Article Per Year (5 Year)
p-Index From 2021 - 2026
1.116
P-Index
This Author published in this journals
All Journal Jurnal Kebijakan dan Administrasi Publik Jurnal Public Policy Multidiciplinary Output Research for Actual and International Issue (Morfai Journal) Publicness: Journal of Public Administration Studies JKAP (Jurnal Kebijakan dan Administrasi Publik)
Frans Gana
Universitas Nusa Cendana
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 Other

Published : 6 Documents Claim Missing Document
Claim Missing Document
Check
Articles

Found 6 Documents
Search

 1 
Critical Factors for Women’s Representation in Top Management Leadership Positions in Local Government Frans Budiman Johannes; Aloysius Liliweri; Frans Gana; Nursalam Nursalam
JKAP (Jurnal Kebijakan dan Administrasi Publik) Vol 26, No 2 (2022): November
Publisher : Magister Administrasi Publik

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22146/jkap.78090

Abstract

This study explores the critical factors behind women’s representation in upper-echelon II managerial positions in local government organizations in Indonesia, which contemporary studies rarely studied. This research interviewed 12 informants at the East Nusa Tenggara (ENT) Provincial Government in Indonesia using a qualitative approach and purposive sampling techniques. This article found eight factors that are critical in influencing women's representation in echelon II positions in local government organizations from three primary dimensions. First, a network of political proxies and representation of ethnicity and electoral areas are factors from the socio-political dimension. Second, the three factors related to the intra-organizational dimension are patriarchal culture, gender stereotypes, and masculine leadership. Lastly, academic respect, self-confidence, and domestic responsibility are three factors from the individual dimension. The practical implication of this study is that for women to be elected to echelon II positions, they need to expand their network or political connections with political party leaders affiliated with elected political officials or the family actors of elected political officials. Additionally, women must adopt masculine leadership models to be accepted by their male colleagues and adapt to a patriarchal organizational environment. Finally, women need to increase their confidence in a leadership capacity.
Critical Factors for Women’s Representation in Top Management Leadership Positions in Local Government Frans Budiman Johannes; Aloysius Liliweri; Frans Gana; Nursalam Nursalam
JKAP (Jurnal Kebijakan dan Administrasi Publik) Vol 26, No 2 (2022): November
Publisher : Magister Ilmu Administrasi Publik

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22146/jkap.78090

Abstract

This study explores the critical factors behind women’s representation in upper-echelon II managerial positions in local government organizations in Indonesia, which contemporary studies rarely studied. This research interviewed 12 informants at the East Nusa Tenggara (ENT) Provincial Government in Indonesia using a qualitative approach and purposive sampling techniques. This article found eight factors that are critical in influencing women's representation in echelon II positions in local government organizations from three primary dimensions. First, a network of political proxies and representation of ethnicity and electoral areas are factors from the socio-political dimension. Second, the three factors related to the intra-organizational dimension are patriarchal culture, gender stereotypes, and masculine leadership. Lastly, academic respect, self-confidence, and domestic responsibility are three factors from the individual dimension. The practical implication of this study is that for women to be elected to echelon II positions, they need to expand their network or political connections with political party leaders affiliated with elected political officials or the family actors of elected political officials. Additionally, women must adopt masculine leadership models to be accepted by their male colleagues and adapt to a patriarchal organizational environment. Finally, women need to increase their confidence in a leadership capacity.
STRENGTHENING EMPLOYEE PERFORMANCE THROUGH REWARDS AND PUNISHMENT Markus Londong; 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 | DOI: 10.5281/zenodo.20918078

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.
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.
Pengaruh Kompetensi, Self-Efficacy, Disiplin dan Lingkungan Kerja terhadap Kinerja Karyawan RSUD S.K. Lerik Kupang di Moderasi Kepuasan Wiwin Ottu; Frans Gana; Maria Lino
PUBLICNESS: Journal of Public Administration Studies Vol. 4 No. 3 (2025): PUBLICNESS: Journal of Public Administration Studies
Publisher : Policy, Law and Political Research Center

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24036/publicness.v4i3.299

Abstract

This study aims to analyze the influence of HR competency, self-efficacy, work discipline, and non-physical work environment on employee performance, with job satisfaction as a moderating variable at SK Lerik Kupang Regional General Hospital. The study sample consisted of 203 randomly selected employees, with data collected through questionnaires and analyzed using Partial Least Square (PLS), this method is strong in predicting the relationship between latent variables and their indicators. The results showed that competency, self-efficacy, work discipline, and non-physical work environment had a positive and significant effect on employee performance. Meanwhile, job satisfaction was proven to have a direct effect on performance, but did not moderate the relationship between the four variables and employee performance. This finding confirms the importance of improving competency, discipline, self-efficacy, and the quality of the work environment in driving performance, while job satisfaction plays a more independent role.
Why Collaborative Governance Fails in Local Revenue Mobilization: Evidence from Indonesia Fransiskus Suryanto Nara Bata; Aloysius Liliweri; Frans Gana; Hendrik Toda; I Putu Yoga Bumi Pradana
Journal Public Policy Vol 12, No 3 (2026): July
Publisher : Universitas Teuku Umar

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35308/jpp.v12i3.15014

Abstract

This study explains why formally established collaborative arrangements produce limited effectiveness in local revenue mobilization, with specific attention to regional levy administration in Sikka Regency, Indonesia. Rather than treating leakage as a narrow technical or accounting problem, the article conceptualizes it as a governance problem generated through shallow collaboration among interdependent public organizations and affected stakeholders. The study employs a qualitative case study design based on in-depth interviews, observation, and document analysis involving government agencies, field collectors, regulated actors, compliant and non-compliant levy payers, community beneficiaries, civil society organizations, and media actors. Guided by the collaborative governance framework of principled engagement, shared motivation, and capacity for joint action, the analysis shows that collaboration exists procedurally but remains weak in substance. Principled engagement is constrained by narrow problem discovery, fragmented knowledge sharing, weak data-based deliberation, and limited collective determination. Shared motivation is weakened by inter-agency distrust, contested legitimacy, weak fiscal transparency, and uneven commitment to collective revenue goals. Capacity for joint action is undermined by hesitant leadership, thin institutional arrangements, non-integrated databases, weak monitoring routines, and limited administrative and digital support. The article advances the concept of shallow collaboration to describe a condition in which meetings, coordination language, and formal mandates are present, yet collective problem solving, relational commitment, and operational follow-through remain insufficient. The study contributes to collaborative governance and fiscal governance scholarship by showing how information fragmentation and relational weakness become mechanisms through which local revenue leakage is reproduced in decentralized settings. Its findings caution against assuming that formal coordination is equivalent to collaborative capacity and demonstrate why subnational revenue mobilization requires both institutionalized data integration and relationally credible governance.
Co-Authors Aloysius Liliweri Defrid Chris Yermi Nesimnasi Frans Budiman Johannes Fransiskus Suryanto Nara Bata I Putu Yoga Bumi Pradana Maria Lino Markus Londong Melkisedek N. B. C. Neolaka Nursalam Nursalam Ricky Ekaputra Foeh Toda, Hendrik Wiwin Ottu