IMPLEMENTASI KEBIJAKAN BUDAYA KERJA BERDASARKAN PERATURAN WALIKOTA SEMARANG NOMOR 37 TAHUN 2022 TENTANG BUDAYA KERJA DI LINGKUNGAN PEMERINTAH KOTA SEMARANG (Studi Penerapan Core Value Ber-AKHLAK di Badan Penanggulangan Bencana Daerah Kota Semarang)

Abstract

This study adopts an implementative praxis approach to the policy on work culture as stipulated in Semarang Mayor Regulation Number 37 of 2022, with the locus of study focused on the Regional Disaster Management Agency (BPBD) of Semarang City. The research formulates the following problems: How is the implementation of the work culture policy based on Semarang Mayor Regulation Number 37 of 2022 at the Regional Disaster Management Agency of Semarang City, and what are the supporting and inhibiting factors in the implementation of core values within the work culture policy at BPBD Semarang?.The objective of this research is to analyze the implementation of the work culture policy referring to Semarang Mayor Regulation Number 37 of 2022 at BPBD Semarang, as well as to identify the determining factors in the implementation of core values within the work culture policy. This research uses a qualitative-descriptive approach, in which data collection is conducted through triangulated techniques, including participant observation, in-depth interviews, and institutional document analysis. The aim is to observe the implementation of the policy and to identify both supporting and inhibiting factors affecting that implementation. The research findings indicate that, although the policy has been designed with normative convergence aligned with institutional needs, the internalization of work culture values still shows disparities between normative intentions and empirical practice. Determining factors such as limited human resource capacity, bureaucratic rigidity, and weak organizational communication reach act as latent barriers to the realization of these work culture values. The inconsistent work ethic among implementers further weakens policy performance. This study recommends a recontextualization of implementation strategies through the strengthening of transformative leadership dimensions, intensified socialization of values, and revitalization of evaluative mechanisms. Thus, the work culture policy should not only rely on regulatory legitimacy but also require synergistic orchestration among institutional components to achieve an apparatus that is both integrity-driven and adaptive in addressing the dynamics of contemporary public service.