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Women's leadership plays an important role in the success of organizations, including in the government sector at the sub-district level. Leaders not only act as directors but also as mentors who are able to understand the needs and character of their subordinates. The female head of TG Sub-district in Surabaya City demonstrates the application of reciprocal relationships between leaders and subordinates through a system of rewards and punishments according to performance achievements, actively monitors subordinate performance, identifies work standard errors, and takes corrective actions. The study aims to analyze the application of transactional leadership style by the female head of TG Sub-district in Surabaya City using Bernard M. Bass's (1990) theory. The type of research used is a qualitative research method with a descriptive approach. Data collection techniques were carried out through observation, interviews, and documentation. Samples were determined using purposive sampling, and data sources included primary and secondary data. The research results indicate that the transactional leadership style of the female village head in TG Village is not yet fully optimal. The application of Contingent Reward can increase motivation and employee performance control, but its implementation in the community is still limited. Management by Exception (Active) carried out on employees has not been consistent, and its application in the community is also not sufficiently felt. Management by Exception (Passive) and Laissez-Faire are shown through corrective actions after problems arise and the freedom to take initiative and make decisions according to standards and policies. The implementation of transactional leadership by female village heads needs to be improved, especially in strengthening the mechanisms of reward and punishment as well as the consistency of supervision of employees and the community so that the leadership implementation runs more optimally.

Digital transformation has become a central agenda in local governments seeking to improve the effectiveness, accessibility, and reliability of public service delivery, particularly in population administration services that constitute the legal foundation of citizenship. In Indonesia, the Surabaya City Government has implemented the Klampid New Generation (KNG) program as an integrated digital platform for population administration services, aiming to streamline civil registration processes, enhance service quality, and expand citizen access. Despite its technological ambition, the implementation of digital population administration services continues to face persistent challenges related to administrative capacity, especially at the municipal level where services are operationalized and directly experienced by citizens. This issue raises an urgent academic and practical question regarding how administrative capacity shapes the performance and sustainability of digital public services within the broader digital government transformation. This article aims to synthesize and critically evaluate the existing scholarly literature on administrative capacity in the implementation of digital population administration services, with analytical relevance to the KNG program in Surabaya City Government. Employing an integrative literature review design, the study systematically examines peer-reviewed journal articles published between 2021 and 2025, retrieved from Scopus, DOAJ, Google Scholar, and SINTA databases. Articles were selected based on predefined inclusion and exclusion criteria and analyzed using thematic and conceptual synthesis techniques. The review identifies key dimensions of administrative capacity that consistently influence digital service implementation, including institutional and organizational arrangements, human resource competence, technological and infrastructural readiness, regulatory and procedural alignment, inter-organizational coordination, and the role of street-level bureaucrats in frontline service delivery.

Surabaya known as the City of Heroes, has various historical buildings scattered in strategic areas, one of which is in Kota Lama Surabaya. The existence of these buildings has been designated as cultural heritage that must be preserved in order to maintain the historical value and identity of the city. However, the implementation of preservation still encounters various obstacles, especially in technical and administrative aspects, as well as the lack of public understanding of the importance of preservation. This research aims to describe the implementation of Surabaya City Regional Regulation Number 1 Year 2024 on the Preservation and Management of Cultural Heritage, with a focus on De Javasche Bank Museum as the object of research. Researchers used descriptive qualitative methods with data collection techniques in the form of interviews, field observations, documentation, and review of policy documents. The implementation theory of Ripley and Franklin was used as an analytical knife that includes three indicators, namely the level of compliance with regulations, the smooth routine of functions and coordination between implementers, and the realization of the desired performance and impact. The results show that the implementation of the local regulation has shown progress at the institutional level through coordination across Regional Apparatus Organizations and the implementation of SOPs by museum managers. However, there are still obstacles such as the lack of optimal human resources experts, weak administrative coordination, and the absence of a special management institution. Positive impacts such as increased visitation and community involvement are starting to be seen, but the overall effectiveness of implementation still requires strengthening in various sectors to ensure the sustainability of inclusive preservation.

Public service is an activity or a series of efforts to fulfill the service needs of the community. The public services received by the community come from the government's performance in providing services, which must be excellent and consistent. One of the public services in society is provided by Kader Surabaya Hebat, an organization that serves the community at the smallest level of government. Various issues arise, including workload, lack of training, and inadequate appreciation compared to the workload given. These factors contribute to problems such as work stress or burnout. The tendency for burnout or work stress can be experienced by public service workers due to high work pressure and job demands. Additionally, the work environment also significantly affects the emergence of burnout. Thus, the research problem raised in this study is how burnout affects the public service performance of Kader Surabaya Hebat in Tembok Dukuh Village, Surabaya City. The purpose of this research is to describe and analyze the effect of burnout on the public service performance of Kader Surabaya Hebat in Tembok Dukuh Village, Surabaya City. This study employs a descriptive research type with a quantitative approach and data analysis techniques using the Simple Linear Regression method. The results of this study indicate that burnout or work stress has a significant influence, with a strength of 83.4%, classified as very strong, and has a negative impact on the public service performance of Kader Surabaya Hebat in Tembok Dukuh.

This study aims to describe and analyze: Public Service Bureaucratic Reform and the factors that support and hinder Public Service Bureaucratic Reform at the Office of the Special Class 1 Immigration Checkpoint for the City of Surabaya. The research method to be used is qualitative descriptive. Data Collection Techniques include: Interviews, Observations, Documentation. The research informant is the Head of the Suarabaya Special Class I Immigration Office. The data analysis technique using interactive model analysis was developed by Miles et al., (2014), namely data condensation, data presentation, and conclusion drawn. The results of the study show that in the institutional aspect in accordance with Law Number 6 of 2011 concerning immigration, the institutional arrangement at the Immigration Office is divided into several parts according to their duties and functions. The current posture of organization is relatively slimmer and flat (not very hierarchical). In the resource aspect, human resource improvement is also carried out through the internal office, namely through performance evaluation meetings. In terms of governance, organizational units/work units within the Surabaya Special Class I Immigration Office currently have and implement systems, procedures, and work mechanisms, as well as service standards that are more standard, clear, efficient, and effective, supported by the optimal use of adequate information and communication technology. Supporting Factors for Bureaucratic Reform at the Special Class I Immigration Office in Surabaya are Productive Apparatus, Representative Policies, and Employee Capacity Building. The inhibiting factor is that there is still a practice of brokerage.