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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.

Fraudd in the bussines world has become a major challenge that can harm various parties, including companies to other stakeholders, often triggered by ethical lapses in the bussines environment.This study discusses the role of internal audit in preventing fraud from a bussines ethics perspective and identifies factors that affect the efficieness of internal audit. The data analysis technique used is descriptive analysis. The research method used is qualitative through a literature review approach or library research, which is carried out by analyzing and reviewing literature sources and scientific publications related to the research topic. The results pf analysis show that internal audit has a crucial role as the frontile in mitigating the risk of fraud through supervisory functions, evaluating the internal audit is influenced by auditor competence and independence, top management support, eduquate audit coverage, and the application of targeted audit methodologies. Therefore, organizations need to optimize the internal audit function by improving auditor competence, implementing advanced audit technology, and ensuring full support form top management to create a transparent and accountable bussines environment.  

The purpose of this study was to determine the determinants of company value. The progress of globalization in the business world is currently growing rapidly. This can be seen from the rapid increase in data and innovation that encourages businesses to continue to grow. The company continues to strive to develop in accordance with the times that increase company value. The method used in this research is Systematic literature review (SLR). SLR is a research method to collect and evaluate research results related to topics that will become research topics. The data collection techniques used in this research are observation and literature research methods. The theory is obtained through Google scholar, dimensions, sinta kemendikbud, articles, journals, the data used in this study were collected by means of indirect data collection techniques and sourced from intermediary media the research data collection period is articles from 2023 to 2025. Factors that affect firm value, namely Intelectual Capital Disclosure (ICD), financial performance, and Good Corporate Governance (GCG). Overall, to achieve maximum firm value, business organizations should not only focus on the collection of intellectual capital, but also on openness in its disclosure as well as the implementation of strong GCG practices.

Women's political involvement is an important aspect in promoting equitable social change, but unfortunately, political involvement in Indonesia is still relatively low due to a patriarchal culture and a lack of political party support. This study aims to analyze the forms of political involvement carried out by 'Aisyiyah in promoting social advocacy. The main focus of this study includes strategies, actors, and political participation spaces used by 'Aisyiyah in fighting for the interests of society, especially vulnerable groups. This research method uses a qualitative approach through a literature review of various relevant journals, reports, and articles. The data analysis technique in this study uses coding the results of the article review analysis, then grouped based on research variables and continued with drawing conclusions based on the data analysis variables used. The research findings show that 'Aisyiyah is actively involved in social advocacy through formal and informal political channels, and utilizes the power of organizational networks and religious values to strengthen its influence. 'Aisyiyah's political participation not only reflects women's collective awareness but also serves as an instrument in shaping social policies that are responsive to community needs. This study is expected to contribute to broadening understanding of the strategic role of women's organizations in the political and social arena.

Contemporary church organizations in Indonesia face a phenomenon of volatility characterized by fluctuations in congregation membership, persistent internal conflicts, external pressures from changing times, and a crisis of trust in its leaders. There is a significant gap between the theological idealism of servant leadership as taught in Mark 10:42-45 and the reality of leadership practices in the field, which often tend to be authoritarian, conflict-driven, and underserved. This study aims to analyze the application of the principle of servant leadership based on Mark 10:42-45 as a solution to face the challenge of the volatility of contemporary church organizations in Indonesia. The goal is to identify volatility challenges, analyze leadership practice gaps, and formulate effective servant leadership implementation models to restore trust and achieve sustainable congregation growth. This study uses a qualitative research method with a library research approach. Data from various literature sources were analyzed in depth to synthesize the theological concept of servant leadership with organizational management theory and the practical context of the church in Indonesia. The results of the study show that servant leadership is an effective solution to the volatility of the church. It was found that the main challenges in its implementation were hierarchical organizational culture and resistance to change. As a solution, this study formulates a model of servant leadership integration built on four pillars: strong spiritual foundations, adaptive leadership, collaborative governance, and continuous learning. The implementation of this model is through practical strategies such as transparency, empowerment of the congregation.

Cultural diversity demands communication skills that extend beyond verbal communication and encompass an understanding of cross-cultural values, emotions, and identities. This article examines cultural communication in a pluralistic society through a psychological approach, focusing on perception, stereotypes, empathy, and cognitive openness. Cultural perception shapes how individuals interpret social reality, but often results in stereotypes that simplify the characteristics of a group, which can hinder healthy communication. On the other hand, empathy—both affective and cognitive—plays a crucial role in building emotional understanding and perspectives toward people from different cultural backgrounds. Cognitive openness strengthens the ability to accept differences, avoid quick judgments, and increase awareness of social complexity. This combination of empathy and openness is the primary foundation for building effective and inclusive intercultural communication competencies. This article emphasizes that these competencies can be developed through education, cross-cultural experiences, and psychosocial training. In the era of globalization and digitalization, cross-cultural understanding is crucial for creating a harmonious environment in educational settings, organizations, and communities. Therefore, building empathetic, open, and stereotype-free communication is key to successful interactions in a multicultural society.  

Employee work motivation stands as a pivotal aspect capable of significantly enhancing employee performance within any organizational setting. This qualitative study endeavors to comprehensively gather information regarding the multifaceted factors that influence employee work motivation, ultimately impacting their overall performance. Utilizing a qualitative research methodology with a robust literature review approach, this investigation systematically reviews and synthesizes findings from an array of prior studies. The synthesis of our findings reveals two primary categories of factors critically affecting employee work motivation: external and internal factors. External factors encompass crucial elements such as the work environment, salary structures, the quality of supervisor treatment, and prevailing company policies. Conversely, internal factors primarily involve an individual's personal desires and inherent needs that require fulfillment within the employee. In light of these findings, it is imperative for organizations to address and fulfill these identified factors, particularly external ones, as a strategic endeavor to elevate and sustain employee performance.

Employee resistance remains one of the most significant barriers to successful organisational change implementation. Despite extensive theoretical frameworks, organizations continue to struggle with change initiatives, with failure rates ranging from 60-70%. His study investigates the key factors contributing to employee resistance during organizational change and evaluates the effectiveness of various management strategies in overcoming such resistance. A mixed-methods approach was employed, combining quantitative surveys (n=450) from employees across 15 organizations undergoing major changes and qualitative interviews (n=35) with change management leaders. Data collection occurred over 12 months during active change implementation periods. The study identified five primary resistance factors: fear of job security (78%), lack of communication (65%), insufficient training (58%), past negative experiences (52%), and loss of autonomy (47%). Organizations employing comprehensive communication strategies, participative change approaches, and structured training programs showed 40% higher success rates in change implementation. Effective resistance management requires a multi-faceted approach combining proactive communication, employee participation, skill development, and emotional support. Organizations that address resistance systematically achieve significantly better change outcomes.

Employee turnover intention remains one of the pressing challenges for organizations striving to maintain workforce stability. This study investigates how emotional intelligence influences employees’ intention to leave, with job satisfaction positioned as a mediating factor. Grounded in the Traditional Turnover Theory, the research was conducted at PT. Mabhakti, located at Jl. Nangka No. 29, Dangin Puri Kaja, North Denpasar, Bali, Indonesia. The study involved a total of 40 employees, all of whom were included as respondents using a census or saturated sampling approach. Data collection was carried out through structured interviews and questionnaires, and the analysis was performed using path analysis via SPSS. The findings reveal that emotional intelligence negatively and significantly affects turnover intention, while it positively and significantly influences job satisfaction. Additionally, job satisfaction itself negatively affects turnover intention and plays a significant mediating role in the relationship between emotional intelligence and turnover intention. These outcomes reinforce the Traditional Turnover Theory, highlighting that emotionally intelligent employees are more likely to experience internal positive drivers—such as self-motivation and emotional resilience—that contribute to job satisfaction and, consequently, a reduced desire to leave. The study underscores the importance of fostering emotional intelligence and enhancing job satisfaction as strategic approaches to curbing turnover intention and promoting organizational stability and productivity.

This research seeks to ascertain the impact of Social Media Marketing on Electronic Word of Mouth (e- WOM) and the Intention to Become a Member of Student Activity Units (UKM) among followers of the Instagram account @radiokampusunila. The background of this research is the low participation of Universitas Lampung students in campus organizations, even though promotional strategies through social media have been actively implemented. This study combines a survey method with a quantitative associative approach through online questionnaires distributed to 121 respondents. Purposive sampling with criteria, an active students of Universitas Lampung who follow the @radiokampusunila Instagram account, is the method of sampling that is employed The variables include Social Media Marketing (X), e-WOM (Y1), also the Intention to Become a Member (Y2). With the use of SPSS, multiple linear regression analysis was performed on the data. . The findings demonstrated the positive and substantial impact of social media marketing on e-WOM, the positive and significant impact of social media marketing on the intention to join, and the positive and significant impact of e-WOM on the intention to join.

Change management is an approach taken by individuals or organizations to move from previous conditions to a better future. In the midst of rapid advances in digital technology, business organizations are required to be able to adapt in order to remain competitive. Digital transformation brings fundamental changes in various operational aspects, so companies need to make adjustments, not only in terms of technology, but also in terms of work culture, organizational structure, and the mindset of their human resources. This research aims to discuss concepts and practical approaches in managing business organizational change in the digital era, so that the digital transformation process can be carried out with careful planning and appropriate strategies. This research was conducted using the literature study method, referring to various sources such as e-books and previous journals. The results showed that changes in organizations are usually driven by common goals that are adjusted to the increasingly rapid development of technology. Change is inevitable and must be managed in a structured way to produce a positive impact. Through proper change management, organizations can increase effectiveness and innovation so that they can survive and thrive in global competition. Digital transformation that is carried out thoroughly and sustainably will create organizational readiness to face the changing dynamics in this digital era.

This study aims to determine the effect of self-efficacy, self-esteem, and self-control on employee performance at the Lubuklinggau City Transportation Agency, and to test the role of self-esteem as a moderating variable. The problem of this study is based on the phenomenon of decreasing employee performance productivity caused by the inability of employees to complete tasks independently, lack of motivation, and suboptimal teamwork. This study uses a quantitative method with an associative design. The sample in this study were 56 State Civil Apparatus (ASN) employees who were selected purposively. Data collection techniques were carried out through observation, questionnaires, interviews, and documentation. Data were analyzed using regression analysis with the help of statistical software. The results of the study showed that self-efficacy, self-esteem, and self-control had a significant effect on employee performance. In addition, self-esteem was proven to be able to moderate the relationship between self-efficacy and self-control on employee performance. These findings indicate that internal psychological factors play a very important role in supporting optimal employee performance in government organizations

Hospitals as organizations that serve the interests of many people also need to carry out marketing to improve the quality of service and also the company's image in the community, so that hospital public relations need to work optimally using available media, one of which is social media to market their service products. This study aims to determine the effect of the use of social media in hospital marketing at RS. Proklamasi Rengasdengklok. In this case, the researcher used the systematic review method, namely an evidence-based method to conduct a systematic review. The source of the article was taken from related articles published in 2019-2022 using Google Scholar and PubMed. The inclusion criteria were (1) research conducted on the use of social media in marketing in hospitals during the last 3 years, (2) all descriptive and analytical studies with different methodologies, and (3) only studies in English, using the keyword "social media" combined with the keywords "hospital" and "marketing" or "hospital marketing". This article is based on research findings from various previously existing research journals. The conclusion is that social media has an influence on hospital marketing, including RS. Proklamasi Rengasdengklok in Karawang Regency, although social media users in the sub-district are still not optimal, but it is very helpful in terms of marketing.

This study aims to systematically review the literature related to teamwork in the context of formal organizations, with a focus on concept mapping, identification of key factors, and remaining research gaps. The method used is Systematic Literature Review (SLR) by analyzing 797 articles published in 2021-2025. The selection process was rigorous using inclusion and exclusion criteria, followed by thematic coding to identify key patterns. The analysis showed that effective communication, participative leadership, and psychological safety are the main factors that shape solid teamwork and positively impact employee performance and job satisfaction. However, there were a number of organizational contexts where teamwork did not contribute significantly, indicating the need for attention to contextual factors, organizational culture and psychosocial dynamics. This study makes theoretical and practical contributions to designing evidence-based organizational interventions to sustainably improve teamwork effectiveness.

This study aims to determine the effect of internal motivation and transformational leadership on employee performance with spiritual intelligence as a moderating variable at the Lubuklinggau City Social Service. The background of this study is based on the importance of the role of human resources in achieving organizational goals and the decline in employee work productivity as seen from monthly performance achievement data. This study uses a quantitative approach with an associative method. The sample used was all 31 employees of the Lubuklinggau City Social Service, with a saturated sampling technique. Data were collected through observation, interviews, documentation, and questionnaires with a Likert scale. Data analysis was carried out using SmartPLS 3.0 software. The results of this study are expected to provide empirical evidence that internal motivation and transformational leadership have an effect on employee performance, and spiritual intelligence can moderate this effect. This study also provides theoretical contributions to the development of human resource management science and practical benefits in improving the performance of public organizations.

study aims to analyze the influence of job description on employee performance at the Sumenep Regency Population and Civil Registration Office. The background of this research is based on the importance of clarity of job descriptions in supporting the optimal performance of employees, especially in public service agencies that deal directly with the community. This study uses a quantitative approach with the Partial Least Square (PLS) data analysis technique through the help of Smart PLS 2.0 M3 software. Primary data was obtained through the distribution of questionnaires to 20 respondents who were selected using the purposive sampling technique. The results showed that job description had a positive and significant effect on employee performance, with a path coefficient value of 0.808 and an R-square value of 0.652. This shows that the clearer the job description received by employees, the higher the level of performance produced. Job descriptions play an important role in improving work efficiency, minimizing role conflicts, clarifying responsibilities, and supporting an objective performance evaluation process. This study suggests that government agencies regularly update and socialize job descriptions to all employees to improve the performance of individuals and organizations as a whole.

The entry of Islam into the archipelago is a historical process that takes place peacefully and culturally. The role of scholars is the main key in disseminating Islamic teachings through trade, educational, and socio-cultural approaches. Not only preaching, the scholars also mingle with the local community through marriage and the establishment of educational institutions such as Islamic boarding schools. A persuasive and accommodating da'wah strategy for local culture is the main factor in the success of Islamization in various regions. In addition to religious aspects, Islam also has influence in the field of politics and government, both in the application of sharia values, morals, and the formation of Islamic political organizations. Through the study of literature and historical sources, this study shows that the process of spreading Islam in the archipelago is not forceful, but through the harmonious integration of values and culture.

Generation Z consists of people born from 1995 to 2010. This generation has been familiar with technology since childhood. The purpose of this study is to determine the relationship between transformational leadership style and characteristics of generation Z employee members. This study uses a systematic literature review to identify and analyze the transformational leadership style on the characteristics of generation Z employee members, so that it can be used as a reference for future research and to help organizations understand better what they are doing. The results show that there is a match between transformational leadership style and the characteristics of generation z who value flexibility, collaboration, and innovation, often preferring workspaces that allow social interaction. Transformational leadership style is beneficial to improve the spirit, performance and participation of generation Z in public, business and social organizations.