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The Merdeka Learning - Merdeka Campus (MBKM) policy is a groundbreaking initiative in Indonesia’s higher education system, aiming to create more flexible learning opportunities, connect students with the workforce, and integrate experiential learning. The key strength of this policy lies in its ability to empower students to develop independent learning through extracurricular activities that align with their competencies. At Yudharta Pasuruan University, MBKM has been adopted as an important strategy to enhance the quality of education while preparing graduates to be adaptive and competent in an ever-changing job market. The main aim of this research is to analyze how the planning, implementation, and evaluation of the MBKM program at Yudharta Pasuruan University contribute to improving student independence in learning. The focus of this study includes examining curriculum management, faculty support, and the university's partnerships with external organizations, which are all vital components of the MBKM program. This research uses a qualitative approach, with data collected through interviews, observations, and document analysis. The data analysis process involves data reduction, data presentation, and drawing conclusions. The results of the study indicate that Yudharta Pasuruan University has successfully implemented MBKM through clear policy planning, curriculum adjustments, and the strengthening of external partnerships. Students have gained significant benefits, including increased independence in learning, enhanced critical thinking skills, improved adaptability, and valuable real-world experiences in their chosen fields. These outcomes show that the MBKM program at Yudharta Pasuruan University plays a critical role in transforming higher education, making it more relevant, sustainable, and aligned with the needs of both students and the workforce. This research underscores the importance of MBKM in encouraging the development of a more independent and competent generation of graduates.

In order to maintain the integrity and dignity of their position, Notaries are required to comply with the Code of Ethics, including the prohibition on job promotions as stated in Article 4 paragraph (3) of the Notary Code of Ethics. However, violations of this rule are still frequently encountered. This study uses a doctrinal method by reviewing primary legal materials, such as the Notary Law, Minister of Law and Human Rights Regulation Number 19 of 2019, and the Notary Code of Ethics, as well as secondary legal materials in the form of books, legal journals, and interviews with the Chairperson of the Regional Board, Former Regional Honorary Council, and Members of the Indonesian Notary Association. The purpose of the study is to determine and analyze the position of the Notary Code of Ethics as a public official regarding violations committed, as well as to examine the form of legal accountability for violations of the code of ethics related to job promotions. The results of the study indicate that although the Notary Code of Ethics is binding, many Notaries still violate it, especially through job promotion practices that are contrary to the principles of professionalism and reduce public trust. Existing forms of accountability are still limited to ethical, moral, and social aspects within the scope of professional organizations, thus not being effective enough to create a deterrent effect, especially for notaries who repeatedly seek promotions. This research also revealed that although the Notary Code of Ethics provides clear provisions regarding the prohibition of promotions.

This study investigates the influence of sustainable leadership and customer-oriented culture on employee performance at PT Krakatau Sarana Properti (PT KSP), a subsidiary of PT Krakatau Steel operating in Indonesia’s commercial property sector. Amid rapid globalization and technological change, organizations are compelled to foster adaptive cultures and leadership approaches that ensure both operational excellence and long-term sustainability. Drawing on Organizational Behavior and the Resource-Based View, this research positions sustainable leadership as a strategic resource that not only directly enhances employee performance but also shapes a customer-oriented culture—an intangible asset vital for organizational competitiveness. Employing a quantitative, explanatory research design, data were collected from 95 employees using a structured questionnaire and analyzed with Structural Equation Modeling-Partial Least Squares (SEM-PLS). The findings reveal that sustainable leadership has a significant positive impact on employee performance and customer-oriented culture. Additionally, customer-oriented culture exerts a strong influence on employee performance and partially mediates the relationship between sustainable leadership and employee performance. These results underscore the importance of integrating sustainability principles into leadership practices and embedding customer-centric values throughout the organization. The study provides both theoretical and practical contributions, offering a more holistic understanding of how sustainable leadership and organizational culture jointly drive superior performance. For PT KSP and similar organizations, investing in sustainable leadership development and cultivating a customer-oriented culture are recommended strategies to enhance employee motivation, adaptability, and long-term competitive advantage in a dynamic business environment.

The rapid development of information technology in the digital era has transformed the way organizations conduct their business activities. Information systems are now viewed not merely as operational support tools but as strategic elements capable of providing added value, increasing efficiency, and strengthening a company's competitiveness. In the context of PT XYZ, a company engaged in inspection and certification services, the use of information technology has become a crucial part of daily work processes. However, the implementation of information systems at the branch level still faces several obstacles. Data and process integration is not yet fully optimized, while alignment between the systems used and business needs has also not been achieved. This condition has the potential to hinder the company from providing fast, accurate, and innovative services. Therefore, appropriate and sustainable strategic planning of information systems is necessary. This study uses the Ward and Peppard framework enriched with Value Chain analysis to identify value-added activities, SWOT to identify strengths, weaknesses, opportunities, and threats, and PEST to map external factors affecting the business. In addition, the McFarlan Strategic Grid is used to prioritize the application portfolio that aligns with the company's long-term goals. The results of this research are expected to be able to produce an information system strategy design that not only supports operational efficiency, but also encourages service innovation and increases the competitiveness of PT XYZ in the inspection and certification services industry.

Cahaya Amal Soleh Foundation is a social institution that focuses on community service through various institutional programs engaged in social, education, and community empowerment. However, a number of operational staff who do not have a financial background have difficulty in understanding and managing financial reports effectively. This study aims to assist staff through the On-the-Job Learning and Development Program (OLDP) themed Finance for Non-Finance with the SIAPIK (Islamic Boarding School and Social Charity Accounting Information System) application approach. The method used is a qualitative approach with a participatory model, involving direct training, transaction recording simulations, and evaluation of participant understanding. The results of the assistance showed a significant increase in staff understanding of basic accounting principles, transaction recording, and SIAPIK-based financial reporting. These findings indicate that a practical approach through an application based on the foundation's needs can improve the financial capacity of non-accounting staff. The implications of this activity reinforce the importance of digitizing the financial system of social organizations and the need for ongoing training for human resources so that accountable and transparent financial governance can be realized sustainably. In addition, the results of this program highlight that the integration of technology and participatory training can overcome barriers in financial literacy among non-finance staff. The SIAPIK application provides an accessible interface and structured modules that are easy to understand, thereby reducing the complexity usually associated with financial management. Staff who previously felt unconfident in processing financial transactions gradually gained competence and independence in applying accounting procedures. The training also fostered collaborative learning, where participants supported each other in solving case simulations, enhancing not only technical knowledge but also teamwork and problem-solving skills. Furthermore, the foundation’s management expressed that the program positively contributed to institutional performance by ensuring more reliable and transparent financial reporting.

This study examines the impact of workload and work stress on employee job satisfaction at PT Inhutani I UMI Gresik, a wood-processing company operating under Perum Perhutani. The research employed a quantitative design with an associative (causal) approach to identify the extent to which workload and stress contribute to variations in job satisfaction. Data were collected through questionnaires distributed to 48 employees selected using a simple random sampling method. The analytical process involved validity and reliability testing, classical assumption tests, multiple linear regression, as well as t-tests, F-tests, and the coefficient of determination (R²). The results indicate that workload and work stress, when considered simultaneously, have a significant influence on job satisfaction. However, partial testing revealed that workload did not exert a significant effect, while work stress had a statistically significant negative impact on satisfaction. Regression analysis further demonstrated that work stress emerged as the dominant predictor, accounting for a larger proportion of variance compared to workload, as reflected by the higher beta coefficient and partial determination value. These findings suggest that while workload may serve as a motivator when maintained within reasonable limits, unmanaged stress arising from role ambiguity, conflicting demands, and organizational pressures significantly undermines job satisfaction. The study underscores the importance of stress management strategies within organizations, particularly in high-demand industries such as forestry and wood processing. Practical implications include the need for supportive leadership, effective communication, realistic target-setting, and the implementation of employee assistance programs. By addressing stress more effectively, organizations can enhance employee well-being, foster greater job satisfaction, and ultimately improve overall organizational performance.

This study aims to examine the influence of reputation, organizational culture, and self-development opportunities on athlete loyalty. The sample in this research consists of all active athletes of Hangtuah Jakarta Basketball Club, totaling 60 individuals, selected using the total sampling method. Data were collected through the distribution of questionnaires developed using a Likert scale as the measurement tool. The data were analyzed with the help of SPSS version 22. The results of the study indicate that all three independent variables reputation, organizational culture, and self-development opportunities partially have a significant influence on athlete loyalty at Hangtuah Jakarta Basketball Club. Specifically, the analysis revealed that reputation significantly affects athlete loyalty, as athletes tend to stay loyal to organizations they believe hold a strong public image and credibility. Furthermore, organizational culture was found to play a critical role in fostering loyalty, with athletes expressing greater commitment when they feel aligned with the club’s values and mission. Lastly, opportunities for self-development were also identified as a major determinant, as athletes who perceive the club as providing personal and professional growth are more likely to stay loyal. This study contributes valuable insights into how sports organizations can enhance athlete retention by focusing on these three key areas, thereby fostering long-term commitment and success. The findings are relevant for sports managers and organizations aiming to improve athlete engagement and loyalty in competitive sports environments.

This study aims to identify, describe, and analyze the organizational communication strategy implemented by the Chairman of the Youth Organization Sub Unit 032 of Jatiasih District in increasing member loyalty. The phenomenon behind this study is the fluctuation in the presence of members in organizational activities and the challenge of maintaining active youth participation in the digital era. Members' loyalty is seen as a determining factor for the success of an organization in carrying out social, cultural, and community programs. The research method used is qualitative with a descriptive approach. Data was collected through in-depth interviews, direct observation of Karang Taruna activities, and documentation of organizational archives. The research informants were selected using purposive sampling techniques, including the Chairman of the Youth Organization and members who actively participated. Data analysis is carried out using an interactive model that includes collection, reduction, data presentation, and conclusion drawn. The results of the study show that the communication strategy of the Chairman of the Youth Organization is democratic, participatory, and interpersonal. The communication media used is in the form of WhatsApp Groups for quick coordination and face-to-face meetings to strengthen emotional bonds between members. The Chair also utilizes informal strategies such as casual conversations and non-formal social interactions to get closer to members. This strategy has a positive effect on member loyalty indicators, such as compliance, responsibility, active participation, and a sense of belonging to the organization. This study concludes that effective, open, empathetic, and adaptive communication to the needs of members is the main factor in strengthening the loyalty of youth organizations. These findings are expected to make an academic contribution to the study of community-based organizational communication and practical benefits for Karang Taruna administrators and similar organizations in managing membership dynamics at the local level.

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

Organizational Citizenship Behavior (OCB) plays a vital role in supporting organizational effectiveness and efficiency, as it reflects employees’ voluntary behaviors that go beyond formal job responsibilities and contribute to overall organizational performance. Therefore, it is important for organizations to understand the factors that can enhance OCB among their employees. This study aims to analyze the influence of Work-Life Balance, Work Environment, and Work Motivation on Organizational Citizenship Behavior at PT Gogomedia Visindo Tangerang. The research employed a quantitative approach with a sample of 100 respondents selected through non-probability sampling using a snowball sampling technique. Data were collected through questionnaires measured on a Likert scale and analyzed using Microsoft Excel 2021 and SPSS version 22. The data analysis methods included correlation tests and multiple linear regression analysis to examine both the relationships and effects among the variables. The results indicate that Work-Life Balance, Work Environment, and Work Motivation have a positive and significant influence on Organizational Citizenship Behavior, both partially and simultaneously. This finding suggests that better work-life balance, a supportive work environment, and higher motivation levels encourage employees to demonstrate stronger OCB. The study emphasizes the strategic importance of organizational initiatives that foster employee well-being, provide conducive working conditions, and maintain high levels of motivation. By doing so, organizations can strengthen employee commitment, maximize contributions, and enhance long-term organizational performance.

This study discusses the role of altruistic behavior in supporting career guidance programs for former prisoners at the Purwokerto Correctional Center. Former prisoners often face challenges in social reintegration, especially due to societal stigma and limited access to employment. Altruism-based career guidance programs aim to equip them with skills and psychosocial support to increase employment opportunities and economic independence. This study uses a qualitative approach with in-depth interviews, observations, and document analysis methods. The results show that the role of volunteers and communities with social concerns is very important in reducing barriers to the reintegration of former prisoners. The support provided is not only in the form of job skills training, but also in psychosocial assistance that helps increase their motivation and self-confidence. Although this program has a positive impact, there are still various challenges such as limited funding, lack of community participation, and strong social stigma. Therefore, collaborative efforts are needed between the government, social organizations, and the community to create a more inclusive environment for former prisoners.

This study aims to analyze the influence of Leadership Style, Workload, and Work Environment on Turnover Intention in employees of the Quality Department of PT. Pharos Indonesia. Turnover Intention is understood as the tendency of employees to leave the organization, which can have an impact on the company's operational effectiveness and stability. This study uses a quantitative approach with multiple linear regression method to test the relationship between variables. The sampling technique was carried out by non-probability sampling with a saturated sampling method, involving the entire population of 30 respondents. The research instrument was in the form of a Likert scale questionnaire, and the data obtained was processed using Microsoft Excel 2016 and SPSS version 26. The results of the analysis show that Workload has a positive and significant effect on Turnover Intention. These findings indicate that increased workload can drive employee intent to leave the company. In contrast, Leadership Style and Work Environment did not show a significant influence on Turnover Intention. The implications of these results emphasize the importance of effectively managing workloads as an employee retention strategy. This research makes a practical contribution to human resource management, especially in the pharmaceutical industry sector, to design more adaptive and sustainable work policies. In addition, the results of this study can be a reference for follow-up studies that want to explore other variables that have the potential to influence Turnover Intention in the context of modern organizations.

The main issue addressed in this study is the gap between normative policies and actual practices regarding gender mainstreaming (GMS) at the Education Office of Tangerang Regency. The aim of this study is to analyze the implementation of GMS policies using Smith's theory, which includes ideal policy indicators, target groups, implementing organizations, and environmental factors. This research uses a descriptive method with a qualitative approach. Data collection techniques include in-depth interviews, observations, and documentation. The results show that first, the ideal policy is outlined in Regent Regulation No. 10 of 2019; however, it has not been systematically elaborated in the Strategic Plan (RENSTRA) and Work Plan (RENJA) of the Education Office, limiting its implementation. Second, the target groups, such as teachers, students, and the general public, have not fully understood the concept of GMS, as the dissemination of information remains minimal and unfocused. Third, the implementing organization, the Education Office, has not yet optimized coordination in implementing GMS with schools, nor provided comprehensive, specialized training. Fourth, environmental factors, such as strong gender stereotypes, limited gender-friendly facilities, and low public awareness, are significant challenges in the policy’s implementation. Based on these findings, it can be concluded that the implementation of GMS policies at the Education Office of Tangerang Regency remains symbolic and requires strengthening of institutions, more intensive socialization, and active involvement of all stakeholders to achieve more optimal success.

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

The main issue in this study is the practice of ministers concurrently holding positions as party chairpersons, despite conflicting with the provisions of Article 23 of Law No. 39 of 2008 concerning State Ministries, which prohibits ministers from concurrently serving as leaders of organizations funded by the state budget (APBN/APBD), including political parties that receive APBN/APBD funds. The focus of this research is on the reasons why the president appoints ministers from political party leadership and the implications of such dual positions. The method used is normative legal research with statutory and conceptual approaches, and data collection through literature review of regulations, literature, and other official documents. The study reveals that the main factors behind appointing ministers from party leadership are the dynamics of the multiparty system requiring the president to rely on coalition support, regulatory ambiguity regarding the prohibition of dual office holding, and political pragmatism that undermines the party’s role as representatives of the people. The implications of this practice include violations of Law No. 39 of 2008, weakening of checks and balances mechanisms, potential for transactional politics, strengthening of oligarchy and political dynasties, and violation of good governance principles. To address these issues, a revision of Article 23 of Law No. 39 of 2008 is necessary to make the prohibition of dual offices clearer, strengthen law enforcement mechanisms, ensure transparency in ministerial appointments, and secure the president’s commitment to meritocratic principles.

This study aims to analyze and find the inhibiting factors faced by North Lampung Police investigators in handling domestic violence (KDRT) cases. The research approaches used are normative juridical and empirical juridical The normative juridical approach is carried out by examining laws and regulations related to the handling of domestic violence, such as Law Number 23 of 2004 concerning the Elimination of Domestic Violence. Meanwhile, an empirical juridical approach is carried out through the collection of primary data from interviews with investigators, prosecutors, academics, and non-governmental organizations active in handling domestic violence. Secondary data is obtained from legal literature, official documents, and applicable regulations. The results of the study show that there are several significant obstacles in the process of investigating domestic violence cases. These obstacles include the lack of sensitivity of investigators to the psychological condition of the victim, social pressure and stigma towards the victim that makes reporting low, and limited public understanding of forms of domestic violence, especially non-physical ones such as psychological and economic violence. Internal obstacles also arise from the limitations of supporting facilities such as victim-friendly examination rooms, psychological assistants, and special training for investigators in handling gender-based cases. From the juridical side, the lack of a clear rule regarding the limits of penal mediation in domestic violence cases creates legal uncertainty and opens up space for perpetrators to escape criminal snares through peace that is often impure. In addition, the patriarchal culture that is still strong in society is a structural obstacle in the law enforcement process that favors victims, especially women. Therefore, it is necessary to increase the capacity of investigators through continuous training, the provision of victim-friendly support facilities, widespread legal socialization to the community, and the reformulation of legal policies that are more firm and in favor of victims. Thus, law enforcement of domestic violence cases can be carried out more effectively, fairly, and oriented towards the protection of human rights.

This study aims to determine the contribution of work-family balance to work engagement in employees in long-distance marriages (LDM). The phenomenon of LDM is becoming increasingly common in the modern workplace, especially for couples who must live apart due to work demands in different locations. This condition can pose challenges in maintaining a balance between work and family life demands, which in turn can affect individual engagement in their work. Therefore, this study is important to understand the extent to which work-family balance plays a role in increasing the morale and work engagement of employees in LDM. This study involved 41 employees in LDM, with ages ranging from 24 to 50 years. The data collection method used two measuring instruments: the Utrecht Work Engagement Scale (UWES) developed by Schaufeli and Bakker (2004), and the work-family balance scale developed by Carlson et al. (2009). Data analysis was conducted using simple regression analysis techniques to determine the contribution of the independent variables to the dependent variable. The results showed that work-family balance contributed 65% to work engagement in employees in LDM. These findings indicate that the higher the level of work-family balance, the higher the employee's engagement in their work. Therefore, it is important for organizations to create policies and work environments that support work-family balance, especially for employees in long-distance marriages.

The rapid advancement of digital collaboration platforms has reshaped the way organizations manage communication, motivation, and performance. Microsoft Teams, as one of the most widely adopted tools, provides integrated features for real-time messaging, virtual meetings, and document sharing that enable employees to collaborate more effectively. This study aims to explore the impact of Microsoft Teams on communication, motivation, and employee performance at the Pratama Tax Service Office (KPP) in Langsa. A quantitative research design was applied using a survey method, with data collected through pretest and posttest questionnaires. The study involved a total population of 89 employees, of which 81 valid responses were analyzed. Data processing was carried out with SPSS version 25 to compare employee conditions before and after the use of Microsoft Teams. The findings reveal that the adoption of Microsoft Teams contributes to more effective communication, enhances employee motivation by simplifying coordination and task management, and improves overall performance. These results highlight the potential of digital collaboration platforms to strengthen organizational effectiveness, particularly in government institutions that require efficiency, transparency, and adaptability in their operations. The study further implies that maximizing the use of digital platforms can support long-term organizational goals in the context of ongoing digital transformation.

The role of notary organizations is critical in the continuous development and supervision of the notary's position, especially concerning personal behavior, both in carrying out office duties and in daily life. The notary profession holds a significant position in the legal framework of society as it produces authentic deeds that carry the highest probative value. As such, integrity and professional ethics are foundational principles in the execution of notarial duties. This research aims to analyze the role of notary organizations, specifically the Indonesian Notary Association (INI) in Sleman Regency, in reinforcing professional ethics and maintaining the quality of legal services for the public. The research employs a normative-sociological approach, utilizing studies of legal regulations, notary electronic codes, and interviews with INI Sleman administrators. The findings indicate that notary organizations contribute through (1) socializing ethical codes and professional standards, (2) conducting internal supervision through honorary councils, (3) providing ethical sanctions for violations, and (4) offering development programs and capacity-building initiatives for members. However, the study also identifies several challenges, including limited supervisory resources, resistance from some members, and a lack of public understanding regarding the importance of professional ethics. These obstacles hinder the full potential of notary organizations in ensuring professional conduct and upholding the quality of notarial services. The research underscores the need for stronger collaboration and awareness to address these issues.

This qualitative literature review explores the critical role of human resources (HR) in the success of digital transformation initiatives. The study highlights that digital transformation extends beyond technological adoption, requiring organizational cultural shifts and process reengineering. HR is pivotal in facilitating these changes through skill development, employee empowerment, and cross-departmental collaboration. Effective leadership and a clear strategic vision are essential to guide organizations through this transformation journey. Structured frameworks are necessary to ensure all elements harmoniously work towards achieving digital transformation goals. Despite providing valuable insights, this study is limited by its reliance on recent literature, potentially overlooking relevant older studies, and its qualitative nature, which may not be generalizable across all industries. Further research is needed to validate these findings across diverse organizational contexts.