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<![CDATA[Pengaruh Organizational Commitment dan Happiness at Work terhadap Kinerja Pegawai dengan Motivasi Kerja sebagai Varibel Mediasi di Badan Kependudukan dan Keluarga Berencana Nasional (BKKBN) ]]>
<![CDATA[Endah Agustien]]>;
<![CDATA[Pantius Drahen Soeling]]>
<![CDATA[ JIAP (Jurnal Ilmu Administrasi Publik) Vol 8, No 2 (2020): September 2020 ]]>
Publisher : <![CDATA[Universitas Muhammadiyah Mataram ]]>
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DOI: 10.31764/jiap.v8i2.2570
<![CDATA[Abstrak: Fokus dalam penelitian ini adalah berupaya untuk meningkatkan kinerja pegawai di BKKBN dengan menggali hubungan antara kinerja pegawai dengan faktor-faktor yang dapat mempengaruhinya, yakni organizational commitment, happiness at work, dan motivasi kerja. Pendekatan penelitian ini menggunakan metode kuantitatif. Pengumpulan data primer dilakukan dengan menyebarkan kuesioner. Analisis data dilakukan dengan analisis deskriftif dan analisis inferensial menggunakan pendekatan Structural Equation Model melalui perangkat lunak SmartPLS3 terhadap 200 data responden. Hasil penelitian menunjukkan bahwa organizational commitment dan happiness at work berpengaruh positif dan signifikan terhadap motivasi kerja dan kinerja pegawai. Adapun saat hubungan antara organizational commitment dengan kinerja pegawai dimediasi oleh motivasi kerja, menunjukkan hasil bahwa motivasi kerja dapat memediasi hubungan secara signifikan. Begitu juga saat hubungan antara happiness at work dengan kinerja pegawai dimediasi oleh motivasi kerja hasilnya memperlihatkan bahwa motivasi kerja berhasil memediasi hubungan secara signifikanAbstract: The focus in this research is to improve employee performance in The BKKBN by exploring the relationship between employee performance with factors influenced, include of organizational commitment, happiness at work, and work motivation. The approach of this 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 SmartPLS3 software to 200 respondents' data. The results showed that organizational commitment and happiness at work had a positive and significant effect on work motivation and employee performance. As for the relationship between organizational commitment and employee performance is mediated by work motivation, showing the results that work motivation can mediate significantly. The same of the relationship between happiness at work and employee performance is mediated by work motivation, the results show that work motivation successfully mediates the relationship significantly.]]>
<![CDATA[ANALISA PENYEBAB TURNOVER INTENTION KARYAWAN PADA SEKTOR PERBANKAN SYARIAH ]]>
<![CDATA[Tri Handoko]]>;
<![CDATA[Pantius Drahen Soeling]]>
<![CDATA[ Syntax Idea Vol 2 No 9 (2020): Syntax Idea ]]>
Publisher : <![CDATA[Ridwan Institute ]]>
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DOI: 10.46799/syntax-idea.v2i9.562
<![CDATA[Penelitian ini bertujuan untuk menilai pengaruh leader-member exchange, perceived organizational of support terhadap turnover intention memalui job satisfaction sebagai variable mediasi. Hasil dari penelitian ini diharapkan menjadi tambahan referensi bagi penelitian sejenis untuk menilai pengaruh leader-member exchange, perceived organizational of support terhadap turnover intention memalui job satisfaction sebagai variable mediasi. Data diperoleh melalui survey dengan cara menyebarkan kuesioner kepada salah satu kantor cabang perbankan syariah yang terdapat di Jakarta dan diperoleh 96 karyawan sebagai responden dan diolah dengan analisis kuantitatif dengan memeakai bentuk model SEM dengan mengguankaan program aplikasi dengan software SmartPLS 3.2.7. Penelitian ini menemukan bahwa Leader-Member Exchange dan Perceived Organizational Of Support memiliki pengaruh secara langsung maupun tidak langsung terhadap Turnover Intention karyawan, variabel job satisfaction mampu memediasi pengaruh secara tidak langsung antara Perceived Organizational Of Support dengan Turnover Intention karyawan. Sedangkan variabel Job Satisfaction tidak dapat memediasi hubungan antara variabel Leader-Member Exchange terhadap Turnover Intention karyawan.]]>
<![CDATA[Implementation of the “Bhabinkamtibmas Melali” Police Resort Tabanan Program as an Effort to Improve Public Services to Implement the Reform of the Police Bureaucracy and Good Governance ]]>
<![CDATA[Picha Armedi]]>;
<![CDATA[Pantius Drahen Soeling]]>
<![CDATA[ Budapest International Research and Critics Institute-Journal (BIRCI-Journal) Vol 5, No 2 (2022): Budapest International Research and Critics Institute May ]]>
Publisher : <![CDATA[Budapest International Research and Critics University ]]>
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DOI: 10.33258/birci.v5i2.4629
<![CDATA[The maintenance of public security and order as well as providing protection, shelter, and services to the community are tasks carried out by the Indonesian National Police or the Indonesian National Police. Its function as a protector, protector and public servant of the POLRI is manifested in bureaucratic reform as a form of POLRI's efforts to increase public trust and lead to good governance. In formulating a strategy for serving the community, various efforts have been made by the POLRI. One of them is a program created by the Tabanan Resort Police, namely "Bhabinkamtibmas Melali". Through this program, it is hoped that the Indonesian National Police or POLRI can improve the quality of service to the community so that they gain public trust in carrying out their duties. Analytical descriptive research is applied in this case. This study found that the "Bhabinkamtibmas Melali" program carried out by the Tabanan Resort Police had been implemented well and overall received a good response from the community.]]>
<![CDATA[Overcoming Counterproductive Work Behavior with Organizational Justice and a Job Satisfaction Approach ]]>
<![CDATA[Reni Kurnia Permata]]>;
<![CDATA[Pantius Drahen Soeling]]>
<![CDATA[ Budapest International Research and Critics Institute (BIRCI-Journal): Humanities and Social Sciences Vol 5, No 2 (2022): Budapest International Research and Critics Institute May ]]>
Publisher : <![CDATA[Budapest International Research and Critics University ]]>
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DOI: 10.33258/birci.v5i2.4612
<![CDATA[One of the detrimental behaviors that hinder organizational progress is Counterproductive Work Behavior. This behavior is continually being investigated in various organizations in the public and private sectors. This article describes the patterns, forms, and strengths found in different research results related to Counterproductive Work Behavior with the antecedents of Organizational Justice and Job Satisfaction. This article is a literature study. Based on the results of this literature study, Organizational Justice and Job Satisfaction are known to be related to Counterproductive Work Behavior in various patterns, forms, and strengths according to other factors that influence organizational conditions. The relationship’s pattern, form, and strength open the assumption of the mediating role of Job Satisfaction in the relationship between Organizational Justice and Counterproductive Work Behavior.]]>
<![CDATA[THE INFLUENCE OF ORGANIZATIONAL CULTURE AND PERCEIVED ORGANIZATIONAL SUPPORT ON EMPLOYEE ENGAGEMENT WITH ORGANIZATIONAL COMMITMENT AS A MEDIATOR ]]>
<![CDATA[Hanna Amanda]]>;
<![CDATA[Pantius Drahen Soeling]]>
<![CDATA[ DIA: Jurnal Administrasi Publik Vol 19 No 1 (2021): PUBLIC ADMINISTRATION ]]>
Publisher : <![CDATA[Program Studi Doktor Ilmu Administrasi, FISIP, Universitas 17 Agustus 1945 Surabaya ]]>
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DOI: 10.30996/dia.v19i1.5205
<![CDATA[The focus of this research is how to improve employee engagement at the PT.X head office by examining the relationship between organizational culture and organizational perceptions of employee engagement with organizational commitment as a mediator. This research uses quantitative approach, which is a study that aims to explain a cause of the occurrence of social phenomena, which the phenomenon will be explained by conducting an objective measurement. Primary data collection through the dissemination of questionnaires to 74 respondents. Data analysis using the partial least square equation model or can be known as SEM-PLS. Based on the results of research that has been found, it can be concluded that organizational culture variable does not give a significant direct positive influence on employee engagement, whereas when viewed on variables perceived organizational support and organizational commitment, these two variables have a significant positive direct affect on employee engagement. If the direct influence relationship between organizational culture and employee engagement does not have a significant influence, but when the variable is mediated by organizational commitment, then the results state that there is a significant positive influence relationship between the two variables. This shows that the organization's commitment to succeed has a significant role in mediating the relationship between organizational culture and employee engagement.]]>
<![CDATA[THE INFLUENCE OF FLEXIBLE WORKING PLACE AND FLEXIBLE WORKING TIME ON JOB SATISFACTION WITH WORK-LIFE BALANCE AS A MEDIATING VARIABLE ON COVID-19 PANDEMIC ]]>
<![CDATA[Dwira Sena Adila]]>;
<![CDATA[Pantius Drahen Soeling]]>
<![CDATA[ DIA: Jurnal Administrasi Publik Vol 19 No 02 (2021): PUBLIC ADMINISTRATION ]]>
Publisher : <![CDATA[Program Studi Doktor Ilmu Administrasi, FISIP, Universitas 17 Agustus 1945 Surabaya ]]>
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DOI: 10.30996/dia.v19i2.5316
<![CDATA[The aim of this study is to analyze the relation between the flexible working place and flexible working time on job satisfaction, directly or indirectly, with the itervention of the work-life balance as a mediating variable. This research is conducted to a civil servant and a non civil servant/contract-based staff in Indonesian Financial Transaction Reports and Analysis Center (INTRAC). Furthermore, the quantitative approach is used in this research. The data is collected by distributing a questionnaires to 148 respondents and being analyzed with Smart PLS program/application version 3.0 with Sem PLS method. The results concludes that both variables which are flexible working place and flexible working time makes a positive and significant effect on job satisfaction variable. Furthermore the flexible working place and flexible working time on job satisfaction with work-life balance as a mediating variable also have a positive effect. The results of this study explain that the implementation of flexible working place and flexible working time can be said to be successful and has a positive effect on job satisfaction because there is an increase in a work-life balance felt by employees of the Indonesian Financial Transaction Reports and Analysis Center (INTRAC)]]>
<![CDATA[Analisis Strategi Manajemen Sumber Daya Manusia Polri Dalam Mengelola Keterbatasan Personil Pada Jabatan Perwira Di Polres Kubu Raya Polda Kalimantan Barat ]]>
<![CDATA[Teuku Rivanda Ikhsan]]>;
<![CDATA[Pantius Drahen Soeling]]>
<![CDATA[ Ministrate: Jurnal Birokrasi dan Pemerintahan Daerah Vol 5, No 2 (2023): Birokrasi dan Pemerintahan di Daerah 11 ]]>
Publisher : <![CDATA[Jurusan Administrasi Publik FISIP UIN SGD Bandung ]]>
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DOI: 10.15575/jbpd.v5i2.24696
<![CDATA[The National Police of the Republic of Indonesia is a state instrument that plays a role in maintaining public order and security, providing protection, protection and service to the community, as well as carrying out law enforcement, in the context of maintaining domestic security. To support the implementation of this role, quality Polri human resources are needed in every position or function. The limitation of personnel is one of the obstacles that currently must be faced by the National Police, especially the Kubu Raya District Police in preparing an optimal work composition. One of them is the lack of personnel with the rank of first officer which is the first line supervisor in controlling the personnel on duty. This research is a qualitative research that describes the HR management strategy of the National Police, especially in succession planning in managing the limitations of first officer rank personnel that are currently still occurring at the Kubu Raya District Police. The implementation of an appropriate HR management strategy is expected to be able to solve these problems, so that it is expected to be able to realize an increasingly prime Polri posture in providing services to the community.]]>
<![CDATA[ANALYSIS OF THE IMPLEMENTATION OF THE INDONESIAN ARMY (TNI AD) TERRITORIAL DEVELOPMENT POLICY TO PREVENT SOCIAL CONFLICT IN KODIM 0618/BANDUNG CITY ]]>
<![CDATA[Very Grahita Fitrianang]]>;
<![CDATA[Pantius Drahen Soeling]]>
<![CDATA[ Jurnal Administrasi dan Kebijakan Publik Vol 9 No 1 (2024): April 2024 ]]>
Publisher : <![CDATA[Laboratorium Administrasi Publik FISIP Universitas Andalas ]]>
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DOI: 10.25077/jakp.9.1.69-86.2024
<![CDATA[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.]]>
<![CDATA[Tren Riset Tentang Kepemimpinan pada Jurnal Administrasi di Indonesia: Tinjauan Literatur Sistematis ]]>
<![CDATA[I Gde Eka Sukarma Putra]]>;
<![CDATA[Pantius Drahen Soeling]]>
<![CDATA[ JURNAL MANAJEMEN PENDIDIKAN DAN ILMU SOSIAL Vol. 5 No. 3 (2024): Jurnal Manajemen Pendidikan dan Ilmu Sosial (April - Mei 2024) ]]>
Publisher : <![CDATA[Dinasti Review ]]>
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DOI: 10.38035/jmpis.v5i3.2060
<![CDATA[There has been quite a lot of research discussing leadership in Indonesia, especially in the context of administrative management, both in the public and private sectors. However, not many have studied/reviewed the information presented in these studies. This research aims to determine research trends in leadership in the SINTA-indexed administrative journal in Indonesia from 2004 to 2023. The method used is a systematic literature review. A literature review was carried out on 170 leadership journal articles indexed by SINTA 1-6. Based on the results of the study, it was concluded that there is a trend of increasing the number of research on leadership in administrative journals indexed by SINTA from 2004 to 2023. Quantitative research is the most dominant type of research. Public sector workers are most often the subjects of research on leadership. Leadership in general is the most frequently researched topic. Questionnaires are the most frequently used data collection instrument and regression analysis techniques are the most frequently used as analysis techniques.]]>
<![CDATA[THE CHALLENGES IN HIGHER EDUCATION INSTITUTIONS IN INDONESIA: ARE WE ENTREPRENEURIAL UNIVERSITY YET? ]]>
<![CDATA[Eko Sakapurnama]]>;
<![CDATA[Martani Huseini]]>;
<![CDATA[Pantius Drahen Soeling]]>
<![CDATA[ Hasanuddin Economics and Business Review VOLUME 2 NUMBER 3, 2019 ]]>
Publisher : <![CDATA[Faculty of Economics and Business, Hasanuddin University ]]>
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DOI: 10.26487/hebr.v2i3.1680
<![CDATA[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.]]>
