Publication Search

Government Goods and Services Provider Contract is a type of contract that is routinely carried out by the Government to meet various needs in organizing government activities. Transactions for the procurement of goods and services, namely the Ministry of Tourism and Creative Economy. The research method used is normative research using a statutory, conceptual and field approach. The results of the study are that the work contract between the commitment-making official and the goods and services provider at the Ministry of Tourism and Creative Economy still finds contract clauses that are not fully implemented and not understood by both parties. The impacts that will occur if the contract is not fully implemented and not understood by both parties include triggering contract disputes, even a greater impact is an indication of corruption because the source of funds for the procurement of goods and services is from the APBN. The purpose of this study is to provide education to both parties that the work contract is a guideline that must be understood and obeyed like the law. The ideal concept of direct procurement work contracts in the Ministry of Tourism and Creative Economy includes strengthening the role of APIP in the procurement of goods and services through direct procurement methods through audits, evaluations, reviews, monitoring and other supervision, the creation of standard contracts by including the substance of clauses that generally occur, and the use of sectoral e-catalogs provided by LKPP.

This study explores the role of followers in spiritual leadership at Ibrahimy University Situbondo, focusing on how followers’ spirituality, values, and expectations influence their interactions with leaders and their impact on the effectiveness of spiritual leadership. Using a qualitative phenomenological approach, this study involved in-depth interviews and observations of university employees. The results showed that spiritual leadership, based on values ​​such as compassion, justice, and integrity, can increase employee job satisfaction, engagement, and commitment. Followers with higher levels of spirituality are more easily connected to the spiritual values ​​promoted by the leader, creating synergy between personal and organizational goals. In contrast, followers with lower spirituality require a more flexible and personal leadership approach. This study emphasizes the importance of adapting leadership according to followers’ spirituality and the need for organizations to facilitate spiritual development in order to create a harmonious and productive work environment.

An inclusive work environment is an important element in supporting employee productivity and well-being in modern organizations. This research aims to explore the role of Human Relations in creating an inclusive work environment, where diversity is respected and every individual feels accepted and supported to develop. Using a qualitative approach with phenomenological methods, this research collects data through in-depth interviews and participant observation of employees from various backgrounds. The research results show that Human Relations has a central role in designing diversity policies, implementing inclusion training, facilitating cross-cultural communication, and handling conflicts related to individual differences. In addition, it was found that support from top management and organizational commitment were key factors in successfully creating an inclusive environment. These findings indicate that effective Human Relations practices can increase employee engagement, reduce turnover, and build a more open and innovative organizational culture. It is hoped that this research can become a reference for organizations in developing Human Relations strategies that focus on inclusion and diversity.

This journal discusses the changes in editing in Microsoft Excel, the software that exists in the world. Since the launch of the ribbon interface in Excel 2007, access to editing tools has become more intuitive. The real-time collaboration feature introduced in Excel Online and Excel 2016 allows users to edit documents simultaneously, increasing work efficiency. The integration of AI technology, such as the "Ideas" feature, helps data analysis with automatic suggestions. The addition of new functions and more flexible formatting options strengthens data analysis capabilities. These changes demonstrate Microsoft's commitment to improving the user experience and relevance of Excel in modern business.

This research explores of acting class that there were use as a tool to demonstrates a widening gap between verbal communication skills expectations of employers and the perceived abilities of higher education graduates. Recent studies have also suggested that the art of acting is an effective pedagogical tool for developing oral communication skills. This research using descriptive qualitative method with data collection techniques carried out by watching and documenting drama. The data validity technique used is source triangulation, while the data analysis technique uses interactive data analysis techniques, namely data collection, data reduction, data presentation, and drawing conclusions or verification. The results of this study showed that there were 15 element of character development consisting of Oral Communication Skills, Creative Problem Solving Abilities, Motivation and Commitment, Willingness to Work Cooperatively, The Ability to Work Independently, Promptness and Respect for Deadlines, Acceptance of Rules, Respect for Colleagues, Adaptability and Flexibility, Self-Discipline, Concentration, A Goal-Oriented Approach to Work, Dedication, A Willingness to Accept Responsibility, Self-Confidence. This study also found the relevance of acting class to character improvement. The results of this study can provide important meaning for the development of a person's character through acting class activity.

This study aims to analyze the influence of motivation, incentives, and work discipline on employee performance in the Finance Department of Bandung Adventist Hospital. The method used is multiple linear regression analysis to determine the relationship between independent variables (motivation, incentives, and work discipline) and the dependent variable (employee performance). The analysis results indicate that motivation has a significant and positive effect on employee performance, with a regression coefficient of 0.326 and a significance level of 0.009, supporting the hypothesis that motivation plays an important role in enhancing employee productivity and commitment. Conversely, the incentive and work discipline variables show a negative and non-significant effect on performance, with coefficients of -0.162 and -0.208, respectively. This suggests that the current incentive and work discipline practices are not fully effective or do not meet employee expectations. Simultaneously, the three independent variables have a significant effect on employee performance, with the F-test showing a significance level of 0.009. This study recommends that management prioritize motivation improvement through training programs, rewards, and the development of a supportive work environment. Additionally, it is essential to evaluate the incentive system and adopt a more flexible disciplinary approach to align with employee needs and expectations.

This study investigates the influence of employee discipline and perceived organizational support (POS) on organizational commitment among civil registry employees in Surabaya. Data were gathered from 50 public servants through structured questionnaires, utilizing the Partial Least Squares (PLS) method. The findings reveal that both employee discipline and POS positively and significantly impact organizational commitment. These results emphasize the vital roles of organizational support and workplace discipline in nurturing employee loyalty and responsibility.

Failure in Realizing the Development of the Integrity Zone Towards WBK/WBBM is due to the failure to develop a systematic and consistent change in mindset and work culture. This failure is due to the failure to form an effective work mechanism, the failure to form a mindset of employees in public services, and leaders who have not optimally provided influence as role models. Releasable theories as stipulated in Permenpan RB Number 90 of 2021. The research method uses qualitative descriptive research methods. The results of the study (1) The involvement of all employees is very important because it shows commitment and responsibility in developing the Integrity Zone (2) The aspect of Change Management is collective work and high commitment from employees. (3) Optimization of Change Management includes developing changes in mindset and work culture, in the agenda of change, leadership as a role model has high optimism. (4) Controlling resistance to change requires strategic efforts in handling it.

This study aims to evaluate the impact of Work-Life Balance, Employee Internal Marketing, and Corporate Culture on Organizational Citizenship Behavior (OCB) among employees of PT XYZ Cikarang. OCB is a voluntary action taken by employees to improve organizational performance beyond their official responsibilities. An optimal work-life balance can improve employee well-being and strengthen their commitment to the company. Internal Employee Branding serves to strengthen employees' identity and relationship with the company, while Corporate Culture forms values and norms that encourage constructive behavior in the work environment. This study applies a quantitative method with a multiple regression analysis approach. Information was obtained through questionnaires distributed to employees of PT XYZ Cikarang. The research findings indicate that work-life balance, internal marketing for employees, and organizational culture have a positive and significant impact on OCB, both separately and together. The main factor that is most influential in strengthening OCB is Organizational Culture, which shows the important role of company values and norms in shaping employee attitudes. The findings suggest that companies should improve work-life balance, strengthen internal brands, and create a supportive organizational culture to encourage employees to perform behaviors that go beyond their responsibilities.

This study aims to examine the actualization of Islamic creed (aqidah) values and work ethic among students of the Aqidah and Islamic Philosophy Department, Faculty of Ushuluddin and Islamic Studies, UIN Sumatera Utara Medan, during their internship program at the Office of Religious Affairs (KUA) of Medan Kota District. This research employs a qualitative descriptive approach using observation, interviews, and documentation techniques. The findings indicate that aqidah values such as honesty, trustworthiness, sincerity, and responsibility are manifested in administrative tasks, religious counseling activities, and public religious services. Furthermore, the Islamic work ethic of the students is reflected in discipline, professionalism, cooperation, and commitment to work quality. The integration of aqidah values and work ethic fosters a service-oriented and devotional work pattern, indicating that the internship program serves not only as practical learning but also as a medium for internalizing Islamic values within the context of public religious services.

Banking is crucial in efforts to prevent corruption, serving as the frontline in financial management and transactions. This article examines the role of education and training in combating corruption within the banking sector. The study aims to demonstrate that corruption in banking can undermine public trust and economic stability. I employ a literature review and observations of education and training initiatives aimed at corruption prevention in banking. Key issues identified include employees' inadequate understanding of work ethics and anti-corruption policies, along with insufficient systematic training. This research analyzes various education and training programs implemented in banks and assesses their effectiveness in enhancing employee awareness and commitment to anti-corruption practices. I highlight that comprehensive education and continuous employee training are essential for significantly mitigating the risk of corruption in banking by fostering a transparent and ethical organizational culture. It is critical for banking institutions to enhance anti-corruption awareness among their employees. Training programs should engage all employee levels and include regular evaluations to assess their effectiveness. Ultimately, the goal is to create a safer banking environment free from corrupt practices.

Preventing acts of corruption in the office environment involves a series of strategic steps to create a culture of transparency and accountability. These efforts include implementing a code of ethics, training on integrity, and strict supervision of the decision-making process. In addition, the application of information technology to monitor financial transactions and reports can help detect potential fraud. By building awareness and commitment of all employees towards preventing corruption, organizations can increase public trust and create a healthier work environment. Preventing acts of corruption in the office environment is a crucial step in creating good governance and improving institutional integrity. Corruption can hinder economic growth and damage public trust. To prevent this, a comprehensive approach is needed, including implementing transparency policies, strengthening supervisory systems, and ethical education for employees. In addition, an organizational culture that supports openness and accountability must be built. This research discusses effective strategies that can be implemented to minimize the risk of corruption, including the use of information technology and participation in community oversight. The results are expected to provide recommendations for government and private agencies in strengthening efforts to prevent corruption

Employee performance is one of the important factors that must be prioritized in order to be able to face and win competition at both national and global levels. The full performance of workers in carrying out their duties, whether an employee's performance is good or bad, is determined by their performance. This research aims to determine the influence of work experience, organizational citizenship behavior (OCB), commitment on employee performance at PT. Pelabuhan Indonesia (Persero) Regional I. The method in this research is the Quantitative Method, the number of samples for this research is 110 respondents. Data collection techniques in this research are questionnaires, observation, pre-survey interviews, data analysis using multiple linear regression tests and descriptive statistics. Data management in this research uses SPSS 25 for Windows. Based on the research results, it shows that work experience has a positive and significant effect on employee performance with a significant value of 0.039, organizational citizenship behavior (OCB) has a positive and significant effect on employee performance with a significant value of 0.040, and commitment has a positive and significant effect on performance with a significant value. of 0.001. work experience, organizational citizenship behavior (OCB) and commitment simultaneously influence work productivity in PT, Pelabuhan Indonesia (Persero) Regional I employees with a sig value of 0.000.

Employee commitment in an organization is not just carrying out their duties and obligations as employees in accordance with their job descriptions, but doing their best with their thoughts, attention, ideas, and dedication to produce the best for the organization. The problem that occurred at X Hospital Central Jakarta was the decreasing employee commitment related to the lack of employee intensity to stay working for a long time at X Hospital Central Jakarta and there were still employees who left the work hours room with a percentage of 27%, thus reducing the overall performance of the hospital and the lack of supporting work facilities. The purpose of this study was to analyze the influence of democratic leadership style and organizational culture simultaneously on employee commitment mediated by the work environment. This research method is quantitative causality against 64 non-medical employees who have worked for at least 6 months at X Hospital Central Jakarta. The sampling method was total sampling. The data analysis method used was the Three Box Method and the Path Analysis Method with SEM AMOS. The results of the study found that democratic leadership style and organizational culture simultaneously have a positive effect on employee commitment with the mediation of the work environment, democratic leadership style does not affect employee commitment, democratic leadership style does not affect the work environment, organizational culture does not affect employee commitment, organizational culture has a positive effect on the work environment, the work environment has a positive effect on employee commitment. The implications of the study in theory will prove the influence of research variables and in managerial terms will further improve the system of facilities for work facilities and improve communication between leaders and employees in hospitals. Suggestions for the need for attention from the hospital management to improve work facilities and improve communication between leaders and employees.

This study aims to analyze the response of work units (satker) to the follow-up of Audit Reports (LHP) at the Ministry of Agriculture. Audit Reports issued by oversight institutions, such as the Inspectorate General, act as a stimulus to identify issues and provide recommendations that need to be addressed by the work units. The response is influenced by the readiness, commitment, and capabilities of leaders and staff responsible for the follow-up process. The study found that leadership commitment is crucial in determining the effectiveness of the follow-up; leaders who do not emphasize the importance of Audit Report Follow-Up (TLHP) tend to weaken the organizational drive to act. As a solution, work units that optimally follow up on audit findings establish organized TLHP teams, formulate clear action plans, and conduct regular monitoring and evaluation. This ensures that all recommendations are followed up on time and in accordance with procedures.

Employee turnover can disrupt organizational stability and increase recruitment costs. This study focuses on the phenomenon of employee turnover, which poses a challenge for PT Bank Syariah Indonesia, Madiun Branch. The high turnover rate between 2021 and 2023 indicates an imbalance in compensation and job satisfaction. This research aims to analyze the effect of job satisfaction and compensation on the intention to switch jobs, with organizational commitment serving as a mediator. The research method employed is quantitative, utilizing a questionnaire distributed to 200 permanent employees of PT Bank Syariah Indonesia, Madiun Branch. The data were analyzed using Structural Equation Modeling (SEM) through Smart PLS software. The results indicate that job satisfaction and compensation significantly and positively affect organizational commitment, which in turn negatively impacts the intention to switch jobs. These findings underscore the importance of enhancing job satisfaction and compensation to reduce turnover rates in the workplace.

This study aims to determine the effect of commitment and organizational culture on employee engagement at DC Yogya Group Cikoneng Branch, Tasikmalaya. The method used is a case study, data obtained through questionnaires to the number of employees working at DC Yogya Group Cikoneng Branch. Sampling using saturated sample technique and the method of analysis used is multiple linear regression analysis method. From the results of the study indicate that commitment, organizational culture and employee engagement are included in the low classification. Simultaneously commitment and organizational culture have a significant effect on employee engagement at DC Yogya Group Cikoneng Branch. Partially, the commitment variable has a significant effect on employee engagement at the DC Yogya Group Cikoneng Branch, and the organizational culture variable has a significant effect on employee engagement at the DC Yogya Group Cikoneng Branch.  

The objective of this study is to analyze the impact of organizational commitment and job satisfaction on personnel performance, with work discipline as a mediating variable. The study population includes all 115 employees of the Support Company, Yonif 753/AVT Korem 173/PVB Kodam XVII/Cenderawasih, with a sample size of 98 respondents selected using the census method. Data were analyzed using regression analysis and processed with SPSS. The results indicate that organizational commitment and job satisfaction have a positive and significant effect on work discipline. Work discipline also has a positive and significant impact on personnel performance. Furthermore, organizational commitment and job satisfaction positively and significantly influence personnel performance. The Sobel test demonstrates that work discipline can mediate the effects of organizational commitment and job satisfaction on personnel performance

Research was conducted to analyze the effect of work environment, work stress, workload on turnover intention through organizational commitment. Sampling based on purposive sampling technique as many as 120 respondents with the criteria of project logistics division employees at PT Pos Logistics. The results concluded that the work environment has a negative and significant effect on turnover intention; work stress and workload have a positive and significant effect on turnover intention. The effect of organizational commitment as an intervening variable shows that the work environment has a negative and significant effect on turnover intention; work stress price and workload have a positive and significant effect on turnover intention.

This study aims to determine the effect of Total Quality Management (TQM), work motivation, and organizational commitment on managerial performance at PT Semen Padang using a quantitative approach method. The population in the study were all managers and senior managers working at PT Semen Padang totaling 140 people. In this study, the sampling technique used the purposive sampling method. The sources in this study were employees who held managerial positions at PT Semen Padang. The data collection method that will be used in this study is a questionnaire. Data were processed using SPSS 25.0. The results of the study indicate that Total Quality Management and work motivation have a positive and significant effect on managerial performance, organizational commitment does not have a significant effect on managerial performance. Total quality management, work motivation and organizational commitment have a significant positive effect on managerial performance at PT Semen Padang.