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All Journal JURNAL MANAJEMEN MOTIVASI JURNAL MUQODDIMAH : Jurnal Ilmu Sosial, Politik dan Hummaniora JAKP (Jurnal Administrasi dan Kebijakan Publik) Community Engagement and Emergence Journal (CEEJ) Management Studies and Entrepreneurship Journal (MSEJ) Jurnal Ilmu Administrasi: Media Pengembangan Ilmu dan Praktek Administrasi Jurnal Integrasi Kesehatan dan Sains LOSARI: Jurnal Pengabdian Kepada Masyarakat Jurnal Manajemen dan Ilmu Administrasi Publik (JMIAP) JURNAL ILMIAH GLOBAL EDUCATION Journal of Governance and Accountability Studies Jurnal Media Administrasi Terapan Jurnal Studi Pemerintahan dan Akuntabilitas Jurnal Ilmu Administrasi: Media Pengembangan Ilmu dan Praktek Administrasi Journal of Regional Public Administration International Journal of Economics, Business Management and Accounting Jurnal Ilmiah Pariwisata ADMIT : Jurnal Administrasi Terapan Academia Open Innovation Business Management and Accounting Journal
Teni Listiani
Politeknik STIA LAN Bandung
Agriculture, Biological Sciences & Forestry Arts Humanities Computer Science & IT Decision Sciences, Operations Research & Management Dentistry Earth & Planetary Sciences Economics, Econometrics & Finance Education Environmental Science Health Professions Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Mathematics Medicine & Pharmacology Nursing Public Health Social Sciences Transportation Other

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Strategi Penguatan Komitmen Organisasional Guru dalam Meningkatkan Efektivitas Program Guru Penggerak di Lingkungan SMA/K Kabupaten Bandung Erif Deyussaswati; Nita Nurliawati; Teni Listiani; Edah Jubaedah
Jurnal Ilmiah Global Education Vol. 7 No. 2 (2026): JURNAL ILMIAH GLOBAL EDUCATION
Publisher : LPPM Institut Pendidikan Nusantara Global

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55681/jige.v7i2.5937

Abstract

The Guru Penggerak Program (PGP) is a strategic initiative designed to strengthen teachers’ instructional leadership and improve educational quality in Indonesia. However, its implementation in senior high schools (SMA/SMK) in Kabupaten Bandung faces challenges, including inconsistent post-training mentoring and uneven impact dissemination. This qualitative descriptive-analytical study examines the program’s effectiveness, teachers’ organizational commitment, and strategies to enhance sustainable impact. Data were collected through in-depth interviews with Guru Penggerak teachers, principals, and supervisors, supported by participant observation and questionnaires from 34 teachers. Findings show that PGP is generally effective, fostering student-centered practices and increased teacher initiative, though its success depends on principal support. Teachers demonstrate strong affective commitment, moderate continuance commitment, and weaker normative commitment. Using the SOAR framework and 5-I stages, strategies are proposed across short-, medium-, and long-term phases to strengthen networks and integrate PGP values into school culture.
Understanding Work Motivation among Urban Park Management Personnel: A Case Study of Sukabumi City Mohammad Sahid; Ely Sufianti; Muhamad Nur Afandi; Teni Listiani
Journal of Governance and Accountability Studies Vol. 6 No. 2 (2026): July
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/jgas.v6i2.3817

Abstract

Purpose: This study examines the level and determinants of work motivation among urban park management personnel at the Sukabumi City Public Works and Public Housing Agency using Herzberg’s Two-Factor Theory and explores the presence of a mid-career plateau. Methodology: A quantitative descriptive approach was employed using a census of 49 participants. Data were collected through structured questionnaires on motivator and hygiene factors, complemented by semi-structured interviews for data triangulation. Quantitative data were analyzed descriptively, and qualitative data provided contextual interpretation. Results: Findings show that work motivation is generally good, with hygiene factors (mean = 3.31) slightly exceeding motivator factors (mean = 3.19). Working relationships were rated the highest, whereas working conditions and salary were rated the lowest. A mid-career plateau was observed among employees with 6–10 years of service, influenced by limited welfare, constrained career opportunities and inadequate work facilities. Conclusions: Despite overall positive motivation, structural issues related to compensation, career development, and the work environment continue to hinder sustained motivation. Addressing these challenges requires integrated interventions across short-, medium-, and long-term strategies. Limitations: This study was limited by its cross-sectional design, single institutional context, and exclusion of broader attitudinal variables. Contributions: This study provides empirical insights into work motivation among operational-level urban park workers and offers practical recommendations for local governments to improve public service workforce management.
Analysis of Creativity Management in Achieving Maximum Human Resource Productivity Djunarto; Nanda Ravenska; Teni Listiani; Herty Ramayanti Sinaga; Gusti Noorlitaria Achmad
International Journal of Economics, Business Management and Accounting (IJEBMA) Vol. 8 No. 2 (2026): July 2026
Publisher : MultiTech Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59890/ijebma.v8i2.3470

Abstract

Creativity management and human resource productivity are crucial pillars that determine the sustainability and competitiveness of an organization in this dynamic modern era. Balancing these two elements requires a holistic leadership approach, where decision-makers focus not only on the quantity of work output but also on the quality of innovative ideas generated. The purpose of this study is to analyze creativity management in achieving maximum human resource productivity. This research uses narrative research. This narrative is supported by secondary data sources, such as books and journals. The results of this study indicate that creativity management is no longer simply facilitating unique ideas, but rather a strategic approach to converting employees' cognitive potential into high-value output. In the context of achieving maximum human resource productivity, creativity acts as a catalyst for efficiency, problem-solving, and process innovation. To transform creativity into real productivity, management must manage three things are the work environment, flexible work design, and an appropriate reward system
Evaluasi Kebijakan Tata Kelola Penyelenggaraan dan Retribusi Parkir di Kota Batam Rizca Fiolanda; Darmanto Darmanto; Teni Listiani
Jurnal Ilmiah Muqoddimah: Jurnal Ilmu Sosial, Politik dan Hummaniora Vol 10, No 3 (2026): Agustus 2026
Publisher : Universitas Muhammadiyah Tapanuli Selatan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31604/jim.v10i3.2026.1713-1723

Abstract

Penelitian ini bertujuan untuk mengevaluasi implementasi Peraturan Wali Kota Batam Nomor 52 Tahun 2018 tentang Penyelenggaraan dan Retribusi Parkir di Kota Batam. Penelitian menggunakan pendekatan kualitatif dengan metode evaluasi kebijakan berdasarkan kriteria William N. Dunn, yaitu efektivitas, efisiensi, kecukupan, perataan, responsivitas, dan ketepatan. Data diperoleh melalui observasi, wawancara, dokumentasi, serta studi literatur yang melibatkan Dinas Perhubungan Kota Batam, juru parkir, masyarakat, dan pengamat kebijakan. Hasil penelitian menunjukkan bahwa implementasi kebijakan parkir di Kota Batam belum berjalan optimal. Permasalahan utama meliputi kebocoran retribusi, penggunaan sistem manual, lemahnya pengawasan, keberadaan parkir liar, serta rendahnya kualitas pelayanan parkir. Selain itu, kebijakan dinilai belum sepenuhnya sesuai dengan kondisi riil di lapangan. Faktor penghambat lebih dominan dibanding faktor pendukung, terutama terkait keterbatasan sumber daya, rendahnya transparansi, dan lemahnya partisipasi masyarakat. Penelitian ini merekomendasikan reformasi kebijakan melalui digitalisasi sistem parkir, penguatan pengawasan, revisi regulasi, serta peningkatan kualitas sumber daya manusia agar pengelolaan parkir lebih efektif, transparan, dan akuntabel.
Strategi Implementasi Human Resource Scorecard di Sektor Publik (Studi Kasus di Pusat Pembelajaran dan Strategi Kebijakan Talenta Aparatur Sipil Negara Nasional Lembaga Administrasi Negara) Ridwan Ramdhan Kosasih; Septiana Dwiputrianti; Teni Listiani; Edah Jubaedah
Jurnal Ilmiah Global Education Vol. 7 No. 3 (2026): JURNAL ILMIAH GLOBAL EDUCATION
Publisher : LPPM Institut Pendidikan Nusantara Global

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55681/jige.v7i3.6029

Abstract

Bureaucratic transformation demands strategic human resource management for State Civil Apparatus (ASN) aligned with organizational goals. One approach that can be used is the Human Resource Scorecard (HR Scorecard), which emphasizes the link between organizational strategy, human resource management practices, and measurable performance. However, most HR Scorecard studies still focus on the private sector, while its application in the context of public organizations, particularly in ASN talent management, is still limited. This study aims to analyze the implementation of the HR Scorecard in HR management at the National ASN Talent Policy and Learning Center (Pusjar SK Talenta ASN) and identify gaps between actual and ideal conditions based on the HR Scorecard perspective. The study used a qualitative approach with a case study design through in-depth interviews, observations, open-ended surveys, and document analysis. The results show that the implementation of the HR Scorecard has been reflected in several HR management practices, such as performance planning and competency development. However, there are still gaps in the aspects of aligning organizational strategy with HR strategy, strengthening HR architecture, integrating performance measurement systems, and strategic feedback mechanisms. Therefore, a more integrated, adaptive, and data-driven HR Scorecard implementation strategy is needed to support strengthening ASN performance management and increasing the effectiveness of public organizations.
Co-Authors A.A. Ketut Agung Cahyawan W Abdul Rahman Abdul Rahman Abdullah , Sait Abdullah, Sait Afandi , Muhamad Nur Afandi, Muhamad Nur Alisanjaya, Hikmat Anindita, Nadiarani Asmara, Nefi Aris Ambar Bambang S, Bambang Budi Setiawan DALIYAH, TSANIYYAH DARMANTO, DARMANTO Deddy Mulyadi Djunarto Dwi Annisa Salsadila Dwiputrianti, Septiana Edah Jubaedah Edah Jubaedah Edah Jubaedah Edah Jubaedah Eldiyana Marfury, Intan Elly Sufiyanti Ely Sufianti Endang Wirjatmi Trilestari Endarwati, Eris Erif Deyussaswati Eris Endarwati Fajaryah, Mellania Rima Gian Aditya Chandra Gusti Noorlitaria Achmad Hafid Aditya Pradesa Hamdan Yuafi Hari Nugraha Herty Ramayanti Sinaga Indah Ramadhani Indarwati Iwan Kurniawan Joni Dawud Joni Dawud Jubaedah , Edah Jubaedah, Edah Leonandri, Dino Gustaf Lestari, Resa Lidia Maasir Liswara , Cyntha Dwi Maria Iflah Maulana, Andis Milwan, Milwan Mohammad Sahid Muhamad Nur Afandi Muhamad Nur Afandi MUHAMMAD INDRA YANUAR ADITYA Muhidin, Adinda Ayu Dwi Fortuna Mulyadi, Deddy Nadiarani Anindita Nanda Ravenska Nefi Aris Ambar Asmara Nefi Aris Ambar Asmara Nita Nurliawati Nur Soffa Nurul Millah Patinim Patinim Patinim, Patinim Prastika, Yulia Rahman , Abdul Resa Lestari Riau, Dwi Putranto Ridwan Ramdhan Kosasih Rizca Fiolanda Rosady, Dony Septriana Rosy Analistin, Angelia Sait Abdullah Sedarmayanti, Sedarmayanti Supriadi Supriadi Syafira Annisa Azzahra T Gedeona, Hendrikus Trilestari, Endang W. Utama, Aditya Bima Hendra Utami, Watnaria Dian Wahyudin Wahyudin Watnaria Dian Utami Wirjatmi T.L, Endang Yulia Prastika Yunia, Santi