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"ABSTRAKMedical treatment and nutrition improvement may extend the life of human beings. This brings out a wider working opportunity to be productive. Therefore, ASN (Aparatur Sipil Negara) performance prior to near retirement should be better. Prior to retirement will always be a burden and it is not a productive moment. Knowing this phase deeply will lead to making a policy of retirement for ASN in dealing with their retirement. Their performance at this phase sometimes causes them to get less attention by superior or their peers; they think of ASN at this phase to be less productive and just waiting for the retirement to come. The aim of this research was to find a management model for the civil servant in approaching the retirement (near-retirement phase). The retirement period experienced by each person after the end of his/her working period is expected to be comfortable. The research utilizes a case study design with a qualitative approach. The interview was conducted in-depth (in-depth interview) in which the informants were the civil servants in the Regional Secretariat of Pemalang District. The data credibility was carried out by using data triangulation. The findings of this research indicated that the internal social relationship of male employees toward retirement was more active than female employees. Moreover, male employees cared more about health factors than female employees. Male employees took more time before retirement whereas female employees were more relaxed. In addition, they need social supports on the eve of retirements such as financial preparation, role adjustment, and retirement activities. Family and colleague's supports were the most important supports needed before retirement."

"In order to achieve the vision and mission, every hospital must implement Good Corporate Governance (GCG). Its implementation aims to optimally improve performance of employees that will finally improve organizational performance. This study aimed to analyze the relation between principles of GCG and performance of civil servants of the Natuna Field Hospital in Anambas Islands District. This analytical descriptive study using cross sectional design involved 56 civil servants as samples. Data was collected in 2012 using a structured questionnaire. This study used chi square and logistic regression tests. Multivariate model was simplified by eliminating the confounding variables using backward stepwise method. This study found two variables significantly related to performance of civil servants, namely implementation of fairness and transperancy principles. Both were the most related variables to the performance of civil servants.

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Dalam rangka mencapai visi dan misi, setiap rumah sakit harus menjalankan tata kelola perusahaan yang baik (Good Corporate Governance/GCG). Penerapan GCG sendiri bertujuan untuk meningkatkan kinerja pegawai secara optimal, yang akhirnya akan meningkatkan kinerja organisasi. Penelitian ini bertujuan untuk menganalisis hubungan penerapan prinsip-prinsip GCG terhadap kinerja pegawai negeri sipil (PNS) Rumah Sakit Umum Lapangan Natuna Kabupaten Kepulauan Anambas. Jenis penelitian ini adalah deskriptif analitik dengan desain potong lintang pada 56 PNS. Pengumpulan data dilakukan pada tahun 2012 dengan kuesioner terstruktur. Digunakan analisis dengan uji kai kuadrat dan regresi logistik, dan untuk penyederhanaan model dilakukan eliminasi terhadap faktor perancu dengan menggunakan metode backward stepwise. Penelitian ini menemukan dua variabel yang signifikan berhubungan dengan kinerja PNS, yaitu penerapan prinsip fairness dan penerapan prinsip transparancy. Keduanya merupakan variabel yang paling berhubungan dengan kinerja pegawai negeri sipil."

"Penelitian ini bertujuan untuk mengetahui peran mediasi organizational identification terhadap hubungan antara qualitative job insecurity, OCB, dan job performance pada Pegawai Non-PNS di Direktorat Jenderal PPMD Kementerian Desa, PDT, dan Transmigrasi. Responden pada penelitian ini adalah 129 orang pegawai di kantor Direktorat Jenderal PPMD. Penelitian ini merupakan penelitian kuantitatif dengan desain deskriptif dan menggunakan structural equation modeling SEM. Hasil yang diperoleh dari penelitian ini menunjukkan bahwa qualitative job insecurity memiliki pengaruh negatif terhadap OCB dan job performance, qualitative job insecurity memiliki pengaruh negatif dan signifikan terhadap organizational identification, organizational identification memiliki pengaruh positif dan signifikan terhadap OCB dan job performance, serta peran organizational identification memediasi secara penuh full mediation pengaruh dari qualitative job insecurity pada OCB dan job performance terbukti.

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This study aims to determine the mediating role of organizational identification in the relationship between qualitative job insecurity, OCB, and job performance among the Non Civil Servant at Directorate General PPMD Ministry of Village, Development of Disadvantaged Regions, and Transmigration. Respondents in this study were 129 employees in the office of the Directorate General PPMD. This research is quantitative descriptive design and using structural equation modeling SEM.

The results obtained from this study indicate that the qualitative job insecurity has a negative effect on OCB and job performance, qualitative job insecurity has a negative and significant effect on organizational identification, organizational identification has a positive and significant effect on OCB and job performance, as well as the role of organizational identification mediates the impact of qualitative job insecurity in the OCB and job performance is proven."

"Perubahan lingkungan bisnis yang dinamis dan disruptif memaksa manajemen untuk memiliki strategi dalam melakukan pengelolan SDM secara memadai. SDM memiliki peran kritikal dalam mencapai kinerja organisasi melalui dukungan job resources yang berasal dari lingkungan bekerja. Perubahan paradigma pada sektor publik terhadap pengelolaan SDM semakin menuju ke arah yang efektif dan efisien. Penelitian ini dilakukan untuk menganalisis hubungan antara perceived organizational support (POS) dan servant leadership terhadap employee performance melalui peran mediasi work engagement pada Aparatur Sipil Negara (ASN) Organisasi Keuangan Pemerintah. Penelitian ini dilakukan dengan melakukan cross-sectional study melalui survei kuesioner google form dengan sampel sebanyak 305 responden ASN yang berkedudukan di Kantor Pusat Organisasi Keuangan Pemerintah. Teknik analisis data dilakukan dengan menggunakan metode Covariance Based – Structural Equation Modeling (CB-SEM). Hasil penelitian menunjukkan bahwa POS dan servant leadership memiliki pengaruh positif signifikan terhadap work engagement. Selanjutnya, work engagement mampu memediasi secara penuh dan signifikan hubungan POS dan servant leadership terhadap employee performance, serta work engagement memiliki pengaruh positif signifikan terhadap employee performance. Penelitian ini memiliki kontribusi terhadap implikasi manajerial untuk dapat diterapkan bagi organisasi, pimpinan, dan individu pada sektor publik terkait konsep yang berkaitan dengan variabel yang diteliti.

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The dynamic and disruptive business environment necessitates management to adopt adequate human resource management strategies. Human resource management plays a critical role in achieving organizational performance through job resources support from the work environment. Paradigm shifts in the public sector toward more effective and efficient human resource management have been observed. This study aims to analyze the relationship between perceived organizational support (POS) and servant leadership on employee performance, mediated by work engagement, among Civil Servants (ASN) in Government Financial Organizations. A cross-sectional study using a survey questionnaire through Google Form was conducted, with a sample of 305 respondents comprising ASN at the Central Office of Government Financial Organizations. The data analysis was performed using Covariance-Based Structural Equation Modeling (CB-SEM). The research findings reveal that both POS and servant leadership have a significant positive impact on work engagement. Furthermore, work engagement fully mediates the relationship between POS, servant leadership, and employee performance, with work engagement also significantly influencing employee performance. This research offers managerial implications that can be applied to organizations, leaders, and individuals in the public sector concerning the concepts related to the variables under study."

"ABSTRAKSkripsi ini memfokuskan penelitian pada persoalan hukum pemenuhan hakPensiunan untuk melakukan upaya pengalihan hak atas rumah negara oleh Instansipemilik barang. Persoalan pemenuhan hak pengalihan rumah negara tersebut salahsatunya ditunjukkan dalam kasus rumah negara ?Komplek Pajak Kemanggisan?pada Putusan PTUN No. 173/G/2008/PTUN.JKT. Persoalan tersebut disebabkanoleh ketidakpatuhan Instansi pemilik barang dalam melaksanakan kewajibanmenetapkan status rumah negara yang bersangkutan yang sebelumnya telah diaturdalam peraturan perundang-undangan. Ketidakpatuhan Instansi pemilik barangtersebut kemudian menimbulkan kerugian yang besar bagi penghuni rumah negarayang berimbas pada masalah keabsahan status mereka sebagai penghuni yang sah.Dalam penelitian ini, ditemukan adanya upaya pihak pemilik barang yangmenghalang-halangi pemenuhan hak dari penghuni yang berstatus sebagaipensiunan. Penulis meneliti pendapat hukum Majelis Hakim dalam putusan tersebutterkait adanya masalah pemenuhan hak pensiunan pegawai negeri dalammelakukan upaya pengalihan hak atas rumah negara.

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ABSTRACTThis thesis examines regarding legal issue of fulfilling the right of retired civilservants to make an endeavour on transfer of right over official recidence bt theGovernment Institution as the owner. This issue was actually shown in one of stateadministration case regarding the transfer of right over official residence located in?Komplek Pajak Kemanggisan? and had been decided in verdict No.173/G/2008/PTUN.JKT. The issue was generally caused by disobedience act ofGovernment Institution on performing an obligation to establish the status of theofficial residence which had already been regulated in the the prevailing regulation.Later, the Disobedience of the Government Institution caused a huge loss for theresidents dnd has led on the issue of the validity of their status as a legitimateresidents. In this research, writer found the existence of precluding action from theGovernment in fulfilling the right of the retiree as the residents. Writer examinesthe legal opinion of the Tribunal Judge in the verdict regarding the issue on thetransfer of right over official residence."

"Sumber Daya manusia adalah aspek yang sangat penting dalam sebuah organisasi, khususnya organisasi pemerintah. Dalam hal ini kompetensi menjadi hal yang sangat penting bagi aparatur negara atau Pegawai Negeri Sipil. Kompetensi yang mencakup pengetahuan, kemampuan dan perilaku bagi Pegawai Negeri Sipil harus tinggi agar dapat menghasilkan sebuah kinerja yang baik, namun yang terjadi saat ini adalah rendahnya kompetemsi dan kinerja Pegawai Negeri Sipil. Skripsi ini mencari tahu bagaimana hubungan antara kompetensi yang dilihat dari karakteristik kompetensi dan kinerja Pegawai Negeri Sipil. Penelitian yang dilakukan adalah penelitian kuantitatif dengan menggunakan teknik survei dengan menyebarkan kuesioner kepada pegawai Pada Kantor Regional V BN Jakarta. Hasil yang di dapat menunjukkan adanya hubungan yang sangat kuat antara kompetensi dan kinerja Pegawai Negeri Sipil di mana nilai koefisien korelasinya sangat kuat.

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Human resource are the important aspecs in organization, especially government organization. In this parts, competences are the most valuable things for civil servant. The parts of competences include knowledges, skills and attitude. The civil servant must have the high competence to build good performance. But, the problems now are the performance and competence of civil servant in the low level.

This undergraduate thesis is written to search the relations about competence which seem on. Competence characteristic and performance of civil servant. The research of this problems are include quantitatif research which used the survei technics. This technics are use the questioner from which offered to all employees In National Civil Service Agency Regional Office V Jakarta. The produce of this survei technics shows. The big relations about competence and performance of civil servant which the value of the coeficien corelations is in the high level."

"Tesis ini membahas tentang Proses Penilaian Kinerja Pegawai Negeri Sipil di Biro Kepegawaian Badan Kepegawaian Negara yang dilaksanakan pada tahun 2015. Penelitian ini menggunakan pendekatan postpositivist dengan metode kualitatif. Hasil penelitian ini menunjukkan bahwa proses penilaian kinerja yang dijalankan pada Biro Kepegawaian Badan Kepegawaian Negara terdiri dari 4 empat tahapan yaitu perencanaan, pelaksanaan, penilaian dan peninjauan kembali. Pemanfaatan hasil penilaian kinerja sudah digunakan sebagai salah satu persyaratan administratif dalam proses kenaikan pangkat, pemberian penghargaan dan seleksi promosi jabatan. Permasalahan yang ditemukan dalam penelitian ini adalah belum adanya standar kinerja yang jelas sebagai pedoman dalam mengukur kinerja pegawai. Pejabat penilai belum melakukan pencatatan terhadap hasil pengamatan perilaku kerja pegawai dan tidak seluruh pegawai mengumpulkan laporan hasil kerja sehingga hasil penilaian masih terlihat subyektif karena kurangnya bukti-bukti pendukung. Hasil penilaian kinerja belum dimanfaatkan sebagai dasar pembayaran tunjangan kinerja dan pengembangan kompetensi pegawai.

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This thesis discusses the process of Performance Assessment of Civil Servants in the Civil Service Bureau of National Civil Service Agency conducted in 2015. This study used a postpositivist approach and qualitative method. The results showed that the performance appraisal process that runs on the Civil Service Bureau of the State Personnel Board consists of four 4 phases planning, implementing, assessing and reviewing. Utilization of performance appraisal results has been used as one of the administrative requirements in the process of promotion, awards, and selection for job promotion.

Problems were found in this study is there is no clear performance standards as a guide in measuring employee performance. Assessor officials have not done recording the observations of the behavior of employee and not all employees gather reports on the work result, so that it still looks a subjective assessment results due to lack of supporting evidence. The results of performance appraisal has not been used as the basis for the payment of benefits employee performance and competencies development."

"Skripsi ini membahas mengenai dampak Moratorium Penerimaan Pegawai Negeri Sipil terhadap perencanaan pegawai di Kementerian Perhubungan. Moratorium Penerimaan Pegawai Negeri Sipil adalah kebijakan penundaan penerimaan PNS di instansi pusat dan daerah untuk melakukan penataan PNS. Penataan PNS dilakukan dengan membuat perencanaan pegawai selama lima tahun. Penelitian ini adalah penelitian kualitatif dengan desain deskriptif. Hasil penelitian secara garis besar menggambarkan bahwa moratorium penerimaan pegawai negeri sipil memiliki dampak terhadap perencanaan pegawai di Kementerian Perhubungan, yaitu pelaksanaan perputaran pegawai, beban kerja, dan optimalisasi pegawai.

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This research discusses about civil servant recruitment moratorium impact on employee planning and strategies at Indonesia Ministry of Transportation. The moratorium is a national policy that aims to re-organizing civil servant in both central and local government through postponing any recruitment activities. Reorganizing civil servant could be done by make employee planning for five years. This descriptive research uses qualitative method.

Based on the result, it is concluded that the moratorium on civil servant's recruitment has an impact to Indonesia Ministry of Transportation's recruitment planning and affecting several strategies like employee rotation, work load, and employee optimalization."

"Analysis of Civil Servant compensation system attracts attention of many parties. There opinion going that low salary has contributed to bad performance and productivity. Moreover Civil Servant management causing social cost and high cost economy. It becomes an excuse for undisciplined behavior and triggers such ?deviation? deed resulted inefficiency and ineffectiveness of bureaucracy and ?threatens? to break down actualization of bureaucracy reform as a whole. Many attempts have been tried by Government such as ?remuneration? policy in Central Government Agencies and performance ?subsidy? in Local Government Agencies. However, instead of being solution, this acts cause another problems. The objectives of analysis in this paper are: giving description and remapping various problems connected to Compensation System and offering alternative design of it Compensation System in frame of civil service management. The results of the analysis end up in design scenario of Compensation System integrating the whole system inside. Solution to Performance Assistance in Bureaucracy Reform ?package? will also formulated through asserting that it will given based on performance. Besides, legal aspects will straightened up to provide powerful legitimacy and simplification of various regulations, clarify and affirm components of compensation, including Pension and Retirement Subsidy System.

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Abstrak. Analisis penggajian PNS menarik perhatian berbagai pihak. Pendapat PNS bergaji rendah berkontribusi pada kinerja dan produktivitas yang buruk. Di samping dalam manajemen PNS yang telah menimbulkan social cost dan high cost economy. Bahkan, menjadi excuse bagi PNS untuk melakukan tindakan indisipliner dan men-trigger untuk melakukan ?penyimpangan? yang berdampak pada inefisiensi dan inefektivitas birokrasi serta ?mengancam? gagalnya perwujudan reformasi birokrasi secara menyeluruh. Berbagai upaya telah dilakukan oleh Pemerintah dengan menerapkan kebijakan ?remunerasi? pada Instansi Pemerintah Pusat dan pemberian tunjangan ?kinerja?pada Instansi Pemerintah Daerah. Namun tidak merupakan solusi malah menimbulkan persoalan baru. Analisis dalam makalah ini bertujuan: mendeskripsikan dan memetakan ulang berbagai permasalahan terkait Sistem Penggajian, menawarkan desain alternatif Sistem Penggajian PNS dalam kerangka manajemen kepegawaian. Hasil analisis bermuara pada skenario design Sistem Penggajian, yang mengintegrasikan seluruh sistem di dalamnya. Solusi persoalan Tunjangan Kinerja dengan ?kemasan? Reformasi Birokrasi juga diformulasikan, melalui penegasan agar pemberiannya berbasis pada kinerja. Selain itu, pembenahan dari aspek legal untuk memberikan legitimasi yang kuat dan penyederhanaan dari berbagai peraturan, memperjelas dan menegaskan komponen kompensasi PNS, termasuk Sistem Pensiun dan Tunjangan Hari Tua."

"Penelitian ini dilakukan untuk menganalisis dan menguji pengaruh servant leadership dan symmetrical communication terhadap employee advocacy dengan mempertimbangkan faktor mediasi oleh employee empowerment dan organizational citizenship behavior pada Pegawai Negeri Sipil di Direktorat Jenderal Pajak. Pengumpulan data dilakukan melalui kuesioner online dan dikumpulkan sejumlah 418 responden dari jenjang jabatan tertentu. Aplikasi SPSS dan metode Structural Equation Modelling dengan aplikasi LISREL digunakan dalam analisis statistik data penelitian. Hasil penelitian menunjukkan bahwa terdapat pengaruh yang signifikan dan positif dari employee empowerment dan organizational citizenship behavior dalam memediasi pengaruh servant leadership dan symmetrical communication terhadap employee advocacy. Organisasi disarankan untuk meningkatkan pengembangan servant leadership dan mempertahankan komunikasi yang efektif dalam membangun aktivasi employee advocacy yang positif dan terlaksana oleh seluruh pegawai. Kemudian, implikasi manajerial dalam penelitian ini menggarisbawahi pentingnya peningkatan servant leadership dan symmetrical communication dalam meningkatkan dan memfasilitasi employee advocacy melalui peningkatan peran employee empowerment dan organizational citizenship behavior.

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This research was conducted to analyze and test the effect of servant leadership and symmetrical communication on employee advocacy by considering the mediating factors by employee empowerment and organizational citizenship behavior of the Civil Servants at the Directorate General of Taxes. Data collection was carried out through online questionnaires and managed to collect as many as 418 respondents from certain positions. The SPSS application and the Structural Equation Modeling method with the LISREL application are used in the statistical analysis of research data. The results of the study show that there is a significant and positive effect of employee empowerment and organizational citizenship behavior in mediating the effect of servant leadership and symmetrical communication on employee advocacy. Organizations are advised to improve servant leadership development and maintain effective communication in building positive employee advocacy activation and carried out by all employees. Then, the managerial implications in this study underscore the importance of increasing servant leadership and symmetrical communication in enhancing and facilitating employee advocacy through increasing the role of employee empowerment and organizational citizenship behavior."