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Diseases in primary health services exhibit complex spatial-temporal dynamics due to urbanization and population mobility. Conventional surveillance approaches are difficult to capture these patterns adaptively. Machine learning (ML) based on spatio-temporal modeling offers a solution with the ability to detect disease clusters automatically and with high precision. Research Objectives: This research aims to develop a machine learning model to detect disease hotspots from primary service data in Indonesia, with a focus on improving prediction accuracy, interpretability, and relevance of health policies. Methodology: The primary service dataset for 2024 (5,343 entries) was analyzed using three ML models Gradient Boosting Machine (GBM), Temporal Random Forest (TRF), and Multi-EigenSpot with spatial (village) and temporal (week, month) features. Performance evaluation includes predictive (AUC, F1-score) and spatial (Moran's I, Spatio-Temporal Correlation Index) metrics. Results: The results showed that Multi-EigenSpot achieved the best performance (AUC=0.91; F1=0.86), with the detection of dominant hotspots in Sungai Asam and Beringin Villages. Moran's I value of 0.63 indicates a strong spatial autocorrelation, while STCI=0.57 indicates moderate temporal stability. Conclusions: ML-based spatio-temporal models are effective in identifying hidden disease patterns and have the potential to be integrated into national digital surveillance systems. This approach supports precision public health by providing a scientific basis for real-time location- and time-based intervention policies.

This study examines the influence of internal communication and leadership style on employee work motivation at Public Relation Agency XYZ. The research focuses on understanding how these two organizational factors shape the motivation levels of employees, particularly freelance experts who contribute significantly to the agency’s performance and service quality. Using a quantitative approach, data were collected through a structured survey designed to capture employees’ perceptions of communication effectiveness, leadership characteristics, and motivational conditions within the agency. The collected data were then analyzed using SmartPLS to test the proposed relationships. The findings indicate that both internal communication and leadership style exert a significant and positive influence on work motivation, highlighting the crucial role of clear information flow and supportive leadership behavior. Moreover, the results suggest that enhancing communication practices and applying a more transformational leadership style can substantially improve employee motivation. This study offers practical recommendations for strengthening internal communication systems and leadership development initiatives to foster higher engagement, productivity, and overall motivation among employees at Public Relation Agency XYZ.

This study examines the effect of employee competency development, performance evaluation, and remuneration on employee performance at the Religious Affairs Offices (KUA) in West Jakarta. As a public institution responsible for delivering administrative and community religious services, KUA faces challenges in ensuring effective human resource performance amid bureaucratic constraints and limited performance-based incentives. The study aims to analyze how the three human resource management (HRM) dimensions competency development, evaluation, and remuneration affect overall employee performance. A quantitative explanatory research design was employed using a structured questionnaire distributed to 120 employees across eight KUA offices. Data were analyzed using multiple linear regression supported by descriptive and classical assumption tests. The results indicate that performance evaluation and remuneration have significant positive effects on employee performance, while competency development shows a positive but statistically insignificant effect. The model explains 49% of the variation in employee performance, suggesting that transparent evaluation systems and performance-based remuneration play a greater role than training programs alone in improving public service effectiveness. The findings contribute to strategic HRM theory by confirming that evaluation and reward mechanisms strengthen the link between competency and performance. It is concluded that integrating developmental, evaluative, and compensatory functions within a unified HR framework can enhance productivity and accountability in Indonesia’s public sector institutions.

This research seeks to examine the innovative governance of police logistics to enhance the operational service efficiency at the Logistics Bureau of East Java Regional Police. The research context arises from the need to reform police logistics management to meet technological innovations and demands for public accountability. This research utilized a qualitative method featuring a case study approach, incorporating extensive interviews with logistics officers, operational personnel, and third-party providers, along with firsthand observations of digital logistics management systems. The results indicate that the adoption of the Integrated Logistic Management System (ILMS) and barcode tracking has improved transparency, distribution speed, and efficiency in operational budgets. Nonetheless, difficulties persist in human resource capability and interdepartmental collaboration. The dialogue suggests that these advancements correspond with adaptive governance theory, stressing bureaucratic adaptability in response to organizational shifts, and public service motivation, which underscores the importance of motivation and professionalism in enhancing the quality of public services. The research finds that digital innovation and performance-oriented assessment enhance the efficiency of police operational services. It suggests enhancing human resource capabilities, performance assessment systems, and collaboration among units to attain transparent, effective, and sustainable logistics management.

The implementation of a system commonly known as Good Governance refers to the extent to which the government is able to meet the needs and expectations of society through its policies, programs, and actions. The application of Good Governance is not only related to the effectiveness of bureaucracy but also emphasizes principles of transparency, accountability, participation, and fairness in governance. This is crucial because it has a direct impact on improving the quality of public services, which is one of the key indicators of government success. However, achieving the goals of Good Governance is not an easy task, as in practice, there are various challenges and obstacles that must be addressed. One of the most common barriers is the weakness of internal control systems, which should serve as oversight of employee performance. In addition, there remains a shortage of employees with adequate competencies, as well as work environments that do not fully support the implementation of accountable behavior. These conditions can hinder the achievement of the expected standards of Good Governance. Therefore, deepening and internalizing accountable behavior among government employees is highly important. Accountable behavior is not only related to an individual’s responsibility for their tasks but also to the outcomes of their work, which directly affect the wider community. The findings of this study indicate that accountable behavior has been practiced by employees, yet its implementation must be carried out consistently and continuously. Strengthening accountable behavior is thus expected to enhance the assessment of Good Governance implementation, particularly in the Greater Jakarta (Jabodetabek) region, which is characterized by high levels of governmental complexity and public service demands.

The Maternal Mortality Rate (MMR) and Infant Mortality Rate (IMR) are critical indicators in assessing the quality of public health services. In 2024, both MMR and IMR in Lamongan Regency remained relatively high, indicating the need for strengthened health interventions. Health workers, especially midwives, play a vital role in improving maternal and child health. One of the government’s strategies to reduce maternal and infant mortality is expanding midwife service coverage at primary health facilities and ensuring the presence of village midwives as the frontline providers across the region. Village midwives are expected to meet established service standards to ensure the quality of maternal and child health care. Service effectiveness and efficiency are commonly measured through indicators such as first antenatal visit coverage (K1), fourth antenatal visit coverage (K4), postpartum visit coverage (KF3), and delivery assistance by health workers. However, in Lamongan Regency, the performance of village midwives has not been optimal, with several indicators falling short of set performance targets.This study aimed to analyze the relationship between the quality of work life and the performance of village midwives in Lamongan Regency in 2025. The research used a quantitative method with a cross-sectional study design. The study population comprised all village midwives in Lamongan Regency, with a sample of 80 respondents selected randomly. The independent variable in this study was the quality of work life, while the dependent variable was village midwife performance. Data were collected through questionnaires and analyzed using the chi-square statistical test. The results showed no significant relationship between the quality of work life and the performance of village midwives in Lamongan Regency in 2025. These findings suggest that other factors beyond work life quality may influence midwives’ performance.  

The radical transformations toward business economies and knowledge-based information have become a focal point for writers and researchers, particularly in the fields of public administration and financial management. These changes have significantly affected the banking industry, especially with the liberalization of global markets for financial and banking organizations, along with the rapid technological advancements and information shifts. Such transformations have inevitably led to alterations in banking performance, with new methods being adopted to address emerging challenges in the banking sector. In this context, Total Quality Management (TQM) has emerged as a crucial concept with a clear impact on banking performance. Its significance is particularly evident within Islamic banks, as they play a vital role in the global banking system, operating under a set of unique principles and practices. The effectiveness of TQM in improving the operational efficiency and risk management strategies of these institutions cannot be overstated, as these banks consistently demonstrate financial sufficiency, often exceeding required ratios. However, despite their financial stability, Islamic banks face challenges in fully implementing the principles of TQM. This study seeks to explore how the requirements of TQM can help reduce financing risks in Islamic banks by enhancing service quality, improving customer satisfaction, and optimizing internal processes. By examining the relationship between TQM practices and risk management strategies, this research aims to offer insights into how Islamic banks can better navigate the complexities of modern financial landscapes while ensuring continued growth and stability. Through this study, the potential for TQM to serve as a strategic tool for reducing financing risks in Islamic banks will be assessed, contributing to a more sustainable and competitive banking environment.

This study aims to examine the mediating role of Organizational Citizenship Behavior (OCB) in the relationship between Perceived Organizational Support (POS), Perceived Organizational Commitment (POC), and employee performance in a state-owned enterprise in Indonesia. In the context of growing public expectations for improved service quality, organizations are challenged to enhance employee performance not only in formal roles but also in discretionary behaviors. Based on Social Exchange Theory (SET), this research proposes that POS and POC can affect performance both directly and indirectly through OCB. Data were collected through a census of 138 permanent employees at PT Jasa Raharja, East Java Branch. The analysis employed Partial Least Squares Structural Equation Modeling (PLS-SEM) to test the hypothesized relationships. The findings show that POS has a significant positive influence on both OCB and employee performance. On the other hand, POC significantly influences OCB but does not have a direct impact on performance. The results also reveal that OCB plays a partial mediating role in the relationship between POS and performance, while it acts as a full mediator in the relationship between POC and performance. These findings emphasize the importance of fostering OCB within the organization to optimize the impact of support and commitment on employee performance. Encouraging voluntary, extra-role behaviors can bridge the gap between how employees perceive organizational treatment and how they perform. The study suggests practical implications for human resource management in public sector institutions. Policies should focus on building a supportive and engaging work climate that enhances affective commitment and acknowledges employee contributions beyond formal duties. Doing so will not only improve individual performance but also contribute to broader organizational effectiveness in a competitive and service-oriented environment.

This study examines the influence of leadership and motivation on employee performance at PT. Lingkar Sakti Mas Gas Station in Banjarmasin. The research problem is the suboptimal employee performance caused by a lack of leadership attention and low work motivation. The purpose of this research is to analyze the effect of leadership and motivation on employee performance, both partially and simultaneously. The study uses a quantitative method with an associative approach, involving all 32 employees as respondents using a saturated sample technique. Data collection was carried out through questionnaires, and the data were analyzed using validity tests, reliability tests, classical assumption tests, multiple linear regression, t-tests, and F-tests. The findings reveal that leadership and motivation both have significant positive effects on employee performance, both partially and simultaneously, with a coefficient of determination (R²) of 63.3%. This indicates that leadership and motivation explain 63.3% of the variation in employee performance. The study concludes that improving leadership integrity and enhancing motivational factors such as compensation and recognition are essential to optimize employee performance in the public service sector, particularly at gas stations.

The use of the Digital Population Identity (IKD) application in Tanjungpinang City aims to provide convenience and protection to the public in accessing digital population administration services. However, distrust of the digital system is also a barrier. The public often feels worried about the security of their personal data and the reliability of the system used. In addition, counseling and training for the public on the use of information technology is often lacking, resulting in low community involvement in existing services. The purpose of this study was to measure the effectiveness of the use of the Digital Population Identity (IKD) application in terms of population administration in Tanjungpinang City. The method used is a descriptive quantitative method with a population of 1,271 people and a sample of 93 people, and using data collection tools in the form of documentation and filling out questionnaires or surveys using Subagyo's theory (2000) on indicators of effectiveness measurement. The results of the study showed that the accuracy of the target with an average value of 77.00, the implementation of program socialization 75.38, the achievement of program objectives 75.90, and the implementation of program monitoring 77.70. Based on the results above, it is concluded that the categorization of the quality and performance of the IKD Application user unit obtained a survey conversion result of 75.53 IKD Application Users at quality C which is included in the "LESS GOOD" category.

This study investigates the impact of cashless payment technologies, specifically e-toll and Garda Total Objek (GTO), on customer satisfaction and travel efficiency on the Tangerang-Merak Toll Road. The research demonstrates that the implementation of these technologies significantly enhances travel time efficiency and overall user satisfaction, providing a more seamless and convenient toll payment experience. Despite these positive outcomes, the study identifies several technical challenges that hinder optimal performance. Notably, there is an 18% transaction failure rate, primarily caused by malfunctions in card reader devices and server disruptions, which negatively affect the customer experience. In addition to technological reliability, the quality of service delivered by field staff and the degree of customer loyalty emerge as critical factors influencing sustained use of the digital payment system and overall satisfaction levels.The study underscores the importance of time efficiency and customer loyalty as key drivers for improving service quality and encouraging the widespread adoption of cashless systems. To address these challenges, the study recommends enhancing the reliability of payment devices and network infrastructure through regular maintenance and upgrades. Furthermore, the adoption of Multi-Lane Free Flow (MLFF) technology is suggested to allow toll transactions without stopping, thereby reducing traffic congestion and waiting times at toll plazas. Continuous staff training is essential to improve service response and technical troubleshooting. Additionally, customer loyalty programs offering incentives like discounts and rewards could increase user engagement. The study also emphasizes the need for increased public education on cashless payment systems and their features to minimize resistance and misunderstandings. Finally, ongoing monitoring and evaluation based on user feedback are critical for promptly addressing issues and sustainably improving customer satisfaction.

The government essentially provides services to the community and is required to serve the community and create conditions so that it has an impact on the community to develop, one of which is education. Through the Secretariat General, public complaints about education issues are submitted to Commission X of the DPR RI. The background for choosing this title was due to the increase in complaints submitted by the public regarding education, as well as a decrease in the performance of the Secretariat General of the DPR RI. The research objective is to identify and analyze the performance of the Secretariat General in following up on complaints to Commission X DPR RI. This study uses the theory of Agus Dharma (2004) with three measurement indicators that determine success, namely, (1) quantity, (2) quality, and (3) timeliness. This study used a qualitative research method with a descriptive approach. This study uses a way to collect data by making observations to collect data at the Secretariat General and Commission X DPR RI. The results on indicator (1) Quantity, the number of reports that have been completed by Commission X DPR RI are not submitted back to the Secretariat General of the DPR RI. (2) Quality, there is no clear information regarding the follow-up of letters submitted through the websitewebsite, human resources need to conduct training on the applied information technology system, Commission X DPR RI is one that receives the most complaints in 2020-2021, (3) Timeliness, the time needed is very long because of the difficulty level of the complaint letter, correction of the results of the analysis until the letter can be submitted to Commission X DPR RI. The conclusion of this study is that in following up on complaints to Commission X DPR RI, reports that have been completed by Commission X DPR RI are not submitted back to the Secretariat General.

Human resource management (HR) in the government sector, especially in the Public Works and Spatial Planning Agency (PUPR) of North Sumatra Province, has a crucial role in determining the effectiveness and efficiency of public services. However, HR management in government agencies still faces various challenges, such as complex bureaucracy, lack of innovation, and employee competency gaps. This study aims to analyze the challenges in HR management and the factors that influence employee performance in order to formulate strategies for optimizing HR management in the government sector. Using qualitative research methods, data were obtained through interviews, document studies, and literature reviews. The results of the study indicate that a rigid personnel system, lack of competency development, and a recruitment and promotion system that is not fully performance-based are the main factors that hinder the effectiveness of employee work. Therefore, reforms are needed in the HR management system, such as improving the recruitment, promotion, and rotation mechanisms of employees, strengthening competency development policies through adaptive training programs, and implementing a performance evaluation system based on objectivity and transparency. With this optimization strategy, it is hoped that employee performance at the PUPR Office of North Sumatra Province can improve, so that public services become more effective and professional.

Leadership is often associated with symbols, one of which is the rank insignia worn by regional leaders in Indonesia. This symbol is believed to provide legitimacy and authority to leaders; however, its effectiveness remains debatable, especially when compared to regional leaders in other countries who do not wear rank insignia. This study analyzes rank insignia from the perspectives of Christian theology and leadership psychology to understand its impact on performance, competence, and public perception of leadership. From a Christian theological perspective, ideal leadership emphasizes service over symbolic authority. Meanwhile, in psychological studies, rank insignia can enhance a leader’s confidence but may also create psychological distance from the public and increase mental pressure. This study compares the effectiveness of regional leadership with and without rank insignia, considering factors such as competence, transparency, and public participation. The analysis reveals that the substance of leadership is more important than visual symbols such as rank insignia. These findings provide implications for developing leadership based on performance and inclusivity, while also encouraging further research on the psychological impact of leadership symbols in modern governance.  

This paper discusses in depth the regulation and implementation of Law Number 23 of 2014 on Regional Government in Indonesia, as well as its impact on regional autonomy and the relationship between central and regional governments. This law serves as an essential foundation for more effective and efficient regional government management, but it also presents various challenges in its implementation. The issues raised in this research include challenges in applying the principles of decentralization and deconcentration, as well as the authority granted to regional governments in managing natural resources, public services, and other aspects related to regional autonomy. The aim of this research is to explore and analyze the legal aspects that influence the effectiveness of regional policies, using a normative legal approach and descriptive analysis. This research method involves an in-depth literature study, including an examination of existing regulations and analysis of relevant literature. The research findings indicate that although the Regional Government Law provides rights and authorities for regions to manage their own governmental affairs, there are several obstacles in its implementation. These obstacles include regulatory ambiguities, a lack of harmonization between implementing regulations, and issues in monitoring and evaluating the performance of regional governments. Furthermore, the relationship between central and regional governments often does not function optimally, resulting in uncertainties in carrying out the duties and responsibilities of each party. The conclusions drawn from this research emphasize the need for evaluation and adjustment of existing regulations, as well as the importance of better collaboration between central and regional governments. This is necessary to ensure that the goals of equitable and fair development can be achieved. The research also recommends the need for clearer and more integrated implementing regulations, as well as enhancing human resource capacity at the regional level to support effective policy implementation.

The importance of employee performance accountability in transparent and efficient public financial management, particularly amid the demands for improved public service quality. This study aims to identify and analyze the factors affecting employee performance accountability, namely the regional government accounting system, accounting control, legislation, human resource quality, and reporting systems. The research employs a quantitative methodology with a descriptive approach. A census technique was utilized, where all employees of BPKAD, totaling 51 individuals, were designated as respondents. The data analysis technique employed is multiple regression to determine the influence of each independent variable on the dependent variable, which is employee performance accountability. The findings of the study indicate that the regional government accounting system, accounting control, and human resource quality significantly influence employee performance accountability. Conversely, legislation did not show a significant influence, while the reporting system approached the significance threshold. In conclusion, this study emphasizes that improving the quality of the accounting system, internal control, and human resource development is crucial for enhancing employee performance accountability at BPKAD Pekanbaru City. The implications of this research are expected to provide insights for decision-making and improvements in public financial management practices.  

This research investigates the relationship between public service motivation (PSM) and employee performance (EP) within public sector organizations. Utilizing a mixed-methods approach, the study analyzes quantitative data from employee surveys and qualitative insights from interviews with public sector employees. The findings reveal a significant positive correlation between PSM and EP, indicating that employees who are motivated by a desire to serve the public tend to exhibit higher performance levels. Additionally, the research identifies key factors that enhance this relationship, including organizational support, leadership styles, and job design. The study highlights the importance of fostering a motivating work environment to improve employee performance in the public sector. Based on these findings, recommendations for future research and practical implications for public sector management are provided, emphasizing the need for targeted training programs and employee engagement strategies. This research contributes to the understanding of how intrinsic motivations can drive performance outcomes in public service settings.