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Employee engagement is a crucial factor in improving individual performance and organizational success. Companies with a high level of employee engagement tend to create a positive, productive, and sustainable work environment. This study aims to analyze the impact of work environment, leadership style, and self-efficacy on employee engagement at PT Wisata Titiannusantara Pelangi (Al Malik Travel) West Jakarta. This research uses a quantitative approach with a survey method. The sampling technique used is non-probability sampling with a saturated sample method, involving 40 respondents out of the total population of 41 permanent employees. The research instrument is a Likert scale questionnaire, supported by observations and literature study. The data were analyzed using SPSS version 30 and Microsoft Excel 2006 with multiple linear regression analysis techniques. The results indicate that work environment and leadership style have no significant effect on employee engagement, while self-efficacy has a positive and significant impact on employee engagement. The coefficient of determination (R²) value of 0.876 shows that the variables of work environment, leadership style, and self-efficacy explain 87.6% of employee engagement, while the remaining is influenced by other factors outside this study. These findings emphasize the importance of enhancing employee self-efficacy as the main factor in strengthening engagement, and provide practical implications for companies to develop more effective, sustainable human resource management strategies, focusing on improving employee self-confidence and competence.

PT. CKL Indonesia Raya is a national logistics company established in 2015 in Jakarta, providing services in land, sea, air, and export-import logistics. Recognized for its professionalism and discipline, the company was awarded “Airfreight Forwarder of the Year 2024” by Supply Chain Indonesia. Employee productivity plays a crucial role in determining organizational success, and factors such as work culture and discipline are key in shaping a productive and competitive work environment. This study aimed to analyze the influence of work culture and discipline on employee productivity at PT. CKL Indonesia Raya. The research employed a quantitative method with a survey approach, using questionnaires distributed to 86 employees as respondents. Validity and reliability tests confirmed the appropriateness of the instrument. Data analysis was conducted using t-tests and F-tests. The results showed that both work culture and discipline had significant partial effects on employee productivity (t-count = 4.550 and 5.116 > t-table = 1.663; sig. = 0.001 < 0.05). Furthermore, the simultaneous test indicated a significant combined effect (F-count = 125.092 > F-table = 3.10; sig. = 0.001 < 0.05). These findings demonstrate that strong work culture and high discipline significantly contribute to enhancing employee productivity. Therefore, companies are advised to strengthen these factors through consistent policies, clear communication, and fair implementation to further improve employee performance and organizational competitiveness in the logistics industry.advised to strengthen both through fair and consistent policies to improve performance and competitiveness.

Work fatigue is a significant issue faced by employees in Indonesia, with approximately 65% experiencing symptoms that reduce their concentration and performance. Excessive workload, particularly mental workload, can result in cognitive strain and decreased productivity. This study aims to measure the level of mental workload experienced by quality control employees at PT Delta Dunia Tekstil I using the NASA Task Load Index (NASA-TLX) method. The research also investigates the relationship between employees’ age, length of service, and perceived mental workload through T-tests and F-tests to provide a more comprehensive analysis. Data were collected from 20 quality control employees who are responsible for monitoring textile production under strict standards. Results from NASA-TLX calculations indicate that the average mental workload falls within the high category, with effort and own performance emerging as the dominant dimensions contributing to mental strain. Correlation analysis shows a negative but not statistically significant relationship between age, length of service, and mental workload, suggesting that other factors play a stronger role in shaping employees’ perceptions. The study further highlights fluctuations in employee attendance and quality performance indicators, emphasizing the importance of workload evaluation. To address these issues, recommendations include adding more operators per machine, which is projected to reduce mental workload scores by approximately 33%. Such measures can optimize task distribution, improve efficiency, and promote employee well-being. Overall, the findings suggest that systematic workload assessments using tools such as NASA-TLX are essential for enhancing productivity and supporting sustainable human resource management in the textile industry.

Human resources (HR) play a crucial role in determining the success of an organization. PT Indomarco Prismatama is a leading company in the modern retail sector, operating the Indomaret minimarket network that provides essential daily needs for the community. Within this context, employee performance becomes a critical factor that directly influences business continuity and service quality. However, several issues remain, such as high absenteeism, low motivation, and disharmonious workplace relationships. These conditions highlight the importance of effective leadership styles and a strong organizational culture in enhancing employee performance. This study aims to analyze the influence of leadership style and organizational culture, both partially and simultaneously, on employee performance at PT Indomarco Prismatama, Kelapa Gading Branch. The research employed a quantitative approach with an associative design. The population consisted of 102 employees, with a sample of 81 respondents determined using Slovin’s formula. Data were collected through a Likert-scale questionnaire and analyzed using validity and reliability tests, multiple linear regression, t-tests, and F-tests to examine the relationships among variables. The findings reveal that leadership style significantly influences employee performance, while organizational culture also has a positive and measurable effect. Furthermore, the simultaneous influence of both variables shows a significant impact on improving performance. These results indicate that a combination of effective leadership and a supportive organizational culture plays a vital role in enhancing productivity and achieving organizational goals at PT Indomarco Prismatama, Kelapa Gading Branch.

Companies face a variety of human resources with varying characteristics and abilities, which significantly impact employee performance. The influence of work culture, work morale, and employee performance, including variables such as discipline, mutual respect, individual passion, team spirit, quality, punctuality, workers, salary, promotions, supervision, and coworkers, is crucial in determining how significantly they influence employee job satisfaction at PT RJN. By understanding this relationship, the director or leader of PT RJN can predict employee responses to job satisfaction, maintain it, and improve it so employees feel more comfortable and at ease in their work. The sampling technique in this study used a saturated sampling method, a non-probability sampling method. This research employed a quantitative approach with a concrete data processing methodology. The population consisted of 40 employees in the production, administration, marketing, and distribution departments. The sample used in this study was derived from primary data obtained from 40 respondents from the production department who were still actively working at PT RJN. Data were obtained through questionnaires and observations. From the results of the analysis that has been done, based on the results of partial testing, the job satisfaction of PT RJN employees is positively and significantly influenced by the variables of work culture, work spirit, and employee performance. Based on the results of simultaneous testing, the job satisfaction of PT RJN employees is significantly influenced by the variables of work culture, work spirit, and performance characteristics. significantly influence employee job satisfaction. This is known from the correlation analysis as follows: r value = 0.377 or 37.7% and then the remaining 62.3% comes from various factors outside this concentration and is influenced by other variables not examined in this study.

Training and development of human resources (HR) in educational institutions are crucial for enhancing the quality of education and educators’ ability to face increasingly complex teaching challenges. This study aims to analyze effective strategies for HR training and development in educational settings, using a Systematic Literature Review (SLR) approach. This method was used to identify, evaluate, and summarize key findings from relevant studies on HR training and development in the education sector. The results indicate that competency-based training, the use of technology in learning, and collaborative learning are strategies that have proven effective in improving educators’ performance. However, challenges such as resource limitations, infrastructure, and managerial support pose barriers that need to be addressed to maximize training effectiveness. These findings provide valuable insights for educational institutions in designing more sustainable and relevant training programs in line with evolving educational demands.

Work stress is a prevalent and complex phenomenon frequently encountered by inpatient nurses as a result of the intense physical, emotional, and psychological demands inherent in their professional responsibilities. Nurses are required to deliver high-quality care under conditions of time pressure, emotional strain, and patient diversity, which can increase their susceptibility to stress. Individual factors—including age, gender, marital status, years of service, personality type, and self-assessment—play a crucial role in shaping nurses’ capacity to adapt to these pressures and maintain their performance. This study aims to comprehensively describe the influence of individual factors on work stress among inpatient nurses at RSUP Dr. Sitanala in 2025. Employing a quantitative descriptive design with a cross-sectional approach, a total of 34 inpatient nurses were recruited using total sampling. Data were collected using the NIOSH Job Stress Questionnaire, which measures multiple aspects of job-related stress. The results indicate that younger nurses, those with shorter work tenure, and individuals exhibiting type A personality traits are more vulnerable to experiencing high levels of stress compared to their counterparts. These findings underscore that individual characteristics significantly contribute to variations in work stress levels. The study emphasizes the importance of developing responsive human resource management strategies, such as stress management training, mentoring, and supportive work environments, to strengthen resilience and improve nurses’ well-being. By identifying and addressing these individual factors, healthcare organizations can enhance employee retention, promote patient safety, and ensure sustainable quality of care.

This qualitative research investigates the critical factors inhibiting ship arrival efficiency and their impact on shipping agency performance at PT. Berkah Tata Baruna Banten Branch. Through comprehensive interviews with maritime professionals, port operators, and agency management, the study examines three primary variables: pilot tugboat services, cargo loading-unloading productivity, and document processing efficiency. Utilizing thematic analysis and narrative synthesis, findings reveal significant operational integration challenges that directly affect agency performance metrics. The research demonstrates that synchronized maritime service delivery substantially influences stakeholder satisfaction and business sustainability. Results indicate that technological integration barriers, communication gaps, and human resource development needs constitute primary obstacles to optimal port performance. Beyond identifying constraints, the study highlights how fragmented coordination between service providers creates inefficiencies that extend vessel turnaround times and increase operational costs. Respondents emphasized that transparent communication channels, standardized documentation procedures, and adequate training programs are essential to building resilient port systems. Moreover, the research shows that investment in digital platforms for real-time data sharing could accelerate clearance processes, while workforce development initiatives would ensure higher service reliability. The study contributes theoretically by developing frameworks of integrated maritime service performance and practically by offering policy-oriented recommendations to strengthen agency competitiveness. Overall, the findings provide valuable insights for stakeholders seeking to enhance Indonesia’s maritime logistics capacity, aligning operational improvements with the nation’s broader economic and global shipping ambitions.

This qualitative research investigates the influence of work motivation and work environment on employee performance within PT Yusen Logistic Indonesia's warehouse division. Through comprehensive interviews with maritime professionals, educators, and industry experts, this study addresses critical gaps in understanding workforce dynamics in maritime logistics operations. The research employed thematic analysis of semi-structured interviews with 45 participants across three stakeholder groups: operational staff, maritime educators, and industry professionals. Findings reveal that intrinsic motivation factors, particularly career development opportunities and safety recognition, demonstrate stronger correlation with sustained performance than monetary incentives. Work environment quality, including infrastructure adequacy and shift management, serves as a significant moderator affecting motivation–performance relationships. In addition, this research highlights that supportive leadership and open communication further strengthen employee engagement and commitment in high-pressure warehouse operations. Respondents consistently emphasized the importance of aligning organizational goals with individual career aspirations, particularly in a sector where safety and efficiency are paramount. The study also identifies that investment in ergonomic facilities, digital monitoring systems, and structured training programs reduces fatigue and error rates, thus promoting both productivity and safety compliance. The implications extend beyond company-level management to broader maritime education and policy-making. The integration of motivational strategies into vocational curricula can better prepare graduates for the realities of port and logistics operations. Moreover, the findings contribute to developing sustainable logistics practices that balance efficiency, employee well-being, and long-term organizational competitiveness. Overall, the research provides evidence-based recommendations for maritime vocational training programs, human resource management, and port operations strategies in Indonesia’s rapidly growing logistics sector.

This study aims to analyze the effect of job satisfaction and organizational commitment on employee productivity at the Semarak Dana Mojokerto Savings and Loan Cooperative.  The problem of low discipline and performance of marketing staff is an important background, given the limited empirical studies on human resource factors in micro cooperatives in Indonesia.  This study uses a quantitative approach with a total sampling technique on 35 respondents.  The instrument, in the form of a questionnaire, consisted of 28 statement items measured on a 1–5 Likert scale, with validity and reliability tests showing good results (Cronbach's Alpha > 0.70). Multiple linear regression analysis was used with the help of SPSS 26. The results of the study show that job satisfaction has a significant positive effect on productivity (β = 0.723, p < 0.05), as does organizational commitment (β = 0.555, p < 0.05). Simultaneously, these two variables contribute to an increase in employee productivity with a coefficient of determination of 77.8%.  These findings support the theories of Locke (1976) and Meyer & Allen (1991) and are in line with previous studies, although the context of micro cooperatives provides unique characteristics. The practical implications of this study encourage cooperatives to strengthen their reward systems, provide training, and improve work SOPs, particularly in marketing services. The limitations of this study lie in the small sample size and cross-sectional design. Future research is recommended to use a larger sample, a longitudinal approach, and include moderator variables such as work motivation or organizational culture.

This study was conducted with the aim of analyzing the influence of work discipline, workload, and work environment on employee performance, with a focus on Indomaret employees located in the West Jakarta area. The number of samples used in this study was 110 respondents who were directly selected from the employee population, with the data collection technique through the distribution of questionnaires using a Likert scale. The collected data were then analyzed using the multiple linear regression method with the help of SPSS software version 30. The results of the study indicate that partially, the variables of work discipline, workload, and work environment are proven to have an influence on employee performance, where each factor makes a different contribution in supporting or hindering work productivity. Meanwhile, simultaneously, the three independent variables are proven to have a significant influence on the dependent variable, namely employee performance. This finding confirms that the combination of good work discipline factors, balanced workload management, and a conducive work environment is very important in creating sustainable performance improvements. Thus, this study is expected to provide practical contributions as input for Indomaret management in the West Jakarta area in designing more effective human resource management strategies, both through policies to improve discipline, proportional workload management, and the creation of a work environment that is more supportive of employee comfort and motivation.

This study is motivated by the importance of organizational commitment in supporting the success of educational institutions, particularly at MTs Unggulan Darul Hikam Mojokerto. Organizational commitment is essential for achieving the long-term goals of an institution, and it is influenced by various factors, including teamwork and employee loyalty. Work motivation plays a critical role as a mediating variable that connects these factors. The purpose of this research is to analyze the influence of teamwork and employee loyalty on organizational commitment, with motivation as an intervening variable. To achieve this, a quantitative approach was employed with a census method, involving 52 employees as respondents. Data were collected using questionnaires, which were tested for validity and reliability. The analysis utilized multiple linear regression, path analysis, and the Sobel test to determine the relationships between the variables. The results revealed that both teamwork and employee loyalty significantly impact organizational commitment, both directly and indirectly through motivation. This suggests that enhancing teamwork and employee loyalty can lead to higher motivation, which, in turn, strengthens organizational commitment. The study's practical implications highlight the need for educational institutions to focus on improving human resource management strategies by fostering better teamwork, increasing employee loyalty, and motivating staff. These measures are vital for building a workforce that is deeply committed to the institution’s mission and vision, thus ensuring its success in the competitive educational landscape. This study contributes valuable insights for administrators aiming to optimize employee engagement and performance within educational settings.

 Employee performance is one of the important elements that determine the success of an organization, especially in companies engaged in public services such as PT. PLN (Persero). This study was conducted to examine the effectiveness of providing incentives and motivation in improving employee performance at PT. PLN (Persero) Rayon Kuta, with the aim of providing strategic recommendations for management in formulating more optimal human resource management policies. The research method used is a quantitative approach with a survey technique, where data were collected by distributing questionnaires to 40 employees who were respondents. Data analysis was carried out using a regression test to determine the effect of each variable on employee performance. The results of the study revealed that incentives and motivation have a positive and significant effect on improving performance. Of the two variables, incentives provide a more dominant contribution to employee performance with a regression coefficient value of β = 0.576, while motivation provides a lower influence with a value of β = 0.241. In addition, the F-count value of 24.641 indicates a strong simultaneous influence of incentives and motivation on employee performance. These findings confirm that a well-designed incentive system, coupled with efforts to increase work motivation, can be an effective strategy for boosting employee productivity and performance. Therefore, management needs to prioritize fair, transparent, and target-oriented incentive policies, while also addressing intrinsic motivation to maintain sustainable performance.

This study aims to analyze the influence of work experience, professional skills, and work attitudes on employee performance at UD Rahayu Indah Kediri. This study uses a quantitative approach with a population of 76 respondents, which is also used as a sample through the saturated sampling method. Data were collected using questionnaires and analyzed with the help of Statistical Package for the Social Science (SPSS) software version 25.0. The independent variables in this study include work experience, professional skills, and work attitudes, while the dependent variables are employee performance. The results of the analysis show that the three independent variables have a significant influence on employee performance. Work experience contributes to shaping work effectiveness and efficiency, professional skills play a role in improving quality and productivity, while work attitudes affect individual motivation and responsibility in carrying out tasks. These findings indicate that improving employee performance can be achieved through strengthening work experience, developing professional skills, and forming a positive work attitude. This research provides practical implications for company management to design human resource development strategies that focus on improving competencies and work behaviors. Thus, companies can create a productive and highly competitive work environment.

This study investigates the influence of employee engagement, digital training, and reward systems on employee productivity at the Central Statistics Agency of Kediri Regency. The research adopts a quantitative approach with a questionnaire as the primary data collection tool. A total of 33 employees participated as respondents, determined using a saturated sampling technique, which ensures that all members of the population were included. The instrument utilized was a Likert-scale questionnaire, designed to capture perceptions and experiences related to engagement, training, and rewards. The data were analyzed using multiple linear regression to measure both the partial and simultaneous effects of the independent variables on productivity. The results reveal that employee engagement plays a significant role in enhancing productivity, with a significance value of 0.003. Similarly, digital training and reward systems also exert a positive and significant influence, with significance values of 0.037 and 0.0002, respectively. When tested simultaneously, the three independent variables collectively demonstrate a substantial impact on employee productivity, as evidenced by an F-value of 76.069. Furthermore, the Adjusted R Square value of 87.6% indicates that the research model possesses strong explanatory power, meaning that most variations in productivity can be explained by employee engagement, digital training, and reward systems. These findings highlight the strategic importance of integrating engagement initiatives, continuous digital skill development, and fair reward mechanisms to foster higher levels of productivity. For organizations, particularly government institutions, the study underscores the necessity of adopting a holistic human resource development framework that addresses both intrinsic and extrinsic motivational factors to maximize employee performance.

This study explores the implementation of human resource development management as a strategic effort to enhance task performance in educational institutions. The research was conducted at MAN 2 Kediri City and MAU MBI Amanatul Ummah Pacet Mojokerto, where notable improvements in information and technology mastery were observed. These improvements stemmed from various capacity-building activities, including computer proficiency training, computer-based learning workshops, excellent service training, teacher participation in science olympiad competitions, and other quality enhancement programs. Employing a qualitative approach, data were collected through participant observation, in-depth interviews, and documentation. Data analysis was conducted using individual site analysis and cross-site comparison, while data validity was ensured through credibility, transferability, dependability, and confirmability criteria. The findings reveal that to strengthen competitive advantage in madrasahs, school leaders undertake comprehensive human resource management practices. These include needs analysis through vacant position mapping and recruitment planning, teaching hour allocation, job analysis, and structured recruitment processes involving written tests, microteaching, and interviews. Furthermore, human resource development is carried out through adherence to Standard Operating Procedures (SOP) and continuous professional training for educators. The study concludes that strategic human resource development contributes significantly to institutional competitiveness and educational quality. It recommends sustained investment in teacher capacity building and structured HR planning to support long-term performance improvement.

The operational department at PT. Baruna Mitra Segara Lines Bandar Lampung plays a crucial role in ensuring the timely departure of ships. This study examines how the department monitors ship departures to ensure they occur on time and follow established procedures. The research uses a qualitative case study approach, collecting data through observation and documentation. The findings show that active involvement from the operational department helps reduce technical and administrative issues that may delay departures. Improving human resources and operational systems is essential to guarantee smooth operations. The operational department is responsible for coordinating between departments, checking ship readiness, and monitoring schedules. The department's effectiveness significantly reduces delays and enhances customer satisfaction. The study also highlights that the accuracy of operational work impacts the efficiency, safety, and reliability of the shipping process. Strengthening the monitoring system and improving human resource quality are critical to optimizing the department’s role. However, challenges such as limited resources and outdated information systems need to be addressed to improve performance. This research aims to provide insights for PT. Baruna Mitra Segara Lines management to enhance the operational process of ship departures.

This research was conducted with the aim of optimizing the assignment of working hours in the Procurement Division of PT. Pelindo Multi Terminal through the application of the Hungarian method. The fundamental problem faced is the imbalance between the number of permanent workers and the high workload that must be completed, thus creating a risk of inefficiency in the operational process. To address this problem, a quantitative approach was used with linear programming modeling techniques designed to produce a more systematic and measurable assignment allocation. Through the analysis conducted, an optimal solution was obtained regarding the distribution of working hours, where the total working time can be reduced to 10,120 minutes per month, lower than the previously set maximum limit of 10,560 minutes per month. These results indicate that the application of the Hungarian method is not only able to reduce excessive workloads on some employees, but also ensures a more proportional distribution of assignments among all available workers. In addition, this method can increase operational effectiveness because each worker receives a load according to their capacity, so that the risk of fatigue or decreased performance can be minimized. The findings of this study confirm that the Hungarian method is an alternative work scheduling strategy that is efficient to be applied in industrial environments with high task complexity. Proper implementation can also support the achievement of overall company productivity, improve the quality of human resource management, and strengthen the company's competitiveness in facing future operational challenges.

This study aims to analyze the influence of work environment, salary, and career development on employee performance at Larissa Aesthetic Center through employee commitment as a mediating variable. The importance of optimizing employee performance in supporting business growth requires appropriate efforts and strategies to maximize existing resources in the work environment. Employees who value the work environment because it fosters a sense of well-being and enthusiasm at work. Salary is one of the factors that influences performance, in line with compensation that meets expectations as a form of responsibility in the workplace. Employee career development is seen as a call for progress, where competent workers facilitate the organization in becoming a solution for clients.The method used in this study employs an explanatory approach to uncover the relationships between variables and emphasizes causal numerical data. The study population consists of 65 employees, with the sampling technique using a census, where the entire population serves as the study sample. This research utilizes primary data obtained through questionnaire completion. Secondary data is derived from relevant documentation related to the research topic. Data analysis employs path analysis to test the relationships between research variables. The results of this study indicate that the work environment, salary, and career development have a significant influence on employee performance at Larissa Aesthetic Center, through the support of employee commitment as a mediating variable. The findings of this study can serve as a reference for business actors as a basis for consideration in actions related to human resources.

This study aims to examine the influence of Occupational Health and Safety (OHS), workload, and compensation on employee productivity at PT Cahaya Karya Bersama. The background of this research lies in the importance of human resource management in enhancing company performance amid intense business competition. Despite the company’s efforts in providing safety facilities and implementing OHS systems, issues still arise such as low employee awareness of safety procedures, unequal workload distribution, and dissatisfaction with compensation systems, particularly in relation to BPJS Health services. This study employs a quantitative approach by distributing questionnaires to 40 respondents via Google Form, with data analyzed using SPSS 25. The results indicate that partially, OHS, workload, and compensation variables have a significant effect on employee productivity. Furthermore, these three variables also jointly contribute significantly to productivity enhancement. Therefore, the company must further optimize OHS implementation, ensure workload alignment with employee capacity, and improve its compensation system to create a productive and sustainable work environment.