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Implementasi Kebijakan Core Values BerAKHLAK oleh Pemimpin Perempuan di Lingkungan Pemerintahan Kecamatan pada Pemerintah Daerah Kota Sukabumi Damayanti, Linda; Saleh, Munandi; Hikmat, Asep
JURNAL MANAJEMEN PENDIDIKAN DAN ILMU SOSIAL Vol. 6 No. 6 (2025): Jurnal Manajemen Pendidikan dan Ilmu Sosial (Oktober-November 2025)
Publisher : Dinasti Review

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/jmpis.v6i6.6230

Kapabilitas Aparatur Sipil Negara merupakan kondisi di mana Aparatur Sipil Negara tidak cukup hanya memiliki pengetahuan (knowledge), keterampilan (skill) dan sikap perilaku terpuji (attitude), tetapi juga harus memiliki kemampuan beradaptasi dalam situasi baru, berpikir kritis, bertindak mandiri bertanggung jawab dan mau terus belajar. Kebijakan core values BerAKHLAK Aparatur Sipil Negara merupakan implementasi dari Pasal 3 ayat (2) Undang – Undang Nomor 20 Tahun 2023 tentang Aparatur Sipil Negara, yang merupakan perubahan dari Undang-Undang Nomor 5 Tahun 2014 tentang Aparatur Sipil Negara. Nilai – Nilai dasar BerAKHLAK merupakan akronim dari Berorientasi pelayanan, Akuntabel, Kompeten, Harmonis, Loyal, Adaptif dan Kolaboratif selanjutnya dalam penulisan tesis ini akan disebut core values BerAKHLAK. Nilai – nilai dasar ini merupakan salah satu dimensi dalam budaya organisasi, yang mempengaruhi cara kerja organisasi, identitas organisasi serta mempengaruhi perilaku anggota organisasi dalam hal ini organisai pemerintahan kecamatan. Tujuan core values BerAKHLAK adalah membuat nilai – nilai yang seragam bagi semua Apartur Sipil Negara di Indonesia yang bisa menjadi pondasi dasar dalam budaya kinerja/budaya organisasi penyelenggaraan pemerintahan agar lebih profesional dan memudahkan dalam proses adaptasi ketika berkoordinasi antar instansi – instansi pemerintah, termasuk memberikan pelayanan publik terbaik kepada masyarakat. Implementasi kebijakan merupakan salah satu tahapan penting dalam proses kebijakan publik. Sebaik dan sebagus apapun kebijakan publik yang dibuat akan menjadi sia-sia belaka jika tidak ada upaya mengimplementasikannya karena tidak akan membawa dampak yang diinginkan serta tujuanya tidak tercapai. Hal tersebut sesuai dengan pernyataan Edward III (dalam Akib, 2008:2) bahwa tanpa adanya implementasi yang efektif maka keputusan pembuat kebijakan tidak akan berhasil dilaksanakan. Penulis menyajikan berbagai pandangan dari beberapa informasi pemimpin perempuan juga dari informasi dari perwakilan tokoh masyarakat laki – laki agar terdapat perbandingan pemikiran tentang implementasi kebijakan publik oleh pemimpin perempuan, diharapkan penelitian ini dapat merubah pola pikir dan paradigma masyarakat serta aparatur sipil negara bahwa pemimpin perempuan juga layak atau sebanding dengan pemimpin laki – laki, bahkan memiliki nilai lebih karena dapat memberikan sentuhan kasih sayang dan kesabaran seorang ibu ke dalam tim / organisasi yang dipimpin sehingga anggota organisasi dapat merasakan situasi dan kondisi yang berbeda saat dipimpin oleh Camat, lurah, kepala puskesmas perempuan.

The Effect of Motivation and Compensation on Teacher Performance Through Self-Efficacy: Case Study at SMKN 1 Sukabumi City Supriatno, Empri; H. Suwiryo, Darmo; Hikmat, Asep; Saleh, Munandi
International Journal of Economics, Management and Accounting (IJEMA) Vol. 2 No. 1 (2024): June
Publisher : Lafadz Jaya Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47353/ijema.v2i1.163

This study aims to analyze the influence of motivation and compensation on teacher performance through self-efficacy at SMKN 1 Sukabumi City. This research method is quantitative with the type of explanatory research and causal research, and as many as 107 teachers at SMKN 1 Sukabumi City were used as research samples. The data was collected through Google Forms and analyzed using smartPLS version 4.1.0.0 with Outer Model, Inner Model, and Bootstrapping techniques. The results of this study show that: (1) Motivation has a significant negative effect on teacher performance (coefficient -0.217, t-statistic 2.090, p-value 0.037). This means that increasing motivation decreases teacher performance. (2) Compensation had a significant positive effect on teacher performance (coefficient 0.207, t-statistic 2.199, p-value 0.028). Increased compensation improves teacher performance. (3) Motivation had a significant positive effect on self-efficacy (coefficient 0.266, t-statistic 2.940, p-value 0.003). The higher the motivation, the higher the teacher's self-efficacy. (4) Compensation had a significant positive effect on self-efficacy (coefficient 0.314, t-statistic 3.861, p-value 0.000). The higher the compensation, the higher the teacher's self-efficacy. (5) Self-efficacy has a significant positive effect on teacher performance (coefficient 0.511, t-statistic 5.849, p-value 0.000). The higher the self-efficacy, the better the teacher's performance. (6) Motivation influences teacher performance through self-efficacy (coefficient 0.136, t-statistic 2.877, p-value 0.004). Self-efficacy is an important mediator with a contribution of 13.6%. (7) Compensation affects teacher performance through self-efficacy (coefficient 0.160, t-statistic 3.081, p-value 0.002). Self-efficacy is an important mediator with a contribution of 16%.

IMPLEMENTATION OF CHILD-FRIENDLY SCHOOL PROGRAM POLICY AT STATE HIGH SCHOOL 2 SUKABUMI CITY Adiwijaya Barnas, Ramlan; H Suwiryo, Darmo; Hikmat, Asep; Saleh, Munandi
SIBATIK JOURNAL: Jurnal Ilmiah Bidang Sosial, Ekonomi, Budaya, Teknologi, Dan Pendidikan Vol. 3 No. 1 (2023): December
Publisher : Penerbit Lafadz Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/sibatik.v3i1.1740

The implementation of the Child-Friendly School Program Policy is based on the Regulation of the Minister of Women's Empowerment and Child Protection number 8 of 2014 as an effort to fulfill the rights and protection of children in the world of education. The fulfillment of children's rights is a concept created by the Government as a strategy to determine indicators of children's rights in Child-Friendly Schools. Therefore, development and government resources are needed to support every effort aimed at ensuring the fulfillment of children's rights and protection. This study aims to determine the history of the Implementation of the Child-Friendly School Program Policy along with its supporting and inhibiting factors at State High School 2 Sukabumi City. This study used qualitative research methods and used Van Meter and Van Horn's theory with data collection through observation, interviews, and documentation. The determination of informants was carried out using snowball sampling, with 14 selected informants. Data analysis is carried out through the stages of data collection, data presentation, and conclusions. The results showed that the Implementation of the Child-Friendly School Program Policy at State High School 2 Sukabumi City was to the variables in Van Meter and Van Horn theory but the policy resource variables have not been effective, which is still a lack of facilities and infrastructure in meeting the needs of children, especially health workers assigned to the UKS room to be able to help and serve students who need health services, So that in the future it is recommended that schools can improve facilities and infrastructure as well as services to students.

The Effect of Motivation and Compensation on Teacher Performance Through Self-Efficacy: Case Study at SMKN 1 Sukabumi City Supriatno, Empri; H. Suwiryo, Darmo; Hikmat, Asep; Saleh, Munandi
International Journal of Economics, Management and Accounting (IJEMA) Vol. 2 No. 7 (2024): December
Publisher : Lafadz Jaya Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47353/ijema.v2i1.163

This study aims to analyze the influence of motivation and compensation on teacher performance through self-efficacy at SMKN 1 Sukabumi City. This research method is quantitative with the type of explanatory research and causal research, and as many as 107 teachers at SMKN 1 Sukabumi City were used as research samples. The data was collected through Google Forms and analyzed using smartPLS version 4.1.0.0 with Outer Model, Inner Model, and Bootstrapping techniques. The results of this study show that: (1) Motivation has a significant negative effect on teacher performance (coefficient -0.217, t-statistic 2.090, p-value 0.037). This means that increasing motivation decreases teacher performance. (2) Compensation had a significant positive effect on teacher performance (coefficient 0.207, t-statistic 2.199, p-value 0.028). Increased compensation improves teacher performance. (3) Motivation had a significant positive effect on self-efficacy (coefficient 0.266, t-statistic 2.940, p-value 0.003). The higher the motivation, the higher the teacher's self-efficacy. (4) Compensation had a significant positive effect on self-efficacy (coefficient 0.314, t-statistic 3.861, p-value 0.000). The higher the compensation, the higher the teacher's self-efficacy. (5) Self-efficacy has a significant positive effect on teacher performance (coefficient 0.511, t-statistic 5.849, p-value 0.000). The higher the self-efficacy, the better the teacher's performance. (6) Motivation influences teacher performance through self-efficacy (coefficient 0.136, t-statistic 2.877, p-value 0.004). Self-efficacy is an important mediator with a contribution of 13.6%. (7) Compensation affects teacher performance through self-efficacy (coefficient 0.160, t-statistic 3.081, p-value 0.002). Self-efficacy is an important mediator with a contribution of 16%.

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