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The Role of Competency and Compensation Required by the Police to Face Performance Demands in the Society 5.0 Era Romadhon, Fazri; Soeling, Pantius Drahen
Dinasti International Journal of Education Management And Social Science Vol. 5 No. 3 (2024): Dinasti International Journal of Education Management and Social Science (Febru
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijemss.v5i3.2259

The performance of police officers continues to be required to increase due to developments, particularly in the Society 5.0 era. In this context, competence and compensation are two consider determinant factors to study. The objectives of this study are to analyze the importance of competency and compensation required by the police in facing performance demands in the Society 5.0 era. A qualitative approach was carried out with data collected secondarily from various literature that was then analyzed using qualitative data analysis techniques. The results show that to perform, police are required to have competencies that are in line with the Society 5.0 era by combining hard skills, soft skills, ICT processing skills, and knowledge in the form of (1) digital competence in a technology-based work environment, (2) collaboration with systems cyber, (3) flexible work processes that can be adjusted to stakeholder needs, (4) having a competitive mentality, and (5) teamwork. In addition, the pay that police officers receive has a significant impact on their performance since it influences their motivation, the in-role and extra-role behaviors they engage in at work, and the demands of adapting to the demands of the Society 5.0 era.

The Influence of Flexible Working on Happiness at Work Through Employee Enggagement in Indonesia Financial Service Authority Firmansah, Ferino; Soeling, Pantius Drahen
Dinasti International Journal of Education Management And Social Science Vol. 6 No. 5 (2025): Dinasti International Journal of Education Management and Social Science (June
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijemss.v6i5.4669

Flexible Working Arrangement (FWA) is increasingly recognized as a strategic approach to improve employee well-being, particularly in public sector organizations that often struggle with rigid bureaucratic systems. This study investigates the direct and indirect effects of FWA on Happiness at Work (HAP), with Employee Engagement (EE) as a mediating variable. Using a quantitative approach, data were collected from 800 employees in the Indonesian public sector through a structured questionnaire. Structural Equation Modeling with SmartPLS 3.4 was used to test the hypotheses. The results showed that FWA significantly affected EE (? = 0.332, t = 5.504, p = 0.000) and HAP (? = 0.143, t = 2.742, p = 0.006). In addition, EE has a strong positive effect on HAP (? = 0.530, t = 10.868, p = 0.000) and significantly mediates the relationship between FWA and HAP (indirect effect ? = 0.176, t = 5.516, p = 0.000). These findings underscore the importance of fostering a flexible work environment to enhance employee engagement and psychological well-being.

Leadership Development Program for Indonesia Government: Literature Review Minaldi, Idham; Soeling, Pantius Drahen
Enrichment: Journal of Multidisciplinary Research and Development Vol. 3 No. 2 (2025): Enrichment: Journal of Multidisciplinary Research and Development
Publisher : International Journal Labs

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55324/enrichment.v3i2.373

Indonesia’s public-sector leadership needs programs that combine essential skills with local cultural norms. Using a SALSA-guided systematic review of ten empirical studies, the identified five themes: building strategic, communication, and adaptive competencies; integrating cultural; delivering via blended workshops, e-learning, and action projects; evaluating through Kirkpatrick’s four levels; and aligning with institutional strategy. Effective programs employ culturally tailored, blended formats, rigorous multi-level assessment, and linkage to talent pipelines. Future research should measure long-term leadership outcomes, explore cultural influences in depth, and test methods for enhancing learning agility among government leaders.

How Transfer Policies Affect Civil Servant Performance: A Systematic Literature Review Khoiroh, Muhimatul; Soeling, Pantius Drahen
Eduvest - Journal of Universal Studies Vol. 5 No. 8 (2025): Eduvest - Journal of Universal Studies
Publisher : Green Publisher Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59188/eduvest.v5i8.52050

This systematic literature review examines the relationship between civil servant transfer policies, including job rotation and mutation, and employee performance in public sector. While such policies aim to enhance workforce flexibility, skill diversification, and career development, they may also cause job dissatisfaction, decreased motivation, and knowledge loss if poorly implemented. To assess the impact of structured and unstructured transfer systems on civil servant performance, a comprehensive analysis of 30 peer-reviewed studies from 2015 to 2025 was conducted using the PRISMA framework. The findings indicate that merit-based and well-planned job rotations generally improve employee adaptability, engagement, and productivity. Conversely, politically influenced or arbitrary transfers often lead to inefficiencies, demotivation, and organizational instability. The review underscores the pivotal function of knowledge management and transparent policies in mitigating the adverse impacts of transfers and ensuring institutional continuity. The review also identifies key research gaps, including the need for longitudinal studies on performance outcomes, the psychological effects of job rotation, and comparative analyses across different public sector institutions. These insights underscore the necessity of formulating evidence-based, equitable, and strategically devised transfer policies that achieve a balance between institutional requirements and employee well-being. Future research endeavors should prioritize the optimizations of transfer frameworks to enhance performance, ensure the retention of knowledge, and cultivate sustainable public sector governance.

The Effect of Reward System and Human Resource Development on Job Performance with Job Satisfaction as A Mediation on State Civil Apparatus in Human Resource Staff of The Indonesian National Police Kalengkongan, Merlin Enjel; Soeling, Pantius Drahen
Journal of Law, Politic and Humanities Vol. 5 No. 6 (2025): (JLPH) Journal of Law, Politic and Humanities
Publisher : Dinasti Research

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/jlph.v5i6.2130

The performance of State Civil Apparatus is influenced by many factors originating from the internal and external environments. This study highlights the reward system, human resource development, and job satisfaction as factors that influence the performance of State Civil Apparatus. This study aims to analyze the influence of the reward system and human resource development on job performance with job satisfaction as a mediation in the State Civil Apparatus in the National Police. This study will only highlight the assessment of State Civil Apparatus in the Police Human Resources Staff. The sampling technique used in this study was total sampling, so the sample of this study also totaled 131 people. This study uses a post-positivist paradigm. This study adopts Structural Equation Modeling in the form of Partial Least Square (SEM-PLS) using Smart PLS software. This study concludes that (1) the reward system has a positive effect on job performance (2) human resource development has a positive effect on job performance (3) job satisfaction has a positive effect on job performance, (4) the reward system has a positive effect on job satisfaction, (5) human resource development has a positive effect on job satisfaction, (6) the reward system has a positive effect on job performance through job satisfaction as a mediator, and (7) human resource development has a positive influence on job performance through job satisfaction as a mediator.

Analisis Implementasi Kebijakan Pembinaan Teritorial TNI AD untuk Pencegahan Konflik Sosial di KODIM 0618/Kota Bandung Fitrianang, Very Grahita; Soeling, Pantius Drahen
Jurnal Administrasi dan Kebijakan Publik Vol. 9 No. 1 (2024): April
Publisher : Laboratorium Administrasi Publik FISIP Universitas Andalas

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.25077/jakp.9.1.69-86.2024

The implementation of the Indonesian Army (TNI - AD) Territorial Development Policy is based on the policy implementation process approach which has several dimensions, namely size and objectives, resources, characteristics of implementing agencies, communication, disposition, social, economic and political environment. This research uses a post-positivism paradigm with qualitative methods. The data collection techniques used are in-depth interviews and document studies. The result is the Implementation of the Army Territorial Development Policy for the prevention of social conflict in Kodim 0618 / Bandung City, the researcher concluded that the implementation of the policy has not been carried out optimally because it has experienced several obstacles. Lack of clear information about territorial development to the TNI and the community, information that is not clear enough can complicate understanding of territorial development. The obstacle in the implementation can be caused by the low human resource factor.

Empowering Leadership and Turnover Intention in Corporate Organizations: A Meta Analytical Perspective (2022-2024) Angelita, Evelyn Andriana; Soeling, Pantius Drahen
Jurnal Ekonomi Teknologi dan Bisnis (JETBIS) Vol. 3 No. 12 (2024): JETBIS : Journal of Economics, Technology and Business
Publisher : Al-Makki Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.57185/jetbis.v3i12.163

In an era of increasingly fierce competition, leaders in corporate organizations are required to empower their employees to be more effective and efficient. Leader empowerment can increase employee autonomy, motivation, and job satisfaction, which ultimately affects turnover intention. This study aims to analyze the impact of leader empowerment on turnover intention in corporate organizations through a meta-analysis approach of five related articles. The method used in this research is meta-analysis, which collects, analyzes, and synthesizes the results of various empirical studies on leadership empowerment and turnover intention. Relevant literature was selected based on certain criteria to ensure the validity and relevance of the data. The results show that leadership empowerment has a positive and negative influence on turnover intention. On the one hand, leadership empowerment can reduce turnover intention by increasing employee motivation and engagement. On the other hand, increasing employees' capabilities may encourage them to seek opportunities in other companies. This finding emphasizes the importance of leaders in understanding the behaviours and expectations of their subordinates and their involvement in decision-making. Overall, leadershipempowerment plays an important role in turnover intention in organizations. To minimize turnover intention, leaders need to implement strategies that empower employees while considering the complexity of diverse organizational contexts. This effort is expected to create a more stable and productive work environment.

Empowering Leadership and Turnover Intention in Corporate Organizations: A Meta Analytical Perspective (2022-2024) Angelita, Evelyn Andriana; Soeling, Pantius Drahen
Jurnal Ekonomi Teknologi dan Bisnis (JETBIS) Vol. 3 No. 12 (2024): Jurnal Ekonomi, Teknologi dan Bisnis
Publisher : Al-Makki Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.57185/jetbis.v3i12.163

In an era of increasingly fierce competition, leaders in corporate organizations are required to empower their employees to be more effective and efficient. Leader empowerment can increase employee autonomy, motivation, and job satisfaction, which ultimately affects turnover intention. This study aims to analyze the impact of leader empowerment on turnover intention in corporate organizations through a meta-analysis approach of five related articles. The method used in this research is meta-analysis, which collects, analyzes, and synthesizes the results of various empirical studies on leadership empowerment and turnover intention. Relevant literature was selected based on certain criteria to ensure the validity and relevance of the data. The results show that leadership empowerment has a positive and negative influence on turnover intention. On the one hand, leadership empowerment can reduce turnover intention by increasing employee motivation and engagement. On the other hand, increasing employees' capabilities may encourage them to seek opportunities in other companies. This finding emphasizes the importance of leaders in understanding the behaviours and expectations of their subordinates and their involvement in decision-making. Overall, leadershipempowerment plays an important role in turnover intention in organizations. To minimize turnover intention, leaders need to implement strategies that empower employees while considering the complexity of diverse organizational contexts. This effort is expected to create a more stable and productive work environment.

THE CHALLENGES IN HIGHER EDUCATION INSTITUTIONS IN INDONESIA: ARE WE ENTREPRENEURIAL UNIVERSITY YET? Sakapurnama, Eko; Huseini, Martani; Soeling, Pantius Drahen
Hasanuddin Economics and Business Review VOLUME 2 NUMBER 3, 2019
Publisher : Faculty of Economics and Business, Hasanuddin University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26487/hebr.v2i3.1680

Today, the world has entered the industry revolution 4.0 era. It is inevitable that higher education institutions become the agents of change of civilizations that support the phenomenon. Some conceptions related to knowledge-based economy, entrepreneurial university or third-generation university, became the frame of thinking of experts who encourage university policies and strategies. This literature review is intended as an analysis on the current condition of higher education institutions in Indonesia, especially Universitas Indonesia and Universitas Gajah Mada, both of which are leading universities in Indonesia. As a state-owned university that is given an autonomy, the government restricts their subsidy, and this has put both state-owned universities (PTNBH) in a dilemma in an attempt to implement their Tri Dharma's activities, mainly because unclear policy to get the financial income from non-educational costs. This article will highlight some thoughts related to entrepreneurial universities, such as definitions, transformation models, and challenges to become entrepreneurial universities.

How does Happiness at Work Affect Employee Performance in the Head Office of BKKBN? Agustien, Endah; Soeling, Pantius Drahen
Hasanuddin Economics and Business Review VOLUME 4 NUMBER 2, 2020
Publisher : Faculty of Economics and Business, Hasanuddin University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26487/hebr.v4i2.2448

This study aims to determine the extent of the role of happiness at work in improving employee performance in the head office of BKKBN, both directly and indirectly. The approach of research uses quantitative methods. Primary data were collected by distributing questionnaires. Analysis of data processed by descriptive analysis and inferential analysis using the Structural Equation Model through SmartPLS software to 200 respondents data. The results showed that happiness at work had not directly effect employee performance, but when the relationship was mediated by work motivation there was a positive and significant effect between happiness at work on employee performance.

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