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. This study aims to comprehensively analyze the role of management in enhancing organizational effectiveness. In the context of increasingly complex business dynamics, organizations require managerial approaches that are not only efficient but also adaptive to change. This research adopts a descriptive qualitative approach to examine classical to modern management theories, as well as core managerial functions such as planning, organizing, leading, and controlling. Through literature studies and conceptual observations, the research finds that organizational effectiveness is significantly influenced by the consistency and integration of managerial functions, particularly in the context of strategic leadership and efficient resource management. Moreover, the organization’s flexibility in responding to external environmental changes and its ability to create a collaborative and productive work culture are critical success factors. A case study of PT Astra International Tbk serves as concrete evidence of how strategic and structured management can generate sustainable competitive advantages and growth. By applying managerial functions in an integrated manner and aligning them with market and organizational needs, the company maintains superior performance. This research contributes to the development of management science, particularly in the context of organizational effectiveness. The study recommends strengthening managerial capacity, developing visionary leadership, and establishing a result-oriented control system as essential strategies for improving organizational performance

This conceptual study examines how Islamic Da’wah institutions can be strategically transformed to effectively contribute to the achievement of Sustainable Development Goals (SDGs), particularly Goal 4 on quality education and Goal 16 on peace, justice, and strong institutions. Grounded in strategic management principles and the ethical foundations of Islamic thought, especially maqashid shariah (the objectives of Islamic law), the paper presents a model that integrates religious values into institutional planning and reform. By conducting a thorough review of existing literature, the study identifies and synthesizes essential components for transformation, including visionary leadership that prioritizes long-term impact, ethical governance rooted in transparency and accountability, and inclusive education that is both accessible and values-based. The analysis reveals that aligning Islamic ethical frameworks with global development goals can enhance the operational effectiveness and social relevance of Da’wah institutions. Moreover, the incorporation of maqashid shariah in organizational strategy promotes a holistic approach to development that balances spiritual and material objectives. The study argues that by embracing strategic planning processes that reflect both Islamic values and modern development practices, Da’wah institutions can play a crucial role in advancing educational equity and institutional integrity. This not only strengthens the legitimacy and sustainability of these organizations but also positions them as key partners in the broader development agenda. Ultimately, the paper contributes to ongoing discussions about the role of faith-based organizations in global development by offering a conceptual framework that bridges Islamic governance principles with the pursuit of sustainable development outcomes, encouraging a more integrated and ethically grounded approach to institutional reform.

In the rapidly changing digital and global era, organizations are required to be adaptive and innovative to survive and compete sustainably. Employee performance is one of the strategic factors in supporting organizational success. This research is motivated by the urgency of improving performance through innovative work behavior (IWB) and work engagement, which are considered two key elements in addressing the challenges of modern organizations. The main objective of this study is to analyze the effect of IWB on employee performance and evaluate the mediating role of work engagement in this relationship. This study uses a quantitative approach with the Structural Equation Modeling Partial Least Square (SEM-PLS) method, and was conducted on employees of the Batu City Regional Disaster Management Agency (BPBD). The results of the analysis indicate that IWB has a positive and significant influence on work engagement and employee performance. In addition, work engagement is also proven to act as a partial mediator that strengthens the relationship between IWB and performance. This means that the higher the innovative behavior of employees, the higher their engagement in work, which ultimately has a positive impact on performance improvement. These findings enrich the theoretical literature, particularly supporting theoretical frameworks such as Social Exchange Theory, Self-Determination Theory, Job Demands-Resources Model, and Conservation of Resources Theory. Practical implications of this research suggest that organizations need to create a work environment that supports innovative behavior and enhances employee work engagement by providing autonomy, recognition, and opportunities for self-development. This research suggests further studies to explore other contextual factors, such as organizational culture, transformational leadership, and supervisor support, which have the potential to strengthen the relationship between IWB, work engagement, and employee performance in various organizational sectors.  

The selection of recipients of the Single Tuition Fee (UKT) assistance at universities must be carried out with the principles of fairness, openness, and efficiency to ensure that the assistance is distributed appropriately. However, the manual selection process is often subjective and prone to error. Therefore, this study developed a decision support system based on the Simple Additive Weighting (SAW) method to assist the selection process of students eligible for UKT assistance more systematically and accurately. The SAW method was chosen because of its ability to process data involving various criteria to produce objective decisions. In this study, the criteria used for the selection of UKT assistance recipients include several aspects, such as the Cumulative Grade Point Average (GPA), parental income, number of dependents, non-academic achievements, distance of the student's residence from campus, active student status, and involvement in student organizations. Data from each criterion is then processed through a normalization stage to ensure uniformity of values and weighting based on their level of importance. After the normalization and weighting process, the next step is to calculate the preference value for each student. The results of the implementation of this system show that the SAW method can accurately rank student priorities, with a student named Selly receiving the highest preference score, 0.673. This indicates that the student in question meets the selection criteria with the best score. This developed system can support the UKT assistance selection process to be fairer and more efficient. By using the SAW method, subjective and manual errors in decision-making can be reduced, resulting in more objective and accurate decisions. In addition, this system also allows universities to evaluate UKT assistance recipients more transparently and precisely, which ultimately can increase public trust in the management of educational assistance at universities.

This study aims to examine the mediating role of Organizational Citizenship Behavior (OCB) in the relationship between Perceived Organizational Support (POS), Perceived Organizational Commitment (POC), and employee performance in a state-owned enterprise in Indonesia. In the context of growing public expectations for improved service quality, organizations are challenged to enhance employee performance not only in formal roles but also in discretionary behaviors. Based on Social Exchange Theory (SET), this research proposes that POS and POC can affect performance both directly and indirectly through OCB. Data were collected through a census of 138 permanent employees at PT Jasa Raharja, East Java Branch. The analysis employed Partial Least Squares Structural Equation Modeling (PLS-SEM) to test the hypothesized relationships. The findings show that POS has a significant positive influence on both OCB and employee performance. On the other hand, POC significantly influences OCB but does not have a direct impact on performance. The results also reveal that OCB plays a partial mediating role in the relationship between POS and performance, while it acts as a full mediator in the relationship between POC and performance. These findings emphasize the importance of fostering OCB within the organization to optimize the impact of support and commitment on employee performance. Encouraging voluntary, extra-role behaviors can bridge the gap between how employees perceive organizational treatment and how they perform. The study suggests practical implications for human resource management in public sector institutions. Policies should focus on building a supportive and engaging work climate that enhances affective commitment and acknowledges employee contributions beyond formal duties. Doing so will not only improve individual performance but also contribute to broader organizational effectiveness in a competitive and service-oriented environment.

Organizational structure is crucial because it determines the tasks and functions, as well as how coordination and communication are carried out within the organization. Higher education management requires appropriate organizational structure design, especially in private universities, where there are differences between operations and asset management. The organizational structure must align with the organization's development maturity level to be adaptive, mature, and capable of adapting to emerging developments. This study aims to design an organizational structure for private universities that have unique characteristics and require professional management. Through a comparative analysis of various literature studies and case studies from three different private universities, this study aims to provide recommendations for an appropriate organizational structure to manage private universities in Indonesia. The results of this study can help develop organizational structures for private universities in Indonesia to improve communication and coordination and become professional organizations in the long term.

Human resources are a crucial asset for organizations, as their competence and professionalism greatly influence employee performance and the achievement of organizational objectives. At the MKG Office of Region III, several performance issues have been identified, including skill mismatches, high absenteeism rates as an indicator of low professionalism, and limited adaptability to information technology systems. These challenges underscore the need for strategic human resource development. This study aims to analyze the impact of competence and professionalism on employee performance, with information technology mastery serving as a mediating variable. A quantitative research approach was applied, involving all 115 employees as respondents through questionnaires, interviews, and documentation. Path analysis was used to evaluate the relationships between the variables. The findings reveal that both competence and professionalism have a positive and significant influence on employee performance. Furthermore, these variables also positively affect information technology mastery, which in turn significantly improves performance. The analysis demonstrates that information technology mastery mediates the relationship between competence and professionalism with employee performance, indicating the importance of digital skills in modern workplaces. In conclusion, enhancing competence and professionalism, alongside strengthening information technology mastery, is essential for improving employee performance at the MKG Office of Region III. The study recommends implementing strategic human resource programs that focus on digital proficiency to support organizational effectiveness and adaptability in the digital era.

Cardiac arrest is a critical medical emergency with a high mortality rate that requires immediate and appropriate action to increase the chances of survival. One key factor in improving survival outcomes is the involvement of bystanders, particularly young people, in providing Basic Life Support (BLS). This community service activity was carried out to improve the knowledge and practical skills of youth organization members (Karang Taruna) in Kota Bambu Subdistrict, West Jakarta, in recognizing and responding to cardiac arrest using BLS procedures. The activity adopted the PDCA (Plan-Do-Check-Act) approach. The planning stage involved the preparation of materials and training tools for both theoretical and practical learning. The implementation phase included a 45-minute health education session covering the basics of BLS, especially cardiopulmonary resuscitation (CPR), followed by hands-on training. Participants were divided into small groups and guided through practical CPR simulations using manikins, facilitated by six trained nursing students. The activity was conducted on June 14, 2025, and attended by 57 participants, with 27 actively participating in the CPR practice session. The evaluation stage revealed a notable increase in the participants’ understanding and ability to perform CPR effectively. This indicates that community-based BLS training can be a powerful tool in improving emergency response at the grassroots level. In addition to raising awareness, the activity also empowered the youth as first responders in their community, strengthening their role in emergency preparedness and response. The follow-up stage emphasized the importance of sustainability through continued collaboration between local health professionals and community organizations. In conclusion, BLS education and training programs for youth can significantly enhance community resilience and are recommended for broader implementation in other regions.

Photo archives contain recordings of events/ people/ objects/situations or other things that provide various information values. Although not all photos are called archives, in reality, many photos are currently useful as archives that are important records for individuals/private organizations and the government. Photo archives are different from textual archives. Photo archives are able to explain a comprehensive picture of the images they contain. Although photo archives are useful as a means of proof, a memory for the future, not many individuals/private organizations or the government manage photo archives properly, because the assessment of photos as archives still has no standard, so that the management of photo archives is still sectoral. This study uses the literature review method, conducting analysis based on information obtained from books, previous research and other references. Data was collected by tracing topics that were relevant to this study, so that it could be analyzed and drawn conclusions. The results of the analysis stated that the management of photo archives is important, not only for the present but also for the future. Photo archives as evidence are able to record information according to the time of the incident, unlike textual archives which are compiled after the event occurs. However, with the vulnerable nature of photo archives, it requires good maintenance and regular maintenance. It requires expertise and people who understand the information content in photos, so that they will not be wrong in assessing photos as archives.

This study aims to examine the effect of digitalization and automation on employee performance, with job satisfaction as a mediating variable. The background of this research is based on the dynamics of modern organizations that are required to continuously adapt to technological developments, particularly in the era of digital transformation. The implementation of digital technology and automation systems has become a key strategy for improving operational efficiency, accelerating work processes, and optimizing workforce productivity. However, this transformation also poses new challenges, particularly regarding how technology impacts employee job satisfaction and overall performance. This study employed a quantitative approach with a survey method. A questionnaire using a 4-point Likert scale was distributed to 65 employees of the Karanganyar Regency Environmental Agency. Data collection was conducted directly, and data analysis was conducted using Structural Equation Modeling-Partial Least Squares (SEM-PLS) to examine the relationships between variables and the mediating role of job satisfaction. The results indicate that digitalization and automation have a positive and significant impact on employee performance. Furthermore, job satisfaction was also shown to play a significant mediating role in strengthening the influence of digitalization and automation on performance. These findings demonstrate that the success of technology implementation in the workplace is not solely determined by technical aspects, but also depends heavily on how the technology improves employee well-being and job satisfaction. Therefore, organizations need to consider employee psychological aspects at every stage of their digital transformation. This research provides theoretical and practical contributions to understanding the role of digitalization and automation in improving employee performance through a job satisfaction-oriented approach.

This research aims to explore the potential of paper waste as a recycled material that can be transformed into economically valuable products through a philanthropic approach focused on community empowerment and environmental sustainability. Paper waste is a type of waste whose volume continues to increase due to high paper consumption in various sectors. Without proper management, this waste has the potential to negatively impact the environment, such as soil and water pollution. Therefore, innovative strategies are needed to transform paper waste into new products that are not only environmentally friendly but also have market value. Through a community-based recycling program, this research emphasizes the importance of community involvement, particularly low-income groups, in every stage of the production process. The resulting creative products, such as handicrafts, decorative materials, and household items, not only extend the life cycle of paper but also open up new economic opportunities for the community. Profits from the sale of these products are allocated to fund social programs, including education, skills training, and other empowerment activities aimed at improving community well-being. The research results show that despite challenges in terms of limited technology, market access, and human resource capacity, paper recycling programs still have promising prospects if supported by various parties, including the government, non-governmental organizations, and the private sector. This support can include the provision of simple technology, entrepreneurship training, and effective marketing strategies. Thus, this paper recycling initiative is not only a solution to reduce waste but also a sustainable socio-economic empowerment model, providing dual benefits for the environment and society.

Slums are one of the biggest challenges in sustainable urban development. In the midst of the government's efforts to run a program to handle slum organizations, the issue of miscarriage after physical intervention often goes unnoticed. This study aims to stop the slum management program in Tegal Sari Mandala II Village, with a Mixed Methods approach that combines linear multiple quantitative regression analysis and a qualitative descriptive approach.The results show that community participation has a significant effect on poverty programs, while infra-structure quality has not shown a statistically strong relationship. Qualitative findings support these results, where residents feel more attached to the programs they have followed in the past. Meanwhile, a number of infrastructures that are not in accordance with needs are considered less effective in supporting sustainability. This study concludes that the desire of the program is not only determined by technical aspects, but also by social, institutional, and cultural factors that are intertwined. Strategic recommendations include strengthening participation, improving design based on local needs, and integration with spatial policies.

This research explores the influence of customer satisfaction on the financial performance of Perumda Tirtanadi, with a particular focus on the digital service system as a moderating factor. The study is driven by the growing urgency for digital innovation in public service sectors, particularly in the wake of the COVID-19 pandemic, which significantly altered customer engagement patterns. A quantitative method is adopted, employing Partial Least Squares–Structural Equation Modeling (PLS-SEM) using the SmartPLS 4 software to process the collected data. The analysis demonstrates that both customer satisfaction and digital services have independent and significant positive effects on financial outcomes. However, the interaction between these two variables does not show a statistically significant moderating effect. These findings underline the value of digital infrastructure as a strategic internal resource that supports financial growth. Nevertheless, the minimal moderating impact suggests that a portion of customers either lack access or sufficient skills to effectively utilize the available digital platforms. This study adds to the current body of knowledge by examining the interplay between digital transformation and customer satisfaction in shaping financial performance, framed through the Resource-Based View (RBV) theory. The research suggests that improving digital literacy and promoting better adoption of digital tools among customers is essential to fully capitalize on the benefits of technological advancement. Furthermore, it highlights the need for continuous training and support to ensure that all customers can engage with digital services effectively, thereby enhancing overall satisfaction and financial performance. By addressing these gaps, organizations can foster a more inclusive digital environment that benefits both the customers and the service providers.

Pharmacist professionalism is a key component in ensuring the quality of pharmaceutical services, encompassing not only compliance with technical and scientific standards but also a deep commitment to moral and ethical principles. In the Indonesian cultural context, the concept of "medicine as a trust" (obat sebagai amanah) reflects a profound sense of responsibility, where medicine is viewed not merely as a commodity, but as a mandate that must be preserved with integrity and accountability in health care practices. This article conceptually explores the relationship between pharmacist professionalism and the moral value of trust within the framework of the Nusantara constitutional theory. This theory emphasizes the integration of legal, cultural, and moral dimensions in shaping professional conduct in Indonesia. Using a descriptive-critical approach through literature review, this study investigates how trust functions as both a legal expectation and a cultural imperative in the practice of pharmacy. The findings highlight that trust must be internalized as a core value in pharmaceutical services—manifested through ethical decision-making, transparency in drug management, and a commitment to prioritizing patient welfare. Pharmacists are not only required to uphold professional standards, but also to carry out their duties as custodians of public trust. To realize this vision, the integration of the value of trust into pharmacy education, legal regulations, and clinical practice is essential. Educational institutions, professional organizations, and regulatory bodies must work collaboratively to instill this value as part of a pharmacist’s identity. In doing so, the profession can contribute more effectively to building a health care system that is just, culturally grounded, and centered on the well-being of the people.

This study aims to analyze the role of mental health as a moderation variable in the relationship between work facilities and employee job satisfaction. Adequate work facilities are generally thought to be able to increase job satisfaction, but these effects can vary depending on the individual's psychological condition, particularly mental health. This research is motivated by the importance of a holistic approach in human resource management, which includes both physical and psychological aspects of the work environment. The research method used was a quantitative approach with survey techniques to 150 respondents working in the public service sector in urban areas. The data collection instrument was in the form of a closed questionnaire with a Likert scale, and hypothesis testing was carried out through moderation regression analysis using the help of SPSS software. The results of the study show that work facilities have a positive and significant influence on employee job satisfaction. In addition, it was found that mental health played a significant role as a significant moderation variable in the relationship. This means that the influence of work facilities on job satisfaction becomes stronger or weaker depending on the level of mental health possessed by employees. These findings underscore the importance of organizations not only focusing on improving physical work facilities, but also paying attention to and managing employees' mental health as an integral part of strategies to improve well-being and work productivity. Interventions such as counseling programs, work-life balance, and stress management training need to be considered as part of the organization's policies. This research makes a theoretical contribution in enriching the understanding of the role of psychological variables in job satisfaction dynamics, as well as a practical contribution to management in designing a healthier and more productive work environment.

Community participation refers to the active involvement of citizens in various stages of the development process, especially at the village level. A concrete example of community participation can be seen in the case study of Bendhung Lepen, located in Mrican Village, Yogyakarta. Bendhung Lepen is an irrigation canal that stems from the Gajah Wong River. Before its revitalization, the area faced numerous environmental problems, primarily due to household waste and pollution that contaminated the waterway and negatively affected the environment and public health. In response to these issues, local residents, along with relevant stakeholders, initiated an environmental conservation program. The main goal of this initiative was to restore the ecological function of Bendhung Lepen and transform it into a clean, green, and beneficial public space for the community. This study aims to measure the level of community participation in the environmental conservation program. Data collection methods included questionnaires for quantitative analysis and in-depth interviews for qualitative insights into community involvement. The results of the study show that community members were actively involved in various phases of the program, including planning, implementation, and evaluation. Stakeholders involved in the program included community leaders, youth groups, environmental organizations, and village officials. The forms of participation extended beyond voicing aspirations to contributing labor (through mutual cooperation) and materials (such as donations or supplies). According to Arnstein’s ladder of participation, the level of community participation in this conservation program falls under the category of "delegated power," which represents a high degree of participation. This means that the community was not merely involved as passive participants but was given real authority in decision-making and program management. These findings indicate that genuine and sustained community involvement plays a crucial role in the success of local environmental conservation efforts.

Abstract. This study aims to examine the role of social innovation in accelerating community economic development through a participatory approach based on local potential. Social innovation is seen as an effective new solution to address various social and economic problems, particularly at the community level, by involving communities as key actors of change. This study highlights the importance of collaboration between communities, government, academia, the private sector, and non-governmental organizations in creating an inclusive and sustainable development ecosystem. The results indicate that social innovation can strengthen community economic independence, create alternative economic models such as digital cooperatives and community-based economies, and encourage broad participation in the development process. However, various obstacles remain, such as low digital literacy, limited access to funding, and weak policy support. Therefore, systemic interventions and more progressive policy support are needed to expand the impact of social innovation on sustainable community economic development.

This study explores the key determinants of field engineer efficiency in the field service industry by analyzing the impact of self-efficacy, resource management, and time management on operational performance. Employing a quantitative research approach, data were collected using saturated sampling from 102 field engineers and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS 4.0. The measurement model showed robust psychometric properties, satisfying the thresholds for convergent validity, discriminant validity, and internal consistency reliability. The structural model results indicate that all three independent variables significantly influence field engineer efficiency. Self-efficacy was found to have the strongest effect (β = 0.421, p < 0.001), followed by resource management (β = 0.347, p < 0.001) and time management (β = 0.289, p < 0.001). The model accounts for 68.7% of the variance in field engineer efficiency, reflecting strong explanatory power and predictive accuracy. Among these variables, self-efficacy emerged as the most dominant factor, suggesting that field engineers' belief in their ability to perform tasks is a critical driver of operational success. High self-efficacy enhances motivation, resilience, and effective problem-solving under pressure, making it essential in dynamic and unpredictable field environments. Resource and time management also play crucial roles in supporting engineers' ability to complete tasks efficiently by ensuring optimal allocation of tools, equipment, and time. The findings provide practical implications for field service organizations aiming to improve workforce performance. Investing in training programs that strengthen self-efficacy, combined with systematic improvements in resource and time management practices, can significantly enhance operational outcomes. By prioritizing these factors, organizations can boost engineer efficiency, reduce operational costs, and improve service delivery, ultimately gaining a stronger competitive advantage in the industry.

Good Corporate Governance (GCG) refers to the practices and processes that guide a company's operations and decision-making, significantly influencing its financial performance. This study employs secondary and quantitative data, utilizing the Systematic Literature Review (SLR) method, with sources obtained from the Google Scholar website. The research focuses on the impact of the Independent Board of Commissioners, the Audit Committee, and Managerial Ownership on financial performance. The findings indicate that effective corporate governance, particularly the presence of an independent Board of Commissioners, positively influences financial performance as assessed by Return on Assets (ROA). Additionally, the Audit Committee is shown to have a significant and positive effect on financial performance. In contrast, while Managerial Ownership does not appear to impact financial performance when evaluated through ROA, it does exhibit a positive correlation when assessed using Tobin's Q. This suggests that higher managerial ownership can enhance market perceptions of the company's long-term value and stability. The study concludes that the successful implementation of Good Corporate Governance practices can lead to improved financial performance for companies. Conversely, inadequate execution of these governance principles may result in diminished financial performance and overall company value. Therefore, it is crucial for organizations to prioritize and effectively implement GCG to foster better financial outcomes and enhance their market standing. This research underscores the importance of governance structures in shaping financial results and highlights the need for companies to focus on governance practices to achieve sustainable growth and value creation. Ultimately, the study emphasizes that a strong commitment to GCG can lead to increased investor confidence and long-term success in the competitive business landscape.

Community-based servant leadership development has emerged as a critical approach for Christian nonprofit organizations seeking to cultivate authentic leaders who embody Christ-centered values. This study explores the integration of theological foundations from Mark 10:45 with Robert K. Greenleaf's servant leadership theory to develop a comprehensive model for leader formation within Christian nonprofit contexts. Employing a qualitative methodology with a library research design, data were collected from scholarly literature and theological sources, then analyzed using Miles and Huberman's interactive model, which includes data reduction, data display, and conclusion drawing. The research reveals a significant alignment between the core message of Mark 10:45—“For even the Son of Man did not come to be served, but to serve”—and the key principles of Greenleaf’s servant leadership, particularly the emphasis on selfless service, empathy, listening, and community building. Community plays a vital role as both a laboratory and an incubator for spiritual and leadership formation, where individuals can internalize leadership values through biblical teaching, mentorship, active religious practices, and shared life experiences. The study proposes a five-stage model: Foundation Building, Community Immersion, Skill Development, Practical Application, and Leadership Multiplication. This model serves as a strategic guide for Christian organizations to intentionally nurture servant leaders. Findings highlight improvements in character formation, organizational effectiveness, and the embodiment of servant leadership traits such as humility, sacrifice, and empathy. The study concludes with practical recommendations for implementation, including structured mentoring systems, the formation of communities of practice, and ongoing evaluation mechanisms. Ultimately, this integrated model supports the mission of Christian nonprofits by shaping leaders who advance both spiritual and social transformation.