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The performance of investigators in resolving criminal cases is one of the key indicators of police effectiveness. However, the Semendawai Suku III Police Sector still faces challenges in monitoring case resolution due to the lack of an integrated reporting system and minimal documentation of investigators’ knowledge. This study aims to develop an interactive dashboard system based on Knowledge Management to assist in monitoring case resolution performance and support data- and knowledge-based decision-making processes. The research employs the Prototype method, involving several stages: needs analysis, system design, system development, testing, and refinement. The system was developed using the PHP programming language and MySQL database. The implementation results show that the dashboard can display data on criminal reports, case resolutions, and pending cases in an informative and integrated manner. In addition, the knowledge base feature functions as a medium for storing and sharing investigators’ experiences (lesson learned), allowing field knowledge to be reused by other officers when handling similar cases. Overall, the implementation of the interactive dashboard system based on Knowledge Management at the Semendawai Suku III Police Sector successfully improves work efficiency, strengthens the transparency of investigative performance, and builds a foundation for sustainable organizational learning within the police environment.

This study aims to analyze the influence of work motivation and leadership on employee work discipline at the Pompengan Jeneberang River Basin Office (BBWS) in Makassar. This study uses a quantitative approach with a survey method, the sample used is 80 respondents. Data collection was carried out using questionnaires, observation, interviews and documentation. The data analysis technique used is multiple linear regression analysis using statistical product and service (SPSS) 25. The results of the study indicate that work motivation has a positive and significant influence on employee work discipline at the Pompengan Jeneberang River Basin Office. Leadership also has a positive and significant influence on employee work discipline at the Pompengan Jeneberang River Basin Office. Work motivation and leadership together have a significant influence on employee productivity at the Pompengan Jeneberang River Basin Office. Thus, the implementation of an effective leadership style and strategies to increase work motivation can be a solution in improving employee discipline and performance, which in turn will improve the quality of service and work results in government agencies. This study is expected to provide insight for further research on the factors that influence work discipline in the public sector.

This research aims to examine the role of music in the construction process of the traditional Karo house, Siwaluh Jabu, in Lingga Cultural Village, Karo Regency, North Sumatra. In Karo culture, music is not merely a source of entertainment but serves as a symbolic and spiritual medium that reflects cultural values, social cohesion, and the community’s belief system. This study employs a qualitative descriptive method with an ethnographic approach through field observation, in-depth interviews with traditional figures, musicians, and local residents, as well as documentation of rituals and architectural elements of the Siwaluh Jabu house. The findings reveal that music plays a significant role in each stage of construction, starting from the selection of suitable wood to the completion ritual known as Mengket. The Gendang Lima Sendalanen ensemble—particularly through the performance of Gendang Limapuluh Kurang Dua—functions as a medium connecting humans with ancestral spirits, legitimizing the spiritual presence within the house, and strengthening communal cooperation. Music serves not only to regulate the rhythm of collective work but also to ensure harmony between humans, nature, and the unseen forces that are believed to inhabit the house. Therefore, music is an essential element that maintains cultural continuity, reinforces identity, and supports the preservation of the Karo intangible heritage amidst ongoing modernization.

This study aims to analyze in depth the influence of motivation and work environment on employee performance at PT. Value Consult, South Jakarta. The focus of the study is directed at the extent to which work motivation and work environment conditions can contribute to increasing employee productivity and performance effectiveness. This study uses a qualitative approach with data collection techniques through observation, in-depth interviews, and documentation of a number of key informants. The results show that motivation formed through a fair reward system, providing opportunities for self-development, and managerial support has a significant influence on increasing employee morale and responsibility. In addition, a comfortable work environment, harmonious work relationships, and adequate work facilities contribute to creating a positive work atmosphere that supports the improvement of individual and team performance. Thus, the synergy between the right motivation and a conducive work environment is a strategic factor in improving employee performance and achieving organizational goals in a sustainable manner.  

Nowadays, the success of a company in achieving its goals certainly cannot be separated from employee performance. From this, companies should be able to understand the importance of Human Resources (HR) in the company because they all work together to achieve the goals the company wants to achieve. On this basis, this research aims to determine the influence of training, laissez-faire leadership style, and work discipline on employee performance in the Accounting and Finance Division at the Surabaya Main Branch of the Indonesian Post Office. This research uses quantitative methods. The population is all employees at the Surabaya Main Branch Post Office in the Accounting and Finance division, totaling 55 people. Sampling is saturated sampling by making the entire population as respondents. The scale used in this research is an ordinal scale with the Likert method. Data collection techniques are interviews and questionnaires by distributing statements directly to respondents. Then for data analysis techniques using Partial Least Square (PLS) measurements of the outer model and inner model. The research results show that training, laissez-faire leadership style, and work discipline support increased employee performance. This shows that the better and more effective the training, laissez-faire leadership style, and work discipline implemented, the better the employee performance at the Surabaya Main Branch Post Office will be.

This qualitative literature review investigates the dynamics of risk sharing and performance-based compensation (PBC) in professional workplaces, aiming to bridge the gap between theoretical frameworks and practical applications. By analyzing existing literature, the review reveals that PBC can effectively align employee incentives with organizational goals, enhancing performance and commitment. However, the success of these systems hinges on various factors, including transparent evaluation processes, equitable risk distribution, and the relevance of performance metrics. The findings highlight that while risk-sharing models can drive long-term engagement, they may also expose employees to financial uncertainties, particularly in volatile industries. Moreover, perceptions of fairness and equity in compensation structures play a crucial role in influencing employee motivation and satisfaction. The review emphasizes the necessity for organizations to carefully design PBC systems that consider industry-specific characteristics and employee preferences to mitigate potential adverse effects. Overall, this research contributes to a deeper understanding of the complexities surrounding PBC and risk sharing, paving the way for future studies to explore their implications in diverse contexts.

This study aims to determine the influence of Self-leadership (X1), Work Time Flexibility (X2), Mental Health (X3), and Work Motivation (X4) on Employee Performance (Y) at PT Bestindo Car Utama. The research employs a quantitative approach with non-probability sampling. The sample consists of 63 respondents who are active employees of the company. Data were collected through questionnaires and analyzed using descriptive statistics for primary data and inferential analysis with SmartPLS v.4.1.1.4 software. The results show that Self-leadership and Work Time Flexibility have no significant effect on Employee Performance. However, Mental Health and Work Motivation have a positive and significant effect on Employee Performance. These findings indicate that psychological and motivational aspects play an important role in improving employee productivity. Therefore, the company needs to pay greater attention to mental well-being and the factors that can enhance employee motivation to achieve optimal performance. This research is expected to serve as a reference for organizations in designing human resource policies oriented toward performance improvement through well-being and motivation-based approaches.

This study aims to analyze the role of TikTok as a digital marketing tool in increasing the number of streams and musicians' income, with a case study of the viralization of the song "Mangu" by Fourtwnty. Using a qualitative approach with a case study method, this study explores the dynamics of the virality of music content on the TikTok platform and its impact on the digital music ecosystem. The results show that the virality of songs is not solely triggered by algorithms, but also by the power of emotional narratives, the relevance of lyrics to the user experience, and the active participation of the audience in the form of production. This phenomenon is driving cross-platform conversions, where TikTok users are switching to streaming services such as Spotify and YouTube, thereby increasing digital royalties and opening up live performance opportunities for musicians. Organic marketing strategies based on audience engagement have proven to be effective in creating broad and sustainable exposure, especially among the digital native generation. This research confirms that TikTok is not only an entertainment platform, but also a strategic medium in building music branding and monetizing works creatively. These findings provide important implications for independent musicians and the music industry in designing adaptive and participatory promotional strategies in an increasingly competitive digital economy.

This study aims to determine the effect of training and work motivation on the performance of employees at the Jambi Province Public Works and Public Housing Agency. The background of this research is the decline in employee performance target achievements, which is influenced by budget constraints, limited training opportunities, and low work motivation due to a lack of recognition and organizational support. The research method used is a quantitative method with a descriptive approach and a case study, conducted on employees of the Public Works and Public Housing Agency of Jambi Province. The results show that training has a positive and significant effect on improving employee performance. Training not only serves as a means of instruction but also as a tool for developing employee skills and competencies. Conversely, work motivation has a negative and insignificant effect on employee performance, which is influenced by unmet needs for security, recognition, and encouragement to achieve goals. However, simultaneously, training and work motivation have a positive and significant effect on employee performance. This study concludes that effective training management and appropriate motivational strategies are crucial for improving the performance of employees at the Public Works and Public Housing Agency of Jambi Province.

This study aims to analyze production performance and the factors influencing the productivity of mining operations at PT. XYZ during August 2025. The evaluation covers production achievement against the corporate work plan (RKAP) and the owner’s operational plan, equipment availability (Physical Availability), the productivity of loading and hauling units, and various types of loss time that reduce effective working hours. The results indicate that production realization reached only 65% of the RKAP target, while achieving 102% of the owner’s plan for total material. Low equipment availability, high loss time such as no hauler, wait operator, and front preparation, as well as the underperformance of 80-ton and 100-ton units, were identified as the main contributors to production deviation. Additional influencing factors include unit reassignment, suboptimal haul road conditions, and insufficient operational fleet numbers. The study recommends optimizing fleet management, enhancing preventive and predictive maintenance programs, reorganizing hauling workflows, and controlling dominant loss time sources to improve operational efficiency and production target achievement in future periods.

Penelitian ini bertujuan untuk menganalisis pengaruh etos kerja, motivasi intrinsik, dan kepuasan kerja terhadap kinerja karyawan di perusahaan-perusahaan yang beroperasi di Kota Cirebon. Kinerja karyawan menjadi salah satu indikator penting dalam menjamin keberlangsungan dan daya saing perusahaan. Namun, ketidaksesuaian antara potensi sumber daya manusia dan hasil aktual di lapangan masih sering terjadi, ditandai dengan rendahnya produktivitas, tingginya turnover, serta loyalitas karyawan yang lemah. Penelitian ini menawarkan kebaruan dengan menguji ketiga variabel psikologis internal secara simultan dalam satu model penelitian, berbeda dari studi sebelumnya yang menguji secara parsial. Metode penelitian yang digunakan adalah kuantitatif dengan desain kausal asosiatif. Data diperoleh melalui kuesioner skala Likert yang disebarkan kepada 50 responden menggunakan teknik purposive sampling. Analisis dilakukan menggunakan regresi linier berganda dengan bantuan SPSS versi 25 untuk mengukur pengaruh masing-masing variabel bebas terhadap variabel dependen, baik secara parsial maupun simultan. Hasil penelitian menunjukkan bahwa etos kerja, motivasi intrinsik, dan kepuasan kerja secara signifikan memengaruhi kinerja karyawan. Etos kerja memiliki hubungan positif, motivasi intrinsik menunjukkan pengaruh negatif jika tidak selaras dengan dukungan organisasi, dan kepuasan kerja berkontribusi dalam menciptakan kenyamanan dan loyalitas. Secara simultan, ketiga variabel tersebut menjelaskan proporsi signifikan terhadap variasi kinerja. Penelitian ini memberikan implikasi bahwa perusahaan perlu menyusun strategi pengelolaan SDM yang tidak hanya berfokus pada aspek teknis, tetapi juga pada penguatan faktor psikologis karyawan secara menyeluruh.

This research seeks to examine the approach to managing civil servant training to enhance public service efficiency at the Regional Civil Service Agency (BKD) of Pasuruan City. This research is rooted in the bureaucratic difficulties encountered by local governments, especially the disparity between organizational demands and the presence of qualified staff. This situation results in delays in service, reduced productivity, and ineffective management of human resources. The study utilizes a qualitative descriptive method, gathering data via comprehensive interviews, firsthand observations, and analysis of policy documents. The results indicate that the state civil servants formation management approach at BKD Pasuruan emphasizes three main elements: workforce planning based on competencies, employee redistribution according to performance, and strengthening evaluation systems oriented towards results. These tactics have enhanced bureaucratic effectiveness and expedited public service operations. The research additionally reveals that effective execution relies on adaptive leadership, a cooperative work environment, and a dedication to service innovation. In summary, an effectively designed, flexible, and results-oriented state civil servants formation management approach can act as a template for enhancing local administrative capabilities to deliver efficient, professional, and enduring public services.

 This study highlights the importance of academic supervision in improving teachers' professionalism and performance, particularly Islamic Education teachers in madrasas. At MIN 1 Musi Banyuasin, academic supervision has not been fully optimized due to limited time, lack of continuous follow-up, and teachers' perception of supervision as an administrative procedure. The study aims to describe the implementation of academic supervision and analyze its impact on Islamic Education teachers' performance. Using a qualitative phenomenological approach, data were collected through observation, documentation, and in-depth interviews. The results indicate that well-planned, reflective, and participatory academic supervision effectively enhances teachers' pedagogical competence, professionalism, and spiritual awareness. Moreover, academic supervision serves as a means of moral and professional development that fosters a religious work culture within the madrasa and supports the continuous improvement of Islamic education quality.

The Karanganyar Regency Government functions as an autonomous region comprising various work units, including offices, agencies, and departments. This study aims to examine the influence of budget participation and work motivation on managerial performance, and to analyze the moderating role of leadership style within this relationship in the Regional Government Work Units (SKPD) of Karanganyar Regency. This research employed a quantitative approach, utilizing primary data as its main source. The study population consisted of all 8,019 employees across the SKPD in Karanganyar Regency. A purposive sampling technique was used to select 100 employee respondents. The findings indicate that Budget Participation has a positive but not statistically significant effect on managerial performance. Conversely, the Work Motivation variable demonstrates a positive and statistically significant influence on the managerial performance of SKPD in Karanganyar Regency. Furthermore, Leadership Style was found to moderate the effects of both Budget Participation and Work Motivation on Managerial Performance. This suggests that an improved leadership style can enhance the effectiveness of budget participation and work motivation in boosting managerial performance within the SKPD of Karanganyar Regency

This study examines the strategic role of job satisfaction in shaping organizational commitment in the context of companies by synthesizing empirical evidence published between 2016 and 2025. Although it has been extensively researched, findings related to the consistency and determinants of the relationship between job satisfaction and organizational commitment are still scattered and have not been integrated, thus requiring comprehensive mapping. Therefore, this study aims to identify empirical patterns, conceptual issues, and theoretical foundations that explain how job satisfaction contributes to the formation of organizational commitment. Using the PRISMA based Systematic Literature Review (SLR) method, 35 articles were selected through the stages of identification, screening, quality assessment, and thematic synthesis. The review results show that job satisfaction is consistently a major predictor of organizational commitment in various corporate sectors. These findings are consistent with theories such as Social Exchange Theory, Equity Theory, Herzberg's Two Factor Theory, and Job Demands Resources Model, which explain the cognitive and affective mechanisms of commitment formation. In addition, variables such as work environment, job involvement, work life balance, internal CSR, and HR practices were identified as mediators or moderators that strengthen this relationship. This study concludes that increasing job satisfaction is an important strategy for strengthening commitment, reducing turnover intentions, and improving organizational performance. This review contributes to an integrative understanding of empirical developments and theoretical perspectives, and provides recommendations for future research to expand the data base and consider cross-cultural dynamics in organizations.

This study aims to analyze the influence of digital transformation and work environment on employee performance at the Energy and Mineral Resources Office of East Kalimantan Province. Digital transformation is a crucial element in promoting bureaucratic efficiency and public service quality, while a conducive work environment plays a vital role in enhancing employee motivation and productivity. A quantitative approach was applied using a survey method with a census of 68 employees. The data were analyzed using multiple linear regression with SPSS version 22. The results show that both digital transformation (t = 4.401; sig. = 0.000) and work environment (t = 2.126; sig. = 0.037) have a positive and significant partial effect on employee performance. Simultaneously, the variables also have a significant influence (F = 114.254; sig. = 0.000). The coefficient of determination (R² = 0.780) indicates that 78% of the variation in employee performance is explained by these two factors. These findings emphasize the importance of implementing effective digital systems and creating a supportive work environment to optimize bureaucratic performance in the public sector

This study examines participatory leadership styles and their influence on organizational innovation in state-owned enterprises (SOEs) in Indonesia. Participative leadership involves subordinates actively in the decision-making process, which contributes to increased motivation, productivity, and individual performance within the organization. Using a qualitative descriptive approach, this study explores the concepts and practices of leadership and innovation applied in SOEs. The results show that participatory leadership not only increases employee engagement but also creates a collaborative and innovative work environment. By involving different generations in decision-making, leaders can leverage the experience of senior generations and fresh ideas from younger generations, thereby encouraging more creative and relevant innovation. The implications of this research indicate that the application of a participatory leadership style is very important for SOEs to strengthen their competitiveness, adapt to market changes, and make a significant contribution to national development. This research provides valuable insights for leadership development and innovation strategies in the SOE sector in Indonesia.

The success of a production process is highly dependent on effective quality control. In this study, the focus is directed toward Pc Slab Type A products manufactured by PT. XYZ, a precast concrete company for highways and building structures. The evaluation emphasizes efforts to reduce chipping defects. Improvement priorities were determined using the Failure Mode and Effect Analysis (FMEA) method based on the Risk Priority Number (RPN). Root Cause Analysis (RCA) was applied to identify the underlying problems. The analysis revealed that the dominant factor comes from the human aspect, with the highest RPN value of 294, namely the lack of regular supervision. Additional contributing factors include improper mold opening methods (RPN 216), inconsistent worker performance (RPN 175), inter-division transfers (RPN 125), and delayed maintenance schedules (RPN 120). All causes were elaborated using the 5W+1H approach, covering reasons, locations, timing, implementation, and proposed corrective actions.

This study aims to determine the effect of communication and work discipline on employee performance through work supervision as an intervening variable at Jambi Ekspres Televisi. The population in this study consisted of 30 employees, all of whom were used as samples using the total sampling technique. This research employed a quantitative approach with a questionnaire based on a Likert scale, and the data were analyzed using the Partial Least Square (PLS) method through the SmartPLS software. The results showed that communication and work discipline were categorized as good and played an important role in improving employee performance through work supervision. Communication had a positive and significant effect on work supervision, while work discipline also had a positive and significant effect on work supervision. However, communication had a positive but insignificant effect on employee performance. Conversely, work discipline had a positive and significant direct effect on employee performance. Meanwhile, work supervision had a negative and insignificant effect on employee performance. The indirect effects of communication and work discipline on performance through work supervision were also negative and insignificant, indicating that work supervision has not yet played an optimal role as an intervening variable. Based on these findings, it is recommended that the company enhance internal communication effectiveness, strengthen the consistent implementation of work discipline, and optimize the role of work supervision to function more as a coaching and motivational tool, thereby contributing positively to improving employee performance.

Human Resources are a key factor in determining the success of an organization. To improve employee performance, proper management is required, including job rotation and the enforcement of work discipline. This studi aims to determine the influence of job rotation and work discipline on employee performance at the investment and one-stop integrated service office of depok city. This research uses a quantitative approach using a saturated sampling technique. Data were collected through questionnaires distributed to 59 respondents who are employees at the agency. The data analysis techniques used include data quality testing, assumption tests, hypothesis testing, and the coefficient of determinasi. The result showed that job rotation has a positive and significant effect on employee performance. Likewise, work discipline also has a significant positive effect on performance. Simultaneously, both independent variables show a significant influence on employee performance. Based on these results, it can be concluded that proper implementation of job rotation and improved work discipline can make a real contribution to enhancing employee performance in the institution.