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2022 ◽  
Vol 9 (1) ◽  
pp. 100-107
Author(s):  
Sanrof Baskara Exaudi Simanungkalit ◽  
Sukaria Sinulingga ◽  
Iskandarini .

A government agency is an organization that is a group of people specially selected to carry out state duties as a form of service to the masses. This research aims to determine how much influence organizational culture, work motivation, and leadership style have on employee performance as a dependent variable of the Human Resources Development Agency (BPSDM) of Sumatera Utara Province. The research method used is descriptive analysis with a quantitative approach to all employees at BPSDM Sumatera Utara Province, amounting to 85 respondents. The analysis technique used is multiple linear regression with the SPSS program. Based on the calculation results obtained, the organizational culture, motivation, and leadership style partially and simultaneously influence employee performance. Organizational culture variables, work motivation and leadership style together contribute to employee performance 42%, and 58% other factors that contribute to employee performance. The leadership style variable is the variable with the strongest influence on performance with a coefficient value of 0.255. Keywords: Organizational culture, motivation, leadership style, performance, BPSDM.


2022 ◽  
Vol 11 (1) ◽  
pp. 280
Author(s):  
Thulani Andrew Chauke ◽  
Khashane Stephen Malatji

The rapid increase of poverty, crime, and unemployment in South Africa results in youth vulnerability. Youth not in employment, not in education, and not in training are most vulnerable to life setbacks, find it difficult dealing with criticism, rejection, and failure. Thus, youth workers responsible for the coordination of youth service programme need to design an autonomy-supportive programme that can prepare youth mentally before youth are placed in a youth development programme that seeks to enhance youth employability. The National Youth Development Agency in South Africa under the National Youth Service Programme has developed a mental toughness programme curriculum that NYS volunteers undergo before participating in youth skill development programme or community service programme for a minimum of five days. The aim of the study is to explore the impact of the Mental Toughness Programme on the positive development of youth through youth lived experience in the Western Cape Province, South Africa. This study made use of a qualitative research approach, non-probability sampling to sample eight youth who participated in the Mental Toughness Programme offered by the National Youth Development Agency. In this study, we recommend that the National Youth Development Agency knowledge and research division should conduct a longitudinal study that can evaluate the impact of the Mental Toughness Programme on positive youth development in South Africa. The National Youth Development Agency should revise the mental toughness programme curriculum in a way that the programme goes beyond five days and physical toughness should be cooperated in the curriculum to enhance social cohesion.   Received: 27 July 2021 / Accepted: 6 October 2021 / Published: 3 January 2022


2021 ◽  
Vol 16 (4) ◽  
pp. 749-762
Author(s):  
Dewi. EM. Sormin ◽  
Ronatio Afriani Lumban Tobing ◽  
Fenny Krisna Marpaung

This study aims to analyze the effect of WFH (work from home), Job Stress, and Competence on Employee Performance at the Research and Development Agency of Medan City. The method used is descriptive quantitative. The results of partial hypothesis testing obtained a count of 2.754 with a significant value of 0.007 <0.05. The value of count > table or 2.754 > 1.661, then the first hypothesis is accepted. Namely, WFH has a positive and significant effect on employee performance at the Medan City Research and Development Agency. Simultaneous test results obtained Fount 4.028 > Fable 2.70 with a significant number of 0.010 because the value of sig 0.010 <0.05, namely WFH, Work Stress, Competence, have a positive and significant impact on employee performance. The determination test obtained an adjusted R square value of 0.088, which means 8.8% described the variation of the independent variables WFH, Work Stress, and Competence.


2021 ◽  
Vol 9 (11) ◽  
pp. 164-174
Author(s):  
Dade Nurfalah ◽  
◽  
Esmi Tsalsa Sofiawati ◽  
Lidya Natalia Sartono ◽  
Moh. Supendi ◽  
...  

Employee job involvement is critical in an organization, especially when it comes to increasing organizational effectiveness and improving organizational performance. Similarly, employee engagement involves a sense of emotional involvement from within the employee, which ultimately increases the organizations effectiveness. The objective of the research is to obtain information about the influence of job involvement and employee engagement on organizational effectiveness. In this study, the researcher attempt to study how this job involvement influences organizational effectiveness, how employee engagement influences organizational effectiveness, and how this job Involvement has indirect influence is mediated by employee engagement. The research was conducted on all employees of the Human Resource Development Agency of Indonesias Tourism Ministry of Indonesia by using a survey method with path analysis applied in testing the hypothesis. The number 86 employees as the sample was selected by using the Slovin formula. From the results structural equation modeling the researcher finds a significant influence of job involvement on organizational effectiveness, and significant influence of employee engagement on organizational effectiveness, and also the indirect influence of job Involvement on organizational effectiveness mediated by employee engagement of the employee of Human Resource Development Agency of Indonesias Tourism Ministry of Indonesia.


2021 ◽  
Author(s):  
◽  
Retisa Mutiaradevi

<p>This research investigates organisational readiness for implementing organisational elearning systems (OES) in the Forestry Research and Development Agency (FORDA) of Indonesia. The study measures the level of organisational readiness for OES implementation at FORDA; and determines factors that need to be addressed in order to implement successful OES at FORDA, in a context with no prior OES knowledge. A mixed-methods approach was employed in this study. A cross-sectional survey was delivered in two forms: online and paper-based. The survey sample consisted of 288 employees of FORDA (policy makers, researchers, research assistants, and general employees). Statistical measures - reliability analysis, factor analysis, and multiple regression - were conducted using SPSS version 16.0. As a complementary method, 12 semi-structured interviews were conducted with 12 policy makers at FORDA. A comprehensive organisational e-learning readiness instrument (COERI) was developed to assess the level of organisational readiness for OES from the perspective of all target respondents (policy makers, e-learning providers, facilitators, and learners). The study proposes twelve readiness dimensions: technological skills; positive online learning style; negative online learning style; equipment/infrastructure; attitude; human resources; environmental; positive cultural; negative cultural; financial affordability; financial availability; and financial possibility.  Overall, to implement successful OES at FORDA the results show that only five areas are ready but need a few improvements (equipment/infrastructure, attitude, environment, positive online culture, and financial availability); five areas are not ready of which three areas need some improvements (technological skills, positive online learning style, and human resources), and two areas need major improvements (financial affordability and financial possibility). Factors that affect organisational readiness and need to be developed further in order to implement successful OES are: personal characteristics (age, education, gender, and computer experience), Internet access, central support, finance, environment, face-to-face contact, human resources capacity, English proficiency, and prior e-learning knowledge. Further exploration is required to achieve a more reliable instrument and to improve the applicability of COERI to similar research contexts.</p>


2021 ◽  
Author(s):  
◽  
Retisa Mutiaradevi

<p>This research investigates organisational readiness for implementing organisational elearning systems (OES) in the Forestry Research and Development Agency (FORDA) of Indonesia. The study measures the level of organisational readiness for OES implementation at FORDA; and determines factors that need to be addressed in order to implement successful OES at FORDA, in a context with no prior OES knowledge. A mixed-methods approach was employed in this study. A cross-sectional survey was delivered in two forms: online and paper-based. The survey sample consisted of 288 employees of FORDA (policy makers, researchers, research assistants, and general employees). Statistical measures - reliability analysis, factor analysis, and multiple regression - were conducted using SPSS version 16.0. As a complementary method, 12 semi-structured interviews were conducted with 12 policy makers at FORDA. A comprehensive organisational e-learning readiness instrument (COERI) was developed to assess the level of organisational readiness for OES from the perspective of all target respondents (policy makers, e-learning providers, facilitators, and learners). The study proposes twelve readiness dimensions: technological skills; positive online learning style; negative online learning style; equipment/infrastructure; attitude; human resources; environmental; positive cultural; negative cultural; financial affordability; financial availability; and financial possibility.  Overall, to implement successful OES at FORDA the results show that only five areas are ready but need a few improvements (equipment/infrastructure, attitude, environment, positive online culture, and financial availability); five areas are not ready of which three areas need some improvements (technological skills, positive online learning style, and human resources), and two areas need major improvements (financial affordability and financial possibility). Factors that affect organisational readiness and need to be developed further in order to implement successful OES are: personal characteristics (age, education, gender, and computer experience), Internet access, central support, finance, environment, face-to-face contact, human resources capacity, English proficiency, and prior e-learning knowledge. Further exploration is required to achieve a more reliable instrument and to improve the applicability of COERI to similar research contexts.</p>


2021 ◽  
Vol 5 (2) ◽  
pp. 98
Author(s):  
I Gde Adi Suryawan Wangiyana

Bio-induction on the branch of agarwood tree (Gyrinops versteegii) is a good alternative method to increase resin productivity. The aim of this research is to applied bio-induction on the branch of G. versteegii with different diameters. Different branch diameter was the treatment on this research including branch 1 (diameter 70 mm ± 5 mm), branch 2 (85 mm ± mm), branch 3 (100 mm ± mm). Fusarium solani isolate of Institute for Technology Research and Development of Non-Timber Forest Product was used as a bio-induction agent. This isolate was cultured on bean sprout broth media for 28 days. Bio-induction was carried using standard procedure developed by Forest Research and Development Agency. Observation of the result conducted 3 months after bio-induction. There were 3 parameters of bio-induction result including resin area production, discoloration in form of browning on branch, and fragrance level of resin. Branch 2 has the largest resin area production. However, branch 3 has the highest score of browning and fragrance level. This result indicated a correlation between browning on branch and fragrance level quality. It could be concluded that bio-induction on larger branch diameter could produce higher productivity of resin, especially on browning and fragrance level parameter


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