committees, the community, especially companies that operate TUKS, must actively participate in socialization and education programs organized by KSOP Class II Tanjungpinang and the government and for the Civil Servant Investigator Position to be included in the Position Map within the Technical Implementation Unit of the Directorate General of Sea Transportation of the Ministry Transportation at KSOP Class II Tanjungpnang.    

Good discipline is a form of action to obey and do something in accordance with values ​​and rules that are believed to be a responsibility, not only companies/government agencies must show good work discipline. Civil servants and non-permanent employees in government agencies are management tools used to improve the quality of decision making and accountability in order to assess the success or failure of implementing activities in accordance with predetermined goals in order to realize the vision and mission of a government agency. In conducting research, the author used a comparative method (comparison). Meanwhile, this method is to help analyze data and facts obtained from respondents, using quantitative analysis methods with statistical formulas. The results of this research show that there is a significant comparison between the work discipline of civil servants and non-permanent employees with a score difference of 1.2. So it can be interpreted that civil servants have greater work discipline than non-permanent employees, even though the results of the questionnaire distribution are both very good.

This research aims to analyze the determination of the internalization of BerAKHLAK work culture in constructing apparatus integrity within the Social Services Department of East Java Province. In the context of modern bureaucratic transformation, Civil Servants (ASN) are required to have a strong work culture foundation as a moral compass to avoid practices that deviate from professional ethics. The Social Services Department possesses unique characteristics as it interacts directly with vulnerable social groups, necessitating personnel with unwavering integrity and moral immunity against the temptation of abusive authority. Utilizing a qualitative descriptive approach with a case study design, this research dissects the phenomenon of value internalization holistically through in-depth interviews, observation, and documentation. The results indicate that the internalization process of BerAKHLAK (Service-Oriented, Accountable, Competent, Harmonious, Loyal, Adaptive, and Collaborative) is carried out through a social construction dialectic encompassing stages of externalization, objectification, and internalization. Phenomenological findings suggest a paradigm shift from formalistic integrity toward substantive integrity, where values ​​such as Accountability and Loyalty are no longer viewed merely as regulatory burdens but as manifestations of moral responsibility rooted in individual conscience. The habituation process through routine actions, such as consistently precise data verification, has created an "ethical sedimentation" that transforms honest behavior into an instinctive or automatic self-governing action. Furthermore, the Harmonious and Collaborative dimensions have successfully established peer-supervision mechanisms and a collective social identity that strengthens the organization's moral fortress through collective social shame against deviations. The integration of Competent and Adaptive values ​​also proves to be a primary determinant in mitigating ethical risks, where technical professionalism encourages personnel to remain transparent despite complex field pressures. Overall, the internalization of BerAKHLAK work culture has successfully reconstructed the integrity of the East Java Social Services apparatus into a stable social reality, which not only transforms work methods but also builds public trust through quality and equitable service.

The 2023 new regulations for ASN (public civil servants) have caused changes and anxiety for teachers. With this new regulation, all ASN will have functional positions which are expected to make regulations and promotion processes easier and simpler. ASN teachers will focus on organizational performance achievements, whereas previously, to apply for a promotion, civil servants focused on fulfilling credit or DUPAK numbers which were too administrative and troublesome. However, many teachers' career problems are now increasingly unclear due to the publication of this new policy. So, there is a need for activities to accompany teachers in strengthening their careers after the implementation of the new policy. The implementation method used in this community service program is socialization and mentoring. With this program, it is hoped that middle school social studies teachers throughout Batang Regency can understand the new regulations and plan their career paths appropriately.

The human resources aspect is the most important thing for companies, especially to achieve organizational goals, because the success or failure of an organization is greatly influenced by human factors as people who carry out the work. One of the targets of human resource management in the organizational management function concerns employee performance issues. Employees at the Sewing Department PT. Pan Brothers Tbk Boyolali has an unstable level of performance, which can affect the achievement of company goals. This research aims to explain the factors that can influence a person's performance, such as leadership style, work culture and physical work environment which can influence employee performance. The sample was obtained using a purposive sampling method, and 47 civil servant respondents were selected as the sample. Meanwhile, the data analysis used in this research includes: data quality testing, classical assumption testing, hypothesis testing and multiple regression analysis. The results of the partial significant test (t statistical test) from the research analysis and discussion show that; transactional leadership style, with a t value of 1,555, this value is smaller than t table 1,669. This explains that the Transactional Leadership variable has no effect on the Employee Performance variable. Work Culture, with a t value of 3,033, this value is greater than t table 1,669. This explains that the Work Culture variable has an influence on the Employee Performance variable. Physical Work Environment, with a t value of 2,467, this value is greater than t table 1,669. This explains that the Physical Work Environment variable has an influence on the Employee Performance variable. Meanwhile, the results of the simultaneous significant test (f test) show that Fcount 5,600 > Ftable 2,751 with a significance value of 0.002. So it can be concluded that the two independent variables, namely Transactional Leadership (X1), Work Culture (X2) and Physical Work Environment (X3) greatly influence the dependent variable, namely Employee Performance (Y) at PT. Pan Brothers, Tbk Boyolali.

This research aims to find out how much influence work motivation and commitment has on the performance of state civil servants at the Deli Serdang Regency Land Office. Sampling The samples used in this research were all state civil servants at the Deli Serdang Regency Land Office except the Head of the Deli Serdang Regency Land Office, so there were 92 people present. In this research, the data used is primary data, then continued with path analysis. The results of the analysis show that there is a positive and significant influence between motivation and performance. This means that better motivation can improve the performance of state civil servants at the Deli Serdang Regency Land Office. There is a positive and significant influence between work commitment and performance. This means that an increase in work commitment that is getting better can improve the performance of state civil servants at the Deli Serdang Regency Land Office. There is a positive and significant influence between motivation and work commitment on performance. This means that motivation which is interrelated with better work commitment can improve the performance of state civil servants at the Deli Serdang Regency Land Office.

This research is motivated by challenges in monitoring and developing public services in the Malang Regional Government which require an integrated approach. Investments in human resource development and information technology are needed to increase the efficiency and effectiveness of supervision. Increasing the budget for guidance and supervision, strengthening the independence of supervisory institutions, and utilizing information technology are considered solutions to improve the quality of public services. The research method used in this research is a qualitative method with a literature study approach. This approach was chosen because it allows researchers to explore and understand the phenomenon of coaching and supervision in the context of public services through analysis of various relevant sources of information. The qualitative method focuses on an in-depth understanding of the existing context, processes and dynamics, making it suitable for studying the role of coaching and supervision in improving the quality of public services in the Malang Regional Government. Literature study as part of this qualitative method involves collecting and analyzing data from various sources such as books, academic journals, official government reports, and related policy documents. The research results show that guidance and supervision in the Malang Regional Government has an important role in improving the quality of public services. Coaching is carried out to increase the capacity and performance of state civil servants, while supervision aims to ensure employee compliance with applicable regulations. The main challenges faced are limited human and technological resources. Suggested solutions include investing in human resource development, increasing the budget for guidance and supervision, strengthening the independence of supervisory institutions, and utilizing information technology to increase the efficiency and effectiveness of supervision.

Human resource management that has been applied in the management of the Islamic Malahayati Hospital is very good so that the Islamic Malahayati Hospital gets a different assessment compared to other hospitals in Medan which implemented the integrated ISO 9001;2008 management system. This study aims to determine how the existing resource management in the Islamic Malahayati Hospital. This type of research is a quantitative study with a cross-sectional study approach. The population in this study were all nurses at Islamic Malahayati  Hospital as many as 190 civil servant nurses with a sample of 129 people. The sampling technique in this study used proportional random sampling. Data analysis was performed by univariate, bivariate with chi-square test and multivariate analysis with logistic regression. There is a relationship between recruitment and selection (p-value = 0.000), training and promotion (p- value 0.000), job appraisal, and salary management (p values = 0.000), with the performance of nurses at the Islamic Malahayati Hospital. Promotion and training have the greatest relationship with nurse performance with an OR value of 15,934. It is recommended to the hospital to increase the training and promotion of health workers, especially by involving more employees, in this case, nurses in training activities or increasing their capacity, and it is necessary to have a promotion or increase in positions that are in accordance with the work of nurses so that nurses are more active and more motivated in improving their performance while working in the hospital.    

The purpose of this study was to determine the perceptions of civil servants regarding the equalisation of structural positions into functional positions and their influence on work productivity at Ganesha University of Education. This research uses quantitative descriptive method. The sampling technique used was purposive sampling with a sample size of 59 employees who have the position of head of section and subsection. Collection using interview techniques and questionnaires. Data analysis using a mixed method approach through qualitative descriptive analysis and quantitative analysis using paired sample t-test. The results showed that (a) the implementation of equalisation of structural positions into functional positions at Ganesha University of Education is a bureaucratic reform in accordance with Permenpan-RB Number 17 of 2021 concerning Equalisation of Administrative Positions into Functional Positions; (b) the perception of civil servants towards the transfer of positions shows that the implementation of the transfer of positions has not optimally increased work productivity due to the determination of functional positions that are limited in number and type so that they do not match employee competence; (c) the results of the paired sample T-test test on there are differences in the work productivity of civil servants at Ganesha University of Education before and after equalisation of structural positions into functional positions

Improving the performance of government agencies requires first accurately determining the needs for Civil Servants (ASN). This study analyzes many problems that occur in the application of the Ministry of State Apparatus Empowerment and Bureaucratic Reform's (PANRB) policies for determining ASN needs. Even with Law Number 5 of 2014 requiring every agency to plan personnel needs based on analysis, problems such imprecise needs calculations, inadequate inter-agency collaboration, and inadequate use of IT still exist. This article examines the guidelines and practices for assessing ASN requirements and offers suggestions for enhancing the efficacy and efficiency of these guidelines. It is envisaged that the proposed changes will make determining ASN needs more optimal in supporting government agency performance.  

This research discusses how to resolve performance problems of the State Civil Apparatus (ASN) in Ramanuju Village, Cilegon City, seen from the influence of organizational culture, work ability and satisfaction. The population and sample in this study were 91 respondents in Ramanuju Village, Cilegon City, sampling using the saturated sampling method. Data was collected using a questionnaire method, and the analysis used was data instrument testing, classical assumption testing, multiple regression analysis, coefficient of determination and hypothesis testing using SPSS for Windows. Based on the research results, it can be concluded that: the first hypothesis test shows that there is a partial significant influence of the organizational culture variable on the performance of the State Civil Apparatus (ASN) t-count 4.903 > t-table 1.986, the second hypothesis shows that there is a partial significant influence of the variable work ability on the performance of the State Civil Apparatus (ASN) t-count 2.048 > t-table 1.986, the third hypothesis shows that there is a partially significant influence of the job satisfaction variable on the performance of the State Civil Apparatus (ASN) t-count 2.830 > t-table 1.986 and the fourth hypothesis shows that there is a significant simultaneous influence of the variables organizational culture, work ability and job satisfaction on the performance of the State Civil Apparatus (ASN) f-count 19.741> f-table 3.10. The limitations of this research are that for further research, it is hoped that the research methodology and other variables will be changed so that it is hoped that there will be improvements or strengthening of performance    

The goal of democratic reform is to build an efficient and effective government management structure. Good governance, reflected from top to bottom, is demonstrated through the efficiency of civil servants in a country. This research focuses on the Badan Kepegawaian Daerah (BKD) of Batam City, as its performance reports reveal issues in evaluating employee performance. While BKD Batam has adhered to Government Regulation No. 46 of 2011 on Employee Performance Appraisal in the Execution of Official Duties, the current evaluation method is not effectively implemented. This regulation is expected to contribute positively by assisting government agencies in assessing the performance of their employees. The study combines qualitative methodology with a descriptive field research approach and inductive theoretical perspective. The aim is to describe and analyze the effectiveness of performance appraisal at BKD Batam, along with identifying the factors that hinder effective evaluation. Using interactive data analysis techniques, the findings conclude that BKD Batam's current performance evaluation system is ineffective due to its lack of integration with established standards and performance indicators. The key factors hindering effective performance evaluation include: 1) the subjective nature of the current evaluation; 2) the improper placement of civil servants in positions not aligned with their educational background; 3) the lack of strong understanding regarding the importance of performance evaluation among both evaluators and those being evaluated; and 4) a decline in supervision during the performance evaluation process.

The primary function is to provide credit to financial institutions, since this is where the majority of a bank's revenue (interest, fees, and other forms of income) is generated. How profitable and long lasting a bank is depends on the quantity of credit that is extended. Consequently, every step of the lending process from estimating the amount of credit to calculating interest rates, from issuing credit to analyzing it, and finally, from returning poor credit must be executed to the highest standard. On the other hand, lending is a crucial part of a bank's strategy, and it's also a common reason why banks go bankrupt. What is the intended outcome of this study? 1) Under what circumstances may creditors accept a Civil Servant Decree (SK) as security? 2) How would the bank, as the creditor, handle a dispute in the event of a legal dispute (poor credit)? 3) Who is legally responsible for a banker's clients' negative credit? Research in this area follows a juridical-normative framework. A judicial-normative strategy is one that looks at information from the web, books, and relevant legislation.  

This research aims to determine whether work life balance and work environment have a positive and significant influence on employee morale at the Bima City Cooperatives, Industry and Trade Department. The research instrument used a questionnaire with a Likert scale. The population in this study was 64 employees consisting of 34 civil servants, 7 honorary employees and 23 contract employees. The sample in this research was 34 Civil Servants with the sampling technique used, namely purposive sampling technique. Data collection techniques use observation, questionnaires, documentation. Data analysis techniques use validity tests, reliability tests, multiple linear regression tests, classical assumption tests, correlation coefficient tests, coefficient of determination, t tests and f tests with the help of SPSS version 23 for Windows. The results of the research show that there is a partially significant positive influence of Work Life Balance on employee morale, there is a partial positive and significant influence of the work environment on employee morale, there is a simultaneous positive and significant influence of Work Life Balance and the work environment on employee morale in Bima City Department of Cooperatives, Industry and Trade.    

To produce employees who have good quality and have a professional attitude, it is necessary to carry out good management, in order to increase the company's economic resources. Previously reported by RSUP Dr. Sitanala has a leader with a leadership style where all provisions are based on the leadership's provisions, optimizing public stigma regarding leprosy-oriented services that have not reached the expected target, a lack of visits which has an impact on the remuneration system being less than optimal, performance indicator values ​​that have not reached the target, lack of Community satisfaction is still relatively high in the community satisfaction index survey. The aim of this research is to analyze the influence of leadership style and remuneration systems on improving employee performance at RSUP Dr. Sitanala Tangerang with work culture as an intervening variable. Research method the research design used was a survey with an explanatory causality approach. The population used is all employees who have the status of Civil Servants (PNS) at RSUP Dr. Sitanala, numbering 340 people. The sample in this study amounted to 183 people, the sampling technique used was accidental sampling. There is a direct and significant influence between leadership style and remuneration on work culture, there is an indirect influence of leadership style on employee performance, there is a direct influence of remuneration on employee performance, work culture directly has a significant influence on improving performance and the remuneration system has a direct influence towards improving performance without going through work culture. For hospitals, hospital leaders should always monitor each work unit both from an objective and subjective performance perspective as well as from the individual employee perspective so that they can find out directly what the obstacles, complaints and needs of individual employees are in carrying out teamwork in each work unit at once. can control the continuity of performance of each individual employee as a work culture within the team in the unit so that it is hoped that organizational goals will be achieved optimally. For other researchers: It is hoped that further research can further analyze other aspects and influences that can achieve organizational goals with a wider range of respondents. There are still many other aspects and influences that could possibly be used as research targets for development at the hospital in question.