Nusantara Innovation Journal
The Nusantara Innovation Journal aims to publish research papers in social sciences, encompassing public policy, economics, management, education, psychology, language, and culture, to enhance human resource development in East Kalimantan province.
Articles
39 Documents
<![CDATA[Pengaruh Akuntansi Forensik, Whistleblowing System dan Audit Investigasi Dalam Pengungkapan Fraud: (Studi kasus pada Inspektorat Daerah Provinsi Kalimantan Timur dan Inspektorat Daerah Kota Samarinda) ]]>
<![CDATA[Rohmah, Siti]]>;
<![CDATA[Setiawati, Erni]]>;
<![CDATA[Chairuddin, Sugeng]]>;
<![CDATA[Aditama, Risma]]>
<![CDATA[ Nusantara Innovation Journal Vol. 2 No. 1 (2023): December ]]>
Publisher : <![CDATA[Badan Pengembangan Sumber Daya Manusia Provinsi Kalimantan Timur ]]>
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DOI: 10.70260/nij.v2i1.24
<![CDATA[Penelitian ini ditujukan untuk mengetahui pengaruh Akuntansi Forensik, Whistleblowing System dan Audit Investigasi Dalam Pengungkapan Fraud Pada Inspektorat Daerah Provinsi Kalimantan Timur Dan Inspektorat Daerah Kota Samarinda secara parsial dan secara simultan. Data yang diperoleh dalam penelitian ini yaitu dari penyebaran kuesioner kepada auditor yang bekerja di Inspektorat Daerah Provinsi Kalimantan Timur dan Kota Samarinda. Dari hasil analisis uji secara parsial diketahui bahwa akuntansi forensik dan whistleblowing system tidak berpengaruh signifikan dalam pengungkapan fraud. Sedangkan audit investigasi berpengaruh signifikan dalam pengungkapan fraud. Hasil pengujian secara simultan menyatakan secara bersama-sama mempunyai pengaruh yang signifikan dalam pengungkapan fraud.]]>
<![CDATA[Evaluasi Penerapan Pembayaran Digital Pada Sektor Wisata di Kota Samarinda ]]>
<![CDATA[Rasyad, Rizky Zakariyya]]>;
<![CDATA[Madani, Muhammad Nur]]>;
<![CDATA[Faradila, Naila]]>
<![CDATA[ Nusantara Innovation Journal Vol. 2 No. 1 (2023): December ]]>
Publisher : <![CDATA[Badan Pengembangan Sumber Daya Manusia Provinsi Kalimantan Timur ]]>
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DOI: 10.70260/nij.v2i1.25
<![CDATA[Penelitian ini bertujuan untuk menganalisis penggunaan digital payment pada sector pariwisata di Kalimantan Timur. Metode penelitian yang digunakan adalah deskriptif kualitatif. Sumber data diperoleh dari hasil observasi dan studi literatur. Observasi dilakukan berdasarkan data BPS (2022). Hasil penelitian menunjukkan bahwa penggunaan system pembayaran telah mengalami evolusi sejak jaman barter hingga system digital payment. Penggunaan system digital payment banyak memberikan beberapa manfaat. Adapun manfaat penggunaan digital payment dapat dirasakan baik oleh pelaku usaha sendiri maupun oleh konsumen. Dengan demikian penggunaan digital payment mampu meningkatkan efektivitas dan efesiensi khususnya bagi pelaku UMKM. Hasil observasi menunjukkan 22 destinasi wisata yang diangkat ada 7 destinasi wisata yang sudah menerapkan pembayaran secara digital menggunakan scan QRIS untuk mamasuki tempat wisata. Kesimpulan dari penelitianini bahwa perlu dilakukan evaluasi yang lebih mendalam lagi terkait kendala penggunaan digital payment khususnya pada sector pariwisata guna meweujudkan digital tourism.]]>
<![CDATA[Dampak Pelatihan Kepemimpinan Terhadap Perilaku dan Kinerja Inovasi Aparatur Pemerintah: (Studi Kasus: Pelatihan Kepemimpinan Pengawas di BPSDM Kaltim) ]]>
<![CDATA[Nihayati, Badi Zulfa]]>;
<![CDATA[Fardila, Ucik Ana]]>
<![CDATA[ Nusantara Innovation Journal Vol. 2 No. 1 (2023): December ]]>
Publisher : <![CDATA[Badan Pengembangan Sumber Daya Manusia Provinsi Kalimantan Timur ]]>
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DOI: 10.70260/nij.v2i1.26
<![CDATA[Perilaku kerja inovasi perlu dimiliki setiap Aparatur Sipil Negara sebagai upaya pemenuhan kebutuhan pelayanan publik dengan optimal dan memiliki daya saing memadai di era dinamis. Program Inovasi Birokrasi pemerintah mendorong berbagai pelatihan agar para Aparatur Sipil Negara memiliki budaya inovasi hingga tercapai kinerja inovasi. Penelitian ini berupaya mencari hubungan antara pelatihan kepemimpinan pengawas dengan pembentukan budaya inovasi dan kinerja inovasi. Penelitian bersifat kuantitatif dengan variabel diturunkan dari dimensi Innovative Behavior Inventory/ IBI oleh Martin Lukes dan Ute Stephan; terdiri dari 4 aspek, kemudian diturunkan menjadi 7 variabel, dan selanjutnya disusun menjadi 24 indikator. Responden terdiri dari peserta Pelatihan Kepemimpinan Pengawas (PKP) di Badan Pengembangan Sumber Daya Manusia Provinsi Kalimantan Timur. Penelitian menunjukkan adanya hubungan positif antara pelatihan kepemimpinan terhadap pembagunan budaya inovasi dan kinerja inovasi, baik dari pihak individu maupun penerapan pada lembaga. Hasil penelitian kemudian dikaji secara teoritis sesuai teori dasar variabel penelitian, dan dikaji secara manajerial. Kedua kajian tersebut memiliki hasil bahwa pelatihan merupakan faktor penting bagi inovasi birokrasi di Indonesia dan perlu adanya dorongan dimensi kedua dari teori Martin Lukes dan Ute Stephan, yaitu Innovation Support Inventory/ ISI (dukungan stakeholder dan lembaga).]]>
<![CDATA[Pengaruh Kepemimpinan Dan Lingkungan Kerja Terhadap Kinerja Pegawai Dan Kepuasan Kerja Pada Pegawai Honorer BPSDM Prov. Kaltim ]]>
<![CDATA[Ridwan, Mochamad]]>;
<![CDATA[Kusharyanti, Rina]]>;
<![CDATA[Sofiansyah, Agus]]>
<![CDATA[ Nusantara Innovation Journal Vol. 2 No. 1 (2023): December ]]>
Publisher : <![CDATA[Badan Pengembangan Sumber Daya Manusia Provinsi Kalimantan Timur ]]>
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DOI: 10.70260/nij.v2i1.27
<![CDATA[Penelitian ini bertujuan untuk menentukan bagaimana lingkungan kerja dan kepemimpinan berpengaruh terhadap kinerja dan kepuasan kerja pegawai honorer di BPSMD Provinsi Kaltim. Data primer penelitian ini berasal dari kuesioner yang dibagikan. Penelitian ini dilakukan di Badan Pengembangan Sumber Daya Manusia. Ukuran sampel yang digunakan adalah 30 pegawai honorer yang ada di BPSDM Prov. Kaltim. Teknik pengambilan sampel yang digunakan adalah non-probability sampling dengan accidental sampling, yaitu sampel dipilih berdasarkan kemudahan dalam mendapatkan data yang diperlukan. Analisis dilakukan dengan menggunakan Partial Least Square (PLS) dengan Aplikasi SmartPLS3. Hasil penelitian menunjukan bahwa persepsi pegawai untuk variabel kepemimpinan dan Lingkungan kerja saat ini sudah baik. Nilai koefisien regresi Variabel kepemimpinan terhadap kinerja karyawan adalah 0,516, yang berarti jika kepemimpinan meningkatkan satu satuan maka kinerja akan meningkat 0,516, dan variabel kepemimpinan dan kepuasan kerja karyawan adalah 0,205, yang berarti jika kepemimpinan meningkatkan satu satuan maka kepuasan kerja karyawan akan meningkat 0,205. Variabel kepemimpinan terhadap kinerja karyawan adalah 0,516, dan variabel kepemimpinan dan kepuasan kerja karyawan adalah 0,205.]]>
<![CDATA[Profesionalisme Aparatur Sipil Negara Dalam Meningkatkan Kinerja Organisasi (Tinjauan Literatur) ]]>
<![CDATA[Langgeng, Yoyok Setyo]]>;
<![CDATA[Wilasari, Mega Fitrya]]>
<![CDATA[ Nusantara Innovation Journal Vol. 2 No. 1 (2023): December ]]>
Publisher : <![CDATA[Badan Pengembangan Sumber Daya Manusia Provinsi Kalimantan Timur ]]>
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DOI: 10.70260/nij.v2i1.28
<![CDATA[Jurnal ini merupakan tinjauan literatur yang menyelidiki peran profesionalisme Aparatur Sipil Negara (ASN) dalam konteks peningkatan kinerja organisasi publik. Melalui analisis terhadap berbagai studi dan artikel ilmiah yang relevan, penelitian ini bertujuan untuk merangkum pemahaman mendalam tentang hubungan antara tingkat profesionalisme ASN dan kinerja organisasi.Hasil tinjauan literatur menyoroti bahwa profesionalisme ASN dapat dilihat melalui 2 faktor utama, yaitu 1) faktor internal seperti kepemimpinan, manajemen, etika, nilai organisasi, kompetensi, motivasi dan kepuasan kerja, serta 2) faktor eksternal seperti peraturan/kebijakan pemerintah, tuntutan masyarakat/opini publik, kondisi ekonomi dan sosial, infrastruktur pelayanan, teknologi dan inovasi.Hasil penelitian ini memberikan landasan konseptual bagi penelitian lebih lanjut dan memberikan panduan bagi praktisi dan pembuat kebijakan dalam merancang strategi pengelolaan sumber daya manusia yang lebih efektif di sektor publik. Kesimpulan dari tinjauan literatur ini dapat menjadi dasar untuk pengembangan kerangka kerja konseptual dalam upaya meningkatkan kualitas pelayanan publik melalui peningkatan profesionalisme ASN.]]>
<![CDATA[Peran Lembaga Pengelolaan Hutan Desa (LPHD) Desa Tuwunag Kabupaten Pulang Pisau Kalimantan Tengah dalam Perlindungan Satwa Liar ]]>
<![CDATA[Fatiqin, Awalul]]>;
<![CDATA[Kadafi, Ahmad Muammar]]>;
<![CDATA[Febrianto, Yahya]]>;
<![CDATA[Suprayogi, Thathit]]>;
<![CDATA[Apriani, Ike]]>;
<![CDATA[Kamison]]>;
<![CDATA[Panda, Adventus]]>
<![CDATA[ Nusantara Innovation Journal Vol. 2 No. 2 (2024): June ]]>
Publisher : <![CDATA[Badan Pengembangan Sumber Daya Manusia Provinsi Kalimantan Timur ]]>
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DOI: 10.70260/nij.v2i2.31
<![CDATA[Assistance activities for the community, especially the protection and security section of the Tuwung LPHD area, provide a strong basis for improving village forest management, by identifying problems and challenges faced before and after activities, as well as real data on regional potential including fauna inventory and existing management practices. The evaluation shows a good understanding of the area management section, which contributes to the development of superior human resources for fauna management at LPHD Tuwung. Data from the protection and security section of the Tuwung LPHD area, regarding the role of the area management section, can continue to be improved through training approaches to management and maintenance of fauna, as well as community awareness and development. Management of fauna in village forest areas needs to be carried out wisely and sustainably. Training on management and maintenance of fauna in the LPHD environment for village communities is very necessary as an effort to increase competence in maintaining the sustainability of forest ecosystems, including efforts to increase community awareness about the need to preserve fauna in village forests. The policy implications of this activity emphasize the importance of developing policies that support training and education of village communities in the management and maintenance of fauna. Such policies should include the provision of adequate resources and technical support to ensure the implementation of sustainable and effective forest management practices, as well as understanding the regulatory framework that strengthens the protection of village forest fauna and ecosystems through active community participation.]]>
<![CDATA[Green Public Procurement Sebagai Salah Satu Implementasi SDGs Sektor Publik Kota Samarinda ]]>
<![CDATA[Aprianti, Dian Irma]]>;
<![CDATA[Chairuddin, Sugeng]]>
<![CDATA[ Nusantara Innovation Journal Vol. 2 No. 2 (2024): June ]]>
Publisher : <![CDATA[Badan Pengembangan Sumber Daya Manusia Provinsi Kalimantan Timur ]]>
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DOI: 10.70260/nij.v2i2.33
<![CDATA[Environmentally friendly public procurement (GPP) has been widely adopted as a public administration tool to achieve sustainability outcomes. However, there is a lack of understanding regarding the determinants of Green Public Procurement adoption, namely the characteristics of the contracting authority. This research aims to analyze the extent to which Green Public Procurement is implemented in Public Sector services in Samarinda, where this is one of the absorptions of the Government’s Long Term Program, namely Sustainable Development (SDGs). This analysis uses descriptive qualitative methods with observation, interviews and empirical review methods. The results of the research show that there are challenges in the implementation of Environmentally Friendly Goods and Services Procurement, especially in regulations that have not been updated, Human Resources are still limited, Work Flow is still hampered, and Inadequate Network Devices. There is still a need for service standards and standards for the use of equipment and work equipment that support the procurement of environmentally friendly goods and services. However, basically the Implementation of Procurement of Environmentally Friendly Goods and Services in the Samarinda City Government Sector has been implemented correctly, although in several cases there are still things that need to be completed.]]>
<![CDATA[Analisis Jaringan Komunikasi Organisasi ASN Terkait Transformasi Birokrasi Di BPSDM Kalimantan Timur ]]>
<![CDATA[Ependy, Lilin Bayu]]>;
<![CDATA[Fardila, Ucik Ana]]>
<![CDATA[ Nusantara Innovation Journal Vol. 2 No. 2 (2024): June ]]>
Publisher : <![CDATA[Badan Pengembangan Sumber Daya Manusia Provinsi Kalimantan Timur ]]>
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DOI: 10.70260/nij.v2i2.34
<![CDATA[Innovation communication in organizations has a significant influence on organizational performance and goals. Communication in the innovation diffusion process is an important part in supporting the acceleration of bureaucratic transformation in government institutions. This research aims to analyze the downward communication network that occurs in ASN at BPSDM East Kalimantan and to analyze the implementation of the diffusion of bureaucratic transformation innovation that occurs at BPSDM East Kalimantan. The research sample was conducted on ASN at BPSDM in East Kalimantan and there were 45 respondents. The research method was carried out using mixed methods. Data was generated using interview and questionnaire techniques, then analyzed using SocNetV v3.1. The research results show that: 1. The structure of the communication network formed is stellar, while the centrality that occurs is fragmented. 2. Implementation of bureaucratic transformation innovation diffusion in East Kalimantan BPSDM includes streamlining echelons, developing competency of apparatus resources and forming KISS for implementing training through Kaltim CorpU.]]>
<![CDATA[Analisis Karakter Aparatur Sipil Negara (ASN) Ditinjau dari Komunikasi Interpersonal ]]>
<![CDATA[Dewi, Agil Rimba Candra Ayu]]>;
<![CDATA[Nihayati, Badi' Zulfa]]>
<![CDATA[ Nusantara Innovation Journal Vol. 2 No. 2 (2024): June ]]>
Publisher : <![CDATA[Badan Pengembangan Sumber Daya Manusia Provinsi Kalimantan Timur ]]>
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DOI: 10.70260/nij.v2i2.36
<![CDATA[The level of performance of PPPK teachers as one of the ASN in the education sector shows the quality of education in Indonesia. One aspect that can help improve teacher performance is having adequate character. Minister of Manpower Regulation Number 3 of 2023 concerning ASN work culture and code of ethics states that the basic values of AKHLAK are the basis for strengthening work culture and supporting the improvement of ASN performance. Having adequate character as a teacher can help carry out teacher duties in accordance with the values of AKHLAK in creating an adequate work culture and level of performance. This research analyze the characteristics of Generation Z SMA/SMK PPPK teachers in East Kalimantan using an interpersonal communication perspective. DeVito’s theory of interpersonal communication and interpersonal power is used in this research with the aim of finding out what the character is and whether there is a possibility of abuse of power and bullying occurring among generation Z high school/vocational school PPPK teachers in East Kalimantan when viewed from interpersonal communication. Descriptive quantitative methods are used to explain simple quantitative data descriptively. The results found in this research are that generation Z SMA/SMK PPPK teachers in East Kalimantan have characters which include charismatic, competitive, expert in their field, consistent, have a good self-image, trustworthy and honest; Apart from that, there is the possibility of abuse of power (domination by one party and a sense of excessive interference); and bullying in the educational environment in East Kalimantan.]]>
<![CDATA[Motivation as an Intervening Variable (Mediation) on Leadership Styles and Training in Performance Improvement ]]>
<![CDATA[Jatmiko, Novi Satria]]>;
<![CDATA[Yunisa, Hermy]]>;
<![CDATA[Fauziah]]>
<![CDATA[ Nusantara Innovation Journal Vol. 2 No. 2 (2024): June ]]>
Publisher : <![CDATA[Badan Pengembangan Sumber Daya Manusia Provinsi Kalimantan Timur ]]>
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DOI: 10.70260/nij.v2i2.39
<![CDATA[This study aims to determine the influence of Motivation as an intervening variable (mediation) on Leadership Style and Training in Performance Improvement. The population and the sample in this study were 38 participants in the Leadership Administrator Force X training of the East Kalimantan Provincial Government. The study was conducted quantitatively using questionnaires and processed using Smart PLS version 4. The direct influence results obtained were that X1 (Leadership Style) had a positive effect with a value of 0.408 but was not significant with a statistical T value of 1.944 or a P value of 0.052 on X3 (Motivation); X1 (Leadership Style) has a positive effect with a value of 0.088 but is not significant with a statistical T value of 0.412 or a P value of 0.680 on Y (Performance); X2 (Training) has a positive effect with a value of 0.483 and is significant with a statistical T value of 2.723 or a P value of 0.006 on X3 (Motivation); X2 (Training) has a negative effect with a value of -0.355 and is significant with a statistical T value of 2.601 or a P value of 0.037 on Y (Performance); X3 (Motivation) has a positive effect with a value of 0.990 and is significant with a statistical T value of 4.924 or a P value of 0.000 on Y (Performance). The indirect influence produced by X3 (Motivation) can mediate and increase the value of Y (Performance), where X1 (Leadership Style) on Y (Performance) through P value 0.044.X3 (Motivation) can be a mediation that increases the value of Y (Performance) and changes it from negative (opposite) to positive, where it has a value of 2.244 or a P value of 0.025. With the results of this research, it is important to pay attention to motivating and mediating leadership styles and training to improve employee performance.]]>
