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All Journal Jurnal Kebijakan Publik Jurnal Kebijakan dan Administrasi Publik Jurnal Ilmu Sosial dan Ilmu Politik Masyarakat, Kebudayaan dan Politik Jurnal Manajemen Pelayanan Publik The Indonesian Journal of Public Administration (IJPA) JMM (Jurnal Masyarakat Mandiri) JOURNAL FOR BUSINESS AND ENTREPRENEURSHIP Academic Journal of Educational Sciences (Jurnal Akademik bidang Ilmu-Ilmu Pendidikan) Journal of Management - Small and Medium Enterprises (SME's) International Journal of Environmental, Sustainability, and Social Science Jurnal Ilmiah Wahana Pendidikan Multidiciplinary Output Research for Actual and International Issue (Morfai Journal) Journal of Tourism Economics and Policy Haumeni Journal of Education Journal of Governance and Accountability Studies Publicness: Journal of Public Administration Studies JKAP (Jurnal Kebijakan dan Administrasi Publik)
Frans Gana
Universitas Nusa Cendana Kupang
Religion Agriculture, Biological Sciences & Forestry Arts Humanities Chemical Engineering, Chemistry & Bioengineering Civil Engineering, Building, Construction & Architecture Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Energy Engineering Environmental Science Health Professions Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Materials Science & Nanotechnology Public Health Social Sciences Transportation Other

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PENGUATAN KAPASITAS MASYARAKAT SIPIL UNTUK ADVOKASI KEBIJAKAN DAN MITIGASI RISIKO KORUPSI DALAM PROGRAM MAKAN BERGIZI GRATIS Sayrani, Laurensius P.; Gana, Frans; Rohi, Rudi; Enamau, Alferd; Holivil, Ernestus
JMM (Jurnal Masyarakat Mandiri) Vol 10, No 1 (2026): Februari
Publisher : Universitas Muhammadiyah Mataram

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31764/jmm.v10i1.36742

Abstract

Abstrak: Program Makan Bergizi Gratis (MBG) di daerah Kupang menghadapi masalah transparansi dan potensi korupsi dalam pengelolaannya, yang berisiko merugikan masyarakat yang membutuhkan. Tujuan pengabdian ini adalah untuk memperkuat kapasitas masyarakat sipil dalam melakukan advokasi kebijakan dan mitigasi risiko korupsi dalam MBG Tujuan pengabdian ini adalah untuk meningkatkan kapasitas masyarakat sipil melalui penguatan soft skill dan hard skill dalam melakukan advokasi kebijakan dan mitigasi risiko korupsi pada Program MBG. Soft skill yang ditargetkan meliputi kemampuan komunikasi advokatif, kerja kolaboratif, dan kesadaran kritis terhadap tata kelola program, sedangkan hard skill mencakup kemampuan analisis kebijakan, identifikasi titik rawan korupsi, pemetaan risiko, serta penyusunan strategi pengawasan berbasis bukti. Metode yang digunakan adalah workshop interaktif dengan simulasi praktis, yang melibatkan mitra Komite BPJ, HWDI NTT, Bengkel APPeK, dan JARPUK INA FO’A, dan diikuti oleh 40 peserta. Evaluasi dilakukan melalui pre-test dan post-test untuk mengukur peningkatan pemahaman, serta survei kepuasan untuk menilai kualitas pelatihan. Pre-test dan post-test masing-masing 10 pertanyaan tertutup berbentuk pilihan ganda/skala penilaian. Hasil yang dicapai menunjukkan peningkatan signifikan dalam keterampilan peserta, yaitu peningkatan kemampuan mengidentifikasi titik rawan korupsi sebesar 17%, keterampilan pengawasan meningkat 17%, dan mitigasi korupsi meningkat 26%, yang menunjukkan peningkatan baik dalam softskill maupun hardskill peserta.Abstract:  The Free Nutritious Meals Program (MBG) in the Kupang region faces issues of transparency and potential corruption in its management, which risks harming the communities in need. The objective of this community service program is to increase the capacity of civil society by strengthening soft skills and hard skills in policy advocacy and corruption risk mitigation in the MBG Program. The targeted soft skills include advocacy communication skills, collaborative work, and critical awareness of program governance, while hard skills include policy analysis skills, identification of corruption-prone areas, risk mapping, and evidence-based monitoring strategy development. The method used was an interactive workshop with practical simulations, involving partners from the BPJ Committee, HWDI NTT, Bengkel APPeK, and JARPUK INA FO'A, and attended by 40 participants. Evaluation was conducted through pre-tests and post-tests to measure understanding improvement, as well as satisfaction surveys to assess training quality. The pre-test and post-test each consisted of 10 closed-ended questions in the form of multiple choice/rating scales. The results showed a significant improvement in participants' skills, namely a 17% increase in the ability to identify corruption-prone areas, a 17% increase in oversight skills, and a 26% increase in corruption mitigation, indicating an improvement in both the soft skills and hard skills of the participants.
HUMAN RESOURCE MANAGEMENT AND DEMOCRATIC LEADERSHIP STYLE ON EMPLOYEE PERFORMANCE IN THE DEPARTMENT OF AGRICULTURE AND FOOD SECURITY, ROTE NDAO REGENCY Defrid Chris Yermi Nesimnasi; Frans Gana; Melkisedek N. B. C. Neolaka
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 6 No. 2 (2026): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.18464447

Abstract

This study aims to examine the effect of human resource management (HRM) and democratic leadership style on employee performance at the Agriculture and Food Security Office of Rote Ndao Regency. A quantitative research approach was employed, with a population of 124 employees. Using a total sampling technique, 123 respondents were included in the study. Data were collected through structured questionnaires measuring employee performance, human resource management practices, and democratic leadership style. The data were analyzed using multiple linear regression techniques. The results indicate that both human resource management and democratic leadership style have a positive and significant effect on employee performance. Partial testing (t-test) shows that each independent variable significantly influences employee performance at a significance level below 0.05. Furthermore, the simultaneous test (F-test) confirms that human resource management and democratic leadership style jointly affect employee performance. These findings highlight the critical role of effective human resource management and participatory leadership in enhancing employee performance. Therefore, organizational management is encouraged to strengthen human resource development and adopt democratic leadership practices to achieve optimal organizational performance.
STRENGTHENING EMPLOYEE PERFORMANCE THROUGH REWARDS AND PUNISHMENT Londong, Markus; Frans Gana; Ricky Ekaputra Foeh
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 6 No. 3 (2026): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

This study examines the influence of reward and punishment on employee performance at CV Auto Nusa Abadi Kupang. A quantitative approach was applied using a survey method. The research population consisted of 68 employees, all of whom were included as respondents through a saturated sampling technique. Data were collected using structured questionnaires and analyzed through multiple linear regression with the assistance of SPSS software. The results reveal that rewards have a positive and statistically significant effect on employee performance. Punishment also shows a positive and significant impact on performance. Simultaneously, reward and punishment jointly influence employee performance. These findings indicate that the fair and consistent application of reward and punishment systems can effectively enhance employee performance. Therefore, organizations are encouraged to develop and strengthen reward and punishment policies to achieve better work outcomes.
The Role of Occupational Safety and Health in Improving Employee Performance Nenosaban, Briliani; Gana, Frans; Maku, Grace Martini
Journal of Tourism Economics and Policy Vol. 6 No. 1 (2026): Journal of Tourism Economics and Policy (January - March 2026) - In Progress
Publisher : PT Keberlanjutan Strategis Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38142/jtep.v6i1.1812

Abstract

This study examines the role of occupational safety and occupational health in improving employee performance at CV. Auto Nusa Abadi Kupang. The research uses a quantitative approach with a survey method, involving 68 employees as respondents. Occupational safety and occupational health serve as the independent variables, while employee performance acts as the dependent variable. Data were analyzed using descriptive statistics and multiple linear regression to determine both partial and simultaneous effects. The results show that occupational safety significantly affects employee performance, and occupational health also has a significant effect. Simultaneously, both variables contribute to improving performance indicators, including work quality, productivity, responsibility, teamwork, and initiative. The study highlights the importance of implementing occupational safety and health programs as strategic efforts to enhance performance and create a secure, healthy, and productive work environment.
The Influence Of Organizational Culture And Work Motivation On Employee Performance at PT. PLN (Persero) Main Unit, East Nusa Tenggara Region Jehalut, Marianus Rivanto; Gana, Frans; Maku, Grace Martiani
Journal of Tourism Economics and Policy Vol. 6 No. 1 (2026): Journal of Tourism Economics and Policy (January - March 2026) - In Progress
Publisher : PT Keberlanjutan Strategis Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38142/jtep.v6i1.1880

Abstract

This study aims to explain how PT. PLN (Persero) UIW NTT employees perceive organizational culture, work motivation, and performance; determine whether organizational culture influences PT. PLN (Persero) UIW NTT employees' performance; determine whether work motivation influences PT. PLN (Persero) UIW NTT employees' performance; and explain the simultaneous influence of organizational culture and work motivation on performance. This study, which uses 89 PT. PLN (Persero) UIW NTT employees as samples, is categorized as quantitative. This study employed observation, questionnaires, interviews, and documentation as data gathering methods. Data analysis used descriptive analysis approaches, multiple linear statistical analysis, and hypothesis testing. The study's findings demonstrate that PT. PLN (Persero) UIW NTT employees' performance is significantly and favorably impacted by the organizational culture variable. In the meantime, PT. PLN (Persero) UIW NTT employees' performance was determined to be positively and significantly impacted by the partial test of work motivation. PT. PLN (Persero) UIW NTT employees' performance is positive and significantly impacted by the variables of work motivation and culture concurrently.
The Effect of Organizational Culture and Non-Physical Work Environment on Employee Performance at KSP Pintu Air Rotat, Sikka Regency, East Nusa Tenggara Jagong, Bernadus; Lay, Elly; Nub, Soleman; Gana, Frans
Journal of Tourism Economics and Policy Vol. 6 No. 1 (2026): Journal of Tourism Economics and Policy (January - March 2026) - In Progress
Publisher : PT Keberlanjutan Strategis Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38142/jtep.v6i1.1890

Abstract

This empirical investigation was conducted at KSP Pintu Air Rotat, Sikka Regency, to evaluate the individual and collective impact of organisational culture and non-physical work environment on employee performance. By employing a saturated sampling approach, data were gathered from 45 respondents through a combination of structured questionnaires, field observations, in-depth interviews, and archival documentation. Descriptive results, employee organizational culture is categorized as good. the non-physical work environment is very good, and employee performance is very good. effect of organizational culture: organizational culture has a positive and significant partial effect on employee performance. higher levels of organizational culture lead to higher employee performance. effect of non-physical work environment: non-physical work environment has a positive and significant partial effect on employee performance. an improved work environment leads to improved performance. both variables together significantly affect employee performance. the coefficient of determination shows that most variation in performance is explained by these two variables, while the remainder is influenced by other factors such as motivation, discipline, leadership, workload, and compensation.
Co-Authors ADOE, Tania Novelen Amir Syarifudin Kiwang Amir Syarifudin Kiwang Apriyani Ireny Osman Arifin Arifin Bessie, Juita L. D. David B.W. Pandie Defrid Chris Yermi Nesimnasi Dthan, Fred M. Enamau, Alferd Ernestus Holivil FAGIHAN, Farouk Febriyana Tri Achyani Febriyana Tri Achyani, Febriyana Tri Frans Bustan Geraldino A Sayd Geraldino A. Sayd Gloryna Y Klau Handayani, Struce Hendrikus Jehane J.N. Kallau Jagong, Bernadus Jehalut, Marianus Rivanto Lay, Elly Lexi F. Kasse Lino, Maria Londong, Markus M. U. K. Yewang Maku, Grace Martiani Maku, Grace Martini Melkis A.L. Oematan Melkisedek N. B. C. Neolaka Melkisedek N.B.C. Neolaka Nenosaban, Briliani Neolaka, M. N. B. C. Neolaka, Melkisedek N.B.C. Nub, Soleman Oliva Bria Seran Ottu, Wiwin Petrus Kase Pius Bumi Kellen Ricky Ekaputra Foeh Rudi Rohi Sayrani, Laurensius P. Sefri Nahak Seran Seran, Oliva Bria Struce Andriyani Yohanis S. Sarong