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Putri Anggraini


Element which trigger employee


09 Maret 2022 / Jurnal Tata Kelola & Akuntabilitas keuangan Negara (JTAKEN); Jakarta Vol.4, No.2 (Juli-Desember 2018) : 105-124.

Fraud is very liquid; thus, it could occur both in public sector and private institutions. The consequences of fraud could be very damaging such as the loss of assets and the ruin of a company ’s reputation. BPK as one of the governmental institutions in Indonesia is obliged to implement a whistleblowing system as a means to detect any fraudulent activities. It is believed that an effective whistleblowing system is likely to be credible and secure so that all employees could disclose misconducts without any hesitation. Therefore, this study aims to contribute to the novelty of the whistleblowing system which has been implemented in BPK. There are several elements to be considered in setting up a whistleblowing system namely, secrecy of the tipsters’ identity, incentives, whistleblowers’ protection, accessibility, training of ethical program, power owned by the addressee, the perpetrators and the potential whistleblowers, management’s support as well as their response to the tips given by the employees. A questionnaire and descriptive statistical analysis are used to rank the elements from the most important to the least essential items in a whistleblowing system from the perspective of the employees in BPK. The result shows that BPK’s employees consider the whistleblowers’ protection as the most critical element in the system; whereas, rewards is the least factor which triggers them to blow the whistle. Those elements, however, are integral parts which complement each other in establishing an effective whistleblowing mechanism
2018_ART_PP_JURN12.pdf


Mandatory auditor rotation : the perceived benefits and drawbacks (a case study in BPK)


08 Maret 2022 / urnal Tata Kelola & Akuntabilitas Keuangan Negara (JTAKEN); Jakarta Vol. 6, No. 1, (Juni 2020): 35-55. DOI: 10.28986/jtaken.v6i1.394.

After years of implementation of the policy, there is an inconclusive opinion of whether a mandatory auditor rotation could improve the independence of auditors, including those working within the public sector, such as BPK. This study intends to empirically test the impact of mandatory rotation towards auditors" independence in fact and in appearance. Additionally, the study examines how auditor satisfaction towards the policy affects their perceived benefits and drawbacks of the scheme. Following a statistical assessment of primary data using the independent-samples t-test, findings show that independence in appearance of auditors would be enhanced as a result of mandatory rotation. The rotation policy, however, could not by itself improve auditors’ independence in fact. Consequently, complementary schemes are needed to preserve the independence in fact of auditors. Further, auditors who have a favorable view of mandatory rotation would assume that the mechanism offers more advantages than disadvantages. On the other hand, unhappy employees would perceive that mandatory rotation brings more adverse effects than positive ones. The vast majority of respondents also believe that the rotation mechanism is necessary to be implemented in BPK. Lastly, a number of valuable respondent inputs aimed to improve the rotation scheme are elaborated in this study.
2020_ART_PP_Putri_Anggraini_03.pdf