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Employee engagement is critical to organizational performance, employee well-being, and long-term sustainability. In hybrid work contexts, generational differences have become increasingly evident, particularly between Generation Y and Generation Z employees. Generation Y tends to emphasize work–life balance, career development, and meaningful collaboration, while Generation Z prioritizes flexibility, job security, digital integration, and the use of technology in the workplace. This study adopts a systematic literature review (SLR) approach by synthesizing findings from various peer-reviewed studies related to employee engagement and hybrid work practices across generations. The review focuses on identifying key factors that influence employee engagement in modern work environments. The results indicate that hybrid work can significantly enhance employee engagement when organizations provide flexibility, autonomy, adequate technological support, professional development opportunities, and fair reward systems. In addition, supportive organizational culture and effective leadership are important in maintaining employee motivation and commitment. However, differences in generational expectations require organizations to implement adaptive managerial strategies, including flexible work policies, personalized communication approaches, and inclusive leadership practices to strengthen employee engagement across different generations in hybrid work settings.

This study aims to determine the influence of work discipline (variable X1) and work culture (variable X2) on employee performance (variable Y). The research method used is a descriptive and verifiable method with a quantitative approach. Data collection techniques include observation, interviews, documentation, and literature studies to obtain comprehensive and relevant data for the purpose of the research. Data analysis techniques are carried out systematically, starting from the data compilation process, data tabulation, to the hypothesis testing stage. Data analysis uses multiple linear regression to determine the influence of each independent variable on the dependent variable. The results showed that the determination coefficient (R²) value was 69.8%, which means that work discipline and work culture simultaneously have a significant effect on employee performance. Meanwhile, 30.2% of employee performance was influenced by other factors outside of the study, such as motivation, work ability, leadership, personality, job satisfaction, work environment, and employee loyalty. Thus, it can be concluded that improving work discipline and a positive work culture plays an important role in improving.

This study aims to analyze the influence of organizational culture, work environment, and workplace boredom on employee performance through Cyberloafing behavior among employees at PT Geo Dipa Energi (Persero). The research employed a survey method with a quantitative descriptive approach, enabling systematic collection of numerical data to identify relationships among variables. The sample consisted of 339 employees selected purposively to reflect diverse perceptions regarding organizational culture, working conditions, and levels of boredom. Data analysis was conducted using Partial Least Square-Structural Equation Modeling (PLS-SEM), which allows testing both direct and indirect effects among variables. The results indicate that organizational culture, work environment, and workplace boredom significantly affect employee performance, both directly and through Cyberloafing behavior. Cyberloafing was found to mediate the relationship between organizational culture, work environment, and employee boredom with performance, thereby either strengthening or weakening the influence of these variables on work outcomes. These findings highlight the importance of managing an organizational culture that promotes productivity, improving a conducive work environment, and reducing employee boredom levels. Additionally, controlling Cyberloafing behavior is crucial for optimizing employee performance. The study provides practical implications for the management of PT Geo Dipa Energi (Persero) in designing effective policies and programs to enhance work efficiency and employee satisfaction.

This study aims to analyze the role of organizational culture in optimizing employee performance in Lebak Bulus Village, South Jakarta. A strong organizational culture is considered to have a significant contribution in improving the effectiveness of government officials and the quality of public services to the community. This study uses a qualitative descriptive approach with a phenomenological method, which emphasizes an in-depth understanding of the experiences, views, and behaviors of employees in carrying out their duties in their work environment. The research focuses on actors (employees), social situations, and activities that occur within the village environment. Data collection techniques were carried out through observation, in-depth interviews with key and primary informants, and documentation. Data validity was tested through triangulation of sources and techniques to increase the validity of the research results. The results show that the organizational culture in Lebak Bulus Village has strengths in the aspects of innovation and risk-taking, orientation towards results, orientation towards people, and stability. However, several weaknesses were still found, such as low individual initiative, lack of attention to detail, weak team orientation, minimal levels of aggressiveness, and limited employee experience and accuracy. Opportunities for improvement can be pursued through ongoing training and the digitalization of public services, although challenges remain, including a passive work culture and resistance to policy change. Overall, organizational culture plays a crucial role in supporting employee performance improvement, but a sustainable strategy is needed to strengthen professionalism and build a more adaptive and progressive work culture. Efforts to address identified weaknesses, such as improving communication between employees, developing leadership skills, and enhancing discipline in carrying out tasks, are essential for the continued development of a positive organizational culture. Furthermore, awareness of the importance of collaboration across organizational divisions must be instilled to create a more productive and efficient work environment.

This study aims to examine and analyze the influence of work discipline, organizational culture, and work ethics on employee performance at PT Amaze Indonesia Jaya. The background of this study is based on the importance of human resources as a company's main asset, where the level of discipline, established work culture, and applied work ethics can influence employee performance achievement. This study uses a quantitative approach by utilizing primary data obtained through questionnaires and secondary data obtained from company documents. The study population is all employees of PT Amaze Indonesia Jaya, with a total of 50 people who are also used as research samples using saturated sampling techniques. The research instrument has been tested for validity and reliability to ensure the feasibility of the collected data. Data analysis was carried out through validity tests, reliability tests, classical assumption tests, multiple linear regression analysis, and hypothesis testing using t-tests and F-tests. The results of the study indicate that partially, work discipline has a positive and significant effect on employee performance, which means that the higher the discipline, the better the performance produced. Organizational culture has also been proven to have a positive and significant effect on employee performance, indicating that the values, norms, and habits that apply in the organization can motivate employees to work more optimally. Furthermore, work ethics has a positive and significant impact on performance, indicating that employee integrity, responsibility, and professionalism contribute to the achievement of work targets. Simultaneously, the F-test results indicate that work discipline, organizational culture, and work ethics collectively have a significant impact on employee performance.

This study aims to examine the influence of compensation and work discipline on employee performance at Cahaya Nikmah Bakery located in Samarinda City. More specifically, this study analyzes three main things: first, the influence of compensation on employee performance; second, the influence of work discipline on employee performance; and third, the simultaneous influence of compensation and work discipline on employee performance. This study was conducted on 40 permanent employees who work at Cahaya Nikmah Bakery as research subjects. The method used in this study is a quantitative approach, with data collection techniques through observation, interviews, and questionnaires. The collected data were then analyzed using multiple linear regression techniques to determine the relationship and influence between the variables studied. The results of the data analysis show that the calculated F value of 35.898 is greater than the F table of 2.87 at a significance level of 5%. In addition, the significance value of 0.000 is below the critical limit of 0.05. This indicates that there is a simultaneous significant influence between compensation and work discipline on employee performance at Cahaya Nikmah Bakery. In other words, the combination of the two independent variables has a real contribution in influencing the level of employee performance. In addition to the simultaneous effect, the partial test results also show that each variable, namely compensation and work discipline, has a significant influence on individual employee performance. This is evidenced by the significance value for both variables, which is 0.000, which is also less than 0.05. The conclusion of this study shows that adequate compensation and the implementation of good work discipline can significantly improve employee performance. Therefore, company management is advised to continue developing a fair compensation system and strengthening a culture of work discipline to support overall company productivity and efficiency.

PT Unilever Indonesia’s strategic application is examined through the Balanced Scorecard framework, focusing on four key perspectives: financial, customer, internal business processes, and learning and growth. The analysis reveals that while the company demonstrates strong financial performance, such as high ROI and ROE, challenges like declining annual profits and increasing liabilities signal the need for improved cost management and risk mitigation. Unilever's strategy emphasizes innovation and customer relationships, leveraging Total Quality Management (TQM) and continuous product enhancements. However, internal issues such as employee work culture, inadequate facilities, and employee satisfaction remain significant obstacles to organizational performance. The findings suggest a need for stronger employee engagement and workplace improvements, alongside enhanced financial sustainability strategies. Future research could explore how external factors, such as shifting market trends and government regulations, influence Unilever’s strategic decisions and overall success.

This study aims to analyze the application of Organizational Theory at PT Kereta Api Indonesia (Persero) in the context of organizational communication, organizational culture and employee performance. PT Kereta Api Indonesia as a state-owned company engaged in the transportation sector has unique challenges and opportunities in managing its human resources and operations. Through a qualitative approach, this study collected data from interviews with managers and employees, as well as analysis of internal company documents. The results of this study indicate that effective communication and a strong organizational culture contribute significantly to improving employee performance. In addition, the implementation of clear organizational values ​​and ongoing training are key factors in creating a productive work environment. This study is expected to provide insight for PT Kereta Api Indonesia management in optimizing organizational strategies to achieve better company goals.  

The analysis intends to evaluate the impact of company values also workload on staff performance at Bank Syariah Indonesia KC Depok Margonda 2. Utilizing a quantitative statistical method, data collection involves observations and surveys provided to 33 employees. Using SPSS version 27, data assessment included aNOVA, correlation analysis, chi-square test, and R-squared value. Outcomes from the t-test reveal workplace culture (X1) adversely affects employee output (Y), yielding a t-value of -5.266, greater t-table 1.697 a significance value of 0.000. In conclusion, workload (X2) contributes positively and considerably to performance, reflected by a t-value of 5.765 > t-table 1.697 also a significance of 0.000. The F-test confirms that both variables jointly affect performance significantly (F-value 16.700 > F-table 3.316). The coefficient of determination (R²) measures 52.7%, revealing that work culture and workload together affect performance, with the remaining 47.3% influenced by different variables.

This study aims to analyze the influence of organizational culture, job training, and work environment on the performance of employees at the Office of the Ministry of Religious Affairs of Kediri City. The research employed a quantitative approach using a saturated sampling technique involving 69 employees. Data analysis was conducted using statistical tests with the assistance of SPSS version 26. The results showed that partially, organizational culture, job training, and work environment had a significant effect on employee performance. This was proven by the calculated t-values of each variable, which were greater than the t-table values, and significance values less than 0.05. Simultaneously, the three variables also had a significant effect on employee performance, indicated by the calculated F-value being greater than the F-table value and the significance value being less than 0.05. Therefore, the alternative hypothesis (Ha) was accepted, while the null hypothesis (Ho) was rejected.

This research aims to determine the effect of Organizational Culture and Training on Employee Performance with Work Motivation as an Intervening Variable at the Lubuk Sikarah District Office in Solok City, under the supervision of Dr. Dori Mittra Candana, SE, M.M., and Mrs. Selvi Zola Fenia, S.Psi, M.M. This is a quantitative study. Data collection was carried out through questionnaires, with a sample of 60 respondents at the Lubuk Sikarah District Office in Solok City. The analysis methods used are path analysis, partial least squares (PLS), outer model, inner model, and hypothesis testing. Data processing in this study was done using the SmartPLS 3.0 software.The research results can be concluded as follows: Organizational Culture has a positive and significant effect on Work Motivation; Training has a positive and significant effect on Work Motivation; Organizational Culture has a positive and significant effect on Employee Performance; Training has a positive and significant effect on Employee Performance; Work Motivation has a positive but insignificant effect on Employee Performance; and Organizational Culture can mediate the relationship between Training and Employee Performance with Work Motivation as the intervening variable at the Lubuk Sikarah District Office in Solok City.

Creating a positive work environment through effective conflict management plays a crucial and important role in fostering a productive and harmonious workplace. It was found that conflict resolution techniques such as mediation, negotiation, and a collaborative approach can reduce tension and strengthen relationships among employees. Open communication also proves to be a key factor in managing conflicts constructively, with companies that have transparent communication policies being more capable of creating a harmonious work atmosphere. A proactive approach by managers in handling potential conflicts, as well as ongoing training in conflict resolution, also plays a significant role in creating a healthy and productive environment.

This research aims to determine emotional intelligence and organizational culture to improve the internal service performance of Sidoarjo Health Center employees.  There is a population needed in this research, namely 50 employees.  In this study, researchers used all community health center employees, both paramedics and non-medical employees, with respondent characteristics based on age, gender, educational background, and length of work.  Sampling In this research he author used a saturated sample where all members of the population were used as research samples.So this research uses a questionnaire filled out by respondents and used as data for this research.  The analysis technique used is simple linear regression analysis.  Hypothesis testing uses (a T-test), while the data analysis methods used include a validity Test and Reliability Test.  The results of this research show that Emotional Intelligence and Organizational Culture influence Internal Service Performance. The result obtained t-count of 11.438 is greater than the t-table 2.01063 with a significant value of 0.000 > 0.50, which shows that the results are statistically significant. Furthermore, the emotional intelligence variable has a significant impact on internal service performance, with a t-count of 12.039, greater than the t-table 2.01063 with a significant value of 0.000 > 0.50.

Human resources are important because they affect the efficiency and effectiveness of the organization. One of the things that needs to be considered in HR management is employee performance. High employee performance is of course highly expected by every company because it will encourage the development of the company. The purpose of this research is to determine and analyze employee job satisfaction in an effort to improve employee performance in the Regent's Office in the field of Economics and Natural Resources, Aceh Singkil Regency. The research method used is qualitative descriptive method. The results of the research show that there is a sense of injustice felt by honorary employees. Because they feel that the existing compensation system is not transparent enough. This is of course a separate note for the agency to be able to measure how satisfied employees are with the existing compensation system. In creating job satisfaction, the management of the Regent's Office for Economics and Natural Resources, Aceh Singkil Regency, through the HR department, has focused on creating job satisfaction through three aspects, namely good HR management, a supportive work place and atmosphere, and an organizational culture that is in accordance with the agency's needs.

The purpose of this study is to describe the results of an analysis of the influence of organizational culture and work environment on organizational commitment through satisfaction. The research method uses a quantitative approach, with sampling or data sources using the Slovin formula with an error rate of 10% as a processing tool to measure sample size because it is known that the population is more than 100 respondents. Instrument test using validity test and reliability test. While testing the hypothesis using the R square test, path analysis test, model fit test. The results of research on PT Solusindo Kreasi Jayatech employees using the SmartPLS 3 calculator and with quantitative research methods, it can be seen that organizational culture has no positive and significant effect on organizational warnings, organizational culture has a positive and significant effect on job satisfaction, work environment has a positive and significant effect on job satisfaction, the work environment has a positive and significant effect on organizational commitment, and job satisfaction has a positive and significant effect on organizational commitment.