The Work, Roles, and Functions of the District Office Divisions

Men’s professional work roles require different attributes according to the gender-typicality of their occupation (female- versus male-dominated). We predicted that levels of men’s strain and job satisfaction would be predicted by levels of self-ascribed instrumental and expressive attributes. Therefore, we tested for positive effects of instrumentality for men in general, and instrumentality in interaction with expressiveness for men in female-dominated occupations in particular. Data were based on a survey of 213 men working in female-dominated occupations and 99 men working in male-dominated occupations. We found instrumentality to be negatively related to men’s strain and positively related to their job satisfaction. We also found expressiveness of men in female-dominated occupations to be related to reduced strain when instrumentality was low. This suggests it is important for men to be able to identify highly with either instrumentality or expressiveness when regulating role demands in female-dominated occupations.

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Women's changing work roles: Impact on health, family, and public policy.

American Psychologist ◽

10.1037/0003-066x.44.11.1389 ◽

1989 ◽

Vol 44 (11) ◽

pp. 1389-1393 ◽

Cited By ~ 26

Author(s):

Karen A. Matthews ◽

Judith Rodin

Keyword(s):

Public Policy ◽

Work Roles

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Developing dynamic work roles using Jaccard indices of competency data

PsycEXTRA Dataset ◽

10.1037/e518712013-348 ◽

2003 ◽

Author(s):

Casey M. Mulqueen ◽

Thomas A. Stetz ◽

Jeffrey M. Beaubien ◽

Brian J. O'Connell

Keyword(s):

Work Roles ◽

Dynamic Work

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Model Kurikulum Pendidikan Pra Nikah Untuk MembentukKeluarga Sakinah: Studi Impelementasi Surat Edaran Dirjen Bimas Islam No. DJ.II/491 Tahun 2009 Tentang Kursus Calon Pengantin di Kantor Urusan Agama Karawang

Ta dibuna Jurnal Pendidikan Islam ◽

10.32832/tadibuna.v5i1.585 ◽

2016 ◽

Vol 5 (1) ◽

pp. 84

Author(s):

Munir Huda ◽

Ulil Amri Syafri ◽

Didin Hafidhuddin ◽

Irfan Syauqi Beik

Keyword(s):

Director General ◽

Premarital Education ◽

Domestic Life ◽

Model Curriculum ◽

District Office ◽

Reference Implementation ◽

The Republic ◽

Stock Of Knowledge ◽

Harmonious Family

Marriage is one of Allah's command execution. and the Sunnah of Muhammad SAW. However, very few people know about it. For the Ministry of Religious Affairs of the Republic of Indonesia through the District Office of Religious Affairs has been providing services courses bride is the provision of a stock of knowledge, understanding and skills of the domestic life / family. The bride is the basis of the convening of the course; Regulation of the Director General of Islamic Community Guidance No. DJ.II / 491 in 2009. The conclusion that the implementation of the course curriculum bride in Karawang Religious Affairs Office has not carried out systematically. This is due to the lack of a model or guide that can be used as a reference implementation. Therefore, to address this problem researchers offer a model curriculum-based lessons bride harmonious family to KUA in Karawang. Through the Model Curriculum bid is expected to be used as reference or guidance in implementing the premarital education in the Office of Religious Affairs Karawang.Keyword: sakinah family, curriculum, prewedding

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The influence of extrinsic motivation and work experience on employee performance (Case study in the Serang Baru Sub-district, Bekasi District)

The Management Journal of Binaniaga ◽

10.33062/mjb.v5i2.387 ◽

2020 ◽

Vol 5 (02) ◽

pp. 167

Author(s):

Nur’enny Nur’enny ◽

Rahmat Hidayat

Keyword(s):

Work Experience ◽

Extrinsic Motivation ◽

Employee Performance ◽

Linear Equations ◽

Test Reliability ◽

Coefficient Of Determination ◽

District Office ◽

Normality Test ◽

Observation Methods ◽

Saturated Sample

This study aims to obtain information about extrinsic motivation and work experience and its effect on employee performance in the Serang Baru District Office. This study uses a saturated sample so that the population is the same as the sample of 80 employees, at the Serang Baru District Office. The method used is validation test, reliability test, then classical assumption test, which includes normality test and multicollinearity, as well as heteroscedasticity test, multiple linear analysis test, multiple linear equations, F test, coefficient of determination, and t test. The data of this research used observation methods and questionnaires distributed to 80 samples which were addressed to employees of the Serang Baru District Office. Based on the results of research and discussion, it can be concluded: 1) Extrinsic motivation does not affect employee performance because employees are willing to work more than expected regardless of extrinsic motivation or not. 2) Employee performance is strongly influenced by work experience. The more experience, they get while working, the more knowledge they will get. 3) Employee performance will be better with the support of experienced employees so as to increase the level of output produced. Keywords: Employee Performance, Extrinsic Motivation, Work Experience

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KINERJA APARATUR SIPIL NEGARA STUDI KASUS KANTOR KECAMATAN MOROTAI SELATAN KABUPATEN PULAU MOROTAI

AS-SIYASAH: Jurnal Ilmu Sosial Dan Ilmu Politik ◽

10.31602/as.v4i1.2336 ◽

2019 ◽

Vol 4 (1) ◽

pp. 8

Author(s):

Ibnu Kanaha

Keyword(s):

Work Performance ◽

Working Hours ◽

The South ◽

Job Descriptions ◽

Improve Performance ◽

District Office ◽

Use Of Time ◽

State Apparatus ◽

The Right ◽

Depth Interviews

The purpose of this study was to determine the performance of employees (ASN) in the South Morotai District office. The form of this research is descriptive qualitative, with data collection techniques through observation and in-depth interviews with the subdistrict head, subdistrict head secretary, employees, and the community. This study concluded that employees at the South Morotai District Office were not disciplined in terms of time, both when they entered the office and after working hours. Employees are not able to make the best use of time to do productive work to improve performance. employees generally do not know and understand their respective fields of duty. The concept of the right man in the right place is not applied in the placement of employees. Performance evaluation of employees at the South Morotai District Office is difficult because of unclear job descriptions and division of tasks for the state apparatus. This causes the work performance is not measurable both in quality and quantity..

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KAJIAN FAKTOR-FAKTOR DALAM PROSES PEMBANGUNAN DESA DI ERA OTONOMI DAERAH DI KECAMATAN SINONSAYANG

AGRI-SOSIOEKONOMI ◽

10.35791/agrsosek.11.2a.2015.9231 ◽

2015 ◽

Vol 11 (2A) ◽

pp. 13

Author(s):

Mareine Warouw ◽

Ricky Leonardus Rengkung ◽

Paulus Adrian Pangemanan

Keyword(s):

Rural Development ◽

Community Involvement ◽

Secondary Data ◽

Primary Data ◽

Meat Production ◽

Average Amount ◽

District Office ◽

Regional Autonomy ◽

Administrative Services ◽

Energy Assistance

The purposes of this research are: 1) describes the process of rural development in Sub Sinonsayang; 2) examine the factors in the development process of regional autonomy era village in the district of South Minahasa regency Sinonsayang. The method used in a descriptive study using a quantitative approach, among others, using a Likert scale, ie research which is then processed and analyzed to be concluded, using primary and secondary data. Primary data is data obtained directly in the field through direct interviews with respondents. Secondary data were obtained from the District Office and the Central Bureau of Statistics Sinonsayang South Minahasa District. The results showed that: first, the process of rural development in Sub Sinonsayang starting from the planning, implementation and maintenance of development. while the second: 1) factor of natural resources which consists of land owned by the community, the results and the types of commodity crops, and the number of livestock and meat production of commodity fish catches with the overall average amount is 2.59 and included in the category "large enough"; 2) human resources consisting of level of education completed and ability or skill that people have shown an average of 2.72, and these results are categorized as "good enough"; 3) economy consists of taxes and incomes gained an average of 3.5, and are categorized as "good"; 4) public services which consist of services in the realization of development, the service performance of the apparatus, the timeliness of administrative services, facilities and infrastructure availability services overall average of 3.9, including the category of "good"; 5) community participation that includes community involvement in rural development through meeting attendance, willingness to provide energy assistance, money, materials, and maintenance and keep construction with an average of 4.7, and are categorized as "very good".

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