This study aims to examine how significantly Flexible Work Arrangements (FWA) contribute to the improvement of civil service inter-organizational networks by looking at various factors, including trust, adaptability, information technology readiness, and other control variables. This study uses a mixed-methods design. The quantitative approach uses an online survey of 675 civil servants’ respondents from central and regional agencies. A qualitative approach with in-depth interviews and focus group discussions with local civil service in West Java Province, Central Java Province, and Semarang City. The collected data is then analyzed Path Analysis using SPSS version 25. The research revealed that Flexible Work Arrangements contributed to increasing the influence of the level of trust on the work network. Meanwhile, FWA do not contribute to the effect of adaptability and readiness of information technology on the work network. This is supported by qualitative data which shows that Trust is the main factor to increase the network when implementing FWA in order to create a good network, with high and solid trust, both trust in leaders, colleagues, and stakeholders, then any instruction as soon as possible is realized into a good cooperation network when FWA is realized by developing a Flexible Work Arrangement system

This study aims to find the right controlling to controlturnover intention in employees at Ministry X. Thefocus is emphasized on how the organization as acareer place provides opportunities for employees tosurvive and advance the organization. This study uses aqualitative approach with data obtained from MinistryX participants purposely based on criteria that havemade a turnover, have a turnover intention, and arestaf managers. Data analysis is done by reducing,presenting, and drawing conclusions. The results of thisstudy indicate that the turnover intention factor tends tobe determined by the encouragement of internal factors.The internal factors that often arise are conveyed byparticipants, namely job satisfaction related toemployee career clarity and employee promotionopportunities. Controls that can be carried out are by1) Implementing internal rules regarding jobinformation so that there is no gap between positionqualifications and current employee competencies; and2) Making policies on employee career patterns andimplementing succession plans based on a merit system.Contributions in this study contribute to the control ofturnover intention in government institutions. Pergerakan organisasi ditentukan oleh adanya sumber daya manusia yang memiliki peran yang besar terhadap pencapaian kinerja organisasi secara keseluruhan sehingga sumber daya manusia dalam organisasi menjadi aset yang perlu untuk dipertahankan dan perlu pengelolaan jangka panjang. Penelitian ini dilakukan untuk mengetahui faktor turnover intention dan strategi pengendalian turnover intention di Kementerian X dengan metode penelitian kualitatif. Partisipan dalam penelitian ini adalah pegawai yang bekerja di kementerian X dan pegawai yang telah melakukan turnover di kementerian X. Hasil penelitian ini menunjukan bahwa faktor turnover intention cenderung ditentukan oleh faktor internal. Faktor internal yang muncul adalah kepuasan kerja yang berhubungan dengan kejelasan karier pegawai serta peluang promosi pegawai. Strategi pengendalian yang dapat dilakukan adalah dengan adanya Penerapan kebijakan dalam pengisian jabatan, peluang promosi dan kejelasan karier