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INDONESIA
JURNAL REFORMASI ADMINISTRASI Jurnal Ilmiah untuk Mewujudkan Masyarakat Madani
Published by Institut Ilmu Sosial dan Manajemen STIAMI
ISSN : 2355309X     EISSN : 26228696     DOI : -
Core Subject : Education, Social,
Education Social Sciences Other
Jurnal Reformasi Administrasi adalah Jurnal Ilmiah Untuk Mewujudkan Masyarakat Madani untuk mempublikasikan Disiplin Administrasi meliputi peminatan Ilmu Administrasi Publik atau Negara dan Administrasi Perpajakan dalam skala lokal, nasional, dan regional. Kegiatannya adalah untuk mengelola berbagai potensi, hambatan, tantangan, dan masalah yang ada di masyarakat untuk mencari solusi. Pelaksanaan kegiatan penelitian diatur ke dalam suatu kegiatan yang bertujuan untuk meningkatkan kesejahteraan masyarakat. Setiap tahun, publikasi dilakukan dalam dua periode Maret dan September.
Arjuna Subject : -
Articles 25 Documents
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Search results for , issue "Vol. 12 No. 2 (2025): September 2025" : 25 Documents clear
Pengaruh Disiplin, Motivasi dan Budaya Kerja Terhadap Kinerja Pegawai Pada Suku Badan Kepegawaian Daerah Kota Administrasi Jakarta Timur Didin Jalaludin; Zaman Zaini
Reformasi Administrasi Vol. 12 No. 2 (2025): September 2025
Publisher : Institut Ilmu Sosial dan Manajemen STIAMI

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Abstract

Kinerja pegawai merupakan bagian yang terpenting dalam perkembangan dan kelangsungan hidup organisasi. Suatu organisasi akan tetap bertahan dan terus berkembang apabila yang menjadi tujuan organisasi tersebut tercapai. Maka daripada itu, suatu organisasi tentunya tidak akan tercapai tujuannya jika kinerja pegawainya sangat buruk. Penelitian ini bertujuan untuk menganalisis dan mengevaluasi besarnya pengaruh disiplin, motivasi dan budaya kerja secara bersama- sama terhadap Kinerja pegawai pada Suku Badan Kepegawaian Daerah Kota Administrasi Jakarta Timur. Populasi dan sampel dalam penelitian ini berjumlah 46 pegawai dan metodologi dalam penelitian ini ialah kuantitatif. Berdasarkan hasil pengolahan data, terbukti variabel Disiplin (X1), Motivasi (X2) dan Budaya Kerja (X3) secara bersama-sama berpengaruh signifikan terhadap Kinerja (Y). Hasil uji yang ditunjukkan dengan nilai Fhitung adalah 16,574 dan tingkat signifikansi 0,000 sementara nilai Ftabel sebesar 2,83. Karena nilai Fhitung (16,574) lebih besar dari Ftabel (2,83) dan tingkat signifikansi 0,000 lebih kecil dari probabilitas signifikansi α = 0,05, maka H0 ditolak dan H1 diterima, sehingga dapat dikatakan bahwa terdapat pengaruh secara positif disiplin, motivasi, dan budaya kerja secara bersama-sama terhadap peningkatan Kinerja Pegawai di Suku Badan Kepegawaian Daerah Kota Administrasi Jakarta Timur. Persentase variabel disiplin, motivasi, dan budaya kerja dapat menjelaskan Kinerja adalah sebesar 56% dan sisanya sebesar 44% dipengaruhi oleh variabel lain yang tidak dimasukkan ke dalam model.
Pengaruh Kompetensi Pegawai, Sarana Prasarana dan Koordinasi Terhadap Kinerja Pegawai di Badan Pengelolaan Aset Daerah Provinsi DKI Jakarta Yuli Yanti; Pandoyo
Reformasi Administrasi Vol. 12 No. 2 (2025): September 2025
Publisher : Institut Ilmu Sosial dan Manajemen STIAMI

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Abstract

Berdasarkan observasi awal, permasalahan kinerja pegawai di Badan Pengelolaan Aset Daerah (BPAD) Provinsi DKI Jakarta terutama terkait dengan pengelolaan dan pengamanan aset daerah. Dengan kata lain, permasalahan kinerja SKPD yang belum mencapai standar yang ditetapkan berkaitan dengan permasalahan Kepuasan Kerja Pegawai. Tujuan penelitian ini adalah untuk menganalisis dan mengevaluasi pengaruh kompetensi pegawai, sarana prasarana dan koordinasi secara bersama-sama terhadap kinerja pegawai di Badan Pengelolaan Aset Daerah Provinsi DKI Jakarta. Populasi dan sampel dalam penelitian berjumlah 63 orang yang merupakan Pegawai Badan Pengelolaan Aset Daerah Provinsi DKI Jakarta. Berdasarkan hasil pengolahan data menggunakan program statistik SPSS ver. 25.0, terbukti variabel kompetensi (X1), sarana prasarana (X2) dan koordinasi (X3) secara bersama-sama berpengaruh positif dan signifikan terhadap kinerja pegawai (Y). Hasil uji yang ditunjukkan dengan nilai F hitung adalah 39,988 dan tingkat signifikansi 0,00 sementara nilai F tabel sebesar 2,67. Karena nilai F hitung (229,576) lebih besar dari F tabel (2,77) dan tingkat signifikansi 0,00 lebih kecil dari probabilitas signifikansi α =0,05, maka H0 ditolak dan H1 diterima, sehingga dapat dikatakan bahwa kompetensi, sarana prasarana dan koordinasi secara bersama-sama berpengaruh positif dan signifikan terhadap kinerja pegawai dan persentase pengaruh variabel kompetensi pegawai, sarana prasarana, koordinasi terhadap kinerja pegawai adalah sebesar 92,1% dan sisanya sebesar 7,9% dipengaruhi oleh variabel lain yang tidak dimasukkan kedalam model.
Pengaruh Pemberdayaan Pegawai, Gaya Kepemimpinan, dan Budaya Organisasi Terhadap Kepuasan Kerja Pegawai di Sektor Penanggulangan Kebakaran dan Penyelamatan Kecamatan Kramat Jati Jakarta Muhammad Fahrurriansyah; Anita Maulina
Reformasi Administrasi Vol. 12 No. 2 (2025): September 2025
Publisher : Institut Ilmu Sosial dan Manajemen STIAMI

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Abstract

Job satisfaction is a positive or pleasant emotional condition resulting from an assessment of one's work or work experience. Without employee satisfaction, the organization will not be able to run well. This research discusses and analyzes the influence of employee empowerment, leadership style, and organizational culture on employee job satisfaction in the Fire Management and Rescue Sector, Kramat Jati District. The research method used is a quantitative method by distributing questionnaires with a sample size of 52 respondents from a population of 52 people. Based on the results of research using multiple regression analysis with the help of SPSS 26.0, it shows that employee empowerment has a positive and significant influence with a coefficient of determination (R Square) of 0.924 (92.4%) on employee job satisfaction, leadership style has a positive and significant influence with a coefficient of determination (R Square) of 0.770 (77.0%) on employee job satisfaction, organizational culture has a positive and significant influence with a coefficient of determination (R Square) of 0.676 (6.76%) on employee job satisfaction. The independent variables employee empowerment, leadership style, and organizational culture were jointly tested using the F test, proving to have a positive and significant influence with an F value of 198.626 on employee job satisfaction and the magnitude of the influence was seen from the value and with a coefficient of determination (R Square) value of 0.925 (92.5%).
The Role of Transformational Leadership in Increasing Work Motivation of Millennial Generation Employees Andi Kurniawati
Reformasi Administrasi Vol. 12 No. 2 (2025): September 2025
Publisher : Institut Ilmu Sosial dan Manajemen STIAMI

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Abstract

This study aims to analyze the role of transformational leadership in increasing work motivation of millennial generation employees through qualitative literature synthesis of relevant scientific journal articles. Transformational leadership, with its dimensions of Idealized Influence, Inspirational Motivation, Intellectual Stimulation, and Individualized Consideration, is identified as a relevant leadership style in dealing with the unique characteristics and expectations of millennials in the workplace. The research method involves text extraction from the analyzed articles, thematic content analysis, and integrative synthesis to build arguments. The results of the analysis indicate that transformational leadership consistently has a positive effect on work motivation and related outcomes such as satisfaction, performance, and innovation. The dimensions of transformational leadership were found to be highly aligned with millennial motivational needs, such as the search for meaning in work, self-development, intellectual challenge, and authentic work relationships. Transformational leaders are able to create an inspiring, empowering, and growth-supportive work environment, which effectively motivates millennial employees. Practical implications include recommendations for leadership development, millennial talent management strategies, and organizational culture design. Limitations of the study lie in the reliance on secondary sources and the lack of millennial-specific primary data in the sources analyzed. Further research is suggested to focus on primary empirical studies on the millennial population.
Efektifitas Penindakan Parkir Liar Pada Dinas Perhubungan Bidang Pengendalian Dan Operasional Dalam Mewujudkan Kelancaran Lalu Lintas Di Jalan Ahmad Yani Kota Bekasi Purwantomo; Iwan Irwansyah
Reformasi Administrasi Vol. 12 No. 2 (2025): September 2025
Publisher : Institut Ilmu Sosial dan Manajemen STIAMI

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Abstract

The effectiveness of illegal parking enforcement policies plays a vital role in managing orderly and smooth traffic, especially in densely populated urban areas such as Jalan Ahmad Yani, Bekasi City. The Department of Transportation, through its Division of Control and Operations, is responsible for enforcing parking regulations to ensure the fluidity of traffic flow. This study aims to analyze the effectiveness of the illegal parking enforcement program, identify the obstacles encountered, and examine the efforts undertaken to overcome these challenges. The research method employed is descriptive qualitative, using data collection techniques such as interviews, observations, and documentation. The theoretical framework is based on the effectiveness approach by Matini & Lubis, as cited in Husaini (2019), which includes the goal approach, system resource approach, and internal process approach. The findings indicate that the enforcement program has yielded fairly significant results but has not yet been fully effective. The obstacles identified include limited personnel and operational vehicles, low public awareness, and suboptimal utilization of technology. The efforts made include increasing patrol frequency, proposing additional resources, conducting public education, and planning the implementation of an electronic ticketing system (ETLE). In general, the illegal parking enforcement program has contributed to reducing violations; however, further improvements are needed in the areas of supervision, technology integration, and inter-agency coordination.

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