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This Community Service Program (PKM) was designed to strengthen national character and identity through the application of Asta Cita values among the residents of Rejuno Village, Karangjati District, Ngawi Regency, East Java. Conducted over two days, the program involved active participation from youth groups, community leaders, and village officials. The activities consisted of the introduction of national and civic values, interactive discussions with local figures, and group reflections aimed at formulating social commitments rooted in the Asta Cita principles. The findings show a notable increase in participants’ understanding and appreciation of the eight core values: patriotism, mutual cooperation, honesty, responsibility, hard work, discipline, tolerance, and social justice. Moreover, local wisdom and traditions—such as martial arts practices and community deliberations—were revitalized as effective tools for embedding these values within daily life. This program highlights that national character building does not solely rely on formal education or governmental initiatives but can also grow organically from community-based cultural practices. By integrating local heritage with national ideals, the PKM successfully promoted a sense of unity, civic awareness, and moral responsibility among the people of Rejuno Village, illustrating how local culture can serve as a strong foundation for fostering national identity and integrity.

This study examines the strategic role of job satisfaction in shaping organizational commitment in the context of companies by synthesizing empirical evidence published between 2016 and 2025. Although it has been extensively researched, findings related to the consistency and determinants of the relationship between job satisfaction and organizational commitment are still scattered and have not been integrated, thus requiring comprehensive mapping. Therefore, this study aims to identify empirical patterns, conceptual issues, and theoretical foundations that explain how job satisfaction contributes to the formation of organizational commitment. Using the PRISMA based Systematic Literature Review (SLR) method, 35 articles were selected through the stages of identification, screening, quality assessment, and thematic synthesis. The review results show that job satisfaction is consistently a major predictor of organizational commitment in various corporate sectors. These findings are consistent with theories such as Social Exchange Theory, Equity Theory, Herzberg's Two Factor Theory, and Job Demands Resources Model, which explain the cognitive and affective mechanisms of commitment formation. In addition, variables such as work environment, job involvement, work life balance, internal CSR, and HR practices were identified as mediators or moderators that strengthen this relationship. This study concludes that increasing job satisfaction is an important strategy for strengthening commitment, reducing turnover intentions, and improving organizational performance. This review contributes to an integrative understanding of empirical developments and theoretical perspectives, and provides recommendations for future research to expand the data base and consider cross-cultural dynamics in organizations.

This community service activity aims to enhance students' understanding and awareness of the green marketing concept and the importance of environmental preservation. Through socialization activities conducted via seminars, interactive workshops, educational module distribution, and group discussions, students of the Management Study Program at Universitas Serang Raya gained insights into sustainable and environmentally friendly marketing practices. Evaluation results indicate a significant increase in students' comprehension of green marketing concepts and environmental awareness. Students also demonstrated active participation, presented creative ideas, and showed commitment to applying sustainability principles within the campus and surrounding communities. This activity contributes to fostering pro-environmental behavior, strengthening students' capacity as agents of change, and supporting the educational institution's role in sustainable development. The results of this service are expected to be an initial step for integrating green marketing and environmental awareness education into the curriculum and ongoing campus activities.

This study aims to determine and analyze the Professionalism of Apparatus in the Implementation of Public Services at the Investment and One-Stop Integrated Services Office of Gorontalo City. Viewed from the aspects of: (1) Competence, (2) Effectiveness, (3) Efficiency, and (4) Responsibility. This research method uses a Qualitative Approach with a Descriptive type. Data collection techniques used in this study are observation, interviews, and documentation. The results of the study indicate that in the competence dimension, the apparatus has had adequate technical capabilities, evidenced by mastery of the OSS system and participation in various training. The effectiveness dimension is also quite good, indicated by the timeliness of service even though sometimes hampered by OSS network disruptions. In the efficiency dimension, services have run optimally through the use of online systems that save time and costs, and received support from the SKM results with a value of 90.17 in the "very good" category. Meanwhile, in the responsibility dimension, the apparatus shows high discipline and work commitment, although there are still several cases of delays and permission to leave the office during working hours. Overall, it can be concluded that the professionalism of the Gorontalo City DPMPTSP apparatus in providing public services is classified as good, but still requires improvement, especially in the aspects of effectiveness and responsibility.

Transformational leadership is an important paradigm in strengthening modern governance that is oriented towards innovation, accountability, and public service. This research aims to examine the concepts, roles, and challenges of transformational leadership in the context of the Indonesian public sector through a literature study approach. The study was conducted on 15 open academic sources relevant to digital bureaucratic issues, apparatus work motivation, and organizational reform. The results of the study show that transformational leadership is able to increase performance effectiveness, strengthen employee commitment, and accelerate the digital transformation of the bureaucracy through an inspiring vision, intellectual stimulation, and individual attention to subordinates. In addition, this leadership contributes to the formation of a collaborative work culture and the improvement of public service innovations that are adaptive to the needs of the community. However, its implementation still faces structural obstacles, such as hierarchical culture, resistance to change, weak digital competence of the apparatus, and limited policy and human resource support. Therefore, a strong integration between transformational values, adaptive leadership competencies, and good governance principles is needed to drive sustainable and performance-oriented bureaucratic change that is superior to public performance.

This study analyzes the inclusive education policy in Surabaya and its impact on the performance of elementary school educators. Using a descriptive qualitative approach, data were collected through observation, interviews, and questionnaires, then analyzed using source triangulation. The findings reveal that educators show strong commitment and apply various learning strategies to accommodate students with special needs. However, significant challenges persist, including limited facilities, a shortage of qualified personnel, and insufficient specialized training. In addition, factors such as high workload and social stigma hinder the effective implementation of inclusive education. Despite these obstacles, the policy demonstrates promising potential through systemic support, collaboration with parents, and the contribution of special assistant teachers. To achieve greater effectiveness, improvements in school infrastructure, continuous professional development, and more inclusive educational environments are essential. Strengthening stakeholder cooperation between schools, local governments, and communities will further enhance the sustainability and success of inclusive education in Surabaya.

The digital transformation era requires university students to develop digital literacy competencies that not only support academic activities but also serve as essential capital for entering the workforce and pursuing entrepreneurship. One relevant professional platform to enhance career readiness is LinkedIn, which serves as a medium for both personal branding and professional networking. This community service aimed to improve students’ digital literacy and career readiness through mentoring sessions on LinkedIn account optimization. The program involved the students from the English Education (TBI) and Physics Education (TFS) study programs at the Faculty of Tarbiyah and Teacher Training, UIN Palangka Raya, comprising prospective teachers and professionals across various disciplines. The implementation was carried out through tutorials and direct mentoring in two sessions, covering account creation, developing professional headlines and summaries, adding skills and experiences, and uploading simple portfolios. The results indicated that all participants successfully created or improved their LinkedIn profiles, actively engaged in the activities, and demonstrated a greater awareness of the importance of a professional digital identity, which can be seen from the students’ participation, the quality of the profiles produced, and their commitment to continuously developing their LinkedIn accounts. The program highlights LinkedIn’s strategic role in strengthening digital literacy and career readiness among university students in the global era.

The findings of this study indicate that work environment, job satisfaction, and motivation simultaneously have a significant effect on the commitment of teachers and staff at Petukangan Selatan 01 Public Elementary School. This shows that a conducive work environment, such as adequate facilities, supportive colleagues, and a comfortable atmosphere, can increase the sense of belonging and loyalty among employees. Job satisfaction, which includes aspects such as fairness in rewards, recognition of achievements, and appropriate workloads, also contributes to strengthening work commitment. In addition, motivation, both intrinsic and extrinsic, plays a central role in encouraging employees to perform their duties with responsibility and enthusiasm. These findings also reinforce the importance of creating a balance between external factors (such as work environment) and internal factors (such as motivation and job satisfaction) to achieve strong commitment. Therefore, the implication of this research is that school management needs to continuously improve working conditions, develop fair reward systems, and provide opportunities for career development. By doing so, the commitment of teachers and staff can be maintained and even enhanced, which in turn will support the achievement of school goals more effectively.

A company's productivity is greatly influenced by the quality of employee performance, which makes employees an important asset in achieving organizational goals. This study aims to analyze the influence of job skills, work experience, and work commitment on employee performance on CV Medali Mas. The research method used is a quantitative approach with multiple linear regression analysis techniques. Data were collected through questionnaires that had been tested for validity and reliability, and classical assumption tests were carried out including normality, multicollinearity, heteroscedasticity, and linearity tests. The results of the analysis showed that simultaneously, the three independent variables, namely work skills, work experience, and work commitment, had a significant effect on employee performance (F count = 6.788; Sig. < 0.001). However, only work experience showed a significant effect on employee performance (t count = 2.765; Sig. = 0.009), while work skills (Sig. = 0.072) and work commitment (Sig. = 0.531) had no significant effect. These findings confirm that work experience is a dominant factor in improving employee performance at CV Medali Mas. The implications of this study suggest that companies pay more attention to the track record of work experience in the recruitment and human resource development process to increase productivity optimally.

This study aims to examine the influence of transformational leadership, work motivation, and organizational culture on organizational commitment at PT Kembang Jawa Permai. The research employs a quantitative approach with an associative causal design, using a survey method and data collected through a questionnaire distributed to all 46 employees as respondents. The sampling technique used is saturated sampling, considering the small population size. Data analysis was performed using multiple linear regression analysis with validity, reliability, and classical assumption tests (normality, multicollinearity, heteroscedasticity, and linearity) conducted beforehand to ensure model accuracy. The results indicate that transformational leadership, work motivation, and organizational culture each have a positive and significant effect on organizational commitment, both partially and simultaneously. Among the three variables, organizational culture shows the most dominant influence, indicating that strong organizational values and teamwork orientation play a key role in strengthening employee commitment. The coefficient of determination (R²) of 0.848 implies that 84.8% of the variation in organizational commitment can be explained by the three independent variables. This study contributes to human resource management theory and provides practical insights for organizations to enhance employee commitment through effective leadership, motivation, and cultural reinforcement.

This study aims to analyze the influence of emotional intelligence, work discipline, and job commitment on employee productivity at DP3AP2KB Kota Kediri. The research employed a quantitative approach with a population of 45 employees, all of whom were included as the sample using a saturated sampling technique. The research instrument was a five-point Likert-scale questionnaire tested for validity and reliability. Data were analyzed using multiple linear regression with the aid of SPSS version 25, preceded by validity, reliability, and classical assumption tests (normality, multicollinearity, and heteroscedasticity). The results indicate that emotional intelligence has a significant partial effect on employee productivity, while work discipline and job commitment show no significant effect. However, simultaneously, the three independent variables significantly affect productivity with an Adjusted R² value of 0.846. These findings highlight that emotional intelligence is the dominant factor influencing productivity, whereas work discipline and job commitment function more as basic requirements already embedded within bureaucratic systems. The practical implication of this study suggests the need for soft skill development programs, emotional management training, and the improvement of employees’ interpersonal skills to enhance productivity in the public sector.

This study investigates the impact of Employee Engagement and Work-Life Balance on Job Satisfaction among employees at the Depok City Land Office. The research employed purposive sampling to select participants, and data were collected directly through questionnaires distributed to the respondents. All research instruments underwent rigorous validity and reliability testing, confirming that the items were appropriate for further statistical analysis. Using multiple linear regression analysis, the study found that both Employee Engagement and Work-Life Balance significantly and positively influence Job Satisfaction, both individually and collectively. The results suggest that employees who are highly engaged in their work and who successfully manage a balance between professional responsibilities and personal life tend to experience higher levels of job satisfaction. The coefficient of determination (R²) of 0.567 indicates that 56.7% of the variability in Job Satisfaction can be explained by these two independent variables, while the remaining variation is attributable to other factors not covered in this study. These findings provide empirical support for the importance of fostering Employee Engagement and creating a supportive work environment that promotes Work-Life Balance as effective strategies for enhancing overall employee satisfaction. Practically, this research offers valuable insights for organizational management, particularly in designing reward systems, implementing career development programs, and establishing policies that help employees balance their work and personal lives. By focusing on these strategies, organizations can sustainably improve employee productivity, commitment, and loyalty.

This study aims to analyze the influence of communication between leaders and employees on improving employee performance at PT Bams Proceed Mandiri Jakarta. The background of this study is the problem of high employee turnover and increasing customer complaints in the 2023–2024 period. This condition indicates an indication of weak internal communication which has an impact on decreasing work quality and customer satisfaction. The research method used is a quantitative approach with a total sampling technique, where the entire population of 55 employees is used as the research sample. Primary data was collected through a questionnaire, while data analysis was carried out using a simple linear regression test using SPSS version 27. The research instrument has been tested for validity and reliability, and tested through classical assumptions to ensure more accurate analysis results. The results show that interpersonal communication, especially vertical communication carried out by leaders through instructions, directions, providing feedback, and awards, has a positive and significant effect on employee performance. These findings demonstrate that the more effective communication between leaders and subordinates, the higher the quality of work, punctuality, and employee commitment to the company. The study's conclusions emphasize that effective communication is not only a tool for conveying information, but also an important strategy in building harmonious working relationships, motivating employees, and increasing productivity. Therefore, companies need to strengthen their internal communication systems as part of their human resource management strategy.

This study aims to describe the lifestyle and potential participation of financial institution pension funds (DPLK) among young workers in Jakarta. The study respondents included 42 young workers with various occupational backgrounds and income levels. The results showed that 46% of young workers have a low-cost lifestyle, so they stated that preparing for retirement funds early is important. Furthermore, 46% of respondents have the ability to save in DPLK with monthly contributions between Rp100,000–Rp300,000, 28% can contribute more than Rp300,000, while 26% can only set aside less than Rp100,000 per month. This level of awareness shows variations in financial readiness influenced by several factors. First, a still dominant consumptive lifestyle causes some young workers to delay retirement planning. Second, low financial literacy regarding pension funds makes them less aware of the benefits and urgency of DPLK participation. Third, the perception that retirement is still far away encourages delays, thus reducing commitment to active participation. To increase young worker participation, several strategies can be adopted, including relevant and contextual pension fund education, providing digital platforms that facilitate access, implementing incentive systems to attract interest, and positioning Pension Funds (DPLK) as part of a modern lifestyle. Furthermore, innovative ultra-micro DPLK products can reach workers with limited financial resources. If these strategic steps are implemented consistently, young worker participation in DPLK has the potential to increase significantly. Thus, pension funds in Indonesia can enter a "dawn" era marked by early awareness, rather than being seen as a "twilight era" relevant only near retirement age.

A partnership agreement is a form of business collaboration, either directly or indirectly, that is established based on the principles of mutual need, mutual trust, mutual reinforcement, and mutual benefit. Such partnerships generally involve Micro, Small, and Medium Enterprises (MSMEs) working with larger businesses in order to create a fairer and more sustainable business relationship. However, in practice, the implementation of partnership agreements often does not reflect these fundamental principles. This is also evident in the nucleus-plasma scheme within the palm oil plantation sector, where the relationship between the nucleus companies and plasma farmers tends to show an imbalance of bargaining power. This study aims to examine the application of partnership principles in the implementation of nucleus-plasma agreements in palm oil plantations, viewed from the perspective of prevailing legislation, particularly the Law on Micro, Small, and Medium Enterprises (MSME Law). The findings indicate that the application of partnership principles has not yet been fully implemented consistently. The partnership relationship remains unequal and is largely dominated by the nucleus companies, creating a sense of injustice for plasma farmers. In terms of supervision, the Indonesian Business Competition Supervisory Commission (KPPU) plays a crucial role in ensuring that partnership agreements are carried out in line with these principles. One of the measures taken is monitoring the implementation of behavioral change commitments by business actors. KPPU ensures that nucleus companies do not abuse their dominant position and continue to provide fair opportunities for plasma farmers. Therefore, this study highlights the importance of strengthening oversight and enforcing regulations so that the objectives of nucleus-plasma partnerships in palm oil plantations can truly be realized in accordance with the principles mandated by law.

This study explores the role of principal leadership style in shaping the quality of 21st-century teaching skills among elementary school teachers in Indonesia, with particular attention to leadership practices, challenges encountered, and strategies for improvement. Using a descriptive qualitative approach, the research was conducted at SD Negeri 90 Sampulungan, Takalar, South Sulawesi, involving the principal and teachers as participants. Data were gathered through in-depth interviews, direct observations, and documentation to provide a comprehensive understanding of the phenomenon. The findings indicate that the principal primarily employed transformational and democratic leadership styles. These approaches motivated teachers by inspiring them with clear visions, serving as role models, and encouraging active participation in decision-making processes. Such leadership practices contributed significantly to teacher engagement and the overall school climate. Teachers, in turn, demonstrated competencies aligned with 21st-century learning demands, particularly through the application of the 4Cs: critical thinking, creativity, communication, and collaboration. They also showed efforts in integrating information and communication technology (ICT) into their teaching practices and implementing interactive classroom management strategies. However, several challenges were identified, including limited availability of facilities, resistance among some teachers toward adopting innovative methods, and the heavy administrative workload that often distracted from instructional focus. To address these issues, the principal implemented various strategies such as organizing continuous professional development training, providing close supervision and mentoring, and offering motivational support to sustain teacher commitment. Overall, the study emphasizes the crucial role of transformational leadership in strengthening teachers’ 21st-century skills and offers practical implications for educational policy development, while also recommending future studies across broader school contexts in Indonesia.

This research is motivated by the declining level of work productivity of PT Rayung Pelangi Nusantara Purbalingga employees, which is suspected to be caused by the suboptimal implementation of occupational safety and health (K3), low organizational commitment, and less than optimal utilization of work experience. The main focus of this study is to analyze the influence of occupational safety and health (K3), organizational commitment, and work experience on employee work productivity partially. This study applies a quantitative approach through the application of multiple linear regression techniques with the help of SPSS version 25 software. The number of research samples consisted of 57 respondents selected using a purposive sampling method, while the data was obtained through a questionnaire instrument. The data analysis process involved validity tests, reliability tests, descriptive analysis, classical assumption tests, t tests, F tests, and coefficients of determination (R-Square). The research findings show that occupational safety and health (K3) has a positive and significant effect on work productivity, organizational commitment has a positive but not significant effect, and work experience has a negative and not significant effect. The coefficient of determination of 0.308 indicates that 30.8% of the variation in work productivity can be explained by these variables, while the remaining 69.2% is influenced by other factors not identified in this study. In conclusion, the increase in employee work productivity is more influenced by the implementation of good OHS, while organizational commitment and work experience have not shown a significant contribution. Therefore, companies are advised to strengthen the occupational safety and health (OHS) system and evaluate HR development strategies so that organizational commitment and work experience can have a greater impact on productivity.

Employee occupational health is of particular concern to all companies, as healthy employees are considered the pillars of organizational success. The purpose of occupational health is to increase job satisfaction and employee participation so that when measuring employee job satisfaction, occupational health is used as a major factor. This study explores the influence of occupational health, safety, and organizational commitment on employee job satisfaction at PT JNE, West Jakarta using quantitative methods. It was found that motivational factors significantly influence job satisfaction, highlighting the importance of motivating employees. Although occupational health and safety did not show a significant direct influence, their implementation remains essential to overall job satisfaction. In addition, increasing organizational commitment through employee engagement and developing corporate culture is also necessary. This research underscores the importance of effective internal communication and data-driven human resource strategies, calling on PT JNE to continuously evaluate and adapt their strategies in a dynamic work environment.

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 qualitative research investigates the influence of work motivation and work environment on employee performance within PT Yusen Logistic Indonesia's warehouse division. Through comprehensive interviews with maritime professionals, educators, and industry experts, this study addresses critical gaps in understanding workforce dynamics in maritime logistics operations. The research employed thematic analysis of semi-structured interviews with 45 participants across three stakeholder groups: operational staff, maritime educators, and industry professionals. Findings reveal that intrinsic motivation factors, particularly career development opportunities and safety recognition, demonstrate stronger correlation with sustained performance than monetary incentives. Work environment quality, including infrastructure adequacy and shift management, serves as a significant moderator affecting motivation–performance relationships. In addition, this research highlights that supportive leadership and open communication further strengthen employee engagement and commitment in high-pressure warehouse operations. Respondents consistently emphasized the importance of aligning organizational goals with individual career aspirations, particularly in a sector where safety and efficiency are paramount. The study also identifies that investment in ergonomic facilities, digital monitoring systems, and structured training programs reduces fatigue and error rates, thus promoting both productivity and safety compliance. The implications extend beyond company-level management to broader maritime education and policy-making. The integration of motivational strategies into vocational curricula can better prepare graduates for the realities of port and logistics operations. Moreover, the findings contribute to developing sustainable logistics practices that balance efficiency, employee well-being, and long-term organizational competitiveness. Overall, the research provides evidence-based recommendations for maritime vocational training programs, human resource management, and port operations strategies in Indonesia’s rapidly growing logistics sector.