Central Community Development Journal

Post-eruption economic recovery: Strengthening livelihoods in Lumajang Indonesia after Mount Semeru disaster

2025-05-06T21:03:39+07:00

Natural disasters in Indonesia result in significant material and nonmaterial losses. According to the National Disaster Management Agency (BNPB), disasters in 2021 have caused 709 deaths, 73 missing persons, and displaced 583,840 people. Post-disaster recovery efforts, including economic assistance, are essential for restoring people’s livelihoods. The implementation of economic assistance after the Mount Semeru eruption in the Lumajang Regency included several stages: preparation, socialization and location survey, group formation, technical guidance, provision of stimulant assistance, exit strategy planning, and monitoring and evaluation. As a result, two livestock groups were established in the Bumi Semeru Damai permanent housing area, each consisting of 10 members and legally recognized by a village decree. These groups successfully carried out daily livestock management, enhanced productivity and welfare, improved market access, and increased the understanding of livestock product marketing. The initiative fostered sustainability and independence, with the groups evolving into leading livestock centers specializing in goats in the Lumajang Regency. Critical factors supporting sustainability included a sufficient supply of animal feed that met nutritional requirements. This economic assistance program played a vital role in revitalizing the local economy by utilizing local commodities, forming community-based economic institutions, and strengthening local capacities through a disaster risk reduction approach. In addition, the program secured local government and stakeholder support, contributing to long-term recovery and alignment with sustainable regional development. This case highlights the importance of integrated economic recovery programs in post-disaster contexts for building resilience and improving community welfare.

Creating working quality through effective leadership, implementation of organizational culture, condusive working enviroment, communication skill, and technology support (Research on several companies/agencies in Jabodetabek)

2025-08-14T06:41:11+07:00

This study examined the creation of work quality through the influence of effective leadership, organizational culture implementation, a conducive work environment, communication skills, and technology support. This research was conducted in several companies and agencies within Jabodetabek, involving employees across job levels, including Administrators, Officers, Assistant Managers, Managers, Senior Managers, and Directors. Data were collected via questionnaires distributed through Google Forms to the 97 respondents. Employing a quantitative approach, the analysis included validity, reliability, and classical assumption tests such as multicollinearity, normality, heteroscedasticity, autocorrelation, and determination tests. The results confirmed that all the data were valid (r > 0.312) and reliable (Cronbach’s alpha > 0.60). Multicollinearity was absent, as all variance inflation factor (VIF) values were below 10 with a tolerance above 10%. The data were normally distributed, and no heteroscedasticity was observed. Both partial and simultaneous tests indicated that the five independent variables positively influenced creative work quality, as evidenced by the significant t-tests, F-tests, and determination coefficients. The coefficient of determination showed contributions of 0.7% from Effective Leadership, 36.1% from Organizational Culture Implementation, 21% from a conductive work environment, 34.1% from Communication Skills, and 31.1% from Technology Support, with a combined influence of 47.9%. A Durbin-Watson value of 2.291 (>2) indicated no positive autocorrelation, but the results suggested a negative autocorrelation. Overall, the study concludes that effective leadership, strong organizational culture, supportive environments, communication skills, and technological integration significantly enhance creative work quality in the Jabodetabek corporate context.

Digital marketing training: Empowering business actors to use digital marketing in Metro Lampung

2025-08-17T22:38:53+07:00

The era of digital transformation has changed the paradigm of human resource management in the information technology industry, where organizations that focus on human capital development through strategic training programs show performance increases of up to 75% compared to organizations that do not make similar investments. The information technology industry faces a special challenge in maintaining the relevance of employee competencies to leading technological developments, so a comprehensive evaluation of the impact of digital marketing training programs using a measurable and objective quantitative approach is needed. The purpose of this study is to analyze and measure the effectiveness of digital marketing training programs on increasing employee work productivity in Metro Lampung through a pre-post implementation comparative study approach, identifying differences in productivity levels before and after implementation, calculating the magnitude of increase, and analyzing the most responsive productivity dimensions. The study used a quantitative approach with a quasi-experimental pre-post test design on 35 IT employee respondents selected using purposive sampling technique, with data collection using a structured questionnaire on a Likert scale of 1-5 and paired sample t-test analysis. The results showed a significant increase in work productivity (p < 0.001) by 20.2% with a confidence interval of 95% (18.7%-21.7%), where the Innovation Index achieved the highest responsiveness (23.0%, Cohen's d = 2.29), followed by Task Completion Rate (20.6%), Quality Performance (19.8%), and Collaboration Effectiveness (18.0%). Digital marketing training programs have proven to be effective in increasing work productivity with 97.1% of respondents experiencing progress in at least three of the four dimensions evaluated. Organizations need to optimize resource allocation on innovative technology training modules, integrate a holistic approach that leverages synergistic effects across productivity dimensions, and implement training personalization strategies to maximize outcomes for all participants.