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Port logistics efficiency is determined not only by the adequacy of infrastructure and the advancement of technology but also by the motivation of the workforce and the overall quality of the work environment. This study investigates how these two factors influence employee performance in the Warehouse Division of PT Yusen Logistics Indonesia. The research employed qualitative methods, gathering data through semi-structured interviews, field observations, and document analysis, with participation from warehouse workers, supervisors, and safety officers. Through thematic analysis, the study found that employee recognition and active supervisory engagement were key contributors to workforce motivation. The work environment, characterized by equipment reliability, safety culture, and yard capacity, directly impacted employee productivity. When both motivation and work environment were favorable, employees exhibited greater procedural compliance, increased throughput, and improved safety practices. In contrast, inadequate motivation and unfavorable work conditions resulted in inefficiencies, downtime, and higher risk-taking behaviors. This study’s findings provide insights into three key areas: maritime economics by highlighting labor’s critical role in port operations, social management by establishing the link between environmental quality and workforce productivity, and vocational education by shaping the training of cadets and practitioners. It underscores that sustainable port operations require human-centered strategies, in addition to infrastructure development. For better performance, companies should prioritize motivating their workforce and improving the work environment to foster a more efficient and safer operational setting.

This study aims to investigate the influence of organizational culture, work motivation, and work environment on job satisfaction at X Group. The research focuses on understanding how these factors contribute to employees' overall satisfaction with their work. The sampling technique employed is Non-Probability Sampling, using the accidental sampling method, which selects respondents based on their availability and willingness to participate. The study’s sample consists of 30 respondents from a total population of 40 employees. Data analysis was performed using multiple regression analysis, with SPSS version 22 and Microsoft Excel 2019 as the software tools. The results of the study indicate that Organizational Culture (X1) has a non-significant effect on job satisfaction, meaning that the organizational culture at X Group does not substantially influence employees' job satisfaction. On the other hand, Work Motivation (X2) was found to have a significant effect on job satisfaction, suggesting that higher levels of motivation in the workplace lead to greater job satisfaction. Additionally, the Work Environment (X3) also showed a non-significant effect on job satisfaction, indicating that environmental factors within the company have a minimal impact on employees' overall satisfaction. The findings suggest that while organizational culture and work environment may play a role in job satisfaction, work motivation is the most influential factor. These results can help guide strategies to improve employee job satisfaction at X Group.

Turnover intention is a critical issue that companies must address, particularly in service sectors such as cleaning services, which often experience high employee turnover rates. This study is motivated by the observation that low wages and high workloads are the main factors contributing to turnover intention among workers. The primary objective of this research is to analyze the effect of wages and workload on the turnover intention of daily workers at PT Serasi Manunggal Sejahtera ICE BSD. The study employed a quantitative approach using survey methods for data collection, which included observation, questionnaires, and documentation. The population of this study consisted of 105 workers, from which a sample of 84 respondents was selected using the Yamane formula. The sampling technique applied was Simple Random Sampling to ensure unbiased representation. Data analysis was carried out using SPSS version 30, which involved data quality tests, classical assumption tests, hypothesis testing, and the determination coefficient test. The findings of this research indicate that wages have a negative and significant effect on turnover intention, implying that higher wages tend to reduce employees’ desire to leave their jobs. Conversely, workload has a positive and significant effect on turnover intention, indicating that greater workload increases employees’ likelihood of resigning. These results highlight the importance for company management to review wage policies and manage workloads effectively. By addressing these factors, companies can reduce turnover intention, maintain employee stability, and improve organizational performance.

This study aims to examine the effect of leadership style and workload on employee productivity in the Finance and Risk Management Directorate of PT Pelindo Multi Terminal. The research was conducted from February to July 2025 with 31 employee respondents. The study employed a quantitative approach, collecting data through questionnaires and analyzing it using multiple linear regression. The research sought to understand how leadership style and workload influence the productivity of employees within this specific department. The results indicate that, partially, leadership style and workload have no significant effect on employee productivity, with significance values greater than 0.05. This suggests that individual leadership styles and workloads, when considered separately, may not have a strong direct impact on productivity. However, when analyzed simultaneously, both variables significantly influence employee productivity, with a significance value of less than 0.05. The coefficient of determination reveals that leadership style and workload contribute 16.3% to employee productivity, indicating that while these factors play a role, the majority of the variation in productivity (83.7%) is due to other factors not explored in this study. These findings highlight the need for the company to consider a holistic approach to human resource management, focusing not only on leadership style and workload but also on other variables that could further enhance employee productivity. This research provides valuable input for improving organizational strategies

This study aims to analyze the effect of communication and work environment on employee morale at the Maritime Affairs and Fisheries Service of Bima Regency. A quantitative approach was employed using a Likert-scale questionnaire distributed to 80 respondents selected through purposive sampling. Data were analyzed using multiple linear regression with SPSS for Windows. The results reveal that communication (β = 0.551; t = 18.459; p < 0.05) and work environment (β = 0.401; t = 16.786; p < 0.05) have a significant partial effect on employee morale. Simultaneously, these two variables contribute 94.4% to the increase in employee morale (R² = 0.944; F = 43.288; p < 0.05). These findings indicate that effective communication and a supportive work environment can enhance motivation and productivity among public sector employees. The practical implication of this study suggests that organizational management needs to improve the quality of internal communication and create a conducive work environment to optimize organizational performance.

Background: The scheduling of work of health workers, especially radiographers in type B hospitals, is a complex challenge due to the variety of radiology modalities, variations in the number of human resources, and the provisions of working hours regulations from the Ministry of Health of the Republic of Indonesia. Manual scheduling that is still in use tends to cause workload inequality, conflicts between employees, and operational inefficiencies. Objective: This study aims to design and develop an Artificial Intelligence (AI)-based radiographer shift scheduling system that is able to prepare work schedules automatically, fairly, flexibly, and integratedly, in accordance with hospital service regulations and needs. Research Method: This type of research is Research and Development (R&D). The development process is carried out through the stages of needs analysis, designing Python and Flask-based systems, simulating tests on data, and expert validation then the data collected and described from the initial mapping and also mapping potential problem-solving. Results: The system successfully manages morning, noon, night, and holiday shift schedules based on competence, fair rotation, and maximum working hours provisions. By showing a significant difference between user perceptions before and after using the system, which reflects improved efficiency, fairness, and ease of access to schedules. Respondents expressed satisfaction with the override feature and integrated notifications. Conclusion: The development of an AI-based radiographer shift scheduling system has proven to be feasible and effective in overcoming managerial problems of work scheduling in hospitals. This system is able to increase efficiency, transparency, and user satisfaction, and has the potential to be widely applied to various types of hospitals in Indonesia.

This study aims to analyze the influence of Leadership Style, Workload, and Work Environment on Turnover Intention in employees of the Quality Department of PT. Pharos Indonesia. Turnover Intention is understood as the tendency of employees to leave the organization, which can have an impact on the company's operational effectiveness and stability. This study uses a quantitative approach with multiple linear regression method to test the relationship between variables. The sampling technique was carried out by non-probability sampling with a saturated sampling method, involving the entire population of 30 respondents. The research instrument was in the form of a Likert scale questionnaire, and the data obtained was processed using Microsoft Excel 2016 and SPSS version 26. The results of the analysis show that Workload has a positive and significant effect on Turnover Intention. These findings indicate that increased workload can drive employee intent to leave the company. In contrast, Leadership Style and Work Environment did not show a significant influence on Turnover Intention. The implications of these results emphasize the importance of effectively managing workloads as an employee retention strategy. This research makes a practical contribution to human resource management, especially in the pharmaceutical industry sector, to design more adaptive and sustainable work policies. In addition, the results of this study can be a reference for follow-up studies that want to explore other variables that have the potential to influence Turnover Intention in the context of modern organizations.

High turnover intention has become a critical issue in the broadcasting industry, especially in divisions that operate under fast-paced tasks and high levels of pressure. This study aims to analyze the influence of career development and job satisfaction on employees’ intention to leave the organization. Career development is measured through indicators such as promotion opportunities, work experience, and training, while job satisfaction is assessed through compensation, work environment, and recognition. A quantitative research design was applied, utilizing Partial Least Square (PLS) to analyze data obtained from a survey of employees working in a broadcasting company in Surabaya. The findings demonstrate that both career development and job satisfaction have a significant negative relationship with turnover intention, meaning that improvements in these variables can effectively reduce employees’ desire to quit. Among the career development indicators, work experience was found to be the most dominant factor influencing employee retention. On the other hand, recognition emerged as the most influential dimension of job satisfaction, showing that appreciation from the organization plays a crucial role in maintaining employee commitment. Overall, this study highlights the importance for broadcasting companies to implement effective career development strategies and enhance job satisfaction in order to minimize turnover intention and sustain organizational stability.

Employee work motivation is a crucial element in determining the quality of public services, especially in the health sector. This study aims to analyze factors related to employee work motivation at the Health, Population Control, and Family Planning Office of Marowali Regency. This study uses a quantitative approach with a cross-sectional design. The sample consisted of 39 respondents selected through the purposive sampling method. The research instrument is in the form of a structured questionnaire, and data analysis is carried out bivariously using the chi-square test and Fisher's Exact Test if the test assumptions are not met. The results showed that the work environment did not have a significant relationship with work motivation (p = 0.129). In contrast, the benefits variable showed a significant relationship (p = 0.009), and workload also had a significant effect on work motivation (p = 0.004). These findings indicate that employees' work motivation is significantly influenced by benefits and workload factors, while the work environment does not have a significant impact. The practical implication of this study is the need for managerial attention to a fair incentive system and a proportionate distribution of workload to increase employee work motivation. Increasing work motivation is expected to encourage the efficiency and effectiveness of public services in the health sector. This research contributes to the development of evidence-based human resource policies in the regional health service sector.

Compensation for employee has a significant impact on employee discipline and performance. According to Hasibuan, compensation includes all types of income received by employees, both in the form of money and goods, either directly or indirectly in return for the contribution they make. The purpose of this study is to test the compensation and work discipline that affect the performance of PT Prima Soeaka Buana employees. The method used is a descriptive quantitative method, namely with multiple linear regression analysis. The results showed a calculated value of 9.326 > a table of 1.998 and a value of Sig. 0.000 < 0.05 so that compensation and employee performance were partially influential and significant. Seen on the T test, it shows that Ho is rejected and H1 is accepted. For work discipline, there is no positive and partially significant influence on employee performance. Seen in the T test with a tcal value of 0.649 < ttable of 1.998 and a Sig. value of 0.519 > 0.05. So, Ho was accepted and H2 was rejected. In both variables of compensation and work discipline, there is a simultaneous positive and significant influence on employee performance. Seen in the F test with a fcal value of 43.930 > ftable 3.140 and a Sig. value of 0.000 < 0.05. So, Ho refused H3 to accept.

This study aims to examine the influence of compliance audit on service procedures toward patient satisfaction at Prambon Public Health Center, Nganjuk Regency. The research is driven by concerns over a decline in the average number of patients in 2024 compared to previous years. This decline in patient visits is a key issue that prompted the need to investigate the relationship between compliance audits in service procedures and the resulting impact on patient satisfaction. A descriptive quantitative approach was used in this study, with 100 respondents for each variable. The sample was determined using probability sampling with a simple random sampling technique, involving both employees and patients who visited the health center during the period between 2021 and 2024. Data were collected through questionnaires, observations, and interviews to ensure a comprehensive understanding of the issue. The regression analysis revealed that service compliance audits have a significant impact on patient satisfaction, contributing 56.67% to the overall patient experience. This finding suggests that improving the service procedures through compliance audits can be a key factor in enhancing patient satisfaction at Prambon Public Health Center. The results of this study provide important insights for healthcare administrators, indicating that regular compliance audits should be integrated into healthcare management practices to maintain and improve patient satisfaction.

Most agencies recognize the importance of work discipline as a foundation for shaping obedient and responsible employees. At KSP Semarak Dana Mojokerto, the implementation of work discipline, workload distribution, and motivation has been carried out to improve performance. However, issues such as low discipline, workload imbalance, and uneven motivation still persist, affecting employee performance. This study aims to examine the influence of work discipline and workload on employee performance, with work motivation as an intervening variable. The research was conducted through questionnaire distribution to employees. The population consisted of all active employees of KSP Semarak Dana Mojokerto. A total of 35 respondents were selected using non-probability sampling with the census or total sampling method. Data analysis was performed using path analysis with the SPSS 25 program. The results indicate that work discipline has a positive and significant effect on employee performance, while workload does not significantly affect performance. Work discipline also has a positive and significant effect on motivation, and workload has a positive and significant effect on motivation. However, motivation is not able to significantly mediate the relationship between work discipline or workload and employee performance at KSP Semarak Dana Mojokerto.

This study was conducted with the aim of analyzing the influence of work discipline, workload, and work environment on employee performance, with a focus on Indomaret employees located in the West Jakarta area. The number of samples used in this study was 110 respondents who were directly selected from the employee population, with the data collection technique through the distribution of questionnaires using a Likert scale. The collected data were then analyzed using the multiple linear regression method with the help of SPSS software version 30. The results of the study indicate that partially, the variables of work discipline, workload, and work environment are proven to have an influence on employee performance, where each factor makes a different contribution in supporting or hindering work productivity. Meanwhile, simultaneously, the three independent variables are proven to have a significant influence on the dependent variable, namely employee performance. This finding confirms that the combination of good work discipline factors, balanced workload management, and a conducive work environment is very important in creating sustainable performance improvements. Thus, this study is expected to provide practical contributions as input for Indomaret management in the West Jakarta area in designing more effective human resource management strategies, both through policies to improve discipline, proportional workload management, and the creation of a work environment that is more supportive of employee comfort and motivation.

This study is motivated by the importance of organizational commitment in supporting the success of educational institutions, particularly at MTs Unggulan Darul Hikam Mojokerto. Organizational commitment is essential for achieving the long-term goals of an institution, and it is influenced by various factors, including teamwork and employee loyalty. Work motivation plays a critical role as a mediating variable that connects these factors. The purpose of this research is to analyze the influence of teamwork and employee loyalty on organizational commitment, with motivation as an intervening variable. To achieve this, a quantitative approach was employed with a census method, involving 52 employees as respondents. Data were collected using questionnaires, which were tested for validity and reliability. The analysis utilized multiple linear regression, path analysis, and the Sobel test to determine the relationships between the variables. The results revealed that both teamwork and employee loyalty significantly impact organizational commitment, both directly and indirectly through motivation. This suggests that enhancing teamwork and employee loyalty can lead to higher motivation, which, in turn, strengthens organizational commitment. The study's practical implications highlight the need for educational institutions to focus on improving human resource management strategies by fostering better teamwork, increasing employee loyalty, and motivating staff. These measures are vital for building a workforce that is deeply committed to the institution’s mission and vision, thus ensuring its success in the competitive educational landscape. This study contributes valuable insights for administrators aiming to optimize employee engagement and performance within educational settings.

This research was conducted with the primary objective of examining and determining the effect of occupational safety, occupational health, and the Occupational Health and Safety Management System (OHSMS) on employee performance at UD. Berkah Mandiri, located in Kediri Regency. The background of this study is based on the importance of implementing OHS in the workplace as an effort to minimize the risk of accidents, improve employee well-being, and support overall company productivity. In today’s increasingly competitive industrial world, attention to occupational safety and health is a key factor that not only protects workers but also enhances organizational efficiency and effectiveness. The research method employed was a quantitative approach with an associative research design. The population consisted of 56 employees, all of whom were taken as respondents through a saturated sampling technique. Data were collected using a questionnaire instrument constructed based on indicators of occupational safety, occupational health, OHSMS, and employee performance. The data were then analyzed using SPSS version 25.0 through validity and reliability tests, multiple regression analysis, and hypothesis testing both partially and simultaneously. The results of the analysis revealed that occupational safety has a significant effect on employee performance, indicating that the better the implementation of safety standards, the higher the performance achieved. Similarly, occupational health was found to have a positive and significant effect on employee performance, suggesting that healthy working conditions contribute to higher motivation and work effectiveness. Furthermore, the OHSMS also significantly influenced employee performance, reflecting that proper policies, procedures, and supervision in OHS management create a safe and productive work environment. Collectively, the three variables—occupational safety, occupational health, and OHSMS—were proven to have a significant simultaneous effect on employee performance at UD. Berkah Mandiri. Thus, this study emphasizes that occupational safety, occupational health, and OHSMS are crucial factors that must receive serious attention in order to improve employee performance and support sustainable business continuity.

 Employee performance is one of the important elements that determine the success of an organization, especially in companies engaged in public services such as PT. PLN (Persero). This study was conducted to examine the effectiveness of providing incentives and motivation in improving employee performance at PT. PLN (Persero) Rayon Kuta, with the aim of providing strategic recommendations for management in formulating more optimal human resource management policies. The research method used is a quantitative approach with a survey technique, where data were collected by distributing questionnaires to 40 employees who were respondents. Data analysis was carried out using a regression test to determine the effect of each variable on employee performance. The results of the study revealed that incentives and motivation have a positive and significant effect on improving performance. Of the two variables, incentives provide a more dominant contribution to employee performance with a regression coefficient value of β = 0.576, while motivation provides a lower influence with a value of β = 0.241. In addition, the F-count value of 24.641 indicates a strong simultaneous influence of incentives and motivation on employee performance. These findings confirm that a well-designed incentive system, coupled with efforts to increase work motivation, can be an effective strategy for boosting employee productivity and performance. Therefore, management needs to prioritize fair, transparent, and target-oriented incentive policies, while also addressing intrinsic motivation to maintain sustainable performance.

This study aims to determine and analyze whether leadership, work environment and organizational culture have a joint influence on employee performance at Perum Damri Bandar Lampung City. The type of data in this study uses quantitative research using primary and secondary data. The sample used is Non-Probability Sampling with saturated sampling type. With a sample of 60 employees who work as office staff at Perum Damri Bandar Lampung City. The analysis technique used is through validity, reliability, classical assumptions and hypothesis tests. From the results of the research that has been done shows that Leadership has an influence and is significant on Employee Performance with an influence contribution of 26.1%. Work Environment has an influence and is significant on Employee Performance with an influence contribution of 25.7%. Organizational Culture has an influence and is significant on Employee Performance with an influence contribution of 37.3%. Leadership, Work Environment and Organizational Culture have a simultaneous and significant influence on Employee Performance at Perum Damri Bandar Lampung. Leadership, Work Environment and Organizational Culture have an influence and are significant on Employee Performance at Perum Damri Bandar Lampung by 89.1%. The remaining 10.9% is influenced by other factors not examined in this study.

This study aims to analyze the influence of work discipline, work motivation, and work environment on employee performance at PT. PLN (Persero) Rayon Kuta by involving all employees as the research population. The approach used is quantitative with data collection through distributing questionnaires to respondents. The number of respondents was 100 people determined using a saturated sampling technique, namely the entire population was sampled because it was considered to meet the appropriate criteria, namely active employees of PT. PLN (Persero) Rayon Kuta. The data obtained were then analyzed using linear regression, with a t-test to test the partial effect of each variable and an F-test to determine the simultaneous effect. The results of the t-test indicate that work discipline, work motivation, and work environment individually have a positive and significant effect on employee performance, meaning that the better the level of discipline, the higher the motivation, and the more conducive the work environment, the more optimal the employee performance produced. Meanwhile, the results of the F-test show that the three variables simultaneously also have a significant effect on employee performance. Thus, this study confirms that the factors of work discipline, work motivation, and work environment have an important role in increasing productivity, work quality, and the achievement of company goals. Therefore, companies need to pay attention to these three aspects continuously to maintain and improve employee performance in the future.

This study investigates the influence of employee engagement, digital training, and reward systems on employee productivity at the Central Statistics Agency of Kediri Regency. The research adopts a quantitative approach with a questionnaire as the primary data collection tool. A total of 33 employees participated as respondents, determined using a saturated sampling technique, which ensures that all members of the population were included. The instrument utilized was a Likert-scale questionnaire, designed to capture perceptions and experiences related to engagement, training, and rewards. The data were analyzed using multiple linear regression to measure both the partial and simultaneous effects of the independent variables on productivity. The results reveal that employee engagement plays a significant role in enhancing productivity, with a significance value of 0.003. Similarly, digital training and reward systems also exert a positive and significant influence, with significance values of 0.037 and 0.0002, respectively. When tested simultaneously, the three independent variables collectively demonstrate a substantial impact on employee productivity, as evidenced by an F-value of 76.069. Furthermore, the Adjusted R Square value of 87.6% indicates that the research model possesses strong explanatory power, meaning that most variations in productivity can be explained by employee engagement, digital training, and reward systems. These findings highlight the strategic importance of integrating engagement initiatives, continuous digital skill development, and fair reward mechanisms to foster higher levels of productivity. For organizations, particularly government institutions, the study underscores the necessity of adopting a holistic human resource development framework that addresses both intrinsic and extrinsic motivational factors to maximize employee performance.

This study aims to determine the contribution of work-family balance to work engagement in employees in long-distance marriages (LDM). The phenomenon of LDM is becoming increasingly common in the modern workplace, especially for couples who must live apart due to work demands in different locations. This condition can pose challenges in maintaining a balance between work and family life demands, which in turn can affect individual engagement in their work. Therefore, this study is important to understand the extent to which work-family balance plays a role in increasing the morale and work engagement of employees in LDM. This study involved 41 employees in LDM, with ages ranging from 24 to 50 years. The data collection method used two measuring instruments: the Utrecht Work Engagement Scale (UWES) developed by Schaufeli and Bakker (2004), and the work-family balance scale developed by Carlson et al. (2009). Data analysis was conducted using simple regression analysis techniques to determine the contribution of the independent variables to the dependent variable. The results showed that work-family balance contributed 65% to work engagement in employees in LDM. These findings indicate that the higher the level of work-family balance, the higher the employee's engagement in their work. Therefore, it is important for organizations to create policies and work environments that support work-family balance, especially for employees in long-distance marriages.