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This study aims to analyze the influence of the work environment on employee productivity at PT Harmoni Reka Cipta. The research employs a descriptive c method using Spradley’s approach, which includes place, actor, and situation. Informants were selected based on inclusion and exclusion criteria, resulting in one key informant and four main informants relevant to the data requirements. Data were collected through in-depth interviews and field observations. The research findings, based on NVIVO analysis visualized through a word cloud, indicate that the most dominant aspect in discussions of the work environment is workplace facilities, followed by work relations, work atmosphere, and operational constraints. Interviews revealed that lighting and coworker relationships are generally in good condition; however, challenges remain, including limited workspace, insufficient facilities, and suboptimal air circulation, especially in the production area. These conditions affect employee comfort, focus, and work effectiveness. NVIVO results related to productivity show that quantity, quality, and timeliness are influenced by a work environment that is not yet fully supportive. Some delays occur due to high production intensity, heavy workloads, and inadequate facilities. This study concludes that improving facilities, reorganizing workspace layouts, and enhancing physical comfort are necessary to support optimal employee productivity

This study aims to analyze the effect of employer branding on the job interest of Generation Z in digital companies. The background of this research is based on the increasing competition among companies in attracting young talents, especially Generation Z, who have unique characteristics such as being highly adaptive to technology, prioritizing work-life balance, and having high expectations toward the workplace environment. Employer branding has become an essential strategy for companies to build an attractive and competitive image as an employer. This study employs a quantitative approach using a survey method. Data were collected through an online questionnaire distributed to 100 respondents from Generation Z who are seeking jobs or interested in working in digital companies. The sampling technique used was purposive sampling. Data analysis techniques include validity testing, reliability testing, simple linear regression analysis, and t-test. The results indicate that employer branding has a positive and significant effect on Generation Z’s job interest. This implies that the better the company’s image as an employer, the higher the interest of Generation Z to work in the company. This study suggests that digital companies need to strengthen their employer branding strategies to attract and retain young talents.

This study is motivated by the importance of balancing work and personal life (work life balance) to enhance employee performance and well-being. The research aims to analyze the influence of leadership style, workload, and work environment on the work life balance of employees at PT Bina Bangun Perkasa Kediri. A quantitative approach was applied using purposive sampling, with all 35 permanent employees selected as respondents. Data were collected through observation, interviews, and questionnaires, and analyzed using classical assumption tests and multiple linear regression. The findings reveal that leadership style and work environment significantly affect work life balance, while workload has no significant effect. Simultaneously, the three variables show a significant effect on work life balance. These results provide theoretical implications regarding the crucial role of leadership and workplace conditions in supporting employees’ work life balance, as well as practical implications for company management to foster a healthy work environment and effective leadership to improve employee well-being

Human resources (HR) play a crucial role in determining the success of an organization. PT Indomarco Prismatama is a leading company in the modern retail sector, operating the Indomaret minimarket network that provides essential daily needs for the community. Within this context, employee performance becomes a critical factor that directly influences business continuity and service quality. However, several issues remain, such as high absenteeism, low motivation, and disharmonious workplace relationships. These conditions highlight the importance of effective leadership styles and a strong organizational culture in enhancing employee performance. This study aims to analyze the influence of leadership style and organizational culture, both partially and simultaneously, on employee performance at PT Indomarco Prismatama, Kelapa Gading Branch. The research employed a quantitative approach with an associative design. The population consisted of 102 employees, with a sample of 81 respondents determined using Slovin’s formula. Data were collected through a Likert-scale questionnaire and analyzed using validity and reliability tests, multiple linear regression, t-tests, and F-tests to examine the relationships among variables. The findings reveal that leadership style significantly influences employee performance, while organizational culture also has a positive and measurable effect. Furthermore, the simultaneous influence of both variables shows a significant impact on improving performance. These results indicate that a combination of effective leadership and a supportive organizational culture plays a vital role in enhancing productivity and achieving organizational goals at PT Indomarco Prismatama, Kelapa Gading Branch.

This research was conducted with the primary objective of examining and determining the effect of occupational safety, occupational health, and the Occupational Health and Safety Management System (OHSMS) on employee performance at UD. Berkah Mandiri, located in Kediri Regency. The background of this study is based on the importance of implementing OHS in the workplace as an effort to minimize the risk of accidents, improve employee well-being, and support overall company productivity. In today’s increasingly competitive industrial world, attention to occupational safety and health is a key factor that not only protects workers but also enhances organizational efficiency and effectiveness. The research method employed was a quantitative approach with an associative research design. The population consisted of 56 employees, all of whom were taken as respondents through a saturated sampling technique. Data were collected using a questionnaire instrument constructed based on indicators of occupational safety, occupational health, OHSMS, and employee performance. The data were then analyzed using SPSS version 25.0 through validity and reliability tests, multiple regression analysis, and hypothesis testing both partially and simultaneously. The results of the analysis revealed that occupational safety has a significant effect on employee performance, indicating that the better the implementation of safety standards, the higher the performance achieved. Similarly, occupational health was found to have a positive and significant effect on employee performance, suggesting that healthy working conditions contribute to higher motivation and work effectiveness. Furthermore, the OHSMS also significantly influenced employee performance, reflecting that proper policies, procedures, and supervision in OHS management create a safe and productive work environment. Collectively, the three variables—occupational safety, occupational health, and OHSMS—were proven to have a significant simultaneous effect on employee performance at UD. Berkah Mandiri. Thus, this study emphasizes that occupational safety, occupational health, and OHSMS are crucial factors that must receive serious attention in order to improve employee performance and support sustainable business continuity.

This study aims to determine the relationship between conflict management, occupational safety and health (OHS), and work motivation towards increasing employee productivity at PT. Ratna Beton Giriwoyo. The background of this study is based on the importance of human resource management as a company's main asset in achieving optimal productivity targets, especially in the construction industry sector which has its own challenges in creating a safe and productive work environment. This study uses a quantitative approach with data collection techniques through distributing questionnaires to all company employees as respondents. The data obtained are then analyzed statistically to determine the effect of each variable on employee work productivity. The results show that conflict management has a significant relationship with employee productivity. Properly managed conflict not only avoids a decline in performance but can also increase morale and cooperation between employees. In addition, the implementation of good occupational safety and health (OHS) contributes to a sense of security and comfort at work, thereby reducing workplace accidents and increasing employee focus and work efficiency. Work motivation has also been shown to have an important role in encouraging employees to achieve predetermined performance targets. These three variables, both partially and simultaneously, have a significant effect on employee work productivity. These findings suggest that an integrated approach to conflict management, OSH implementation, and increased work motivation can be an effective strategy for improving company performance. This research is expected to provide practical contributions to the management of PT. Ratna Beton Giriwoyo in formulating human resource development policies, as well as serve as an academic reference for researchers and students interested in human resource management, particularly in the construction sector.

This study analyzes the impact of employee welfare on working conditions at PT P, focusing on welfare policies and facilities such as health insurance, employment insurance, on-site clinic services, maternity leave, workload balance, and working hours. Using a qualitative descriptive method, data were collected through interviews and direct observation of several employees. The findings show that company-provided welfare positively influences working conditions. Health facilities and work protection increase employees' sense of security and comfort. In addition, fair working hours, sufficient rest time, and attention to both physical and psychological well-being enhance work motivation and employee loyalty. Employees feel appreciated when the company supports work-life balance, leading to a more productive, harmonious, and low-conflict work environment. The study concludes that employee welfare is a key factor in shaping the quality of the workplace. 

This study investigates the effect of role stress and job resources on emotional exhaustion, with work-family conflict as a mediating variable among higher education personnel. Employing a quantitative research design with a causality analysis approach, data were collected through a structured questionnaire using a five-point Likert scale. The sample consisted of 200 educational staff at XYZ institution in Bogor Regency, including civil servants, permanent employees, and contract workers. Data analysis was conducted using the Structural Equation Modeling-Partial Least Squares (SEM-PLS) technique with SmartPLS 3 software. The findings revealed that role stress has a positive and significant impact on emotional exhaustion, indicating that increased stress from role demands contributes to higher levels of emotional fatigue. Conversely, job resources were found to have no significant direct effect on emotional exhaustion. Furthermore, work-family conflict significantly mediated the relationship between role stress and emotional exhaustion, suggesting that stress from conflicting work and family demands intensifies emotional exhaustion. However, work-family conflict did not mediate the relationship between job resources and emotional exhaustion. These results emphasize the critical need for effective stress management strategies and support systems that can help reduce work-family conflict to maintain the emotional well-being of education personnel. This study contributes to understanding the psychological dynamics in the workplace and provides insight into improving employee resilience and productivity in educational institutions.

Career management is a crucial process for both individuals and organizations. For individuals, it facilitates the achievement of career goals and enhances job satisfaction. For organizations, it aids in attracting, developing, and retaining qualified employees. This study delves into the factors influencing career management, encompassing individual factors (abilities, skills, interests, values, and personality), organizational factors (organizational culture, structure, career opportunities, and career policies), and environmental factors (economic, socio-political, and technological conditions). The findings demonstrate that effective career management can enhance employee career effectiveness, job satisfaction, and organizational performance. The study also provides recommendations for improving career management, including regular career assessments, career development program development, information and training, a supportive organizational culture, and encouraging employees to proactively manage their careers. Further research is warranted to develop more effective and contextual career management models and investigate the impact of career management on other factors such as organizational commitment, employee turnover, and gender equality in the workplace.    

Background: The workplace function of nurses is an important thing that must be paid attention to by hospitals. Nurses certainly have an important function in their work in terms of health services. Employees should be able to adapt and be respected in their work environment. However, some people experience problems adapting to their work environment, resulting in low performance. Nurses' decreased function at work due to high workloads makes it difficult to control one's own behavior. This results in the implementation of the work not being optimal.Objective: This study was conducted to examine the factors that influence workplace function in nurses Method: This research is a quantitative research with a survey design. Research data was collected using a questionnaire from respondents who work as nurses in hospitals. The sampling technique used purpose sampling technique and the sample size was 200 nurses. This research uses SEM (Structural Equation Modeling) analysis using AMOS and regression analysis using SPSS. Results: Based on the results of the analysis that has been carried out, the research results show: self-regulation capacity has a significant effect on functioning at work, self-regulation capacity has a significant effect on self-destruction, self-regulation capacity has a significant effect on job craftsmanship, self-destruction has a significant effect on functioning at work. workplace, work craft has a significant influence on function in the workplace. Burnout does not moderate the relationship between self-regulatory capacity and functioning at work so it does not have a significant influence. Conclusion: Increased functioning in the workplace for nurses is influenced by optimal self regulation capacity in nurses, self-destruction which can be increasingly minimized, work craftsmanship which increases in nurses.