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In this era of ongoing digitalization, the use of information technology in records management is becoming increasingly crucial to ensure work efficiency and effectiveness. This study aims to examine the implementation of a dynamic archive storage system in the General Ledger Accounting Division of PT KPN Plantation. Specifically, this study identifies the obstacles encountered and analyzes the efforts made to overcome these challenges. Using a qualitative approach, primary data was collected through observation, interviews, and documentation studies with informants from General Ledger Accounting employees. Data analysis was carried out through a series of processes, including data collection, data reduction, data presentation, and conclusion drawing. The results of the study show that although the stages of archive management have been carried out systematically through a combination of physical procedures and digitization using E-Archive, its implementation still faces significant obstacles. The problems identified include managerial aspects such as high transaction volumes that cause document backlogs and space limitations, technical aspects such as the instability of the E-Archive system, and limited human resources with expertise in archiving. Collectively, these obstacles reduce the effectiveness and efficiency of the system, requiring a comprehensive and integrated improvement strategy to achieve reliable and sustainable archive management

This study investigated how employee engagement and work–life balance influenced turnover intention, with rewards examined as an intervening mechanism, among Generation Z employees in a state-owned enterprise context. A quantitative explanatory design was applied using a census approach involving all 36 Generation Z employees at PT PLN (Persero) Pematangsiantar. Data were collected through structured questionnaires measured on a five-point Likert scale and were analyzed using multiple regression and mediation-based path analysis in SPSS. The findings showed that employee engagement and work–life balance significantly predicted perceived rewards, and all three variables exerted significant effects on turnover intention. Moreover, rewards partially mediated the effects of employee engagement and work–life balance on turnover intention, indicating that positive work experiences reduced employees’ intention to leave when they were reinforced by fair and meaningful reward practices. However, the small sample size limited the generalizability of the findings beyond the organizational setting studied. This study contributes by demonstrating that retention of Generation Z employees is shaped not only by psychological attachment and work–life balance, but also by how organizations institutionalize recognition and value exchange through reward systems, particularly in public service and state-owned enterprises.

This study aims to evaluate the implementation of civil servant discipline enforcement based on Surabaya Mayor Regulation Number 44 of 2022 at Gubeng Subdistrict. The research employs a qualitative approach with a case study design. Data were collected through in-depth interviews, observation, and document analysis, and analyzed using the interactive model of Miles and Huberman within the Context–Mechanism–Outcome (CMO) framework. The findings indicate that the regulation has generally improved civil servant discipline, particularly in attendance, punctuality, administrative compliance, and public service quality. This improvement is supported by organizational context factors such as daily work culture, active leadership, and the integration of digital attendance systems. Key mechanisms driving compliance include layered supervision, persuasive coaching, and the gradual application of disciplinary sanctions. However, challenges remain, including high workloads and limited human resources, which require continuous guidance for certain employees. The study concludes that the effectiveness of civil servant discipline enforcement is largely shaped by the interaction between organizational context and policy implementation mechanisms.

This study explores the impact of work–life balance on job performance among Generation Z employees in Jakarta, with job satisfaction as a mediating variable and family-supportive supervisor behavior as a moderating variable. Generation Z, the largest segment of Indonesia's workforce, values flexibility and supportive leadership, but their job performance often shows inconsistency. Previous studies have yielded mixed results on the relationships between work–life balance, job satisfaction, and job performance, with limited empirical evidence on the role of family-supportive supervisor behavior, particularly in Indonesia. Using a quantitative approach, data were collected from 385 Generation Z employees in Jakarta through purposive sampling. Structural Equation Modeling (SEM) with SmartPLS 4.0 was used for data analysis. Results indicate that work–life balance positively influences both job satisfaction and job performance. Additionally, job satisfaction partially mediates the relationship between work–life balance and job performance, suggesting that a better work–life balance enhances job satisfaction, which in turn improves performance. The study also shows that family-supportive supervisor behavior significantly strengthens the positive effect of work–life balance on job performance. These findings contribute to the literature by clarifying how work–life balance affects job performance among Generation Z employees and highlighting the importance of supportive leadership.

This study aims to examine the effect of job rotation, physical work environment, and spiritual motivation on the performance of amil employees at BAZNAS Tanjungpinang City. This research adopts a quantitative approach using a survey method. The population consists of all amil employees at BAZNAS Tanjungpinang City totaling 35 respondents, and a census sampling technique is applied. Data were collected through questionnaires and analyzed using multiple linear regression with SPSS version 27. The partial test results indicate that job rotation and the physical work environment do not have a significant effect on amil employees’ performance. In contrast, spiritual motivation has a positive and significant effect on performance. Simultaneously, job rotation, physical work environment, and spiritual motivation collectively have a significant effect on the performance of amil employees at BAZNAS Tanjungpinang City. These findings highlight the important role of spiritual motivation in improving employee performance, particularly within zakat institutions that are strongly grounded in Islamic values.

This community service activity aims to strengthen the marketing strategy of FUNN Maumere as a culinary business operating in an increasingly competitive market environment. The program was conducted using a qualitative descriptive approach through field observations, interviews with business owners and employees, and direct mentoring in implementing more effective marketing strategies. The results indicate that FUNN Maumere has applied a combination of traditional and digital marketing strategies, including brochure distribution and active promotion through social media platforms such as Instagram, TikTok, and Facebook. The mentoring activities focused on optimizing digital marketing, improving service quality, and strengthening brand consistency. These efforts contributed positively to increased brand awareness, customer interest, and wider promotional reach. However, sales performance remains fluctuative due to external factors, such as weather conditions and differences in outlet location characteristics. Therefore, this community service emphasizes the importance of continuous product innovation, enhancement of customer experience, and optimization of digital marketing strategies to reduce dependency on external conditions. This activity is expected to serve as a practical reference and mentoring model for other culinary MSMEs in developing adaptive, innovative, and sustainable marketing strategies to improve competitiveness and business continuity.

This study investigates the incorporation of Sufi-oriented values into the management practices and production processes of MADA Drinking Water operated by the Ahlus Shafa Wal Wafa Islamic Boarding School Foundation. The research focuses on the Syafi’i ethical concept known as Giti–Gito, which encompasses spiritual and moral values including sincerity, patience, inner richness, holistic physical and spiritual well-being, as well as fairness in sharing resources. The main aim of this study is to examine how these values are implemented within pesantren-based business management and to assess their impact on employees’ work attitudes, leadership styles, and interpersonal relations in the workplace. This research employs a qualitative case study method. Data were gathered through semi-structured interviews, participant observation, and a review of relevant institutional documents. The findings reveal that the implementation of Giti–Gito values has successfully shaped a work environment grounded in religious ethics, social harmony, and humanistic principles. The Giti aspect strengthens employees’ commitment to sincerity, patience, and accountability in carrying out their responsibilities, while the Gito aspect contributes to enhancing employee welfare and fostering a sense of social responsibility. Although challenges remain in reconciling spiritual values with modern management demands, the integration of both spiritual and professional dimensions has demonstrated its effectiveness in creating a productive, ethical, and sustainable organizational environment.

Employee performance is a key factor in determining organizational success in achieving its strategic objectives. Various management studies indicate that employee performance is not solely influenced by individual factors, but is also significantly affected by organizational factors, particularly organizational planning and organizational structure. Effective organizational planning provides a clear direction and strategic framework that guides employees in performing their tasks, while an appropriate organizational structure facilitates coordination, clarifies authority, and supports the efficient execution of work. This study aims to analyze the influence of organizational planning and organizational structure on employee performance through a systematic literature review approach. The research method employed is a systematic literature review by examining relevant national and international journal articles published within the last ten years. Data were collected from reputable academic databases to ensure the credibility and relevance of the sources. The selected studies were analyzed qualitatively to identify patterns, relationships, and key findings related to the research variables. The results of the literature review indicate that systematic and well-formulated organizational planning contributes positively to improving goal clarity, work coordination, and employee motivation. Furthermore, an organizational structure that is aligned with organizational strategies plays an important role in clarifying task distribution, authority lines, and overall work effectiveness. The findings also reveal that organizational planning and organizational structure are interrelated and mutually reinforcing in shaping employee performance. This study concludes that the integration of organizational planning and organizational structure is a crucial factor in enhancing sustainable employee performance. The results of this study are expected to provide both theoretical contributions to organizational management studies and practical references for organizations in designing effective management systems.  

This study aims to analyze the effect of workload on employee loyalty at the Class I TPI Immigration Office in Jambi, with performance allowance policies acting as a mediating variable. The research employed a quantitative approach involving 88 respondents selected from the total employee population. Data were collected through structured questionnaires and analyzed using statistical methods to examine both direct and indirect relationships among variables. The results indicate that employees generally perceive their workload as being at a moderate level; however, workload has a significant negative effect on employee loyalty. In contrast, performance allowance policies demonstrate a significant positive influence on loyalty. Furthermore, the findings reveal that performance allowance policies partially mediate the relationship between workload and employee loyalty, indicating their role in mitigating the negative impact of workload. These results suggest that effective performance allowance policies can enhance employee loyalty despite increasing workload demands. Therefore, organizations should balance workload management with fair and performance-based compensation policies to maintain employee loyalty.

Pricing is a critical factor determining the success of small and medium-sized enterprises (SMEs) in the market. This study investigates the pricing strategy implemented by Kebab Ajo Lubeg, a culinary SME located near Universitas Putra Indonesia YPTK Padang. The research aims to analyze how pricing methods are applied, the factors considered in price determination, and their influence on consumer purchasing decisions and business strategy. A qualitative descriptive approach was employed, with data collected through semi-structured interviews with the owner and employees, direct observation, and documentation of product offerings and pricing. Findings indicate that Kebab Ajo applies a combination of cost-based pricing, competition-based pricing, and product-based price variation to balance production costs, consumer purchasing power, and market competition. The pricing strategy significantly affects consumer satisfaction, repeat purchases, perceived value, brand image, and business competitiveness. This study provides practical insights for other SMEs in setting appropriate prices while maintaining customer loyalty and profitability, and it contributes to the academic discourse on marketing management and pricing strategies in the culinary sector.

Men who have Sex with Men (MSM) are a key population with a high risk of Human Immunodeficiency Virus (HIV) infection. In Papua, the increasing number of HIV cases among this group remains a public health challenge, highlighting the need for comprehensive analysis of sociodemographic and clinical characteristics. This study aimed to analyze the sociodemographic and clinical profiles of HIV/AIDS patients among the MSM population at the Kotaraja Reproductive Health Clinic, Jayapura City. An observational analytic study with a cross-sectional and retrospective approach was conducted using medical record data from 2023 to 2024. A total of 21 HIV/AIDS patients among MSM who met the inclusion criteria were included in the study. Data were analyzed descriptively to assess age, occupation, education level, ethnicity, marital status, clinical stage, sexual orientation, and the presence of sexually transmitted infections (STIs). The results showed that most patients were in the productive age group of 20–24 years (47.6%), had secondary education (71.5%), worked as private employees (57.1%), were non-Papuan (95.3%), and were unmarried (100%). The majority were diagnosed at WHO clinical stages I and II (95.6%). Most patients identified as homosexual (90.5%), while 9.5% identified as bisexual. Concomitant STIs were identified in 47.6% of patients, all of which were syphilis. In conclusion, HIV/AIDS among MSM in Jayapura predominantly affects young productive-age individuals with distinct social and clinical characteristics, emphasizing the importance of early screening and culturally sensitive, integrated HIV prevention strategies.

The influence of self-efficacy, work engagement, and financial compensation is crucial to determine the extent of their impact on employee performance at PT Sinergi Gula Nusantara PG Meritjan. By understanding these relationships, company management can assess how these factors affect employee performance and thereby formulate more targeted human resource planning and development strategies in the future. This study employed a saturated sampling technique, in which the sample consisted of all permanent employees of PT Sinergi Gula Nusantara PG Meritjan, totaling 77 respondents. Data were collected through questionnaires, observations, and interviews. The results of the analysis indicate that self-efficacy, work engagement, and financial compensation have a significant effect on employee performance, both partially and simultaneously. This is evidenced by the multiple linear regression analysis, which shows significance values below 0.05 and a coefficient of determination of 0.677 or 67.7%, indicating that self-efficacy, work engagement, and financial compensation explain 67.7% of the variance in employee performance.

This study aims to analyze the effect of transformational leadership (X1), work experience (X2), and social support (X3) on employee performance (Y) at PT Putra Sentosa Mandiri. This research also seeks to determine the partial effects of each independent variable as well as their simultaneous effect on employee performance. The research method used is a quantitative approach with primary and secondary data sources. The sampling technique applied was saturated sampling, in which the entire population was used as the sample, consisting of 34 employees of PT Putra Sentosa Mandiri. Data were collected through questionnaires, interviews, literature studies, and documentation. The data analysis techniques included validity tests, reliability tests, normality tests, linearity tests, heteroscedasticity tests, multicollinearity tests, multiple linear regression analysis, t-tests, F-tests, and the coefficient of determination (R²). The results indicate that transformational leadership has a positive but not significant effect on employee performance, work experience has no positive and insignificant effect on employee performance, while social support has a positive and significant effect on employee performance. Simultaneously, transformational leadership, work experience, and social support do not have a significant effect on employee performance at PT Putra Sentosa Mandiri.

The management of material and labor costs at Gregors Barbershop is still manual and not formally structured, resulting in wastage of consumable materials, suboptimal labor utilization, and difficulties in determining service prices that align with the expected profit margins. Material costs, such as hair gel, tissues, disposable razors, and alcohol/disinfectants, are not recorded systematically, leading to frequent mismatches between stock and actual needs, while labor costs are calculated improvisationally without considering productivity and service targets. This activity aims to improve the ability of owners and employees to plan, control, and evaluate operational costs systematically, ensuring efficiency, resource optimization, and business profitability. The method uses an applied, hands-on approach, including the identification of partner needs, preparation of relevant training modules, direct operational mentoring, and evaluation with follow-up. The object of the activity is Gregors Barbershop in Batu Aji District, Batam City, which offers services such as modern men’s haircuts, classic shaves, shaving, hair treatments, and the sale of grooming products like pomade and hair oil. The results show increased efficiency in the use of consumable materials, more productive labor management, more systematic cost planning, and the ability to set service prices in line with costs and profit margins. It is recommended to implement a digital recording system and productivity-based incentives to ensure more accurate cost control, more efficient operations, and sustainable business profitability.

This study aims to conduct a Systematic Literature Review (SLR) regarding the influence of career development on organizational commitment. Based on the analysis of various scientific articles, career development is an important approach in human resource management, which focuses on improving employees’ skills, enthusiasm, and readiness to face job challenges and promotion opportunities. On the other hand, organizational commitment refers to the emotional connection that employees have with their workplace, which includes aspects of emotional attachment, obligation, and enduring bonds. The results of the systematic literature review indicate that many previous studies have found a strong and positive correlation between career development and organizational commitment. Workers who are aware of support for their career development, including training programs, mentoring, or predetermined career paths, generally show a higher level of dedication to their organization. Furthermore, various studies have shown that career development can also have an indirect effect on organizational commitment through mediating factors such as job satisfaction, work motivation, and employee performance. However, several studies have shown that career development does not always have a significant impact on organizational commitment, particularly in organizations without a structured career system or when employees have negative perceptions of career opportunities. These varying results highlight the existence of contextual factors that influence the relationship between variables. Overall, this study offers in-depth insights into the significance of career development as a strategic factor in enhancing organizational commitment, along with suggestions for organizations and future researchers conducting similar studies.

The rapid growth of information technology has encouraged small and medium-sized food businesses to adopt digital systems in order to improve service quality and operational efficiency. Ayam Goreng Pakdhe, a local culinary business, still relies on manual ordering processes that often lead to order inaccuracies, slow service, and limited access to sales data. This study aims to design and develop a web-based ordering system for Ayam Goreng Pakdhe using the Spiral software development method, which emphasizes iterative development, risk analysis, and continuous user feedback. The research method consists of requirement analysis, system design, implementation, and evaluation carried out in repeated cycles according to the Spiral model. Data were collected through observation, interviews with business owners and employees, and analysis of existing business processes. The results show that the proposed web-based system is able to streamline the ordering process, reduce human errors, and provide real-time information on orders and sales reports. Furthermore, the iterative nature of the Spiral method allows the system to be adjusted according to user needs and potential risks identified during development. The implementation of this system is expected to enhance operational efficiency, support better decision-making, and increase customer satisfaction, thereby contributing to the digital transformation of small-scale culinary enterprises.

This study analyzes the effectiveness of installed supervision (Waskat) by the Sub-district Head on the performance of employees at the Bukit Kapur District Office, Dumai City, in the midst of the demands of public service accountability. The background involves local bureaucratic challenges such as resource constraints and employee resistance. Using a qualitative approach with field observation for two weeks (15-29 December 2025), including in-depth interviews with 5 employees and 2 community informants, plus data triangulation from attendance records and performance reports, it was analyzed thematically. The results revealed attendance increased to 95%, absenteeism decreased by 2%, and work output increased from 50 to 65 permit documents each week. Quotes such as "Direct supervision motivates me" (Employee A, 2025) affirm the preventive role of Waskat, despite obstacles such as over-tasking, in line with Fauzan (2024) on civil servant governance. The discussion highlighted Waskat as a tool for local bureaucratic reform. This conclusion affirms the effectiveness of Waskat in improving performance, recommending humanistic and digital adaptation. Policy implications for local governments, with suggestions for future studies using a larger sample.

Transformational leadership has a strong and positive impact on employee performance across various organizational sectors. This leadership style, which is based on four main dimensions—Idealized Influence, Inspirational Motivation, Intellectual Stimulation, and Individualized Consideration plays a very important role in creating a shared vision, driving high internal motivation, and producing positive change. Research shows that this positive influence is often affected by factors such as commitment to the organization, job involvement, and organizational behavior. By encouraging employees to put aside personal interests to achieve collective goals, transformational leaders enhance effectiveness, productivity, and the quality of work outcomes. Bass's theory (1985) states that this leadership style drives performance beyond normal expectations. The conclusion of this study emphasizes that the application of transformational leadership style is crucial for organizational management in efforts to improve the quality of human resources. Companies are advised to conduct leadership training that focuses on developing emotional intelligence and visionary communication skills for managers.

This research aims to analyze the influence of job placement, fringe benefits, and work facilities on the performance of employees at Jawa Pos Kediri, both partially and simultaneously. The method used is quantitative with a descriptive and associative approach. Data were collected through the distribution of questionnaires to 50 respondents who are employees of Jawa Pos Kediri. The data analysis techniques used include multiple linear regression, t-test (partial), F-test (simultaneous), and the coefficient of determination (R²). The results indicate that both partially and simultaneously, job placement, fringe benefits, and work facilities have a positive and significant impact on employee performance. The R² value of 0.944 indicates that 94.4% of the variation in employee performance can be explained by these three variables, while the remaining 5.6% is influenced by other factors. Therefore, this study emphasizes that appropriate job placement, adequate benefits, and sufficient work facilities are important factors in improving employee performance at Jawa Pos Kediri. Thus, the company management needs to pay more attention to these three aspects to create a productive and sustainable work environment.

The performance of nurses at the Community Health Center is greatly influenced by various factors, both internal and external. Several determinants that are thought to influence nurse performance include education, knowledge, length of service, and training. Objective: To determine the factors related to nurse performance at Motui Community Health Center. Methods: This research is analytical, using a cross-sectional study design. The population in this study were all employees working at the Motui Community Health Center, namely 50 people with ANS status. The sample of this study was 42 people selected using a purposive sampling technique. Data were collected using a questionnaire that measured education, knowledge, length of service, training, and nurse performance. Data analysis was performed using the chi-square test with the help of SPSS version 25.0. Results: The results showed that there was a significant relationship between education (x count = 6.19), knowledge (x count = 5.768), length of service (x count = 7.527), and training (x count = 15.881). Conclusion: Education, knowledge, length of service and training are determinants that influence employee performance at Motui Health Center. Therefore, improving the knowledge and training of nurses can improve their performance quality. Policies are needed to support the improvement of nurse competence through continuing education.