Actual condition of civil servants participation on historic conservation in their non-working hours

2021 ◽  
Vol 56 (3) ◽  
pp. 501-507
Author(s):  
Kazuma Yamaga ◽  
Yukari Abe ◽  
Daisuke Matsui
Keyword(s):  
Working Hours ◽  
Civil Servants ◽  
Actual Condition ◽  
Historic Conservation

scholarly journals Peran Manajemen Waktu dan Leader-Member Exchange terhadap Kinerja Pegawai Negeri Sipil

2019 ◽  
Vol 9 (2) ◽  
pp. 135
Author(s):  
Ilma Iftahul Ula ◽  
Fendy Suhariadi
Keyword(s):  
Performance Appraisal ◽  
Time Management ◽  
Working Hours ◽  
Analysis Data ◽  
Civil Servants ◽  
Leader Member Exchange ◽  
Regional Government ◽  
Member Exchange ◽  
Positive Time ◽  
Performance System

The performance of civil servants is important to be measured by each regional government in Indonesia. Thus, the Regional Government in District X in East Java has been renewing the performance appraisal method for civil servants in its educational unit by using the e-performance application. The e-performance is used to monitor the suitability of the working hours of each civil servant. The successful use of e-performance will be determined by the role of supervisors. Based on this fact, this study examined the influence of time management and leader-member exchange on the performance of civil servants in District X through the implementation of e-performance system. Hypothesizes of this study were tested using multiple regression analysis. Data were collected using time management and leader-member exchange scales. A total of 285 civil servants in District X which consist of 38.6% men and 61.4% women were involved in this study. The results show that there is positive effect of time management and leader-member exchange on the performance of participants. This study concludes that a positive time management and leader-member exchange among participants will lead to their better performances.  

Admiral Nurses delivering workplace clinics for family carers: Innovative practice

Dementia ◽  
2017 ◽  
Vol 19 (2) ◽  
pp. 472-478
Author(s):  
Ian Weatherhead ◽  
Linda Eades ◽  
Karen Harrison Dening ◽  
Wendy Weidner
Keyword(s):  
Working Hours ◽  
Civil Servants ◽  
Innovative Approach ◽  
Family Carers ◽  
Innovative Practice ◽  
Support Family

Dementia UK and The Charity for Civil Servants teamed up to test the acceptability and feasibility of delivering a work-based Admiral Nurse clinic to support family carers during their employed working hours. This paper presents some of the learning from this innovative approach.

scholarly journals Implementasi Kebijakan Disiplin Pegawai Negeri Sipil Di Balai Latihan Kerja Mandiri Provinsi Jawa Barat

2018 ◽  
Vol 10 (1) ◽  
pp. 1-12
Author(s):  
Sahya Anggara ◽  
Mohamad Ichsana Nur ◽  
Ahmad Daroni
Keyword(s):  
Policy Implementation ◽  
Government Regulation ◽  
Working Hours ◽  
Civil Servants ◽  
Successful Implementation ◽  
Training Center ◽  
The West ◽  
West Java ◽  
Implementation Model ◽  
Bureaucratic Structure

The purpose of this study was to determine the policy implementation of Government Regulation Number 53 of 2010 concerning Discipline of Civil Servants at the Independent Training Center of West Java Province. The method in this reseach used is descriptive qualitative method. In this study, researchers examined the implementation of policy, the researchers used the theory of policy implementation model Edward III in Widodo (2017) about four factors that play an important role in achieving successful implementation, namely communication, resources, disposition, and bureaucratic structure. Data were obtained through observation, interviews, documentation, and library studies and using data analysis techniques according to Miles and Huberman. The results of the study, the Implementation of Government Regulation Number 53 of 2010 concerning Discipline of Civil Servants at the West Java Provincial Independent Training Center has not run optimally. First, communication has gone well because of the distribution of the regulations to the staff. Second, the resources are not optimal because the number of human resources in the West Java Province Independent Training Center is still lacking and the preparedness needs to be improved. Third, the disposition has been well seen from the willingness of the Employees to attend the morning rally, obey working hours, and carry out tasks responsibly. Fourth, the bureaucratic structure has been effective because the West Java Provincial Training Center already has Standard Operating Procedures and clear fragmentation procedures

PENERAPAN DISIPLIN DALAM RANGKA PENINGKATAN KINERJA PEGAWAI NEGERI SIPIL DI LINGKUNGAN SATUAN POLISI PAMONG PRAJA KOTA BOGOR

2017 ◽  
Vol 1 (2) ◽  
pp. 125
Author(s):  
Rojak Rojak ◽  
Abubakar Iskandar ◽  
Beddy Iriawan Maksudi
Keyword(s):  
Law Enforcement ◽  
Government Regulation ◽  
Civil Service ◽  
Working Hours ◽  
Civil Servants ◽  
State Apparatus ◽  
The Subject ◽  
The Government ◽  
The Many ◽  
The City

Government Regulation No. 53 of 2010 Concerning Servants Discipline is the legal basis to ensure civil servants and can be made the basis for the preparation of State apparatus that is good and right. Within the Civil Service Police Unit Bogor itself often occur pelanggaranber relation to breaches of discipline of civil servants, such as doing things that can degrade the honor or dignity of the State, the Government, or Civil Servants in this case many civil servants are absent from duty as law enforcement, entering places that can pollute the honor or dignity of civil servants, except for the sake of office, but violations are frequent delays often occur in the office of civil servants and absent without information on working hours Based on this background and the many issues concerning the discipline of civil servants. The authors formulate the problem of how the implementation of regulations under PP PNS Discipline 53 of 2010 on the Civil Service Police Unit in the city of Bogor, how sanctions applied against civil servants who do not obey the rules of discipline of civil servants, under PP 53 Year 2010 on the Civil Service Police Unit Bogor. Obstacles that arise in the implementation of the Disciplinary Code of civil servants under PP 53 Year 2010 on the Civil Service Police Unit Bogor. Research methods and approach used in the study was descriptive, with respect to the subject matter to be discussed is associated with the practice in the field in order to solve a problem by collecting and analyzing the data. The results of the field which penlis get is that the Civil Service Police Unit Bogor has been carried out since the PP is applied, until now, only one case relating to violations of discipline that PNS. In connection with the sanction given by the Civil Service Police Unit Bogor related violations by PNS \ PP 53 in 2010. While the constraints on the field in the context of the discipline of civil servants within the scope of the Civil Service Police Unit Bogor authors see it because it is influenced by several factors, such as lack of infrastructure, lack of awareness of the civil servants concerned, the lack of device and the rules of discipline and lack of guidance that is given by the Civil Service Police Unit Bogor. Keywords: Dicipline, Development, Work

scholarly journals Excesso de peso e fatores associados em servidores do Sul do Brasil

2016 ◽  
Vol 18 (3) ◽  
pp. 277
Author(s):  
Eliane Cristina de Andrade Gonçalves ◽  
Diego Augusto Santos Silva ◽  
Heloyse Elaine Gimenes Nunes ◽  
Tiago Rodrigues de Lima ◽  
Majorie Catherine Capdeboscq ◽  
...  
Keyword(s):  
Physical Activity ◽  
Physical Activity Level ◽  
Educational Level ◽  
Economic Status ◽  
Binary Logistic Regression ◽  
Working Hours ◽  
Sociodemographic Factors ◽  
Civil Servants ◽  
Activity Level ◽  
Self Report

DOI: http://dx.doi.org/10.5007/1980-0037.2016v18n3p277 This study aimed to estimate the prevalence of overweight and investigate its association with sociodemographic factors, physical activity level, hypercholesterolemia, and diabetes in civil servants of a university in the state of Paraná, Brazil. The research was conducted with 339 civil servants aged above 18 years. Overweight was analyzed by self-reported body mass index. Physical activity level was evaluated using a questionnaire. Sociodemographic data (sex, age, economic status, educational level, marital status, and working hours) and information on the chronic diseases of interest (hypercholesterolemia and diabetes) were obtained from self-report. The association between overweight and the other variables was investigated using binary logistic regression. The prevalence of overweight was 50.6%. The groups most susceptible to overweight were: male civil servants (OR: 2.04; CI: 1.30-3.22), those less than 12 years of education (OR: 2.46; CI: 1.43-4.23), who were insufficiently active (OR: 1.64; CI: 1.03-2.60), and those with hypercholesterolemia (OR: 2.28; CI: 1.32-3.96). This study concluded that more than a half of the sample was overweight and that this condition was associated with male sex, educational level below 12 years, insufficient physical activity, and hypercholesterolemia. 

scholarly journals Bem-estar no ambiente de trabalho: o caso do IFRN

2018 ◽  
Vol 1 (38) ◽  
pp. 19
Author(s):  
Maria Josely De Fiqueirêdo Gomes ◽  
Fernando Henrique Da Silva
Keyword(s):  
Organizational Climate ◽  
Interpersonal Relationships ◽  
Social Life ◽  
Working Hours ◽  
Well Being ◽  
Civil Servants ◽  
Professional Relationship ◽  
Federal Institute ◽  
Analysis Technique ◽  
Education Science

<p>This is a qualitative descriptive research that is part of an institutional diagnostic project of Quality of Life at Work (QLW) and health promotion of the Federal Institute of Education, Science and Technology from Rio Grande do Norte (IFRN). It aims to diagnose well-being at work, from the perspective of the IFRN’s civil servants. The instrument was the IA-QVT (an open question). As a sample, there were 774 civil servants; And as for the data analysis technique, we used the content analysis (theme/dimension). According to the answers given by the civil servants, the results showed that: 1. The socio-professional relationship (SPR) was the most significant theme, and among its most punctuated dimensions we can highlight: interpersonal relationships (54.95%), teamwork (11.32%) and organizational climate (10.85%); In this sense,the study points up the importance of the relationships between teacher and student and inside the work team . 2. The second most important theme was the work and social life link (WSLL), and among its dimensions we can highlight: contentment (49.47%), social contribution (38.08%), admiration for the institution (10.32%), motivation (1.42%) and leisure (0.71%); The pleasure of teaching, contributing to the education of the student and to the return of the resources to society,are important aspects of well-being. 3. As for workplace organization, we can point up the following aspects: positive organizational pattern (40.59%), absence of pressure/work overload and working hours (12.35%), working time (11.18%); On this dimension, the ability to achieve objectives, the civil servant’s competence, absence of pressure and the working hours can be highlighted. Thus, it is only vital that we provide the civil servants at IFRN with well-being, as well as the encouragement of the development of QLW projects that contribute to the least punctuated themes, by understanding in a deeper way this perception of the themes of Well-Being pointed out by the civil servants</p>

scholarly journals Implementasi Peraturan Pemerintah Nomor 53 Tahun 2010 Tentang Disiplin Pegawai Khususnya Aspek Jam Kerja Di Kabupaten Kutai Kartanegara

1969 ◽  
Vol 11 (3) ◽  
pp. 340-361
Author(s):  
Wildan Lutfi A, Mayahayati K
Keyword(s):  
Local Government ◽  
Government Regulation ◽  
Working Hours ◽  
Work Hours ◽  
Civil Servants ◽  
Structural Level ◽  
Personal Use ◽  
District Government ◽  
The Government ◽  
Mind Set

This study aims to see the implementation of Government Regulation Number 53 Year 2010 about Government Apparatus Discipline in Kutai Kartanegara regency regarding the discipline on the use of working hours. Kukar district government has followed up this regulation by issuing Regional Regulation Number 46 Year 2013 about Enforcement of Civil Servants Discipline in Kutai Kartanegara regency. Based on interviews and questionnaires on the perception of civil servants in the Kutai Kartanegara regency, it can be concluded that in some local government units, the enforcement of rules related working hours disciplines have beenoptimized at the structural level, but still not up to the lower level. Understanding on the prohibitions of Government Apparatus Discipline has been predominantly known and understood by the majority of structural officials. Management to get permission to use work hours for personal use is still tolerable but has not been managed well, and additional revenue (TPP) were deemed to be highly related to the discipline of hours worked by employees and become a powerful instrument to encourage civil servants to be discipline and obeying the rules. Coaching employees to be able to behave professionally, improve capabilities and change his mind set against the additional revenue (TPP) and working hours.Keywords: Discipline, working hours , the Government of Kutai Kartanegara RegencyKajian ini bertujuan untuk melihat implementasi PP 53 No 2010 Tentang Disiplin Pegawai di lingkungan Pemerintah Kabupaten Kutai Kartanegara pada aspek kedisiplinan terhadap jam kerja. Pemkab Kukar telah menindaklanjuti PP tersebut dengan menerbitkan Perbup No 46/2013 tentang Penegakan Disiplin PNS di lingkungan Kabupaten Kutai Kartanegara. Berdasarkan hasil wawancara dan pengumpulan kuisioner terhadap persepsi dari PNS di Pemkab Kutai Kartanegara, disimpulkan di beberapa SKPD, penegakan disiplin terkait aturan jam kerja telah optimal pada tataran struktural, namun masih belum maksimal dilaksanakan hingga ke level bawah. Pemahaman terhadap larangan-larangan dalam aturan kedisiplinan telah secara dominan diketahui dan dipahami oleh sebagian besar pejabat struktural. Pengelolaan ijin terhadap penggunaan jam kerja untuk keperluan pribadi, masih ditoleransi, namun belum dikelola dengan baik dan TPP dianggap masih sangat berkaitan dengan disiplin jam kerja pegawai dan menjadi instrumen yang ampuh untuk mendorong pegawai taat pada aturan. Pembinaan pegawai agar mampu bersikap professional, meningkatkan kapabilitasnya dan merubah mind set-nya terhadap TPP dan jam kerja.Kata Kunci : Disiplin, Jam kerja, Pemerintah Kabupaten Kutai Kartanegara

scholarly journals IMPLEMENTASI KEBIJAKAN DISIPLIN PEGAWAI DI BALAI LATIHAN KERJA MANDIRI PROVINSI JAWA BARAT

2019 ◽  
Vol 14 (4) ◽  
pp. 2367
Author(s):  
Engkus Engkus
Keyword(s):  
Policy Implementation ◽  
Government Regulation ◽  
Working Hours ◽  
Civil Servants ◽  
Training Center ◽  
Literature Study ◽  
The West ◽  
West Java ◽  
Edward Iii ◽  
Using Data

The problem in this study is that there are still: employees who do not comply with working hours, do not carry out morning apples, leave work hours for personal gain, and lack awareness in using working hours optimally. The purpose of this study was to determine the implementation of the policy and to find out the factors that influence the discipline of civil servants at the West Java Provincial Independent Training Center. The research method used is descriptive qualitative method. The instrument of this research is the researchers themselves while the research informants are Civil Servants at the Independent Training Center of West Java Province. Data obtained through observation, interviews, documentation, and literature study using data analysis techniques according to Miles and Huberman. In this study, researchers used the George Edward III model policy implementation theory. The results of the study show that the Policy Implementation of Government Regulation Number 53 of 2010 concerning Discipline of Civil Servants at the West Java Provincial Independent Training Center has not run optimally. Supporting factors in implementing this policy are facilities and infrastructure, the existence of awards and incentives, and clear Standard Operating Procedures (POS). While the inhibiting factors are the low intensity of socialization, as well as human resources and readiness in implementing disciplinary regulations are not sufficient.

scholarly journals The Headmaster’s Strategy to Improve Civil Servants’ Work Performance (Administration Department) in Pringgasela High School, East Lombok-NTB

2021 ◽  
Vol 006 (02) ◽  
pp. 28-34
Author(s):  
Parhan Parhan
Keyword(s):  
High School ◽  
Role Models ◽  
Research Method ◽  
Work Performance ◽  
Working Hours ◽  
Consumer Psychology ◽  
Civil Servant ◽  
Civil Servants ◽  
Data Presentation ◽  
Collection Data

This study aims to determine the headmaster's strategy to improve the work performance of Civil servant [administration department] at Pringgasela Senior High School. This research used the descriptive qualitative research method. The data in this study were obtained from interviews with informants and documentation. The data analysis was carried out in the following steps: data collection, data reduction, data presentation and drawing conclusions or verification (Miles and Huberman, 2014: 20). The results of this study stated that the headmaster's strategy to improve the work performance of civil servants in the administration department: Making disciplinary rules about working hours that must be on time. Building a spirit of togetherness through civil servants’ friends, superiors and subordinates, as well as communication, intimacy and mutual respect. Providing role models for all civil servants. The results of the headmaster's strategy show the work performance of civil servants [administration department] is classified good in providing services, however they have not provided satisfaction to: teachers, students or other related parties. As for the constraints faced when performing performance in providing services, by the Administrative Apparatus such as the lack of responsiveness of the Administrative Apparatus in understanding consumer psychology, the large amount of workload that is carried out in a little bit of time and the supporting infrastructure is inadequate and lack of personel.

scholarly journals Effect modification by workplace social capital on the association between depression and workplace and family stress: the Japanese civil servant study

2021 ◽  
Vol 21 (1) ◽  
Author(s):  
Nobue Nakahori ◽  
Michikazu Sekine ◽  
Takashi Tatsuse ◽  
Masaaki Yamada
Keyword(s):  
Social Capital ◽  
Odds Ratio ◽  
Mental Health Problems ◽  
Family Stress ◽  
Working Hours ◽  
Civil Servants ◽  
Working Environment ◽  
Men And Women ◽  
Related Stress ◽  
Workplace Social Capital

Abstract Background Mental health problems among workers have become an issue in Japan. The working environment for civil servants is becoming excessively stressful, and there is a need to prevent the onset of depression. In addition to stress at the workplace and at home, social capital has been reported as a factor associated with depression. This study examined whether workplace social capital reduces the association between depression and work-related stress or depression and home-related stress. Methods A total of 3015 Japanese civil servants (1867 men and 1148 women) from Toyama Prefecture were included in this study. Data on depression and workplace social capital, work status, work stress, work–life balance, and physical health were collected. Results The odds ratio for depression was higher for both men and women with low workplace social capital. For those with low workplace social capital, the adjusted odds ratio for depression was 2.93 (95% confidence interval [CI], 2.16–3.98) for men and 2.46 (95% CI, 1.74–3.49) for women. After adjusting for workplace social capital, the associations between depression and low job position, low job support, and moderate family–to–work conflict declined in men and were no longer significant. For women, the strength of the association between depression and unmarried status along with moderate control at work decreased and also lost significance. When the ORs for depression were stratified by high and low workplace social capital and compared with the ORs before stratification, the ORs for depression of long working hours and work–to–family conflict increased for both men and women in the low workplace social capital group. Conclusions Workplace social capital mitigated the effect of workplace and family stress leading to depression in both men and women.

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