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This study examines the impact of Green Compensation and Benefits on employee performance and the factors influencing its effectiveness using a mixed-methods approach. Quantitative results show a significant positive relationship between employees' perceptions of these practices and their performance. Qualitative findings reveal key factors influencing effectiveness, including perceived fairness, clear communication, and alignment with personal values. This study contributes to the Green Human Resource Management (GHRM) literature by demonstrating the specific role of Green Compensation and Benefits in promoting pro-environmental behavior and enhancing employee performance. Practical implications for HR managers are emphasized, including the importance of designing fair, transparent, and value-aligned systems. Future research is suggested to investigate the generalizability of findings, employ longitudinal designs, and explore interactions between Green Compensation and Benefits and other GHRM practices. A holistic approach to GHRM can motivate employees' pro-environmental behavior and better achieve organizational sustainability goals.    

This study aims to analyze the influence of organizational culture, work motivation, and job satisfaction on employee loyalty in an organization. The results of the study indicate that organizational culture has a positive and significant influence on job satisfaction (O = 0.200; T-Statistics = 1.377; P-Value = 0.004) and employee loyalty (O = 0.351; T-Statistics = 3.141; P-Value = 0.002). In addition, work motivation is also proven to have a positive and significant influence on job satisfaction (O = 0.754; T-Statistics = 5.218; P-Value = 0.000) and employee loyalty (O = 0.355; T-Statistics = 2.682; P-Value = 0.008). Job satisfaction has a positive effect on employee loyalty (O = 0.284; T-Statistics = 3.675; P-Value = 0.000). However, job satisfaction does not significantly moderate the relationship between work motivation and employee loyalty (O = -0.084; T-Statistics = 0.778; P-Value = 0.437) or the relationship between organizational culture and employee loyalty (O = 0.147; T-Statistics = 1.337; P-Value = 0.182). These findings provide important managerial implications for organizations in improving employee satisfaction and loyalty through strengthening organizational culture and work motivation enhancement strategies. Thus, companies can improve employee engagement and retention in the long term.

This study aims to analyze the effect of Key Performance Indicator (KPI)-based performance appraisal system, leadership style, and work motivation on employee productivity. The research method used is a quantitative approach with multiple linear regression analysis techniques. The results of the study indicate that simultaneously, the implementation of KPI, leadership style, and work motivation have a significant effect on employee productivity. Partially, the implementation of KPI and leadership style have a positive and significant effect on employee productivity, indicating that an effective KPI system and good leadership can improve individual performance. However, the results of the study also show that work motivation does not have a significant effect on employee productivity, indicating that there are other factors that may play a greater role in improving productivity. The implication of this study is that organizations need to focus more on optimizing the KPI system and developing a leadership style that can support the achievement of employee productivity.

Effective bureaucratic management depends on aligning competencies with job placement. This study examines Echelon 3 and 4 officials in Pasuruan Regency, Indonesia, focusing on the suitability of their educational backgrounds, skills, and job roles. A descriptive quantitative approach was used with 77 respondents, including 23 Echelon 3 and 54 Echelon 4 officials. The findings indicate moderate suitability, with an average score of 3.5 out of 5. While many officials possess advanced educational qualifications, gaps in training adequacy and skill alignment remain. Technology usage is a key strength, reflecting readiness for digital transformation. These results emphasize the need for systematic training and strategic human resource allocation to enhance bureaucratic effectiveness. The study contributes to discussions on workforce optimization in public administration, providing actionable insights for policymakers. Future research should expand on these findings by exploring competency-based interventions and their impact on organizational performance.

This study aims to analyze the levels of work stress experienced by volunteers at the Persadabumi Buddhist organization in Medan, Indonesia. Volunteer work in religious organizations, while spiritually rewarding, can also be a source of psychological stress due to various organizational and individual factors. Using a quantitative descriptive approach, this research distributed a validated questionnaire to 36 active volunteers at Persadabumi Medan. The instrument consisted of 18 items measuring various dimensions of work stress including workload, time pressure, role conflict, work climate, and supervisory quality. Data analysis employed frequency distribution and stress level categorization. The results showed that 52.8% of respondents experienced low levels of work stress, 47.2% experienced moderate levels, and none experienced high levels of stress. Key stress-inducing factors identified included heavy and demanding workloads, time pressures in completing tasks, inadequate supervisory support, interpersonal conflicts, and unfavorable organizational climate. The study interprets these findings through a Buddhist psychological framework, explaining stress as a manifestation of dukkha arising from tanhā (craving) and avijjā (ignorance). Buddhist teachings on mindfulness practice (sati), the middle way (majjhima paṭipadā), right effort (sammā-vāyāma), and the importance of spiritual companionship (kalyāṇa-mitta) provide practical frameworks for stress management in volunteer contexts. The practical implications emphasize the importance of organizations providing emotionally and spiritually supportive environments, implementing balanced workload distribution, establishing realistic schedules, facilitating meditation and mindfulness practices, and strengthening social support networks among volunteers. This research contributes to understanding the intersection of organizational psychology and Buddhist philosophy in managing volunteer well-being.

Patient safety in surgical procedures is a critical element that must be addressed by medical professionals, including anesthesiologists. The World Health Organization's (WHO) Surgical Safety Checklist (SSC) is designed to enhance patient safety during surgery, but its implementation still encounters several challenges, such as insufficient training and limited resources. This study aims to improve anesthesiologists’ understanding and compliance with the SSC through the use of educational video media. The research methods involved socialization, video-based training, hands-on practice, and evaluation with a participatory approach. The participants were anesthesiologists who received a structured training session using videos that explained the SSC steps and emphasized its importance. Pre- and post-training assessments were conducted to measure changes in understanding and compliance.The results demonstrated a significant improvement in both the anesthesiologists’ understanding and compliance with the SSC after the training. The average understanding score increased from 60.5 to 85.3, while compliance rose from 55.2 to 88.7. These findings indicate that educational videos are an effective tool for enhancing anesthesia service quality and increasing medical personnel’s access to training. The study emphasizes the importance of technology-based education to overcome barriers related to limited resources and training opportunities. Based on these results, the study recommends the implementation of similar video-based educational methods in training programs for other medical personnel, aiming to improve patient safety across various healthcare settings.

The use of social media has revolutionized consumer behavior and the way companies operate their businesses. Digital and social marketing provides a great opportunity for organizations by offering lower costs and increased sales. This study aims to explore effective marketing methods in driving sales growth through the use of social media. This study was conducted on food products that have received halal certification and labels from MSMEs in Lebosari, Kendal. This study applies a qualitative approach through a case study method. Data were collected through interviews with MSME actors. The results of the study revealed that there was no increase in sales after the digital marketing seminar held two weeks ago. The strategy implemented remains focused on selling products directly at stalls, without significant changes towards online marketing. This study is limited to the minimal use of social media by MSME actors, who generally choose free platforms for marketing. This study highlights the relationship between marketing strategies, increased sales, and the importance of social media, halal products to be more competitive

Organizational culture is a demand for every element of an organization to form attitudes and behaviors that are in accordance with the vision and mission. Nurse performance is one of the factors determining the success of a service in the hospital. The purpose of this study was to determine the relationship between organizational culture and nurse performance in the Inpatient Room of Liun Kendage Tahuna Hospital. This study is a quantitative study using a cross sectional approach. The sample was taken based on the number of respondents as many as 46 people using total sampling technique. The results of the analysis obtained a significant value of p = 0.009 less than the value (a) ≤0.05. The conclusion of this study is that there is a relationship between organizational culture and nurse performance in the Inpatient Room of Liun Kendage Hospital, Tahuna. It is expected to add insight for respondents about a strong organizational culture by increasing the level of education for nurses who have D3 graduates so that nurse performance will be better.    

The role of letters within an organization is crucial, thus requiring effective management. Management of these letters must be swift, accurate, and precise according to the established correspondence procedures. One form of letter management for organizations, including the Naval Academy of the Indonesian Armed Forces, involves handling both incoming and outgoing mail. However, there are still aspects of letter management that have not been optimally implemented, such as unregistered archive arrangement, rendering it ineffective. To address these issues, the author developed an application program, namely Microsoft Access, with the aim of enhancing the archiving system at the Naval Academy of the Indonesian Armed Forces. This research focuses on designing a Microsoft Access application based on Windows, utilizing a literature review method to support data collection conducted at the Naval Academy campus. The research results indicate that: 1) The letter archiving system is stored in file format or ZIP extensions, which have good data compression standards to minimize human errors in archiving. 2) Computer-based letter archiving systems can facilitate the search for incoming and outgoing mail data, providing more accurate and timely information. 3) Computer-based letter archiving systems can streamline the process of processing incoming and outgoing mail data, archiving, and report generation. 4) Letter security is enhanced by using advanced Master Document Passwords.  

Community service is one of the three pillars of higher education, aiming to provide solutions to the problems faced by society, including in the aspect of economic empowerment. Panti Asuhan Kristen Tangmentoe is a non-governmental organization located in North Toraja, under the auspices of the Toraja Church. This orphanage has great potential in developing the creativity of its foster children, particularly in their skills in processing eco-friendly materials from bamboo waste. The challenge that arises is how to market the children's creative works. To ensure that these products can be enjoyed by a wider audience and generate positive economic impact, proper guidance is needed in marketing strategies. The stages implemented included product marketing training and mentoring, with evaluations conducted after each phase. This mentoring activity resulted in several positive impacts for Panti Asuhan Kristen Tangmentoe. The foster children and the orphanage staff were able to process bamboo materials into various creative products. These results not only pertained to improved skills and understanding of marketing strategies, but also included social and economic impacts on the orphanage. In terms of marketing, the training participants were able to implement the strategies taught. The products are now being marketed through social media and local e-commerce platforms, receiving positive responses from consumers.

This study explores the leadership development experiences of female elementary school supervisors, aiming to shed light on the unique challenges and opportunities they encounter in their professional journey. The findings reveal a complex interplay of gender dynamics, mentorship relationships, and organizational culture in influencing their leadership development. Despite facing gender-based obstacles, female supervisors highlighted the significance of supportive networks, continuous professional learning, and resilience as pivotal to their growth as leaders. This literature review study also identifies a lack of gender-specific leadership development programs and calls for more inclusive approaches that recognize and address the unique needs of female educational leaders. The implications of this research extend to policy-making and leadership training programs, suggesting the necessity for systemic changes that promote gender equality and empower female leaders in the educational sector. By understanding the specific experiences of female elementary school supervisors, this study contributes to the broader discourse on leadership diversity and paves the way for more equitable leadership development practices.  

The World Health Organization (WHO) officially declared the coronavirus. Covid-19 as a pandemic. Puskesmas as technical implementers who are in direct contact with the community must be able to make the public believe in the health services provided, provide education, provide recommended facilities and foster the community to get used to this healthy life to break the chain of transmission of the covid-19 virus. Puskesmas, which has been the spearhead of health services to reach the community in their work area, is increasingly important in its role in overcoming Covid-19. Puskesmas as the vanguard of primary health services at the community level continues to provide services in accordance with health protocols. This study aims to find out how effective health services for patients after the Covid-19 pandemic are at the Jongaya Health Center, Tamalate District, Makassar City. The research method used is a qualitative research method that is descriptive. The data collection technique was carried out through observation and interview techniques with informants who were considered to have the potential to provide information related to the effectiveness of health services in the post-covid-19 pandemic at the Jongaya Health Center, Tamalate District, Makassar City. Based on the results of this study, it shows that patient health services in the post-covid-19 pandemic at the Jongaya Health Center, Tamalate District, Makassar City. By using the indicator of effectiveness proposed by Duncan, namely the achievement of the goal of integration, and adaptation has been effective. However, there are still a number of aspects that need to be improved in order to optimize health services after the Covid-19 pandemic at the Jongaya Health Center, Tamalate District, Makassar City.

In the current digital era, the concept of flexible work has become increasingly relevant and pressing. The COVID-19 pandemic that swept the world has accelerated the adoption of flexible work practices, with many organizations forced to adapt to new situations where working from home has become the norm. However, the implementation of flexible work does not always proceed smoothly and presents various challenges, such as cultural and organizational changes, effective performance management, and equality of access and technology. This research analyzes the challenges and inhibiting factors in implementing flexible work based on previous literature studies. These challenges include cultural and organizational changes, performance management and supervision, equality of access and technology, work-life balance, conflict management and communication, as well as variations in the effects of flexible work on job quality. Inhibiting factors include difficulties in assessing individual readiness, technical challenges and infrastructure, competency gaps and technological limitations, as well as managerial difficulties. To address these challenges and inhibiting factors, organizations need to take appropriate steps, including policy adjustments, providing training and technology support, and developing appropriate performance management systems.    

This study aims to analyze the influence of emotional intelligence and communication efficacy on leadership effectiveness in organizational leaders in manufacturing companies in Bandung City. The results of multiple regression analysis show that emotional intelligence (B = 0.568, p < 0.001) and communication efficacy (B = 0.482, p < 0.001) both have a positive and significant influence on leadership effectiveness. The resulting regression model has a coefficient of determination (R²) of 0.672, indicating that 67.2% of the variability in leadership effectiveness can be explained by emotional intelligence and communication efficacy. This finding indicates that increasing emotional intelligence and communication efficacy can increase leadership effectiveness. Therefore, the development of emotional intelligence and communication efficacy is very important in an effort to improve leadership effectiveness in organizations.    

This study analyzes the relationship between character values ​​and core competencies in an educational context or work environment. Character values ​​such as integrity, hard work, cooperation, and responsibility are studied in the context of how they influence and support the development of core competencies such as problem-solving abilities, leadership, and effective communication. This research uses an analytical approach to explore how strong character values ​​can form desired core competencies and influence overall performance. The results of this research provide valuable insights for educators, organizational leaders, and practitioners to understand the importance of integrating character values ​​in the development of core competencies.    

This research aims to identify factors that influence repeat crime and explore prevention strategies that can reduce this tendency. Through a case study approach, this research analyzes several recidivism cases involving repeat offenders in Indonesia. Findings suggest that internal factors such as weak self-control and intimacy with religion, as well as external factors such as economic problems and negative social environments, play an important role in increasing the risk of recidivism. Criminological theories such as Social Structure Theory, Becker's Economic Theory, Opportunity Theory, and Social Learning Theory are used to understand the phenomenon of recidivism and identify effective prevention strategies. Based on the case analysis, comprehensive efforts are needed from various parties, including government agencies, communities, and non-profit organizations, to provide effective rehabilitation, increase supervision and social control, and provide social support to former drivers in order to reduce the risk of recidivism and strengthen community security overall.

This Research Aims To Identify And Determine Efforts That Can Be Made To Improve Service Quality Through A Study of its relationship with Organizational Support, Job Characteristics and Innovation. The population of this study was 161 implementing employees at the Bogor Regency Food Crops, Horticulture and Plantation Service with a sample size of 115 people, whose determination used the Slovin formula with an error tolerance of 5%. Data was obtained using instruments in the form of questionnaires and analyzed using descriptive and inferential statistical analysis. The results showed seven positive and significant relationships. First, there is a positive and significant direct relationship between the variables Organizational Support and Innovation with a correlation coefficient of 0.347. Second, there is a positive and significant direct relationship between Job Characteristics and Innovation with a correlation coefficient value of 0.254. Third, there is a positive and significant direct relationship between Organizational Support and Service Quality with a correlation coefficient of 0.102. Fourth, there is a positive and significant direct relationship between Job Characteristics and Service Quality with a correlation coefficient value of 0.087. Fifth, there is a positive and significant direct relationship between Innovation and Service Quality with a correlation coefficient of 0.389. Sixth, there is a positive and significant indirect relationship between Organizational Support and Service Quality through Innovation with a correlation coefficient of 0.084. Seventh, there is a positive and significant indirect relationship between Job Characteristics and Service Quality through Innovation with a correlation coefficient of 0.104.

In an increasingly competitive business situation, companies need employees who have a high commitment to the organization. Allen and Meyer (1990) stated that commitment to an organization is displayed in the components of affective commitment, rational commitment and nomative commitment. From several studies it has been proven that work experience has quite a big influence on employee commitment to the organization. This research will look at the contribution of human resource management as a form of work experience to employee commitment to the organization. What is meant by human resource management is a series of processes, applications and evaluations of the utilization and actualization of human resources in order to optimize the performance and contribution of human resources in achieving company goals. The contribution that will be seen is the contribution of human resource management in the form of employee perceptions of human resource management. As well as discrepancies in employee expectations and perceptions of human resource management. In particular, human resource management will be seen from the functions of managing employee development, managing work assessment, and management.

The role of appraisal orientation and work performance appraisal systems in human resource management is very important to motivate employees and achieve company goals. This article uses a qualitative approach with case studies to explore employee performance and working conditions. The research results show that integration between appraisal orientation and a work performance appraisal system that is tailored to the company's needs can support organizational growth and increase employee motivation. Appraisals and work performance appraisal systems are recognized as effective tools in creating excellence for companies by directing the achievement of organizational goals and improving employee performance. In this context, this research highlights the importance of using relevant and transparent evaluation methods to ensure fairness in employee appraisals. Therefore, implementing good work performance appraisals also involves open communication between management and employees, as well as providing constructive feedback. Thus, this article emphasizes that job performance appraisal is not only an evaluation tool, but also a strategic instrument for building a work culture that supports employee growth and development as well as overall organizational success.

The role of appraisal orientation and work performance appraisal systems in human resource management is very important to motivate employees and achieve company goals. This article uses a qualitative approach with case studies to explore employee performance and working conditions. The research results show that integration between appraisal orientation and a work performance appraisal system that is tailored to the company's needs can support organizational growth and increase employee motivation. Appraisals and work performance appraisal systems are recognized as effective tools in creating excellence for companies by directing the achievement of organizational goals and improving employee performance. In this context, this research highlights the importance of using relevant and transparent evaluation methods to ensure fairness in employee appraisals. Therefore, implementing good work performance appraisals also involves open communication between management and employees, as well as providing constructive feedback. Thus, this article emphasizes that job performance appraisal is not only an evaluation tool, but also a strategic instrument for building a work culture that supports employee growth and development as well as overall organizational success.