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All Journal Jurnal EMT KITA Journal of Economic, Bussines and Accounting (COSTING) ENDLESS : International Journal of Future Studies
Kristianingsih, Ekawaty
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Economics, Econometrics & Finance Environmental Science Industrial & Manufacturing Engineering Law, Crime, Criminology & Criminal Justice

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Penal Mediation by Police Investigators on Fraud and Embezzlement Cases in the Integrated Criminal Justice System Kristianingsih, Ekawaty
ENDLESS: INTERNATIONAL JOURNAL OF FUTURE STUDIES Vol. 4 No. 2 (2021): ENDLESS: International Journal of Future Studies
Publisher : Global Writing Academica Researching & Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54783/endlessjournal.v4i2.280

Abstract

In Indonesia, investigators act as mediators in resolving criminal cases, and investigators perform this role purely based on their discretion but consider the need for this institution to be formalized. This institution was formalized in the Head of the Indonesian National Police's Telegram Letter No. Pol: B/3022/XII/2009/SDEOPS dated December 14, 2009, regarding Case Handling Through Alternative Dispute Resolution (ADR) (STR Kapolri 3022/2009), that the use of ADR in resolving criminal cases can occur if the litigants (victim and perpetrator) agreed. The settlement will only be carried out under professional and proportional legal procedures if the parties have no agreement. STR Kapolri 3022/2009 limits what crimes can be resolved through ADR, so the following problems arise. How is the power of law and legal certainty in applying penal mediation in cases of fraud and embezzlement carried out by police investigators? How should penal mediation be realized in an integrated criminal justice system? This research uses normative juridical or doctrinal law research, systematically expounds on specific legal categories' regulations, and analyzes the relationship between several principles. Then from the study results on the components of the legal structure, penal mediation in an integrated criminal justice system is realized by: (i) establishment of a penal mediation institution; (ii) synchronization of law enforcement and courts in carrying out penal mediation. (iii) Finally, the legal culture component needs to be reformulated by adjusting the penal mediation to each region's prevailing culture and values.
Dinamika Pengembangan SDM, Iklim Organisasi, Transparansi Kinerja, dan Disiplin Integratif dalam Memperkuat Reformasi Birokrasi Polri Laoli, Elvianus; Kristianingsih, Ekawaty
Jurnal EMT KITA Vol 10 No 2 (2026): APRIL 2026
Publisher : Lembaga Otonom Lembaga Informasi dan Riset Indonesia (KITA INFO dan RISET) - Lembaga KITA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35870/emt.v10i2.6048

Abstract

Bureaucratic reform within the Indonesian National Police (Polri) is a crucial agenda aimed at building a professional, accountable, and adaptive law enforcement institution. However, the success of this reform is not solely determined by structural changes, but also by internal dynamics involving human resource (HR) development, organizational climate, performance transparency, and integrative discipline. This study aims to analyze the interplay of these four dimensions in strengthening the implementation of Polri’s bureaucratic reform. Using a qualitative approach through a literature review, this research critically examines academic journal articles, institutional policies, and relevant studies published within the past ten years. The findings indicate that competency-based HR development plays a significant role in enhancing professional capacity among police personnel. A supportive organizational climate fosters collaboration, open communication, and trust within the institution. Performance transparency reinforces public accountability and reduces opportunities for misconduct, while integrative discipline ensures consistent ethical behavior as the foundation of institutional integrity. The synthesis of literature reveals that Polri’s bureaucratic reform can only be effective when these four factors are managed simultaneously and integrated cohesively. This study contributes theoretically to the field of police management and provides practical recommendations for strengthening governance within the Polri Presisi reform framework.
THE EFFECT OF HUMAN RESOURCE MANAGEMENT PRACTICES ON ORGANIZATIONAL PERFORMANCE WITHIN LAW ENFORCEMENT AGENCIES Laoli, Elvianus; Kristianingsih, Ekawaty
Journal of Economic, Bussines and Accounting (COSTING) Vol. 8 No. 6 (2025): COSTING : Journal of Economic, Bussines and Accounting
Publisher : Institut Penelitian Matematika, Komputer, Keperawatan, Pendidikan dan Ekonomi (IPM2KPE)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31539/3g6aft21

Abstract

This literature review examines the influence of human resource management (HRM) practices on organizational performance in law enforcement agencies. The study aims to synthesize recent empirical and conceptual evidence on how core HRM practices affect individual and organizational outcomes in policing contexts. Using a systematic literature-review approach, relevant studies published between 2015 and 2025 were identified through searches of Scopus, Web of Science, Google Scholar, and selected regional academic databases. Inclusion criteria focused on peer-reviewed or institutional publications addressing HRM practices in policing or law enforcement settings. The review covers key HRM practices, including recruitment and selection, training and development, performance appraisal, career management, compensation and rewards, and employee engagement. The findings consistently indicate that integrated HRM bundles positively influence officer performance, service quality, organizational effectiveness, and public trust. These relationships are often mediated by work motivation, job satisfaction, and employee engagement. However, the strength and direction of these effects are moderated by contextual factors such as organizational centralization, budgetary constraints, digital transformation, and local institutional culture. The review also identifies methodological limitations in the existing literature, including a predominance of cross-sectional designs, limited longitudinal and mixed-methods research, and inconsistent measurement of organizational performance. The study concludes by highlighting practical implications for police leaders and policymakers and proposes a future research agenda emphasizing longitudinal, multi-level, and comparative studies across jurisdictions.
ORGANIZATIONAL CULTURE AS A PREDICTOR OF EMPLOYEE ENGAGEMENT IN NATIONAL POLICE INSTITUTIONS Syafruddin, Syafruddin; Kristianingsih, Ekawaty
Journal of Economic, Bussines and Accounting (COSTING) Vol. 8 No. 6 (2025): COSTING : Journal of Economic, Bussines and Accounting
Publisher : Institut Penelitian Matematika, Komputer, Keperawatan, Pendidikan dan Ekonomi (IPM2KPE)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31539/je3hj969

Abstract

Organizational culture is a central determinant of employee attitudes and behaviours across public sector institutions, particularly in national police organizations where work demands, discretion, and public scrutiny are high. This literature-review study synthesizes empirical and conceptual work from the last ten years (2015–2025) to examine how dimensions of organizational culture predict employee engagement among police personnel. Using a purposive review of peer-reviewed studies, institutional reports, and applied research, the review identifies key cultural dimensions supportive leadership, ethical climate, learning orientation, bureaucratic versus developmental norms, and perceived procedural fairness that consistently relate to engagement outcomes such as vigor, dedication, and absorption. Mechanisms connecting culture to engagement include perceived organizational support, meaningfulness of work, role clarity, and supervisory feedback systems. Evidence indicates that police organizations with stronger developmental cultures and transparent ethical norms show higher employee engagement, greater organizational citizenship behaviour, and lower turnover intentions (Restya, 2024; Rismanto, 2025). Conversely, rigid bureaucratic cultures and perceived unfairness undermine engagement and may reduce discretionary cooperation with reform initiatives (Maphosa et al., 2021). The review highlights implementation contingencies: leadership commitment, resourcing for training, and alignment with career pathways strengthen culture engagement effects. Practical recommendations include diagnosing cultural dimensions with mixed instruments, promoting servant and transformational leadership practices, embedding learning systems, and strengthening procedural justice in decision-making. The paper closes with a prioritized research agenda calling for longitudinal and comparative mixed-methods studies linking cultural change to measurable engagement outcomes and service delivery indicators in policing contexts. Keywords: organizational culture, employee engagement, police institutions, procedural justice
Co-Authors Laoli, Elvianus Syafruddin Syafruddin