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This study aims to determine and analyze the influence of Servant Leadership, Work Motivation, and Work Environment on Employee Job Satisfaction at the Jimbun Medika Inpatient Primary Clinic. The background of this research is based on the phenomenon observed in the field, where employee job satisfaction levels show frequent fluctuations. These fluctuations have the potential to impact not only individual productivity but also the overall quality of healthcare services provided to patients. The research method used is a quantitative approach with a survey technique as the primary data collection method. The population in this study includes employees of the Jimbun Medika Inpatient Primary Clinic, with data collected using structured questionnaires. The data were analyzed using statistical tools, including multiple linear regression analysis, to determine the effect of the independent variables on the dependent variable. The research findings indicate that Servant Leadership (X1), when tested partially, does not have a significant effect on employee job satisfaction. In contrast, Work Motivation (X2) and Work Environment (X3) each show a positive and significant influence on employee job satisfaction. Furthermore, when analyzed simultaneously, all three independent variables—Servant Leadership, Work Motivation, and Work Environment—have a significant combined effect on job satisfaction levels among employees at the clinic. These findings suggest that to improve employee satisfaction and ultimately enhance service quality, the management of Jimbun Medika should prioritize improving motivation and providing a supportive work environment, while also re-evaluating leadership strategies to better align with employee needs and expectations.

Labor-intensive garment industries are experiencing significant employment challenges in the post-pandemic era, which has direct implications for the achievement of organizational objectives. This study was conducted to examine the effects of work-life balance, workload, and job stress on turnover intention among employees of PT 3Di Garmentech in West Jakarta. The research employed a quantitative approach with a sample of 70 respondents, selected using a saturated sampling technique, meaning all members of the population were included as respondents. Data collection was carried out through structured questionnaires, and the analysis was conducted using multiple linear regression methods, complemented by interval value interpretation on a Likert scale. The data were processed with the help of Microsoft Excel and SPSS version 26 to ensure accuracy in statistical testing. Findings from the study revealed that workload and job stress significantly and positively influenced turnover intention, indicating that higher levels of these factors increased employees’ desire to leave the company. Meanwhile, work-life balance showed no significant impact on turnover intention, suggesting that despite potential difficulties in balancing personal and professional roles, employees’ decisions to resign were more strongly driven by excessive workload and heightened job stress. These results emphasize the importance for garment companies to manage workload effectively and reduce stress levels to maintain employee retention and organizational stability.

This study aims to determine the effect of work environment and work discipline on employee performance at the Jakarta Education Quality Assurance Agency (BPMP). Work environment and work discipline are important factors that can influence employee productivity and performance effectiveness, especially in government agencies engaged in improving education quality. The research method employed is an associative quantitative approach, with data collection techniques involving a questionnaire distributed to the entire population, comprising 87 BPMP employees, using total sampling. Data testing was conducted through validity tests, reliability tests, classical assumption tests, multiple regression analysis, t-tests (partial), F-tests (simultaneous), and determination coefficients. The research results indicate that both the work environment and work discipline have a positive and significant impact on employee performance, both partially and simultaneously. A comfortable work environment and high work discipline can drive improvements in employee performance in carrying out their duties and responsibilities. This study contributes as a basis for evaluation and improvement of human resource management at the Jakarta Capital City BPMP in creating a conducive work environment and a disciplined work culture.

This study aims to examine the effect of work discipline, work motivation, and work environment on employee performance at PT. Yara Berkah Semesta Kediri. The research employed a quantitative approach with a survey method by distributing questionnaires to 50 employees, who were selected as the sample using a census technique. The data analysis techniques used in this study included validity and reliability tests, classical assumption tests, multiple linear regression analysis, t-test, and F-test, with the assistance of SPSS software. The results revealed that, partially, work discipline and work motivation did not have a significant effect on employee performance, while the work environment had a positive and significant effect. Simultaneously, work discipline, work motivation, and work environment had a positive and significant effect on employee performance, with an F-value of 32.586 and a significance level of 0.000. These findings indicate that employee performance improvement is more strongly influenced by a supportive and comfortable work environment. Therefore, the company is advised to reconsider its strategies for enhancing discipline and motivation, while maintaining a conducive work environment to support productivity. The practical implications of this study suggest that organizations should prioritize creating and maintaining a positive work environment as a fundamental strategy to boost performance. Additionally, companies need to design interventions that strengthen employee discipline and motivation, such as recognition programs, training, and clear performance management systems, while ensuring that these efforts are integrated with improvements in the work environment.

This study aims to examine the effect of work discipline, work motivation, and work environment on employee performance at PT. Yara Berkah Semesta Kediri. The research employed a quantitative approach with a survey method by distributing questionnaires to 50 employees, who were selected as the sample using a census technique. The data analysis techniques used in this study included validity and reliability tests, classical assumption tests, multiple linear regression analysis, t-test, and F-test, with the assistance of SPSS software. The results revealed that, partially, work discipline and work motivation did not have a significant effect on employee performance, while the work environment had a positive and significant effect. Simultaneously, work discipline, work motivation, and work environment had a positive and significant effect on employee performance, with an F-value of 32.586 and a significance level of 0.000. These findings indicate that employee performance improvement is more strongly influenced by a supportive and comfortable work environment. Therefore, the company is advised to reconsider its strategies for enhancing discipline and motivation, while maintaining a conducive work environment to support productivity. The practical implications of this study suggest that organizations should prioritize creating and maintaining a positive work environment as a fundamental strategy to boost performance. Additionally, companies need to design interventions that strengthen employee discipline and motivation, such as recognition programs, training, and clear performance management systems, while ensuring that these efforts are integrated with improvements in the work environment.

This study aims to determine the influence of compensation, occupational safety and health, and work motivation on employee job statisfaction. Data were collected using a questionnaire distributed to employees of CV. Rizky Berdikari Mandiri. The sampling technique used was saturated sampling, with a total of 53 respondents. The analytical tool used is descriptive (primary data) by using a questionnaire which is assisted by a likert scale and given to respondents. The analytical tool used is SPSS software version 29. The results of the study show that partially Compensation and Occupational Safety and Health (K3) have a positive and significant effect on employee job statisfaction, while Work Motivation does not have a significant effect on employee job statisfaction at the CV. Rizky Berdikari Mandiri. However, the study also found that work motivation does not have a significant effect on employee job satisfaction at CV. Rizky Berdikari Mandiri. This finding suggests that while motivation is often seen as a driving factor for employee performance, other factors, such as compensation and workplace safety, may have a more direct and immediate influence on job satisfaction in this particular context. It is possible that the intrinsic and extrinsic motivators currently in place at the company may not be as effective or prominent in comparison to compensation and safety initiatives. The study concludes that while compensation and occupational safety are significant drivers of job satisfaction, work motivation should still be addressed but perhaps with more targeted strategies to ensure that employees are adequately motivated and engaged. Further research could explore how different types of motivation—intrinsic and extrinsic—affect employee satisfaction in various organizational settings.

This study examines the role of organizational citizenship behavior (OCB) as a moderator in the relationship between employee engagement, job satisfaction, and employee performance at the Tarokan District Office in Kediri Regency. The research focuses on analyzing how these variables interact and influence each other within the organizational context. The findings indicate that employee engagement has a significant impact on employee performance. This suggests that when employees are more engaged in their work, they tend to exhibit higher levels of performance. Similarly, job satisfaction also significantly influences employee performance. Employees who are satisfied with their work environment and tasks tend to perform better in their roles. However, the study reveals that organizational citizenship behavior does not significantly influence employee performance. This implies that while OCB is often considered a valuable aspect of employee behavior, it does not directly affect how well employees perform their tasks in this particular setting. Additionally, employee engagement does not significantly affect organizational citizenship behavior, indicating that engaged employees do not necessarily engage in extra-role behaviors like helping others or going beyond job requirements. The research also shows that job satisfaction does not have a significant effect on organizational citizenship behavior, which suggests that employees’ satisfaction with their work does not automatically lead to behaviors that contribute to the broader success of the organization. Furthermore, neither employee engagement nor job satisfaction significantly influences employee performance through organizational citizenship behavior, indicating that OCB does not serve as an effective moderator in these relationships. In conclusion, the main factor in improving employee performance is organizational citizenship behavior does not play a significant moderating role in this dynamic at the Tarokan District Office.

PT Telkom Indonesia is a state-owned telecommunications and information technology company in Indonesia that provides various digital and telecommunication services. The data collection technique used is non-probability sampling with a saturated sampling technique. This study uses a quantitative approach with data collected through research instruments. The data analysis techniques used include instrument testing, descriptive analysis, classical assumption tests, multiple linear regression analysis, the coefficient of determination test, and hypothesis testing using SPSS 26. The results of the study show that the t-count value for the Leadership Style variable is less than the t-table value (0.922 < 2.042) and the significance value in the t-test is 0.364 > 0.05. This indicates that Leadership Style (X1) does not have a significant effect on Work Motivation (Y) of employees at PT Telkom Indonesia Witel Bekasi. Meanwhile, the t-count value for the Work Stress variable is also less than the t-table value (-0.480 < 2.042) and the significance value is 0.635 > 0.05. Thus, it can be concluded that Work Stress (X2) does not have a negative or significant effect on Work Motivation (Y) of employees at PT Telkom Indonesia Witel Bekasi. Simultaneously, both Leadership Style (X1) and Work Stress (X2) do not have a significant effect on Work Motivation (Y). This is shown by the F-test result, where the F-count value (0.523) is lower than the F-table value (3.316), and the significance value of 0.598 is greater than 0.05.

This study aims to analyze the influence of remuneration, work environment, and work-life balance on employee performance at PT Duta Utama Mustika. The background of this research lies in the importance of improving employee performance to achieve optimal company goals. Factors such as a fair remuneration system, a comfortable work environment, and maintaining a balance between work and personal life are believed to significantly impact employee productivity and performance. This research employed a quantitative approach with a sample of 80 employees selected using a specific sampling technique. Data were collected through questionnaires using a five-point Likert scale to measure variables including remuneration, work environment, work-life balance, and employee performance. Data analysis was conducted using multiple linear regression with the assistance of SPSS software. The results of the study indicate that remuneration has a significant effect on employee performance, meaning that providing appropriate and fair compensation can enhance motivation and work performance. Similarly, the work environment significantly influences performance, suggesting that a safe, comfortable, and supportive workplace contributes to employee productivity. In addition, work-life balance was also found to have a significant effect on performance, demonstrating that balancing job demands with personal life is essential for employees to remain focused and perform effectively. Based on these findings, the company is recommended to improve its remuneration system, create a more conducive work environment, and implement policies that promote work-life balance in order to enhance overall employee performance sustainably.

This community service activity was carried out at Laundry A2 Palembang City with the aim of improving the financial literacy of micro business actors through simple financial bookkeeping assistance. Many micro business actors experience difficulties in recording financial transactions systematically, which has an impact on their inability to evaluate the financial condition of the business accurately. Through a participatory approach and direct training at the place of business, this activity focuses on the importance of recording daily income and expenses, as well as the preparation of monthly income statements. The results of the mentoring show that the owners and employees of A2 Laundry are starting to be able to implement a structured daily bookkeeping system. In addition, the increase in understanding of financial management can be seen from the post-test results, which increased by up to 70% compared to the pre-test. A2 Laundry now has a simple income statement that can be used as a basis for business decision-making. The success of this activity shows that a simple bookkeeping model that is tailored to business needs can be implemented effectively by MSME actors. In the future, similar approaches can be replicated in other micro-enterprises to strengthen the financial foundations of local businesses.

This report discusses the mental workload of employees in the Human Resources (HR) Department of PT X in Gresik, which is an important concern in the context of employee productivity and well-being. The purpose of this research is to identify the factors that influence mental workload and provide recommendations for improvement. The research methods used include observation, interviews, and the distribution of questionnaires to all HR employees, with the NASA TLX approach to measure the level of mental workload. The research sample consists of eight employees selected based on the questionnaire results. The data analysis technique was carried out by identifying factors that influence mental workload and evaluating the effectiveness of interventions through counseling sessions. The research results show that mental workload is influenced by high job demands, lack of team support, and poor communication. The counseling sessions conducted had a positive impact on employee stress management. The novelty of this research lies in its focus on mental workload within the organizational context, as well as recommendations for more humane policies. The implications of this research highlight the importance of paying attention to employees' mental well-being to enhance productivity and create a healthier work environment. This research is expected to serve as a reference for management in designing strategies that support employee well-being.

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.

This study aims to determine the effect of Work Division (X1), Work Discipline (X2), and Workload (X3) variables on Employee Performance (Y) at PR Gudang Rasa Srikaton Ringinrejo Kediri. The type of research employed is quantitative with an associative approach. Data collection techniques involved primary data obtained through questionnaires and secondary data derived from company documents. The sampling technique used was a saturated sample, in which the entire population was taken as respondents, resulting in 50 employees as the research sample. The data analysis techniques applied included Validity and Reliability Tests to ensure the quality of the instrument, Classical Assumption Tests to test the feasibility of the model, and Multiple Linear Regression Analysis as the primary method to measure the influence between variables. Furthermore, hypothesis testing was conducted through the t-test, F-test, and the Coefficient of Determination (R²). The partial test results (t-test) show that the work division variable has a positive and significant effect on employee performance with a t-value of 3.611 and a significance of 0.001. The work discipline variable also has a significant effect with a t-value of 2.719 and a significance of 0.009. Meanwhile, workload has a significant effect with a t-value of 2.349 and a significance of 0.023. Simultaneously, the F-test indicates that the three independent variables significantly affect employee performance, with an F-value of 26.652 and a significance of 0.000. The R Square value of 0.635 indicates that 63.5% of the variation in employee performance can be explained by work division, work discipline, and workload, while the remaining percentage is influenced by other factors. Thus, this study concludes that work division, workload, and work discipline, both partially and simultaneously, play an important role in improving employee performance at PR Gudang Rasa Srikaton Ringinrejo Kediri.

This study is motivated by the importance of employee performance as a key factor in achieving organizational goals. Optimal performance is significantly influenced by various factors, one of which is workload and the working environment. An unbalanced workload can hinder productivity, while a non-conducive working environment can reduce comfort and work enthusiasm. Therefore, this study aims to analyze the impact of workload and the working environment on employee performance at PT Kampung Bali Indah Jakarta Pusat, both partially and simultaneously. This study uses a quantitative approach with a saturated sample of 52 respondents. Data collection was conducted using questionnaires, and the data were analyzed using SPSS version 25. The analysis included validity and reliability tests, classical assumption tests, multiple linear regression, t-tests, F-tests, and the coefficient of determination. The results show that workload has no significant partial effect on employee performance. This indicates that, although excessive workload can affect performance, other factors play a more dominant role in influencing employee performance. In contrast, the working environment has a positive and significant impact on employee performance. A conducive work environment provides comfort for employees to work more effectively and efficiently. Simultaneously, both workload and the working environment significantly affect employee performance, contributing 73.5%. This means that more than 70% of employee performance is influenced by these two factors, while the remaining performance is influenced by other factors not covered in this study. These findings suggest that to improve employee performance, the company should enhance the working environment to better support employee comfort and productivity. On the other hand, workload management should also be adjusted to remain optimal without adding excessive pressure on employees.

This study aims to examine and analyze how the implementation of Standard Operating Procedures (SOP) impacts employee performance improvement at Chatter Lounge Restaurant, Gumaya Tower Semarang. The background of this research stems from initial observations and interviews that revealed inconsistencies in SOP implementation, particularly in aspects of grooming and staff attitudes toward guests. A qualitative descriptive method with a case study approach was employed to gain a comprehensive understanding of the phenomenon. Data were collected through in-depth interviews with four key informants, direct observations of operational activities, and digital documentation related to SOP practices. The data analysis followed the interactive model of Miles and Huberman, which includes three main stages: data reduction, data display, and conclusion drawing. The findings indicate that SOP implementation positively contributes to enhancing employee discipline, time efficiency, and accuracy in following service procedures, leading to a more standardized service quality. Nevertheless, the implementation is not yet fully optimal as several employees lack a comprehensive understanding of SOP content. Inhibiting factors include limited advanced training opportunities, one-way briefings that restrict interactive communication, and the absence of a performance-based reward system to motivate staff. The study highlights that while SOPs serve as a crucial guideline to improve consistency and professionalism, their effectiveness depends heavily on continuous reinforcement and employee engagement. Therefore, it is recommended that the restaurant management strengthen SOP implementation through ongoing training, more participatory internal communication, and the establishment of performance-based reward mechanisms to maximize employee motivation, ensure service excellence, and ultimately enhance guest satisfaction.

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.

PT. Surya Pratista Hutama, as a company committed to improving the quality of its human resources, continues to strive to provide innovations to support employee competency development. One strategic step taken is the implementation of a Learning Management System LMS as a form of learning innovation in the digital era. This LMS implementation is not only intended as a means of knowledge transfer, but also as a medium to create a culture of sustainable learning within the company environment. The observation conducted aims to determine the extent to which the LMS can support the learning process in the company, with a focus on its effectiveness, challenges, and impact on improving employee competency. The method used is a descriptive study with a qualitative approach, through interviews, direct observation, and documentation related to digital-based learning activities. The observation results show that the implementation of the LMS provides various benefits, including easy access to learning anytime and anywhere, flexibility that allows employees to adjust their learning schedules to work activities, and increased motivation and independence in learning. However, there are several obstacles that require attention, such as limited digital literacy among some users, lack of direct interaction between instructors and participants, and the need to adjust content to be more relevant to daily work demands. Overall, the LMS has great potential to improve the effectiveness of training at PT. Surya Pratista Hutama.

The Regional Drinking Water Company (PDAM) Tirta Perwira Purbalingga is a regional institution that provides clean water services to 62,748 customers in Purbalingga Regency. The company’s performance is strongly influenced by the quality of its human resources. This study aims to analyze the effect of training, work climate, and job rotation on employee performance. The research used a quantitative approach with descriptive methods and data processing through SPSS version 25.0. The population consisted of 164 employees, with a sample of 62 respondents determined by the Slovin formula (10%) using stratified random sampling. The results showed that training and work climate had a positive and significant effect on employee performance, while job rotation did not have a significant effect. The coefficient of determination (R²) was 96.4%, meaning that the three variables together explained 96.4% of employee performance, while the remaining 3.6% was influenced by other factors not examined in this study. These findings indicate that systematic training and a supportive work climate are the dominant factors in improving performance, whereas job rotation requires better alignment with employee competencies to be effective. In conclusion, PDAM Tirta Perwira needs to strengthen its training programs, foster a conducive work atmosphere, and carefully evaluate job rotation policies. The results of this study are expected to contribute to the development of human resource management strategies and provide reference material for future research on organizational performance.

The increasing number of coffee shops in the modern era, especially in developing cities such as Cilegon, has triggered increasingly competitive market conditions. Dream Coffee, as a newly established coffee shop, faces challenges in introducing its brand and attracting consumer attention amid the dominance of more established coffee shops. This study aims to examine the marketing communication strategies implemented by Dream Coffee and to identify the factors that support and hinder the process of building brand awareness among its consumers.This research employs a qualitative approach, focusing on gaining an in-depth understanding of the social phenomena occurring at Dream Coffee through descriptive data collection and direct interaction. Data were collected using structured interviews, direct observation, and documentation involving the owner, internal consultant, employees, and customers or consumers.The findings indicate that Dream Coffee utilizes various elements of Integrated Marketing Communication (IMC), including advertising, personal selling, word-of-mouth marketing, sales promotion, and events and experiences. The main supporting factors are consistent and targeted communication, internal team solidarity, and an appealing visual brand identity. Meanwhile, challenges include limited physical facilities and a market reach that has not yet been maximized. Overall, it can be concluded that Dream Coffee successfully implements effective marketing communication strategies not only digitally but also in building brand awareness and creating emotional engagement with consumers.

This study examines effects of resilience, social support, and psychological well-being on employee performance at CV Duta Jaya Tehnic. Resilience refers to an individual’s capacity to handle work pressure and challenges. Social support includes assistance from coworkers and family. Psychological well-being denotes a healthy mental state. The study proposed significant partial and joint effects for the three predictors. A quantitative survey design was used. Questionnaires were distributed to 38 employees. Multiple linear regression evaluated partial and joint relationships between predictors and performance. Results show a significant positive effect of resilience on performance (p = 0.001 < 0.05). Social support (p = 0.573) and psychological well-being (p = 0.700) show no significant partial effects. Jointly, the three predictors explain performance significantly (p < 0.001). The findings highlight a central role for personal resilience in improving performance at CV Duta Jaya Tehnic, while social support and psychological well-being show no standalone effect within this sample. Overall, the regression model with the three predictors provides meaningful explanatory power for employee performance in this company. Managerial implications follow from the evidence. Prioritize initiatives to build resilience, including brief coping-skill sessions, energy management, and recovery practices. Maintain support systems and well-being programs, yet direct resources first toward resilience building.