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INDONESIA
Jurnal Kebijakan dan Pelayanan Publik
Published by Universitas Bandar Lampung
ISSN : -     EISSN : 24431214     DOI : http://dx.doi.org/10.36448/ejkpp.v9i3
Core Subject : Social,
Social Sciences
Jurnal Kebijakan dan Pelayanan Publik (e-JKPP) diterbitkan oleh Magister Ilmu Administrasi Program Pascasarjana Universitas Bandar Lampung, tujuan utama jurnal ini adalah untuk menyebarkan analisis kritis dan orisinal dari para peneliti dan praktisi akademik tentang berbagai masalah sosial, Kebijakan, politik, pemerintahan, dan Administrasi baik lokal, Nasional maupun Internasional. yang dapat diakses dan diunduh secara gratis secara online untuk memastikan visibilitas tinggi dengan peningkatan kutipan untuk semua artikel yang diterbitkan. memberikan analisis eksklusif tentang isu-isu sosial, Kebijakan, politik, pemerintahan, dan Administrasi dari berbagai perspektif. e-JKPP memberikan hasil studi berkualitas tinggi dan pemikiran baru bagi praktisi akademik, peneliti, dan publik untuk mendobrak kompleksitas dan dinamika perubahan sosial-politik kontemporer. Jurnal e-JKPP telah terdaftar ISSN 2443-1214 sejak 2015. e-JKPP Terbit dalam bahasa Indonesia sejak tahun 2015, e-JKPP terbit Tiga Kali Pertahun Pada April, Agustus, dan Desember. e-JKPP mengundang peneliti, akademisi, praktisi, dan publik untuk mengirimkan tulisan kritisnya dan berkontribusi pada pengembangan Kebijakan dan Pelayanan Publik secara Lokal, Nasional dan Internasional.
Arjuna Subject : Ilmu Sosial - Administrasi Publik
Articles 7 Documents
 1 
Search results for , issue "Vol 6, No 1 (2020): AGUSTUS" : 7 Documents clear
PENGARUH KINERJA MALL PELAYANAN PUBLIK (MPP) TERHADAP KUALITAS PELAYANAN PEMERINTAH KABUPATEN TULANG BAWANG Nika Mareta Ramadani; Budhi Waskito; Agustuti Handayani
e-JKPP Vol 6, No 1 (2020): AGUSTUS
Publisher : Universitas Bandar Lampung (UBL)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36448/ejkpp.v6i1.1484

Abstract

The problem formulation in this research is, (1) How the performance of the Mall Public Service  in the government of Tulang Bawang regency. (2) How is the quality of service in Tulang Bawang Regency government. (3) How big the performance of public service Mall  is to the quality of government services of Tulang Bawang District. This research uses the explanatory method of survey, by analyzing the effect of performance variables of public service Mall  as a free variable (independent variable) to the quality of service as a dependent variable. Researchers use a research approach in accordance with the objectives that you want to achieve namely in addition to describing and describing empirical facts found in the field, will also perform inferential analysis between free variables and bound variables. The results of the research is the performance of Mall Public Service  on the government of Tulang Bawang District has been running, but not optimal, it is because it has not been supported by the educational level of apparatus that has not been done, quality service Mall service Public  at Tulang Bawang Regency Government, indicating that the variable quality service Mall public service  has not been implemented as expected. Performance effect of public service Mall  on the quality of government services of Tulang Bawang Regency, according to the results showed that the performance of the public Service Mall  has a strong enough relationship of 64.2 percent against Quality of service, while the rest, 35.8 percent influenced by other factors that the author has not researched, thereby that the results of the study showed the significant influence of the performance of Mall Public Service (MPP) on quality Service on quality of service at the public Service Mall  of Tulang Bawang Regency.
IMPLEMENTASI PERATURAN BUPATI WAY KANAN NOMOR 48 TAHUN 2018 TENTANG TUGAS POKOK DAN FUNGSI BAGIAN HUMAS DAN PROTOKOL SEKRETARIAT DAERAH KABUPATEN WAY KANAN I YUDA KARISMA; Ade Iskandar
e-JKPP Vol 6, No 1 (2020): AGUSTUS
Publisher : Universitas Bandar Lampung (UBL)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36448/ejkpp.v6i1.1485

Abstract

The problem in this study is: (1) how to implement regulation of bupati's right way number 48 year 2018 about main duty and function of public relations bureau and protocol of regional secretariat of the district way kanan. (2) what aspects inhibit the implementation of the regent rules right way number 48 year 2018 about the main task and function of public relations bureau and protocol of the district secretariat district way kanan. The method of research used is qualitative with a descriptive analysis method.  The use of this method is to describe the policy implementation of regulation of the bupati's way kanan number 48 year 2018 about the main task and function of public relations bureau and protocol of the district secretariat district right way, to examine qualitative, how all data are obtained directly from the informant in the field using interviews and document studies. The results showed that the implementation of the regent rules way kanan number 48 year 2018 about the main task and function of public relations bureau and protocol, has been running well, the leader already implemented the existing regulations by giving the task to employees according to their background and ability, although in their execution is not optimal, it is due to the human resources, which is relatively lacking. Then, the inhibitory aspects are, (1) there are employees who do not know exactly the basic tasks and functions, sometimes employees feel the basic tasks that are carried out not according to the part. (2) often the employee is employed not a principal task that should be implemented, so that the officer does not perform the job optimally. In the field of work management, there is still a contradiction between what has been programmed and that has been done, (3) the solid task given by the leadership so that often the overlap of task and authority is carried out employees, because employees often work beyond their supposed working hours.
PENGARUH DISIPLIN DAN MOTIVASI TERHADAP KUALITAS PELAYANAN PADA BADAN PENGELOLAAN PAJAK DAN RETRIBUSI DAERAH (BPPRD) KABUPATEN LAMPUNG UTARA Reta Ramadayanti; Ani Heryani; Masayu Nila Juwita
e-JKPP Vol 6, No 1 (2020): AGUSTUS
Publisher : Universitas Bandar Lampung (UBL)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36448/ejkpp.v6i1.1486

Abstract

The problems in this study are: (1) is the discipline of employees influence on the quality of service on the Board of Tax management and regional retribution  of the North Lampung Regency, (2) whether the motivation affects the quality of service At the board of Tax management and regional retribution  of North Lampung Regency, (3) is the discipline and motivation of officers simultaneously affect the quality of service on the Board of Tax management and regional retribution  Lampung Regency NorthThe research method used in this research is explanatory design which is an investigation of causality by means of basing on the observation of the influence that occurs, namely conducting research by taking samples from the population Using a questionnaire as a Data collector tool. Research population of 74 employees on the board of Tax Management and regional levy  of North Lampung Regency. While the sample is 74 people or a total sample. The research variables are discipline as free variables (X1) and employee motivation as free variables (X2) as well as service quality is variable bound (Y). The results showed that there was a significant influence both the discipline and the motivation of employees to the quality of service on the Board of Tax management and regional retribution  of North Lampung Regency, the greatest influence of variable-forming Employee discipline is the dimension of attendance, while the smallest dimension of employee discipline variables is the dimension of cooperation. While the dimension of the biggest variable motivation officers are internal motivation and the smallest is external motivation. Based on the results of the research, can be submitted findings from this research that the most influencing in the staff discipline on the Board of Tax Management and regional levy  of North Lampung District is the importance of improving education and Training by employees to be able to work more professionally.
PENGARUH FAKTOR INTRINSIK DAN FAKTOR EKSTRINSIK TERHADAP MOTIVASI PEGAWAI DI KECAMATAN METRO PUSAT KOTA METRO Saeful Ramadhan Sobandi; Akhmad Suharyo; Azima Dimyati
e-JKPP Vol 6, No 1 (2020): AGUSTUS
Publisher : Universitas Bandar Lampung (UBL)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36448/ejkpp.v6i1.1487

Abstract

The problems in this study are: (1) Is there an influence of Intrinsic Factors on Employee Motivation in Metro District in Metro City Centers? (2) Is there an Effect of Extrinsic Factors on Employee Motivation in Metro District, Metro City Center? (3) Is there a joint effect of Intrinsic Factors and Extrinsic Factors Against Employee Motivation in Metro District Metro City Center?The plan in this study is to use a survey method. By means of the census it is intended that all populations are also sampled because the population is limited and allows researchers to examine all populations using questionnaires as a data collection tool. explore the factors that cannot  be revealed in the questionnaire..The results showed that there was a partial effect of intrinsic factors on employee motivation, as well as extrinsic factors influencing employee motivation. In Metro District Metro City Center, the greatest influence of the variables forming job satisfaction was the achievement dimension, while the smallest dimension of the variables forming intrinsic factor is the dimension of responsibility. Then the biggest dimension of the extrinsic factor is the Salary Dimension while the smallest dimension of the extrinsic factor variable is the working condition dimension.Intrinsic Factors and Extrinsic Factors together have a positive effect on Employee Motivation at the Central Metro District Office. The contribution of the Intrinsic Factor and Extrinsic Factors to Employee Motivation is in the moderate but not optimal category, this shows that there are still employees who have not fully carried out their duties properly. This happens because there are still outside variables that are influential but not examined.
PENGELOLAAN DAN PENGEMBANGAN KARIR TENAGA PENDIDIK DALAM ORGANISASI erwin putubasai; Asmaria Asmaria; M. Fikri Akbar
e-JKPP Vol 6, No 1 (2020): AGUSTUS
Publisher : Universitas Bandar Lampung (UBL)

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (2840.364 KB) | DOI: 10.36448/ejkpp.v6i1.1442

Abstract

Careers involve identifying career-related goals and preparing plans to achieve goals in the workplace organization. Realistic career planning forces individuals to see opportunities that exist in relation to their abilities. Career planning for educational staff is a process by which educational staff can identify and take steps to achieve their career goals in the world of education. This writing uses the literature review method. Literature review is used to look for theories or concepts related to the selection and planning of change strategies. The management and career planning of the education staff is ultimately the responsibility of the education staff themselves. But educational organizations or institutions, of course, must intervene and play a role in the form of assistance to motivate educational staff to achieve their career goals. The role of organizations here can be in the form of providing career education, career information, and career guidance, and specifically providing orientation, training, creating fair promotions, and others.
IMPLEMENTASI KEBIJAKAN NOMOR 19 TAHUN 2009 TENTANG PENGENDALIAN MUTU AUDIT PADA INSPEKTORAT KABUPATEN WAY KANAN ida farida; Malik Malik
e-JKPP Vol 6, No 1 (2020): AGUSTUS
Publisher : Universitas Bandar Lampung (UBL)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36448/ejkpp.v6i1.1488

Abstract

The problem in this research is (1) how policy implementation No. 19 of 2009 about quality control guidelines Audit on the Inspectorate of Right Way District, (2) What aspects inhibit policy implementation number 19 year 2009 Audit quality control Guidelines on the Inspectorate of the right Way district. This method of research is using a qualitative research type with a descriptive analysis method. The use of this method is to examine and describe qualitatively, how the implementation of policy No. 19 of 2009 on quality control guidelines for Audit on the Inspectorate of Way Kanan District. The results showed that the implementation of policy No. 19 of 2009 on the Audit quality control guidelines on the Inspectorate of Way Kanan District, has been running by utilizing the human resources potential, according to the concept (1) communication, Implementation of policy No. 19 year 2009 is always communicated to the target institution, (2) the disposition/attitude of the officer, in general the employee has been good according to the provisions in carrying out the task, (3) resources, standards of Human resources competency The inspectorate has not been fulfilled, so the audit results are relatively less than optimal (4) bureaucratic structure, it has to do the task and authority is at the leadership of the organization that distributes tasks to subordinates. Aspects that inhibit policy implementation No. 19 year 2009 about quality control Audit at the Inspectorate of the right Way,  (1) The unit of results, the result of the monitoring of the aforementioned Bulum is fully acted upon on the Findings by OPD; So that the results of the audit is relatively less than optimal, (2) The unit time inspection is not uniform, so the timeliness in can impede the smooth audit quality, (3) The quality of work, with the weak audit techniques to uncover The substance of the findings is still weak, the results of work done relatively not optimal.
GAYA KEPEMIMPINAN CAMAT DALAM MENINGKATKAN KINERJA PEGAWAI DI KANTOR KECAMATAN TUMIJAJAR KABUPATEN TULANG BAWANG BARAT Robi Romansyah; Agus Purnomo; Edward Antony
e-JKPP Vol 6, No 1 (2020): AGUSTUS
Publisher : Universitas Bandar Lampung (UBL)

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (2734.591 KB) | DOI: 10.36448/ejkpp.v6i1.1483

Abstract

The problems in this study are: (1) How to apply the leadership style of Camat in improving the performance of employees in Tumijajar Sub-district of West Tulang, (2) What aspects support and inhibit the application of style The leadership of Camat in improving the performance of employees in the district office of Tumijajar regency of West Garlic, (3) What aspects have been and should be implemented in addressing the constraints/problems of applying the leadership style of Camat in order Improving employee performance in Tumijajar sub-district of West Tulang. The research methods used in this study are using qualitative research types with descriptive analytical methods. The use of this method is to examine and describe qualitatively, how to apply the leadership style of Camat in improving the performance of employees in Tumijajar Sub-district of West Tulang. All data are obtained directly from the informant in the field using interviews and observation techniques, according to the research objectives. The results showed that the application of the leadership style of Camat in improving the performance of employees in Tumijajar Sub-district Office of West Onion, through the dimensions (1) Telling (high duty and low relations), (2) Selling (task High and high Relationships), (3) Participating (High relationship and low-duty), (4) Delegating (relationships and low-duty), all have been implemented in accordance with existing situations and conditions, but not optimal because of the lack of resource capabilities Human beings, (staff) in understanding leadership styles conducted by leaders, although the often-applied leadership styles are tailored to existing job conditions and employees are still given the opportunity to innovate in carrying out tasks Provided by the leadership so that they are more in charge of carrying out the tasks they are charged

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