Analysis of Sustainable Development Goals (SDGS) Reporting in Provincial Regional Governments Indonesia

Abstract

Purpose: This research aims to describe the implementation of Sustainable Development Goals (SDGs) in provincial regional governments in Indonesia. Method: The research uses secondary data from the Indonesian Central Statistics Agency with the main data being the Sustainable Development report. The research uses a descriptive quantitative approach with comparative analysis of sample averages with the achievement of sustainable development goals at the national level. Results and conclusion: The research results show that data on achieving sustainable development at the provincial level is very limited and there are six SDGs goals that do not have achievement data. Even though there are limited data, the available SDGs achievement data of eleven achievements shows that the average achievements of provincial regional governments are similar to the SDGs achievements at the national level. This shows that the provincial government's policy regarding SDGs is in line with the central government. Measurement of SDGs achievements in provincial regional governments must be completed and is an obligation to be presented through the Central Statistics Agency's reporting in the future, considering that provincial regional governments' SDGs achievements are an inseparable part of national SDGs achievements. Implications of the Research: The SDGs program at the provincial level must be improved and the formulation of measurement and implementation must be simplified so that provincial governments are able to prepare complete SDGs statistics. Originality/value: This research reveals that the implementation of the SDGs program at the provincial level is in accordance with the implementation of the SDGs at the national level.

Transformational Leadership, Perceived Organizational Support Sharing, Organizational Commitment and Employee Performance: the Role of Religiosity

“…When employees understand what is expected of them and how their role contributes to the broader objectives of the organization, they are more likely to perform effectively. Clear communication of goals and expectations, along with regular feedback and performance 5 evaluations, helps employees stay aligned with organizational objectives (Abu Khalaf et al, 2019;Randa et al, 2024). Secondly, organizational culture and values greatly influence employee performance.…”