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Kampung Wisata Titik Nol in Central Java has significant potential for developing special-interest tourism, particularly nature-based and outdoor sport tourism. However, this potential has not been optimally utilized due to limited community capacity in designing structured and market-ready tourism products. This community service program aims to enhance the capacity of local tourism managers and youth organizations in packaging sustainable and competitive sport tourism packages. The program was conducted at Joglo Gumregah from August to November 2024 using a Participatory Action Research (PAR) approach. The implementation was carried out in three phases: preparation, implementation, and evaluation. The preparation phase included field observation, Focus Group Discussions (FGDs), and coordination with village authorities and community leaders. The implementation phase involved in-depth interviews and mentoring activities in developing sport tourism packages. The evaluation phase was conducted through interactive dialogues with stakeholders to refine the developed packages. The results indicate an improvement in participants’ understanding and skills in designing integrated and locally based sport tourism packages. The resulting packages are expected to serve as references for sport tourism development and to support community empowerment and economic sustainability in Kampung Wisata Titik Nol.

Formal organizational structures are crucial for ensuring the effectiveness, efficiency, and accountability of work processes within an institution. However, many organizations still face challenges such as overlapping tasks, ineffective communication, and inadequate control mechanisms. This study aims to analyze formal organizational structure design strategies through systematic steps, implementation mechanisms, and ongoing evaluation. The research method used is a literature review, based on a review of the latest scientific sources (books, journals, and research reports) related to organizational theory and structural design. The results indicate that organizational structure design should begin with defining objectives, analyzing activities, departmentalizing, establishing hierarchical relationships, coordinating mechanisms, and evaluating. Implementation mechanisms include socialization, human resource capacity development, process integration with technology, monitoring, and change management. The literature review also confirms that alignment between strategy, structure, and business processes is a key factor in improving organizational performance. Therefore, organizational structures must be adaptive, responsive, and data-driven to face the challenges of an ever-evolving strategic environment.

Competition in acquiring young talent is increasing, so employer branding strategies  are an important element for organizations in attracting the interest of generation Z. As digital natives, generation Z has different characteristics and expectations, including the need for career development, work-life balance, organizational reputation, and an inclusive work culture (Smith, 2022). In the midst of global competition and the increasingly dominant use of digital technology in the job search process, companies are required to build an authentic and relevant employer image in order to increase the attractiveness of their talents. Previous research has shown that employer branding has a significant effect on the interest in applying for jobs for generation Z, either directly or through mediating factors such as organizational reputation and person-organization fit (Backhaus & Tikoo, 2004; Jiang & Iles, 2024). Based on this phenomenon, this study aims to analyze the influence of employer branding on the interest in applying for jobs of Generation Z and examine the role of organizational reputation and person organization fit as a mediation variable. The study used a quantitative approach with a survey method of Generation Z respondents who were looking for a job, then analyzed using multiple regression and bootstrapping mediation test. The results of the study show that employer branding has a positive and significant effect on the interest in applying for jobs for generation Z, and this influence is stronger when the reputation of the organization and the person-organization fit plays the role of mediator. These findings affirm the importance for organizations to build a positive image, provide an inclusive work culture, and highlight the value match between companies and applicants in order to be able to compete in the fight for young talent in the digital era.

Christian transformational leadership offers an ideal model for church organizational development, but its implementation in the Indonesian context faces complex structural and cultural barriers. This study aims to identify and analyze the structural and cultural barriers that influence the implementation of Christian transformational leadership in Indonesian church organizations, analyze the mechanisms of organizational resistance and their implications for leadership effectiveness, and formulate adaptive strategies relevant to local dynamics. The method used is a qualitative literature study with a systematic literature review approach of the latest academic sources. The results show that structural barriers include limited human resource capacity, weak organizational infrastructure, and immature management systems, while cultural barriers are rooted in strong local traditions and resistance to new leadership models. Organizational resistance arises through mutually reinforcing interpersonal, organizational, and cultural mechanisms, resulting in decreased congregation participation and empowerment effectiveness. Effective adaptive strategies include participatory dialogue communication, continuous leadership development, acculturation of leadership to local values, and the formation of an inclusive organizational culture. This study concludes that the sustainable implementation of Christian transformational leadership requires a holistic approach that integrates changes in structure, culture, and interpersonal relationships while remaining sensitive to the local context and cultural wisdom.

This study explores how Generation Z constructs work values and meaning in modern organizations shaped by digitalization and social transformation. Using a qualitative phenomenological approach under a social constructivist paradigm, the research investigates the lived experiences of young professionals in the digital, creative, and startup sectors. Data were collected through in-depth interviews and non-participant observation and analyzed using thematic analysis (Braun & Clarke, 2006; Moustakas, 1994). Findings show that Generation Z defines work through three interrelated dimensions: (1) intrinsic motivation grounded in personal purpose and self-expression, (2) redefined productivity emphasizing creativity and emotional balance rather than quantitative output, and (3) job satisfaction derived from inclusive culture and adaptive leadership. These results support Self-Determination Theory (Deci & Ryan, 2000) and Social Constructionism (Berger & Luckmann, 1966), showing that work meaning is socially constructed rather than objectively given. Overall, the study concludes that for Generation Z, work represents not merely economic activity but a medium for identity, contribution, and personal growth, urging organizations to embrace meaning-centered and value-driven leadership to enhance engagement and fulfillment.

This study aims to analyze the influence of leadership style, work environment, and workload on employee performance at PT BFI Finance Indonesia Tbk, Semarang Branch, using the Job Demands–Resources (JD-R) Theory as its underlying framework. The JD-R model posits that employee performance and well-being depend on the balance between job demands and job resources. The research employed a quantitative explanatory approach involving 56 employees from the Central Operation division, selected through purposive sampling. Data were collected using a Likert-scale questionnaire and analyzed using multiple linear regression with SPSS version 21. The results reveal that leadership style and work environment have positive and significant effects on employee performance, while workload has a significant negative effect. The coefficient of determination (R²) of 0.673 indicates that the three variables collectively explain 67.3% of employee performance variation. Respondents perceived that communication and support from leaders were strong, and social relations in the workplace were positive, although workload and performance targets were considered relatively high. These findings reinforce the JD-R Theory (Bakker & Demerouti, 2017), showing that leadership and work environment function as job resources that enhance motivation and performance, whereas excessive workload represents job demands that may hinder employee outcomes if not properly managed. Practically, organizations in the financial services sector should maintain a balance between job demands and job resources to achieve sustainable employee performance improvement.

Collaborative governance is a decision-making approach that brings together multiple stakeholders to work toward a shared objective. This study aims to describe the collaborative governance process in poverty alleviation through the Tasik Bageur Program in Tasikmalaya City. Poverty in the city is a multidimensional issue that affects social, economic, and environmental aspects of community life. In response, the Tasikmalaya City Government initiated this program as a collaborative effort involving government institutions, private sector actors, and academic organizations. The program is implemented every Wednesday and is designed to foster cooperation and mutual support in addressing poverty-related needs.Although the program has succeeded in attracting participation from several private and academic actors, this study identifies a major challenge: the number of poor residents remains significantly higher than the number of collaborating partners. This imbalance limits the amount and diversity of assistance provided and reduces the program’s overall effectiveness.This research employs a qualitative descriptive approach, with data collected through observations, interviews, and document analysis. The findings indicate that the collaborative process within the Tasik Bageur Program has not yet reached optimal implementation. Limited understanding and low awareness among private-sector actors hinder broader participation. As a result, the gap between community needs and the available collaborative resources remains substantial.

This study aims to examine the effect of employee competence, behavioral control, and trust on employee performance at the Bojonegoro District Health Office with Organizational Citizenship Behavior (OCB) as an intervening variable. The background of this study is related to the importance of employee performance in achieving public service organizational goals, particularly in the health sector. This study uses an explanatory quantitative method with a Partial Least Squares Structural Equation Modeling (PLS-SEM) approach. The research sample consisted of 100 employees at the Bojonegoro District Health Office. The results of the analysis show that the influence of employee competence on employee performance is not significant, but employee competence has a significant influence on OCB. Behavioral control has a significant effect on employee performance, but its effect on OCB is not significant. Trust has a significant effect on OCB, but its direct effect on employee performance does not. OCB is proven to have a significant effect on employee performance. Therefore, OCB plays an important role as a mediator in improving employee performance. This study provides a theoretical contribution by clarifying the relationship between variables in the context of public service-based government organizations. In practical terms, the results of this study are expected to form the basis for recommendations to improve the quality of human resources and develop managerial strategies at the Bojonegoro District Health Office in order to support the effectiveness and efficiency of public services.

The pretrial institution serves to regulate the use of coercive measures by authorized organizations during the investigation and prosecution stages. The establishment of this institution is a primary priority aimed at protecting the rights of suspects, particularly in cases involving unlawful arrest or detention, the termination of investigations and prosecutions, and other similar circumstances. However, several weaknesses remain in both the design and implementation of this institution within the judicial system, resulting in insufficient protection of human rights for suspects, despite its regulation under positive law, namely Law Number 8 of 1981. Efforts to safeguard the human rights of suspects during the investigation process constitute the main focus of this study, which examines the legal status of pretrial procedures within Indonesia’s criminal justice system, the challenges in their implementation as a means of protection, the effectiveness of pretrial rulings in this context, and their implications for subsequent investigations.

Muhammad Abduh was a reformer of the Islamic world in the 19th century who was famous for his efforts to raise the spirit and glory of Muslims. One of his focuses was on the renewal of the Islamic education system. In this article, we will review his biography, fundamental works, history of political struggle, ideas of renewal, methods in the renewal of Islamic education, portraits of his thoughts, and his influence on Islamic education, especially in Indonesia. Muhammad Abduh emphasized the importance of religious education that is balanced with general knowledge, as well as teaching methods that do not only rely on memorization but also on deep understanding. His thoughts developed in the aspects of religion, education, and socio-political society. His influence and relevance in the context of Indonesian Islamic education are prominent especially through organizations such as Muhammadiyah which were inspired by his thoughts. Through his works and ideas, Muhammad Abduh left a significant mark on the renewal of Islamic education.

Business is an economic activity carried out by individuals or organizations to produce and sell goods or services with the aim of making a profit. The NSH Group Store is a business that sells carpets, pillows, bolsters, and dolls located in the Sei Dadap I/II Plantation, Sei Dadap District, Asahan Regency, North Sumatra 21225. The NSH Group Store was established in 2016 and is owned by Mrs. Siti Komariah Siregar. Among the challenges faced by the NSH Group Store owner are irregular stock procurement. Sales transaction processes still use conventional methods, reducing efficiency and time effectiveness, and potentially leading to data errors. Supply Chain Management is a series of approaches used to efficiently integrate suppliers so that goods can be distributed in the right quantities, locations, and at the right time, with the aim of minimizing overall system costs. A bolster pillow is a pillow that can function as both a pillow and a bolster. Bolster pillows are oval and long, so they can be hugged while sleeping. The benefits of a bolster pillow include maintaining a proper sleeping position, reducing pressure on joints, helping reduce aches, improving sleep quality, and improving overall health. Therefore, by implementing Supply Chain Management (SCM), data processing will be faster and more accurate.

Business ventures are activities carried out by individuals or organizations involving the production, sale, purchase, or exchange of goods and services, with the aim of generating profit. A basic necessities store (commonly known as a “sembako” store in Indonesia) sells daily staple needs, especially the nine essential commodities (sembako), which include items such as rice, sugar, cooking oil, eggs, salt, and other key food ingredients. UD. Putri 2, located in Dusun 1A, Sumber Harapan Village (21261), Tinggi Raja Subdistrict, Asahan Regency, was established in 2018 and has since become an essential part of the local community. This has required UD. Putri 2 to constantly monitor their stock inventory. However, the company still faces inefficiencies in managing sales data processing, which often leads to inventory shortages. When the supply of goods is insufficient to meet customer demand, customers may turn to other stores. If this occurs repeatedly, the store risks losing profit due to the unavailability of goods. Supply Chain Management (SCM) refers to the integrated processes and production activities starting from the acquisition of raw materials from suppliers, the value-adding processes that turn raw materials into finished products, the inventory storage process, and the distribution of finished goods to retailers and consumers. The implementation of SCM can optimize inventory management of staple goods, minimize inventory costs, and improve supply chain efficiency at UD. Putri 2.

Equal access to health services is a fundamental right of citizens. However, vulnerable groups such as beggars are often neglected because they do not have valid residence documents. The Medan City Government launched the Medan Berkah Health Insurance Program (JKMB) to support universal Health Coverage, allowing free health services only with a Medan ID card. This study aims to assess the implementation of JKMB on beggars in Medan City by using the implementation suitability model from David C. Korten, which emphasizes the relationship between programs, organizations, and beneficiaries. The method used is a descriptive qualitative approach, with data collection through in-depth interviews, observations, and documentation studies. Informants consisted of beggars without identity who had been disciplined by Social Services, program Implementation officers, and academics in the field of social welfare. The results showed that JKMB can only be accessed by beggars while under the supervision of Social Services, through temporary identities such as "Mr. X". After being repatriated (reunification), access to health services cannot be continued due to the absence of An ID. The Program has not been able to reach marginalized groups on an ongoing basis, and there has been no integration of cross-sector data systems. The findings expose the discrepancy between program design and Target conditions, highlighting the importance of more inclusive policy reformulation, facilitation of identity ownership, and inter-agency coordination to create equitable and sustainable health access for all citizens

In the era of globalization and digital transformation, organizations strive to maintain competitiveness through optimizing internal factors such as work culture, business process engineering (BPR), and decision support systems (DSS). This qualitative research based on a Systematic Literature Review (SLR) analyzes the relationship between these three using the Denison Organizational Culture Model, Hammer & Champy BPR, and the Resource-Based View (RBV). It finds that work culture mediates the implementation of BPR and DSS to increase efficiency by 30-50%, employee productivity, and sustainable competitive advantage. Case studies such as the Toyota Production System (TPS) confirm this synergy, resulting in reduced costs, cycle times, and improved service quality. This research also emphasizes the importance of a strong work culture in supporting the implementation of new technologies and methodologies, which in turn strengthens the company's market position. Thus, organizations that are able to integrate these three elements will be better prepared to face the challenges of globalization and dynamic changes in their industry, creating a sustainable advantage and being able to survive in a highly competitive market.

This study aims to deeply analyze the contribution of work motivation and work environment conditions in improving employee satisfaction and performance. The methodology applied is a Systematic Literature Review (SLR) following the guidelines of Wahono (2015) and Kitchenham (cited in Fauzi et al., 2018). Data were collected through literature exploration in Google Scholar, Garuda Ristekdikti, and university journal websites with a publication limit between 2020 and 2025. Through a selection process, a number of relevant articles were successfully collected for narrative analysis. The results of the study revealed that work motivation has a positive and significant influence on employee performance, both directly and indirectly through job satisfaction as a mediator. A supportive work environment also plays a crucial role in increasing employee enthusiasm, productivity, and job satisfaction. Overall, the synergy between high work motivation and a conducive work environment can create maximum performance and strengthen employee loyalty to the organization. The results of this study provide importance for human resource managers to pay more attention to motivation and work conditions as an approach to improving performance and efficiency in organizations.

Financial management, both in public and private organizations, is highly vulnerable to fraud and misappropriation of funds. The risk of fraud in financial reporting not only jeopardizes an organization's long-term financial health but also damages the reputation and trust of stakeholders. Professional ethics and integrity are key factors in ensuring good, efficient, and effective financial governance. Weak internalization of professional ethical values ​​among financial practitioners, such as manipulation of financial reports and unauthorized use of official funds, is often a major cause of misappropriation of funds. These cases can significantly harm an organization, as seen in violations of codes of ethics in various large companies. Therefore, strengthening professional ethics in financial management practices is crucial to prevent misappropriation of funds, fraud, or financial manipulation. A strong internal control system, coupled with a good ethical culture, can play a significant role in preventing and detecting these conditions. This study aims to identify factors that support and hinder the implementation of professional ethics in financial management and provide recommendations for improving integrity and accountability in fund management. It is hoped that the results of this study will help organizations strengthen governance, increase transparency, and reduce the risk of fraud through better implementation of professional ethics.

This study aims to understand the meaning of adaptive leadership in modern organizations facing transformations in work culture during the era of disruption. Using a phenomenological qualitative approach within the social constructivist paradigm, this research explores the lived experiences of leaders in interpreting change, uncertainty, and human values amid digitalization and organizational complexity. Data were collected through in-depth interviews and non-participant observation involving eight leaders from various industrial sectors in Indonesia and were analyzed using Colaizzi’s phenomenological analysis technique. The findings reveal that adaptive leadership is understood as a reflective and social process rooted in value awareness, empathy, and collective learning capacity. Adaptive leaders not only direct change but also facilitate learning and build trust through open communication and collaborative work cultures. Adaptive values such as flexibility, empathy, and moral reflection are key to shaping inclusive and sustainable organizational cultural transformation. Theoretically, this study extends the discourse on adaptive leadership within phenomenological and social contexts, while practically emphasizing the importance of value-based reflective leadership in navigating disruptive change.

A community service program (PKM) entitled "Skincare Product Dispute Resolution" was successfully implemented in Ngadi Village, Mojo District, Kediri Regency, involving village cadres, youth organizations, and community members, particularly housewives as skincare consumers. This PKM aims to provide solutions to skincare product disputes through five stages: outreach, training, technology implementation, mentoring, and sustainability evaluation. The outreach program began with a presentation on halal skincare products and consumer protection against misleading promotional practices, delivered by speakers from the Sharia Research Group (SReG) and the Non-Governmental Consumer Protection Organization. This program also includes in-kind and in-cash contributions, including training to improve customer service quality, ensure raw material quality standards and production processes comply with international standards, and ensure product information transparency. In addition, a loyalty program and transportation cost incentives were provided to affected consumers. PKM partners played an active role in providing information and inviting the community to participate in this activity. The implementation of this activity is expected to strengthen consumer trust and ensure protection of consumer rights related to skincare products.

In the current era of digital transformation, organizations are increasingly turning to Artificial Intelligence (AI) to enhance the precision and agility of managerial decisions. This study investigates how AI adoption within management accounting systems influences decision-making efficiency and managerial performance. Using survey data collected from managers and accountants in medium-to-large firms across Central Java, the research applies Partial Least Squares Structural Equation Modeling (PLS-SEM) to examine the hypothesized relationships. The results reveal that AI adoption significantly improves decision-making efficiency, which in turn enhances managerial performance. Furthermore, leadership support strengthens the relationship between AI adoption and decision-making efficiency, indicating that human and organizational factors remain critical for realizing technological benefits. The findings contribute to management accounting literature by elucidating the mechanism through which AI technologies create managerial value specifically, by accelerating analytical processes and improving the quality of managerial judgments. Practically, the study suggests that firms should focus on leadership involvement, data governance, and employee training to ensure that AI systems complement, rather than replace, human judgment. Overall, this study highlights that successful AI adoption in management accounting is not merely a technical transition but a strategic and cultural evolution toward evidence-based decision-making.

This study aims to analyze the implementation of the Balanced Scorecard (BSC) as a strategic performance evaluation tool in the era of digital transformation. Using a descriptive qualitative approach within the social constructivist paradigm, data were collected through in-depth interviews, non-participant observation, and document analysis in three organizations undergoing digitalization. Thematic analysis (Braun & Clarke, 2006) identified four main themes in the application of the BSC: digital strategy alignment, digital readiness and data integration, a culture of learning and innovation, and adaptive leadership transformation. The findings indicate that the BSC functions not only as a performance measurement system but also as an adaptive, collaborative, and data-driven strategic management framework. The integration of digital technologies accelerates decision-making processes and strengthens reflective organizational culture. Theoretically, this study extends the classical BSC model of Kaplan and Norton (1996, 2001) toward a Digital Balanced Scorecard that emphasizes synergy among strategy, data, and organizational learning. Practically, the results highlight the importance of digital readiness, an innovation-oriented culture, and adaptive leadership as key foundations for successful BSC implementation in the era of digital disruption.