The rapid advancement of technology and information, particularly in online complaint services, has significantly progressed. This development demands that employees enhance their skills to keep up with technological advancements. Human resource (HR) competency development programs are designed to maximize the achievement of organizational goals. In addition to competency improvement, there is also a demand for the implementation of e-government practices, which are currently underway while considering government performance aspects, as reflected on the website ppid.mojokertokab.go.id. This study aims to analyze the influence of e-government and competency on government performance and the quality of public services on the website www.ppid.mojokertokab.go.id. The research population consists of 62 website visitors, including those who have submitted complaints, with the sample selected using a saturated sampling technique. Data collection was conducted through questionnaires and analyzed using SPSS Version 22 and path analysis methods. The results indicate that: 1) e-government significantly influences government performance, 2) competency significantly influences government performance, 3) e-government significantly influences the quality of public services, 4) competency significantly influences the quality of public services, 5) government performance significantly influences the quality of public services, 6) e-government indirectly influences the quality of public services through government performance, and 7) competency indirectly influences the quality of public services through government performance.

This study aims to analyze the influence of Offline Marketing Strategy, Service Quality, and Trust on the Decision to Become a Priority Customer in the era of the COVID-19 pandemic at Bank Jatim Malang Branch. The research method is quantitative with a causal research approach to determine the relationship and influence between variables analyzed through multiple linear regression tests. The research sample consisted of 50 priority customers selected by purposive sampling technique. The results of the study show that simultaneously, the variables of Offline Marketing Strategy, Service Quality, and Trust have a significant influence on the decision to become a priority customer. Partially, Service Quality and Trust have a significant effect on customer decisions, while Offline Marketing Strategy does not have a significant individual influence. However, of the three variables, Offline Marketing Strategy has a dominant influence on the decision to become a customer, as evidenced by the largest Beta coefficient value. The conclusion of this study is that the combination of marketing strategy, service quality, and customer trust plays an important role in improving customer decisions to become a priority. Therefore, Bank Jatim can increase the effectiveness of offline marketing and strengthen services to increase customer satisfaction and loyalty.

The purpose of this study is to analyze the impact of communication and organizational commitment on the performance of the community in the Mojokerto Regional Government Secretariat. Methodology: the population in this study is an employee of the Mojokerto Regional Government Secretariat and this research is quantitative with a research instrument in the form of a questionnaire which is then analyzed using the help of the SPSS Version 22 program. Results: direct communication has a significant effect on organizational commitment in the Regional Secretariat of Mojokerto Regency; Direct supervision has a significant effect on organizational commitment, communication directly has a significant effect on employee performance, direct supervision has a significant effect on employee performance, that organizational commitment directly has a significant effect on employee performance, communication indirectly affects employee performance through organizational commitment, that supervision indirectly affects employee performance through organizational commitment at the Regional Secretariat of Mojokerto Regional Government.

The empowerment of non-civil servant employees is a crucial strategy for enhancing organizational performance, particularly in the public sector. This study aims to understand empowerment from the perspective of non-civil servant employees, identify its positive and negative impacts, and analyze its influence on workplace conflicts. Using a qualitative approach with a case study method, the research involved 15 non-civil servant employees at the Investment and One-Stop Integrated Service Office (DPMPTSP) in Mojokerto City who had worked for at least one year. Data were collected through in-depth interviews, observations, and document analysis. The findings indicate that employee empowerment contributes to increased motivation, creativity, adaptability, and inter-employee communication. However, challenges such as lack of supervision and potential conflicts due to unequal distribution of authority were also identified. The study's implications highlight the need for empowerment policies accompanied by effective supervision systems to minimize negative impacts. Recommendations are provided for government organizations to enhance empowerment evaluation mechanisms to create a more productive and harmonious work environment.

This research examines the role of disciplinary factors in employee performance, with a focus on leadership style, organizational culture, and supervision. High employee discipline is crucial for ensuring consistent performance, even when there is minimal direct supervision. Leadership style plays a central role in guiding employees to stay aligned with organizational goals and expectations. Meanwhile, organizational culture significantly impacts employee behavior, as it shapes the overall work environment and attitudes towards discipline. Supervision acts as a reinforcing mechanism, ensuring that employees adhere to rules and maintain discipline in the workplace. The study was conducted on employees at the Regional Secretariat of Mojokerto City, with a total population of 110 employees. A sample of 86 respondents was selected using the Slovin formula and simple random sampling method. Data were collected via questionnaires, and responses were analyzed using SPSS Version 22 with path analysis to test the relationships between variables. The findings show that leadership style and organizational culture significantly affect supervision. Leadership style directly influences work discipline, whereas organizational culture does not. However, supervision has a significant positive effect on work discipline, reinforcing the importance of proper oversight. Additionally, leadership style and organizational culture indirectly affect employee discipline through the mediation of supervision. The study concludes that strengthening leadership, fostering a positive organizational culture, and implementing effective supervision mechanisms can improve employee discipline, leading to greater workplace efficiency at the Mojokerto City Regional Secretariat.

Today's women not only play the role of wives and housewives, but also as workers. Carrying out this dual role presents its own challenges, especially for female employees who are married and have children. This study aims to analyze the influence of work-family conflict on work stress and performance of female employees at the State Islamic University (UIN) Maulana Malik Ibrahim Malang, as well as to examine the role of work stress as a mediator. This study uses an explanatory method with a survey approach. The research sample consisted of 99 female employees who were married and had children, selected using the purposive sampling technique. The data was analyzed using the Partial Least Square (PLS) method using the WarpPLS 3.0 program. The results showed that work-family conflict had a significant positive effect on work stress and had a significant negative effect on performance. However, work stress does not have a significant effect on performance. In addition, work-family conflicts do not affect performance through work stress because they do not meet the requirements of the mediation effect. In conclusion, work-family conflicts increase work stress and decrease the performance of female employees.

This study aims to analyze the implementation of the civil servant recruitment moratorium policy (CPNS moratorium) in the Mojokerto Regency Government. The policy was implemented as a budget efficiency strategy and bureaucratic restructuring effort to reduce employee expenditure, which previously accounted for more than 65% of the regional budget. The research employed a qualitative approach with a descriptive method. Data were collected through in-depth interviews, observation, and documentation, then analyzed using Miles and Huberman's interactive model. The findings indicate that policy communication was effectively conducted through various official media, human resources were optimized through staff redistribution and training, policy implementers showed high commitment, and bureaucratic structures were reorganized to support policy implementation. The CPNS moratorium policy successfully reduced employee expenditure and improved budget efficiency, although challenges remain regarding the shortage of functional personnel in the education and health sectors. The implication of this study highlights the importance of continuous evaluation of regional staffing policies to remain aligned with public service needs. This study also recommends strengthening workforce planning based on workload analysis as the foundation for sustainable human resource policies.

This study aims to analyze the effect of employee additional income (TPP) on employee performance with employee competence as a mediating variable at the Regional Secretariat of Mojokerto City during the COVID-19 pandemic. This study uses a quantitative approach with an explanatory method. Data were collected through a questionnaire distributed to 55 employees selected using proportional random sampling. Data analysis was conducted using multiple linear regression and path analysis to examine the relationships between variables. The results of the study indicate that TPP has a positive and significant effect on employee performance. Additionally, TPP also positively influences employee competence, which ultimately improves employee performance. Employee competence was found to mediate the relationship between TPP and employee performance, so that the increase in TPP not only has a direct impact on employee performance but also strengthens employee competence, contributing to overall performance improvement. This study also shows that other supporting factors, such as leadership and organizational culture, play an equally important role in improving employee performance. The conclusion of this study emphasizes that providing TPP can be an effective strategy to improve employee performance, especially when supported by continuous competency development programs and efforts to improve managerial quality.

Remuneration is a crucial factor in improving employee performance, both directly and through job satisfaction as a mediating variable. This study aims to analyze the effect of remuneration on employee performance with job satisfaction as a mediator at Politeknik Negeri Malang. The research uses a quantitative approach with a survey technique involving 60 employees. Path analysis is used to examine the relationships between variables. The results indicate that remuneration significantly affects job satisfaction and employee performance. Job satisfaction also acts as a mediator that strengthens the relationship between remuneration and performance. Performance-based remuneration, focusing on attendance and work achievement, has been proven to enhance employee satisfaction, which in turn contributes to higher productivity. These findings have implications for human resource management, suggesting that fair and performance-based remuneration policies not only improve employee satisfaction but also strengthen motivation and work commitment. Organizations are advised to consider job satisfaction in remuneration policies and expand research to other sectors for further validation.

The advancement of information technology demands that governments optimize digital-based services to enhance transparency and public satisfaction. This study aims to analyze the impact of website quality, e-government, and management information systems on government performance and their implications for public satisfaction in Mojokerto Regency. A quantitative approach using a survey method was employed, with a sample of 175 respondents selected through simple random sampling. Path analysis was utilized to examine the relationships between variables. The findings indicate that website quality and management information systems significantly influence government performance, while e-government does not have a direct significant impact. Website quality, e-government, and management information systems positively affect public satisfaction, with government performance acting as a mediating variable. These findings suggest that optimizing website quality and management information systems can enhance government effectiveness and public satisfaction. The implications of this study highlight the importance of digital innovation in public services and the need to strengthen policies to improve technology adoption in government bureaucracy.