An integrated farming system is one of the alternatives for climatic change mitigation. This paper reports the application of corn-cattle based integrated farming system in Agrotechno Park Center of Palembang, and discusses its impact on CO 2 fixation and the reduction of methane emissions. The study was based on the data of the first 6 yr from 2003 until 2009. The CO 2 fixed in the soil and plants was determined based on the content of organic C which was multiplied by the index of 3.67. The methane gas produced by Balinese cattle and its dung was observed and modified into feed rations. The results showed that soil organic C increased from 40.80 tons C/ha in the 1 st yr to 66.40 tons C/ha in the 6 th yr. In addition, there was organic C fixation equivalent to 93.95 tons of CO 2 e. Corn biomass increased from 6.67 tons/ha to 18.66 tons/ha, equivalent to an increase in the fixation of atmospheric CO 2 e as much as 19.80 tons CO 2 e/ha. The supplementation of 60%-80% grass fodder with concentrate lowered the concentration of methane gas in cattle breathing by 28.7%, from 617 ppm to 440 ppm, while the methane emissions from cattle manure decreased by 31%, from 1367 mL/head/d to 943 mL/head/d. Installing a bio digester that generates biogas served to accommodate methane gas emissions from cattle dung and used it for bioenergy. Composting reduced the formation of methane gas from cattle manure through a regular process of turning over that gives aeration and forms aerobic condition in the heap of cattle dung. Recycling produces a variety of organic products that store carbon for a longer period of time and slowed the conversion of organic C into CO 2. This study showed that the diverse activities of an integrated crop-cattle farming could be an alternative solution to climatic change mitigation.

ABSTRAKPenelitian ini bertujuan untuk menguji dan menganalisis pengaruh keterlibatan kerja, budaya organisasi, dan motivasi kerja terhadap kepuasan kerja pegawai. Ukuran sampel dalam studi ini adalah 53 orang pegawai dan pemberdayaan masyarakat dan Pemerintahan Desa Kabupaten Bone Bolango yang ditentukan dengan teknik sampel jenuh. Pengumpulan data dilakukan dengan penyebaran kuesioner yang menggunakan Skala Likert 5 poin untuk mengukur butir-butir pernyataan keempat variabel yang diteliti. Teknik analisis yang digunakan adalah analisis regresi linier berganda. Hasil penelitian menunjukkan bahwa secara parsial, keterlibatan kerja, budaya organisasi, dan motivasi kerja berpengaruh positif terhadapkepuasan kerja pegawai Badan Pemberdayaan Masyarakat dan Pemerintahan Desa Kabupaten Bone Bolango. Selain itu, sebesar 52 persen variasi kepuasan kerja pegawai dapat dijelaskan oleh keterlibatan kerja, budaya organisasi, dan motivasi kerja, sedangkan sisanya sebesar 48 persen merupakan kontribusi variabel-variabel lainnya yang tidak dimasukkan dalam model penelitian ini.Kata kunci: keterlibatan kerja, budaya organisasi, motivasi kerja, kepuasan kerja,. ABSTRACT This study aims to examine and analyze the effects of job involvement

Tujuan Penelitian ini adalah : 1) Untuk mengetahui dan menganalisis pengaruh Lingkungan Kerja secara parsial terhadap Produktivitas Kerja Pegawai Sekretariat Daerah Provinsi Gorontalo; 2) Untuk mengetahui dan menganalisis pengaruh Budaya Organisasi secara parsial terhadap Produktivitas Kerja Pegawai Sekretariat Daerah Provinsi Gorontalo; 3) Untuk mengetahui dan menganalisis pengaruh Semangat Kerja secara parsial terhadap Produktivitas Kerja Pegawai Sekretariat Daerah Provinsi Gorontalo; 4) Untuk mengetahui dan menganalisis pengaruh Lingkungan Kerja, Budaya Organisasi dan Semangat Kerja secara simultan terhadap Produktivitas Kerja Pegawai Sekretariat Daerah Provinsi Gorontalo. Penelitian ini menggunakan metode survey dengan sampel 101 orang Pegawai. Dan data kualitatif yang digunakan dalam penelitian ini menggunakan skala likert, dan analisis yang digunakan dalam penelitian ini Analis Korelasi dan Regresi, dengan terlebih dahulu dilakukan Uji Kualitas Data Penelitian (uji validitas dan reliabilitas instrumen) dan Uji Persyaratan Analisis (Uji Normalitas Data, Uji Autokorelasi, Uji Multikolinieritas, Uji heteroskedastisitas. Hasil Penelitian ini menunjukkan bahwa Kuatnya Pengaruh variabel Lingkungan Kerja (X1), Budaya Organisasi (X2), Semangat Kerja (X3) terhadap Produktivitas Kerja Pegawai (Y) yakni sebesar 0,793. Sedangkan kontribusi secara bersama-sama (Koefisien Determinasi / R-Square)  variabel X1, X2 dan X2  terhadap 0,628 atau 62,80 % sedangkan sisanya 37,2 % ditentukan oleh variabel lain. Selanjutnya untuk meramalkan bagaimana keadaan (naik turunnya) variabel Semangat Kerja (Y), dapat diprediksi melalui persamaan regresi Ŷ=1,020 + 0,346 X1 + 0,421 X2 + 0,516 X3. Selanjutnya Besarnya Pengaruh variabel Lingkungan Kerja secara parsial terhadap Produktivitas Kerja Pegawai sebesar 0,547 (Cukup Kuat), dan kontribusi (koefisien determinan) variabel X1 terhadap Y  adalah sebesar 29,92 % sedangkan sisanya 70,8 % ditentukan oleh variabel lain. Selanjutnya besarnya Pengaruh Variabel Budaya Kerja (X2) secara parsial terhadap Semangat Kerja Pegawai (Y) adalah sebesar 0,469 (Cukup Kuat),  dan kontribusi (koefisien determinan) variabel X2 terhadap Y adalah sebesar 21,99 % sedangkan sisanya  78,01 % ditentukan oleh variabel lain.  Selanjutnya besarnya Pengaruh Variabel Semangat Kerja (X3) secara parsial terhadap Produktivitas Kerja Pegawai (Y) adalah sebesar 0,672 (Kuat), dan kontribusi (koefisien determinan) variabel X3 terhadap Y adalah sebesar 45,15 % sedangkan sisanya 54,85% ditentukan oleh variabel lain

Abstract. Muhakka, Suwignyo RA, Budianta D, Yakup. 2019. Vegetation analysis of non-tidal swampland in South Sumatra, Indonesia and its carrying capacity for Pampangan buffalo pasture. Biodiversitas 20: 1077-1086. In Indonesia, non-tidal swampland area is 13.27 million ha, only 4 million ha has been developed with details of 2.6 million ha that managed by the public and the private sector and 1.3 million ha with government assistance. This study aims to analyze vegetation structure of non-tidal swampland in Pulau Layang Village, Ogan Komering Ilir District, South Sumatra, Indonesia and Rambutan Village, Banyuasin District, South Sumatra, Indonesia and to examine its carrying capacity for Pampangan buffalo pasture. Methods used were by the combination of direct observation, survey using plot sampling with total 50 observation plots, and measurements to determine forage production using Halls method. The results show that there 19 forage species were in two studied areas which are potential as Pampangan buffalo feed. Species with the highest Important Value Index were Purun tikus (Eleocharis .dulcis) with 89.71% and Kumpai padi (Oryza. rufipogon) with 54.08%. The production of fresh forage and dry matter in the wet season in Pulau Layang was 6.90 tons ha-1 year-1 and 1.27 tons ha-1 year-1, respectively, whereas in Rambutan they were 3.68 tons ha-1 year-1 and 0.91 tons ha-1 year-1, respectively. The production of fresh forage and dry matter in the dry season in Pulau Layang was 4.86 tons ha-1 year-1 and 0.99 tons ha-1 year-1, respectively, while in Rambutan they were 2.52 tons ha-1 year-1 and 0,71 tons ha-1 year-1, respectively. The pasture carrying capacity in Pulau Layang in the wet season was 3.66 AU (Animal Unit) ha-1 year-1 and in the dry season, it was 2.85 AU ha-1 year-1, while in Rambutan Village it was 2.61 AU ha-1 year-1 and 2.04 AU ha-1 year-1, respectively. There were six species of forage with high production, namely Kumpai tembaga (Hymenachne acutigluma) Kumpai padi (Oryza rupifogon), Kumpai minyak (Hymenachne amplexicaulis), Are bolong (Polygonum barbatum L), Bento rayap (Leersia hexandra) and Purun tikus (Eleocharis dulcis). It is estimated that there still can be added buffalo cattle as much as 0.31 AU ha-1 year-1 in Pulau Layang Village so 155 buffaloes and 0.59 AU ha-1 year-1 in Rambutan Village.709 buffaloes

Since the government launched a policy on simplifying the level of bureaucracy and government administration in the next five years that focuses on human resource development, the Ministry of PAN RB has developed an achievement strategy, namely, transfering administrative/structural positions of echelon III and echelon IV into functional positions. This transfer of positions has caused anxiety and feeling of uncertainy among officials whose current positions will be transferred. In its implementation, problems arise such as the readiness of administrative employees who are transferred into functional positions, their division of work, and their performance appraisal. This study aims to assess the implementation of the policy of transfering administrative positions to functional positions at the State University of Surabaya. This research is a qualitative research, using data collection methods with interviews, observations, and documentation. The results of this study indicate that the implementation of transfer at the State University of Surabaya has been carried out properly according to the regulation, but there are still cases of mismatch between educational background and the functional positions and cases of mismatch between functional positions with the placement within the working units which cause a lack of positive impact on their work records and a decrease in financial support.