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This research is quantitative research using a questionnaire aimed at employees of PT Graha Inti Permai. Sampling in this research was carried out by distributing questionnaires with a sample size of 105 respondents. The design used in this research is hypothesis testing using the Smartpls 4.0 statistical tool. The results of this research provide an explanation that the Workload variable has a positive effect on employee performance at PT Graha Inti Permai. However, the Job Stress and Work Motivation variables have no effect on employee performance at PT Graha Inti Permai. This research shows that work stress is not the main consideration in employee performance. This research has limited research objects which were only carried out on employees of PT. Graha Inti Permai. In this research, it combines the variables of work stress, workload and work motivation on employee performance at PT. Graha Inti Permai.

This study aims to determine workload, burn out, career path, employee engagement on employee loyalty at the Harapan jaya village office, North Bekasi. Using a descriptive quantitative approach method by distributing a 1-5 Likert scale. The employee population is 65 employees and the sample used was 65 samples. Research using Smart PLS 3.0 software. The results of this study the workload variable has a P-Values value of 0.731 or <0.05, so it can be stated that workload has a significant negative effect on employee loyalty. The burn out variable has a P-Values value of 0.759 or <0.05, workload has a significant negative effect on employee loyalty. The career path variable has a P-Values value of 0.012 or <0.05, workload has a significant positive effect on employee loyalty. The employee engagement variable has a P-Values value of 0.022 or <0.05, workload has a significant positive effect on employee loyalty. While the results of simultaneous research from workload variables, burn out, career path, employee engagement are positive and significant to employee loyalty with an F-count value of 26. 425> F-table 1.40 and the coefficient of determination (R2) on R-Square obtained a value of 56.7%.   Keywords: Workload, Burn Out, Career Path, Employee Engagement, Employee Loyalty

This study aims to analyze performance in the East Jakarta Religious Court using this research method in the Balanced Score Card is a descriptive research that aims to clearly describe the analysis of employee performance through the analysis of growth and learning perspectives, customer perspective analysis, financial perspective analysis and internal business perspective analysis. The results of the research on the performance of employees of the East Jakarta Religious Court with the Balanced Score Card are quite good from the analysis of the internal business perspective of 9.09%, the analysis of the growth and development perspective of work discipline over the past 3 months by 20.5%, then in employees who are given training has increased over the past 3 years by 35.27% and employees who have left have decreased in the last 3 years by 10.82%, then the analysis of the financial perspective for the last 3 months by 0.804. In this study draws the conclusion that there is a significant influence between employee performance and the application of the Balanced Score Card. Because the East Jakarta Religious Court is still experiencing a decrease in outgoing employees because these 4 perspectives are considered not optimal

Human resources are the most important capital and wealth in every human activity, meaning that a company cannot function properly without human resources. Employees have a role as planners, implementers and supervisors who always play an active role in realizing company goals. The success of a company greatly influences the performance of its employees, because employee performance is a very important starting point for the success of the company. This research aims to determine the effect of work discipline and leadership on employee performance with work motivation as an intervening variable at PT. XYZ This research design uses a quantitative research design. The population and sample size in this study were all 68 employees of PT XYZ. The data source used is primary data in the form of a questionnaire. The measurement scale used is the Likert scale. The data analysis technique used is Partical Least Square (PLS) with SmartPLS 3.2.9 software. The research results show that; work discipline, leadership, and motivation have a positive and significant effect on performance; work discipline and leadership have a positive and significant effect on motivation; and work discipline and leadership have a positive and significant influence on performance which mediates motivation.

This research aims to examine the influence of education level, work discipline and leadership on Jaya Bakti Village employees. The population in this research is Jaya Bakti village employees. The sampling technique used in this research was a total of 50 employee data samples. The analysis method uses multiple linear regression methods. The test results proved that the variables Educational Level (X1), Work Discipline (X2), Leadership (X3), and Employee Performance had a significant simultaneous effect with the results of multiple linear analysis and the F test. The calculation results were obtained from F-count > from F- table (173.138 > 2.80), while the significant partial effect via the t test was obtained from the t-calculated value on the Education Level variable (X1) of 4.970, the t-calculated value on the Work Discipline variable (X2) was 6.243 t-calculated value The Leadership variable is 2.677 and is greater than the t-table of 2.012. The research results show that the level of education, work discipline and leadership simultaneously have a positive and significant effect on the performance of Jaya Bakti village employees.

This research aims to determine the effect of the independent variables, namely facial recognition attendance and work motivation, on the dependent variable, namely work discipline. This research was conducted at PT XYZ. The data analysis used was the classical assumption test and multiple linear regression analysis, to test and prove the research hypothesis using the SPSS version 25 application. Data collection was carried out by distributing questionnaires to 46 employees at PT XYZ. Partially, the results show that the facial recognition absentee variable has a significant effect on work discipline, and work motivation has a significant effect on work discipline. Simultaneously the results obtained from this research are that the facial recognition absentee variable and work motivation simultaneously have a significant effect on the work discipline variable.

This research was conducted with the aim of knowing partially and simultaneously the independent variables, namely Leadership Style, Motivation and Work Discipline, on the dependent variable, namely Employee Performance. This research was conducted at PT. Champ Resto Indonesia Bekasi branch. The data analysis used is the classical analysis test and multiple regression analysis, to test and prove the research hypothesis using the SPSS Version 26 application. Data collection was carried out by distributing questionnaires to 51 employees at PT. Champ Resto Indonesia Bekasi branch. Partially the results show that the Leadership Style variable has a significant effect on Employee Performance, with the results showing t-count (4.017) > t-table (2.012) sig (0.01) < (0.05) the Motivation variable has a significant effect on Performance Employees, with the results showing t-count (3.045) > t-table (2.012) sig (0.03) < (0.05). And the Work Discipline variable has a significant effect on Employee Performance, with t-count results (4.496) > (2.012) sig (0.00) < (0.05). Simultaneously, the results obtained from this research are that the Leadership Style, Motivation and Work Discipline variables simultaneously have a significant effect on the Employee Performance variable with results showing f-count (7.998) > f-table (2.80) sig (0.00) < (0.05). Contribution of Leadership Style, Motivation and Work Discipline to PT Employee Performance. Champ Resto Indonesia Bekasi Branch 68.1%.      

The lack of OCB behavior shown by some nurses, namely, only formal tasks that can be completed optimally without being supported by behaviors that support the creation of extra performance more than expected. The low form of OCB behavior in oneself can be seen from not caring about the work of colleagues, when the work is finished, often complaining about work and hospital policies. This study aims to analyze the effect of leader member exchange on organizational citizenship behavior of nurses at the Stella Maris Hospital. This type of research is a quantitative study using an observational study with a cross sectional study design. The samples in this study were nurses at the inpatient installation of the Stella Maris Hospital in Makassar, totaling 131 respondents. The results showed that there was an effect of leader member exchange on organizational citizenship behavior for nurses. It is recommended to the hospital management to be able to make meetings and hold workshops, by providing support to their subordinates in order to create a good relationship between superiors and subordinates so that it is easier for subordinates to convey innovative ideas and can also hold trainings for employees who can help improve creativity and innovative behavior of employees.

This study aims to analyze the effect of organizational commitment, personal cost, seriousness of fraud, and professional commitment on whistleblowing intention with whistleblowing incentives as a moderating variable. The study involved 186 respondents from employees working in ministries and employees of private offices engaged in banking, services, trade, and manufacturing industries in Jakarta.  Data were collected using questionnaire techniques and analyzed using spss software with multiple regression analysis, descriptive, classical assumption tests and hypotheses. The results showed that organizational commitment has a positive effect on the intention of whistleblowing. Personal cost has no significant effect on the intention of whistleblowing. The seriousness of fraud has a positive effect on the intention to whistleblowing. Professional commitment has a positive effect on the intention to whistleblowing. Whistleblowing incentives strengthen the positive effect of organizational commitment on whistleblowing intentions. Whistleblowing incentives do not strengthen the effect of personal cost on whistleblowing intentions. Whistleblowing incentives strengthen the positive effect of fraud seriousness on whistleblowing intentions. Whistleblowing incentives do not strengthen the effect of professional commitment on whistleblowing intentions.    

This study aims to determine HR competencies, the role of industry 5.0, and digital literacy on organizational performance through (mediated) learning motivation of PT XYZ employees. This research method is descriptive quantitative type by distributing questionnaires (Likert scale 1-5) to a sample size of 83 out of 500 respondents calculated using the Slovin formula and processed with SmartPLS 3.0 software. The results showed that the path coefficient and p-value of the HR Competency variable (0.191 and 0.002), the Role of Industry 5.0 (0.077 and 0.062), and Digital Literacy (0.150 and 0.025). This means that HR Competencies and Digital Literacy partially have a significant positive effect on the Organizational Performance of PT XYZ through (mediated) Employee Learning Motivation. While the Role of Industry 5.0 partially has no effect on the Organizational Performance of PT XYZ through (mediated) Employee Learning Motivation. Furthermore, the path coefficient and p-value of the Employee Learning Motivation variable are 0.410 and 0.002. This means that Employee Learning Motivation has a significant positive effect on the Organizational Performance of PT XYZ.

Human resource accounting is considered strategic because employees are not only considered as operational costs, but also as assets that make a real contribution to the company's success. This means that human resource management does not only revolve around recording employee-related expenses, but also involves measuring the added value provided by the workforce towards achieving company goals. This research uses a descriptive qualitative research method, in the research "Implementation of Human Resources Accounting at PT. Perkebunan Nusantara III (Persero) Medan," this research will focus more on an in-depth understanding of various aspects of the implementation of human resources (HR) accounting in the company. . It can be concluded that this company has succeeded in managing human resources (HR) through the human resource accounting function with a structured approach. Involving employee performance measurement, value identification, and contribution costs, the company shows a commitment to measurable HR management. The strategy aims to create an environment where employees feel valued and can make significant contributions.

The research employs a quantitative approach using statistical methods, where the data consists of numerical values obtained through the use of questionnaires and surveys. The total population in the production department of PT SKF Indonesia is 255 employees, and the sampling is done using the Purposive Sampling technique with the Slovin formula to determine the sample. The sample used is 72 employees from the production department of PT SKF Indonesia. This study utilizes Smart PLS 3.0 software and conducts testing, including data analysis methods (descriptive and verificative), outer model testing for validity and reliability, inner model testing for R-Square (R2), Predictive relevance (Q2), and model fit testing (Goodness of Fit), as well as hypothesis testing including T-test (Partial) and F-test (Simultaneous). The results of this study, in partial, show that the workload variable has a P-Value of 0.001 or < 0.05, indicating that the workload has a positive influence on work enthusiasm. The working environment variable has a P-Value of 0.000 or < 0.05, signifying that the work environment has a positive influence on work enthusiasm. Lastly, the simultaneous results indicate that the workload and work environment variables have a positive and significant impact on work enthusiasm, with an F-value of 923.83 > F-Table 3.13 and a coefficient of determination (R2) of 96.4% in R-Square.

Problem/Background (GAP): Building Construction Permit is a permit granted by the City/Regency Government to building owners to modify, build new, reduce and maintain buildings in accordance with administrative requirements and technical requirements. In its implementation, the aim of the IMB is to create an orderly layout and layout that is in accordance with the land use designation so that it will create harmony and balance between the environment and the building. To optimize public services to the community in the licensing sector which utilizes advances in information technology, the Boyolali Regency Investment and One-Stop Integrated Services Service has used a regionally managed online service system known as PTSP Online. This online service system was only implemented in 2020, where previously the Construction Building Permit (IMB) processing service was still carried out manually or offline. With this site, it is hoped that the quality of IMB licensing services can be improved more quickly and effectively. Objective: The purpose of this research is to determine and analyze the implementation of online-based Building Permit service policies and to determine the obstacles that occur in online-based Building Permit services. Method: The research design used in this research is qualitative research using descriptive methods and a deductive approach. Data collection techniques use interviews and documentation. Then the data collected was analyzed using data reduction techniques, data presentation and drawing conclusions. Results/Findings: The results of this research indicate that the implementation of the online building permit service policy in Boyolali Regency, Central Java Province has not been optimal because there are still obstacles in implementing the policy such as lack of socialization and information about online IMB regulations, the technology used is not optimal, lack of a technical team In the field, there are still brokers in online IMB processing. Conclusion: Based on the research conducted, the author suggests to DPMPTSP Boyolali Regency to carry out scheduled socialization so that the community is able to understand existing policies, increase supervision so that brokering practices are minimized, carry out repairs and maintenance of network systems, and recruit a team of technical employees.

Communication strategy is a plan in communicating with the aim of achieving a goal. Communication is basically an activity of exchanging ideas or activities or ideas in conveying ideas and the meaning of messages from one party to another. Activities carried out in an agency are always accompanied by the goals that fellow groups want to achieve. This research focuses on answering how the Communication Strategy of the Head of the Islamic Affairs Division to Improve Employee Performance of the Regional Office of the Ministry of Religion of West Sumatra Province. The type of research used is using descriptive qualitative research methods. The data collection techniques used in this study were observation, interview, and documentation techniques. The data analysis techniques that the authors use in this study are data reduction, data presentation and verification/conclusion. The primary data source in the study is the head of the field of Islamic religious affairs of the regional office of the ministry of religion of West Sumatra province and the secondary data in this study are in the form of archives and documentation in the field of religious affairs and communication of the head of the field of Islamic religious affairs of the regional office of the ministry of religion of West Sumatra province. The results obtained are that the strategy used by the head of the field of Islamic religious affairs to improve the performance of employees of the regional office of the ministry of religion of West Sumatra province is the Hafied Cangara communication strategy, which uses the method of selecting and determining communicators, recognizing targets, assessing the objectives of communication messages, and selecting media.

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.

This research aims to analyze the role of motivation in the work environment and discipline on employee performance in accounting services firms. Qualitative methods are used to gain in-depth insight into how motivation and work discipline influence employee performance. Data was collected through interviews with employees at different accounting services offices. The research results show that high motivation and a conducive work environment can improve employee performance, while a lack of work discipline can hinder employee performance. Through this research, it is hoped that it can provide a better understanding of the factors that influence employee performance in the context of accounting services firms.

Recent developments in information and communication technology such as artificial intelligence (AI) provide new opportunities to increase the efficiency and accuracy of performance assessment. The impact of the COVID-19 pandemic and the shift to a remote work model has created a need for technology solutions to unify and transmit the performance of employees working from multiple locations. The use of technology in performance management evaluations may raise concerns regarding data security and privacy, inconvenience or resistance to employees or stakeholders. Not all employees or managers have the same level of skill and understanding of the technology being implemented and it requires a high initial investment in maintenance and upgrades. This article provides an understanding of how technology can be applied in management performance evaluation and its benefits in increasing efficiency, objectivity and accuracy in employee assessment as well as providing recommendations for innovation and changes in the use of technology in management performance evaluation. The methodology used is a qualitative method by collecting data from various information sources. Some of the positive impacts of implementing technology in performance evaluation management are increased efficiency and productivity, real-time feedback, increased objectivity and fairness, more accurate and measurable performance monitoring. The technologies that can be used are Go Talent, Feedback and Recognition Systems, Analytics Technology, Application-Based Performance Evaluation Systems, Use of AI for Objective Evaluation and Chabots for Feedback.

In a global era that confronts organizations with intense business competition, performance assessments need to be carried out in a more aggregate or comprehensive manner that includes every member of the organization. The classical view that considers assessment only appropriate for subordinates must be abandoned and the assessment process must be carried out as something that has an impact on the organization. Therefore, a performance assessment strategy is needed that can reduce the obstacles that were previously needed. One strategy that can be used is to utilize constructive feedback so that problems that arise can be resolved and resolved in a focused manner. Constructive feedback is valuable response that focuses on improving employee performance. Constructive feedback is about being supportive so that the leader's feedback influences positive behavior change. In this article, the author conducted a literature study to find out the work culture at Netflix that makes employees feel at home, as well as analyzing the types and functions of feedback used by the company, so that they can achieve success. When it comes to constructive feedback, Netflix prioritizes an open and honest approach. Employees are expected to provide feedback to each other, including feedback to their superiors. It's important to remember that feedback can have a lasting positive impact on performance.

This research aims to evaluate the application of income tax calculations article 21 at the Mardi Wiyata Malang Foundation. This type of research is a case study, the research population is 429 permanent employees of the Mardi Wiyata Malang Foundation. Sample selection using the purposive sampling method selected 19 employees as the research sample. Quantitative descriptive data analysis techniques. The problem in this research is that the calculation, payment and reporting of income tax article 21 of the Mardi Wiyata Malang Foundation is not efficient because it makes deductions for PPh Article 21 that are too large. The proof is that the in-kind allowances provided by the Foundation are included in taxable allowances and there is a deduction for office fees amounting to IDR 10,798,573.00 - which exceeds the maximum limit for deductions for office expenses of IDR 6,000,000 in accordance with the Law on Harmonization of Tax Regulations. The cause of this problem is that the treasurer of the Mardi Wiyata Foundation, especially in the tax sector, does not understand the calculation of PPh Article 21 based on the HPP Law. As a result, Foundation employees experienced losses due to excessively large tax deductions. The results of quantitative descriptive analysis using the calculation of Income Tax Article 21 according to the HPP Law are more efficient.

This research aims to investigate the role of leadership style in increasing employee performance effectiveness in the context of modern organizations. The main focus of this research is to analyze how different leadership styles, including transformational, transactional, and democratic leadership, influence employee motivation, engagement, and performance. Qualitative analysis methods are used to gain an in-depth understanding of employee perceptions of the leadership style applied in the workplace. This research involved in-depth interviews with a number of employees from various hierarchical levels in the organization. The data obtained was analyzed using a thematic approach, where the main patterns and themes surrounding employee experiences of leadership styles were explored and analyzed. The Donggala Regency Central Statistics Agency applies a democratic leadership style, where decision making involves deliberation to reach agreement. Leaders appreciate employee potential through research, while employees show responsibility in completing their tasks.