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In a company, organizational culture and interpersonal communication between employees often have great significance in work commitments because commitments are related to acceptance, health, and maintenance. With this phenomenon, research wants to know how significant the relationship with commitment is through organizational culture and the effectiveness of interpersonal communication. This research was conducted on employees of Es. Clo is a clothing start-up in Bandung, Indonesia. The population in this study was 15 people; considering the small population, the researchers took all employees as samples. Through quantitative research methods and the positivism paradigm, researchers tested multiple regression analysis to see the influence of organizational culture and interpersonal communication's effectiveness on employee work commitment. Based on the study's results, it was shown that there was a positive and simultaneous influence of the two variables on influencing work commitment. This was shown from the ANOVA table test, which showed a positive influence between organizational culture and interpersonal communication with Es. Clo's employee commitment. The organizational culture of the Es. Employees have understood Clo company in terms of rules, norms, dominant values ​​, and organizational climate.

The rapid development of information and communication technology is beneficial to all areas of life, where through information technology the process of collecting, processing data to presenting information becomes very fast, precise and accurate. This development makes computer science an integral part of human life. Computers are generally used for processing data to produce information. With the many conveniences that can be obtained by using this computerized system, not a few organizations have implemented this computerized system. Computer systems enable organizations to manage large amounts of data and information, thereby of course helping organizations make decisions quickly and accurately in determining organizational strategies and policies. The current development of information technology also makes competition between institutions in terms of service quality an added value in attracting the interest of all stakeholders because transparency, accountability and quality of information will be more effective and efficient.

The purpose of this study is to find out and describe the Implementation of the Zoning System Policy for New Student Admissions (PPDB) at the Junior High School Level in Karimun Regency, especially at SMP Negeri 1 Karimun and SMP Negeri 4 One Cliif Roof. This study uses a qualitative descriptive method with primary and secondary data sources. The theory used in this study is the Van Metre Van Horn Theory with six indicators: policy measures or objectives, resources, implementing characteristics, attitudes/dispositions, inter-organisational communication, social environment, economy, and politics. The study's findings are as follows: (1) the size and objectives of the zoning system policy at SMP Negeri 1 Karimun and SMP Negeri 4 Satu Atap Tebing have been operating in accordance with the established regulations even though the standards of success are not appropriate. (2) HR has already established quantity and quality but there are still facilities such as classrooms that are damaged. (3) the executors comprehend and perform their duties in accordance with the rules in a strict and disciplined manner; and (4) there are still pros and cons from the community, so far the executors have been very elpful in implementing the zoning system. (5) There has been inter-organizational communication; nevertheless, posters and socialisation have not all been dispersed equally. 6) From a societal standpoint, the general populace still doesn't understand computers. It has been operating in accordance with its objectives from an economic and political standpoint. The study's findings indicate that the PPDB zoning system has been implemented at SMP Negeri 1 Karimun and SMP Negeri 4 One Cliif Roof Tebing in accordance with Permendikbud Regulation Number 1 of 2021 and the technical guidelines established by the Regent of Karimun Regency prior to the start of new student admissions.

This study discusses the Implementation of Health Insurance Administration Agency Policies at the Durai District Health Center, Karimun Regency. This research refers to the policy implementation model of the Van Metter and Van Horn models, with variables of policy size and objectives, resources, characteristics of implementing agents, attitudes/dispositions of implementers, inter-organizational communication and implementing activities. The data collection techniques are carried out by observation, interviews, and documentation. The data obtained was then analyzed using steps including data collection, data reduction, data presentation, and drawing conclusions. The results showed that the implementation of the Health Social Security Administering Body Program Policy at the Durai District Health Center, Karimun Regency was not optimal and there were still deficiencies that still needed to be corrected. The arrangement of human resources should run optimally so that the program can continue running, there are still gaps in the use of infrastructure in obtaining free health services, and there are still poor people who have not yet received a BPJS card. The Durai Health Center as the executor of the BPJS program is expected to further intensify socialization regarding free h8ealth services, for example by conducting counseling and placing banners so that information about the BPJS program can reach remote villages.

This study aims to investigate the influence of reward & punishment strategies, internal public relations, and digital marketing on company profitability. Employing a qualitative research design, the study utilizes purposive sampling to select participants from various industries, aiming for diverse perspectives. Data analysis involves thematic coding to identify patterns and themes emerging from interviews and textual analysis of relevant documents. Preliminary findings suggest that effective implementation of reward & punishment strategies, coupled with robust internal public relations and adept digital marketing, significantly impacts company profitability. The study underscores the importance of cohesive internal communication and strategic digital marketing efforts in enhancing organizational performance and financial outcomes.

Transformational leadership is a leadership approach that focuses on developing and empowering subordinates, with the aim of creating significant change in the organization.  This leadership style involves inspiration, motivation, and positive influence of a leader on subordinates. In the context of state administration, transformational leadership can directly impact the performance of civil servants, including civil servants in the Lamuru sub-district office of Bone Regency. Bone Regency is one of Indonesia’s regions with its own potential and challenges in development. In carrying out its duties, the Lamuru Subdistrict Office as a representative of local government at the sub-district level has a strategic role in organizing various state administration activities, coordinating development programs, and providing public services to the community. To achieve these goals, quality and effective ASN performance is essential.The research method used in this study is a Qualitative Research Method on the Effect of Transformational Leadership on the Performance of the State Civil Apparatus at the Lamuru Subdistrict Office of Bone Regency can be used to gain a deep understanding of the experiences, perceptions, and meanings associated with the phenomenon of leadership and the performance of civil servants in specific contexts.Transformational leadership has a significant influence on the performance of the state civil apparatus (ASN) at the Lamuru Subdistrict Office of Bone Regency. Through transformational leadership, a leader is able to inspire, motivate, and influence civil servants to achieve better performance and make maximum contributions in carrying out their duties. This study highlights several important findings related to the influence of transformational leadership on the performance of civil servants in the Lamuru Subdistrict Office of Bone Regency. By paying attention to the influence of this transformational leadership, the Lamuru Subdistrict Office of Bone Regency can improve the performance of civil servants, and quality public services, and strengthen public trust in the local government. Effective implementation of transformational leadership requires organizational support, leader commitment, effective communication, subordinate participation, good team building, and appreciation for achievements.    

Work loyalty is an employee's loyalty to the company and the responsibility given by the company in the form of trust that keeps company secrets and the employee's willingness to advance the company Communication is a process of delivering messages from a person who gives or sends messages to the recipient of the message in the form of ideas or information transfer. Organizational climate is a condition, condition and characteristic of the work environment that characterizes an organization which is formed from the attitudes, behavior and personality of all members of the organization.This research uses quantitative descriptive research. The sampling technique uses a saturated sample where the entire population will be used as the research sample. The measurement scale used is a Likert scale.Partially and simultaneously there is a significant influence between communication variables and organizational climate on work loyalty.    

The application of good governance in public services in the district is expected to create a government system that is more responsive, accountable and oriented to the interests of the community. This study aims to determine the application of the principles of good governance in public services in the East Semarang District Office of Semarang City as well as to find out the supporting and inhibiting factors. The research method used is descriptive qualitative with data collection techniques through in-depth interviews with informants, namely the district head, service section head and service users. The results of the study show that the principles of accountability have been implemented through coordination, program outreach, effective communication, officer competence, commitment, honesty and democracy, the principles of transparency have been implemented through information disclosure and easy access to services, democratic principles have been implemented through the involvement of officers, accountability, integrity, following up on public complaints and a straightforward mechanism. The application of the principle of the Rule of Law is carried out by providing services to the public that are fair and do not discriminate, employees carry out their duties in accordance with existing rules. Factors supporting the implementation of good governance in the East Semarang District Office are effective communication; adequate resources; disposition shows honesty, commitment, and democracy; The bureaucratic structure is reflected in the program implementation mechanism according to the Standard Operating Procedure (SOP) and is easy to understand as stated in the program/policy guidelines and implementing organizational structure. The obstacles are the lack of understanding by the apparatus of the principles of Good Governance, inadequate facilities and lack of discipline by the apparatus during working hours and the lack of community participation.

This research explores the role of emotions in intercultural communication through an ethnographic study of a multicultural community. Findings show significant variations in patterns of emotional expression across different ethnic groups and cultures, where cultural norms play an important role. Emotions such as joy, anger and disappointment are expressed differently based on cultural background, with examples such as East Asian holistic approaches compared to North American individual focus. Emotion regulation strategies also vary, influenced by the situation, individual disposition and cultural adaptations. Cultural values, norms and beliefs impact emotional experiences, with the interaction of gender and culture shaping the perception and expression of emotions.  Emotions play a key role in the dynamics of intercultural interactions, influencing relationship formation and the potential for conflict. Practical implications emphasize the importance of culturally sensitive communication for effective diversity management in organizations, improving team efficiency, and supporting organizational change. The research contributes theoretically by offering insights into the complexity of emotional processes in culturally diverse environments, enriching intercultural communication theory and the psychology of emotion. These results confirm the importance of an in-depth understanding of cultural diversity in emotions to promote more harmonious and effective interactions in multicultural environments.

The Sustainable Development Goals (SDG's) have 17 goals from 2015 to 2030. The Sustainable Development Goals (SDG's) are in line with the vision and mission of President Joko Widodo and Vice President Ma'aruf Amin in the 2020-2024 National Medium Term Development Plan. Then it was aligned into the Lingga Regency Medium Term Development Plan 2021-2026. The background of this research is to measure how far the Lingga District Social Service has implemented poverty alleviation in implementing the Sustainable Development Goals (SDG's) Program to reduce poverty in Lingga District. The method used in this research is using a qualitative descriptive approach with primary and secondary data sources and using data collection techniques by observation, interviews, and documentation. The theory used in this study is the Van Meter Van Horn Theory with six indicators, namely policy standards and targets, resources, characteristics of implementing agents, attitudes of implementers, inter-organizational communication, social, economic, and political environment. The results of the research are based on the first indicator, namely the standards and policy targets have a direct impact on coastal communities in Lingga Regency so that they are said to be poor. The second indicator is resources, the existing resources are in accordance with the standards set even though there are some human resources who still commit fraud. Indicator. The third is that the characteristics of implementing organizations have implemented existing policies in a firm and disciplined manner towards beneficiaries. The fourth indicator is the attitude of the implementers to accept the policy, it's just that there is a lack of response from Social Service employees and supervision is carried out. The fifth indicator is that communication between organizations has been established, it's just that the executors rarely come into the field for various reasons. Thus causing fraud. The sixth indicator, namely the social, economic and political environment, has been implemented with the government's efforts to improve the welfare of the community. The conclusion of this study is that the Lingga District Social Service has implemented a poverty alleviation program based on the Sustainable Development Goals Program in Lingga District.

This study aims to provide insights and understanding of the importance of the relationship between leaders and members in creating a healthy and productive work environment, as well as assisting organizations in designing more effective leadership development programs. The study utilizes a literature review method to compile research frameworks based on relevant previous studies. The findings of the study indicate that the quality of the relationship between leaders and members significantly influences organizational performance. A better relationship between leaders and members has positive impacts on employee performance, innovative attitudes, work ethics, employee loyalty, job engagement, employee performance, organizational citizenship behavior, effective communication, job satisfaction, and significant reduction in turnover intention. This highlights the importance for organizations to pay attention to the quality of the relationship between leaders and members in creating a healthy and productive work environment. Additionally, organizations should also focus on leadership development that enhances the quality of the relationship between leaders and members.    

This study aims to determine the Role of Communication in Resolving Organizational Conflict. This research was conducted on students who served as Student Council at Triguna Vocational School. The research method used is interviews and literature review. The results of this study say that communication plays an important role in resolving conflicts in the organization. The sample shows that without good communication it can lead to miscommunication and misunderstanding among members of the organization. Therefore, the five elements of communication must be maximized properly so that conflicts do not occur in the organization.

Effective communication within the framework of organizational leadership is something that seems important to be studied properly. Organization is one dimension in which there are leaders and subordinates (followers). Today it is not uncommon for leaders to fail as motivators for their followers. This failure can be seen from the lack of cooperation between leaders and subordinates. This event greatly affects the level of success of the organization itself. Responding to this, the author offers an idea as an alternative problem solving, namely that leaders can actually be good motivators for their followers. One of the most powerful figures in making it happen is through effective communication. This effort aims to find a solution to the communication crisis that occurs among today's organizational leaders. This paper uses a qualitative method with a library research approach. The result of this paper is that if every leader builds good communication, then his leadership will run smoothly and be successful.

The aims of this study are to describe work motivation, organizational commitment, Servant Leadership Style and interpersonal communication of employees at the Bojonegoro Regency Pusda Office. To analyze the effect of Servant Leadership Style and interpersonal communication on employee motivation through organizational commitment. This type of research is explanatory research and the approach in this research is quantitative. The population is all employees of the Bojonegoro District Pusda Office, totaling 52 people. The sampling technique uses total sampling or saturated sampling, so the sample used is 52 people. In this study, data analysis used Structural Equation Modeling (SEM) and PLS (Partial Least Square) software. The results showed Servant Leadership Style, Interpersonal Communication, Organizational Commitment and Work Motivation in the high category. There is no significant effect between Servant Leadership Style on organizational commitment. There is a significant influence between interpersonal communication on organizational commitment. There is no significant effect between Servant Leadership Style on work motivation. There is a significant influence between interpersonal communication on work motivation. There is a significant influence between organizational commitment on work motivation. There is no significant effect between Servant Leadership Style on work motivation through organizational commitment. There is a significant influence between interpersonal communication on work motivation through organizational commitment.

The objective of this study is to examine the impact of organizational culture, communication, and job stress on the performance of employees at Yayasan Perguruan Dr. Wahidin Sudirohusodo Medan. We employed a survey methodology by administering a questionnaire to a sample of employees from the foundation, picked at random. The acquired data was examined using regression techniques to ascertain the correlation between the variables under study. The analytical findings suggest that a favorable company culture exerts a substantial impact on employee performance. The values, conventions, and behaviors within a corporate culture have a significant impact on enhancing employee motivation, engagement, and performance. Furthermore, the establishment of efficient communication channels between management and employees is also crucial in enhancing work performance by fostering a clearer comprehension of organizational objectives, job responsibilities, and valuable input. Nevertheless, research has demonstrated that work-related stress has a detrimental impact on the performance of employees. Elevated levels of stress can disrupt employee focus, drive, and psychological well-being, resulting in diminished productivity and job excellence. These findings indicate that Yayasan Perguruan Dr. Wahidin Sudirohusodo Medan's management should strengthen a favorable organizational culture by emphasizing the principles of cooperation, creativity, and employee assistance.

Technological progress is something that cannot be avoided in today's life, because technological progress will run in accordance with scientific advances. Every innovation is created to provide positive benefits, provide many conveniences, and as a new way of doing activities for human life. Especially in the field of technology, society has enjoyed many benefits brought about by the innovations that have been produced in the last decade. The benefits of the internet are increasingly felt for its users who cannot be separated from this internet world. The Ministry of Communication and Informatics (KOMINFO) stated that currently internet users in Indonesia have reached 82 million people. With this achievement, Indonesia is ranked 8th in the world (Kominfo, 2013). The development of technology today has shown tremendous progress. Many things from the life sector have used the existence of technology itself. Its presence has had a considerable impact on human life in various aspects and dimensions. Likewise, communication technology is a hardware device in an organizational structure that contains social values that enable individuals to collect, process and exchange information.

The characteristics of organizational culture can have a significant impact on the performance of teachers in schools. Some characteristics of organizational culture that can influence teacher performance are as follows: task orientation, communication, social support, recognition, and learning culture. Research is conducted with a procedure or work stages starting from the preparation phase where the research team prepares a review of relevant theories related to the research being conducted, discussions, sharing of knowledge, and literature searches are activities in this phase. Then, initial observation is carried out on the problem, followed by submitting written questions to the respondents in the form of a questionnaire, and then the data is collected, tested, analyzed, and evaluated.

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.    

The study of the influence of assertive communication style and organizational culture on employee performance with job satisfaction as an intervening factor was conducted by taking a sample of 72 respondents from the Al Ummah Education and Human Resources Foundation who were placed in Assalaam Integrated Islamic Junior High School Pekalongan City. From the results of the study, it was found that assertive communication style has a positive effect on job satisfaction; organizational culture has a positive impact on job satisfaction; Assertive communication style has a positive effect on employee performance, organizational culture has a positive impact on employee performance, job satisfaction has a positive effect on employee performance, job satisfaction does not mediate the influence of assertive communication style on employee performance, job satisfaction mediates the impact of organizational culture on employee performance.

This study aims to describe the current and preferred organizational culture profile of PT Eddy Transport Raya based on the perceptions of all employees. The sampling method in this study is included in the type of saturated sample, where all the population numbers are samples. The total population in this study was 33 consisting of all employees of PT Eddy Transport Raya, so there were 33 people to be used as samples for research data collection. Primary data collection was carried out by distributing OCAI (Organizational Culture Assessment Instrument) questionnaires to all employees. The variable in this study is organizational culture with 4 indicators indicator or type of culture namely Clan, Adhocracy, Market and Hierarchy. The results of these 4 indicators provide an understanding of the organizational culture of the company. Thus it can help leaders in terms of communication and decision making within the company. In this study, employees have the perception that the current organizational culture of PT Eddy Transport Raya is more towards clan culture. In addition, employees have the desire to change and improve the organizational culture to become adhocracy.