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"In this study, the relationship between high performance work system (HPWS) and organizational citizenship behavior (OCB) in multinational corporations (MNCs) in Vietnam, a fast-developing country with highly economic growth in Asia, was investigated. Besides, the underlying mechanism of this relationship was also explored. From the social exchange approach, an underlying mediated mechanism of career success in the relationship between HPWS and OCB was hypothesized. Data collected from individual employees working in multinational companies in Vietnam was used to test the hypotheses. The research findings supported the partial mediating role of career success in the positive relationship between HPWS and OCB. In addition, research implications as well as suggestions for future research were also presented."

"ABSTRACTThe behavior of bureaucratic apparatus in the implementation of the capital expenditure budget in the Office of Public Works and Spatial Planning of Sumedang Regency, West Java Province, still shows a deviant tendency. The problem behind the bad behavior of bureaucratic apparatus in managing the state budget is because of the lack of self-control to prevent deviant behavior and, vice versa, there is a strong intention to behave deviant. Therefore, the purpose of this study is to examine the implementation of the capital expenditure budget in the perspective of the behavior of individual bureaucratic apparatus related to intentions that are formed from a combination of attitudes, subjective norms, and behavioral control. The research method used is qualitative with a behavioral approach so that it can explain the data and information obtained from observation, interviews, and focus group discussions. The validity and reliability of the research are explained and verified with the theories of public administration science so that answers can be formulated as the formulation of the problem. The results showed that the behavior of the bureaucratic apparatus was determined by the intention of a number of efforts and endeavors to make a growing deviation in the implementation of the capital expenditure budget, it was built from the attitude of bureaucratic apparatus that lacked integrity and ployed loyalty. The attitude of the apparatus is in line with the subjective norms of the leaders and stakeholders who hope that each individual who plays a role in project management will get a number of resources determined according to the budget ceiling amount of the contract package for construction work and procurement of operational goods. The attitude and subjective norms of the bureaucratic apparatus can be achieved well because the behavior control is confirmed to be very low."

"Citra lembaga DPR RI sebagai lembaga yang merepresentasikan rakyat harus didukung perangkat kinerja yang mendukung secara baik. Sekretariat Jenderal (Setjen) DPR RI sebagai supporting system sangatlah strategis untuk meningkatkan pelayanan secara profesional untuk mendukung tercapainya citra DPR RI yang positif. Namun pada kurun waktu tahun 2019-2023, citra DPR RI di mata publik selalu berada di posisi buruk. Penelitian ini merupakan penelitian post-positivis dengan metode kualitatif untuk menganalisis kesesuaian kinerja organisasi Setjen DPR RI dan citra lembaga. Peneliti melakukan analisa dengan menggunakan kerangka McKinsey (Peters &Waterman, 2004) dan Citra Pemerintah (Pratama, 2017). Penelitian ini menunjukkan hasil kinerja Setjen DPR RI mendapatkan nilai 3,05 (Baik). Kesesuaian kinerja tersebut dilihat pada aspek structure, sudah ada pembagian tugas, fungsi dan tanggungjawab yang tertuang di persekjen serta adanya mekanisme koordinasi yang kolaboratif; aspek style, kepemimpinan yang bersifat demokratis; aspek staff dan skill, Setjen DPR RI telah didukung oleh jumlah pegawai yang memadai dan memiliki keahlian. Akan tetapi, pada aspek strategy, masih belum terdapat target outcome yang jelas dan terukur dalam peningkatan citra lembaga; aspek system belum terdapat pedoman pelaksanaan peran peningkatan citra lembaga; dan terakhir aspek shared values dimana masih belum optimal dalam pelaksanaan internalisasi dan sosialisasi nilai dasar ASN Setjen DPR RI.

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The image of the Indonesian House of Representatives as an institution that represents the people must be supported by a good supporting performance device. The Secretariat General (Setjen) of the Indonesian House of Representatives as a supporting system is very strategic to improve professional services to support the achievement of a positive image of the Indonesian House of Representatives. However, in the period 2019-2023, the image of the Indonesian House of Representatives in the eyes of the public has always been in a bad position. This study is a post-positivist study with a qualitative method to analyze the suitability of the organizational performance of the Indonesian House of Representatives and the image of the institution. The researcher conducted the analysis using the McKinsey framework (Peters & Waterman, 2004) and the Government Image (Pratama, 2017). This study shows that the performance results of the DPR RI Secretariat General received a score of 3.05 (Good). The suitability of the performance is seen in the structure aspect, there is already a division of tasks, functions and responsibilities stated in the secretary general and there is a collaborative coordination mechanism; style aspect, democratic leadership; staff and skill aspect, the DPR RI Secretariat General has been supported by an adequate number of employees and has expertise. However, in the strategy aspect, there is still no clear and measurable outcome target in improving the image of the institution; in the system aspect, there are no guidelines for implementing the role of improving the image of the institution; and finally the shared values aspect where the implementation of internalization and socialization of the basic values of the DPR RI Secretariat General ASN is still not optimal."

"ABSTRACTThe state recognizes and respects indigenous and tribal people and their traditional rights insofar as they are alive and in accordance with the development of society and the principles of the Unitary State of the Republic of Indonesia, as contained in Article 18 B paragraph 2 of the 1945 Constitution. However, the fulfillment of cultural identity and the rights of indigenous people have not been maximized. This study aims to find the conceptual model of the Customary Justice system in an effort to protect the existence of the rights of indigenous people to build the strength of civil society in West Sumatra. This research uses research and development methods. Data retrieval is done by survey, observation, interview, and Focus Group Discussion (FGD) methods. This study found that; 1) Minangkabau people have their own local wisdom in resolving customary disputes, even for a broader range of life issues, long before Indonesia was found, 2) Nagari Customary Justice system is a translation of Customary Limbago which is the life philosophy of Minangkabau people, 3) Nagari Customary Judicial institutional structure is a representation of the existence of the tribe in the Nagari, so that its cultural legitimacy becomes strong. And, 4) the Nagari Customary Justice system is an effort to build the sovereignty of civil society, namely an autonomous, independent, egalitarian, and democratic society. It is hoped that the results of this study will be a guideline in establishing the Nagari Customary Justice institution in West Sumatra."

"Work engagement merupakan tren baru dalam positive psychology yang mulai muncul di kalangan akademisi karena psikologi dikritik lebih banyak membahas mental illness daripada mental wellness. Melihat berbagai dampak positif work engagement terutama agar perusahaan mendapatkan usaha lebih dari Generasi Y dan kebutuhan Generasi Y untuk mendapatkan feedback dan dukungan lainnya dari coach agar engaged ke pekerjaan, maka peneliti ingin meneliti hubungan antara managerial coaching dan work engagement pada karyawan Generasi Y. Sebagai penelitian kuantitatif, penelitian ini menggunakan kuesioner untuk mengumpulkan data dari 156 responden Generasi Y dari berbagai sektor industri di Jakarta dan sekitarnya. Hasil korelasi Pearson menunjukkan bahwa persepsi terhadap managerial coaching memiliki hubungan yang positif dan signifikan dengan work engagement, yaitu r (162) = 0.430, p< 0.01. Berdasarkan analisis dengan dimensi-dimensi work engagement, ditemukan bahwa terdapat hubungan positif yang signifikan antara managerial coaching dengan dimensi semangat, dedikasi, dan absorpsi.

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Work engagement is a new construct in positive psychology and became concern in academic researchers because psychology was criticized for mostly discussing mental illness than mental wellness. Work engagement has positive impacts, especially to help company get the most from Generation Y, and because Generation Y needs feedback, supports from coaches to make them engaged, this research examine the relationship between managerial coaching and work engagement in Generation Y employees. As a quantitative study, the methodology used in this study is questionnaire to get data from 156 Generation Y from several industries in Jakarta and cities around Jakarta.

The result of Pearson correlation shows that managerial coaching has positive significant relationship with work engagement in Generation Y, r (162) = 0.430, p < 0.01. The analysis also showed that there is a positive significant relationship between managerial coaching and the dimensions of work engagement, which are vigor, dedication, and absorption."