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"Innovation is needed to preserve local culinary clover as a culinary ingredient which becomes one of the elements of the tourist attraction. With the momentum of healthy lifestyle trend in Surabaya, a beverage product is created from local ingredient in surabaya. A clover known in Latin as Marsilea Crenata is usually used as a Pecel Semanggi. Marsilea Crenata is known as herbal medicine. It used to cure sore throat, sprue, and fever. It contains high isoflavones. The herbal drink is created by producing clover powder through the stages of drying using dehydrator. The herbal beverage is produced through experimental stages with dry mix and crystallization method. Sensory test is used to discover about the taste, aroma, color, and texture of the herbal drink. They are acceptable and 53.3% of panelists like it. Nutrition test is conducted in Balai Riset dan Standardisasi Industri Surabaya to discover the nutrition facts of the herbal drink. The herbal drink contains of 20,62% ash, 7,31% sugar, 1,16% protein, 6,15% carbohydrate, and energy 38,96 kcal/100 g. In further research other methods can be used such as vacuum drying or freeze drying so that the vitamin content is keep remain. The clover leaf utilization can be optimized by producing an instant herbal drink water clover. Thus teh Kampung Semanggi as one of tourist destinations deserves to receive more attention, particularly from the government."

"Rakyat sering kali tidak diuntungkan karena pembentukan suatu undang-undang. Beberapa peristiwa seperti keributan pembentukan Undang-Undang Cipta Kerja, pelemahan KPK melalui pengubahan Undang-Undang Komisi Pemberantasan Korupsi, sampai pada pembentukan Undang-Undang Ibu Kota Negara menjadi kabar buruk yang tidak dikehendaki oleh rakyat. Semua itu tercipta karena rakyat tidak memiliki sarana atau porsi lebih dalam pembentukan suatu undang-undang. Menanggulangi hal tersebut sistem referendum dapat menjadi salah satu opsi solusi. Referendum yang dimaksud adalah pemberian persetujuan oleh rakyat terhadap pembentukan suatu undang-undang. Melalui jajak mendapat rakyat memberikan jawaban iya (menyetujui) atau tidak (menolak) undang-undang yang telah dibentuk atas persetujuan bersama DPR dengan Presiden. Contoh paling memukau dari pelaksana referendum dengan jenis itu adalah negara Selandia Baru dan Swiss. Baik secara tradisi kenegaraan maupun kebudayaan kedua negara itu sudah mapan menggunakan referendum dalam kurun waktu sampai ratusan tahun. Bercermin dari kedua negara itu, referendum sebagai sarana persetujuan rakyat dalam pembentukan undang-undang di Indonesia bukanlah sesuatu hal yang mustahil bahkan menjadi suatu rekomendasi yang harus dipertimbangkan.

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People often do not benefit from law-making processes. Several events, such as the commotion over the law-making process of the Job Creation Law, the weakening of the KPK through the amendment of the Corruption Eradication Commission Law, to the establishment of the State Capital Law, became bad news that the people did not want. All this was created because the people did not have the means or more portion in the law-making processes. To overcome this, the referendum system can be one solution option. The referendum in question is giving approval by the people to the law-making process. Through the ballot, the people gave the answer yes (approved) or no (rejected) to the law that had been formed with the joint approval of the DPR and the President. The most striking examples of implementing this type of referendum are New Zealand and Switzerland. Both the state and cultural traditions of the two countries have been well established using referendums for hundreds of years. Reflecting on the two countries, a referendum as a means of people's approval in the law-making process in Indonesia is not something that is impossible and even becomes a recommendation that must be considered."

"Dibandingkan dengan generasi lainnya, karyawan milenial identik dengan tingkat kecenderungan turnover yang lebih tinggi. Meski begitu, adanya perilaku proaktif dalam mengubah aspek pekerjaan melalui job crafting diketahui dapat mempertahankan keberadaan karyawan pada pekerjaan. Tujuan dari penelitian ini yaitu untuk melihat hubungan antara job crafting dengan turnover intention yang dimediasi oleh keterikatan kerja pada karyawan milenial di Indonesia. Alat ukur yang digunakan pada penelitian ini, antara lain: Job Crafting Scale, UWES Short Version, dan Turnover Intention Scale. Partisipan dalam penelitian ini adalah karyawan generasi milenial (usia 24-40 tahun) dengan masa kerja minimal 1 tahun, dengan rincian 122 partisipan laki-laki dan 137 partisipan perempuan (N = 259). Melalui analisis regresi mediasi menggunakan Makro PROCESS oleh Hayes, ditemukan hasil bahwa keterikatan kerja memediasi sebagian hubungan antara job crafting dengan turnover intention. Hal ini menggambarkan jika job crafting dapat memberikan dampak secara langsung terhadap turnover intention (c' = .08, p < .05), namun juga dapat berdampak secara tidak langsung melalui adanya peran keterikatan kerja sebagai perantara (ab = -.14, p < .05).

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Millennials employees tend to have a higher level of turnover intention compared with other generations. However, employees that proactively craft their job was found to have a lower turnover intention. Therefore, this study aims to examine the relationship between job crafting and turnover intention mediated by work engagement among millennial employees in Indonesia. The instruments used in this study include Job Crafting Scale, UWES Short Version, and Turnover Intention Scale. Participants in this study were millennials employees (aged 24-40 years) with a minimum working period of 1 year, with details of 122 male participants and 137 female participants (N = 259). Through mediation regression analysis using the Macro PROCESS by Hayes, it was found that work engagement partially mediates the relationship between job crafting and turnover intention. This illustrates that job crafting can directly affect the turnover intention (c' = .08, p < .05), but also indirectly affect the turnover intention through work engagement as a mediator (ab = -.14, p < .05)."

"Dalam kondisi pandemi COVID-19, kebosanan kerja pada karyawan milenial merupakan hal yang sering terjadi. Kebosanan kerja dapat menimbulkan menurunnya kinerja kerja dan juga komitmen karyawan kepada perusahaan menurun. Hal tersebut tentunya akan berdampak kepada kinerja perusahaan dan kinerja karyawan. Tetapi, peneliti berargumentasi bahwa kebosanan kerja pada karyawan milenial dapat berkurang jika karyawan milenial memiliki tingkat kepribadian proaktif dan job crafting yang tinggi. Penelitian ini dilakukan untuk memberikan gambaran peran job crafting sebagai mediator hubungan antara kepribadian proaktif dengan kebosanan kerja pada karyawan milenial di masa pandemi. Untuk memenuhi tujuan ini, peneliti menggunakan 3 alat ukur, yaitu Proactive Personality Scale (PPS) untuk mengukur kepribadian proaktif, Job Crafting Scale (JBS) untuk mengukur job crafting, dan Dutch Boredom Scale (DUBS) untuk mengukur kebosanan kerja. Penelilian ini menggunakan analisis regresi terhadap 177 partisipan. Data dianalisis menggunakan PROCESS macro Hayes pada SPSS. Hasil penelitian menunjukan bahwa job crafting dapat memediasi penuh hubungan antara kepribadian proaktif dan kebosanan kerja pada karyawan milenial di masa pandemi. Hal ini menunjukan bahwa semakin tinggi kepribadian proaktif dan job crafting maka semakin rendah kebosanan kerja pada karyawan milenial di masa pandemi.

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During pandemic covid-19, boredom at work on millennial employees frequently happens. Work boredom can lead to decreased work performance and also decreased employee commitment to the company. This will certainly have an impact on company performance and employee career paths. We assume that work boredom on millennial employees will decrease if they have a high level of proactive personality and job crafting. This study was conducted to provide an overview of the role of job crafting as a mediator of the relationship between proactive personality and work boredom on millennial employees during the pandemic. To fulfill this objective, the researcher using 3 measuring instruments, namely Proactive Personality Scale (PPS) to measure proactive personality, Job Crafting Scale (JBS) to measure job crafting, and Dutch Boredom Scale (DUBS) to measure boredom. This study using regression analysis of 177 participants. Data were analyzed using Hayes’s PROCESS macro on SPSS. The results show that job crafting can fully mediate the relationship between proactive personality and work boredom in millennial employees during the pandemic. This shows that the higher the proactive personality and job crafting, the lower the work boredom for millennial employees during the pandemic."

"Penelitian ini bertujuan untuk mengetahui hubungan antara tuntutan pekerjaan terhadap kesejahteraan komandan peleton melalui peran moderasi kreasi kerja pada danton yang berdinas di wilayah perbatasan dan pulau terluar. Penelitian ini merupakan penelitian kuantitatif dengan desain cross-sectional study. Responden penelitian ini adalah 97 orang komandan peleton yang bertugas di wilayah perbatasan dan pulau terluar. Teknik sampling yang digunakan adalah metode non-random sampling dengan cara convenience/accidental sampling. Pengumpulan data dilakukan menggunakan kuesioner daring dan dianalisis menggunakan analisis regresi dengan program Macro Process Hayess model 1 simpel moderator. Hasil penelitian ini menunjukkan bahwa, kreasi kerja yang tinggi menghilangkan efek negatif dari tuntutan kerja terhadap kesejahteraan komandan peleton yang menjadi sangat berkurang atau hampir hilang (b=-0.09, p>0.05). Kreasi kerja yang dilakukan komandan peleton dapat meringankan tuntutan kerja yang mengarahkan pada peningkatam kesejahteraannya. Implikasi dari penelitian ini, dapat dimanfaatkan oleh organisasi TNI AD dalam mengembangkan berbagai program dan pelatihan, terutama dalam peningkatan perilaku kreasi kerja pada komandan peleton.

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The study aims to investigate moderating effect of job creation in the relationship between job demands and well-being of platoon commanders who serve in national borderlands and outer islands. The research applied quantitative approach with cross-sectional study design. 97 platoon commanders who recently serving in national borderlands and outer islands of Indonesia were involved as respondent of the research. The study implemented non-random sampling method by means of convenience/ accidental sampling. Data collection was carried out using an online questionnaire and analyzed by regression analysis with Macro Process by Hayes Model 1 simple moderator. The result indicate that high job crafting eliminates the negative effect of job demands and well-being of Platoon Commanders which is greatly reduced or almost lost (B=-0.09, p>0.05). Job crafting behavior carried out by the Platoon Commanders proved to ease soldier’s job demands that lead to the improvement of well-being. Implications of this research may benefit Indonesian Army organization in developing various programs and trainings, especially in improving job crafting behavior for Platoon Commanders."

"Munculnya perubahan kondisi kerja yang dilakukan oleh sebagian besar organisasi di Indonesia akibat pandemi Covid-19, mengakibatkan organisasi perlu melakukan penyesuaian operasional agar organisasi tetap berjalan dengan tetap menjalankan protokol kesehatan. Penelitian ini bertujuan untuk mengukur praktik job crafting di tengah kondisi perubahan kondisi kerja selama pandemi Covid-19 yang dirasakan oleh karyawan di sebuah perusahaan di industri Logistik. Penelitian ini juga menguji variabel lain yaitu empowering leadership yang diindikasikan merupakan penyebab munculnya job crafting, serta perceived job performance dan work engagement yang muncul sebagai dampak dari job crafting. Peneliti melakukan tinajuan literatur yang tersedia yaitu dokumen kebijakan perusahaan, melakukan wawancara, serta mendapatkan 316 responden yang kemudian diolah dengan software Lisrel dan model pengukuran Structural Equation Modelling (SEM). Hasil yang didapatkan adalah bahwa perceived impact of change dan empowering leadership berpengaruh signifikan terhadap job crafting, serta job crafting menjadi anteseden meningkatnya perceived job performance dan work engagement karyawan selama pandemi Covid-19. Studi ini mencoba menyediakan pandangan baru atas penelitian sebelumnya terhadap job crafting yang merupakan wujud dari sikap proaktif pekerja untuk melakukan job redesign, dengan latar belakang kondisi pandemi Covid-19.

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The changes of working conditions carried out by most of company in Indonesia due to the Covid-19 pandemic, make the organization must create operational adjustment with regard to health protocols. This study aims to measure the practice of job crafting in the midst of changing working conditions during the Covid-19 pandemic that is felt by employees in a company in the Logistics company. This study also examines other variables, such as empowering leadership which is indicated as the cause of job crafting, and also perceived job performance and work engagement as the impact of job crafting. The researcher reviewed the available literature like company policy, conducted interviews, and got 316 respondents which were then processed using Lisrel software and the Structural Equation Modeling (SEM) measurement model. The results explained that the perceived of change and empowering leadership has a significant effect on job crafting, and job crafting is a driving factor for perceived job performance and work engagement during the Covid-19 pandemic. This study provides a new perspective on previous research on job crafting which is a manifestation of the proactive attitude of workers to do job redesign, in the midst of Covid-19 pandemic."

"What rights does an artist have over his creations, the results of his creative pursuit? This article discusses three rights of artist. They are : (a) copyrighta and the contingent issues of what constitutes an original and therefore copyrightsble,work (b) moral rights, covering the rights of atribution and integrity and (c) right to royalties in subsequent sales of the creation...."

"Penelitian ini ditulis untuk dapat menjawab mengenai tindak lanjut Putusan Mahkamah Konstitusi Nomor 91/PUU-XVIII/2020 (PMK 91/2020) atas perkara pengujian formil Undang-Undang Nomor 11 Tahun 2020 tentang Cipta Kerja (UU 11/2020), yang ditindaklanjuti dengan penetapan Peraturan Pemerintah Pengganti Undang-Undang Nomor 2 Tahun 2022 tentang Cipta Kerja (Perppu 2/2022). Penelitian ini merupakan penelitian yuridis normatif dengan menggunakan bahan-bahan pustaka atau data sekunder yang meliputi bahan hukum primer, bahan hukum sekunder, dan bahan hukum tersier. Di samping itu, penelitian ini juga didukung dengan data primer yang dikumpulkan melalui wawancara narasumber terkait. Berdasarkan hasil penelitian ini ditemukan bahwa secara formil Perppu memang dapat menggantikan undang-undang sebagai tindak lanjut Putusan Mahkamah Konstitusi (Putusan MK). Sebab, kedua jenis peraturan ini memiliki hierarki, fungsi, dan materi muatan yang sama. Selain itu, Putusan MK sendiri pada dasarnya juga dapat ditindaklanjuti dengan jenis peraturan perundang-undangan apapun atau bahkan hanya dengan tindakan biasa. Hal tersebut dapat terjadi karena memang bergantung pada kasus yang diputus oleh MK. Akan tetapi, dalam konteks PMK 91/2020 yang ditindaklanjuti dengan Perppu 2/2022, maka kapasitas Perppu untuk melakukan hal tersebut tidak bisa serta merta dapat diterima dan oleh karenanya tindak lanjut tersebut menjadi tidak tepat. Sebagaimana PMK 91/2020 sangat menekankan bahwa perbaikan UU 11/2020 harus bersamaan menghadirkan partisipasi yang bermakna (meaningful participation). Artinya, dalam melakukan perbaikan UU 11/2020 harus dapat menciptakan partisipasi dan keterlibatan masyarakat secara sungguh-sungguh, yang mana dalam perbaikannya harus memenuhi 3 (tiga) prasyarat yakni right to be heard, right to be considered, dan right to be explaine. Sedangkan Perppu 2/2022 tidak mungkin dapat mengakomodir partisipasi masyarakat dalam proses pembentukannya, terlebih lagi dalam memenuhi esensi partisipasi yang bermakna. Sebab, Perppu 2/2022 tidak dapat mendetailkan right to be heard, right to be considered, dan right to be explained, melainkan Perppu 2/2022 adalah sebagai bentuk penerjemahan dari partisipasi yang pura-pura dan formalistik.

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This research aims to review Government action after the Constitutional Court Decision Number 91/PUU-XVIII/2020 (PMK 91/2020) regarding the enactment review of Law Number 11 of 2020 concerning Job Creation (UU 11/2020), which was followed up with stipulation of Government Regulation in Lieu of Law Number 2 of 2022 concerning Job Creation (Perppu 2/2022). This research is a normative juridical research using library materials or secondary data which includes primary legal materials, secondary legal materials, and tertiary legal materials. In addition, this research is also supported by primary data collected through interviews with relevant source persons. This study found that formally a Perppu can indeed replace a law as a follow-up to the Constitutional Court's decision, because these two types of regulations have the same hierarchy, function, and substance. Moreover, the Constitutional Court's decision can also be followed up with any type of legislation or even just ordinary actions, depending on the case decided by the Constitutional Court. However in this case, it is inappropriate for the Government to follow up PMK 19/2020 with Perppu 2/2022 since Perppu is not capable and acceptable to replace UU 11/2020 immediately. PMK 91/2020 strongly emphasizes that revisions to Law 11/2020 must simultaneously bring about meaningful public participation. This means that in amending Law 11/2020, the Government must create genuine public participation and involvement, which must at least fulfill 3 (three) prerequisites: the right to be heard, the right to be considered, and the right to be explained. Meanwhile, the forming proccess of Perppu 2/2022 is unlikely to be able to accommodate public participation, especially in fulfilling the essence of meaningful public participation. Perppu 2/2022 is not able to pursue the right to be heard, right to be considered, and right to be explained, and instead is a form of pretend and formalistic participation."