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The purpose of this study is to determine the effect of corporate culture on work motivation and its impact on employee performance. This study uses a conceptual method, the authors get the results that corporate culture and work motivation as dependent variables have a significant influence on employee performance which acts as an independent variable. This is because corporate culture has a positive and significant effect on work motivation, where a stronger corporate culture will provide direction and values for employees in the company to carry out tasks and work, so that employee performance will increase. Corporate culture has a positive relationship with employee performance. With a corporate culture, employee performance will increase. A strong corporate culture can help employee performance and company performance, because it will create something extraordinary in employees.

Employee work behavior in the form of actions or attitudes or assumptions about their own work. Every company should know how the work behavior of its employees. Employee work behavior leads to the achievement of company goals, and will have an impact on company performance. The purpose of this study was to analyze the work behavior of employees at the main branch of PT. Bumi Nyiur Swalayan (BNS) Palu. Sources of data in this study come from primary data, through surveys, observations, and interviews. The target of this research which is the research population is all employees of PT. Bumi Nyiur Swalayan (BNS) Palu as many as 69 people. The results of the research show the behavior of employees at PT. Bumi Nyiur Swalayan (BNS) Palu, has motivation, can show work productivity, responsible and work hard.

WhatsApp Business training has been conducted to improve the quality of management of Sakura Waste Bank Palembang. This activity aims to train managers and employees in operating and using the WhatsApp Business application in daily activities. The results of the training showed that participants were satisfied and able to apply the knowledge gained. It is hoped that this training can positively contribute to improving the efficiency and performance of Sakura Waste Bank

In an organization or company, human resources cannot be separated from training activities. Training for human resources is a necessity for every organization or institution because almost everyone recognizes that the success of an organization or company is highly dependent on the human resources that manage them. Therefore, training is needed by employees so that they can improve their abilities, knowledge skills, motivation, and behavior. In today's modern era of development, human resource training is very important, because the formal education that employees have undergone is not enough to meet the demands of jobs and positions in organizations and companies. In addition, placing human resources directly at work does not guarantee that they will understand their duties and responsibilities well. New human resources often feel less confident and feel they do not understand their roles and responsibilities in the organization or company where they work. Therefore, new employees should receive training in the form of training that leads to an introduction to corporate culture and values, regulations, and policies, as well as their main tasks, which support the achievement of the vision and mission of the organization or company. Human resources who lack self-confidence are unlikely to carry out their duties and obligations to the fullest, especially in educational institutions. In addition, human resources professionals who have worked in organizations and companies for a long time also need to receive training to improve their skills, insights, and motivation in supporting the achievement of the organization's vision and mission.

The purpose of this study is to describe and analyze the Influence of Transformational and Transactional Leadership on Employee Performance through Conflict Resolution. This type of research is explanatory research with a quantitative approach. The population is all Pesen Village Government employees 39 people. The sampling technique is by census sampling, so that the sample is 39 people. Methods of data collection with questionnaires and documentation were analyzed using Partial Least Square (PLS). The results showed that transformational leadership, transactional, conflict resolution and the performance of Pesen Village Government employees, Kanor District, Bojonegoro Regency were in the very high category, Transformational leadership had a significant effect on conflict resolution, Transactional leadership had no significant effect on conflict resolution, Transformational leadership had a significant effect on performance, Leadership transactional has no significant effect on performance, conflict resolution has a significant effect on performance, transformational leadership has a significant effect on performance through conflict resolution, transactional leadership has no significant effect on performance through conflict resolution.

The ASEAN Economic Community (AEC) was enacted at the end of 2015, this is an opportunity for a country's skilled workforce to become professional workers in ASEAN member countries. Because the inherent nature of the enactment of the AEC is the repeal of regulations that allow the flow of goods, services, people (skilled workers), and money to be unhindered. In this condition, the role of cross-cultural communication in organizations is very strategic in creating reinforcement for the sustainability of skilled workers in pursuing their professional careers. It has become a trend that in the era of the global economy there are company activities that involve individuals/employees/managers from more than one country, both those assigned to other countries and those assigned to their own country. This condition causes cross-cultural communication to become unavoidable. In cross-cultural communication, one of the obstacles is language. Language is an extension of a culture. Differences in understanding or interpreting a word or symbol become a potential barrier to communication and this can hinder the process of business or organizational activities. For individuals who are involved in cross-cultural communication within an organization, it is recommended: 1) Increase knowledge and understanding of the culture of business partners or colleagues, 2) It is better to assume that other people who come from other cultures are different from us so as not to cause misperceptions and miscommunication with that person, 3) Apart from mastering the universal language, it is highly recommended to learn the local/regional language where we are assigned/work.    

Currently, SMEs are the main pillar of the economy in Indonesia, but the large number of SMEs in Indonesia cannot be separated from existing difficulties, including accounting fraud. This study aims to determine the impact of the effectiveness of internal control, compliance with accounting rules, suitability of compensation to the tendency of accounting fraud by using a population of 25 Culinary SMEs in Surakarta City with 125 employees as respondents. This research is a type of quantitative research. The sampling method used is purposive sampling technique. The questionnaire was chosen as a data collection technique. This study uses quantitative analysis with validity, reliability, normality, multicollinearity, heteroscedasticity, multiple linear regression analysis, coefficient of determination, F test, and t test using the IBM SPSS version 19 assistance program. has a negative effect on the tendency of accounting fraud, while the suitability of compensation has a no effect on the tendency of accounting fraud

Every company definitely wants good and adequate quality human resources, with the existence of quality human resources makes the company able to compete with other companies. According to Firdaus (Putra et al., n.d.). Therefore the welfare of employees is also very important to note.Especially in giving workload to employees. Each work unit has a different workload. A workload that is too high can cause an employee to become stressed, not to mention the job demands given by the company so that its employees give the best results. Each individual has different resilience to the workload and responsibilities given, the higher the workload given, the higher the stress level that will be experienced by the individual, conversely the lower the workload given, the lower the stress level. A high workload can make employees decide to quit or leave the company and look for a better company. This situation is also known as intensive turnover. In the case of Indonesia, the phenomenon of turnover intention is well recognized by both academics and practitioners. Every year there are around 10-12% of employees who turn over.

Employees of the Cilacap Tengah District Office, Cilacap Regency often receive criticism from the public. The District itself certainly considers the criticism to be an encouragement and motivation to make the institution's performance even better. This performance improvement can be done through job analysis and career development of each member of the Cilacap Tengah District Office Employees. This study aims to determine 1). Analysis of the influence of positions on the performance of Cilacap Tengah District Office Employees, 2). The influence of career development on the performance of Cilacap Tengah District Office Employees, and 3). Analysis of the influence of positions and career development on the performance of Cilacap Tengah District Office Employees. Therefore, this study uses quantitative research which then interprets the data to produce descriptive data. While the data collection technique uses a questionnaire, and data analysis uses multiple linear regression. The results of the study indicate that job analysis and career development have a positive effect on the performance of Cilacap Tengah District Office Employees. If job analysis and career development are better, then the performance of the members will also be better, and vice versa if job analysis and career development are worse, then the performance of the Cilacap Tengah District Office Employees will also decrease.

This study focuses on the analysis of Human Resource Planning, Recruitment and Job Analysis Affecting Employee Performance of PD. Gunasalma Kawali, Ciamis Regency. The formulation of the problem in this study is to analyze the effect of Recruitment and Job Analysis on employee performance of PD. Gunasalma Kawali, Ciamis Regency. The purpose of this study is to determine the Human Resource planning of PD. Gunasalma Kawali, Ciamis Regency employees, to find out the Recruitment of PD. Gunasalma Kawali, Ciamis Regency employees, to find out the Job Analysis of PD. Gunasalma Kawali, Ciamis Regency employees and to find out the effect of Human Resource planning, Recruitment and Job Analysis on Employee Performance of PD. Gunasalma Kawali, Ciamis Regency. Respondents in this study were 50 employees of PD. Gunasalma Kawali, Ciamis Regency. The research method used is to use a quantitative research method. Then the data was analyzed using Multiple Regression Analysis, Simultaneous Test, Partial Test and Determination Coefficient. The results of this study indicate: That the three variables affect employee performance. For the Human Resource Planning variable, the b1 value in the model is 0.893. For the Recruitment variable, the b2 value in the model is 0.742. For the Job Analysis variable, the b3 value in the model is 0.697. So the influence of HR Planning, Recruitment and Job Analysis on Employee Performance in the model is 75.6%, and 24.4% is influenced by other factors or causes.

An organization is established because it has a goal that it wants and must achieve. A government organization is established with the aim of providing civil and economic rights services to every citizen optimally. A company organization is established by a group of people because they want to gain business profits, while a non-profit organization is established with the aim of community service. The purpose of this study is to determine and describe the influence of job placement on the performance of employees of the Sub-district Statistics Coordinator of the Central Statistics Agency of Ciamis Regency. The influence of compensation on the performance of employees of the Sub-district Statistics Coordinator of the Central Statistics Agency of Ciamis Regency. The influence of the work environment on the performance of employees of the Sub-district Statistics Coordinator of the Central Statistics Agency of Ciamis Regency. The influence of job placement, compensation, and work environment on the performance of employees of the Sub-district Statistics Coordinator of the Central Statistics Agency of Ciamis Regency. The method used in this study is descriptive and verification research. Based on the results of the research and discussion, the following conclusions are obtained. Job placement tends to increase and employee performance tends to increase. Thus, job placement affects employee performance at the Central Statistics Agency of Ciamis Regency. Compensation tends to increase and employee performance tends to increase. Thus, compensation affects employee performance at the Central Statistics Agency of Ciamis Regency. The work environment tends to increase and employee performance tends to increase. Thus, the work environment affects employee performance at the Central Statistics Agency of Ciamis Regency. Job placement tends to increase, compensation tends to increase and the work environment tends to increase and employee performance tends to increase. Thus, job placement, compensation and work environment affect employee performance at the Central Statistics Agency of Ciamis Regency  

The purpose of this study was to determine the Effect of Discipline, Competence and Motivation on Employee Performance in Three District Offices in Maros Regency. The population in this study were employees at three district offices in Maros who were random, where the sample was 51 employees. The analysis method used is multiple linear regression.The results showed that simultaneously all independent variables consisting of discipline, competence, and motivation have a positive and significant effect on employee performance in three sub-district offices in Pangkep Regency. Partially the independent variables of discipline and motivation have a positive and significant effect, while the independent variable of competence has no positive and significant effect.

Archives as a memory center and as a source of written information must be available when needed in order to provide effective service. Therefore, in managing archives, the archiving system must be considered with the state of the organization in achieving its goals. The effectiveness of archiving management is also influenced by employees working in the archiving unit, the facilities used and the funds available for maintaining archives. This study is a type of quantitative descriptive research, namely research that describes research variables using a quantitative approach. The population in this study were all Satpol PP employees 320. The sample in this study used a Nonprobability sampling sample, a sampling technique that does not provide the same opportunity/chance as the accidental sampling technique, namely anyone he meets becomes a sample. The number of samples in this study was 76 respondents. Data collection used a questionnaire method. The questionnaire method was carried out to obtain respondents' responses regarding work facilities and archiving management. Data analysis used to test the hypothesis in this study was using Simple Linear Regression analysis found in the SPSS v. 1.0 program. 19 The results of the study show that work facilities significantly influence archive management with a positive coefficient, which explains that there is a directly proportional relationship between the two variables. With the Regression Coefficient of the Work Facilities Variable (X1) of 0.949 with a sig value of 0.000, it illustrates that Work Facilities have a positive and significant influence on archive management, meaning that the more complete the work facilities owned by the agency, the easier it will be to manage its archives.

This research is motivated by the results of preliminary observations that the Delegation of the Regent's authority to the Sub-district Head has not been running optimally. The improvement of public services is still not optimal. Limited facilities/infrastructure in the sub-district. The number of employees in the sub-district is still limited. Not all SKPDs that delegate authority have technical instructions for the implementation of the delegation of authority by the sub-district. The method used is a qualitative descriptive research method. The sampling technique uses a purposive sample technique, thus the sample in this study was 5 people. The data collection technique uses a questionnaire. The results of the study obtained are as follows: The Effectiveness of the Delegation of Part of the Regent's Authority to the Sub-district Head in Improving Public Services (Regent Regulation Number 18 of 2010 Concerning the Delegation of Part of the Authority from the Regent to the Sub-district Head) has been implemented well, especially in the implementation of aspects of licensing, recommendations, coordination, coaching, supervision, facilitation, and implementation. The implementation of Public Services according to Regent Regulation Number 18 of 2010 concerning the Delegation of Part of the Authority from the Regent to the Sub-district Head has been implemented well, such as in terms of service procedures, service time, service costs, service products, service facilities and infrastructure, and the competence of service officers. The obstacles faced by the Sub-district Head in the effectiveness of the delegation of Part of the Regent's Authority to the Sub-district Head in improving public services in the Sub-district in Ciamis Regency are Limited budget; Lack of facilities and infrastructure to support public services; Lack of human resources; Many human resources do not yet have competence; Lack of public awareness to make permits; not all technical instructions have been made regarding the delegated authority; There are still requirements that must be completed at the Regency level, whether permits must be made immediately at the sub-district, so that it hinders the completion process and the completion time becomes long. Meanwhile, the results of observations show that the number of service providers is still very limited, where each officer has their own main duties and functions. Efforts made by the Sub-district Head to overcome obstacles in the implementation of the delegation of Part of the Regent's Authority to the Sub-district Head in improving public services in the sub-districts in Ciamis Regency, are to increase the budget; complete and improve facilities and infrastructure to support services to the community; propose additional human resources; improve human resource competency through coaching and training; increase public awareness to make permits through socialization; request clear technical instructions regarding the delegated authority; in the completion process and completion time are made easier by assigning district employees to carry out services in the sub-district.

Research objectives: 1) To find out the arrangement of slums through restoration (rehabilitation) in Oimbo Village, Bima City? 2) To find out the arrangement of slums through rejuvenation (revitalization) in Oimbo Village, Bima City? 3) To find out the arrangement of slums through resettlement (relocation) in Oimbo Urban Village, Bima City? This type of research is descriptive qualitative. Data collection techniques are interviews, observation, and documentation. Informants in this study included the Head of Kelurahan and staff/employees and community leaders in Kelurahan Oimbo Kota Bima. Determination of informants in this research the author uses purposive sampling technique. The analysis technique used is descriptive qualitative analysis, which starts from data reduction, data display, and verification and conclusion making. The results of the research are: first, related to the arrangement of slums through restoration (rehabilitation) in Oimbo Village, Bima City, has been carried out well according to the needs of residents. Second, the arrangement of slums through rejuvenation (revitalization) in Oimbo Village, Bima City, has been carried out well according to the needs of the residents. Third, the arrangement of slums through resettlement (relocation) has been carried out well according to the needs of residents.

The health problems facing the Indonesian nation today are the still high maternal and infant mortality rates, one of the causes of which is nutritional problems, namely anemia. The government has carried out a program to control anemia in pregnant women, namely by giving 90 Fe tablets to pregnant women, however regular consumption of Fe tablets is an important key which has not been implemented well, where South Sulawesi is the province with the lowest coverage with a percentage (1.7% ). The aim of the research is to determine the knowledge of pregnant women about Fe tablets based on the characteristics of pregnant women in Kanaungan Village using a descriptive method with a cross sectional approach. The population in this study of pregnant women who had their pregnancies checked at the Batara Siang Pangkep Regional Hospital which is domiciled in Kanaungan Village in 2023 numbered 226, with a sampling technique using Accidental Sampling, totaling 69 samples. From the research results, it can be concluded that most of the respondents were aged 20-35 years (88.4%), had junior high school education (44.9%), were employees/private sector (62.3%) and had less knowledge (43.5%).

The rapid growth of digital startup companies in Indonesia brings its own challenges in human resource (HR) management, especially related to workload and organizational commitment. High work dynamics, aggressive targets, and intense operational pressure can cause an imbalance in workload that impacts motivation, work stress, and increased turnover intention. HR commitment is a key factor in startup success, but it is difficult to achieve without effective and humane workload management. This community service activity was carried out by Karangturi National University (UNKARTUR), through the Faculty of Economics, Business and Humanities (FEBHum), which aims to improve the understanding, skills, and awareness of digital startup entrepreneurs and employees in Bugangan Village, Semarang, regarding workload management strategies. The methods used include workshops, group discussions, and direct assistance. The results of the activity showed an increase in participants' understanding of the impact of disproportionate workloads, as well as the ability to implement efficient and sustainable work strategies. This activity also encourages collaboration between academics and practitioners in designing a healthy and adaptive work environment. With better workload management, it is hoped that the level of commitment, satisfaction, and retention of employees in digital startups can increase, while strengthening the competitiveness of local businesses in the era of digital transformation.

Good governance is always related to work, especially good quality work. Government organizations are expected to be able to provide good quality work, so that there is good work performance. The type of research used is census research, where research takes all members of the population as respondents (data sources) and uses questionnaires as the main data collection tool. By using a quantitative approach and using descriptive methods to determine the influence of Good Governance on employee work performance at the Majauleng District Office, Wajo Regency. The results of research data analysis on Good Governance and Work Performance show that Good Governance at the Majauleng District Office is in the good category. Likewise, the Job Performance variable is in the good category. The influence that the Good Governance variable has on Work Performance is in the very strong and positive category and the data is significant. The conclusion from the research results with the title The Influence of Good Governance on Work Performance is as follows. Good Governance at the Majauleng District Office, Wajo Regency is in the good category. The work performance of Majauleng District Office Employees in Wajo Regency is in the very good category. The results of data analysis show that the influence provided is a very strong influence with a positive and significant relationship direction

The research as aims to determine the work motivation of employees of the Arborbiz Makassar Hotel.The type of reseach used is descriptive qualitative, that is, the author describes the results of direct observtions and interviews with employees of the Arborbiz Makassar Hotel. The writing of this final draft is the results of research conducted from June to July 2022. The results showed that the work motivation of employees of the Arborbiz Makassar Hotel was perceived from several factors that influenced work motivation of employees, such as promotions, job performance, the job itself, rewards, responsibilities and recognition from superiors. These things have an increasing impact on work motivation for employees who work at the Hotel Arborbiz Makassar, thereby encouraging employees to work better and more effectively.

The purpose of this study was to determine the effect of Job Performance Assessment, Promotion and Employee Competence on Career Development of State Civil Apparatus at the Medan City Industry Service office, either partially or simultaneously. The type of this research was a descriptive quantitative research used Multivariate Linear Regression Analysis method. Population in this study amounted to 52 employees and the sample for this study also amounted to 52 employees, so that the sampling technique used the Saturated Sampling Technique. Instrument test of this study used Likert Scale and data processing in this study used the Statistical Program for Social Science software program version 25. Result showed that as partially, the Job Performance Assessment had a negative and significant effect on Career Development of State Civil Apparatus with t-count value of -3.366 and significant value of 0.00 smaller than alpha value of 0.05. Promotion had a negative and significant effect on Career Development of State Civil Apparatus with t-count value of -4.348 and significant value of 0.000 smaller than alpha value of 0.05. Employee Competence had a positive and significant effect on Career Development of State Civil Apparatus with t-count value of 3.511 and significant value of 0.001 smaller than alpha value of 0.05. Simultaneously, Job Performance Assessment, Promotion and Employee Competence had Positive and significant effects on Career Development of State Civil Apparatus with F-count value of 8.027 and significant value of 0.000 smaller than alpha value of 0.05. Based on the results of the R2 Determination test, it was known that the Adjusted R value is 0.292, which meant that the contribution of the influence was given by the three independent variables to the dependent variable was 29.2%, the remaining 70.8% was influenced by other variables not examined in this study.