Safety Awareness at Sea: Perspectives from Marine Unit, Royal Malaysian Custom Department

Law enforcement officers face many dangerous and stressful situations in the line of duty. Some, such as gun violence, are obvious; other dangers (e.g., fatalities while working at sea) are hidden but common and can hinder officer performance. Officer performance is also affected by training and other factors. This article uses best-practice research to examine the relationship between safety culture, safety training, employee involvement, and safety awareness at the workplace, specifically to law enforcement employees working at sea. Safety awareness considered a vital element in every organization to enhance their employees’ performance. Quantitative research methodology was applied to examine the relationship between independent variables and dependent variable. The questionnaire are divided into five sections, covering demographic factors, safety culture, marine safety training, employee involvement, and safety awareness at the workplace. A total of 30% of 550 employees from the Marine Unit of the Royal Malaysian Customs Department were selected randomly as respondents. This study indicates that safety culture, safety at sea training, and employee involvement have a significant positive relationship to safety awareness at the workplace. A recommendation is then offered for law-enforcement safety management that can apply to the Marine Enforcement Unit of Royal Malaysian Customs to eliminate accidents, injuries, and fatalities at sea in the marine enforcement profession. The Marine Customs law enforcement professionals may benefit from studying the safety practices and safety management systems implemented in other high-risk professions to develop more effective programs that prioritize safety and mitigate risk in the workplace, especially safety at sea. The high-risk environment and nature of work conducted by Marine Customs law enforcement officers demand a holistic and dedicated approach to safety to reduce fatalities and injuries throughout the profession.

Tingkat Partisipasi Anggota Kelompok Tani di Kampung Sayur Bausasran Kecamatan Danurejan Kota Yogyakarta

This research aimed to (1) analyze participation rate of farmer group members in Kampung Sayur Bausasran, and (2) analyze the influence of factors such as education level, main ocupation, vegetable farming experience, extension officer performance and Government facilitation towards the participation of farmers group members in Kampung Sayur Bausasran. Research implementation method used was quantitative method with descriptive approach. Method of determining the research location used was purposive method namely in Kampung Sayur Bausasran, Danurejan, Yogyakarta. Sample taking method used was proportional cluster random sampling method. Data type used in this research are primary and secondary data. Data collecting method were by taking interview, documentation and observation. To analyze the influence of factors such as education level, main livelihood, vegetable farming experience, extension officer performance and Government facilitation towards farmers group member, multiple linear regression analysis was used. This research result showed that (1) participation rate of famer group member in Kampung Sayur Bausasran was high, and (2) factors such as education level, main ocupation, vegetable farming experience, extension officer performance, and Government facilitation significantly affected the participation rate of famer group members in Kampung Sayur Bausasran.

Considering Objective and Subjective Measures for Police Use of Force Evaluation

In spite of significant interest in the application of police use of force (UOF) from organisations, researchers, and the general public, there remains no industry standard for how police UOF is trained, and by extension, evaluated. While certain UOF behaviours can be objectively measured (e.g., correct shoot/no shoot decision making (DM), shot accuracy), the subjective evaluation of many UOF skills (e.g., situation awareness, SA) falls to the discretion of individual instructors. The aim of the current brief communication is to consider the operationalisation of essential UOF behaviours as objective and subjective measures, respectively. Using longitudinal data from a sample of Canadian police officers (n = 57) evaluated during UOF training scenarios, we discuss how objective and subjective measures reflect changes in officer performance over time. Objective lethal force DM was measured as a binary ‘correct–incorrect’ outcome and subjective SA was measured on a 5-point Likert scale ranging from ‘unacceptable’ to ‘exceptional’. Subjective evaluation of SA demonstrated significant changes over time, while DM remained relatively high and stable. Given the practical and professional implications of UOF, we recommend that a combination of objective and subjective measures is systematically implemented at all stages of police UOF training and evaluation (i.e., basic, advanced, in-service).

The Influence of Organizational Culture on Organizational Commitment and Job Satisfaction to Improve the Officer Performance Assigned In Boven Digoel Regency

The research objective is to analyse the effect of organizational culture on employee performance with the mediation of the variable organizational commitment and job satisfaction. Data analysis in this research is quantitative using a path analysis model (Path) with the help of Smart PLS Software version 3.2 .8. The results found that organizational culture had a positive and significant effect on organizational commitment and job satisfaction. Interestingly, it indicates an insignificant effect on employee performance. Organizational commitment and job satisfaction both show a significant positive effect on employee performance. For testing the indirect effect is found empirical facts that organizational culture has a significant positive effect on employee performance if mediated by organizational commitment. The organizational culture does not have a significant positive effect on employee performance if mediated by job satisfaction.

The Mediating Role of Job Satisfaction in the Development of Officer's Performance

This study aims to examine the effect of the work environment, compensation on job satisfaction, and officer performance. This research was conducted in eight Public Health Centers in Pinrang Regency with a population of 322 people; researchers took 220 people as samples. This research method uses regressive research with a quantitative approach. The technique of collecting data by making observations with the media questionnaire. The method of analysis uses inferential statistics with a parametric data type and uses Structural Equation Modeling (SEM). The results showed that the work environment variable on employee performance had a positive and significant effect because it had t-value = 2.97 > 1.96 (t-table). Likewise, the work environment on job satisfaction has at-value = 2.31> 1.96 (t-table) which means that the work environment has a positive and significant effect on job satisfaction. The work environment on employee performance mediated by job satisfaction also has a significant effect with t-value = -2.32> 1.96 (t-table). However, the compensation variable on employee performance shows no and significant effect because the t-value = 0.00 <1.96 (t-table). The compensation variable on job satisfaction has a positive and significant effect with t-value = 2.97> 1.96 (t-table). Likewise, the compensation variable on employee performance with job satisfaction as a mediating variable has at-value = 3.36> 1.96 (t-table) which means that positive job satisfaction mediates the relationship between compensation and employee performance. With t-value = -2.73> 1.96 (t-table), so it can be interpreted that the job satisfaction variable has a positive and significant effect on officer performance.

Proactive policing in the United States: a national survey

PurposeTo measure the practice and management of proactive policing in local American police agencies and assess them in comparison to recommendations of the National Academies of Sciences (NAS) Committee on Proactive Policing.Design/methodology/approachA survey was conducted with a national sample of American police agencies having 100 or more sworn officers to obtain detailed information about the types of proactive work that officers engage in, to quantify their proactive work and to understand how the agencies measure and manage those activities. Responding agencies (n = 180) were geographically diverse and served populations of approximately half a million persons on average.FindingsProactivity as practiced is much more limited in scope than what the NAS envisions. Most agencies track only a few forms of proactivity and cannot readily estimate how much uncommitted time officers have available for proactive work. Measured proactivity is mostly limited to traffic stops, business and property checks and some form of directed or general preventive patrol. Many agencies have no formal policy in place to define or guide proactive activities, nor do they evaluate officer performance on proactivity with a detailed and deliberate rubric.Originality/valueThis is the first national survey that attempts to quantify proactive policing as practiced broadly in the United States. It provides context to the NAS recommendations and provides knowledge about the gap between practice and those recommendations.

Application of Calculation of Ranking Funding Officer at the Bank(Aplikasi Perhitungan Rangking Funding Officer Pada Bank)

Bank is a business entity that collects funds from the public in the form of deposits and distributes them to the public in the form of credit and or other forms. To raise funds, bank officers are known as funding officers who have the main task of collecting funds in the form of savings, current accounts and deposits. Generally banks already have monitoring tools, dashboards and reports on the achievement of funds, but these tools do not yet present a ranking for funding officers. One of the things needed to support the improvement of funding officer performance is the making of individual ranking, for that purpose an application for ranking calculation is made using the PHP programming language whose data is sourced from existing monitoring tools, it is hoped that this application can help the relevant part to accelerate presentation of individual ranking of funding officers.