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People with visual impairment face barriers in cash transactions, particularly in identifying banknote denominations and verifying authenticity, which can reduce independence and increase vulnerability to fraud. This issue is also closely linked to the financial inclusion agenda, as access to reliable information on the value and authenticity of cash is a prerequisite for safe transactions among vulnerable groups. This community service program aimed to improve users’ competence through individualized, home-visit–based education and mentoring on an optical–UV sensor–based banknote denomination and authenticity detector with audio feedback. The program was implemented in collaboration with the Kebumen branches of PERTUNI and ITMI from October to December 2025. The intervention stages included an initial needs assessment, structured training using a concise module, hands-on practice through transaction scenarios, and follow-up mentoring. Evaluation employed a pre–post knowledge test, a practical performance checklist, and a usability questionnaire. Results indicated that the mean knowledge score increased from 55.1 to 80.7, and the success rate of denomination identification improved from 60.7% to 90.0%. This approach is relevant as an individualized mentoring model for blind communities when group-based training is difficult to implement.

This study investigates the effects of transformational leadership and work-life balance on job satisfaction, with employee engagement as a mediating variable, within the context of modern organizational work environments. Increasing job demands and performance pressures have raised concerns regarding employee psychological well-being, yet previous empirical findings on how leadership and work-life balance influence job satisfaction remain inconsistent. Therefore, this research aims to examine whether employee engagement serves as a psychological mechanism that explains the relationship between transformational leadership, work-life balance, and job satisfaction. A quantitative research approach was employed, with data collected through structured questionnaires using a Likert scale. The data were analyzed using Partial Least Squares–Structural Equation Modeling (PLS-SEM) to test both direct and indirect relationships among variables. The results indicate that transformational leadership has a significant positive effect on employee engagement, which subsequently has a strong positive influence on job satisfaction. However, work-life balance does not demonstrate a significant direct or indirect effect on job satisfaction in this research context. Furthermore, employee engagement is proven to fully mediate the relationship between transformational leadership and job satisfaction. In conclusion, this study highlights employee engagement as a key psychological pathway through which transformational leadership enhances job satisfaction and provides practical implications for organizations to prioritize leadership development aimed at strengthening employee engagement.

Flexible work arrangements (FWAs) have gained increasing attention in contemporary organizations as a strategy to enhance employee-related outcomes in dynamic work environments. This study aims to synthesize empirical evidence on the relationship between flexible work arrangements and employee outcomes through a Systematic Literature Review (SLR) guided by the PRISMA framework. A structured literature search initially identified 200 records, of which 117 peer-reviewed journal articles were retained after excluding non-journal publications. Following full-text screening and eligibility assessment, 45 empirical studies were included in the final analysis. The review reveals that flexible work arrangements are generally associated with positive employee outcomes, particularly job satisfaction, employee well-being, work–life balance, engagement, and performance, although the strength and direction of these relationships vary across organizational contexts and implementation practices. The findings highlight key research trends and methodological gaps, offering valuable insights for future research and practical implications for organizations seeking to effectively implement flexible work arrangements.A

This study aims to analyze the effect of transformational leadership and compensation on job satisfaction with employee performance as an intervening variable at PT Cipta Kridatama Site KIM Jambi. This research employed a quantitative approach using a survey method. The population of this study consisted of all employee of PT Cipta Kridatama Site KIM Jambi totaling 862 employees. The sample was determined using the slovin formula with a 10 percent error tolerance, resulting in 90 respondents. The sampling technique used was proportionate stratified random sampling. Data were collected through structural questionnaires and analyzed using Structural Equation Modeling based on Partial Least Squares (PLS-SEM) With The Assistance Of Smartpls 3 Software.  The result of  the study indicate that transformational leadership and compensation have a positive and significant effect on employee performance. Transformational leadership and compensation also have a positive and significant effect on job satisfaction. Furthermore, employee performance has a positive adn significant effect an job satisfaction.  The mediation test result show that employee performance is able to mediate the effect of transformational leadership and compensation on job satisfaction.These findings suggest that improving job satisfaction cannot be achieved solely through leadership and compensation policies, but also requires efforts to enhance employee performance. Therefore, organizations are encouraged to implement effective transformational leadership practices and fair compensation systems to improve employee performance and job satisfaction, particularly in high demand industries such as mining services.

This study aims to analyze the influence of leadership style and work motivation on employee performance with organizational commitment as an intervening variable at the Regional Financial and Asset Management Agency of West Sumatra Province. This study uses a quantitative approach with an explanatory design. Data were collected through distributing questionnaires to 45 employees using a census technique. Data analysis was conducted using Structural Equation Modeling (SEM) with the Partial Least Square (PLS) approach. The results show that leadership style and work motivation have a positive and significant effect on organizational commitment. In addition, leadership style and work motivation also have a positive and significant effect on employee performance. However, organizational commitment does not have a significant effect on employee performance and is unable to mediate the influence of leadership style and work motivation on employee performance. These findings indicate that improving employee performance in public sector organizations is more effective through directly strengthening leadership style and work motivation. This study is expected to provide theoretical contributions in the development of public sector human resource management studies and become practical considerations for organizational leaders in formulating human resource management policies oriented towards improving apparatus performance.

The purpose of this study is to determine and examine the influence of leadership style, work facilities on employee performance with job satisfaction as an intervening variable at PT Samantaka Batuabra, Peranap District, Indragiri Hulu Regency. The data analysis method uses a questionnaire, with a sample of 40 respondents. The analysis method used is structural equation modeling (SEM) analysis using the partial least squares (SMART PLS) program. Partial least square (PLS) based on the research result shows that, (1) There is a positive and significant between Leadership Style on Job Satisfaction at PT Samantaka Batubara, Peranap District, Indragiri Hulu Regency, (2) There is a positive and significant influence between Work Facilities on Job Satisfaction at PT Samantaka Batubara, Peranap District, Indragiri Hulu Regency, (3) There is no positive and significant influence between Leadership Style on Employee Performance at PT Samantaka Batubara, Peranap District, Indragiri Hulu Regency, (4) There is a positive and significant influence between Work Facilities on Employee Performance at PT Samantaka Batubara, Peranap District, Indragiri Hulu Regency, (5) There is no positive and significant influence between Job Satisfaction on Employee Performance at PT Samantaka Batubara, Peranap District, Indragiri Hulu Regency, (6) Job Satisfaction does not mediate Leadership Style on Employee Performance at PT Samantaka Batubara, Peranap District, Indragiri Hulu Regency, (7)  Job Satisfaction cannot mediate Facilities The Effect of Workplace Perspectives on Employee Performance at PT Samantaka Batubara, Peranap District, Indragiri Hulu Regency.

This study aims to examine the effect of leadership style and organizational communication on employee performance with work motivation as an intervening variable at the Department of Transportation of Pariaman City. The data analysis method uses questionnaires with a sample of 85 respondents. Data were analyzed using Structural Equation Modeling (SEM) with the Partial Least Square (PLS) program. The results of this study indicate that: (1) There is a positive and significant effect of leadership style on work motivation, (2) There is no positive and significant effect of organizational communication on work motivation, (3) There is no positive and significant effect of leadership style on employee performance, (4) There is no positive and significant effect of organizational communication on employee performance, (5) There is a positive and significant effect of work motivation on employee performance, (6) Work motivation does not mediate the effect of leadership style on employee performance, (7) Work motivation does not mediate the effect of organizational communication on employee performance. This study provides insights for human resource management in government agencies.

This study aims to analyze the influence of Work Life Balance and Work Discipline on Employee Productivity at Seblak Bageur Bandung. The research background is based on operational phenomena such as high work intensity, consumer complaints regarding service accuracy, and pre-survey results indicating that Work Life Balance and Work Discipline are dominant factors affecting productivity. This study uses a quantitative method with descriptive and verificative approaches. The research population consisted of 34 employees, all of whom were used as samples through total sampling technique. Instruments in the form of questionnaires were tested for validity and reliability, then analyzed using multiple linear regression, t-test, F-test, and coefficient of determination. The results show that: (1) Partially, Work Life Balance (X1) has a regression coefficient of 0.801 > 0.3388, so H1 is accepted; Work Discipline (X2) has a regression coefficient of 0.862 > 0.3388, so H2 is accepted. (2) Simultaneously, Work Life Balance does not have a significant effect on productivity because the Work Discipline variable is more dominant, with a regression coefficient (b1) of 0.125, t-value of 0.591, and significance of 0.559. Meanwhile, Work Discipline has a stronger influence with a regression coefficient (b2) of 0.749, t-value of 3.543, and significance of 0.001. Overall, this study confirms that improving Work Life Balance and especially Work Discipline is an important strategy for increasing employee productivity at Seblak Bageur Bandung.

Starfruit (Averrhoa bilimbi L.), commonly known in Indonesia as belimbing wuluh, is widely used as a natural acid in traditional cuisine. It is often processed into dried sour starfruit (asam sunti), which can last 1–1.5 years. However, traditional sun-drying methods are inefficient due to weather dependency, long processing times, and inconsistent product quality and color. This study aims to design and develop a tunnel-type starfruit dryer equipped with a blower system and heat control based on the Arduino Mega 2560. The research employs a quantitative method to evaluate tool performance. The dryer is cylindrical and supported by key components, including LPG gas as a heat source, a blower for air circulation, and a drum holder. Drying is conducted in six stages, each lasting 120 minutes, totaling 12 hours to achieve optimal dryness. Temperature monitoring at three points (T1, T2, T3) uses a MAX6675 sensor with a thermocouple connected to the Arduino Mega 2560, while weight measurement is done manually. Results indicate the tool functions effectively. A denser drying chamber and proper blower installation are recommended to ensure even heat distribution and improved drying efficiency for community use.

Starfruit (Averrhoa bilimbi L.), commonly known in Indonesia as belimbing wuluh, is widely used as a natural acid in traditional cuisine. It is often processed into dried sour starfruit (asam sunti), which can last 1–1.5 years. However, traditional sun-drying methods are inefficient due to weather dependency, long processing times, and inconsistent product quality and color. This study aims to design and develop a tunnel-type starfruit dryer equipped with a blower system and heat control based on the Arduino Mega 2560. The research employs a quantitative method to evaluate tool performance. The dryer is cylindrical and supported by key components, including LPG gas as a heat source, a blower for air circulation, and a drum holder. Drying is conducted in six stages, each lasting 120 minutes, totaling 12 hours to achieve optimal dryness. Temperature monitoring at three points (T1, T2, T3) uses a MAX6675 sensor with a thermocouple connected to the Arduino Mega 2560, while weight measurement is done manually. Results indicate the tool functions effectively. A denser drying chamber and proper blower installation are recommended to ensure even heat distribution and improved drying efficiency for community use.

The work environment and teamwork are factors that play a role in improving employee performance, especially in the administration division which has a crucial role in supporting the smooth operation of the company. Unsupportive work environment conditions and suboptimal teamwork can have an impact on declining employee performance. Therefore, this study aims to determine the effect of the work environment and teamwork on improving the performance of employees in the administration division of PT Rick Auto. The method used is a quantitative method with a data collection technique through distributing questionnaires to all employees of the administration division of PT Rick Auto as many as 60 respondents using a saturated sampling technique. Data analysis was carried out using SPSS version 26 through multiple linear regression tests, t-tests, f-tests, and coefficient of determination tests. The results of the study indicate that partially the work environment does not have a significant effect on improving employee performance, while teamwork has a positive and significant effect on improving employee performance. Simultaneously, the work environment and teamwork have a significant effect on improving employee performance in the administration division of PT Rick Auto.

The Papua Special Autonomy Fund (Dana Otonomi Khusus Papua) represents a key instrument of Indonesia’s asymmetric fiscal decentralization aimed at reducing historical inequalities, accelerating regional development, and promoting social justice for Indigenous Papuans. However, after more than two decades of implementation, concerns persist regarding its effectiveness in producing equitable welfare outcomes, particularly with respect to accountability, targeting accuracy, and distributive justice. This literature review critically examines existing scholarly research on the governance, implementation, and impacts of Dana Otsus Papua, with an emphasis on how institutional arrangements shape policy performance and equity outcomes. The study employs a narrative–critical literature review enriched with systematic elements, including transparent search procedures, explicit inclusion and exclusion criteria, and thematic synthesis. Peer-reviewed journal articles and reputable conference proceedings were analyzed using thematic analysis and conceptual mapping to identify dominant findings, methodological approaches, and research gaps. The synthesis reveals recurring patterns across the literature. Accountability mechanisms remain fragmented and weakly integrated across planning, budgeting, monitoring, and evaluation processes. Targeting accuracy is inconsistent, with fiscal benefits frequently failing to reach Indigenous Papuans as intended. Moreover, distributive justice outcomes depend more on institutional recognition, participation, and governance capacity than on the size of fiscal transfers alone. The review also highlights a critical gap in integrative evaluations that link governance arrangements, implementation processes, and equity outcomes. The article concludes that improving Dana Otsus Papua requires a shift from expenditure-focused assessments toward governance- and justice-oriented evaluation frameworks. The study contributes theoretically by integrating accountability, implementation, and distributive justice perspectives, and offers practical insights for strengthening oversight, refining targeting mechanisms, enhancing participatory governance, and embedding digital tools within accountability systems.

Official travel constitutes a routine yet strategically significant component of local government administration, closely intertwined with bureaucratic processes, public financial management, and accountability arrangements. Despite its operational importance and fiscal visibility, official travel management has received limited integrative attention in the public administration literature, and existing studies remain fragmented across procedural, financial, and governance perspectives. This article addresses this gap by providing a comprehensive literature review on administrative efficiency in official travel management within local governments, with particular attention to bureaucratic processes and cost control mechanisms. Adopting a narrative–analytical literature review design, the study employs a state-of-the-art and theory-driven synthesis of recent peer-reviewed scholarship in public administration, public financial management, governance, and related fields. The analysis integrates thematic and conceptual synthesis techniques to identify recurring patterns, relationships among key concepts, and unresolved issues in the literature. The findings reveal consistent patterns of procedural inefficiency, including administrative burden, complex approval chains, and process fragmentation, which persist even under formal cost control and accountability systems. The review further demonstrates that compliance-oriented financial controls often secure fiscal conformity without necessarily improving administrative efficiency, particularly when misaligned with bureaucratic workflows and constrained by limited administrative capacity. Governance and accountability mechanisms enhance transparency and oversight but frequently prioritize answerability over performance learning, thereby legitimizing inefficiencies rather than resolving them. By synthesizing insights from Administrative Efficiency Theory, Public Financial Management, Bureaucratic Process Theory, Administrative Capacity Theory, and Governance and Accountability perspectives, this article advances an integrative conceptual framework that explains efficiency outcomes as systemic products of interacting institutional dimensions.

Digital transformation has become a central agenda in local governments seeking to improve the effectiveness, accessibility, and reliability of public service delivery, particularly in population administration services that constitute the legal foundation of citizenship. In Indonesia, the Surabaya City Government has implemented the Klampid New Generation (KNG) program as an integrated digital platform for population administration services, aiming to streamline civil registration processes, enhance service quality, and expand citizen access. Despite its technological ambition, the implementation of digital population administration services continues to face persistent challenges related to administrative capacity, especially at the municipal level where services are operationalized and directly experienced by citizens. This issue raises an urgent academic and practical question regarding how administrative capacity shapes the performance and sustainability of digital public services within the broader digital government transformation. This article aims to synthesize and critically evaluate the existing scholarly literature on administrative capacity in the implementation of digital population administration services, with analytical relevance to the KNG program in Surabaya City Government. Employing an integrative literature review design, the study systematically examines peer-reviewed journal articles published between 2021 and 2025, retrieved from Scopus, DOAJ, Google Scholar, and SINTA databases. Articles were selected based on predefined inclusion and exclusion criteria and analyzed using thematic and conceptual synthesis techniques. The review identifies key dimensions of administrative capacity that consistently influence digital service implementation, including institutional and organizational arrangements, human resource competence, technological and infrastructural readiness, regulatory and procedural alignment, inter-organizational coordination, and the role of street-level bureaucrats in frontline service delivery.

This study investigates the factors influencing export performance in five ASEAN countries Indonesia, Malaysia, the Philippines, Singapore, and Thailand during the 2014-2023 period. The topic is highly relevant given the vital role of exports in sustaining monetary stability and promoting long-term economic growth. The novelty of this research lies in its integrated approach, which simultaneously examines key export-related macroeconomic variables, namely foreign direct investment and inflation, while incorporating foreign exchange reserves as a moderating variable an approach that remains limited in existing ASEAN-focused studies. This analysis uses secondary data obtained from the World Bank and processed using panel data regression methods, including the Common Effect Model, Fixed Effect Model, and Random Effect Model, strengthened by a Moderated Regression Analysis (MRA) approach. The results show that foreign direct investment and inflation significantly influence foreign exchange reserves. Furthermore, foreign exchange reserves have been shown to play a strategic role in strengthening the economic resilience of ASEAN countries and can be used as a reference in formulating monetary and international trade policies.

This study investigates the factors influencing export performance in five ASEAN countries Indonesia, Malaysia, the Philippines, Singapore, and Thailand during the 2014-2023 period. The topic is highly relevant given the vital role of exports in sustaining monetary stability and promoting long-term economic growth. The novelty of this research lies in its integrated approach, which simultaneously examines key export-related macroeconomic variables, namely foreign direct investment and inflation, while incorporating foreign exchange reserves as a moderating variable an approach that remains limited in existing ASEAN-focused studies. This analysis uses secondary data obtained from the World Bank and processed using panel data regression methods, including the Common Effect Model, Fixed Effect Model, and Random Effect Model, strengthened by a Moderated Regression Analysis (MRA) approach. The results show that foreign direct investment and inflation significantly influence foreign exchange reserves. Furthermore, foreign exchange reserves have been shown to play a strategic role in strengthening the economic resilience of ASEAN countries and can be used as a reference in formulating monetary and international trade policies.

Employee performance is an important factor in supporting the success of public services, especially in government agencies that deal directly with the public. Efforts to improve employee performance need to be supported by the implementation of good work discipline and the implementation of job training that is appropriate to employee needs. This study aims to analyze the effect of work discipline and job training on employee performance at the Regional Tax Collection Service Unit (UPPPD) of West Jakarta. This study uses a quantitative method, data collection techniques are carried out by distributing questionnaires to employees with a population of 78 respondents. Sampling uses a total sampling technique. Data analysis was carried out using SPSS version 26 through multiple linear regression tests, t-tests, F-tests, and coefficient of determination (R²) tests. The results of the study indicate that work discipline has a positive and significant effect on employee performance with a significance value of 0.000 <0.05 and a calculated t-value of 11.577. Job training also has a positive and significant effect on employee performance with a significance value of 0.000 <0.05 and a calculated t-value of 11.368. Simultaneously, work discipline and job training significantly influence employee performance, with a calculated F-value of 132.931 and a significance level of 0.000 < 0.05. The coefficient of determination indicates that these two variables explain 78.0% of the variation in employee performance (R² = 0.780), while the remaining 22.0% is influenced by other variables outside this study.

The most valuable asset of a company is its employees due to their performance. The performance of PT. XYZ in recent times has tended to decline due to the heavy workload on Group A non-organic employees, which has resulted in reduced employee productivity. This study aims to determine the workload value and the level of fatigue experienced by Group A non-organic employees at PT. XYZ using the SOFI and SDS methods. It also aims to recommend efforts to reduce the workload and stress levels for Group A non-organic employees at PT. XYZ. This study is a descriptive qualitative research using interview methods and distributing questionnaires to 18 non-organic employees of group A. The results of the study indicate that the analysis of workload (fatigue) measurement using the SOFI method obtained a physical fatigue level among non-organic employees of group A at PT. XYZ with an average total score of 4.61, which means that the employees experienced a workload (fatigue) level categorized as moderate. Meanwhile, the analysis of work stress measurement using the SDS method obtained an average total score of 14, indicating that the stress level among non-organic employees of group A at PT. XYZ falls in the moderate category.

The most valuable asset of a company is its employees due to their performance. The performance of PT. XYZ in recent times has tended to decline due to the heavy workload on Group A non-organic employees, which has resulted in reduced employee productivity. This study aims to determine the workload value and the level of fatigue experienced by Group A non-organic employees at PT. XYZ using the SOFI and SDS methods. It also aims to recommend efforts to reduce the workload and stress levels for Group A non-organic employees at PT. XYZ. This study is a descriptive qualitative research using interview methods and distributing questionnaires to 18 non-organic employees of group A. The results of the study indicate that the analysis of workload (fatigue) measurement using the SOFI method obtained a physical fatigue level among non-organic employees of group A at PT. XYZ with an average total score of 4.61, which means that the employees experienced a workload (fatigue) level categorized as moderate. Meanwhile, the analysis of work stress measurement using the SDS method obtained an average total score of 14, indicating that the stress level among non-organic employees of group A at PT. XYZ falls in the moderate category.

This study aims to analyze bureaucratic transformation and public service innovation in the dynamics of the administrative capacity of the Dili City government, specifically at the Cristo Rei District Office, in realizing responsive, accountable, and quality public services. The research approach employed a mixed methods approach, collecting quantitative data through questionnaires from 12 respondents and qualitative data through in-depth interviews with four key informants: Fernando Araujo (District Head), Marciana de Jesus Soares (Head of Administration and Finance), Jose Sarmento (Head of Program Planning), and Ernesto Mendonça (Head of Public Relations). Statistical analysis showed that institutional capacity had a very strong influence on public accountability (r = 0.806; p = 0.002), while bureaucratic responsiveness had a very strong influence on the quality of public services (r = 0.727; p = 0.007). The interviews revealed concrete practices of bureaucratic transformation, such as effective internal coordination, orderly administrative procedures, one-stop service, and responsiveness to citizen needs. This study indicates that institutional capacity and bureaucratic responsiveness are the dominant factors in improving service quality, while formal accountability needs to be made more open and participatory. The findings support the Theory of Administrative Capacity and the New Public Service, and offer recommendations to strengthen participatory mechanisms and make performance evaluation more transparent.