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All Journal JAM : Jurnal Aplikasi Manajemen International Journal of Artificial Intelligence Research Jurnal EMT KITA Journal of Economic, Bussines and Accounting (COSTING) Budapest International Research and Critics Institute-Journal (BIRCI-Journal): Humanities and Social Sciences Annals of Human Resource Management Research Journal of Management, Accounting, General Finance and International Economic Issues (MARGINAL) Jurnal Ekonomi Kreatif dan Manajemen Bisnis Digital (JEKOMBITAL)
Wijaya, Oscarius Yudhi Ari
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Religion Arts Humanities Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Electrical & Electronics Engineering Environmental Science Social Sciences

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THE IMPACT OF PERFORMANCE APPRAISAL SYSTEMS ON PROFESSIONALISM AND ACCOUNTABILITY OF LAW ENFORCEMENT OFFICERS Laoli, Elvianus; Wijaya, Oscarius Yudhi Ari
Journal of Economic, Bussines and Accounting (COSTING) Vol. 8 No. 6 (2025): COSTING : Journal of Economic, Bussines and Accounting
Publisher : Institut Penelitian Matematika, Komputer, Keperawatan, Pendidikan dan Ekonomi (IPM2KPE)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31539/8cng5n63

Abstract

Performance appraisal systems are central instruments for managing human resources in policing organizations and are widely used to promote professionalism, ensure accountability, and improve operational outcomes. This paper presents a structured literature-review study that synthesizes empirical and conceptual research from the last ten years to examine how different appraisal models (e.g., competency-based appraisal, behaviorally anchored rating scales, and performance management systems) influence police officers’ professional conduct, ethical decision-making, and organizational accountability. Drawing on a purposive review of peer-reviewed studies, government reports, and practitioner evaluations, the study identifies mechanisms by which appraisal systems affect motivation, training uptake, supervisory feedback, disciplinary processes, and public trust. Evidence suggests that appraisal systems that combine objective performance indicators, competency frameworks, and transparent review processes enhance professionalism and accountability by aligning expectations, improving feedback quality, and creating clearer consequences for misconduct. However, the literature also reports limitations: poorly designed appraisal tools, politicized evaluations, weak oversight, and perceived unfairness can undermine morale and reduce legitimacy. The paper highlights contextual moderators such as organizational culture, leadership commitment, legal frameworks, and community oversight. Recommendations include adopting competency-based frameworks, embedding multi-source feedback, ensuring procedural fairness, linking appraisal outcomes to training and promotion, and strengthening external oversight mechanisms. The study contributes a consolidated view of contemporary evidence and a targeted research agenda for improving appraisal design in policing. Keywords: performance appraisal, police professionalism, accountability, competency-based appraisal.
HUMAN RESOURCE DEVELOPMENT STRATEGIES AND THEIR CONTRIBUTION TO SUSTAINABLE PERFORMANCE IN LAW ENFORCEMENT AGENCIES Dachi, Bahagia; Wijaya, Oscarius Yudhi Ari
Journal of Economic, Bussines and Accounting (COSTING) Vol. 8 No. 6 (2025): COSTING : Journal of Economic, Bussines and Accounting
Publisher : Institut Penelitian Matematika, Komputer, Keperawatan, Pendidikan dan Ekonomi (IPM2KPE)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31539/2epwmm59

Abstract

Human resource development strategies are central to sustaining organizational performance in law enforcement agencies where human capital, professional competence, and institutional legitimacy are paramount. This literature-review synthesizes empirical and applied studies published between 2015 and 2025 to identify HRD approaches that contribute to sustainable performance outcomes in policing. The review emphasizes training and continuous learning, competency-based development, talent management and succession planning, performance management linked to career pathways, wellbeing and resilience programs, and technology-enabled learning. Evidence indicates that integrated HRD strategies that align training with competency frameworks, embed learning in career progression, and support officer wellbeing are associated with improved operational performance, lower attrition, higher professional standards, and greater public trust (Piwowar-Sulej, 2023; Nababan, 2025; Maphosa, Shumba & Mutasa, 2021). However, transferability of training to field practice, resource constraints, weak supervisory capacity, and lack of evaluation frameworks limit sustained impact. The review highlights implementation principles for sustainable HRD: alignment with organizational strategy, managerial and supervisory capability building, transparent talent pipelines, continuous monitoring and evaluation, and investments in officer wellbeing and digital learning infrastructures. The paper ends with a research agenda calling for longitudinal program evaluations, comparative studies across jurisdictions, and mixed-methods work that links HRD interventions to community-level performance indicators. Keywords: human resource development, policing, sustainable performance, talent management
The Influence of Leadership and Job Satisfaction on Police Performance at the South Kalimantan Regional Police Dachi, Bahagia; Wijaya, Oscarius Yudhi Ari
JOURNAL OF MANAGEMENT, ACCOUNTING, GENERAL FINANCE AND INTERNATIONAL ECONOMIC ISSUES Vol. 5 No. 2 (2026): MARCH
Publisher : Transpublika Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55047/marginal.v5i2.2081

Abstract

The Indonesian National Police (Polri) continues to encounter performance challenges; however, the specific influence of leadership and job satisfaction on officer performance within the South Kalimantan Regional Police has yet to be examined. The present inquiry seeks to elucidate the nexus between job satisfaction and the performance of Polri personnel, as well as the association between leadership and organizational performance. To ascertain the magnitude and direction of the effects of leadership and job satisfaction on performance, the study employed multiple linear regression techniques utilizing SPSS software. The methodological sequence comprised primary data collection through structured questionnaires, subsequent validity and reliability verification, classical assumption diagnostics, including assessments of multicollinearity, heteroscedasticity, and normality, followed by multiple regression modeling to estimate both partial effects (via t-statistics) and simultaneous effects (via F-statistics), and coefficient of determination (R²) analysis to evaluate the model’s explanatory capacity. The analytical framework adopted was Multiple Linear Regression Analysis, designed to reveal the relationship between leadership and job satisfaction towards police performance. The empirical sample consisted of 345 Polri officers stationed in South Kalimantan, selected through probabilistic random sampling procedures. Data were gathered through the distribution of Likert-type questionnaires, employing a five-point response continuum. The data screening process incorporated validity and reliability testing to ensure construct precision and internal consistency, alongside partial hypothesis testing using the t-test. The empirical evidence reveals that job satisfaction exerts a positive and statistically significant influence on Polri performance, while leadership similarly demonstrates a positive and significant contribution to performance enhancement.
The impact of Private Higher Education staff performance management (PHE) in Surabaya, compensation, and competence on universities: Evidence from Indonesia Wijaya, Oscarius Yudhi Ari
Annals of Human Resource Management Research Vol. 5 No. 2 (2025): June
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v5i2.2820

Abstract

Purpose: The purpose of this study is to investigate empirically the factors that influence university team member performance, such as pay and performance management systems, and also to compete. Methodology/approach: As part of this study's quantitative methodology, a questionnaire was given to staff members of Private Higher Education Institutions (PHEIs) in Surabaya, East Java. Results/findings: One of the essential tools to help universities navigate organizational procedures successfully is a performance management system. Since higher remuneration is perceived to result in better work outcomes, compensation plays a significant role in improving team member performance. Similarly, improving personnel competency has a positive impact on work outcomes. Performance management, compensation, and competency significantly impact team member performance in universities, including Indonesia. Research shows that adequate compensation and high competency can improve team performance. In addition, effective performance management also plays a role in enhancing team member motivation and Performance. Conclusions: Both theoretically and practically, this study contributes to the implementation of performance measurement systems, compensation structures, and competence development to improve university performance. Limitations: Performance is a current and expanding topic, debated by both practitioners and academic researchers, being a complex concept that can be defined from several perspectives. The development of a nation is greatly aided by Higher Education Institutions (HEIs), which raise the caliber of human resources. Contribution: The fundamental components of effective management strategies include team member satisfaction, goal achievement support, and clear communication.
The Influence of Transformational Leadership and Leader-Member Exchange (LMX) on the Performance of the Indonesian National Police at the Bengkulu Regional Police Laoli, Elvianus; Wijaya, Oscarius Yudhi Ari
Jurnal Ekonomi Kreatif dan Manajemen Bisnis Digital Vol 4 No 3 (2026): FEBRUARI
Publisher : Transpublika Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55047/jekombital.v4i3.1093

Abstract

The performance of the Indonesian National Police still faces challenges in the form of declining public trust, leadership issues, and disparities in the quality of working relationships between leaders and members, which have an impact on organizational performance and the quality of public services. The present research is designed to elucidate the nature of the relationships, both collective and individual, between specified leadership variables namely transformational leadership and Leader-Member Exchange (LMX) and the performance of personnel at the Bengkulu Regional Police (Polda Bengkulu). A quantitative paradigm is adopted, utilizing Multiple Linear Regression Analysis as the primary statistical technique to model and quantify these influences. SPSS output results, such as significance values (Sig.) and t-test or F-test values, are interpreted to draw conclusions about whether training and career development significantly influence the job satisfaction of police officers. Utilizing a simple random sampling method, 438 officers from the Bengkulu Regional Police were surveyed. A 7-point Likert scale questionnaire, disseminated via social media, served as the data collection instrument. Following validity and reliability testing to confirm the measurement tools’ accuracy and consistency, a t-test was conducted to evaluate partial hypotheses. The analysis revealed significant positive relationships, indicating that both transformational leadership and LMX are positively associated with police performance within this force. Strengthening transformational leadership and the quality of LMX relationships, supported by optimized internal management and digital transformation of services, are strategic factors in improving police personnel performance while strengthening public trust in the institution.
Co-Authors Dachi, Bahagia Elia Ardyan Laoli, Elvianus Wirawan ED Radianto