Hasil Pencarian  ::  Simpan CSV :: Kembali

"Face a change and competition between organizations force organization to handle this situation in order they will be sustain and perform optimally. Organization must cope that-with innovation, as well as, the employee in that organization. To face that challenge, there is need employee readiness to be involved. Unfortunately, there is still not much literature and study that explain about employee readiness to innovate. Several studies explain about readiness to innovation, but it focuses on organization readiness. So, we conduct a study to arrange the scale to measure employee readiness to innovate. The study was involved 216 employees from two photovoltaic companies. The reliability of scale was a = 0.846. We also found significant and positive relation between readiness to innovate and innovative behavior (r = 0.610; p < 0.01).The result showed that readiness to innovate will facilitate employee innovative behavior. The result also showed that employee readiness to illiiovate gave about 37 % contribution to innovative work behavior. So, the management can consider their employee readiness to innovate to foster innovative work behavior among their employee in the organization."

"Face a change and competition between organizations force organization to handle this situation in order they will be sustain and perform optimally. Organization must cope that-with innovation, as well as, the employee in that organization. To face that challenge, there is need employee readiness to be involved. Unfortunately, there is still not much literature and study that explain about employee readiness to innovate. Several studies explain about readiness to innovation, but it focuses on organization readiness. So, we conduct a study to arrange the scale to measure employee readiness to innovate. The study was involved 216 employees from two photovoltaic companies. The reliability of scale was a = 0.846. We also found significant and positive relation between readiness to innovate and innovative behavior (r = 0.610; p < 0.01).The result showed that readiness to innovate will facilitate employee innovative behavior. The result also showed that employee readiness to illiiovate gave about 37 % contribution to innovative work behavior. So, the management can consider their employee readiness to innovate to foster innovative work behavior among their employee in the organization."

"Penelitian ini bertujuan untuk menganalisis tingkat kesiapan Pegawai Negeri Sipil (PNS) di Kementerian Sosial Republik Indonesia dalam Implementasi Digitalisasi Pengarsipan. Digitalisasi pengarsipan menjadi bagian penting dalam akselerasi kebijakan Sistem Pemerintahan Berbasis Elektronik (SPBE) dan Reformasi Birokrasi di Indonesia. Berdasarkan evaluasi pelaksanaan menunjukkan bahwa terjadi kesenjangan dalam implementasi di tingkat nasional, dimana sebagian Kementerian/Lembaga sudah optimal dan lainnya masih belum optimal karena adanya berbagai tantangan yang dihadapi. Salah satu tantangan adalah kesiapan pegawai dalam menghadapi perubahan tersebut seperti sumber daya manusia yang belum kompeten dan andal. Penelitian ini menggunakan pendekatan kuantitatif dengan teknik pengumpulan data secara mixed-method melalui survei serta wawancara dan studi kepustakaan. Responden dalam penelitian adalah 193 PNS di lingkungan Kementerian Sosial. Hasil penelitian menunjukan bahwa 51% responden “siap” melakukan implementasi pengarsipan digital. Sekalipun mayoritas responden dalam kategori siap, masih terdapat berbagai tantangan, yaitu pemerataan kompetensi arsiparis, etos kerja dari pegawai, literasi digital yang kurang terutama para pegawai senior, ketiadaan komitmen pimpinan, kebijakan digitasi yang belum dimutakhirkan sesuai dengan perkembangan, serta implementasi dan penggunaan sistem yang parsial belum terintegrasi secara nasional dengan SRIKANDI. Peneliti merekomendasikan upaya yang dapat ditujukan dalam pemutakhiran kebijakan, penetapan komitmen pimpinan untuk pengarsipan, serta kolaborasi dengan Kementerian/Lembaga terkait untuk mengoptimalkan pengarsipan.

---

This research aims to analyze the readiness level of civil servants of the Ministry of Social Affairs Republic of Indonesia in implementing digitization of archiving. Digitization of archiving is part of strategy in executing e-government and bureaucracy reformation in Indonesia. Based on the existing evaluation, there is an implementation gap at the national level, where some ministries/institutions are optimal and others are still not due to the various challenges. One of them is the readiness of employees to face these changes. This research conducted a quantitative approach with mixed-methods methodology in collecting data through survey with interview and literature review. The respondents were 193 civil servants of the Ministry of Social Affairs. The findings showed 51% respondents were ready to implement digitization of archiving. Nevertheless, there were couple of challenges such as, the archivist competency, the work ethic of the employees, the lack of digital literacy especially for senior officers, the absence of a commitment from leaders, the absence of regulations regarding digitization, and the use of systems that have not been integrated with SRIKANDI. Researcher recommend aiming at the target in updating regulations, making a commitment for archiving, and collaborating with relevant ministries/institutions."