Abstract:This study examines the influence of leadership style on public service at the Teluk Ambon District Office, Ambon City. The research was motivated by practical service problems at the district level, including uneven implementation…
lementation of frontliner service procedures, varying employee discipline, and weak coordination among organizational units. A quantitative survey design was applied to test the causal relationship between leadership style and public service quality. Data were collected from 50 respondents consisting of 24 district employees and 26 community service users through structured questionnaires supported by observation, interviews, and documentation. Leadership style was measured through decision-making ability, motivational ability, subordinate control, and emotional control, whereas public service quality was measured using the SERVQUAL dimensions of tangibles, reliability, responsiveness, assurance, and empathy. The data were processed using IBM SPSS with validity, reliability, normality, simple linear regression, t-test, and coefficient of determination procedures. The findings show that all questionnaire items were valid and reliable. The regression model produced a positive coefficient, a standardized beta of 0.906, and an R Square value of 0.820, indicating that leadership style explained 82.0% of the variation in public service quality. The novelty of this study lies in its focus on district-level public service governance in an archipelagic urban context, where leadership is not only administrative but also coordinative and adaptive. The study implies that stronger leadership supervision, staff arrangement, and service discipline are necessary to improve the consistency of public service delivery.
Abstract:Work stress and motivation are two factors that can influence the increase or decrease in employee performance. This study aims to determine and analyze the effect of work stress and work motivation on employee performance…
ce at the Siantar City Manpower Office. The focus of the study is limited to two independent variables, namely work stress and work motivation, and one dependent variable, namely employee performance. The formulation of the problem raised is whether work stress and work motivation affect employee performance. The population in this study amounted to 58 people who were also used as samples. The approach used is quantitative, with data collection through questionnaires and using secondary data. The data analysis technique used is multiple linear regression, with hypothesis testing through the t-test (partial), F-test (simultaneous), and the Coefficient of Determination (R²). The results of the study show a regression model Y = 0.550 + 0.447X₁ + 0.398X₂, where X₁ is work stress and X₂ is work motivation. Partially, work stress has a significant effect on employee performance with a significance value of 0.001 (<0.05) and a t-count of 3.543 (> t-table 1.673). Work motivation also shows a partial significant effect with a significance value of 0.002 (<0.05) and a t-count of 3.225 (> t-table 1.673). Simultaneously, both variables have a significant effect on employee performance, with a significance value of 0.000 (<0.05) and an F-count of 34.156 (> F-table 3.17). The coefficient of determination (R²) of 0.554 indicates that 55.4% of the variation in employee performance is influenced by work stress and work motivation, while the remaining 44.6% is influenced by other factors outside this study. Thus, the relationship between work stress, work motivation, and employee performance is quite strong but not dominant.
Abstract:This study was conducted to analyze the influence of job satisfaction and work climate on employee morale at the Jakarta City Cooperatives and SMEs Office. The method used in this study was a sampling method, with 35 respondents…
pondents taken from the relevant population. Based on the results of the F test, the F count value was 14.405 which was greater than the F table of 3.285, with a significance of 0.000 which was smaller than the significance level of 0.05. This indicates that the null hypothesis (H0) is rejected and the alternative hypothesis (H1) is accepted, which means that job satisfaction and work climate simultaneously have a significant effect on employee morale. From the results of the t test, it is known that the t count value for job satisfaction is 3.181, greater than the t table of 1.692, with a significance level of 0.003 <0.05, which indicates a significant effect on work morale. Meanwhile, the work climate variable also showed a significant influence, with a calculated t value of 4.363 > t table 1.692 and a significance level of 0.000. The Adjusted R Square value of 0.441 indicates that 44.1% of the variation in work morale can be explained by the job satisfaction and work climate variables. The remaining 55.9% is influenced by other factors outside this research model.
Abstract:The advancement of digital technology has brought significant changes to the legal system, particularly in the use of electronic evidence as a means of proof in court. However, the validity of digital forensic evidence is…
s often questioned due to various technical, procedural, and legal challenges. This study aims to analyze the factors contributing to the failure of digital forensic evidence in legal proceedings and to formulate recommendations for improving its validity. The method used is a Systematic Literature Review (SLR) by examining various academic sources that discuss issues of digital evidence validity, forensic standards, and emerging legal challenges. The results of the study indicate that the failure of digital evidence generally stems from non-compliance in the processes of data collection and preservation with chain of custody standards, insufficient competence of law enforcement officers in digital technical aspects, and conflicts between legal requirements and data privacy regulations, such as the GDPR and CCPA. The case study of online gambling 2020, at the South Jakarta District Court confirms that the absence of forensic verification and chain of custody documentation caused the digital evidence to lose its probative value. Therefore, it is necessary to establish standardized forensic procedures, provide training and certification for law enforcement officials and forensic experts, and develop national guidelines for managing digital evidence aligned with international standards. This research is expected to contribute to strengthening the integrity and validity of digital evidence, thereby enhancing the enforcement of justice in the digital era.
Abstract:This study aims to determine the effect of Job Satisfaction and Work Climate on Work Enthusiasm at the Medan City Umkm Cooperative Service. The test method used is sampling testing, the number of tests in this review is…
35 respondents taken from the population. seen from the F test obtained Tcount 14.405 > Ftable 3.285 with sig 0.000 <α 0.05, indicating that H0 is rejected and H1 is recognized, which means job satisfaction and work climate together have a significant effect on the variable morale. Judging from the results of the t test, it is very clear that the tcount of the morale variable is 3.181 greater than the Ftable of 1.692 with a possible t of 0.003 which means it is more significant by 0.05 on the morale variable. the variable of job satisfaction is seen from the variable of work enthusiasm. on the work climate variable, a tcount of 4.363 is greater than a ttable of 1.692 with a probability of sig 0.000 which is imperfect with the furthest level of importance reaching 0.05, so that the work climate variable is more or less visible than the work spirit variable. The Adjusted R Square value obtained means 0.441, this figure indicates that 44.1% of morale (reliable variable) can be explained by job satisfaction and work climate.
Abstract:As the modern era progresses, Indonesia is one of the countries with a majority of its population actively using the internet. However, it's important to note that 10% of Indonesians don't yet understand how to use it. Many…
any areas in Indonesia still experience delays in the adoption of technology, such as the Marangkayu sub-district in Kutai Kartanegara Regency, North Sumatra Province. Therefore, through community service activities, The author wishes to provide training on technology in the modern era, particularly in Badiri District, Central Tapanuli Regency. Because we believe that many people still don't understand digital technology, for example, how to operate a computer. Here, the author wants to share knowledge and information about digital technology, especially for students at SMAN N 1 Badiri, Tapanuli Regency. In this training, the author targets five meetings with material that will be presented, starting from computer operation, providing material on the use of Microsoft Word, Microsoft Excel, and Microsoft Office applications. Power Point. With training It is hoped that students will be able to understand how to operate computers, especially how to operate applications.
Abstract:In general, the goal of every company, both private and public, is to improve the quality of its human resources to produce good performance. This research was conducted to determine the influence of Leadership, Motivation…
on and Work Environment on the Performance of Civil Servants at the Medan Petisah Sub-district Office. The sample used amounted to 32 respondents. This study used a quantitative method with data collection techniques through distributing questionnaires. The data analysis technique used was multiple linear regression analysis using the SPSS Version 22 program. The results showed that the regression equation Y=12.801+0.426X1+0.607X2+0.030X3. The results of this research show that leadership partially has a significant effect on employee performance with a t-count > t-table (3.027 > 2.048) and a sig value (0.005 <0.05). Motivation partially has a significant effect on employee performance with t-count > t-table (5.891 > 2.048) and sig value (0.000 < 0.05). The work environment has partially no significant effect on employee performance with a t-count < t-table (0.214 < 2.048) and a sig value (0.832 > 0.05). Leadership, Motivation and Work Environment simultaneously have a positive and significant effect on Employee Performance with Fcount > Ftable (116.027 > 2.95) with a sig value (0.000 <0.05). The coefficient of determination of Adjuted R Square is 0.918 which means 91.8% of employee performance at the Medan Petisah Sub-District Office is influenced by the variables of Leadership, Motivation and Work Environment.
Abstract:his study aims to determine "The Influence of Providing Rewards and Punishments on Employee Performance at the Investment Service and One-Stop Services in Medan City." with a total sample of 57 people. This study uses primary…
imary data obtained by distributing questionnaires to employees who work at the Medan City Investment and One-Stop Services Office. Data analysis techniques used in this study were validity, reliability, classical assumption tests, multiple linear regression and hypothesis testing operated by SPSS ver 23 software. Partial testing of the effect of Rewards on Employee Performance obtained a t-count value of 3,243 > t- table 2,005 and has a significant value of 0.002 <0.04 it can be concluded that it has a positive and significant effect on employee performance. Based on the partial test results of the effect of Punishment on Employee Performance, the t-count value is 5,921 > t-table 2,005 and has a significant value of 0.000 <0.05. It can be concluded that Punishment has a positive and significant effect on Employee Performance. Based on the results of the F test count 56,161 > F table 3.17 and have a significant value of 0.000 <0.05 it can be concluded that simultaneously or together have a positive and significant effect on Reward and Punishment on Employee Performance at the Investment Service and One-Stop City Integrated Services Medan. The result of the coefficient of determination R2 is 0.663 or 66.3%, which means that employee performance is influenced by reward and punishment while the remaining 33.7% can be explained by other variables that were not examined in this study. So it can be concluded that Reward and Punishment have a positive influence or jointly on Employee Performance.
Abstract:Kantor Desa Prapat Janji menghadapi berbagai permasalahan dalam pengelolaan administrasi dan tata kelola pemerintahan desa, seperti pencatatan data yang masih dilakukan secara manual, keterlambatan pelayanan administrasi,…
, kesulitan dalam pencarian arsip, serta belum optimalnya pemanfaatan teknologi informasi dalam mendukung pelayanan publik. Kegiatan pengabdian kepada masyarakat ini bertujuan untuk meningkatkan efektivitas administrasi desa melalui penerapan sistem informasi administrasi desa serta penguatan kapasitas aparatur dalam pengelolaan tata kelola berbasis digital. Metode yang digunakan meliputi observasi, identifikasi kebutuhan, pelatihan, pendampingan, dan evaluasi implementasi sistem. Hasil sementara menunjukkan bahwa penerapan sistem informasi mampu meningkatkan kecepatan pengolahan data administrasi sebesar 75%, mempercepat proses pencarian arsip hingga 80%, serta meningkatkan kompetensi aparatur desa dalam penggunaan teknologi informasi sebesar 85% berdasarkan hasil pre-test dan post-test. Selain itu, tingkat kepuasan perangkat desa terhadap penggunaan sistem mencapai 88%. Implementasi ini diharapkan mampu mewujudkan pelayanan publik yang lebih efektif, efisien, transparan, dan akuntabel di Desa Prapat Janji.
The Prapat Janji Village Office faces several challenges in managing administrative processes and village governance, including manual data recording, delays in administrative services, difficulties in document retrieval, and the suboptimal utilization of information technology to support public services. This community service program aims to improve the effectiveness of village administration through the implementation of a village administrative information system and the strengthening of village officials’ capacity in managing digital-based governance. The methods employed include observation, needs assessment, training, mentoring, and system implementation evaluation. Preliminary results indicate that the implementation of the information system has increased the efficiency of administrative data processing by 75%, accelerated document retrieval processes by up to 80%, and enhanced the information technology competencies of village officials by 85%, based on pre-test and post-test evaluations. Furthermore, the satisfaction level of village staff regarding the use of the system reached 88%. The implementation is expected to promote more effective, efficient, transparent, and accountable public services in Prapat Janji Village.
Abstract:An appropriate leadership communication strategy should be able to increase employee work motivation. With a leadership communication strategy, a leader can motivate his subordinates to be enthusiastic, disciplined, caring,…
ng, and responsible in carrying out their duties and functions. Where resources are not merely objects in achieving organizational goals, but also become subjects/agents of development. Leadership Communication that makes HR as planners, implementers and controllers who always play an active role in achieving organizational goals, and have thoughts, feelings and desires that can influence their attitudes in work. Conversely, the organization where they are sheltered is expected to provide rewards and awards fairly or objectively so that through these rewards ASN can be motivated to improve the quality and quantity of their work. This study aims to describe the form of leadership communication strategies, employee work motivation, and at the same time determine the effect of leadership communication strategies in increasing employee work motivation at the Medan City Cultural Office. The study used a descriptive qualitative approach and type of research through interviews and observations of informants to obtain research data. The results of the study indicate that the leadership communication strategy of the Cultural Office still needs to be improved in the area of clarity and even distribution of organizational messages that should be adjusted to its main duties and functions. Furthermore, it was found that intrinsic motivational factors, such as recognition, were the dominant factor in driving work motivation. Finally, it was found that the leadership communication strategy implemented influenced the increase or decrease in employee work motivation at the Medan City Cultural Service.