Trading in Influence: Modus Baru dalam Korupsi Indonesia Tahun 2022 dan Paradoks Kriminalisasi

This study evaluates the handling of corruption cases by the Prosecutor's Office, the Police and the Corruption Eradication Commission throughout 2022 and gives a fair grade (C) with a handling percentage of about 50% of the target of 2,772 cases. A comparative assessment of the last five years illustrates the dynamics of the handling of corruption cases. Quantitative charts highlight trends in enforcement, from the number of cases to potential losses to the state. Mapping corruption cases using the influence peddling mode involves identifying, analyzing, and summarizing patterns. Mapping steps include identification of cases, analysis of characteristics, creation of visual maps, integration of contextual factors, trend analysis, and recommendations. This mapping supports the understanding and formulation of strategies for dealing with corruption cases using the influence trading mode. In 2022, budget abuse dominates, followed by price gouging and fictitious activities. The high prevalence of these three methods indicates a lack of oversight in development and widespread corruption in the procurement of goods and services. Of the 579 cases, 43% involved the procurement of goods and services. Influence trading methods were also identified and used 19 times. The delegation of great authority to regional heads creates bargaining in the promotion and transfer of ASN. The case of buying and selling positions involving Regional Heads and ASN reflects the symbiosis between the two, with greed for power and ASN's desire to obtain immediate positions. The rise in this case is likened to an iceberg phenomenon, with the possibility that many cases have yet to be discovered.

The Relationship of Attitudinal and Behavioral Outcomes with Employee Development in the Context of Performance Appraisal in Public Universities of Khyber Pakhtunkhwa

This study examines the impact of performance appraisal on employees' development perceptions and the effects of those perceptions on employees' work-related attitudes and behavior in the public universities of Khyber Pakhtunkhwa. The study looks into the mediating role of development in linking performance appraisal and organizational commitment, job satisfaction, employees' trust, and turnover intentions. The model is evaluated through Confirmatory Factor Analysis using Structural Equation Modeling (SEM). In Pakistan, efforts to link this 11R activity with employee attitudinal and behavioural outcomes are equal to naught. The present study is an effort to addresses this gap. Results of the research indicate that employee development perceptions have a direct positive influence on organizational commitment, job satisfaction and employees' trust and negatively affect turnover intentions. Besides, these variables have interdependence as well. The findings support the mediating role of development perceptions in the relationships among performance appraisal and these attitudinal and behavioural outcomes. The results provide guidelines and significant implications to help policy makers to better understand and critically look into the current performance appraisal process critically for positive improvements in this crucial HR intervention to promote positive employee attitude and behaviour while considering their career development. Furthermore, the study helps in enriching the current body of knowledge on performance appraisal in developing countries. Future studies should examine other antecedents like fairness perception, organizational citizenship behaviour and perceived organizational support to have a holistic approach to the intervention. Replication of the study in other settings is also recommended.