BUDAYA ORGANISASI PADA PENERAPAN M-PASPOR DI KANTOR IMIGRASI KELAS I KHUSUS TPI MEDAN - Suci Fadilla Lubis; Siti Hazzah Nur (Triwikrama: Jurnal Ilmu Sosial, 2025)
Penelitian ini menganalisis budaya organisasi dalam penerapan M-Paspor di Kantor Imigrasi Kelas I Khusus TPI Medan sebagai bentuk e-government dalam pelayanan publik. M-Paspor adalah inovasi berbasis teknologi untuk meningkatkan efisiensi dan efektivitas pengurusan paspor. Menggunakan metode kualitatif deskriptif, data dikumpulkan melalui wawancara, observasi, dan studi dokumentasi, dengan keabsahan data memakai triangulasi sumber dan teknik. Indikator budaya organisasi berdasarkan Robbins dan Judge (2015) digunakan, mencakup inovasi, pengambilan risiko, perhatian pada detail, orientasi hasil, orientasi orang, orientasi tim, keagresifan, dan stabilitas. Hasil penelitian menunjukkan bahwa budaya organisasi memiliki dampak positif yang signifikan terhadap keberhasilan penerapan M-Paspor. Indikator-indikator budaya organisasi seperti dukungan terhadap inovasi dan pengambilan resiko, memperhatikan detail, orientasi pada hasil, orientasi orang,orientasi tim, keagresifan dalam menghadapi tantangan, serta stabilitas, terbukti menjadi faktor kunci dalam meningkatkan efektivitas layanan. Hasil penelitian menunjukkan budaya organisasi berkontribusi signifikan terhadap keberhasilan M-Paspor, mengatasi masalah seperti antrian panjang, biaya tidak transparan, dan percaloan. Efisiensi layanan meningkat, mencerminkan keberhasilan integrasi teknologi dengan budaya organisasi yang mendukung. Keselarasan dengan tata nilai PASTI Kementerian Hukum dan HAM menunjukkan internalisasi nilai ke dalam praktik kerja, meningkatkan transparansi, akuntabilitas, dan kualitas pelayanan publik. This study examines organizational culture in the implementation of M-Paspor at the Kantor Imigrasi Kelas I Khusus TPI Medan as a form of e-government in public service. M-Paspor is a technology-based innovation aimed at improving efficiency and effectiveness in passport processing. Using a descriptive qualitative method, data were collected through interviews, observations, and document studies, with data validity ensured through source and technique triangulation. Organizational culture indicators based on Robbins and Judge (2015) were applied, including innovation, risk-taking, attention to detail, outcome orientation, people orientation, team orientation, aggressiveness, and stability. The research findings indicate that organizational culture has a significant positive impact on the successful implementation of M-Paspor. Organizational culture indicators, such as support for innovation and risk-taking, attention to detail, outcome orientation, people orientation, team orientation, aggressiveness in addressing challenges, and stability, have proven to be key factors in enhancing service effectiveness. The study highlights how organizational culture contributes significantly to the success of M-Paspor, resolving issues such as long queues, non-transparent costs, and illegal brokerage practices. Service efficiency has significantly improved, reflecting the successful integration of technology with a supportive organizational culture. The alignment with the PASTI values of the Ministry of Law and Human Rights demonstrates the internalization of these values into daily work practices, enhancing transparency, accountability, and public service quality.