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Athletic physical condition is a key factor in determining an athlete's performance during competitions. This study aims to assess the physical condition of Unesa Women FC athletes using a descriptive quantitative method, involving 20 athletes as the sample. Data was collected through a series of physical tests to measure various aspects of physical fitness, including aerobic endurance, speed, agility, leg strength, and explosive power. The tests conducted included the Multistage Fitness Test (MFT) for aerobic endurance, a 30-meter sprint for speed, Illinois Agility Run for agility, Leg Dynamometer for leg strength, and Jump MD for explosive power. The results of the study show that the average VO2Max of the athletes is 30.8 ml/kg/min, which falls into the "Poor" category. This indicates that the athletes' aerobic endurance has not yet reached the optimal standard required for competitive performance. The 30-meter sprint time recorded was 5.53 seconds, categorized as "Good," indicating that the athletes have adequate speed. However, the agility score obtained from the Illinois Agility Run was 21.97 seconds, classified as "Poor," suggesting that the athletes need to improve their agility for quicker movements on the field. The explosive power score, measured by the Jump MD test, was 45.75 cm, which also falls into the "Poor" category, while leg strength, measured using the Leg Dynamometer, resulted in a score of 57.47 kg, classified as "Very Poor." These findings indicate that most components of the physical condition of the Unesa Women FC athletes are still below optimal levels. Therefore, the study emphasizes the need for a more structured and targeted physical training program tailored to the individual needs of each athlete. A training program designed based on these test results will help improve the physical fitness components that are lacking and support the enhancement of their performance during competitions.

The implementation of a recommendation feature in the courier service selection system on e-commerce platforms is a technological innovation aimed at improving logistics efficiency while providing a more optimal user experience. Through this feature, consumers can find alternative delivery services based on certain indicators, such as cost, estimated time, and service quality. However, in practice, the implementation of recommendation features has the potential to raise legal issues when platforms prioritize internal couriers or certain partners without transparency and clear objective indicators. This situation can lead to discriminatory treatment, limit market access for other businesses, and reduce consumer freedom in choosing services. This study aims to analyze the implementation of recommendation features by e-commerce platforms from a competition law perspective, specifically based on Law Number 5 of 1999 concerning the Prohibition of Monopolistic Practices and Unfair Business Competition. The method used is normative juridical research with a descriptive-analytical approach, through the review of secondary data in the form of laws and regulations, literature, and the practice of implementing recommendation systems in the digital industry. The research results indicate that recommendation features that unilaterally prioritize internal couriers without objective basis and without information transparency have the potential to violate Article 19 letter d of Law Number 5 of 1999. This practice can hinder competition, close opportunities for other courier service providers, and create distortions in the digital logistics ecosystem. Therefore, this study recommends that recommendation features in e-commerce be designed in a neutral, transparent manner, and based on objective indicators, such as rates, estimated delivery times, and service performance. This will maintain healthy business competition and protect consumers' rights to obtain the best service options.

The purpose of this study is to analyze the influence of the work environment, work pressure, and social support on the performance of employees at the palm oil processing factory of PT. Tani Prima Makmur. This research was conducted at the office of the palm oil processing factory located in Lerehoma, Anggaberi District, Konawe Regency. A questionnaire was used as the primary tool for data collection, with a Likert scale employed to measure the responses to various statements related to the work environment, work pressure, social support, and employee performance. Multiple linear regression analysis was applied to examine the relationships between the independent variables (work environment, work pressure, and social support) and the dependent variable (employee performance). The results of the t-test revealed that the significance value of the work pressure variable (X2) is 0.000, which is smaller than the 5% threshold (0.000 < 0.05), indicating that work pressure significantly affects employee performance. Similarly, the significance value for the social support variable (X3) is 0.000, which is also smaller than 0.05, suggesting that social support has a significant impact on employee performance. In contrast, the significance value for the work environment variable (X1) is 0.615, which is greater than 0.05 (0.615 > 0.05), indicating that the work environment does not significantly affect employee performance in this case. These findings suggest that while work pressure and social support are crucial factors influencing employee performance, the work environment may not play as significant a role in improving performance at PT. Tani Prima Makmur. The study highlights the importance of providing adequate support and managing work pressure to enhance employee productivity in the palm oil processing industry. Further research may explore other potential factors that could contribute to improving employee performance in similar contexts.

Education plays a vital role in improving human resource quality, making it essential for addressing challenges in developing countries, such as inequality, poverty, and cultural instability. Teachers, as key facilitators in the learning process, are central to achieving educational goals, with performance influenced by internal factors like self-efficacy and external factors like organizational climate and leadership style. This study examines the influence of organizational climate and transformational leadership on teacher performance at SMK 3 Sukawati, with self-efficacy as a mediating variable. The population and sample include all 55 teachers, selected through purposive sampling. Data were collected via questionnaires, interviews, and documentation, then analyzed using path analysis. Results show that organizational climate and transformational leadership positively and significantly affect both teacher performance and self-efficacy. Self-efficacy also positively and significantly influences performance. Additionally, organizational climate and transformational leadership indirectly impact teacher performance through self-efficacy.

Human resources (HR) are a crucial component of any organization, playing a vital role in determining its development and success. One key aspect of HR management is employee performance, which reflects the quality and quantity of employee output in meeting company targets. This study focuses on PT REX Denpasar, a logistics company that experienced fluctuations in monthly revenue throughout 2023. This phenomenon indicates performance issues related to work quantity, delivery accuracy, and time efficiency. Several operational issues identified included variability in staff productivity, delays in delivery schedules, and inaccuracies in shipping data processing. To explore solutions to these challenges, the study examined the role of managerial leadership and financial incentives in improving employee performance, with job satisfaction as a mediating variable. This study covered all 40 employees of PT REX Denpasar, using a comprehensive enumeration sampling method. Data were collected through structured questionnaires, in-depth interviews, and a review of organizational records. Analysis was conducted using a structural path modeling approach to examine the relationships between variables. The results showed that managerial leadership had a significant effect on job satisfaction, as did the financial incentives provided by the company. Furthermore, leadership quality and compensation systems have been shown to have a positive correlation with improved employee performance. Furthermore, job satisfaction was found to act as a substantial mediator, strengthening the influence of leadership and compensation on performance. Thus, improving leadership quality and improving compensation mechanisms not only have a direct impact but also an indirect impact through increased job satisfaction.

This study aims to analyze the effect of training and human resource development on employee performance at the Social Service Office of Bima City. The research was motivated by the low level of employee productivity, limited budget allocation for development programs, and the tendency of some employees to delay task completion. The study employs a quantitative approach with an associative method. The population consists of 59 employees, with a sample of 35 civil servants selected through purposive sampling. Data were collected using questionnaires, observation, interviews, and documentation. The analysis techniques include validity and reliability tests, classical assumption tests, multiple linear regression, t-test, and F-test. The findings show that both training and human resource development have a significant and positive impact on employee performance. Training improves employee skills, while development efforts enhance competencies to meet organizational demands. The study suggests that structured training and development programs should be optimized to improve public service performance.

The compensation system is an important element in human resource management, because it plays a direct role in influencing employee motivation, performance, and job satisfaction. In human resource management, the existence of human resources plays a vital role that must be considered by the company, including in terms of compensation. The ideal compensation system is one based on the principles of fairness and appropriateness, which can be directly felt by employees. The assessment of fairness and appropriateness can be seen from several dimensions, namely the internal dimension relating to the suitability of workload and rewards received, the external dimension considering company policies and market standards, and the individual dimension relating to the ability of compensation to meet employee living needs. Based on this, this study focuses on the compensation system implemented at the Double-Tree By Hilton Bintaro Jaya Hotel, specifically for banquet kitchen staff consisting of contract staff and daily workers. This study uses a descriptive qualitative approach with data collection through interviews, observations, and documentation. The results show that the compensation system for contract staff has been running optimally. From the internal side, the workload is considered commensurate with the rewards received. Externally, the compensation provided is competitive compared to competing companies. Furthermore, from an individual perspective, employees' living needs are met, even supported by a substantial service charge that exceeds their base salary. However, for daily workers, the compensation system is deemed suboptimal. Although their workload is equivalent to that of contract staff, their compensation is not the same, and they do not receive a service charge. Based on these findings, this study recommends optimizing the compensation system, particularly for daily workers, to ensure fairness and equity across all staff levels, thereby increasing work motivation, loyalty, and overall performance.

A fiduciary guarantee agreement is a formal agreement that must be stated in a notarial deed as regulated in Article 4 of the Fiduciary Guarantee Law. This provision states that a fiduciary guarantee is a subsidiary agreement of the main agreement that creates an obligation for the parties to fulfill a performance. Execution, in this context, is a legal action carried out based on a legally binding decision. Article 15 paragraph (2) of the Fiduciary Law explains that the executorial power of a fiduciary guarantee certificate allows for direct implementation without going through a court, is final, and binds the parties. This research uses an empirical normative method, namely combining library studies with field research. Primary data was obtained through interviews with Judges of the Yogyakarta District Court, Judges of the Sleman District Court, the Yogyakarta State Assets and Auction Service Office (KPKNL), and the Yogyakarta Regional Office of the Ministry of Law and Human Rights. Secondary data comes from primary, secondary, and tertiary legal materials. The analysis was conducted qualitatively. The research results indicate that following Constitutional Court Decision No. 18/PUU-XVII/2019, the execution of fiduciary collateral objects can no longer be carried out unilaterally by creditors, but must instead be filed through the District Court. This provision balances the legal standing between debtors and creditors and prevents potential arbitrariness. Nevertheless, execution through the courts is an alternative if there is no agreement between the parties regarding a default. The court's role following the Constitutional Court decision includes resolving disputes between creditors and debtors and ensuring that execution procedures are carried out in accordance with the HIR (Regional Regulations for the Protection of Creditors), RBG (Regional Regulations for the Protection of Creditors), and the Supreme Court's technical instructions. In general, the execution mechanism through the courts is considered quite effective in ensuring legal protection for both parties.

This study investigates the influence of promotion, brand image, and location on purchasing decisions at 3Second Store Kediri. The research employs a quantitative approach using both primary and secondary data sources. The primary data were obtained through the distribution of questionnaires to 309 respondents, while the secondary data were collected via interviews with store supervisors and direct observation at the research site. The variables under examination include promotion, brand image, and location as independent variables, and purchasing decision as the dependent variable. Data analysis involved both partial and simultaneous hypothesis testing to determine the strength and significance of each variable’s effect. The findings reveal that, partially, each of the three independent variables—promotion, brand image, and location—has a significant and positive effect on purchasing decisions. This indicates that improvement in any of these aspects will lead to a higher likelihood of customers making a purchase. Simultaneous testing also demonstrates that the three variables collectively exert a significant and positive influence on purchasing decisions. Among these, promotion emerges as the most dominant factor affecting purchasing decisions, as confirmed through the partial t-test results. The coefficient of determination (R²) is 0.581, which signifies that 58% of the variation in purchasing decisions can be explained by the three examined variables, while the remaining 42% is attributed to other factors not covered in this study, such as product quality, customer service, and pricing strategies. These results suggest that marketing strategies focusing on well-planned promotional activities, maintaining a strong and positive brand image, and choosing a strategic store location can effectively increase customer purchasing decisions. The findings provide valuable insights for retail management, particularly for fashion retail brands like 3Second Store, in developing targeted strategies to optimize sales performance.

This study aims to determine the effect of career development and organizational culture on employee performance at the Bima City Social Service. The research method used is quantitative with an associative approach. The sample in this study was 35 people who were civil servants. Data collection techniques were carried out using questionnaires, and data analysis included validity tests, reliability tests, classical assumption tests, multiple linear regression, t-tests, and f-tests. The results of the study indicate that career development has a positive and significant effect on employee performance. Organizational culture also has a positive and significant effect on employee performance. Simultaneously, career development and organizational culture have a positive and significant effect on employee performance. These findings indicate the importance of training, fair career opportunities, and an open and collaborative work culture in improving employee performance. Therefore, the Bima City Social Service is advised to continue improving career development and strengthening an organizational culture that supports performance. In addition, this study also highlights the importance of management's role in creating an environment that supports career development and a positive organizational culture. Fair and transparent career development not only provides opportunities for employees to improve their skills and knowledge but also motivates them to contribute more to organizational goals. Likewise, an inclusive and collaborative organizational culture can increase mutual trust, effective communication, and cooperation among employees, thus creating a work environment conducive to improved performance. The research concludes that these two factors—career development and organizational culture—interact to optimize employee performance. Therefore, the Bima City Social Service needs to continue developing policies that support both aspects, such as regular training, fair promotion programs, and the development of a work culture that emphasizes collaboration and appreciation for employee performance.

This research seeks to examine the impact of inflation and exchange rates on the Jakarta Composite Index (JCI) on the Indonesia Stock Exchange (IDX) from 2019 to 2024. The study uses secondary monthly data for inflation, exchange rates, and the JCI, which were sourced from the official websites of Bank Indonesia and IDX. A quantitative approach is employed, utilizing multiple linear regression analysis along with classical assumption tests and both simultaneous and partial hypothesis testing. The findings reveal that, individually, both inflation and exchange rates have a significant effect on the JCI. When analyzed together, inflation and exchange rates also significantly influence the JCI. These results underscore the importance of macroeconomic stability, particularly the stability of the rupiah exchange rate, in shaping stock market trends in Indonesia. The study suggests that fluctuations in the inflation rate and the exchange rate can lead to uncertainty in the stock market, impacting investor decisions and market performance. These findings are particularly relevant in the context of Indonesia’s open economy, where external factors and global economic conditions can also influence domestic financial markets. This research aims to offer valuable insights to investors, policymakers, and academics, helping them understand how key macroeconomic variables, such as inflation and exchange rates, influence the dynamics of the capital market. The study emphasizes the need for maintaining economic stability to foster a conducive environment for market growth and investor confidence. By analyzing these macroeconomic factors, the study provides a clearer understanding of their role in stock market performance and offers a foundation for future research and policy development in the Indonesian financial market. Additionally, the results of this research could serve as a basis for further studies that explore the relationship between macroeconomic factors and stock market behavior in emerging markets.

This study investigates how transformational leadership, work motivation, and human resource (HR) human resources training influence employee performance across various industrial sectors in Indonesia. Improving employee performance is crucial for organizational success in an increasingly dynamic business environment. This study utilizes a quantitative survey method and involves 200 people from the manufacturing, service, and trade sectors. The data was analyzed using multiple linear regression after being collected through questionnaires. Research shows that human resource training, work motivation, and transformational leadership simultaneously and partially have a positive and significant effect on employee performance. The results indicate that organizations must enhance their inspiring leadership styles, boost employee morale through internal and external approaches, and implement sustainable training programs to improve their employees' skills. This study provides a theoretical basis for the advancement of human resource management science and offers practical benefits for human resource managers and practitioners in improving organizational efficiency.

This study is motivated by the difficulty students face in understanding the concept of food chains, which is attributed to the conventional teaching methods still in use. Therefore, the researcher believes that the application of a new teaching model is expected to enhance student engagement in the teaching and learning process, ultimately improving learning outcomes. Natural Science is often considered difficult because of its many theories and the lack of variation in teaching methods, leading to poor student performance. Given these issues, an innovative teaching model is necessary. The aim of this study is to examine the impact of the Problem-Based Learning (PBL) model on students' knowledge in the Natural Science subject. The research method used is an experimental method with a quasi-experimental design. The study population consists of 50 fifth-grade students, with 25 students in the experimental group and 25 students in the control group. The hypothesis tested is that there is an effect of the Problem-Based Learning model on Natural Science learning outcomes. The results of the study show that the Problem-Based Learning model has a significant effect on students' knowledge. This is evidenced by the t-test results, which show a t-value of 12.400, greater than the t-table value of 2.01. Therefore, it can be concluded that the Problem-Based Learning model positively affects the understanding of food chain concepts in fifth-grade students. The findings of this study are expected to be beneficial for teachers in improving the quality of their teaching, for students to better understand the material through more engaging methods, and for the school environment in developing innovative and effective teaching practices.

Futsal is a high-intensity team sport that requires a combination of speed, agility, and physical endurance, particularly cardiorespiratory endurance. Cardiorespiratory endurance is crucial because it directly relates to a player's ability to maintain optimal performance throughout a match, particularly when facing fast-paced and stressful play. Therefore, variables that can influence this ability, such as body composition and nutritional status, are crucial in developing athlete performance. One indicator that can be used to measure nutritional status and body composition is the Body Mass Index (BMI), which is obtained by measuring weight and height. BMI not only reflects whether a person is within the ideal weight range but also potentially influences the efficiency of the body's organs, including the cardiovascular and respiratory systems. In the context of futsal, players with a higher BMI tend to have a higher body weight, which can hinder movement efficiency and increase fatigue during matches. Conversely, players with a lower BMI may have insufficient energy reserves and muscle mass to maintain stamina during matches. This study shows a significant negative relationship between BMI and cardiorespiratory endurance in futsal players at Bali International University. The results of statistical tests using the Spearman rank correlation method showed a correlation coefficient (r) of -0.504 with a significance value of p = 0.005. This indicates that the higher a player's BMI, the lower their cardiorespiratory endurance tends to be. These findings support the importance of ideal body weight management in futsal athlete training, both through dietary adjustments and measured physical exercise programs.

This study aims to explore the relationship between work motivation and discipline on the performance achievement of Catholic Religious Education (PAK) teachers in the Semarang region. The research uses a quantitative survey approach, collecting data from 15 PAK teachers through a validated questionnaire. The instruments used to measure work motivation are based on Maslow’s hierarchy of needs for the motivational aspect, while discipline is measured using indicators developed by Rivai, and performance achievement is evaluated based on parameters defined by Robbins. The findings show that motivational drive contributes 50.5% to performance achievement (R² = 0.505, p = 0.003). This indicates that work motivation has a significant impact on performance, although its contribution is lower compared to discipline. In contrast, discipline contributes more significantly to performance achievement, accounting for 66.2% (R² = 0.662, p = 0.000). This suggests that discipline is a more dominant factor in improving the performance of Catholic Religious Education teachers, as discipline is critical in achieving optimal performance. Simultaneous analysis reveals that the combination of motivation and discipline explains 72.6% of the variation in performance achievement (R² = 0.726, F = 13.893, p = 0.000). This result indicates that both variables are significantly related to performance achievement when considered together. However, partial tests show that only discipline has a significant independent impact on teacher performance, with p = 0.121, while motivation does not have a significant effect when considered separately. This study concludes that discipline functions as the main mediator in the relationship between work motivation and performance achievement. Therefore, it is essential to strengthen discipline in efforts to improve teacher performance, particularly in the context of Catholic Religious Education.

This study aims to examine and analyze the influence of work discipline, organizational culture, and work ethics on employee performance at PT Amaze Indonesia Jaya. The background of this study is based on the importance of human resources as a company's main asset, where the level of discipline, established work culture, and applied work ethics can influence employee performance achievement. This study uses a quantitative approach by utilizing primary data obtained through questionnaires and secondary data obtained from company documents. The study population is all employees of PT Amaze Indonesia Jaya, with a total of 50 people who are also used as research samples using saturated sampling techniques. The research instrument has been tested for validity and reliability to ensure the feasibility of the collected data. Data analysis was carried out through validity tests, reliability tests, classical assumption tests, multiple linear regression analysis, and hypothesis testing using t-tests and F-tests. The results of the study indicate that partially, work discipline has a positive and significant effect on employee performance, which means that the higher the discipline, the better the performance produced. Organizational culture has also been proven to have a positive and significant effect on employee performance, indicating that the values, norms, and habits that apply in the organization can motivate employees to work more optimally. Furthermore, work ethics has a positive and significant impact on performance, indicating that employee integrity, responsibility, and professionalism contribute to the achievement of work targets. Simultaneously, the F-test results indicate that work discipline, organizational culture, and work ethics collectively have a significant impact on employee performance.

This study aims to analyze the impact of the implementation of the Government Internal Control Sistem (SPIP) on financial performance at the Regional Revenue Agency (Bapenda) of Malang City from 2022 to 2024. SPIP consists of five key components: control environment, risk assessment, control activities, information and communication, and monitoring. Financial performance is measured using indicators from the Government Institution Performance Accountability Sistem (SAKIP), which reflects how well the government institution achieves its financial goals and objectives. This study uses a quantitative approach with an explanatory method, where data was collected through a questionnaire distributed to 34 Bapenda employees in Malang City. The collected data was then analyzed using SPSS version 25 to examine the relationship between SPIP implementation and financial performance. The results indicate that four of the five SPIP components, namely risk assessment, control activities, information and communication, and monitoring, have a positive and significant impact on financial performance. This means that the better the implementation of these components, the better the financial performance achieved by Bapenda Malang City. However, the control environment component does not significantly affect financial performance. This suggests that while the control environment is important, other factors such as operational control and communication play a more dominant role in supporting financial performance. Based on these findings, several recommendations for Bapenda Malang City include strengthening SPIP implementation by conducting regular coaching and outreach programs. Additionally, it is recommended to hold workshops with all work units, provide technical training to develop dashboards, and establish clear Standard Operating Procedures (SOPs) and flowcharts. Setting up a schedule for SOP publication and routine briefings, as well as developing performance indicators and quarterly evaluation checklists, is expected to enhance SPIP implementation and strengthen financial accountability at Bapenda Malang City.

This study aims to evaluate the effectiveness of current asset management, specifically cash, receivables, and inventory, and its impact on a company's ability to generate profits. The study focused on companies in the automotive sector listed on the Indonesia Stock Exchange (IDX) from 2020 to 2023. The research approach used a quantitative method with secondary data sourced from annual financial reports. The study sample included 11 companies, resulting in a total of 44 observational data sets over four years. Data analysis was performed using SPSS version 25 software to examine the relationships and influences between the study variables. The test results showed that cash management did not significantly influence profitability. This indicates that the amount of available cash does not always correlate with profit, possibly because cash funds are not optimally utilized in productive activities. Conversely, receivables management showed a negative correlation with profitability. This finding suggests that high receivables can burden cash flow and reduce a company's ability to generate profits. Meanwhile, inventory management has a positive and significant impact on profitability, indicating that good inventory control can support smooth production and sales, thereby increasing profits. Together, these three variables explained 68.4% of the variation in company profitability, while the remaining 31.6% was influenced by factors outside the model, such as operational efficiency, cost structure, and marketing strategy. These findings provide insights for automotive company management to prioritize inventory management and review cash and receivables policies to optimize financial performance.

This study aims to examine the influence of host interaction and flash sale discounts on consumer interest in live shopping on Shopee among the community in Surabaya City. The research employs a quantitative approach using a structured questionnaire as the primary data collection method. A total of 96 respondents, all of whom actively engage in online shopping via Shopee, were selected as the study sample. Data analysis was conducted using SPSS, applying both t-tests and F-tests to evaluate the hypotheses. The t-test results reveal that host interaction significantly affects consumer interest, with a t-count value of 5.252 exceeding the t-table value of 1.986, and a significance level of 0.000, which is below the 0.05 threshold. Similarly, flash sale discounts also demonstrate a significant effect on consumer interest, with a t-count value of 3.217 surpassing the t-table value of 1.986, and a significance level of 0.002, indicating statistical significance. Furthermore, the F-test results indicate that host interaction and flash sale discounts have a simultaneous and significant influence on consumer interest, as evidenced by an F-count value of 26.37 exceeding the F-table value of 3.9434, with a significance level of 0.000. These findings suggest that both host interaction and flash sale discounts play a crucial role in shaping consumer purchasing interest during live shopping events. The results highlight the importance for resellers and online sellers to enhance host engagement skills and strategically implement time-limited discount offers to attract and retain consumers. In the increasingly competitive e-commerce environment, optimizing these two factors may significantly contribute to improving customer engagement and driving sales performance. This research provides practical insights for online retailers seeking to strengthen their marketing strategies on live shopping platforms

Maintaining employee engagement presents a significant challenge for organizations, particularly when dealing with Generation Z, who possess unique characteristics, strong technological orientation, and high expectations regarding fairness in the workplace. One crucial factor believed to influence the level of employee engagement is organizational justice. This concept encompasses employees’ perceptions of fairness in the distribution of outcomes (distributive justice), the procedures applied (procedural justice), interpersonal treatment (interpersonal justice), and the clarity of information provided (informational justice). This study aims to examine the contribution of organizational justice to employee engagement among Gen Z employees at the Habepro Radionet Indonesia network. The research employed a quantitative approach with a simple linear regression method. The study population comprised all permanent Gen Z employees working within the network, with a sample size of 35 respondents. Data were collected using an organizational justice questionnaire covering its four dimensions and the Employee Engagement Scale (EES) to measure engagement levels. Data analysis was conducted using SPSS software through a simple linear regression test. The results revealed that organizational justice has a significant effect on employee engagement (p < 0.05), with a coefficient of determination of 0.528. This indicates that 52.8% of the variation in employee engagement can be explained by perceptions of organizational justice, while the remaining percentage is influenced by other factors beyond the scope of this study. These findings highlight the strategic importance of implementing fairness principles within organizations to enhance employee engagement, especially among Gen Z employees who tend to be more sensitive to equitable treatment, transparency of information, and open communication. Therefore, organizations are encouraged to design policies, procedures, and workplace interactions that foster a sense of justice, thereby sustaining employee engagement and contributing positively to overall organizational performance.