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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 investigates the relationship between fiscal dependence, the effectiveness of locally generated revenue (PAD), and the degree of fiscal decentralization on the Human Development Index (HDI) in four regencies on Madura Island Bangkalan, Sampang, Pamekasan, and Sumenep which have consistently reported the lowest HDI scores in East Java Province. Utilizing panel data from 2011 to 2023, the findings indicate that all regencies remain highly fiscally dependent, with fiscal dependency ratios exceeding 89%. Central government transfers dominate local budget structures, significantly limiting local fiscal autonomy. While PAD effectiveness shows notable achievements such as Pamekasan’s 136.09% realization rate its contribution to total regional revenue remains relatively low. This is reflected in the modest degree of fiscal decentralization, which ranges between 8.56% and 10.72%. Such fiscal limitations hinder the ability of local governments to invest in strategic sectors that directly impact human development, including education, healthcare, and public services. The analysis also reveals that despite effective PAD realization, its nominal value is insufficient to drive substantial improvements in HDI, especially when not supported by strengthened fiscal capacity and local economic mobilization. These findings suggest that PAD effectiveness alone does not translate into better human development outcomes without broader fiscal empowerment. Therefore, a comprehensive fiscal decentralization strategy is required one that not only enhances revenue generation but also improves budgetary governance and optimizes local economic resources. Strengthening local fiscal autonomy is essential for ensuring targeted, efficient, and equitable investment in human development sectors, ultimately fostering sustainable regional development across Madura Island.

This study aims to determine the relationship between organizational commitment and readiness for change among employees at Ramayana Plaza Andalas Padang. The background of this study emphasizes the importance of human resource readiness in facing the increasingly rapid dynamics of organizational change, whether due to globalization, technological developments, or increasingly competitive market competition. Organizational change demands active involvement and psychological readiness from employees, and one factor believed to play a significant role in this readiness is the level of commitment to the organization. This study used a quantitative approach with a nonprobability sampling method, where data were collected through a questionnaire using a Likert scale. Respondents were employees from various departments at Ramayana Plaza Andalas Padang. The results showed a significant relationship between organizational commitment and readiness for change. Specifically, affective commitment—which is an employee's emotional cessation of feelings toward the organization—and continuance commitment, which relates to the perception of the costs of leaving the organization, showed a positive relationship with readiness for change. Conversely, normative commitment, which stems from a sense of moral obligation to remain employed, showed a negative correlation, indicating that moral pressure without emotional involvement can hinder readiness for change. These findings indicate that although the overall level of readiness is quite high, several aspects such as fit (the appropriateness of change), change efficacy (belief in the ability to change), and management support still need improvement. Therefore, it is recommended that organizations focus more on strengthening affective commitment by actively involving employees in the decision-making process, building open communication, and providing training and coaching that supports ongoing readiness for change. Thus, the success of organizational change is greatly influenced by the quality of the emotional connection between employees and the organization.

Negotiation is the most fundamental form of Alternative Dispute Resolution (ADR), emphasizing the peaceful settlement of conflicts through direct dialogue between disputing parties without involving a third party. In Indonesia, negotiation has become one of the most widely used ADR mechanisms and has developed across various fields, including civil law, labor relations, administrative disputes, and environmental issues. This study aims to analyze negotiation as an ADR forum from two main perspectives. First, a theoretical review that examines the principles of negotiation, its stages, as well as its advantages and limitations compared to other dispute resolution mechanisms. Second, a practical review that elaborates on the implementation of negotiation within the Indonesian legal context through case studies of disputes resolved through negotiation. The research employs a normative-juridical approach to analyze the legal foundations and principles governing negotiation, combined with an empirical review through case data exploration and interviews with legal practitioners. The findings indicate that negotiation offers several advantages, including efficiency in time and cost, procedural flexibility, and the potential for mutually beneficial solutions (win–win solutions). However, this study also identifies challenges such as unequal bargaining positions between parties, limited legal recognition of negotiation outcomes, and the insufficient capacity of negotiators or informal mediators to fully grasp legal aspects. Based on these findings, the study recommends several strategic steps: enhancing legal recognition and protection for negotiation outcomes, strengthening the capacity and competence of negotiators through legal and communication skills training, and expanding the use of negotiation as an initial step in resolving various types of disputes. With stronger legal frameworks and improved human resources, negotiation has the potential to become a more effective, efficient, and sustainable dispute resolution instrument in Indonesia.

Corruption is an extraordinary crime that damages the foundation of the state. In the context of Government Procurement of Goods/Services (PBJP), corrupt behavior still occurs even though it has been regulated through Presidential Regulation Number 12 of 2021 as an amendment to Presidential Regulation Number 16 of 2018. The implementation of the PBJP policy is considered to be not able to effectively suppress the potential for corruption, so other variables are needed that affect the effectiveness of the policy. This study aims to analyze the direct and indirect influence of the leadership style and quality of human resources (HR) of the state civil apparatus on the potential for corruption through the implementation of PBJP policies. The research method used is quantitative with the Partial Least Squares - Structural Equation Modelling (PLS-SEM) approach, which aims to test the relationship between latent variables and confirm the influence of leadership style and quality of human resources on potential corruption through the effectiveness of PBJP implementation. The research population includes elements of PBJP policy implementation within the Corruption Eradication Commission (KPK), including PPK, procurement officials, UKPBJ working groups, and goods/service providers. The sample was determined by purposive random sampling, consisting of internal and external implementers of PBJP at the KPK with a budget value of more than IDR 1 billion in the 2024 fiscal year. The results of the study show that leadership style has a positive effect on the implementation of PBJP and directly reduces the potential for corruption. The quality of ASN human resources has a positive effect on the implementation of PBJP, but it has a double effect on the potential for corruption. The mediation test showed that the implementation of PBJP mediated part of the influence of leadership style and human resource quality on potential corruption, with the direction of influence changing from positive to negative. These findings confirm the importance of the effectiveness of the implementation of PBJP policies in suppressing the potential for corruption within the KPK.

This study addresses the issue of inadequate financial reporting by Regional Government Organizations (Organisasi Perangkat Daerah/OPD) in Nganjuk, where financial statements are expected to meet user needs in fulfilling transparency and accountability requirements. The research investigates the influence of four key factors—accounting standards, information systems, internal controls, and the competence of human resources—on the quality of financial statements. Furthermore, it examines the moderating role of organizational commitment in strengthening or weakening the relationships between these factors and financial reporting quality. The study adopts a quantitative research design, with data collected through structured questionnaires distributed to 53 OPD offices, involving 212 randomly selected respondents. Data were analyzed using classical assumption tests to ensure validity and reliability, followed by Moderated Regression Analysis (MRA) employing SPSS software. The findings reveal that information systems, internal controls, and competent human resources have a significant positive effect on the quality of financial reports. In contrast, accounting standards show no significant direct impact. Moreover, organizational commitment plays a moderating role in enhancing the positive effects of information systems, internal controls, and human resource competence on report quality. However, it does not moderate the relationship between accounting standards and financial reporting quality. These results highlight the importance of both technical and human resource aspects in improving financial statement quality within OPDs. While adequate systems and controls are crucial, the study underscores that the presence of strong organizational commitment is a determining factor in maximizing their effectiveness. The research suggests that efforts to improve financial reporting should not only focus on compliance with standards but also on strengthening commitment, training, and the integration of information systems and internal control mechanisms

The practice of withholding a diploma as a condition of employment is still widespread in employment relationships in Indonesia. Generally, employers argue that withholding a diploma is intended to guarantee that workers complete the agreed-upon work contract period. However, this practice raises legal issues because it has the potential to violate the principle of freedom of contract, especially when viewed in light of the provisions of Article 1320 of the Civil Code (KUH Perdata), which regulates the conditions for a valid agreement. A diploma withholding clause can affect the fulfillment of the element of free agreement, because such clauses are often agreed to under duress or without fair alternatives for workers. This study aims to examine the validity of diploma withholding clauses in employment agreements and assess the legal consequences if such clauses are declared invalid. The research method used is a normative juridical approach by analyzing relevant laws and regulations, legal doctrine, and court decisions. The results of the analysis show that diploma withholding clauses often conflict with the conditions for a valid agreement, especially the element of lawful cause, because they conflict with the principles of protecting workers' rights and the principle of justice in freedom of contract. Furthermore, this practice can lead to human rights violations, considering that diplomas are important personal documents and cannot be confiscated without a clear legal basis. If the diploma retention clause is declared invalid, the clause is null and void and does not bind the parties. Consequently, the employer is obliged to return the diploma to the employee unconditionally, and the employee has the right to claim compensation if they suffer losses due to the retention. This study recommends the need for stricter regulations in employment regulations to prohibit the practice of diploma retention, in order to ensure the creation of fair and equal employment relationships in accordance with the principles of contract law.

This research is motivated by the phenomenon of violence experienced by individuals in the early adulthood age range (18–25 years), which is often a manifestation of unresolved traumatic experiences. Unmanaged trauma can have profound psychological impacts, affecting an individual's identity, social relationships, and outlook on life. However, within the framework of positive psychology, there is the concept of Post Traumatic Growth (PTG), which explains the potential for psychological growth that can emerge after an individual experiences severe stress or trauma. PTG includes positive changes in oneself, increased meaning in life, personal strength, and appreciation for life. The concept of PTG is the main foundation in the creation of abstract sculptures that attempt to represent the psychological journey of victims of violence, from destructive conditions to recovery and self-awareness. Abstract forms are used as a visual medium to reflect inner conflict, identity fragmentation, and the complex process of internal transformation. The choice of abstraction allows for free expression of realistic forms, thus presenting a profound symbolic interpretation. The method of creation of the work is carried out through an artistic approach that emphasizes the exploration of form, texture, material, and space in three-dimensional expression. This process not only produces visual objects but also creates expressive symbols that contain narratives of psychological healing. The sculpture is presented as a contemplative medium that invites the audience to experience, understand, and interpret the inner journey of victims of violence. The resulting creation demonstrates that abstract sculpture can be a powerful means of emotional communication, facilitating public understanding of the experience of trauma and the potential for post-traumatic growth. Thus, this work not only serves as an artistic representation of the inner dynamics of victims of violence but also serves as a reflective medium that fosters awareness of the human capacity to recover and thrive after experiencing profound suffering.

This study aims to analyze the influence of work-life balance and workload on turnover intention, with work stress as a mediating variable in employees of PT Semarang Garment. The phenomenon of high turnover in the garment industry is the background of this study, which is triggered by large production targets, high work pressure, and imbalance between work and personal life. These conditions have the potential to reduce employee welfare and increase the desire to leave the company. This study uses a quantitative method with Structural Equation Modeling (SEM) analysis techniques using AMOS version 24. The research sample of 360 respondents was selected through a simple random sampling technique, and data was collected using a structured online questionnaire. The results of the analysis show that: (1) Work-life balance does not have a significant effect on turnover intention, but has a significant negative effect on work stress, which means the better the work-life balance, the lower the level of work stress; (2) Workload has a significant positive effect on work stress, but does not have a significant effect on turnover intention; (3) Work stress has a significant positive effect on turnover intention, which indicates that the higher the work stress, the greater the employee's desire to leave. Furthermore, it was found that job stress mediates the relationship between work-life balance and turnover intention, so improving work-life balance can indirectly reduce turnover intention through reduced job stress. Theoretically, this study adds to the human resource management literature on factors influencing turnover intention. Practically, the results recommend that company management create a healthy work environment, manage workloads proportionally, and design policies that support work-life balance to reduce turnover intention.

This study aims to analyze the influence of career development and job training on employee performance, with work motivation as an intervening variable, at the Pakan Rabaa Community Health Center in Lima Puluh Kota Regency. The background of this study is based on the importance of improving the quality of human resources through career development strategies and targeted job training programs, as well as the role of work motivation as a driving factor for employee performance. The research method used is Structural Equation Modeling (SEM) with the Partial Least Square (PLS) approach. Data were collected through distributing questionnaires to 66 respondents who are employees of the Pakan Rabaa Community Health Center. The results of the study show several important findings. First, career development has a positive and significant effect on work motivation. Second, job training has a positive but insignificant effect on work motivation. Third, career development has a positive but insignificant effect on employee performance. Fourth, job training has a positive and significant effect on employee performance. Fifth, work motivation has a positive but insignificant effect on employee performance. Sixth, career development has a positive but insignificant effect on employee performance through work motivation as an intervening variable. Seventh, job training also had a positive but insignificant effect on employee performance through work motivation as an intervening variable. This finding indicates that although career development and job training have a positive relationship with performance, the effect is not always significant when mediated by work motivation. Other factors beyond work motivation may also influence employee performance at the Pakan Rabaa Community Health Center. This study recommends that management strengthen career development and job training programs relevant to employee needs, while identifying other motivational factors that can further enhance performance.

This study investigates the influence of job satisfaction on teacher performance at Omba Tana Rara Public School, a rural educational institution located in a geographically remote area with distinct contextual challenges. Despite the crucial role of teachers in shaping educational outcomes, limited research has explored how job satisfaction contributes to teacher performance in such isolated settings. Employing a quantitative approach, the research surveyed 32 teachers using a validated Likert-scale questionnaire designed to measure key dimensions of job satisfaction, including recognition, professional development, remuneration, interpersonal relationships, and work environment. Data analysis was conducted using simple linear regression to determine the statistical relationship between job satisfaction and teacher performance. The results revealed that job satisfaction has a significant and positive impact on teacher performance (β = 0.67; p < 0.01), indicating that increases in satisfaction levels are associated with higher levels of effectiveness and engagement among teachers. Among the satisfaction factors examined, recognition from leadership, opportunities for professional growth, and supportive working conditions were identified as dominant contributors to improved performance. The findings of this study contribute to filling the research gap concerning human resource issues in remote schools and offer practical insights for stakeholders in education. In particular, the study emphasizes the importance of designing context-specific strategies that prioritize teacher welfare as a means of boosting instructional quality and learning outcomes. It recommends policy interventions focused on enhancing intrinsic and extrinsic satisfaction elements through improved school management practices. By highlighting the correlation between teacher satisfaction and performance, especially in rural and under-resourced areas, this research underscores the need for holistic human resource development in education. It advocates for a welfare-centered approach in managing and supporting teachers to ensure sustainable improvements in school effectiveness.

The development of digital technology has brought about significant changes in the way humans communicate and live their daily lives. One important innovation is Artificial Intelligence (AI), one tangible manifestation of which is the chatbot as a virtual friend. This study aims to examine the role of chatbots as virtual friends through a literature review approach. The results of the study indicate that chatbots can serve as a potential, easily accessible tool for providing emotional support. Chatbots are able to create a safe space for users, especially Generation Z, to express themselves and overcome loneliness. However, the relationship between humans and chatbots is complex. Chatbots can mimic supportive responses, but as algorithmic systems, their ability to experience true empathy is very limited. Users' awareness that responses are coming from a machine also influences perceptions of trustworthiness and the quality of the interaction. On the other hand, the use of chatbots also raises serious ethical challenges, such as data privacy issues, the potential for over-dependence, and increased loneliness if chatbots are used as a substitute for real social interaction. Therefore, the development and use of chatbots as virtual friends must be carried out with a critical understanding and ethical approach. Technology design oriented towards humanitarian values is needed so that the presence of chatbots does not diminish the essence of human relationships but instead becomes a psychosocially beneficial complement.

The presumption of innocence is a fundamental principle in the criminal justice system that serves to protect the rights of the accused from the risk of unfair punishment. This principle states that a person is presumed innocent until proven legally and convincingly guilty of committing a crime before a court. This research uses an empirical juridical method, namely a legal approach that examines how positive law, especially unwritten law, is applied in society. In this context, the research highlights the implementation of the presumption of innocence in criminal justice practices in Indonesia. The application of the presumption of innocence is very important for the judicial process to run fairly, directed, and achieve the main objectives of criminal justice, namely upholding justice, legal certainty, and legal order. The relationship between this principle and human rights is very close, because with this principle, suspects and defendants are guaranteed to obtain legal protection during the legal process. Rights such as not being treated as guilty before a court decision, the right to defense, and the right to humane treatment are part of this principle. Enforcing the presumption of innocence is not only the responsibility of law enforcement officers such as the police, prosecutors, and judges, but also all elements of society. Therefore, it is crucial for every citizen to understand and respect this principle in their social lives, especially in responding to ongoing legal cases. As a concrete implementation, law enforcement must implement policies that protect the public and maintain a sense of security, for example by increasing surveillance in crime-prone areas. This way, the law can be enforced fairly, and public trust in the criminal justice system will increase. The presumption of innocence is a crucial foundation for the creation of humane and fair trials in Indonesia.

This study aims to analyze the performance of the Hospital Management Information System SIMRS in the pharmacy unit of RSU Fitri Candra Wonogiri using the HOTFIT model approach. The HOT-FIT model is an evaluation framework that includes four main aspects, namely Human (system users), Organization (organizational support and policies), Technology (system and information quality), and Net Benefit (benefits obtained from system use). This study uses a quantitative method with Structural Equation Modeling data analysis techniques based on Partial Least Square (SEM-PLS), which allows for simultaneous analysis of relationships between variables. Data were obtained from 61 respondents who are SIMRS users in the pharmacy department, through the distribution of Likert-based questionnaires. The results of the analysis show that the four independent variables Human, Organization, Technology, and Net Benefit have a positive and significant effect on SIMRS performance. The Adjusted R-Square value of 0.902 indicates that the model is able to explain 90.2 of the variability in system performance. Empirical findings in the field indicate that the implementation of SIMRS has had a tangible impact on improving work efficiency, accelerating the pharmaceutical service process, and supporting decision-making based on accurate and up-to-date data. Furthermore, active user involvement, managerial support, and the quality of the information technology system are crucial factors in supporting the system's successful implementation. This study confirms that the success of SIMRS depends not only on its technological sophistication but also on strong integration between human and organizational aspects and the resulting benefits. Therefore, a holistic approach to information system evaluation and development is crucial for improving the quality of healthcare services in hospitals.

Sukapura batik represents the local wisdom of the Tasikmalaya Regency community, showcasing their relationship with the surrounding natural and social environments. This batik has distinct characteristics, particularly in its color palette, which features dark blue, maroon, and beige tones. Despite its long history, Sukapura batik struggles to achieve the same recognition as well-known batik from regions like Cirebon, Solo, and Pekalongan. As a result, the number of batik artisans in Sukaraja has gradually declined. This research examines the communication efforts to preserve Sukapura batik and explore its growth potential. Using a qualitative method and a case study approach, the study gathers data from participants through interviews, observations, and the analysis of written documents, both online and offline. The results showed that there are differences in marketing strategies between craftsmen in Sukapura Village and Janggala Village. Sukapura Village craftsmen still rely on traditional marketing, while the Gandok Jaya Mukti Joint Business Group (KUB) utilizes exhibitions and social media. The main challenges are low digital literacy and limited capital. Sukapura batik has the potential for development, despite challenges posed by global competition. Realizing this potential depends on support from the local government in areas such as human resource development, as well as marketing and promotion through online channels. The sustainability of Sukapura batik relies on the government's and policymakers' proactive involvement to devise and implement strategies that enhance promotional and marketing endeavors, particularly those targeting the younger generation. Efforts to raise awareness of Sukapura batik require collaboration between artisans, the government, and the community. One approach is through education and training for young batik makers, as well as providing facilities to support digital marketing.

The current transformation of the workplace demands that organizations be more adaptive in understanding the factors that influence employee productivity, especially among the younger generation. Generation Z, as an age group that is starting to dominate the workforce, brings different characteristics and needs, including in terms of work-life balance and motivation. They tend to value time more, opportunities for self-development, and an inclusive work environment that supports a balance between professional and personal life. This study aims to determine the relationship between work-life balance and motivation on the performance of Generation Z employees in Klaten Regency. This study used a quantitative approach with a survey method. A total of 100 respondents were selected using a purposive sampling technique based on age and employment status criteria. The research instrument was a questionnaire using a five-point Likert scale, which included statements related to the dimensions of work-life balance, levels of work motivation (both intrinsic and extrinsic), and employee performance indicators. Data were analyzed using IBM SPSS version 25 software with correlation tests and multiple regression. The results showed that both work-life balance and motivation have a positive and significant relationship on employee performance. Among these two variables, motivation is the dominant factor influencing performance improvement. This suggests that while work-life balance is important, internal employee motivations such as passion, purpose, and a sense of belonging have a greater impact on job performance. The implications of these findings suggest that companies need to design human resource management strategies that are not only flexible but also responsive to the needs of the younger generation. Creating a work environment that supports work-life balance, provides recognition, and provides career opportunities.

This study aims to determine the relationship between conflict management, occupational safety and health (OHS), and work motivation towards increasing employee productivity at PT. Ratna Beton Giriwoyo. The background of this study is based on the importance of human resource management as a company's main asset in achieving optimal productivity targets, especially in the construction industry sector which has its own challenges in creating a safe and productive work environment. This study uses a quantitative approach with data collection techniques through distributing questionnaires to all company employees as respondents. The data obtained are then analyzed statistically to determine the effect of each variable on employee work productivity. The results show that conflict management has a significant relationship with employee productivity. Properly managed conflict not only avoids a decline in performance but can also increase morale and cooperation between employees. In addition, the implementation of good occupational safety and health (OHS) contributes to a sense of security and comfort at work, thereby reducing workplace accidents and increasing employee focus and work efficiency. Work motivation has also been shown to have an important role in encouraging employees to achieve predetermined performance targets. These three variables, both partially and simultaneously, have a significant effect on employee work productivity. These findings suggest that an integrated approach to conflict management, OSH implementation, and increased work motivation can be an effective strategy for improving company performance. This research is expected to provide practical contributions to the management of PT. Ratna Beton Giriwoyo in formulating human resource development policies, as well as serve as an academic reference for researchers and students interested in human resource management, particularly in the construction sector.

This study examines social ecology from the perspective of hadith science (‘ulum al-hadith), with the aim of exploring the environmental and social values contained in prophetic hadiths. The main focus of this study is the methodological analysis of hadiths related to ecological issues, such as environmental conservation, social justice, and natural resource management. This study uses a hadith criticism approach, namely by examining aspects of authenticity through analysis of sanad (chain of narrators), criticism of matan (the content of the hadith), and contextual and semantic interpretation of hadiths relevant to environmental themes. In this study, the hadiths analyzed were selectively selected based on their relevance to the principles of Islamic social ecology. The analysis process was carried out thoroughly to assess the validity of the hadith and understand its meaning and normative objectives. This approach integrates classical evaluation methods of hadith science with a contemporary ethical perspective, resulting in a comprehensive framework for formulating hadith-based environmental ethics. Research findings indicate that many authentic hadiths contain strong social ecological principles, such as the concept of caliphate (human leadership over the earth), mizan (balance), and distributive justice. These values emphasize the importance of human responsibility in preserving nature and creating harmony between humans and their environment. These hadiths also demonstrate the close relationship between the spiritual dimension and socio-ecological responsibility. This study makes a significant contribution to the development of hadith-based Islamic environmental jurisprudence. With a methodological and academic approach, this study enriches understanding of Islamic ecological ethics and opens up opportunities for integrating religious values into just and sustainable environmental management.

Human resources are a crucial asset for organizations, as their competence and professionalism greatly influence employee performance and the achievement of organizational objectives. At the MKG Office of Region III, several performance issues have been identified, including skill mismatches, high absenteeism rates as an indicator of low professionalism, and limited adaptability to information technology systems. These challenges underscore the need for strategic human resource development. This study aims to analyze the impact of competence and professionalism on employee performance, with information technology mastery serving as a mediating variable. A quantitative research approach was applied, involving all 115 employees as respondents through questionnaires, interviews, and documentation. Path analysis was used to evaluate the relationships between the variables. The findings reveal that both competence and professionalism have a positive and significant influence on employee performance. Furthermore, these variables also positively affect information technology mastery, which in turn significantly improves performance. The analysis demonstrates that information technology mastery mediates the relationship between competence and professionalism with employee performance, indicating the importance of digital skills in modern workplaces. In conclusion, enhancing competence and professionalism, alongside strengthening information technology mastery, is essential for improving employee performance at the MKG Office of Region III. The study recommends implementing strategic human resource programs that focus on digital proficiency to support organizational effectiveness and adaptability in the digital era.

This study aims to examine the mediating role of Organizational Citizenship Behavior (OCB) in the relationship between Perceived Organizational Support (POS), Perceived Organizational Commitment (POC), and employee performance in a state-owned enterprise in Indonesia. In the context of growing public expectations for improved service quality, organizations are challenged to enhance employee performance not only in formal roles but also in discretionary behaviors. Based on Social Exchange Theory (SET), this research proposes that POS and POC can affect performance both directly and indirectly through OCB. Data were collected through a census of 138 permanent employees at PT Jasa Raharja, East Java Branch. The analysis employed Partial Least Squares Structural Equation Modeling (PLS-SEM) to test the hypothesized relationships. The findings show that POS has a significant positive influence on both OCB and employee performance. On the other hand, POC significantly influences OCB but does not have a direct impact on performance. The results also reveal that OCB plays a partial mediating role in the relationship between POS and performance, while it acts as a full mediator in the relationship between POC and performance. These findings emphasize the importance of fostering OCB within the organization to optimize the impact of support and commitment on employee performance. Encouraging voluntary, extra-role behaviors can bridge the gap between how employees perceive organizational treatment and how they perform. The study suggests practical implications for human resource management in public sector institutions. Policies should focus on building a supportive and engaging work climate that enhances affective commitment and acknowledges employee contributions beyond formal duties. Doing so will not only improve individual performance but also contribute to broader organizational effectiveness in a competitive and service-oriented environment.