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This study investigates the influence of employee discipline and perceived organizational support (POS) on organizational commitment among civil registry employees in Surabaya. Data were gathered from 50 public servants through structured questionnaires, utilizing the Partial Least Squares (PLS) method. The findings reveal that both employee discipline and POS positively and significantly impact organizational commitment. These results emphasize the vital roles of organizational support and workplace discipline in nurturing employee loyalty and responsibility.

Failure in Realizing the Development of the Integrity Zone Towards WBK/WBBM is due to the failure to develop a systematic and consistent change in mindset and work culture. This failure is due to the failure to form an effective work mechanism, the failure to form a mindset of employees in public services, and leaders who have not optimally provided influence as role models. Releasable theories as stipulated in Permenpan RB Number 90 of 2021. The research method uses qualitative descriptive research methods. The results of the study (1) The involvement of all employees is very important because it shows commitment and responsibility in developing the Integrity Zone (2) The aspect of Change Management is collective work and high commitment from employees. (3) Optimization of Change Management includes developing changes in mindset and work culture, in the agenda of change, leadership as a role model has high optimism. (4) Controlling resistance to change requires strategic efforts in handling it.

This study aims to evaluate the impact of Work-Life Balance, Employee Internal Marketing, and Corporate Culture on Organizational Citizenship Behavior (OCB) among employees of PT XYZ Cikarang. OCB is a voluntary action taken by employees to improve organizational performance beyond their official responsibilities. An optimal work-life balance can improve employee well-being and strengthen their commitment to the company. Internal Employee Branding serves to strengthen employees' identity and relationship with the company, while Corporate Culture forms values and norms that encourage constructive behavior in the work environment. This study applies a quantitative method with a multiple regression analysis approach. Information was obtained through questionnaires distributed to employees of PT XYZ Cikarang. The research findings indicate that work-life balance, internal marketing for employees, and organizational culture have a positive and significant impact on OCB, both separately and together. The main factor that is most influential in strengthening OCB is Organizational Culture, which shows the important role of company values and norms in shaping employee attitudes. The findings suggest that companies should improve work-life balance, strengthen internal brands, and create a supportive organizational culture to encourage employees to perform behaviors that go beyond their responsibilities.

This study aims to examine the actualization of Islamic creed (aqidah) values and work ethic among students of the Aqidah and Islamic Philosophy Department, Faculty of Ushuluddin and Islamic Studies, UIN Sumatera Utara Medan, during their internship program at the Office of Religious Affairs (KUA) of Medan Kota District. This research employs a qualitative descriptive approach using observation, interviews, and documentation techniques. The findings indicate that aqidah values such as honesty, trustworthiness, sincerity, and responsibility are manifested in administrative tasks, religious counseling activities, and public religious services. Furthermore, the Islamic work ethic of the students is reflected in discipline, professionalism, cooperation, and commitment to work quality. The integration of aqidah values and work ethic fosters a service-oriented and devotional work pattern, indicating that the internship program serves not only as practical learning but also as a medium for internalizing Islamic values within the context of public religious services.

Banking is crucial in efforts to prevent corruption, serving as the frontline in financial management and transactions. This article examines the role of education and training in combating corruption within the banking sector. The study aims to demonstrate that corruption in banking can undermine public trust and economic stability. I employ a literature review and observations of education and training initiatives aimed at corruption prevention in banking. Key issues identified include employees' inadequate understanding of work ethics and anti-corruption policies, along with insufficient systematic training. This research analyzes various education and training programs implemented in banks and assesses their effectiveness in enhancing employee awareness and commitment to anti-corruption practices. I highlight that comprehensive education and continuous employee training are essential for significantly mitigating the risk of corruption in banking by fostering a transparent and ethical organizational culture. It is critical for banking institutions to enhance anti-corruption awareness among their employees. Training programs should engage all employee levels and include regular evaluations to assess their effectiveness. Ultimately, the goal is to create a safer banking environment free from corrupt practices.

Preventing acts of corruption in the office environment involves a series of strategic steps to create a culture of transparency and accountability. These efforts include implementing a code of ethics, training on integrity, and strict supervision of the decision-making process. In addition, the application of information technology to monitor financial transactions and reports can help detect potential fraud. By building awareness and commitment of all employees towards preventing corruption, organizations can increase public trust and create a healthier work environment. Preventing acts of corruption in the office environment is a crucial step in creating good governance and improving institutional integrity. Corruption can hinder economic growth and damage public trust. To prevent this, a comprehensive approach is needed, including implementing transparency policies, strengthening supervisory systems, and ethical education for employees. In addition, an organizational culture that supports openness and accountability must be built. This research discusses effective strategies that can be implemented to minimize the risk of corruption, including the use of information technology and participation in community oversight. The results are expected to provide recommendations for government and private agencies in strengthening efforts to prevent corruption

Employee performance is one of the important factors that must be prioritized in order to be able to face and win competition at both national and global levels. The full performance of workers in carrying out their duties, whether an employee's performance is good or bad, is determined by their performance. This research aims to determine the influence of work experience, organizational citizenship behavior (OCB), commitment on employee performance at PT. Pelabuhan Indonesia (Persero) Regional I. The method in this research is the Quantitative Method, the number of samples for this research is 110 respondents. Data collection techniques in this research are questionnaires, observation, pre-survey interviews, data analysis using multiple linear regression tests and descriptive statistics. Data management in this research uses SPSS 25 for Windows. Based on the research results, it shows that work experience has a positive and significant effect on employee performance with a significant value of 0.039, organizational citizenship behavior (OCB) has a positive and significant effect on employee performance with a significant value of 0.040, and commitment has a positive and significant effect on performance with a significant value. of 0.001. work experience, organizational citizenship behavior (OCB) and commitment simultaneously influence work productivity in PT, Pelabuhan Indonesia (Persero) Regional I employees with a sig value of 0.000.

Employee commitment in an organization is not just carrying out their duties and obligations as employees in accordance with their job descriptions, but doing their best with their thoughts, attention, ideas, and dedication to produce the best for the organization. The problem that occurred at X Hospital Central Jakarta was the decreasing employee commitment related to the lack of employee intensity to stay working for a long time at X Hospital Central Jakarta and there were still employees who left the work hours room with a percentage of 27%, thus reducing the overall performance of the hospital and the lack of supporting work facilities. The purpose of this study was to analyze the influence of democratic leadership style and organizational culture simultaneously on employee commitment mediated by the work environment. This research method is quantitative causality against 64 non-medical employees who have worked for at least 6 months at X Hospital Central Jakarta. The sampling method was total sampling. The data analysis method used was the Three Box Method and the Path Analysis Method with SEM AMOS. The results of the study found that democratic leadership style and organizational culture simultaneously have a positive effect on employee commitment with the mediation of the work environment, democratic leadership style does not affect employee commitment, democratic leadership style does not affect the work environment, organizational culture does not affect employee commitment, organizational culture has a positive effect on the work environment, the work environment has a positive effect on employee commitment. The implications of the study in theory will prove the influence of research variables and in managerial terms will further improve the system of facilities for work facilities and improve communication between leaders and employees in hospitals. Suggestions for the need for attention from the hospital management to improve work facilities and improve communication between leaders and employees.

This study aims to analyze the response of work units (satker) to the follow-up of Audit Reports (LHP) at the Ministry of Agriculture. Audit Reports issued by oversight institutions, such as the Inspectorate General, act as a stimulus to identify issues and provide recommendations that need to be addressed by the work units. The response is influenced by the readiness, commitment, and capabilities of leaders and staff responsible for the follow-up process. The study found that leadership commitment is crucial in determining the effectiveness of the follow-up; leaders who do not emphasize the importance of Audit Report Follow-Up (TLHP) tend to weaken the organizational drive to act. As a solution, work units that optimally follow up on audit findings establish organized TLHP teams, formulate clear action plans, and conduct regular monitoring and evaluation. This ensures that all recommendations are followed up on time and in accordance with procedures.

Employee turnover can disrupt organizational stability and increase recruitment costs. This study focuses on the phenomenon of employee turnover, which poses a challenge for PT Bank Syariah Indonesia, Madiun Branch. The high turnover rate between 2021 and 2023 indicates an imbalance in compensation and job satisfaction. This research aims to analyze the effect of job satisfaction and compensation on the intention to switch jobs, with organizational commitment serving as a mediator. The research method employed is quantitative, utilizing a questionnaire distributed to 200 permanent employees of PT Bank Syariah Indonesia, Madiun Branch. The data were analyzed using Structural Equation Modeling (SEM) through Smart PLS software. The results indicate that job satisfaction and compensation significantly and positively affect organizational commitment, which in turn negatively impacts the intention to switch jobs. These findings underscore the importance of enhancing job satisfaction and compensation to reduce turnover rates in the workplace.

This study aims to determine the effect of commitment and organizational culture on employee engagement at DC Yogya Group Cikoneng Branch, Tasikmalaya. The method used is a case study, data obtained through questionnaires to the number of employees working at DC Yogya Group Cikoneng Branch. Sampling using saturated sample technique and the method of analysis used is multiple linear regression analysis method. From the results of the study indicate that commitment, organizational culture and employee engagement are included in the low classification. Simultaneously commitment and organizational culture have a significant effect on employee engagement at DC Yogya Group Cikoneng Branch. Partially, the commitment variable has a significant effect on employee engagement at the DC Yogya Group Cikoneng Branch, and the organizational culture variable has a significant effect on employee engagement at the DC Yogya Group Cikoneng Branch.  

The objective of this study is to analyze the impact of organizational commitment and job satisfaction on personnel performance, with work discipline as a mediating variable. The study population includes all 115 employees of the Support Company, Yonif 753/AVT Korem 173/PVB Kodam XVII/Cenderawasih, with a sample size of 98 respondents selected using the census method. Data were analyzed using regression analysis and processed with SPSS. The results indicate that organizational commitment and job satisfaction have a positive and significant effect on work discipline. Work discipline also has a positive and significant impact on personnel performance. Furthermore, organizational commitment and job satisfaction positively and significantly influence personnel performance. The Sobel test demonstrates that work discipline can mediate the effects of organizational commitment and job satisfaction on personnel performance

Research was conducted to analyze the effect of work environment, work stress, workload on turnover intention through organizational commitment. Sampling based on purposive sampling technique as many as 120 respondents with the criteria of project logistics division employees at PT Pos Logistics. The results concluded that the work environment has a negative and significant effect on turnover intention; work stress and workload have a positive and significant effect on turnover intention. The effect of organizational commitment as an intervening variable shows that the work environment has a negative and significant effect on turnover intention; work stress price and workload have a positive and significant effect on turnover intention.

This study aims to determine the effect of Total Quality Management (TQM), work motivation, and organizational commitment on managerial performance at PT Semen Padang using a quantitative approach method. The population in the study were all managers and senior managers working at PT Semen Padang totaling 140 people. In this study, the sampling technique used the purposive sampling method. The sources in this study were employees who held managerial positions at PT Semen Padang. The data collection method that will be used in this study is a questionnaire. Data were processed using SPSS 25.0. The results of the study indicate that Total Quality Management and work motivation have a positive and significant effect on managerial performance, organizational commitment does not have a significant effect on managerial performance. Total quality management, work motivation and organizational commitment have a significant positive effect on managerial performance at PT Semen Padang.

This study focuses on the concept of salvation by grace as taught in Romans 3:23-26 and its relevance to the understanding of the GKPPD congregation today. Through a literature review with a theological approach, it was found that the doctrine of salvation by grace is the core of Christian teaching. In this passage, the Apostle Paul explains that all humans have sinned and fallen short of the glory of God (Romans 3:23). However, salvation is given through redemption in Christ Jesus, not as a result of human effort, but as a gift of God alone (Romans 3:24). Salvation is given through faith in the blood of Christ which redeems and takes away sin (Romans 3:25). In the context of the congregation today, the understanding of salvation by grace remains relevant. Many GKPPD congregations are still trapped in trying to obtain salvation through or obedience to the law, even though Romans 3:23-26 emphasizes the importance of faith in Christ's redemptive work. This study highlights that teaching about God's grace should foster a sense of gratitude, humility, and commitment to living in faith, not in fear or legalism. This study confirms that the concept of salvation through grace is the center of Christian faith teachings that need to continue to be lived and conveyed in the lives of the GKPPD congregation today and increase theological knowledge about the concept of salvation and can be a reference for theology students and reading materials in the IAKN Tarutung library.

Erlinda,  Implementation of the Regulation of the Minister of National Education of the Republic of Indonesia Number 25 of 2008 concerning Library Personnel Standards at SMA Negeri 3 Kayu Agung, Ogan Komering Ilir Regency.This research is included in the type of qualitative research. Data collection techniques are carried out by observation, interviews, and documentation studies. The data analysis technique was carried out by analyzing the data of an interactive model from Miles and Huberman.  Research results: 1) Communication has not gone well, so the results achieved are not optimal. In the future, it is hoped that there will be better communication and coordination, so that every problem that occurs is related to the implementation of Permendiknas RI No. 25 of 2008; 2) The intensity of training that is not too routine plus the competence of less qualified employees causes the training provided to have less effect on work achievement; 3) The implementation of Permendiknas RI No. 25 of 2008 concerning Library Personnel Standards at SMA Negeri 3 Kayuagung already has  a clear operating system (SOP) standard; 4) In implementing policies, all policy implementers have a high commitment, and as much as possible will work with full dedication and responsibility for the achievement of the desired goals, as stated in Permendiknas RI No. 25 of 2008 concerning Manpower Standards The library.

Dedi Sugianto. Evaluation of the Serasi Program (Save the Prosperous Swamp of Farmers) in Upang Makmur Village, Makarti Jaya District, Banyuasin Regency. The objectives of this study are: 1) To describe and analyze  the Evaluation of the Serasi Program (Save the Farmers Prosperous Swamp) in Upang Makmur Village, Makarti Jaya District, Banyuasin Regency; 2) To describe and analyze the supporting and inhibiting factors of  the Serasi Program Evaluation (Save the Farmers Prosperous Swamp) in Upang Makmur Village, Makarti Jaya District, Banyuasin Regency. The results of the study stated that: 1) In the context, there are still many needs that have not been met in the implementation of  the Serasi Program (Save the Prosperous Swamp of Farmers) in Upang Makmur Village, Makarti Jaya District, Banyuasin Regency. The condition of the embankment that is not too high, then the farmers are not compact in carrying out this program is a problem that must be solved immediately; From the input evaluation, it is known that the residents of Upang Makmur village as the implementer of the SERASI program have strong characteristics and a high commitment in making the SERASI program a success; Regarding the procedures in working, the residents of Upang Makmur village have followed all applicable rules; In the evaluation of the program, it can be concluded that the SERASI program in Upang Makmur Village has been implemented well, but not optimally, because there are still many things that must be improved in the future, so that the expected goals can really be maximally achieved. 2) The supporting factors in the  Evaluation of the Serasi Program (Save the Prosperous Swamp of Farmers) in Upang Makmur Village, Makarti Jaya District, Banyuasin Regency are as  adequate supporting infrastructure, the commitment and seriousness of the people of Upang Makmur Village in carrying out the program, the supervision carried out, and the clear program implementation procedures, the inhibiting factor is the condition of seawater that often enters agricultural land. The entry of seawater is also due to the condition of the embankment at several points that are not too high, so that seawater can enter agricultural land.

Interpersonal communication is communication between a communicator and a communicant. This type of communication is considered the most effective in changing someone's attitude, opinion or behavior, because of its dialogic nature in the form of a conversation. Commitment to the organization means the level of trust and acceptance of the workforce towards the goals of the organization and the desire to remain in the organization which is ultimately reflected in the problems above. This research has several objectives, namely to analyze interpersonal communication skills between school principals and Telekomedika Vocational School teachers and to analyze the organizational commitment of Telekomedika Vocational School teachers. This research uses descriptive qualitative, with the data collected mostly in the form of words or images rather than numbers. The subjects in this research were leaders, teachers and staff at Bogor Telekomedika Vocational School. The research carries out analysis of the data obtained through interviews and other documents by combining and selecting data that is close to suitability related to the research study. The results of the research show that interpersonal communication can be done by improving communication so that they are more motivated to complete the work given by the organization, developing a positive attitude and attention to work in each teacher, setting work goals and trying to improve teachers' work knowledge. It is known that teachers' organizational commitment at Telekomedika Vocational Schools means that teachers as educators and instructors should have a commitment to the organization as a process that is not only limited to creating new ideas or thoughts.  The idea must be implemented through an adoption process, and adoption is the decision to use commitment to the organization as a whole as the best course of action. 

This study aims to explore efforts to improve teacher professionalism and determine the supporting and inhibiting factors of the madrasah principal's efforts at MTS Arrabi Tamansuruh. Using a qualitative descriptive approach, data collection methods include observation, interviews, and documentation. Data were analyzed using an interactive analysis model. The results of the study indicate that the madrasah principal plays an important role in improving the personality and skills of teachers through role models. In addition, increasing capacity through training, implementing teacher working group (KKG) programs to providing facilities and resources. The madrasah principal also focuses on motivating and rewarding teachers. In addition, several supporting factors are also listed, including managerial support, availability of resources, teacher motivation, partnerships and collaboration. While inhibiting factors include lack of support from human resources in accordance with the field of science, lack of awareness, teacher commitment, changes in curriculum and policies and budget constraints that prevent teachers from participating in training and self-development.

In a change towards what is desired, change management is needed to provide stimulus and also a supervisory and control function in each change process. In this case study, KPP PMB succeeded in carrying out development and obtaining the ZIWBK predicate through three change management implementation processes. The first stage, namely Re-freezing, at this stage it is hoped that all stakeholders will be aware of the need for change, on the basis of which they are required to form an organizational structure to make changes along with the work program that will be delivered. The second stage is the change stage, this stage changes begin to be carried out by executing all the work programs that have been created, socialization from change agents is very necessary to communicate the goals and regulations changed by the organization as well as the commitment of all employees in making changes in behavior, mindset and culture . Changes that have been successfully implemented must be maintained according to documented standards and also carried out regular evaluations in accordance with the aim of the last stage, namely refreezing.