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All Journal Jurnal Kebijakan Publik Journal of Humanity JURNAL EKOLOGI BIROKRASI Dinamika : Jurnal Ilmiah Ilmu Administrasi Negara PARETO : Jurnal Ekonomi dan Kebijakan Publik Community Development Journal: Jurnal Pengabdian Masyarakat JEKKP (JURNAL EKONOMI, KEUANGAN DAN KEBIJAKAN PUBLIK) JURNAL KEBIJAKAN PUBLIK East Asian Journal of Multidisciplinary Research (EAJMR) Formosa Journal of Applied Sciences (FJAS) Jurnal Pengabdian Pada Masyarakat Nanggroe: Journal Of Scholarly Service Jurnal Informasi Pengabdian Masyarakat Jurnal Administrasi Publik Papua Nanggroe: Journal of Scholarly Service

Yosephina Ohoiwutun

Universitas Cenderawasih

Author-ID : 3332742

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IMPLEMENTASI LIMA NILAI BUDAYA KERJA KEMENTERIAN AGAMA DALAM MENINGKATKAN KINERJA PEGAWAI (Studi komparatif Pada Kantor Kementerian Agama Kabupaten Jayapura dan Kantor Kementerian Agama Kota Jayapura) LUKSEN JEMS MAYOR; AKBAR SILO; YOSEPHINA OHOIWUTUN
Jurnal Administrasi Publik Papua Vol 1, No 2 Jun (2022)
Publisher : Jurnal Administrasi Publik Papua

ABSTRAKPenelitian ini bertujuan untuk menganalisis dan mendeskripsikan bagaimana Implementasi Lima Nilai Budaya Kerja Kementerian Agama Dalam Meningkatkan Kinerja Pegawai Pada Kantor Kementerian Agama Kabupaten Jayapura dan Kantor Kementerian Agama Kota Jayapura dan menganalisis dan mendeskripsikan faktor-faktor apa saja yang mendukung dan menghambat Implementasi Lima Nilai Budaya Kerja Kementerian Agama Dalam Meningkatkan Kinerja Pegawai Pada Kantor Kementerian Kabupaten Jayapura dan Kantor Kementerian Agama Kota Jayapura. Jenis penelitian penelitian kualitatif yang bersifat komparatif. Teknik pengumpulan data dilakukan melalui wawancara, observasi, dan dokumentasi. Teknik analisis data meliputi tahap reduksi data, tampilan data, kesimpulan dan verifikasi. Hasil penelitian Kantor Kementerian Agama Kabupaten Jayapura dalam penerapan Lima Nilai Budaya Kerja pada umumnya telah dilaksanakan dengan baik dan variabel kinerja pegawai yang yang perlu mendapat perhatian adalah kecepatan kerja pegawai dalam meyelesaikan tugas dan pekerjaannya sehari-hari. Sementara indikator kualitas kerja, komunikasi, kemampuan bekerja dan inisiatif agar perlu terus dipertahankan bahkan ditingkatkan lagi. Dan Kantor Kementerian Agama Kota Jayapura dalam penerapan Lima Nilai Budaya Kerja khususnya pada profesionalitas pegawai perlu dibenahi dan ditingkatkan lagi. Sementara penerapan nilai integritas, inovasi, tanggung jawab dan keteladanan yang selama ini sudah berjalan dengan baik perlu dipertahankan bahkan ditingkatkan terus. Sementara untuk variable kinerja pegawai yang yang perlu mendapat perhatian adalah kemampuan kerja pegawai untuk terus ditingkatkan.Kata Kunci: Lima Budaya Kerja, Kinerja Pegawai ABSTRACTThis study aims to analyze and describe how the implementation of the Five Cultural Values of the Ministry of Religion in Improving Employee Performance at the Office of the Ministry of Religion of Jayapura Regency and the Office of the Ministry of Religion of Jayapura City and to analyze and describe what factors support and hinder the Implementation of the Five Cultural Values of the Ministry of Religion in Improving Employee Performance at the Office of the Ministry of Jayapura Regency and the Office of the Ministry of Religion of the City of Jayapura. This type of research is a comparative qualitative research. Data collection techniques were carried out through interviews, observation, and documentation. Data analysis techniques include data reduction, data display, conclusion and verification stages. The results of the research of the Office of the Ministry of Religion of Jayapura Regency in the application of the Five Values of Work Culture in general have been carried out well and the employee performance variable that needs attention is the speed of work of employees in completing their daily tasks and work. While indicators of work quality, communication, work ability and initiatives that need to be maintained and even improved. And the Office of the Ministry of Religion of the City of Jayapura in the application of the Five Work Cultural Values, especially in the professionalism of employees, needs to be addressed and improved again. Meanwhile, the implementation of the values of integrity, innovation, responsibility and example that have been going well so far needs to be maintained and even improved. Meanwhile, the employee performance variable that needs attention is the employee's work ability to continue to be improved.Keywords: Ministry of Religion's work culture, Employee Performance

PENGARUH DISIPLIN, MOTIVASI, DAN PENGALAMAN KERJA TERHADAP KINERJA PEGAWAI DINAS PERINDUSTRIAN, PERDAGANGAN, KOPERASI, UKM DAN TENAGA KERJA PROVINSI PAPUA INA MONALIZA TODINGBUA; YOSEPHINA OHOIWUTUN; RENIDA JOZELINA TOROBI
Jurnal Administrasi Publik Papua Vol 1, No 2 Jun (2022)
Publisher : Jurnal Administrasi Publik Papua

ABSTRAKTujuan dari penelitian ini adalah: 1) Untuk mengetahui dan menganalisas seberapa besar pengaruh antara disiplin terhadap Kinerja Pegawai ; 2) Untuk mengetahui dan menganalisas seberapa besar pengaruh antara motivasi terhadap Kinerja Pegawai ; 3) untuk mengetahui dan menganalisis pengaruh pengalaman kerja terhadap kinerja pegawai negeri sipil; 4) Untuk mengetahui dan menganalisa seberapa besar pengaruh antara disiplin, motivasi, dan pengalaman kerja terhadap Kinerja Pegawai pada Dinas Perindustrian, Perdagangan, Koperasi, UKM dan Tenaga Kerja Provinsi Papua. Metode yang digunakan adalah kuantitatif dengan analisis regresi berganda untuk mengetahui pengaruh masing-masing variabel yang mempengaruhi kinerja Pegawai Dinas Perindustrian, Perdagangan, Koperasi, UKM dan Tenaga Kerja Provinsi Papua. Penelitian dilakukan terhadap 162 orang Pegawai Dinas Perindustrian, Perdagangan, Koperasi, UKM dan Tenaga Kerja Provinsi Papua dan dilakukan selama 2 minggu dengan cara membagikan kuesioner. Hasil penelitian menunjukkan bahwa Disiplin Kerja berpengaruh positif dan signifikan terhadap kinerja pegawai Dinas Perindustrian, perdagangan, Koperasi, UKM dan Tenaga Kerja. Hal tersebut ditunjukkan dengan nilai thitung lebih besar dari ttabel, (4,342 > 1,975), atau sig < α (0.000 < 0.05), berarti variabel disiplin berpengaruh positif dan signifikan terhadap kinerja pegawai. Dengan demikian hipotesis pertama diterima. Motivasi kerja dan Pengalaman kerja berpengaruh positif dan signifikan terhadap kinerja karaywan. Hal itu ditunjukkan dengan motivasi kerja yang memiliki nilai thitung lebih besar dari ttabel, (3,077 > 1,975), atau sig < α (0.000 < 0.05), sehingga disimpulkan berpengaruh positif terhadap kinerja pegawai. Pengalaman kerja memiliki nilai thitung lebih besar dari ttabel, (6,504 > 1,975), atau sig < α (0.000 < 0.05), dimana artinya berpengaruh positif terhadap kinerja pegawai. Kontribusi berpengaruh pengalaman kerja bersifat positif terhadap kinerja pegawai.Kata kunci: Disiplin, Motivasi, Pengalaman Kerja dan Kinerja PegawaiABSTRACTThe purposes of this study are 1) To find out and analyze how much influence between disciplines on employee performance; 2) To find out and analyze how big the influence between motivation on employee performance; 3) to determine and analyze the effect of work experience on the performance of civil servants; 4) To find out and analyze how much influence discipline, motivation, and work experience have on employee performance at the Department of Industry, Trade, Cooperatives, SMEs and Manpower Papua Province. The method used is quantitative with multiple regression analysis to determine the effect of each variable that affects the performance of the employees of the Department of Industry, Trade, Cooperatives, SMEs, and Manpower of Papua Province. The study was conducted on 162 employees of the Office of Industry, Trade, Cooperatives, SMEs, and Manpower of Papua Province and was conducted for 2 weeks by distributing questionnaires. The results showed that Work Discipline had a positive and significant effect on the performance of the employees of the Department of Industry, Trade, Cooperatives, SMEs, and Manpower. This is indicated by the value of count greater than the table, (4,342 > 1,975), or sig < (0.000 < 0.05), meaning that the discipline variable has a positive and significant effect on employee performance. Thus the first hypothesis is accepted. Work motivation and work experience have a positive and significant effect on employee performance. This is indicated by work motivation which has a count value greater than the table, (3.077 > 1.975), or sig < (0.000 < 0.05), so it can be concluded that it has a positive effect on employee performance. Work experience has a count value greater than the table, (6.504 > 1.975), or sig < (0.000 < 0.05), which means that it has a positive effect on employee performance. Contributions that have a positive effect on work experience on employee performance.Keywords: Discipline, Motivation, Work Experience, and Employee Performance

IMPLEMENTASI KEBIJAKAN PROGRAM BANTUAN RUMAH LAYAK HUNI BAGI MASYARAKAT BERPENGHASILAN RENDAH (MBR) TAHUN 2021 DI KABUPATEN ASMAT MARTINI RASYID; YOSEPHINA OHOIWUTUN; RENIDA JOZELINA TOROBI
Jurnal Administrasi Publik Papua Vol 1, No 1 Feb (2022)
Publisher : Jurnal Administrasi Publik Papua

ABSTRAKIndonesia merupakan negara yang luas sehingga tentu saja tidak terlepas dari berbagai macam permasalahan sosial, salah satunya adalah kemiskinan. Kemiskinan adalah keadaan dimana terjadi kekurangan hal-hal yang biasa untuk dipunyai seperti makanan, pakaian, tempat berlindung dan air minum. Upaya yang dilakukan pemerintah untuk menekan angka kemiskinan dilakukan dengan berbagai macam upaya melalui kebijakan yang dirancang oleh pemerintah pusat maupun pemerintah daerah. Adapun program pemerintah yaitu melalui program bantuan rumah layak huni bagi Masyarakat Berpenghasilan Rendah (MBR). Dalam kajian ini untuk mengumpulkan data dan informasi digunakan metode deskriptif kualitatif, yang mana terfokus pada proses implementasi kebijakan program bantuan rumah layak huni bagi masyarakat berpenghasilan rendah (MBR) Tahun 2021 Di Kabupaten Asmat dan Kendala dalam implementasi kebijakan program bantuan rumah layak huni bagi masyarakat berpenghasilan rendah (MBR) Tahun 2021 Di Kabupaten Asmat. Teknik pengumpulan data menggunakan teknik pengumpulan data primer dan sekunder dimana sumber data primer diperoleh dari hasil wawancara langsung dengan pihak-pihak yang terkait, sedangkan sumber data sekunder menggunakan buku-buku, literatur dan dokumen lain yang relevan dengan masalah yang diteliti. Dari hasil penelitian yang dilakukan ini diperoleh kesimpulan bahwa proses Implementasi Kebijakan Program Bantuan Rumah Layak Huni Bagi Masyarakat Berpenghasilan Rendah (MBR) Tahun 2021 di Kabupaten Asmat berdasarkan pada fokus yaitu komunikasi, sumber daya, disposisi dan dan sistem birokrasi secara umum sudah berjalan dengan baik. Selain itu juga, dalam proses pelaksanaan pembangunan rumah layak huni di Kab. Asmat masih terdapat kendala-kendala diantaranya kelengkapan administrasi berupa KTP dan Kartu Keluarga, Kurangnya sumber daya manusia pada Bidang Perumahan Rakyat Dinas Perumahan Rakyat Kabupaten Asmat, Terjadi faktor kecemburuan antar masyarakat, Keterlambatan bahan/materil untuk pembangunan rumah layak huni dan Informasi yang lambat terkait bantuan karena jaringan komunikasi yang buruk.Kata Kunci: Kemiskinan, Implementasi Kebijakan, Bantuan Rumah Layak HuniABSTRACTIndonesia is a vast country so of course it cannot be separated from various kinds of social problems, one of which is poverty. Poverty is a situation where there is a shortage of things that are commonplace to have such as food, clothing, shelter and drinking water. Efforts made by the government to reduce poverty are carried out in various ways through policies designed by the central government and local governments. The government program is through the housing assistance program for Low-Income Communities (MBR). In writing this thesis, to collect data and information, a qualitative descriptive method was used, which focused on the process of implementing the policy for the 2021 livable housing assistance program for low-income communities (MBR) in Asmat and Kendala Districts in implementing policies for the housing assistance program for the community. low income (MBR) 2021 in Asmat Regency. The data collection technique uses primary and secondary data collection techniques where primary data sources are obtained from direct interviews with related parties, while secondary data sources use books, literature and other documents relevant to the problems studied. From the results of this research, it was concluded that the process of implementing the Policy for the 2021 Decent Housing Assistance Program for Low-Income Communities (MBR) in Asmat Regency based on the focus, namely communication, resources, disposition and the bureaucratic system in general has been going well. In addition, in the process of implementing the construction of livable houses in Kab. Asmat there are still obstacles including administrative completeness in the form of ID cards and Family Cards, Lack of human resources in the Public Housing Sector of the Public Housing Service of Asmat Regency, There is a factor of jealousy between communities, material delays for the construction of livable houses and slow information related to assistance. due to poor communication network.Keywords: Poverty, Policy Implementation, Housing Assistance

OPTIMALISASI FUNGSI PENGAWASAN DEWAN PERWAKILAN RAKYAT DAERAH (DPRD) DALAM MEWUJUDKAN TATA KELOLA PEMERINTAHAN YANG BAIK DI KABUPATEN TELUK WONDAMA ANDY NIKOLAS RAWAR; AKBAR SILO; YOSEPHINA OHOIWUTUN
Jurnal Administrasi Publik Papua Vol 1, No 2 Jun (2022)
Publisher : Jurnal Administrasi Publik Papua

ABSTRAKPenelitian ini bertujuan untuk memperoleh gambaran optimalisasi fungsi pengawasan Dewan Perwakilan Rakyat Daerah (DPRD) serta faktor pendukung dna penghambat Dalam Mewujudkan Tata Kelola Pemerintahan Yang Baik di Kabupaten Teluk Wondama. Jenis penelitian ini adalah deskriptif kualitatif. Sumber data yang digunakan meliputi data primer dan data sekunder. Informasn sebanyak 6 orang. Teknik pengumpulan data menggunakan pedoman wawancara dan dianalisis menggunakan data kualitatif. Hasil penelitian diperoleh bahwa optimalisasi pengawasan DPRD Kabupaten Teluk Wondama melingkupi pengawasan terhadap pelaksanaan Perda dan peraturan perundang-undangan lainnya, peraturan Kepala Dearah, APBD, kebijakan pemerintah dalam melaksanakan program pembangunan daerah dan DPRD Kabupaten Teluk Wondama juga bertanggungjawab melakukan pengawasan terhadap layanan publik. Pengawasan yang dilakukan antara lain tindakan perbaikan secara adminsitrasi misalnya pembuatan raperda baru, Penghentian proyek maupun program. Untuk pengawasan lapangan DPRD Kabupaten Teluk Wondama juga turun ke lokasi pekerjaan untuk memastikan pekerjaan sudah dilaksanakan sesuai dengan perencanaan dan peraturan. Faktor pendukung dan penghambat optimalisasi karena DPRD berasal dari partai politk sehingga fungsi pengawasan dewan selalu sibuk dalam mengurusi urusan partai politik, belum mampu mengoptimalkan fungsi pengawasan keterbatasan kualitas Sumber daya manusia, terbatasnya fasilitas dan sarana. Tetapi untuk meminimalisasikan suatu penghambat DPRD Kabupaten Teluk Wondama memiliki suatu perangkat komisi sesuai bidangnya yang di optimalkan untuk melakukan pengawasan, Selain itu juga adanya pengawasan lembaga intern dari pemerintah pusat seperti Badan pengawas keuangan dan pembangunan (BPKP) dan Badan Pengawas Daerah (BAWASDA) yang merupakan lembaga intern yang membantu DPRD dalam Pemeriksaan keuangan daerah.Kata Kunci: Optimalisasi, Pengawasan, DPRD, Kabupaten Teluk WondamaABSTRACTThis study aims to obtain an overview of the optimization of the supervisory function of the Member of the People’s Legislative Assembly as well as the supporting and inhibiting factors in Realizing Good Governance in Teluk Wondama Regency. This type of research is descriptive qualitative. Sources of data used include primary data and secondary data. Information as many as 6 people. Data collection techniques used interview guidelines and analyzed using qualitative data. The results showed that the optimization of the supervision of the Teluk Wondama Regency member of the People's Legislative Assembly includes supervision of the implementation of regional regulations and other laws and regulations, regional head regulations, APBD, government policies in implementing regional development programs and the Teluk Wondama Regency member of the People's Legislative Assembly is also responsible for supervising Public services. The supervision carried out includes administrative corrective actions such as the making of a new regional regulation, termination of projects and programs. For field supervision, the DPRD of Teluk Wondama Regency also went to the work site to ensure that the work had been carried out in accordance with the plans and regulations. Supporting and inhibiting factors for optimization are because member of the People's Legislative Assembly. comes from political parties so that the supervisory function of the council is always busy in dealing with the affairs of political parties, has not been able to optimize the supervisory function, limited quality of human resources, limited facilities and facilities. However, to minimize an obstacle, the DPRD Teluk Wondama Regency has a commission set according to its field which is optimized to carry out supervision. In addition, there is supervision of internal institutions from the central government such as the Financial and Development Supervisory Agency and the Regional Supervisory Agency which are the an internal institution that assists the DPRD in regional financial audits.Keywords: Optimization, Supervision, Provincial Legislatives Council, Wondama Bay Regency

Co-Authors AKBAR SILO Akbar Silo AKBAR SILO Aldrin Watson Gainau Alexander Phuk Tjilen ANDY NIKOLAS RAWAR Beatus Tambaip Beautus Tambaip Bunga Umaiyah Pratiwi Chalvyn Silasa Pakidi Claudia Conchita Renyoet Dorthea Renyaan Gustaf Griapon Hana S. Hikoyabi Herman Ick Hiskia C.M Sapioper Hiskia C.M Sapioper Ilham, Ilham INA MONALIZA TODINGBUA Jackson Yumame Johni Robert Verianto Korwa Karel Wopari Kristhina R.I. Luluporo Kristofol Kendi, Ibrahim LUKSEN JEMS MAYOR Made Selly Dwi Suryanti Marcelino Latukolan Marsuki Marsuki Marthen A.I. Nahumury MARTINI RASYID Melda Sokoy Muttaqin, M. Zaenul Nur Aedah Nur Jalal Okto Irianto Pande Made Dharma Sanjaya Pulung Riyanto RENIDA JOZELINA TOROBI Riska Dwi Prihandayani Riska Dwi Prihandayani Ruloff Fabian Yohanis Waas Samel Watina Ririhena Sarce S. Kreeuw Sriyono Sriyono Surdaningsih Surdaningsih Syahruddin Syahruddin Untung Muhdiarta Usman Idris Vience Tebay Vince Tebay Yafet Magai Yohanis Momot Yosephus Yacobus David

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