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All Journal Jurnal Ilmu Manajemen (JIM) Wacana, Jurnal Sosial dan Humaniora Journal of Governance Pena Justisia: Media Komunikasi dan Kajian Hukum
Mohammad Nuh
Department Of Public Administration, Faculty Of Administratve Science, Universitas Brawijaya
Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Environmental Science Law, Crime, Criminology & Criminal Justice Social Sciences

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The Dynamic of Challenges of Managing Functional Civil Servant in Malang Regency Indonesia Mohammad Nuh; Suhartono Winoto; M. Rizki Pratama
Journal of Governance Volume 7 Issue 4: (2022)
Publisher : Universitas Sultan Ageng Tirtayasa

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31506/jog.v7i4.16202

Abstract

: Simplifying the bureaucracy is a vocal policy priority initiated by President Joko Widodo. Basically, the simplification of the bureaucracy tries to rebuild the bureaucracy based on functions and expertise which ultimately results in better output and performance. So far, the consequence is the transfer of structural positions to functional positions. These changes also have an effect on changes in the management of the state civil apparatus (ASN). Even though the management of functional positions in regional government is still a formidable challenge. Therefore, this research aims to describe the various problems of managing functional positions in local government, which are increasingly complex with the presence of the obligation to simplify the bureaucracy. Researchers conducted interviews with multiple parties, both with managers of functional positions and with individuals who have functional positions in the Malang Regency Government. The results of this study show the dynamics of the problem from three aspects, namely, first from a comparative point of view in the era of bureaucratic simplification, which shows the lack of clarity in policies seen from policy clarity, policy direction, and policy effectiveness. The second point of view of the actor is that of a functional official who experiences various human resource management problems as a functional official. The third point of view is the management of functional positions that face cultural and structural challenges such as habits and human resources management at the local level.
Policy Implementation of Non Civil Servant Educator Training in Higher Education (Study of Implementation of Rector Regulation of Malang State University Number 14 the Year 2017 Regarding Non-PNS Permanent Lecturers at State University of Malang) Wahyu Bowo Laksono; Bambang Santoso Haryono; Mohammad Nuh
Wacana Journal of Social and Humanity Studies Vol. 24 No. 4 (2021)
Publisher : Sekolah Pascasarjana Universitas Brawijaya

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Abstract

Higher education is part of the national education system that has a strategic role in educating the nation's life and advancing science and technology by paying attention to and applying human and cultural values and sustainably empowering the Indonesian people, to support Malang State University (UM) as a state university that is implementing higher education autonomy with a financial management pattern, the Public Service Agency is given the authority to appoint Non-PNS Permanent Lecturers based on the internal needs of the institution. adapted to national higher education standards. The objectives of this study are: (1) to explain the implementation of the Rector of the State University of Malang Number 14 of 2017 concerning Permanent Lecturers of Non-PNS UM (2) to determine the supporting and inhibiting factors. This study used the descriptive qualitative method. Data collection techniques used in this study were interviews, observation, and documentation. Research findings: (1) differences in the interpretation of leaders at universities and faculties and among non-PNS permanent lecturers themselves in terms of clarity of future status for non-PNS UM lecturers (2) lack of socialization related to non-PNS policies Permanent PNS UM lecturers in particular in terms of career patterns, clarification of further study S3 in the contract period (3). There are differences in policies in terms of employment status and providing incentives for education staff with the status of Non-Permanent Employees with the policy of Non-PNS Permanent Lecturers whose rights and obligations are the same as PNS.
Analysis of the Success of Religious Courts in Reducing the Number of Marriage Dispensations as an Effort to Support the Government in Preventing Child Marriage Ahmad Yusroni; Bambang Santoso Haryonk; Mohammad Nuh
Pena Justisia: Media Komunikasi dan Kajian Hukum Vol. 22 No. 001 (2023): Pena Justisia (Special Issue)
Publisher : Faculty of Law, Universitas Pekalongan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31941/pj.v22i3.4610

Abstract

Dispensation for marriage is actually considered a simalakama fruit, because changes to the age limit for marriage seem futile if in the end minors can legally marry with dispensation from the Court. The facts on the ground show that the ambiguity in Article 7 of Law No. 16/2019 on Marriage leaves more serious problems. As a result, several court institutions have been flooded with applications for dispensation for various reasons submitted by parents of children who wish to marry. Malang District, which contributed the highest number of marriage dispensations in East Java in 2022, has conducted various policy programs that have succeeded in reducing the number of marriage dispensations. This article analyzes the success of the Religious Court in reducing the number of marriage dispensations as an effort to support the government in preventing child marriage and what the level of success is by using descriptive qualitative research methods with Allan McConnell's Policy Success theory. This article explores the success of preventing child marriage from the program dimension and its level of success. The results showed that in the indicator of implementation according to the objectives, the level of success was included in Success. Meanwhile, in the indicator of achieving the expected results, the level of success is included in Resilient Success because although there is a decrease in applications for marriage dispensation every year, the number is still high. And finally, the indicator provides benefits to the target group, the level of success is included in Success.
PERAN KEPUASAN KERJA DALAM PENGARUH STRUKTUR DAN BUDAYA ORGANISASI TERHADAP KINERJA TENAGA KEPENDIDIKAN Susrini; Hamidah Nayati Utami; Mohammad Nuh
Jurnal Ilmu Manajemen Vol. 14 No. 3 (2026)
Publisher : Universitas Negeri Surabaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26740/jim.v14n3.p599-613

Abstract

The transformation of higher education institutions into public universities with legal entity status has driven changes in organizational governance that demand greater professionalism and performance from faculty members. This study offers a unique approach by integrating organizational structure and organizational culture into a single research model that examines employee performance through job satisfaction as a mediating variable. This study aims to analyze the influence of organizational structure and organizational culture on employee performance through job satisfaction. This study employs a quantitative approach using a survey method. The study population consists of academic staff at the university’s central office in Malang, with a sample of 201 respondents selected using random sampling techniques. Data were collected via a questionnaire that had passed validity and reliability tests, then analyzed using Structural Equation Modeling (SEM) based on Partial Least Squares (PLS). The results indicate that organizational structure and organizational culture have a positive and significant effect on job satisfaction. Organizational structure has a positive but insignificant effect on employee performance, while organizational culture and job satisfaction have positive and significant effects on employee performance. Furthermore, job satisfaction was found to act as a mediator in the relationship between organizational structure and organizational culture and employee performance. This study highlights the importance of strengthening an adaptive organizational structure and a supportive organizational culture in order to sustainably improve job satisfaction and the performance of educational staff.
Co-Authors Ahmad Yusroni Bambang Santoso Haryonk Bambang Santoso Haryono Hamidah Nayati Utami M. Rizki Pratama Suhartono Winoto Susrini Wahyu Bowo Laksono