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This study aims to determine how much influence simultaneously between internal communication and work environment on employee performance at PT AMYTHAS. This research method uses a quantitative descriptive approach with data collection techniques through distributing questionnaires to 51 respondents who are employees from various divisions. The data analysis technique uses multiple linear regression through the SPSS version 26 application. The results of the study show that partially the internal communication variable has a t-value of 2.711> Ttable 2.010 and a significance of 0.009 <0.05, so it can be concluded that internal communication has a significant effect on employee performance. Likewise with the work environment which has a t-value of 4.359> Ttable 2.010 with a significance of 0.000 <0.05, so the work environment also has a significant effect on employee performance. Simultaneously, internal communication and work environment have a significant effect on employee performance with a significance value of 0.000 <0.05 and an F count of 144.407> F table 3.19. So it can be concluded that internal communication and work environment have a joint influence on the performance of PT AMYTHAS employees.

This study aims to analyze the influence of work discipline, work motivation, and incentive provision on employee performance in the production department of PT Wonojati Wijoyo. The study employed an associative quantitative approach, with 65 respondents selected using a purposive sampling technique. Data were collected through a five-point Likert-scale questionnaire that passed validity and reliability tests. The data were analyzed using multiple linear regression with SPSS version 29, including classical assumption tests, t-test, F-test, and the coefficient of determination (R²). The results show that work discipline has a positive and significant effect on employee performance, while work motivation and incentive provision have no significant effect. However, simultaneously, the three variables significantly affect employee performance, with a coefficient of determination of 77.9%, indicating that the remaining 22.1% is influenced by other factors not included in the model. These findings highlight the importance of implementing human resource management policies that balance discipline, reward systems, and motivation programs to improve employee performance sustainably.

A company's productivity is greatly influenced by the quality of employee performance, which makes employees an important asset in achieving organizational goals. This study aims to analyze the influence of job skills, work experience, and work commitment on employee performance on CV Medali Mas. The research method used is a quantitative approach with multiple linear regression analysis techniques. Data were collected through questionnaires that had been tested for validity and reliability, and classical assumption tests were carried out including normality, multicollinearity, heteroscedasticity, and linearity tests. The results of the analysis showed that simultaneously, the three independent variables, namely work skills, work experience, and work commitment, had a significant effect on employee performance (F count = 6.788; Sig. < 0.001). However, only work experience showed a significant effect on employee performance (t count = 2.765; Sig. = 0.009), while work skills (Sig. = 0.072) and work commitment (Sig. = 0.531) had no significant effect. These findings confirm that work experience is a dominant factor in improving employee performance at CV Medali Mas. The implications of this study suggest that companies pay more attention to the track record of work experience in the recruitment and human resource development process to increase productivity optimally.

This study examines the dynamics of Quality of Work Life, Workload, and Job Satisfaction in efforts to enhance Employee Productivity at PT. Bank Capital Indonesia, Tbk. Faced with increasingly complex industry challenges, companies need to effectively manage human resources to maintain competitiveness. Work-life balance, job satisfaction, and quality of work life are important factors that play a role in employee productivity, especially when workload increases. A quantitative approach with a descriptive correlational design was used in this study, with data collected through questionnaires and analysed using Structural Equation Modeling (SEM) with the AMOS software. The cluster random sampling technique was applied to select a sample proportionally. The findings show that Quality of Work Life and Job Satisfaction positively influence employee productivity, while Workload negatively impacts Job Satisfaction. However, Workload did not show a significant direct effect on Employee Productivity. Mediation analysis revealed that Job Satisfaction does not act as a mediator between Quality of Work Life and Employee Productivity. These findings suggest that improving Job Satisfaction, Quality of Work Life, and Work-life Balance can enhance employee productivity in the banking sector.

This study aims to analyze the influence of leadership style and work motivation on the performance of civil servants (PNS) at the Office of the Domestic Policy Strategy Agency (BSKDN) in Central Jakarta. The study employs a descriptive quantitative approach using a survey method, where data were collected through questionnaires distributed to a number of PNS within BSKDN. The collected data were then analyzed using multiple linear regression with the aid of statistical software to examine the relationships and effects between variables. The results indicate that leadership style has a substantial and positive effect on PNS performance, suggesting that effective, inspiring, and communicative leadership can enhance employee productivity and work quality. Moreover, work motivation also demonstrates a positive and significant impact on PNS performance, indicating that highly motivated employees exhibit greater dedication, discipline, and initiative in carrying out their duties. Further analysis shows that when leadership style and work motivation are applied simultaneously, both provide a substantial influence on improving PNS performance, emphasizing the importance of synergy between good leadership and employees’ internal motivation. The practical implications of this study underscore the urgency for BSKDN to develop leadership training programs that can inspire, motivate, and empower employees comprehensively. Additionally, designing sustainable strategies to enhance work motivation is also crucial to optimize the performance of all PNS within BSKDN, ensuring organizational goals are achieved effectively and efficiently. This study contributes to the development of human resource management practices in the government sector, particularly in the context of enhancing employee performance through the combination of effective leadership and optimal work motivation.

Pengelolaan sumber daya manusia di perusahaan harus dijalankan dengan sebaik mungkin dengan pengelolaan yang efektif dan efesien agar perusahaan dapat bersaing dengan persahaan-persahaan lainnya. Sebaliknya jika pengelolaan sumber daya manusia perusahaan tidak berjalan dengan efektif, maka akan muncul berbagai masalah yang akan mengganggu kinerja perusahaan. Fenomena yang sering terjadi adalah terdapat banyak karyawan yang ingin berpindah kerja atau intensi turnover yang akhirnya berujung pada keputusan karyawan tersebut untuk meninggalkan pekerjaannya (turnover).

Hypertension is a non-communicable disease that can be life-threatening, especially in the elderly. According to the WHO, more than 15 million people aged 30–69 years die each year from non-communicable diseases. This study aims to analyze factors influencing the incidence of hypertension in the elderly, including smoking, stress levels, culture, diet, exercise, and coffee drinking habits. This research method used a quantitative approach with a cross-sectional design. The population was 738 elderly people, with a sample size of 259 elderly people, and random sampling was used. Data analysis was performed using univariate, bivariate using the Chi-Square test, and multivariate using the Pearson correlation test. The results of this study such as Smoking with hypertension: There is a significant influence (p = 0.002), stress level There is a significant influence (p = 0.002), Culture There is a significant influence (p = 0.010), Eating patterns with hypertension are significant (p = 0.049), Exercise There is a significant influence (p = 0.003), drinking coffee with a significant influence (p = 0.048). Multivariate analysis shows that culture (p = 0.003; r = 0.177) and coffee drinking habits (p = 0.022; r = 0.139) are the most influential factors on elderly hypertension, while other factors are not significant. This study shows that smoking, stress levels, culture, diet, exercise, and coffee consumption are significantly associated with hypertension in the elderly. However, a multivariate analysis revealed that cultural factors and coffee drinking habits were the most dominant factors influencing hypertension, while other factors had no significant effect after being controlled for. Therefore, efforts to prevent and control hypertension in the elderly need to focus on changing cultural practices that are less conducive to health and regulating coffee consumption, while still considering the implementation of a healthy lifestyle overall.

Maternal Mortality Rate (MMR) and Infant Mortality Rate (IMR) can be a measure of a country's welfare in determining the optimal degree of health. The maternal mortality rate in the world is 303 thousand people (WHO 2023). MMR in Indonesia was 4,129 people in 2023. Meanwhile, the Infant Mortality Rate (IMR) in the world is 29,945 people (WHO, 2023). In Indonesia, there were 16.85 infant mortality rates in 2023. SEZ is a nutritional deficiency in pregnant women that lasts for several months or years. SEZ conditions can indirectly cause MMR and IMR. SEZ in pregnant women can cause complications such as IUGR, Abortion, LBW, Circulation, Anemia, Bleeding, and Childbirth complications. Research Objective: Providing Comprehensive Midwifery Care in accordance with midwifery care standards starting from pregnancy, childbirth, postpartum, newborn, and family planning in Mrs. A 22 years old with Chronic Energy Deficiency (SEZ) and Chepalo Pelvic Disproportion (CPD) with a midwifery management approach according to Varney and SOAP. Research Methods: Descriptive Qualitative with Case Study approach Results: Comprehensive Midwifery Care on Mrs. A aged 22 years with SEZ can be overcome by an increase in LILA, there is a CPD so that SC delivery is performed and appropriate case management is carried out so that labor, newborn, postpartum period, and family planning goes well. Conclusion: The results of the comprehensive care given to Mrs. A 22 years old with Chronic Energy Deficiency (SEZ) can be resolved marked by an increase in LILA, SC delivery on indications of CPD, normal LBW, normal postpartum, and mini pill birth control.

Background: Globally, stunting in children under five years old in 2022 is around 22.3% or 148 million children under 5 years old. In Southeast Asia alone, the prevalence of stunting is 26.4% or 14.4 million. Objective: This study was to determine the correlation complete basic immunization and the incidence of stunting in toddlers in the Working Area of UPT Puskesmas Batu Aji Batam City. Methods: This research is a quantitative study observational analytic design with a case control approach. The sample is 42 toddlers and using purposive sampling technique. Data collection tools use observation sheets and the chi-square test. Findings: The results of the chi square statistical test obtained a p-value of 0.005 <0.05 (OR = 6.400 (95% CI (1.654 - 24.770)). There is a significant relationship between complete basic immunization and the incidence of stunting in toddlers in the Working Area of UPT Puskesmas Batu Aji Batam City. Implication: Complete basic immunization has a significant impact on the growth and development of toddlers

Hypertension is a "silent disease" with a high prevalence that can be triggered by modifiable risk factors such as stress and smoking. Sei Langkai Community Health Center shows the highest hypertension service rate (20.12%) in Batam City with Sei Langkai Village having 50% of hypertension sufferers from the health center's working area. The purpose of this study was to analyze the relationship between stress and smoking with the incidence of hypertension in Sei Langkai Village, the Working Area of ​​UPTD Sei Langkai Community Health Center, Batam City. This research method is an analytical observational study with a cross-sectional design. The accessible population is residents aged >17 years in RW 17 RT 05 Sei Langkai Village (334 people). A sample of 75 respondents was selected using a cluster random sampling technique. Data collection used the Perceived Stress Scale (PSS) questionnaire to measure stress and the Fagerstrom Test for Nicotine Dependence (FTND) to measure smoking dependence, as well as blood pressure observations. Data analysis used the chi-square test and Spearman correlation. The results showed a significant association between stress and hypertension (p=0.001; PR=5.688; 95% CI: 2.200-14.705). Of the 47 respondents experiencing stress, 87.2% had hypertension. There was a significant association between smoking and hypertension (p<0.001; r=0.585). Of the 28 respondents with heavy smoking habits, 96.4% had hypertension. The study concluded that stress and smoking are significantly associated with hypertension. Respondents with stress had a 5.688-fold higher risk of developing hypertension. The more severe the smoking habits, the higher the risk of hypertension.

Penelitian ini bertujuan untuk menganalisis pengaruh Lingkungan Kerja, Motivasi, dan Work-Life Balance terhadap Loyalitas Karyawan di Perusahaan EPC di Jakarta, dengan Kepuasan Kerja sebagai variabel mediasi dan moderasi. Penelitian ini menggunakan pendekatan kuantitatif dengan melibatkan total 259 responden yang dipilih melalui teknik purposive sampling. Data dikumpulkan menggunakan kuesioner terstruktur dan dianalisis dengan metode Partial Least Squares-Structural Equation Modeling (PLS-SEM). Hasil penelitian menunjukkan bahwa Lingkungan Kerja, Motivasi, dan Work-Life Balance memiliki pengaruh positif dan signifikan terhadap Loyalitas Karyawan. Selain itu, ketiga variabel tersebut juga berpengaruh positif dan signifikan terhadap Kepuasan Kerja. Temuan lain menunjukkan bahwa Kepuasan Kerja turut memberikan kontribusi positif dan signifikan terhadap Loyalitas Karyawan, namun tidak berperan sebagai variabel moderasi. Sebaliknya, Kepuasan Kerja berfungsi sebagai variabel mediasi dalam hubungan antara Lingkungan Kerja, Motivasi, dan Work-Life Balance dengan Loyalitas Karyawan. Penelitian ini diharapkan mampu memberikan kontribusi praktis bagi strategi manajemen sumber daya manusia, khususnya dalam meningkatkan retensi karyawan, serta memberikan implikasi teoretis yang dapat memperkaya kajian akademik di masa mendatang.

Bullying is one of the issues that frequently occurs in elementary school environments and has serious impacts on children’s psychological, social, and academic development. Efforts to prevent and address bullying are essential through education involving students, teachers, and the surrounding community. This study aims to describe the role of Community Service Program (Kuliah Kerja Nyata, KKN) students in providing anti-bullying education at UPT SDN 033915 Pasi. The research employed a descriptive qualitative method with a case study approach. Data were obtained through observation, simple interviews, and documentation of the anti-bullying seminar activities conducted by KKN students at the school. The results indicate that KKN students act as educators by explaining the definition, forms, and impacts of bullying; as facilitators by creating interactive discussion spaces with students; and as motivators encouraging students to respect one another and reject bullying behavior. Educational strategies were implemented through lectures, discussions, Q&A sessions, and the use of simple visual media. Students’ responses were very positive, demonstrated by their enthusiasm during activities and increased understanding of the dangers of bullying. The study concludes that KKN students play an important role in preventing bullying in elementary schools, while also serving as a tangible contribution of students as agents of social change.

This study aims to determine and analyze the influence of competence and work dicipline on teacher performance at SMKN 1 Woha. This study is a quantitative study and the type of reseach is assosiative with the population in this study being all teachers at SMKN 1 Woha. The sampling technique is purposive sampling totaling 38 PNS teachers, while the data collection technique uses observation, interviews, literature studies and questionnaires measured using a 5-point likert scale and then distributed to 38 teacher respondents who have PNS status at SMKN 1 Woha. The data analysis method used in this study is multiple linear regression analysis then analyzed using SPSS version 24 for windows. The results of this study state that: 1) There is a significant influence between competence on teacher performance at SMKN 1 Woha. 2) There is a significant influence between work discipline on teacher performance at SMKN 1 Woha. 3) There is a significant influence between competence and work discipline on teacher performance at SMKN 1 Woha.

This study aims to examine the influence of transformational leadership, work motivation, and organizational culture on organizational commitment at PT Kembang Jawa Permai. The research employs a quantitative approach with an associative causal design, using a survey method and data collected through a questionnaire distributed to all 46 employees as respondents. The sampling technique used is saturated sampling, considering the small population size. Data analysis was performed using multiple linear regression analysis with validity, reliability, and classical assumption tests (normality, multicollinearity, heteroscedasticity, and linearity) conducted beforehand to ensure model accuracy. The results indicate that transformational leadership, work motivation, and organizational culture each have a positive and significant effect on organizational commitment, both partially and simultaneously. Among the three variables, organizational culture shows the most dominant influence, indicating that strong organizational values and teamwork orientation play a key role in strengthening employee commitment. The coefficient of determination (R²) of 0.848 implies that 84.8% of the variation in organizational commitment can be explained by the three independent variables. This study contributes to human resource management theory and provides practical insights for organizations to enhance employee commitment through effective leadership, motivation, and cultural reinforcement.

This study aims to analyze the influence of work ethic, work spirit, and physical work environment on employee performance at the Regional Revenue, Financial, and Asset Management Agency (BPPKAD) of Kediri City. This research employed an associative quantitative method with a descriptive approach. The population consisted of 215 employees, and a purposive sampling technique was used to select 100 respondents. Data were collected using a five-point Likert scale questionnaire that had been tested for validity and reliability. Data analysis was conducted through classical assumption tests and multiple linear regression analysis using SPSS version 26. The results indicate that work ethic, work spirit, and physical work environment have a positive and significant effect on employee performance, both partially and simultaneously. The coefficient of determination (R²) value of 0.693 shows that 69.3% of employee performance variation can be explained by the three independent variables. Therefore, improving employee performance at BPPKAD Kediri City can be achieved by strengthening work ethics, increasing work spirit, and creating a comfortable and productive physical work environment.

This study aims to analyze the effect of physical work environment, work motivation, and teamwork on employee performance at PT Adira Dinamika Multi Finance Tbk. The research employed a quantitative approach with a survey method involving all 51 employees as the total sample using a saturated sampling technique. Data were collected using a five-point Likert scale questionnaire developed from the theories of Herzberg, Luthans, and Tuckman. Validity and reliability tests were conducted to ensure instrument quality, while data were analyzed using multiple linear regression with SPSS version 26. Classical assumption tests, including normality, multicollinearity, heteroscedasticity, and autocorrelation, were performed to verify the model’s adequacy. The results indicate that the physical work environment, work motivation, and teamwork have positive and significant effects on employee performance, both partially and simultaneously. Among these variables, work motivation exerts the strongest influence on performance improvement. Overall, the three independent variables explain 84.2% of the variation in employee performance, while the remaining 15.8% is explained by other factors not included in the model. These findings highlight the importance of strengthening employee motivation, improving workplace conditions, and fostering a collaborative work culture to enhance human resource management effectiveness in the financial service industry.

Pemimpin yang efektif diperlukan untuk mengembangkan strategi dan struktur yang baik dan menarik karyawan, menginspirasi dan mendukung staf yang berpengalaman, menghargai komitmen mereka, dan meminimalkan turnover intention. Turnover intention mengacu pada kecenderungan atau rencana untuk berhenti dari pekerjaan di tempat kerja. Tujuan dari kegiatan pengabdian kepada masyarakat ini adalah untuk memberikan pendidikan tentang gaya kepemimpinan sebagai upaya untuk mengurangi turnover intention. Kegiatan pendidikan dilakukan dengan menerapkan empat tahap termasuk tahap I perencanaan dan pemilihan strategi, tahap II pemilihan saluran dan materi, tahap III pengembangan materi, tahap IV penerapan, tahap V meninjau efektivitas, tahap VI umpan balik untuk evaluasi. menunjukkan bahwa sebagian besar pengetahuan kepala ruangan setelah diberikan pendidikan tentang gaya kepemimpinan transformasional berada pada kategori tinggi, yaitu 12 responden (85,8%). Kepemimpinan transformasional telah menjadi gaya kepemimpinan yang dominan dipraktikkan oleh para pemimpin di banyak industri dan disiplin ilmu, termasuk dalam keperawatan oleh kepala ruangan

kuliah kerja nyata (KKN) merupakan bentuk pengabdian kepada Masyarakat yang bertujuan memberikan pengalaman langsung kepada mahasiswa dalam mengidentifikasi  dan menyelesaikan permasalahan di lingkungan desa. KKN kelompok 04 STIKes Ibnu Sina Ajibarang dilaksanakan di Desa Kotayasa, kecamatan sumbang, kabupaten Banyumas pada 28 juli – 5 september 2025. Metode yang digunakan berupa observasi, wawancara, dan pelaksanaan program berbasis kebutuhan Masyarakat. Hasil kegiatan menunjukan adanya peningkatan pengetahuan dan keterampilan Masyarakat, antaralain melalui sosialisasi perilaku hidup bersih dan sehat (PHBS) di sekolah dasar, kegiatan posyandu balita dan lansia, penyuluhan stunting, serta sosialisasi penggunaan obat  NSAID dan kortikostiroid. Selain itu, kegiatan inovatifs seperti pembuauan sabun cuci piring, budidaya tanaman obat keluarga (TOGA) , senam Bersama PKK, hingga lomba mewarnai untuk anak-anak berhasil meningkatkan partisipasi dan kemandirian Masyarakat. Factor pendukung meliputi antusiasme warga, dukungan perangkat desa, dan kerja sama lintas sektor.sementara hambatan yang mucul berupa keterbatasan waktu, dana, serta kondisi cuaca. Secara keseluruhan, kegiatan ini  memberikan kontribusi positif dalam aspek Kesehatan, Pendidikan, ekonomi kreatif, dan sosial budaya di Desa Kotayasa.

Kegiatan Kuliah Kerja Nyata (KKN) merupakan salah satu implementasi Tri Dharma Perguruan Tinggi yang berorientasi pada pemberdayaan masyarakat. Penelitian ini bertujuan untuk mengevaluasi pelaksanaan program KKN INSANI (Inovasi dan Solusi untuk Pembangunan Masyarakat) di Desa Papringan, Banyumas. Program difokuskan pada empat bidang utama, yaitu sosial, ekonomi, kesehatan, dan teknologi informasi. Metode yang digunakan mencakup observasi lapangan, diskusi bersama komunitas, pelaksanaan program, serta evaluasi hasil kegiatan. Hasil penelitian menunjukkan adanya peningkatan keterampilan masyarakat dan penguatan kapasitas sumber daya manusia, terutama dalam mengoptimalkan potensi desa melalui kegiatan edukasi, pelatihan, dan inovasi berbasis lokal. Temuan ini menegaskan bahwa program KKN INSANI tidak hanya memberikan manfaat langsung bagi masyarakat, tetapi juga menjadi media pembelajaran kolaboratif bagi mahasiswa dalam mengasah kemampuan komunikasi, problem solving, dan kepemimpinan sosial. Dengan demikian, program ini berkontribusi terhadap pengembangan desa yang berkelanjutan sekaligus memperkuat peran perguruan tinggi dalam pembangunan masyarakat.

Based on the results of interviews with HRD BW Luxury Hotel Jambi, it is stated that there are still employees who are often late for work every month. As many as 27% of employees have less than 1 year of service, indicating a high employee turnover rate. In addition, there is no compensation system provided to employees. The employee turnover rate also reached 13%, this became the focus of my research on the influence of work environment and compensation on employee loyalty at BW Luxury Hotel Jambi. Information collection was carried out through distributing questionnaires that had proven their validity and reliability to 90 respondents selected using the total sampling technique. This research is a quantitative descriptive study that uses the clausal associative method. Data analysis was carried out using multiple linear regression tests with the help of SPSS software. The results showed that: work environment variables were in the sufficient category with a percentage of 34.4%, compensation variables were categorised as sufficient with a percentage of 36.6%, and work environment variables were categorised as good with a percentage of 42.2%. The R Square value obtained is 0.325 with a sig level. 0.00 <0.05, then the effect of work environment variables and compensation variables on loyalty is 32.5% and the rest is influenced by other factors.