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 This study aims to test and analyze the influence of leadership style , organizational culture and organizational justice partially and simultaneously on the performance of employees of the Bank Indonesia Jember Representative Office. The population in this study were all employees of Bank Indonesia Jember with a sampling technique of saturated sampling technique totaling 42 employees. The analysis method used is multiple linear regression analysis. Based on the results of the data analysis, it shows that partially, leadership style does not have a significant effect on employee performance. However, certain aspects such as decision making, motivation, communication, employee control, and emotional control play an important role. Improvements in this aspect can support performance indirectly. Organizational culture significantly affects employee performance. Self-awareness, aggressiveness, personality, performance, and team orientation play a role in creating a productive work environment. Organizational justice does not significantly affect employee performance. Indicators such as resource allocation, procedural fairness, and personal relationships play an important role. The three variables ( leadership style , organizational culture, and organizational justice) together affect employee performance. In addition, the researcher's suggestions for further research are expected to complement the limitations of the researcher's problems such as increasing the number of samples, for example all employees of KpwBI Jember, or adding independent variables to be studied, for example motivation, discipline, workload, occupational health and work life balance.

This study aims to determine the influence of leadership style and communication on employee performance at PT. Baby Bar Indonesia. The background of the research is based on the crucial role of leadership and communication in improving work effectiveness and organizational competitiveness amid globalization and technological advancement. This research employs a quantitative approach with an associative method. The population consists of all employees of PT. Baby Bar Indonesia, totaling 50 individuals, with a saturated sampling technique. Data were collected through questionnaires and interviews, and analyzed using validity tests, reliability tests, simple and multiple linear regression, as well as t-tests and F-tests. The results indicate that both leadership style and communication significantly influence employee performance, both partially and simultaneously. A participative leadership style and effective communication were found to enhance employee motivation and work productivity. The study recommends improving two-way communication patterns and implementing a more open and supportive leadership approach to optimize employee performance.

This study aims to determine the influence of Work Motivation, Work Environment, and Job Satisfaction on Employee Productivity at PT. Nihon Seiki Indonesia. This research is motivated by the phenomenon of declining employee productivity as shown by the non-achievement of work targets in recent months. This problem indicates the possibility of a decline in internal quality that needs to be evaluated, such as low motivation, less supportive work environment conditions, and less than optimal job satisfaction. This decline can also have an impact on the company's overall performance, including in terms of efficiency, production quality, and customer satisfaction that are declining over time. The method used in this study is a quantitative method with a descriptive and verifiable approach. The data collection technique was carried out through the distribution of questionnaires to 90 employees as a sample of the total population of 115 employees working in the company. The research instrument was tested through validity and reliability tests. Data were analyzed using multiple linear regression analysis, t-test (partial), F test (simultaneous), and determination coefficient (R²) test, with the help of SPSS software version 26. The results of the study show that Work Motivation, Work Environment, and Job Satisfaction have a significant effect on Employee Productivity, both partially and simultaneously. These findings confirm that the increase in employee work productivity is not only dependent on external factors such as technology and management systems, but is also highly determined by internal factors that are directly related to individual comfort and satisfaction at work. Therefore, company management needs to focus more on efforts to create a conducive work environment, build strong motivation, and increase employee job satisfaction as a strategy to optimize productivity. In addition, continuous training and effective communication between teams also need to be improved to maintain morale, collaboration, and the achievement of overall organizational targets.

This article explores the dynamics of negotiation as a key strategy in the conflict resolution process within organizational contexts. Using a qualitative-descriptive approach, it examines how negotiation processes are carried out by organizational actors in addressing both internal and external conflicts, as well as the factors that influence their effectiveness. The findings indicate that the success of negotiations is significantly influenced by interpersonal communication, leadership style, and the ability to adapt to change. This article aims to provide both conceptual and practical contributions to the understanding of the strategic role of negotiation in managing organizational conflict.

Lobbying and negotiation are two vital communication strategies in decision-making processes, both within organizational and public policy domains. This study aims to examine how lobbying and negotiation practices function as strategic communication tools to enhance the effectiveness of stakeholder relationships. The study presents 20 citations from scholarly journal articles as the basis for analysis. A descriptive qualitative literature study method was used. The findings indicate that both lobbying and negotiation contribute to the creation of more inclusive, efficient, and adaptive decisions in strategic environments.

Essentially, humans are equipped with their own individual characteristics from birth. However, over time, new traits will form and become the characteristics that are attached to each individual. The purpose of this study is to examine the character education program in the Pasukan Khusus Extracurricular at Senior High School 1 Cerme, the management process conducted, supporting factors and optimization activities, as well as the inhibiting factors and their solutions. The research method used is qualitative with a case study type. Data collection techniques include interviews, observation, and documentation. The data validity test used is credibility testing. The Pasukan Khusus Extracurricular at Senior High School 1 Cerme has five character education programs, namely: junior training (diklat junior), upgrading character, nationalism visits (kunjungan nasionalisme), attribute inspection (pemeriksaan atribut), and routine evaluations (evaluasi rutin). Pasukan Khusus Extracurricular at Senior High School 1 Cerme follows the stages of character education program management well, starting from planning, organizing, implementation, and supervision. Supporting factors include a high commitment from human resources, intensive communication between parties, support from the school, and a positive organizational culture. The optimization activities emphasize commitment and loyalty among members, full support for the program from the school, and the preservation of a good organizational culture. There are also inhibiting factors such as limited financial support, the time-consuming permission process from the school and parents, and some human resources who engage in deviations. The solutions to these problems include member contributions, sponsorships, minimizing the use of funds, submitting proposals well in advance of program implementation, and issuing warnings and sanctions to members who violate the rules.

In the era of globalization and digital transformation, organizations face new challenges in managing cultural diversity and technological complexity. Leaders are required to quickly adapt to the ever-changing global dynamics while fostering synergy within multicultural teams. This article aims to analyze how Cultural Intelligence (CQ) and digital technology can be integrated into a multiplication leadership model to enhance the effectiveness of global organizations. Using a qualitative approach based on literature studies, this research explores the three main dimensions of CQ—cognitive, motivational, and behavioral—as well as the application of digital technologies such as Artificial Intelligence (AI), Big Data, and virtual communication in leadership development. The findings indicate that leaders with high levels of CQ are more effective in leading multicultural teams and building harmonious cross-cultural connections. Meanwhile, the use of digital technology accelerates decision-making processes, mentoring, and collaboration within flexible and dynamic organizational structures. The integration of cultural intelligence and digital technology results in an adaptive, collaborative, and innovative leadership model. Examples of the implementation of this model in global companies such as Microsoft, Tesla, and Airbnb further reinforce the findings. This article provides practical contributions for organizations in designing training strategies and leadership models based on CQ and digital leadership to face global challenges more effectively and sustainably.  

Effective financial management is a crucial aspect in ensuring the sustainability and growth of an organization, including in the context of social and profit organizations (SOPI). The Revenue and Expenditure Budget Plan (RAPB) is the main instrument in financial management, which not only functions as a guideline for allocating resources, but also as a strategic tool in achieving organizational goals. This study uses a library research method to explore how systematic budget planning can improve financial efficiency and ensure transparent and accountable use of funds. This study highlights the importance of preparing formal documents such as annual work plans, budget work plans, and RAPB in ensuring that organizations can manage resources in a more structured and measurable manner. By applying analysis to various literature sources, this study identifies steps in preparing an effective RAPB, including revenue estimation, expenditure allocation, and budget evaluation and control mechanisms. The results of the study show that a well-prepared RAPB can help organizations set priorities, measure performance, and avoid waste of resources. In addition, RAPB also acts as an internal communication tool that clarifies the direction and goals of the organization to all stakeholders. With a strict evaluation system, organizations can ensure that the budget used has an optimal impact on achieving the vision and mission that have been set.

Ocean Young Guards, an organization that focuses on marine conservation, faces communication challenges in implementing the Blue Carbon Journey campaign program, such as differences in expectations from volunteers and the barriers of marine languages ​​​​that become organizational barriers. The importance of transparent and proactive communication is in line with Ocean Young Guards' efforts to address climate change by involving the younger generation who can help run the Blue Carbon Journey campaign program to achieve marine conservation goals. This study aims to determine the involvement of the younger generation as volunteers in the Blue Carbon Journey campaign program implemented by Ocean Young Guards. This study uses a qualitative approach with a descriptive study method and the theories used in this study are Engagement Theory and Social Change Theory. Data collection techniques used in this study were interviews and documentation, the results of the study showed that volunteer involvement is very important for the success of campaign activities with the interaction of organizations and volunteers including transparency of information about the program, education about climate change that is happening and active involvement of volunteers in Blue Carbon Journey campaign activities. The success of the Blue Carbon Journey campaign contributed to increasing volunteer awareness of the importance of coastal and marine ecosystems as a solution to climate change, and motivated them to become agents of change in environmental conservation.

This research explores the combined effects of content marketing and brand experience on customer response, a relationship that has not been extensively studied in previous research. The study highlights the significance of customer service as a key determinant of business success, emphasizing that when customers feel valued and receive prompt responses from a company, their satisfaction, loyalty, and willingness to engage with the brand increase. The research was conducted on a sample of customers from the General Company for Southern Cement, specifically the Kufa Cement Factory. The study focused on Ordinary Portland Cement and sulfate-resistant cement. A total of 85 questionnaire forms were distributed, with 80 valid responses collected for statistical analysis.The findings indicate that both content marketing and brand experience play a crucial role in enhancing customer communication and service quality. Effective content marketing strategies contribute to better training for customer support teams, ensuring a more responsive and engaging interaction with customers. Furthermore, improving communication channels and response speed positively impacts customer satisfaction. By adopting content marketing strategies and leveraging brand experience, businesses can enhance customer engagement, strengthen relationships, and ultimately achieve their organizational goals.The research recommends integrating content marketing into business operations to build long-term customer relationships and improve brand reputation. Additionally, companies should establish a dedicated internal department for marketing, ensuring that content marketing efforts are credible, relevant, and engaging. By creating meaningful and interactive content, businesses can attract and retain customers, fostering brand loyalty and trust over time.

This research aims to explore the role of internal communication on work effectiveness and employee performance at the Jambi Province Food Security Service. Internal communication is a key factor in increasing organizational efficiency and productivity, especially in the government context. The research approach used is qualitative with descriptive methods, aiming to understand the experiences, perceptions and dynamics of interactions between employees and management. Data was obtained through in-depth interviews with 3 participants consisting of structural officials and functional employees, as well as through direct observation of communication patterns in the work environment. The research results show that effective internal communication characterized by openness of information, active participation of all parties, and transparent two-way communication contributes significantly to increasing work effectiveness and employee performance. Employees who feel they have received sufficient information and are involved in decision making are more motivated and show better performance.

The hotel industry is a service sector that relies heavily on the quality of human resources, so internal communication has a central role in maintaining smooth operations and improving staff performance. This study examines the implementation of Human Resource Development (HRD) communication through the General Manager Table Program at XHotel Mojokerto, which is designed as a medium for direct dialogue between management and employees. The program aims to accelerate the distribution of information, accommodate the aspirations of staff, and build more open and effective two-way communication. The research method uses a descriptive qualitative approach, with data collection techniques through in-depth interviews, observations, and documentation studies. The study participants included General Managers, HRD, and hotel staff who participated in the program for a six-month period in 2025. Data analysis was carried out with reference to Mintzberg's organizational communication theory, which emphasizes the managerial role in the functions of monitoring, information dissemination, facilitation, and negotiation. The results of the study show that the General Manager Table Program contributes positively to the effectiveness of internal communication. Through this program, HRD not only plays the role of conveying information, but also as a dialogue facilitator that encourages active employee involvement. The program has been proven to improve communication transparency, speed up conflict resolution, and strengthen a sense of belonging among staff. The impact can be seen in increasing motivation, discipline, and more consistent work performance, while strengthening the harmonious relationship between management and employees in the work environment. The implication of this research is the need for sustainability and the development of similar programs as innovative HRD communication strategies. The application of this model can be a reference in building a positive work culture that supports productivity, service quality, and competitiveness of the hospitality industry amid global dynamics.

The English language teaching at Pondok Pesantren Nurul Falah aims to improve the students' communication skills in English through an approach that is more adaptive to the organizational culture. This pesantren has a habit of using Arabic in daily life, so in the teaching of English, Arabic terms such as “huwa,” “huma,” and “huna” are used in teaching pronouns. The method applied involves interactive teaching, adapted to the students’ habits, where each session begins with an explanation of English concepts, which are then linked to Arabic terms that the students are already familiar with. This activity took place over four meetings per month, with morning and afternoon sessions. The results of the teaching activity showed an improvement in the students' understanding of basic English concepts, especially in teaching pronouns, which were easier to understand when linked to Arabic. The discussion in this activity revealed that adapting the language of instruction to the local culture, in this case, Arabic, can create a more comfortable atmosphere and support the students' enthusiasm for learning. Students, who initially felt less confident in speaking English, became more active and open to practicing. In conclusion, English teaching that is adapted to the organizational culture, especially through the use of Arabic in teaching, has proven effective in improving students' understanding and communication skills in English, as well as creating a learning environment that is more enjoyable and relevant to their needs

Organizational culture plays a crucial role in shaping employee behavior and performance. A strong organizational culture fosters a conducive work environment, enhances employee engagement, and motivates them to achieve optimal performance. This study aims to analyze how organizational culture influences employee behavior and performance while identifying the key cultural elements that significantly impact productivity. This research employs a literature review method, examining recent scholarly works on organizational culture, employee behavior, and performance. The findings indicate that a positive organizational culture—characterized by open communication, alignment of values with company goals, and managerial support—directly enhances work motivation, job satisfaction, and employee productivity. Conversely, a weak organizational culture can lead to dissatisfaction, high turnover rates, and decreased productivity. The implications of this study highlight the importance of fostering a strong and adaptive work culture to sustain and improve employee performance. Additionally, this study offers strategic recommendations for managers and organizational leaders in developing a culture that promotes innovation, collaboration, and employee well-being.

This study aims to describe and analyze: Public Service Bureaucratic Reform and the factors that support and hinder Public Service Bureaucratic Reform at the Office of the Special Class 1 Immigration Checkpoint for the City of Surabaya. The research method to be used is qualitative descriptive. Data Collection Techniques include: Interviews, Observations, Documentation. The research informant is the Head of the Suarabaya Special Class I Immigration Office. The data analysis technique using interactive model analysis was developed by Miles et al., (2014), namely data condensation, data presentation, and conclusion drawn. The results of the study show that in the institutional aspect in accordance with Law Number 6 of 2011 concerning immigration, the institutional arrangement at the Immigration Office is divided into several parts according to their duties and functions. The current posture of organization is relatively slimmer and flat (not very hierarchical). In the resource aspect, human resource improvement is also carried out through the internal office, namely through performance evaluation meetings. In terms of governance, organizational units/work units within the Surabaya Special Class I Immigration Office currently have and implement systems, procedures, and work mechanisms, as well as service standards that are more standard, clear, efficient, and effective, supported by the optimal use of adequate information and communication technology. Supporting Factors for Bureaucratic Reform at the Special Class I Immigration Office in Surabaya are Productive Apparatus, Representative Policies, and Employee Capacity Building. The inhibiting factor is that there is still a practice of brokerage.

In 2023, Batam City will record 550 homeless people and beggars undergoing rehabilitation. In 2024 (January-July), this number will drop significantly to 237. The aim of this research is to determine government collaboration in handling homeless people and beggars in Batam City. The method used is descriptive qualitative, there are eight informants with data collection techniques through interviews, observation and documentation. Data analysis was carried out through data reduction, data presentation, and drawing conclusions. This research uses Collaborative Governance theory from Deseve, namely Network Structure (Organizational Structure), Commitment to a Commom Purpose (Commitment to the goal), Trust Among the Participants (mutual trust between actors), the existence of Governance Certainty, Access to Authority (Access to power), Distributive Accountability (Sharing responsibility), Information Sharing (Sharing Information), Access to Resources (Access to Resources. The findings obtained are (1) Network Structure: Satpol PP carries out patrols and the Social Service supports it through the formation of a Rapid Response Team (TRC). (2) Commitment to a Common Purpose: Satpol PP and the Social Service are committed to outreach and reducing the number of Social Welfare Recipients, which is evaluated based on the budget. (3) Trust Among the Participants: collaboration between Satpol PP and the Social Service is running well thanks to open communication, regular coordination meetings, and mutual assistance. (4) There is certainty of governance: the role of Satpol PP and the Social Service is regulated in Regional Regulation No. 6 of 2002 and received support from other institutions. (5) Access to Authority: handling homeless people is regulated by Law no. 23 of 2014, with Satpol PP on patrol duty and the Social Service handling social problems through a budget supervised by the Inspectorate and BPK. (6) Distributive Accountability: The Social Service appoints the relevant OPD and forms a TRC which collaborates with Satpol PP in networking, while the TRC supports large or special activities. (7) Information Sharing: The Social Service shares the latest data and regulations in coordination meetings. (8) Access to Resources: Satpol PP and TRC have resources with a supporting budget as well as contributions from Srikandi PLN in counseling, equipment, and Pelni for the repatriation of homeless people and beggars. Therefore, researchers put forward suggestions, namely that the government should reach out more to the community and provide full assistance so that homelessness and beggars can be reduced.

The issue of limited employment access for persons with disabilities is a strategic concern that demands serious attention, particularly in Medan City. Unit Layanan Disabilitas (ULD) under the Department of Manpower of Medan City was established as a government initiative to support persons with disabilities in obtaining equal employment rights. ULD has demonstrated positive initiatives through skills training, coordination with companies, and the placement of workers with disabilities. However, its effectiveness in realizing inclusive employment still faces various internal challenges, such as limited personnel capacity and suboptimal work structure. The research method used in this study is qualitative with a case study approach. Data were collected through interviews, observations, and documentation studies. The data was analyzed qualitatively usingInstitutional Capacity Development indicators proposed by Merilee S. Grindle (1997), which include three dimensions: Human Resource Development, Organizational Strengthening, and Institutional Reform. The results of this study indicate thatthat in the dimension of human resource development, some ULD members have not received adequate training, there are no specialized assistants, and the recruitment process is not yet based on specific competencies. In terms of organizational strengthening, unclear division of tasks, weak internal communication systems, and suboptimal leadership in directing cross-sectoral teamwork were identified. Meanwhile, in the institutional reform dimension, there is still a lack of concrete policy support from the local government. Nevertheless, ULD has successfully facilitated the employment of 42 persons with disabilities in companies that provide inclusive job opportunities to fulfill the 1% employment quota for persons with disabilities

The Communication and Information Service (Diskominfo) has a strategic role in building a positive image of local government agencies. This literature review research aims to analyze the role and strategy of public relations of the Serang City Diskominfo in building an organizational image. The research method uses a descriptive qualitative approach with literature study techniques through the collection and analysis of scientific literature from journals, reference books, and relevant official documents. The study focuses on the concepts of public relations, image management, and communication of government organizations. The results of the study show that the role of public relations of the Serang City Diskominfo includes the functions of internal and external communication, information management, and the formation of public perception. The main strategies used include the development of communication media, periodic publication programs, and persuasive approaches to build public trust. The study concluded that the success of building the image of the agency

This study examines the important role of internal communication in enhancing employee engagement within the context of corporate communication. Effective internal communication is crucial for fostering a positive organizational culture, ensuring smooth operations, and building trust between management and employees. Using the Two-Way Symmetrical Model by Grunig and Hunt, this paper emphasizes the importance of reciprocal communication in creating open, transparent, and inclusive communication channels that encourage engagement and collaboration. The study employs a qualitative approach with a descriptive method, relying on literature analysis. The findings indicate that organizations face significant challenges in managing communication across generations in the workforce. Differences in communication preferences, generational values, and technological barriers are factors that impact the effectiveness of internal communication. To address these challenges, appropriate communication strategies need to be implemented. This study proposes several strategies, such as multichannel communication, digital literacy training, message customization, and participative leadership. These strategies can enhance employee engagement, strengthen internal communication, and contribute to the long-term success of the organization.

Human Resources (HR) are an essential asset in an organization or company, as they encompass individuals with the skills, knowledge, and competencies needed to achieve organizational goals. Conflict management, organizational learning, and effective communication are the main pillars of HR management. Conflict management plays a role in transforming potential friction into opportunities for creative solutions, maintaining harmony, and improving team productivity. Organizational learning enables individuals and organizations to grow, adapt, and face new challenges with continuously evolving knowledge. Meanwhile, effective communication acts as a bridge that connects vision, mission, and actions, ensuring all elements of the organization move in alignment toward shared goals. CV. XYZ Surabaya is a company engaged in the supply and distribution of electrical equipment. Finding the right human resources for this organization is not an easy task. One of the company’s primary objectives is to improve employee performance, as improved employee performance is directly proportional to enhanced organizational performance. Based on the research findings, the t-test (partial) and f-test (simultaneous) analysis revealed that the variables of conflict management, organizational learning, and communication have a significant impact, both partially and simultaneously, on employee performance at CV. XYZ Surabaya.