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"Seiring dengan terus berkembangnya lingkungan yang dinamis, organisasi seringkali dihadapkan dengan kepentingan untuk melakukan perubahan baik pada stategi, struktur, proses, dan budaya. Salah satu faktor kesiapan terhadap perubahan antara lain dapat dilihat dari karakteristik individu. Karakteristik individu salah satunya dapat dilihat dari makna kerja pada individu. Hal ini disebabkan karena kerja dapat memberikan makna penting bagi individu. Penelitian korelasional dan noneksperimental ini dilakukan untuk mengetahui hubungan antara makna kerja dengan kesiapan individu terhadap perubahan organisasi terhadap karyawan badan usaha milik negara (N=176) yang sudah bekerja minimal 2 tahun. Penelitian dilakukan dengan menggunakan skala sikap untuk mengukur makna kerja dan kesiapan individu terhadap perubahan organisasi. Hasil penelitian menunjukkan bahwa terdapat hubungan yang positif dan signifikan antara makna kerja dengan kesiapan individu terhadap perubahan organisasi dengan indeks korelasi (r) sebesar 0.549 serta skor signifikansi sebesar 0.000 (signifikan pada p<0.01). Dari hasil tersebut dapat disimpulkan bahwa seseorang yang memiliki nilai makna kerja yang tinggi maka ia akan lebih siap terhadap perubahan organisasi dibandingkan dengan seseorang yang memiliki nilai makna kerja rendah.

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Along with the continued development of a dynamic environment, organizations are often faced with the interest to make good changes in strategy, structure, processes, and culture. A number of factors of readiness to change can be seen from the characteristics of the individual. Individual characteristics of one of them can be seen from the meaning of the work on the individual. This is because the work can provide an important meaning for the individual, so that organizational change can affect the meaning of the work on the individual. Correlational and nonexperimental research was conducted to determine the relationship between meaning of work with individual readiness to change the organization of public sector companies employees (N = 176) who have worked at least for a minimum of 2 years. The study was conducted by using an attitude scale to measure the meaning of work and readiness of individuals to organizational change. The results showed that there are positive and significant relationship between the meaning of work and individual readiness for organizational change with the index of correlation (r) is 0.549 as well as the significance score of 0.000 (significant at p<0.01). From these results, it can be concluded someone who has a high value of work meaning will be more ready to organizational change than someone who has a low value of work meaning."

"Indonesia is the world's third largest democracy and its courts are an important part of its democratic system of governance. Since the transition from authoritarian rule in 1998, a range of new specialised courts have been established from the Commercial Courts to the Constitutional Court and the Fisheries Court. In addition, constitutional and legal changes have affirmed the principle of judicial independence and accountability. The growth of Indonesia's economy means that the courts are facing greater demands to resolve an increasing number of disputes. This volume offers an analysis of the politics of court reform through a review of judicial change and legal culture in Indonesia. A key concern is whether the reforms that have taken place have addressed the issues of the decline in professionalism and increase in corruption. This volume will be a vital resource for scholars of law, political science, law and development, and law and society."

"Theory and Practice of Public Sector Reform offers readers differing theoretical perspectives to help examine the process of public sector reform, combined with an overview of major trends in the core areas of the functioning of the public sector. The book consists of three parts, the first addresses a number of conceptual and theoretical perspectives on public sector reform. It shows how different ways of looking at reform reveal very different things. The second part addresses major changes in specific areas of public sectors – 'objects of reform.’ Part three focuses on the study of public sector reform.Aimed at academics, researchers and advanced students; this edited collection brings together many of the most eminent academics in the area of Public Policy and Management seeking to link to theory in part one and insights into specific thematic areas in part two, offering readers a display of theoretical perspectives to look at public sector reform."

"Penelitian ini dilatarbelakangi dari hadirnya jabatan baru dalam unsur struktur organisasi kementerian negara, berdasarkan Peraturan Presiden Nomor 7 Tahun 2015 tentang Struktur Organisasi Kementerian Negara, yaitu jabatan staf khusus menteri. Staf khusus menteri mempunyai tugas memberikan saran dan pertimbangan kepada menteri sesuai penugasan menteri dan bukan merupakan bidang tugas unsur organisasi kementerian. Luasnya tugas staf khusus menteri tersebut bisa menimbulkan multitafsir, dan bahkan dalam praktiknya staf khusus menteri melakukan tindakan di luar kewenangannya, karena tidak jelasnya tugas staf khusus menteri. Selain itu proses perekrutan staf khusus menteri yang belum diatur juga menimbulkan masalah tersendiri. Selama ini yang direkrut menjadi staf khusus menteri adalah orang-orang terdekat menteri, padahal seharusnya direkrut menggunakan merit system, yaitu sistem mengangkat pegawai dengan kecakapannya, bukan berdasar kedekatan atau hubungan kekeluargaan. Setelah dilakukan penelitian menggunakan metode yuridis normative dengan pendekatan perundang-undangan, ternyata keberadaan staf khusus menteri selama ini tidak memberikan manfaat yang signifikan bagi birokrasi dan kinerja menteri. Dari segi kepastian hukumnya lemah karena dasar hukumnya hanya ada di peraturan presiden, di sisi lain dari segi kemanfaatan dan keadilan nya juga dirasa kurang, karena nyatanya jabatan ini tidak masuk dalam struktur organisasi kementerian dan dengan proses perekrutan yang tidak jelas tapi memperoleh fasilitas setara pegawai Eselon 1b, tentu tidak adil dan menimbulkan pemborosan anggaran. Berdasarkan alasan tersebut urgensi keberadaan staf khusus menteri dirasa tidak begitu penting karena sudah ada staf ahli dalam struktur organisasi kementerian, kalaupun mau tetap diadakan maka status kepegawaian harus diperjelas menjadi PPPK agar jelas juga kedudukannya dan kewenangannya dibedakan dengan staf ahli.

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Position and Authority of Ministerial Special Staff in the Organizational Structure of the State Ministry This research is motivated by the presence of new positions in the elements of the organizational structure of state ministries, based on Presidential Regulation No. 7 of 2015, namely the position of staff for ministers. The minister's special staff has the task of giving advice and consideration to the minister according to the assignment of ministers and is not an area of duty for the elements of the ministry organization. The extent of the minister's special staff duties can lead to multiple interpretations, and even in practice the minister's special staff takes action outside his authority, because of the unclear task of the minister's special staff. In addition, the unregulated process of recruiting special staff for ministers also creates its own problems. So far, those recruited to become special staff of ministers are the closest people to the minister, even though they should be recruited using a merit system, namely the system of raising employees with their skills, not based on proximity or family relations.

After conducting research using a normative juridical method with a statutory approach, it turns out that the existence of special ministerial staff so far has not provided significant benefits to the bureaucracy and ministerial performance. In terms of legal certainty it is weak because the legal basis is only in the presidential regulation, on the other hand in terms of benefits and fairness it is also felt lacking, because in fact this position is not included in the ministry's organizational structure and unclear recruitment process but obtains facilities equivalent to Echelon employees 1b, it is certainly not fair and causes budget waste. Based on these reasons, the urgency of the existence of special ministerial staff is not very important because there are already expert staff in the ministry's organizational structure, even if they want to be held, the employment status must be clarified as first aid so that their position is clear and their authority is distinguished from expert staff. Keywords: position, authority, the urgency of the existence of a ministerial staff."

"Reputasi organisasi yang positif mampu memberikan berbagai manfaat bagi suatu organisasi. Salah satu manfaatnya adalah mendorong terbentuknya kelebihan kompetitif (competitive advantage). Persaingan dalam layanan inkubasi bisnis menjadi bagian yang urgen dalam pembahasan mengenai manajemen reputasi. Puspiptek merupakan salah satu organisasi sektor publik yang memberikan layanan inkubasi bisnis ditengah maraknya inkubator bisnis yang didirikan oleh perusahaan-perusahaan bonafide. Organisasi sektor publik dalam hal ini memiliki tantangan tersendiri dalam membangun reputasi karena secara umum terbentuk stereotip negatif di masyarakat. Berangkat dari permasalahan tersebut, maka muncul dugaan bahwa model manajemen reputasi tidak dapat diaplikasikan di organisasi sektor publik. Penelitian ini menggunakan dua analisis yaitu kuantitatif dan kualitatif. Analisis kuantitatif bertujuan untuk menguji pengaruh antara reputasi organisasi terhadap intensi WOM dengan identifikasi organisasi sebagai mediator dalam konteks organisasi sektor publik. Adapun analisis kualitatif dilakukan untuk menggambarkan aktvitas corporate branding pada layanan inkubasi bisnis di Puspiptek. Paradigma penelitian ini adalah post-positivistik dan menerapkan desain convergent parallel mixed method. Analisis kuantitatif dilakukan dengan melalui metode survei terhadap 86 responden (respond rate 93%) dan menggunakan teknik PLS-SEM dalam menganalisis data. Pada analisis kualitatif, data dikumpulkan melalui wawancara dengan empat representasi manajemen inkubator bisnis Puspiptek dan studi dokumentasi. Temuan utama dalam analisis kuantitatif adalah signifikannya pengaruh mediasi parsial dari identifikasi organisasi sehingga meskipun reputasi organisasi mampu mendorong intensi WOM ada rasa terikat dengan organisasi turut memberikan kontribusi pada pengaruh tersebut. Temuan utama pada analisis kualitatif menyebutkan bahwa Puspiptek menunjukan identitasnya sebagai taman sains dan teknologi melalui pemberian layanan yang relevan untuk menumbuhkembangkan jiwa technopreneurship. Puspiptek dinilai perlu merumuskan kembali budaya organisasinya dan mentransformasikan dirinya sebagai organisasi pembelajar sehingga pegawainya dapat terus meningkatkan kompetensi dalam pengembangan bisnis start-up. Penelitian ini memiliki implikasi bahwa organisasi sektor publik yang masuk dalam kompetisi bisnis harus memiliki identitas yang kuat dan terus mengomunikasikannya sehingga terbangun reputasi yang positif serta turut mendorong hadirnya manfaat positif bagi organisasi.

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Positive organizational reputation can provide various benefits for an organization. One of the benefits is to encourage the competitive advantages. Competition in business incubation services is an urgent part of the discussion on reputation management. Puspiptek is one of the public sector organizations that provide business incubation services amid the rise of business incubators established by bonafide companies. Public sector organizations in this case have their own challenges in building a reputation because in general negative stereotypes are formed in society. Departing from these problems, there is a suspicion that the reputation management model cannot be applied in public sector organizations. This study uses two analyzes namely quantitative and qualitative. Quantitative analysis aims to examine the effect of the reputation of the organization on the intention of the WOM with the identification of the organization as a mediator in the context of public sector organizations. The qualitative analysis was carried out to illustrate the activities of corporate branding in business incubation services in Puspiptek. The paradigm of this research is post-positivistic and applies the convergent parallel mixed method design. Quantitative analysis was carried out through a survey method of 86 respondents (93% respond rate) and using the PLS-SEM technique in analyzing data. In qualitative analysis, data was collected through interviews with four Puspiptek business incubator management representations and documentation studies. The main finding in quantitative analysis is the significant influence of partial mediation from organizational identification so that even if the reputation of the organization is able to encourage the intention of WOM there is a sense of being bound to the organization contributing to that influence. The main finding in the qualitative analysis states that Puspiptek shows its identity as a science and technology park through the provision of relevant services to foster technopreneurship. Puspiptek is considered necessary to reformulate its organizational culture and transform itself as a learning organization so that its employees can continue to improve competence in the development of business start-ups. This research has the implication that public sector organizations that enter in business competition must have a strong identity and continue to communicate it so as to build a positive reputation and also encourage the presence of positive benefits for the organization."