Abstract:In this study, the main problem is how is the level of performance of Sisobahili Village office employees in the use of technology to improve administrative services in Sisobahili Village, Namohalu Esiwa District, North…
Nias Regency. This study aims to determine the level of performance of Sisobahili Village office employees in the use of technology to improve administrative services. This research uses a qualitative approach with a type of descriptive research, and the object of this study is carried out on natural objects. The data collection techniques used in this study are Observation, Documentation, and Interview. The researcher made observations by directly going into the field to see the object being studied. Then the researcher conducted interviews to explore information to data sources, namely the main informant, key informant, and supporting informant, then collected documents about the use of technology techniques in analyzing the data carried out in this study after data collection, then data reduction, data presentation, and conclusion or verification. Based on the results of the research, it was concluded that the Sisobahili Village Office still does not have adequate facilities to support administrative service activities to the community such as computers that are still not owned by the Sisobahili Village office, the facilities in the Sisobahili Village office, only in the form of laptops and printers . The limitations of these facilities are an obstacle for the Village apparatus in carrying out administrative activities related to the use of technology, so in this case information technology has not been used optimally. Human Resources in the use of information technology by the Sisobahili Village apparatus is still low, due to the low level of education of village apparatus in terms of technology utilization, so that some forms of services carried out still have obstacles, all forms of services related to technology are always charged to operators and other devices that are able to use technology, so it can be concluded based on the results of interviews at the level of human resources of the Village apparatus The use of technology is still minimal. The technology application system in Sisobahili Village has been running since 2018, but in 2022-2023, the Village information system, based semi-online, due to a lack of support, and for 2024 the plan will be carried out online through the website.
Abstract:This research focuses on five indicators that influence service quality at the Tihu Village Office in Teluk Ambon District, Ambon: Tangible, Reliability, Responsiveness, Assurance, and Empathy. The study aims to analyze…
the service quality specifically at the Tihu Village Office within Teluk Ambon Subdistrict, Ambon City. The total sample size for this study was 30 respondents, comprising 5 purposively sampled employees and 25 community respondents selected incidentally. This research adopts a quantitative approach. Data was collected using observation and questionnaires, with frequency tables used for analysis. Based on the analysis of questionnaire data across the five indicators (tangible, reliability, responsiveness, assurance, empathy), the findings indicate that the service quality at the Tihu Village Office in Teluk Ambon Subdistrict is deemed insufficient.
Abstract:The focus of research in this study is to understand the symptoms of objects thoroughly so that researchers can identify existing problems and formulate problems to be studied. This research focused on the application of…
work discipline to improve employee performance at the Hilimegai Sub-district Office, South Nias Regency with a descriptive approach. The purpose of descriptive research is to describe and analyze research data related to phenomena, social activities, and human attitudes in various situations. At the Hilimegai Sub-district Office of South Nias Regency, the implementation of work discipline is quite good because most employees arrive on time although a small number are sometimes late due to long distances from home, but this is not used as an excuse and they still obey the rules. Employees there also always take care of office equipment as a form of discipline. They also show high responsibility by diligently completing work and are willing to work overtime to achieve work targets. However, adherence to the rules still needs to be improved because some employees often neglect their duties. Employees at the Hilimegai Subdistrict Office of South Nias Regency work for 8 hours a day, from 8 am to 4 pm, and always follow the rules that apply in their office.
Abstract:The hospitality sector is one of the impacted industries, as it is closely connected to the tourism sector by providing lodging for tourists. However, there have been some favourable effects, such as the establishment of…
Kokoon Hotel Banyuwangi in reaction to the pandemic scenario. Increase in staff turnover is correlated with the appearance of opportunities that have resulted from the tourism recovery programme that the Indonesian government has implemented as a response to the Covid-19 outbreak, as was stated before. The research aims to investigate the employees' perception of the workplace climate at Kokoon Hotel Banyuwangi and determine the extent to which the work environment impacts their intention to continue working at the hotel. The qualitative method offers an opportunity for an in-depth exploration of Kokoon Hotel Banyuwangi's Efforts in Retaining Employees. This research found that skill development, career advancement, pay, work culture, benefits, and outstanding relationships affect employee satisfaction at Kokoon Hotel Banyuwangi. To retain staff, Kokoon Hotel Banyuwangi offers cross-training programmes, fair promotion processes, and a comfortable work culture for employee development. Kokoon Hotel Banyuwangi employees depart for financial, professional, and outside experience reasons. Kokoon Hotel Banyuwangi has to strengthen work culture, interactions with supervisors, coworkers, and subordinates, and employee skill development.
Abstract:This study, held at the Production Unit of PT Perkebunan Nusantara XVI Makasar, South Sulawesi is aimed at analyzing the influence of intrinsic motivation and quality work life on employee’s performance. The sample in this…
this research, which is quantitative in nature, was the employees of the production unit with a total number of 86 respondents. It is done with data analysis method, using multiple linear regressions.The result of this study indicates that the variables of intrinsic motivation and quality of work life simultanneously affect the employee’s performance with a contribution of 37,3%, while the remaining 52,7% is influenced by other factors, which are beyond this study.Partially, intrinsic motivation variables negatively affect and have a significant influence on performance. This is due to the different work cultures in the sector.
Abstract:This study evaluates the umrah service policy implemented by the Regional Office of the Ministry of Religious Affairs of Maluku Province. The research was motivated by the need to ensure that umrah services provide protection,…
ction, convenience, administrative certainty, and equitable access for prospective pilgrims in an archipelagic province. A qualitative descriptive approach was used. Data were collected through observation, document review, and in-depth interviews with officials and employees involved in umrah service management at the Regional Office during August-October 2023. The analysis applies six public-policy evaluation criteria: effectiveness, efficiency, adequacy, equity, responsiveness, and appropriateness. The findings show that the policy has generally met the six criteria. Effectiveness is reflected in administrative preparation, document control, security, and comfort before departure, during the stay in Saudi Arabia, and during return. Efficiency is shown through the use of available resources, a service process of approximately three to ten days, and continuous monitoring of travel providers. Adequacy is reflected in supervision of facilities, accommodation, safety standards, information, and complaint mechanisms. Equity is pursued through equal access, affordable costs, gender sensitivity, and protection of pilgrims. Responsiveness appears in rapid responses to complaints, emergency coordination, and service improvement based on feedback. Appropriateness is demonstrated through compliance with Islamic values, business ethics, regulations, and Saudi Arabian procedures. The study implies that digital registration, transparent quota management, cost audits, emergency response teams, and certified service personnel are needed to strengthen umrah service governance.
Abstract:The conclusion of this study indicates that the implementation of offensive and defensive strategies in the Sub-District Office has proceeded adequately. Evaluation of offensive strategy indicators, such as the approach…
among colleagues, shows a significant improvement. Although it is already quite good, further improvement is necessary, especially in terms of employees giving warnings to colleagues who violate rules. The family approach has also positively contributed to efforts to prevent bureaucratic pathologies. The weekly evaluations conducted by the section head with the team can be seen as a proactive step in maintaining performance quality. Although it is already quite good, there is a need for improvement to make these evaluations more effective in preventing and addressing violations. On the defensive strategy side, implementing mild sanctions in the form of written warnings has been effective. These sanctions are given to employees who violate rules, such as being absent without notice for 6 to 10 days. Moderate and severe sanctions have also been well implemented when needed, indicating readiness to respond to more serious violations. Overall, offensive and defensive strategies in the Sub-District Office of Pitumpanua are already quite good, but continuous improvement is needed to ensure their effectiveness in dealing with various situations and cases of bureaucratic pathologies in the future.
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:Public health organizations are required to maintain service quality through strong organizational culture and employee discipline. However, empirical studies that specifically examine both variables in local public health…
th institutions remain limited. This study aims to analyze the effect of organizational culture and employee discipline on employee performance at Puskesmas Curug Bitung, Bogor Regency. The study used a quantitative associative approach with a survey design. The population consisted of 32 employees, and 25 respondents were selected as the sample using the Slovin formula. Data were collected through questionnaires, observations, and structured interviews, then analyzed using validity and reliability tests, Pearson Product Moment correlation, coefficient of determination, and partial t-test. The results show that organizational culture has a positive and significant effect on employee performance, with a correlation coefficient of 0.777, R square of 0.630, and t-value of 5.910. Employee discipline also has a positive and significant effect on employee performance, with a correlation coefficient of 0.808, R square of 0.653, and t-value of 6.583. The novelty of this study lies in its direct testing of organizational culture and discipline without mediating variables in a district-level public health service institution. Strengthening service-oriented culture and consistent discipline is therefore essential to improve employee performance.
Abstract:This study seeks to examine the impact of kinship-based recruiting practices (nepotism) on the reduction in educational staff performance at Bosowa University, with an emphasis on mass recruitment in 2025, which is expected…
ted to include features of nepotism. An explanatory survey design is combined with a quantitative approach in the study methodology. The 107 educational staff members of Bosowa University in 2026 make up the study population, and a complete sampling technique is used. Questionnaires, interviews, observations, and personnel data recording were used to gather data. Descriptive statistics, basic linear regression, and various tests were employed in data analysis. Kinship-based recruitment procedures fall into the top category, according to the study's results (score 4.17). An estimated 52% of the 42 educational employees hired between 2023 and 2025 did so through non-competitive means that included nepotism. The performance of education staff hired prior to 2023 (score 3.70) and those hired between 2023 and 2025 (score 2.31) differs significantly, by 37.6%. 48.3% of the reduction in performance is positively and significantly impacted by family-based recruitment techniques. For education staff hired through non-merit methods, this report suggests implementing a meritocracy system, thorough HR audits, and competency improvement initiatives.