Publication Search

The number of layoffs during Covid-19 due to the presence of the Large-Scale Social Restrictions (PSBB) policy not only has an impact on the health sector, but also has a wide impact on social and economic coverage, especially in the formal and informal employment sector. One of the main problems that arises is the increasing cases of Termination of Employment (PHK) which causes economic uncertainty for workers and their families. The researcher is encouraged to conduct an in-depth analysis of this condition after the enactment of the Job Creation Law, especially in the perspective of fulfilling the rights of workers affected by the pandemic. This study uses a normative legal research method with a legal legal approach, focusing on the employment aspect. Data was obtained through literature studies which included primary sources in the form of laws and regulations, as well as secondary sources in the form of literature, journals, scientific articles, and relevant court decisions. The results of the study show that there are still differences in implementation in fulfilling the rights of workers who have been laid off during the pandemic. Based on the decisions analyzed, it was found that there are still cases where workers do not get their rights in full, either related to severance pay, service award money, or other compensation money that should be guaranteed by law. These findings indicate that the role of judges in deciding layoff cases is very important to ensure maximum justice and protection for workers. Therefore, the author recommends that judges in deciding cases related to layoffs be guided by the principles of labor law, the principles of social justice, and applicable laws and regulations.

This article explores the concept of intentional murder as addressed in both Islamic law and Indonesian positive law, focusing on the Hadith narrated by Abu Dawud and An-Nasa’i (Bulughul Maram No. 1191) and Article 338 of the Indonesian Penal Code (KUHP). The study examines how intentional murder is viewed and punished in Islam, where the family of the victim has the right to choose between seeking qishash (retaliatory punishment) or accepting diyat (compensation), emphasizing the values of justice, forgiveness, and social harmony. In contrast, the Indonesian Penal Code stipulates a fixed punishment, i.e., imprisonment for up to 15 years, without providing a mechanism for the victim's family to pardon the offender. The article further highlights the differences in these two legal frameworks, underscoring the broader implications of justice and societal peace. Both systems, despite their differences, aim to protect the sanctity of life and ensure that justice is served, while fostering a more just and orderly society. This comparative analysis sheds light on the moral and legal complexities surrounding intentional murder and the varying ways in which justice is pursued in both Islamic and secular legal traditions.  

The development of the Nusantara Capital City (IKN) in East Kalimantan presents significant legal challenges regarding local communities' land ownership. Although regulations such as Law Number 3 of 2022 on the National Capital, Law Number 2 of 2012 on Land Procurement for Public Interest Development, and Law Number 5 of 1960 on Basic Agrarian Principles provide legal protection mechanisms, the reality on the ground indicates various obstacles in implementing these laws. Therefore, this study aims to analyze the legal protection available for land ownership held by local communities in the development of IKN. Additionally, it seeks to identify challenges related to the implementation of the prevailing legal framework. An empirical juridical approach is employed to examine legislative provisions and field realities, including conflicts arising in the land acquisition process. The findings reveal that legal protection remains hindered by a lack of transparency, weak access to justice for local communities, and uncertainty in the compensation mechanism. Consequently, improving transparency, strengthening regulations, and ensuring active community involvement in every stage of land procurement are crucial to prevent the development of IKN from compromising the rights of local communities.

At Yogyakarta International Airport there is one unit, namely the Lost And Found unit where in this unit there are problems handled by Lost And Found officers, namely complaints about lost baggage at the previous station during Malaysia Airline flights when they arrive at the destination airport to pick up their baggage. This study aims to determine how Lost And Found officers deal with lost baggage, find out the obstacles faced by Lost And Found officers in dealing with lost baggage, and to find out the efforts made by officers to handle complaints from passengers. This study uses a qualitative method, where this study is descriptive and uses analysis by paying attention to inductive analysis. This study was conducted for four months from January to April 2025 at the Lost And Found Unit of PT Jasa Angkasa Semesta Maskapai Malaysia Airline at Yogyakarta International Airport. The data used in this study were in the form of interviews, observations, and documentation which were then supported by valid evidence, so that later they could be declared credible. The results of this study are the services of Lost And Found officers in handling lost baggage by officers making PIRs for passengers who lose their baggage, if the baggage is not found within 14 days, the officer can provide compensation in accordance with applicable regulations. The obstacles faced by Lost And Found officers in dealing with lost baggage are the limitations of human resources and language faced by officers. Efforts made by officers in handling complaints from passengers are that Lost And Found officers provide clear and precise information to passengers regarding the steps in handling baggage.

The land sale and purchase agreement with everything above and in it has been implemented and proven by full payment by the buyer so that Article 571 of the Civil Code applies to the buyer. The research method used by the author is Empirical Jurisprudence with a qualitative approach, the data collection for this research is Interview research and Literature Study. the data is then analyzed using qualitative analysis. The results of the study indicate that Legal protection for land buyers in the case of transfer of ownership of teak trees by land sellers to third parties reviewed from the Civil Code guarantees the buyer's rights to the object that has been purchased, namely land and everything attached to the land. based on the Basic Agrarian Law (UUPA) legal protection for land buyers in the case of transfer of ownership of teak trees by land sellers to third parties is very weak. the settlement was carried out through mediation and the seller provided compensation in the form of another teak tree, but this shows that the implementation of the seller's responsibility is not entirely ideal from a formal legal perspective. the seller was proven to have fulfilled the four elements of an unlawful act.

This study discusses the Responsibility of Livestock Owners for Damage to Agricultural Land Owned by Residents in Nobo Village, Ile Boleng District, East Flores Regency. This study aims to determine the mechanism for resolving the problem of agricultural land damage caused by livestock in Nobo Village, Ile Boleng District, East Flores Regency and the form of accountability of livestock owners for damage to agricultural land caused by livestock. This study uses a qualitative research approach with an empirical research type. The techniques used in collecting data for this study are Observation, Interviews, Literature Studies, and Documentation. The results of this study indicate that the mechanism for resolving the problem of agricultural land damage caused by livestock in Nobo Village, Ile Boleng District, East Flores Regency through the stages of Reporting, Examination, and Trial. The law that regulates this, Article 1368 of the Civil Code, clearly regulates the responsibilities of livestock owners, and the Prohibition on releasing animals is also regulated in the Regional Regulation of East Flores Regency Number 25 of 1988 concerning Livestock Maintenance, but the sense of awareness of the community's obligations alone does not seem to be running. Claims that can be handed over to the pet owner who caused the loss can be in the form of compensation in the form of money and compensation in the form of returning it to its original condition (natural compensation).

This study aims to determine the effect of work motivation and compensation on employee work discipline. This research is quantitative research with a descriptive approach and multiple linear regression analysis. Data collection techniques with observation, interviews, questionnaires, and documentation. The population in this study were 44 people, who also became the sample in this study with the sampling technique using saturated sampling. The data analysis technique used is multiple linear regression analysis using SPSS 26 software, to test the effect of work motivation and compensation variables on work discipline. The results of this study indicate that work motivation and compensation have a positive and significant effect on employee work discipline, partially and simultaneously. This study shows that the better the work motivation and compensation, the more employee discipline increases at the Burau Electronic Source Store.

Background: Deviant work behavior in the health service sector can reduce the performance of officers and hospital performance. The problem at Bhayangkara Hospital Class IV Mamuju is that there are symptoms of deviant work behavior based on the results of a preliminary survey. Research purposes: The purpose of this research is to provide solutions to efforts to reduce deviant behavior in the workplace by identifying factors such as perceived organizational support, perceived organizational justice, and emotional labor. Research methods: The study used a quantitative causality design that analyzed the causal influence along with descriptive analysis using the three-box method. Respondents consisted of 134 hospital staff. The sampling method used saturated samples or census methods. The data analysis method used partial least square equation modeling. Research result: The results of the study indicate that perceived organizational support has a negative effect on deviant workplace behavior. Perceived organizational justice does not affect deviant workplace behavior. Emotional labor has a positive effect on deviant workplace behavior. Perceived organizational support does not affect emotional labor. Perceived organizational justice has a negative effect on emotional labor. Emotional labor has the greatest effect on changes in deviant workplace behavior compared to perceived organizational support and perceived organizational justice. Conclusion: Providing fair compensation according to the performance of each officer, openness from superiors to their subordinates in explaining work procedures, and managing emotions originating from within the officer will reduce deviant behavior in the workplace.

This study aims to determine the effect of training, compensation, and work facilities on employee performance at the Regional Disaster Management Agency (BPBD) of Langsa City. The approach used in this research is quantitative, with a population of 156 employees. The sample determination in this study is a random sampling technique, and the calculation uses the Slovin formula with an error rate of 5% (0.05), so that the number of respondents in this study is 112 people. The data analysis method used is multiple linear regression, t test for partial analysis, F test for simultaneous analysis, and the coefficient of determination test (Adjusted R²). So from the results of multiple linear regression, the equation Y = 10.491 + 0.247X₁ + 0.275X₂ + 0.255X₃ is obtained. Thus, based on the t-test results, it shows that training has a significant value (t sig.) of 0.000 < 0.05, compensation of 0.001 < 0.05, and work facilities of 0.012 < 0.05. This result indicates that training, compensation, and work facilities significantly affect employee performance at BPBD Langsa City. Furthermore, the F test results show a significant value (F sig.) of 0.000 < 0.05, which explains that training, compensation, and work facilities simultaneously significantly influence employee performance. The coefficient of determination test (Adjusted R²) produces a value of 0.336, which indicates that the variables of training, compensation, and work facilities affect employee performance by 33.6%. The remaining 66.4% is influenced by other variables not included in this study, such as occupational safety and health (OHS), work stress, work experience, competence, workload, job satisfaction, work culture, work discipline and external organisational factors.

The purpose of this study is to determine how organizational culture, leadership, and compensation impact employee performance at Forever Hope Digital Printing Surabaya, with job satisfaction as an intermediary. This research was conducted quantitatively with a simple random sampling method, and questionnaires were distributed to 64 respondents. Data analysis was conducted using descriptive analysis and path analysis techniques, which were processed using IBM SPSS Version 20. The results showed that organizational culture, leadership, and individual compensation had a positive impact on employee performance at Forever Hope Digital Printing Surabaya, although not significantly. However, leadership and compensation have a positive and significant impact on employee job satisfaction in the company. In addition, job satisfaction has a positive and significant impact on employee performance. Thus, job satisfaction serves as a mediator that explains the relationship between organizational culture, leadership, and compensation with employee performance at Forever Hope Digital Printing Surabaya.

The prohibition of committing injustice (zulm) is a fundamental principle in Islamic teachings that emphasizes justice as the foundation of social life. In various hadiths of the Prophet Muhammad (peace be upon him), injustice is strongly condemned as a violation of both divine rights and human rights. This article aims to discuss in depth the prohibition of zulm and explore its deeper implications in both criminal and civil law. Injustice is not only seen as an individual sin, but also as a breach of social justice and public order. Therefore, the command to avoid zulm, as conveyed in hadiths, goes beyond theological and moral dimensions, extending into concrete and applicable legal principles. Through a normative and juridical approach, this study seeks to demonstrate that the prohibition of injustice can serve as a foundation for developing a fair legal system that upholds individual rights. In the context of criminal law, acts of injustice often manifest as crimes requiring firm punishment to maintain social order. Meanwhile, in civil law, injustice appears in forms such as unlawful acts, breaches of contract, or violations of property rights, which demand compensation or restitution. This reflects the importance of integrating Islamic values in building a civilized and justice-oriented legal system.

Labor law in Indonesia prioritizes the protection of workers as a primary focus in industrial relations. This protection becomes highly relevant in the context of termination of employment (PHK), particularly in cases where PHK is carried out on the grounds of corporate spin offs. This study aims to analyze the company’s responsibility in fulfilling workers' rights and the legal measures that can be taken to ensure workers' welfare in accordance with Government Regulation No. 35 of 2021. The research method employs a normative juridical approach with descriptive-analytical review of primary documents, such as labor-related legislation, and secondary documents related to the PHK process. The analysis reveals that PHK conducted by a company on the basis of a spin off lacks a strong legal foundation if it contradicts the principles of legal certainty and worker protection as stipulated in applicable regulations. In the event that PHK is still carried out, the company is obligated to provide full compensation to workers, including severance pay, service appreciation pay, and rights replacement as outlined in PP 35/2021. Furthermore, workers are advised to pursue their rights through non-litigation, litigation at the Industrial Relations Court, or administrative measures in a step-by-step manner. The implication of these findings underscores the importance of enforcing labor laws to protect workers' rights during corporate restructuring.  

Generation Z has emerged as a major force in today’s workforce, known for their enthusiasm in building careers and making meaningful contributions. They tend to favor flexible job environments that align with their skill sets. Despite this, many of them face job-related stress that leads to a higher likelihood of resignation. This study adopts a literature review method, analyzing 15 scholarly articles to explore the correlation between job stress and turnover intention among Generation Z employees in the creative industry. The findings reveal a significant positive relationship between stress and turnover intention, while job satisfaction and work environment help reduce the desire to quit. Key stressors include excessive workload, lack of appreciation, and mismatch between expectations and job reality. Thus, companies are encouraged to foster a supportive workplace culture and offer appropriate compensation to retain their young workforce.

In recent decades, the development of Islamic business has experienced significant progress, with an emphasis on sharia principles as the foundation of operations. In this context, Human Resource Management (HRM) plays a very strategic role in shaping Islamic work culture, improving employee performance, and ensuring compliance with sharia principles. This study aims to analyze the role of HRM in Islamic business.The results show that effective HRM in the context of Islamic business involves several aspects, such as recruitment and selection processes based on Islamic values, training that unites professional competence with spirituality, implementation of a fair and sharia-compliant compensation system, and performance management based on the principles of justice and trust. Although there are challenges, such as limited human resources who understand sharia principles, these challenges can be overcome through HR development strategies and an inclusive organizational culture. The findings of this study make an important contribution to the development of HRM policies and practices that are not only efficient, but also ethical and in accordance with Islamic teachings.

This study aims to analyze the effect of training and compensation on employee performance at the Women's Empowerment, Child Protection, and Family Planning Office of Waropen Regency, and to identify variables that have a dominant influence. The focus of the study is directed at efforts to improve employee performance through measurable and targeted human resource development strategies. This study uses a quantitative descriptive method with data collection techniques through field observation, questionnaire distribution, and document review. The study population includes all 39 employees of the office, with a census sampling technique so that all members of the population are respondents. The research instrument was tested for validity and reliability, while data analysis was carried out using multiple linear regression tests and t-tests using the SPSS version 23 program for Windows. The test results show that training has a significant effect on employee performance, with a significance value of 0.011 and a calculated t of 2.678 > t table 2.02269. Furthermore, compensation also has a significant effect on employee performance, with a significance value of 0.009 and a calculated t of 2.755 > t table 2.02269. Beta coefficient analysis shows that compensation has the most dominant influence on employee performance, with a Standardized Coefficient Beta value of 0.440. This finding indicates that improving training quality and providing adequate compensation can contribute significantly to employee performance in local government agencies. Planned, task-relevant training accompanied by fair compensation will motivate employees to perform optimally. Based on the research results, it is recommended that management strengthen competency-based training programs and review the compensation system to better align with employee contributions. This is expected to serve as a policy basis for efforts to improve performance and achieve organizational goals sustainably.

This study aims to determine the effect of company reputation, compensation and work environment on interest in applying for a job for at Pt Katolec Indonesia. Respondents to this study were 94 people (population 123 people) Pelita Bangsa students majoring in management class of 2019. This type of research is quantitative and data processing techniques use SPSS version 26.The results of this study indicate that the company's reputation variable has a significant positive effect on the intention to apply variable with a regression coefficient value of 0.319 or 31.9%, the compensation variable has a significant positive effect on the interest in applying variable with a regression coefficient value of 0.256 or 25.6 % while the work environment variable has a significant negative effect on the interest in applying variable with a regression coefficient of -0.109 or -10.9%.

Compensation is an effort to reduce the pollution load from other sectors to replace the wastewater load that will be discharged by businesses and/or activities due to river water quality being exceeded. Currently, most large rivers in Indonesia have exceeded the water quality standards set by the government. The one of the hospitals in Jember plans to discharge wastewater into the Bedadung River. However, the Biochemical Oxygen Demand (BOD) quality standard for the Bedadung River has been exceeded. Therefore, alternative compensation activities are needed to reduce the BOD levels of the Bedadung River. Bathing, Washing, and Toilet (MCK) facilities with biofilter septic tanks were chosen. This technology is considered to be able to effectively reduce the BOD concentration of domestic waste before being discharged into the environment. This study aims to calculate the potential for reducing the BOD pollutant load in Bedadung River water if compensation is carried out through the construction of MCK with a biofilter septic tank system, so that it is expected to provide a significant contribution to improving river water quality while supporting the sustainability of hospital activities.

Consumer protection is a crucial aspect in the face of rapid economic development and increased industrial competition, including in the bottled water sector. The Aqua product packaging defect case in Semarang in July 2017 is a clear example of weak quality control and the importance of producer accountability. Defects such as bottle caps that can be pried off without breaking the seal create uncertainty over product safety and reduce consumer confidence. Law No. 8/1999 on Consumer Protection provides a strong legal basis for consumers to obtain safe products and claim compensation for losses due to defective products. Manufacturers have an absolute responsibility to ensure product safety through the implementation of strict quality control systems, early detection of physical defects, and digital tracking for product recalls if necessary. In addition, consumer education and optimization of public complaint media are important parts of the consumer protection system. With a comprehensive preventive and corrective approach, risks due to defective products can be minimized, and public trust in the industry can be maintained.

The government on behalf of the public interest has broad authority to achieve the goals and objectives of accelerating development for the benefit of the nation in accordance with the mandate of the constitution. But on the other hand, the government must provide legal certainty for communities affected by land acquisition for the public interest in terms of providing compensation. In this study, the legal problem analyzed is the state's right to control land in providing legal certainty for people affected by land acquisition for the public interest. In the implementation of the settlement of compensation, it is adjusted to the estimated assessment carried out by the authorized official to determine the value or price of the land in accordance with the provisions of the legislation. The purpose of this study is to identify and analyze the existence of a protection and legal certainty for the community in the settlement of land compensation for the public interest in accordance with hierarchical rules of legislation. In this study, using the juridical – normative method through the approach of legislation. The results of this study are in the form of a juridical analysis of the settlement of land compensation for the public interest of the region.

This study aims to examine the influence of cross-cultural leadership style and reward provision on employee job satisfaction, with workload serving as an intervening variable. The research was conducted at PT X, a multinational company managed by foreign leaders who come from diverse cultural backgrounds. As organizations become increasingly global, understanding how leadership and reward systems function in multicultural environments is essential to improving workforce performance and satisfaction. This research applies a quantitative approach using survey methods, with data collected through questionnaires distributed to 105 employees across various departments. The analysis was carried out using structural equation modeling (SEM) to explore both direct and indirect relationships among the variables. The findings show that cross-cultural leadership style has a significant positive impact on workload, suggesting that cultural differences in leadership influence how employees perceive and handle their tasks. Furthermore, reward provision shows a strong and direct influence on job satisfaction, highlighting the importance of fair compensation and recognition in motivating employees.Importantly, the study also finds that workload partially mediates the relationship between leadership style and job satisfaction. This indicates that leadership practices affect job satisfaction not only directly but also through the perceived amount and nature of the work assigned. These results underscore the necessity for companies, particularly those with a multicultural workforce, to adopt inclusive leadership models and implement transparent, performance-based reward systems. By doing so, organizations can create a more supportive work environment, improve employee morale, and ultimately enhance overall productivity and satisfaction.