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This study explores key antecedents of turnover intention among employees in the warehouse industry, with a focus on workload, work stress, and job satisfaction. Conducted at CV. Sejati Pati, the research involved 102 respondents selected using a saturated sampling technique. The study applied a quantitative approach, using a structured questionnaire with a five-point Likert scale. Data were analyzed through multiple linear regression using IBM SPSS 27, including classical assumption tests such as normality, multicollinearity, and heteroscedasticity. The results showed that workload and work stress have a positive and significant effect on turnover intention, while job satisfaction has a negative and significant effect. In contrast, compensation and work environment were found to be statistically insignificant. Simultaneously, all variables jointly contribute to explaining 64.9% of the variation in turnover intention. These findings underscore the critical role of managing job demands and psychological pressure while enhancing employee satisfaction to reduce the likelihood of resignation. The research provides empirical insights for human resource management in high-pressure sectors, particularly warehouses, where operational continuity and labor stability are crucial. It also offers practical implications for developing targeted strategies to improve employee retention and foster a more resilient workforce in logistics operations.

This study aims to analyze in more depth the influence of work-life balance and job stress on employee performance at PT Cipta Wahana Persada Surabaya. The study employed a quantitative method with a survey approach, enabling researchers to obtain objective data based on real-world conditions. The study sample consisted of 38 employees selected through a saturation sampling technique, as the entire population was used as respondents. Data processing was conducted using SPSS version 29.0, with a series of stages including instrument testing, classical assumption testing, multiple linear regression analysis, and hypothesis testing to determine the influence of each variable. The results indicate that work-life balance and job stress simultaneously have a significant effect on employee performance. Partially, work-life balance has been shown to have a positive and significant impact on performance, while job stress also has a significant effect, albeit with a negative effect on productivity. These findings emphasize the importance of maintaining a balance between work and personal life and managing stress effectively to enable employees to perform optimally. Therefore, companies need to pay attention to these two factors to improve organizational performance and productivity.

This study analyzes the legal position of the captain in the structure of maritime employment relations with a case study at PT. Kembang Mekar Indah, which highlights the gap between the normative provisions in the Commercial Code (KUHD), Law Number 17 of 2008 concerning Shipping, and the Maritime Labor Convention (MLC) 2006 with the implementation practices in the field. This study uses a normative-empirical legal method through literature studies and interviews with captains and company representatives, analyzed qualitatively-descriptively to compare legal norms and empirical reality. The results of the study indicate that maritime employment agreements still place captains on an equal footing with ordinary workers even though the legislation confirms their position as the highest leader on board and the legal representative of the ship owner. Empirical findings show that the fulfillment of the captain's rights to salary is 80%, work facilities 60%, legal protection 40%, and regulatory socialization only 20%, indicating an imbalance in legal protection and weaknesses in the substance of the employment contract. Therefore, it is necessary to reformulate the shipping legal system by improving maritime work agreements, strengthening the role of harbormasters, and harmonizing national regulations with the 2006 MLC standards in order to create maritime work relations that are professional, fair, and adaptive to international maritime law.

Model pembelajaran Student Teams Achievement Divisions (STAD) merupakan salah satu bentuk pembelajaran kooperatif yang menekankan kerja sama dalam kelompok heterogen untuk mencapai tujuan belajar bersama. Penelitian ini bertujuan untuk mengetahui dan menggambarkan implementasi model pembelajaran Student Teams Achievement Divisions (STAD) dalam pembelajaran Pendidikan Agama Islam dan Budi Pekerti (PAI-BP) di SMP N 1 Sampang Cilacap. Penelitian ini menggunakan pendekatan kualitatif dengan fokus pada pemaparan mendalami mengenai proses penerapan model STAD dalam kegiatan belajar mengajar. Data diperoleh melalui observasi, wawancara, dan dokumentasi. Data yang terkumpul diolah melalui tahapan reduksi data, penyajian data, serta penarikan kesimpulan, dan keabsahan data diuji dengan menggunakan triangulasi teknik. Penelitian ini menghasilkan deskripsi sebagai berikut: penerapan model pembelajaran Student Teams Achievement Divisions (STAD) dalam pembelajaran PAI-BP di SMP N 1 Sampang Cilacap dilakukan melalui beberapa tahapan.Pada tahap perencanaan, guru menyiapkan perangkat pembelajaran seperti Rencana Pelaksanaan pembelajaran (RPP), membentuk kelompok belajar secara heterogen, serta menyiapkan instrumen evaluasi berupa kuis. Pada tahap pelaksanaan, guru menyampaikan materi, membimbing diskusi kelompok, memberikan kuis, serta memberikan penghargaan bagi kelompok yang memperoleh nilai terbaik. Sedangkan pada tahap evaluasi, guru melakukan penilaian baik secara individu maupun kelompok untuk mengukur pemahaman dan keaktifan siswa. Hasil penelitian menunjukkan bahwa penerapan model pembelajaran STAD mampu meningkatkan motivasi, kerja sama, tanggung jawab, dan keaktifan siswa dalam proses pembelajaran PAI-BP. Implikasi dari penelitian ini adalah penggunaan model STAD dapat menciptakan suasana belajar yang lebih aktif, interaktif dan menyenangkan sehingga pembelajaran PAI-BP menjadi lebih efektif dan bermakna.

The Israel–Palestine conflict continues to generate widespread human rights violations, yet international responses are often fragmented due to the political dominance of developed nations, raising critical questions about the effectiveness of human rights protection. This study aims to conduct an in-depth analysis of how such dominance, particularly the use of veto power in the UN Security Council and the provision of direct political and military support, it affects the asymmetry of civilian protection and delays the cessation of hostilities. Using a doctrinal method with normative–qualitative analysis of resolutions, official reports, and global justice frameworks, this research also evaluates the effectiveness of normative diplomacy carried out by Indonesia and the Organization of Islamic Cooperation (OIC) in promoting ceasefires, accountability, and victim recovery. The findings indicate that vetoes and material support create systemic barriers to compliance with humanitarian law, significantly weakening efforts to protect human rights. Nevertheless, Indonesia’s and the OIC’s consistent diplomacy contributes to mobilizing international support, although their policy leverage remains limited in the absence of concrete enforcement mechanisms. The main implication of this study underscores the urgent need for a stronger architecture of global compliance, including restrictions on arms support that prolong conflict, conditioning international aid on human rights compliance, ensuring humanitarian access, and reinforcing the implementation of rulings and provisional measures of international judicial bodies, in pursuit of effective accountability and human rights protection.

In accordance with the Ministry of Research, Technology, and Higher Education (Kemenristekdikti) Press Release Number: 3/SP/HM/BKKP/I/2019, themed “Open, Flexible, and Quality Research, Technology, and Higher Education,” it is stated that there is a current need for efforts to prepare higher education graduates. This preparation focuses on ensuring they possess the required competencies, work capabilities, and professional attitudes, which are to be achieved through certification, the enhancement of student achievements, and the provision of professional experience. TVKU, known as a local television station in the Semarang region, offers an internship program known as an “incubator.” This study aims to understand the significance of the role of this television incubator program in developing the competencies and professional experience of students at Universitas Dian Nuswantoro Semarang before they complete their studies and enter the actual workforce. The method applied in this study is the descriptive historical method. Data for this study was obtained through field research, which included interviews, observation, and documentation. Data analysis was conducted using a descriptive qualitative analysis method, based on the stages of data collection, data reduction, data display, and data verification. The study’s findings indicate a correlation between the TVKU work incubator program and the development of students’ competencies and professional experience. This is evidenced by the success of alumni in obtaining employment in their desired fields after participating in the incubator program.  

Hubungan antara budaya organisasi, kepuasan kerja dan kompensasi finansial terhadap kinerja karyawan PT Kereta Api Indonesia (Persero) Daop 3 Cirebon adalah subjek penelitian ini. Pendekatan kuantitatif diterapkan dalam penelitian ini, dengan menggunakan analisis regresi berganda yang diolah melalui perangkat lunak SPSS versi 26. Penelitian ini melibatkan sampel sebanyak 111 orang yang terpilih secara acak dari 153 orang populasi dalam penelitian. Budaya organisasi dan kepuasan kerja memberikan pengaruh signifikan terhadap kinerja karyawan. Budaya organisasi yang kuat juga kepuasan kerja yang tinggi dapat menciptakan lingkungan kerja menjadi menyenangkan, menambah motivasi, kesetiaan, dan produktivitas karyawan. Kompensasi finansial, di sisi lain, memiliki dampak yang tidak signifikan dan bahkan mungkin berkorelasi negatif dengan kinerja karyawan. Ini menunjukkan bahwa ketidaksesuaian antara kompensasi yang diharapkan dan apa yang sebenarnya terjadi dapat mengurangi keinginan untuk bekerja. Oleh karena itu, meningkatkan kinerja karyawan hanya dapat dicapai dengan meningkatkan budaya organisasi dan memastikan bahwa karyawan tetap puas dengan pekerjaan mereka daripada hanya mengandalkan kompensasi.

This study aims to determine the effect of training and work motivation on the performance of employees at the Jambi Province Public Works and Public Housing Agency. The background of this research is the decline in employee performance target achievements, which is influenced by budget constraints, limited training opportunities, and low work motivation due to a lack of recognition and organizational support. The research method used is a quantitative method with a descriptive approach and a case study, conducted on employees of the Public Works and Public Housing Agency of Jambi Province. The results show that training has a positive and significant effect on improving employee performance. Training not only serves as a means of instruction but also as a tool for developing employee skills and competencies. Conversely, work motivation has a negative and insignificant effect on employee performance, which is influenced by unmet needs for security, recognition, and encouragement to achieve goals. However, simultaneously, training and work motivation have a positive and significant effect on employee performance. This study concludes that effective training management and appropriate motivational strategies are crucial for improving the performance of employees at the Public Works and Public Housing Agency of Jambi Province.

Penelitian ini bertujuan untuk menganalisis pengaruh etos kerja, motivasi intrinsik, dan kepuasan kerja terhadap kinerja karyawan di perusahaan-perusahaan yang beroperasi di Kota Cirebon. Kinerja karyawan menjadi salah satu indikator penting dalam menjamin keberlangsungan dan daya saing perusahaan. Namun, ketidaksesuaian antara potensi sumber daya manusia dan hasil aktual di lapangan masih sering terjadi, ditandai dengan rendahnya produktivitas, tingginya turnover, serta loyalitas karyawan yang lemah. Penelitian ini menawarkan kebaruan dengan menguji ketiga variabel psikologis internal secara simultan dalam satu model penelitian, berbeda dari studi sebelumnya yang menguji secara parsial. Metode penelitian yang digunakan adalah kuantitatif dengan desain kausal asosiatif. Data diperoleh melalui kuesioner skala Likert yang disebarkan kepada 50 responden menggunakan teknik purposive sampling. Analisis dilakukan menggunakan regresi linier berganda dengan bantuan SPSS versi 25 untuk mengukur pengaruh masing-masing variabel bebas terhadap variabel dependen, baik secara parsial maupun simultan. Hasil penelitian menunjukkan bahwa etos kerja, motivasi intrinsik, dan kepuasan kerja secara signifikan memengaruhi kinerja karyawan. Etos kerja memiliki hubungan positif, motivasi intrinsik menunjukkan pengaruh negatif jika tidak selaras dengan dukungan organisasi, dan kepuasan kerja berkontribusi dalam menciptakan kenyamanan dan loyalitas. Secara simultan, ketiga variabel tersebut menjelaskan proporsi signifikan terhadap variasi kinerja. Penelitian ini memberikan implikasi bahwa perusahaan perlu menyusun strategi pengelolaan SDM yang tidak hanya berfokus pada aspek teknis, tetapi juga pada penguatan faktor psikologis karyawan secara menyeluruh.

Artikel ini membahas nilai-nilai pendidikan akhlak dalam QS. Al-Balad ayat 11–16 serta implementasinya dalam pembiasaan etika sosial di lingkungan Madrasah Ibtidaiyah (MI). Dalam konteks pendidikan dasar Islam, penanaman akhlak sosial memiliki urgensi yang tinggi karena menjadi dasar pembentukan karakter dan perilaku peserta didik. Penelitian ini menggunakan pendekatan tafsir tarbawi dengan mengkaji makna ayat berdasarkan tafsir Ibn Kathir, Al-Maraghi, dan Al-Misbah. Hasil kajian menunjukkan bahwa ayat-ayat tersebut mengandung nilai empati, kepedulian sosial, tolong-menolong, kasih sayang, dan kesabaran. Nilai-nilai tersebut dapat diimplementasikan melalui pembiasaan di kelas MI seperti kegiatan tolong-menolong, berbagi, kerja kelompok, serta metode keteladanan guru. Penelitian ini merekomendasikan agar guru MI mengintegrasikan nilai-nilai Al-Qur’an ke dalam setiap aspek pembelajaran dan menumbuhkan kultur sosial yang berkarakter Islami.

Penelitian ini dimaksudkan untuk mengkaji pengaruh kompensasi finansial, kepuasan kerja, dan work-life balance terhadap loyalitas karyawan yang berasal dari Generasi Z. Latar belakang dari penelitian ini didasari oleh meningkatnya tingkat mobilitas kerja pada kelompok Generasi Z, yang menciptakan tatantangan sendiri bagi perusahaan dalam mempertahankan tenaga kerja muda yang memiliki potensi tinggi. Penelitian ini menerapkan pendekatan kuantitatif dengan menggunakan metode survei yang melibatkan 80 responden dari kalangan Generasi Z yang bekerja di sektor manufaktur. Pengolahan data dilakukan dengan bantuan SPSS versi 22, dengan menggunakan sejumlah tahapan pengujian yang mencakup pengujian validitas dan reliabilitas, pengujian asumsi klasik, serta analisis regresi linier berganda. Analisis yang dilakukan dalam penelitian ini mengungkapkan bahwa ketiga variabel independen, yaitu kompensasi finansial, kepuasan kerja, dan work-life balance secara signifikan berpengaruh terhadap loyalitas karyawan, baik secara parsial maupun simultan. Temuan ini menegaskan bahwa upaya untuk menciptakan keseimbangan yang optimal antara kehidupan profesional dan personal berperan sebagai aspek strategis yang berkontribusi secara signifikan terhadap peningkatan loyalitas karywan di lingkungan kerja.  Penelitian ini memberikan implikasi bahwa perusahaan perlu lebih memperhatikan aspek work life balance dalam strategi manajemen sumber daya manusia untuk mendorong retensi dan komitmen karyawan.  

This study aims to analyze the influence of digital transformation and work environment on employee performance at the Energy and Mineral Resources Office of East Kalimantan Province. Digital transformation is a crucial element in promoting bureaucratic efficiency and public service quality, while a conducive work environment plays a vital role in enhancing employee motivation and productivity. A quantitative approach was applied using a survey method with a census of 68 employees. The data were analyzed using multiple linear regression with SPSS version 22. The results show that both digital transformation (t = 4.401; sig. = 0.000) and work environment (t = 2.126; sig. = 0.037) have a positive and significant partial effect on employee performance. Simultaneously, the variables also have a significant influence (F = 114.254; sig. = 0.000). The coefficient of determination (R² = 0.780) indicates that 78% of the variation in employee performance is explained by these two factors. These findings emphasize the importance of implementing effective digital systems and creating a supportive work environment to optimize bureaucratic performance in the public sector

The Karanganyar Regency Government functions as an autonomous region comprising various work units, including offices, agencies, and departments. This study aims to examine the influence of budget participation and work motivation on managerial performance, and to analyze the moderating role of leadership style within this relationship in the Regional Government Work Units (SKPD) of Karanganyar Regency. This research employed a quantitative approach, utilizing primary data as its main source. The study population consisted of all 8,019 employees across the SKPD in Karanganyar Regency. A purposive sampling technique was used to select 100 employee respondents. The findings indicate that Budget Participation has a positive but not statistically significant effect on managerial performance. Conversely, the Work Motivation variable demonstrates a positive and statistically significant influence on the managerial performance of SKPD in Karanganyar Regency. Furthermore, Leadership Style was found to moderate the effects of both Budget Participation and Work Motivation on Managerial Performance. This suggests that an improved leadership style can enhance the effectiveness of budget participation and work motivation in boosting managerial performance within the SKPD of Karanganyar Regency

This study aims to determine the effect of communication and work discipline on employee performance through work supervision as an intervening variable at Jambi Ekspres Televisi. The population in this study consisted of 30 employees, all of whom were used as samples using the total sampling technique. This research employed a quantitative approach with a questionnaire based on a Likert scale, and the data were analyzed using the Partial Least Square (PLS) method through the SmartPLS software. The results showed that communication and work discipline were categorized as good and played an important role in improving employee performance through work supervision. Communication had a positive and significant effect on work supervision, while work discipline also had a positive and significant effect on work supervision. However, communication had a positive but insignificant effect on employee performance. Conversely, work discipline had a positive and significant direct effect on employee performance. Meanwhile, work supervision had a negative and insignificant effect on employee performance. The indirect effects of communication and work discipline on performance through work supervision were also negative and insignificant, indicating that work supervision has not yet played an optimal role as an intervening variable. Based on these findings, it is recommended that the company enhance internal communication effectiveness, strengthen the consistent implementation of work discipline, and optimize the role of work supervision to function more as a coaching and motivational tool, thereby contributing positively to improving employee performance.

Pembelajaran tembang macapat tidak hanya berperan dalam melestarikan budaya, tetapi juga menjadi sarana efektif dalam penguatan karakter peserta didik. Dalam mata pelajaran Pendidikan Kepercayaan Terhadap Tuhan Yang maha Esa dan Budi Pekerti di SMP Negeri 1 Gesi, tembang macapat digunakan sebagai media pembelajaran untuk menanamkan nilai moral dan spiritual. Penelitian ini bertujuan menganalisis penguatan karakter melalui pembelajaran tebang macapat pada mata pelajaran Pendidikan Kepercayaan Terhadap Tuhan Yang Maha Esa dan Budi Pekerti di SMP Negeri 1 Gesi. Fokus penelitian ini meliputi jenis tembang macapat yang digunakan sebagai sarana penguatan karakter, nilai-nilai karakter yang dikembangkan melalui tembang macapat, serta metode pembelajaran yang diterapkan. Pendekatan yang digunakan dalam penelitian ini adalah  kualitatif, dengan metode observasi, wawancara, dan analisis dokumen. Hasil penelitian menunjukkan bahwa jenis tembang macapat yang digunakan meliputi Gambuh, Pucung, Asmaradana, dan Maskumambang. Nilai-nilai karakter yang dikembangkan melalui tembang macapat mencakup pengendalian diri, kedisiplinan, kejujuran, tanggung jawab, kebijaksanaan, kerendahan hati, ketekunan, kerja keras, ketulusan, kesabaran, rasa syukur, kasih sayang, dan kepedulian. Metode pembelajaran yang diterapkan adalah metode drill dan Contextual Teaching and Learning (CTL). Hasil penelitian ini menunjukkan bahwa penggunaan tembang macapat dalam pembelajaran mampu memperkuat karakter peserta didik, sehingga dapat menjadi strategi efektif dalam pendidikan karakter berbasis budaya.

Penelitian ini bertujuan untuk melakukan telaah pustaka mengenai pemanfaatan media film dalam membentuk karakter peserta didik di tingkat Sekolah Dasar. Pendekatan yang digunakan adalah literature review dengan langkah-langkah berupa identifikasi, analisis, evaluasi, dan interpretasi terhadap sejumlah artikel ilmiah yang relevan. Sumber data diperoleh dari berbagai jurnal yang terindeks dalam Google Scholar, dengan kata kunci "film pendidikan", "pembentukan karakter", dan "Sekolah Dasar". Dari proses pencarian, ditemukan 15 artikel yang dijadikan dasar analisis. Hasil kajian menunjukkan bahwa penggunaan film sebagai media pembelajaran berkontribusi positif terhadap penguatan karakter siswa, seperti tanggung jawab, kejujuran, toleransi, dan kerja sama. Media film yang sesuai dengan usia anak dan konteks pembelajaran mampu meningkatkan keterlibatan siswa serta mempermudah guru dalam menyampaikan nilai-nilai karakter. Dengan demikian, media film layak dijadikan sebagai alternatif pendukung dalam pembelajaran karakter di Sekolah Dasar.

This study aims to analyze the influence of work facilities, competence, and work conflict on employee productivity at UD Karya Pala Kediri, both partially and simultaneously. The research employed a quantitative approach with a causal associative design. The population consisted of 36 employees, all of whom were included as respondents using a saturated sampling technique. Data were collected through questionnaires using a five-point Likert scale and analyzed using validity, reliability, classical assumption tests, and multiple linear regression analysis. The results indicate that work facilities, competence, and work conflict have a positive and significant effect on work productivity, both partially and simultaneously, with a coefficient of determination (R²) value of 0.862. This means that 86.2% of the variation in work productivity is explained by these three variables, while the remaining 13.8% is influenced by other factors outside the research model. The findings highlight that improving employee productivity can be achieved through adequate work facilities, continuous competence development, and constructive conflict management within the workplace.

Termination of employment is one of the most common occurrences in industrial relations. In practice, the implementation of workers' rights after termination, particularly those related to severance pay, does not always proceed in accordance with applicable legal provisions or mutually agreed terms. This study aims to analyze the settlement of remaining severance pay claims based on an agreement between the workers and PT. Nusa Halmahera Minerals. This study uses a normative juridical method with a Data was obtained through literature studies, legislation, and mutual agreement documents. The results of the study show that there are delays and inconsistencies in the implementation of severance pay as stated in the mutual agreement. The settlement was mostly non-litigious through mediation at the Manpower Office, but did not result in the full fulfillment of rights. This shows the weak bargaining position of workers in the implementation of collective labor agreements, as well as the need to strengthen legal mechanisms for sanctions against companies that fail to fulfill their obligations.

In an employment relationship, there are rights and obligations attached to each party that must be fulfilled. However, in practice, employers often neglect to fulfill the rights of workers during their employment and after termination of employment, even though these obligations are regulated in the Collective Labor Agreement and Joint Agreement. Based on these issues, this study aims to examine and describe the legal protection for former employees who have been terminated with outstanding benefits in accordance with Indonesian labor laws, as well as to obtain an overview of the company's responsibility to fulfill the rights of former employees due to termination of employment in accordance with the agreements in the Collective Labor Agreement and Joint Agreement. This study uses a normative juridical approach based on the provisions of labor laws and regulations. Data was collected through a literature study by examining primary, secondary, and tertiary legal materials relevant to the research issue. All data were then analyzed qualitatively to formulate comprehensive and implementable conclusions and recommendations for the benefit of former employees. The findings show that legal protection for former employees who experience termination of employment with outstanding benefits can be demanded based on labor law regulations in Indonesia. The company has the responsibility and obligation to fulfill the rights of former employees due to termination of employment in accordance with the agreement in the Collective Labor Agreement and Joint Agreement, whereby the payment of these rights must be aligned with and subject to the provisions of applicable laws and regulations.

This study aims to determine the effect of Teamwork and Motivation on employee performance at Bosscha Space, both partially and simultaneously. This research method uses quantitative methods with a population of 32 people. Data collection using a questionnaire given to the company. From the results of data processing, it was found that the Teamwork variable (X1), the Motivation variable (X2) and employee performance (Y) were declared valid and reliable for research. After doing the t test, Teamwork has a tcount value of 2.557 and a t table of 2.045 where t count is greater than t table means Teamwork has a partial effect on employee performance. The Motivation variable has a tcount value of 3.396 and a t table of 2.045 where t count is greater than t table means Motivation has a partial effect on employee performance. Based on the results of the F test, the Fcount value of 32.642 is greater than the Ftable of 3.32. Due to the value of Fhitung> Ftabel (32.642> 3.32), H0 is rejected and H3 is accepted, meaning that the Teamwork and Motivation variables simultaneously affect employee performance.