p–ISSN: 2723 - 6609 e-ISSN: 2745-5254

Vol. 5, No. 8 August 2024 http://jist.publikasiindonesia.id/

Jurnal Indonesia Sosial Teknologi, Vol. 5, No. 8, August 2024 3046

Application of Civil Servant Discipline at Batam City

Education Office in Socio-Psycho-Juridical Perspective

Jelita Adelina Bago

1

*, Rina Shahriyani Shahrullah

2

, Nurlaily

ABSTRACT

Keywords: civil servant,

discipline, batam city

education office.

Article 1 Paragraph (3) of Law Number 20 of 2023 concerning the State Civil

Apparatus states that Civil Servants (PNS), hereinafter abbreviated as PNS, are

Indonesian citizens who meet certain requirements and are permanently appointed by

& Persyadayani, 2021). Civil Servants (PNS) in government organizations should be

people who have a high level of professionalism and integrity so that they can work

together to improve performance to build and advance an institution or organization. By

maintaining good discipline, an employee can increase his productivity, build a good

reputation at work, and make a positive contribution to the organization where he works.

For employees, maintaining discipline is one of the main factors to achieve success in

completing their duties and responsibilities (Susantinah, 2020). On the other hand,

organizations will also benefit from the implementation of discipline policies. Without

discipline and clear arrangements for disciplinary action, the effectiveness of the

organization will be significantly limited (Sunaryo, 2022). The most important discipline

professional and high-quality public services; and strengthen the unity and unity of the

Unitary State of the Republic of Indonesia. As the main element in the human resources

of the state apparatus, the State Civil Apparatus (ASN) has a crucial role in the success

of government administration and development (Julyano & Sulistyawan, 2019).

The role of Civil Servants (PNS) in every government structure is very vital because

they are the backbone of carrying out the national development agenda. To achieve the

effectiveness of the implementation of government and development tasks, professional,

responsible, honest, and fair civil servants are needed, which are regulated by the

applicable work and career achievement system. As part of the state apparatus and public

servants, civil servants have the responsibility to be a good example for the community

of the Republic of Indonesia Number 94 of 2021 concerning Civil Servant Discipline

(Nababan & Shahrullah, 2021).

Civil Servants must improve their performance through work discipline to improve

the quality of human resources. Civil Servants, as part of the government apparatus and

public servants, have the responsibility to maintain the dignity and image of the civil

service for the benefit of the community and the state. However, in various government

agencies, there are often disciplinary violations such as late arrivals, lack of morale, early

departure, and other violations (Putra, 2023). This can result in low productivity of the

employees concerned, thereby hindering the progress of government and national

happened in Batam City was two Batam civil servants who were fired for skipping work,

and two civil servants who were dismissed for violating the code of ethics (Yusak &

Subroto, 2023).

Work discipline is a step to increase awareness and compliance with all company

regulations and applicable social norms, it is important to implement work discipline. One

approach, in this case, is to provide sanctions in the form of punishments and reprimands

as an effort to create a deterrent effect for employees, as well as to prevent the repetition

of mistakes and improve their performance. Disciplinary violations that often occur

include late arrivals, absences without clear reasons, leaving early, and various other

forms of violations that result in low productivity of the employees concerned, as well as

implementation of local government affairs in the field of Regional Education. All these

actions are carried out by the principle of autonomy and assistance duties, as well as by

holding the authority that has been determined.

Based on the Circular Letter of the Minister of State Apparatus Empowerment and

Bureaucratic Reform Number 16 of 2022 concerning the Obligation to Comply with the

Provisions of Working Hours for State Civil Apparatus, which was then implemented

through the Batam Mayor Circular Letter Number 47 of 2022, the obligation to comply

with the provisions of working hours for State Civil Apparatus within the Batam City

Government is clarified, where in Point 5 letter (c) it is stated that the number of effective

working hours for Local Government Agencies that Carry out 5 (five) or 6 (six) working

of PP 10/1983 jo 45/1990 concerning Marriage and Divorce Permits for Civil Servants

(26 cases), and abuse of authority (23 cases). The importance of work discipline for Civil

Servants (PNS) as a vital element in government administration and national

development. Referring to Article 11 of Law Number 20 of 2023 concerning the State

Civil Apparatus (ASN), civil servants are expected to implement public policies, provide

professional public services, and strengthen the unity and unity of the Republic of

Indonesia. The role of civil servants is considered crucial in supporting the effectiveness

of the implementation of government duties, which requires high professionalism,

responsibility, and integrity.

work, being late, or leaving early, show that there are challenges in realizing civil servants

who are in accordance with the expectations of the law. In overcoming this, various

regulations have been implemented, including the provision of strict sanctions to increase

the deterrent effect and improve the performance of civil servants.

In the context of Batam City, special regulations such as Batam Mayor Regulation

Number 37 of 2023 and Circular Letter related to the provisions of ASN working hours

emphasize compliance with existing rules to ensure optimal implementation of duties.

Data from the State Civil Apparatus Advisory Board (BPASN) also shows that

disciplinary violations, such as absenteeism without clear reasons and abuse of authority,

are still an issue that needs to be dealt with seriously.

From the data mentioned above, it can be seen that the highest case of disciplinary

Therefore, the application of civil servant discipline at the Batam City Education Office

needs to be studied in depth.

Based on the above explanation, this research is important to carry out and has a

novelty value because it specifically aims to analyze the factors that affect the

implementation of civil servant discipline, obstacles in the implementation of civil servant

civil servant discipline at the Batam City Education Office. In connection with these

objectives, the questions of this research are 1) How to apply civil servant discipline to

the Batam City Education Office from a social perspective? 2) How is the application of

civil servant discipline at the Batam City Education Office from a psychological

perspective? 3) How is the application of civil servant discipline at the Batam City

Education Office from a juridical perspective? 4) What are the consequences, obstacles

and solutions related to the implementation of civil servant discipline at the Batam City

Education Office?

To answer these questions, especially those related to the juridical perspective, the

researcher uses Gustav Rachbruch's Theory of Legal Certainty as an analysis tool. The

predict the consequences of the legal action they take. Legal certainty is defined as a

person's ability to obtain something fairly.

The author uses two types of research in this study, namely "normative legal

research and empirical legal research." Normative legal research leads to the analysis of

legal rules, norms, legal principles, and legal doctrines that are relevant to the research

topic. Empirical legal research, on the other hand, is "research conducted in the field,

& Kadriah, 2023).

The Application of Civil Servant Discipline at the Batam City Education Office from

a Social Perspective

Hasibuan listed several factors that affect work discipline, including:

1. Purpose: Employees tend to be more disciplined if they understand and have awareness

of the organization's goals or the tasks they perform.

2. Ability: Employees who feel capable of doing their duties are usually more motivated

to become disciplined.

3. Leadership role model: The attitude and behaviour of leaders in maintaining discipline

can affect employee attitudes and behaviours.

motivation to maintain discipline.

5. Fairness: Employees tend to be more disciplined if they feel that rules and policies in

the workplace are applied fairly.

6. Inherent supervision (waskat): The existence of continuous supervision can help in

maintaining employee discipline.

7. Punitive sanctions: The threat of sanctions for disciplinary violations can be an

incentive for employees to comply with the rules.

8. Firmness: Consistency and clarity in the application of rules and sanctions can improve

discipline.

9. Human relationships: Good relationships between superiors and subordinates can also

By setting a good example and paying attention to important aspects of discipline

management, leaders can play a very important role in improving the effectiveness of the

organization. Human resources in an organization are the individuals who make up the

organization itself, and they have a central role in all aspects of organizational activities.

To achieve the national goals that have been set, Civil Servants (PNS) play a very

strategic role as the main element in the human resources of the state apparatus. The

smooth implementation of government and national development on a large scale

depends on the efficiency and effectiveness of the state apparatus. Thus, the optimal

participation and performance of civil servants are the main keys to achieving success in

achieving national goals.

In the Great Dictionary of the Indonesian Language (KBBI), exemplary has the

meaning of something that should be emulated or a good example to follow, especially in

terms of deeds, behaviour, traits, and so on. Therefore, leadership example refers to a

good example that is shown by a leader and is worthy of being emulated by subordinates

or other team members.

Based on the results of an interview with Mr. Tri Wahyu Rubianto, S.T., M.Si., the

Head of the Batam City Education Office, said "As a Leader, the Head of the Service sets

an example by disciplining himself first so that it can be emulated or followed by other

employees". Agreeing with the Head of the Office, Mrs. Kamalia, S.E., as the Staff for

leaders are enough to set a good example for subordinates". The same thing was also

conveyed by Mr. Ardiansyah Rinaldy, S.E., who is also the Manpower Development Staff

of the Batam City Education Office, who said that one of the factors that affect time

discipline at work is the example of superiors/leaders.

From the explanation above, it is very clear that the example of leaders has a

significant influence on the application of discipline to Civil Servants (PNS). Leaders

who set a positive example can influence the organizational culture and motivate civil

servants to comply with the expected regulations, work ethics, and standards of

behaviour.

Reply

factors that affect time discipline at work is more or enough allowances to meet the needs

of life". The same thing was also conveyed by Mr. Ardiansyah Rinaldy, S.E. as one of

the Staff for Manpower Development, that "reward is one of the factors that affect the

discipline of civil servants". Therefore, it is necessary to pay good attention to designing

and implementing a remuneration system.

Keadilan

KBBI said that justice is the nature (deeds, treatment, and so on) that is fair.

Meanwhile, in the context of law, justice means the fair and equal application of the law

for all individuals.

Mrs. Kamalia, S.E. argued that most Government Agencies have not been able to

Therefore, it is important to ensure that the process of implementing discipline is well-

designed, transparent, and consistent.

Inherent supervision (was at)

According to the Great Dictionary of the Indonesian Language (KBBI), inherent

supervision is supervision carried out directly by an official over his subordinates related

to each task that is the responsibility of his subordinates. Thus, inherent supervision is a

form of supervision that is carried out continuously and in detail by direct superiors to

subordinates in carrying out their duties.

a good understanding to their subordinates." Then Mr. Mhd. Ismail also mentioned "If

there are subordinates who have difficulties in working, usually the boss shares or talks

about it with subordinates". This is in line with the opinion of Mrs Maria Ulfa, S.Pd.SD.

who said "Superiors usually share with subordinates if subordinates have difficulty in

completing work so that problems can be solved/solved". Likewise, Mr. Ardiansyah

Rinaldy, S.E. argued that "If any subordinates have difficulties in working, the superiors

will nurture and usually we hold a meeting to find solutions together so that the problem

can be solved properly". Meanwhile, Mr. Abdul Hamid, S.IP. Directly gave a concrete

example in the application of this, namely, he said: "If there are subordinates who have

difficulties in completing their work, the boss still guides us, for example: when making

According to KBBI, firmness means clarity or certainty or clear (certain)

information. So, assertiveness is a quality or trait that shows clarity, courage, and certainty

in actions, words, or decisions.

In connection with this decisiveness factor, Mrs. Kamalia, S.E. said "As far as I

know, the leadership at the Batam City Education Office has never given sanctions or

reprimands to undisciplined subordinates". According to Mr Mhd. Ismail, "The leadership

will give a verbal reprimand by being called to the leadership room if there are civil

servants who are not disciplined in obeying the provisions of working hours".

Meanwhile, Mr. Abdul Hamid, S.IP. Argued that "the actions of the leadership against

civil servants who are not disciplined in complying with the provisions of working hours

leadership will call, in this case the Secretary of the Batam City Education Office gives a

warning, such as being given SP1, SP2 or SP3 sanctions so that the problem does not drag

on."

From the various opinions above, it can be concluded that assertiveness reflects the

ability to make firm decisions and implement them according to applicable rules and

policies. It is important to remember that the nature of assertiveness must be balanced

with wisdom and justice. Firm leadership does not necessarily mean harsh or

authoritarian, but it reflects consistency in the implementation of rules and policies.

Human Relations