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This study aims to determine the effect of the implementation of Occupational Safety and Health on employee performance at PT. Taiyo Sinar Raya Teknik Bekasi. Occupational Safety and Health is one of the important factors in creating a safe, comfortable work environment that supports employee productivity. The method used in this study is a quantitative method with a descriptive and verification approach. Data were obtained by distributing questionnaires to respondents who were employees of PT. Taiyo Sinar Raya Teknik. The results of the study showed that the implementation of K3 was in the good category with an average score of 4.02. Employee performance was also in the good category with an average score of 3.97. Based on the results of statistical analysis, it is known that the implementation of K3 has a positive and significant effect on employee performance with a contribution of 64.1%, while the remaining 35.9% is influenced by other variables outside this study. Thus, it can be concluded that the better the implementation of K3 in the company, the higher the employee performance. Therefore, the company needs to continue to improve the implementation of the K3 program and pay attention to other factors that influence performance so that productivity and work safety can be improved sustainably.

Human Organization Technology Net-Benefit (HOT-Fit) model is used to analyze information systems through 4 (four) dimensions: people, organization, technology, and net benefits. This study aims to analyze the implementation of RME with the HOT-Fit approach through data integration at RSIA Assyifa, Tangerang City. The research method is quantitative with data collection using a questionnaire distributed via Google Form. The sample consisted of 95 respondents of health workers and non-health workers who used RME. Data analysis was carried out using Structural Equation Modeling-Partial Least Square (SEM-PLS) version 3.0. In this study, there are 22 hypotheses, consisting of 17 direct influences and 5 (five) indirect influences. The results of the study show that system quality, information quality, and service quality have a significant positive effect on system use. Furthermore, system quality and information quality have a significant positive effect on user satisfaction, but service satisfaction does not affect user satisfaction. Next, system quality has a significant positive effect on organizational structure, as well as service quality which has a significant positive effect on the organizational environment. In addition, the organizational environment has a significant positive effect on net benefits, but in contrast to the variables of system usage, user satisfaction, and organizational structure which do not have a significant effect on net benefits. Related to the organizational aspect, the net benefit aspect, and data integration have a significant positive effect on RME implementation, while the technology aspect and human aspect do not have a significant effect on RME implementation. Data integration mediates the indirect effect of the technology aspect, the organization aspect, and the net benefit aspect on RME implementation, while data integration does not mediate the effect of the human aspect on RME implementation.

Work stress is a prevalent and complex phenomenon frequently encountered by inpatient nurses as a result of the intense physical, emotional, and psychological demands inherent in their professional responsibilities. Nurses are required to deliver high-quality care under conditions of time pressure, emotional strain, and patient diversity, which can increase their susceptibility to stress. Individual factors—including age, gender, marital status, years of service, personality type, and self-assessment—play a crucial role in shaping nurses’ capacity to adapt to these pressures and maintain their performance. This study aims to comprehensively describe the influence of individual factors on work stress among inpatient nurses at RSUP Dr. Sitanala in 2025. Employing a quantitative descriptive design with a cross-sectional approach, a total of 34 inpatient nurses were recruited using total sampling. Data were collected using the NIOSH Job Stress Questionnaire, which measures multiple aspects of job-related stress. The results indicate that younger nurses, those with shorter work tenure, and individuals exhibiting type A personality traits are more vulnerable to experiencing high levels of stress compared to their counterparts. These findings underscore that individual characteristics significantly contribute to variations in work stress levels. The study emphasizes the importance of developing responsive human resource management strategies, such as stress management training, mentoring, and supportive work environments, to strengthen resilience and improve nurses’ well-being. By identifying and addressing these individual factors, healthcare organizations can enhance employee retention, promote patient safety, and ensure sustainable quality of care.

This study aims to analyze the influence of work environment and work discipline on employee performance at PT. Miftah Putra Mandiri Group. The main problems faced are the conditions of the work environment that are not conducive and the low level of discipline, which has a negative impact on employee performance. The method used in this study is a quantitative approach with an associative design. The population studied was all employees of PT. Miftah Putra Mandiri Group which totals 53 people, and all employees are used as samples using saturated sampling techniques. Data collection was carried out through the distribution of questionnaires using the Likert scale. The data obtained were analyzed using SPSS version 25, by conducting validity, reliability, classical assumptions, multiple linear regression, t-test, F-test, and determination coefficient. The results of the study show that both work environment variables and work discipline partially or simultaneously have a significant influence on employee performance. The t-test showed a significance value of 0.000 for both variables, which was smaller than 0.05, while the F-test yielded an Fcal value of 66.745 with a significance of 0.000. A determination coefficient (R²) of 0.723 indicates that 72.3% of the variation in employee performance can be explained by both variables. These findings affirm the importance of creating a comfortable work environment and improving work discipline as a key factor in improving employee performance in the company.

Organizational Citizenship Behavior (OCB) plays a vital role in supporting organizational effectiveness and efficiency, as it reflects employees’ voluntary behaviors that go beyond formal job responsibilities and contribute to overall organizational performance. Therefore, it is important for organizations to understand the factors that can enhance OCB among their employees. This study aims to analyze the influence of Work-Life Balance, Work Environment, and Work Motivation on Organizational Citizenship Behavior at PT Gogomedia Visindo Tangerang. The research employed a quantitative approach with a sample of 100 respondents selected through non-probability sampling using a snowball sampling technique. Data were collected through questionnaires measured on a Likert scale and analyzed using Microsoft Excel 2021 and SPSS version 22. The data analysis methods included correlation tests and multiple linear regression analysis to examine both the relationships and effects among the variables. The results indicate that Work-Life Balance, Work Environment, and Work Motivation have a positive and significant influence on Organizational Citizenship Behavior, both partially and simultaneously. This finding suggests that better work-life balance, a supportive work environment, and higher motivation levels encourage employees to demonstrate stronger OCB. The study emphasizes the strategic importance of organizational initiatives that foster employee well-being, provide conducive working conditions, and maintain high levels of motivation. By doing so, organizations can strengthen employee commitment, maximize contributions, and enhance long-term organizational performance.

This study aims to examine and analyze the performance of employees at the Village Office of Bottopenno, Majauleng District, Wajo Regency. The research employed a descriptive analysis method with a total population and sample of 27 employees, all of whom were designated as respondents. Data collection techniques included observation, documentation, and questionnaires distributed to the employees. The collected data were then analyzed using quantitative descriptive analysis to provide a clear picture of employee performance conditions. The findings indicate that employees at the Bottopenno Village Office are able to position and apply their abilities effectively in carrying out the tasks assigned by their superiors. Employees not only complete tasks according to instructions but also demonstrate a high sense of responsibility in handling every duty. This is reflected in the alignment between the work targets set and the outcomes achieved. The performance of employees also meets expectations in terms of discipline, timeliness, and the quality of public services provided. Overall, the performance of the Bottopenno Village Office employees can be categorized as very good. Their work results are in line with the expectations of their superiors and with established regulations, thereby fostering a conducive work environment and ensuring optimal public services. Consequently, the performance of village officials has been running effectively and is expected to continue improving to support the achievement of sustainable village governance goals.

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.

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.

Hospitalization in preschool children often causes anxiety due to several factors, such as unfamiliar environments, uncomfortable medical procedures, and separation from parents. This condition can negatively affect the child’s psychological state, which may influence both the healing process and adaptation during hospital care. Therefore, it is important to understand the description of anxiety experienced by children during hospitalization so that health workers can provide appropriate interventions. This study aimed to describe the anxiety caused by hospitalization among preschool children admitted to the Parkit Ward of Qolbu Insan Mulia (QIM) Hospital Batang. The study employed a descriptive quantitative design with a purposive sampling technique. A total of 65 preschool children aged 3–6 years who met the inclusion criteria were recruited as samples. The instrument used was the Spence Children’s Anxiety Scale (SCAS) Preschool Parent Report, which was completed by parents to assess the children’s level of anxiety. Data analysis was carried out using frequency distribution to present both the respondents’ characteristics and the level of anxiety. The results showed that most respondents were 5 years old (36.9%) and predominantly male (61.5%). A majority of the respondents had never been hospitalized before (63.1%), making hospitalization a first-time experience that could trigger anxiety. The highest proportion of anxiety levels was in the mild category (38.4%), followed by moderate anxiety (30.7%). Only a small proportion of children experienced severe anxiety. In conclusion, preschool children undergoing hospitalization in the Parkit Ward of QIM Hospital Batang mostly experienced mild to moderate anxiety. These findings provide an important overview for nursing staff in designing interventions to reduce children’s anxiety. Suggested approaches include play therapy, effective communication, and active parental involvement in the care process. With such strategies, it is expected that children’s anxiety can be reduced, making hospitalization a more adaptive experience that supports the recovery process.

This qualitative research investigates the influence of work motivation and work environment on employee performance within PT Yusen Logistic Indonesia's warehouse division. Through comprehensive interviews with maritime professionals, educators, and industry experts, this study addresses critical gaps in understanding workforce dynamics in maritime logistics operations. The research employed thematic analysis of semi-structured interviews with 45 participants across three stakeholder groups: operational staff, maritime educators, and industry professionals. Findings reveal that intrinsic motivation factors, particularly career development opportunities and safety recognition, demonstrate stronger correlation with sustained performance than monetary incentives. Work environment quality, including infrastructure adequacy and shift management, serves as a significant moderator affecting motivation–performance relationships. In addition, this research highlights that supportive leadership and open communication further strengthen employee engagement and commitment in high-pressure warehouse operations. Respondents consistently emphasized the importance of aligning organizational goals with individual career aspirations, particularly in a sector where safety and efficiency are paramount. The study also identifies that investment in ergonomic facilities, digital monitoring systems, and structured training programs reduces fatigue and error rates, thus promoting both productivity and safety compliance. The implications extend beyond company-level management to broader maritime education and policy-making. The integration of motivational strategies into vocational curricula can better prepare graduates for the realities of port and logistics operations. Moreover, the findings contribute to developing sustainable logistics practices that balance efficiency, employee well-being, and long-term organizational competitiveness. Overall, the research provides evidence-based recommendations for maritime vocational training programs, human resource management, and port operations strategies in Indonesia’s rapidly growing logistics sector.

Plastic waste continues to be one of the most pressing environmental problems due to its persistence, excessive use in daily life, and difficulty in decomposition. In many communities, including Tanjung Uban Selatan Village, unmanaged plastic waste accumulates in the environment, contributing to pollution and health risks. This community service activity aims to introduce and implement ecobricks as a simple yet effective solution to manage plastic waste. Ecobricks are not designed to destroy plastic but to recycle and repurpose it into useful and even marketable products. The process of making ecobricks requires no special expertise or significant costs, as the primary material is household plastic waste. The activity involved socialization, practical workshops, and guidance for residents on how to properly produce ecobricks. Results from the program show that residents were able to collect and process previously unmanaged plastic waste into solid, reusable building blocks. These ecobricks have potential applications for creating furniture, decorative items, and even small-scale construction, thereby providing both environmental and economic value. Beyond reducing plastic waste, the initiative also fosters community awareness about sustainable waste management practices and promotes environmental responsibility. In conclusion, the introduction of ecobricks in Tanjung Uban Selatan Village demonstrates that simple innovations can empower communities to transform environmental challenges into opportunities for sustainability and income generation.

The implementation of a system commonly known as Good Governance refers to the extent to which the government is able to meet the needs and expectations of society through its policies, programs, and actions. The application of Good Governance is not only related to the effectiveness of bureaucracy but also emphasizes principles of transparency, accountability, participation, and fairness in governance. This is crucial because it has a direct impact on improving the quality of public services, which is one of the key indicators of government success. However, achieving the goals of Good Governance is not an easy task, as in practice, there are various challenges and obstacles that must be addressed. One of the most common barriers is the weakness of internal control systems, which should serve as oversight of employee performance. In addition, there remains a shortage of employees with adequate competencies, as well as work environments that do not fully support the implementation of accountable behavior. These conditions can hinder the achievement of the expected standards of Good Governance. Therefore, deepening and internalizing accountable behavior among government employees is highly important. Accountable behavior is not only related to an individual’s responsibility for their tasks but also to the outcomes of their work, which directly affect the wider community. The findings of this study indicate that accountable behavior has been practiced by employees, yet its implementation must be carried out consistently and continuously. Strengthening accountable behavior is thus expected to enhance the assessment of Good Governance implementation, particularly in the Greater Jakarta (Jabodetabek) region, which is characterized by high levels of governmental complexity and public service demands.

Patients admitted to the Intensive Care Unit (ICU) often experience physiological disturbances caused by both medical conditions and intensive treatment procedures. One of the most common problems encountered is sleep disturbance. Several factors contribute to poor sleep quality in ICU patients, including repeated medical procedures, environmental noise from medical equipment and staff activities, discomfort due to body positioning, frequent interactions with health workers, continuous exposure to lighting, pain, and the underlying disease process. Persistent sleep disturbances can delay the healing process, increase blood pressure, and even elevate the risk of stroke. This study aimed to analyze the relationship between anxiety levels and sleep quality in compos mentis patients in the ICU of Sultan Agung Islamic Hospital Semarang. The research design employed a correlational approach with a cross-sectional method. A total of 30 respondents were selected according to the inclusion criteria. Data were collected using the Pittsburgh Sleep Quality Index (PSQI) to measure sleep quality and the Hamilton Anxiety Rating Scale (HARS) to assess anxiety levels. The Chi-Square test was used for statistical analysis. The results showed an equal distribution of male and female respondents (15 each). Ten respondents had a post-laparotomy medical diagnosis, and the majority belonged to the late elderly age group (10 respondents). Most respondents experienced moderate anxiety (18 respondents), while poor sleep quality was reported by 17 respondents. The Chi-Square test revealed a p-value of 0.001, indicating a significant relationship between anxiety levels and sleep quality. In conclusion, higher anxiety levels were associated with poorer sleep quality among compos mentis patients in the ICU. These findings highlight the importance of nursing interventions that address both the physical and psychological aspects of patients to improve sleep quality and support recovery.

Patients admitted to the Intensive Care Unit (ICU) frequently experience physiological disturbances that significantly affect their sleep quality. These disturbances are triggered by various factors, including repeated medical procedures, environmental noise, discomfort from medical devices, intensive interactions with healthcare workers, inappropriate lighting that disrupts circadian rhythms, pain, and the underlying disease process. Sleep disturbances in ICU patients may slow down the healing process, elevate blood pressure, trigger metabolic disorders, and increase the risk of serious complications such as stroke. This study aims to examine the relationship between anxiety levels and sleep quality among compos mentis patients in the ICU of Sultan Agung Islamic Hospital, Semarang. The research employed a correlational design with a cross-sectional method. A total of 30 respondents were included based on specific criteria. Anxiety levels were measured using the Hamilton Anxiety Rating Scale (HARS), while sleep quality was assessed using the Pittsburgh Sleep Quality Index (PSQI). Data were analyzed using the Chi-Square test to determine the relationship between the two variables. The findings showed that the distribution of male and female respondents was balanced (15 respondents each). The most common medical diagnosis was post-laparotomy (10 respondents), with the dominant age category being late elderly (10 respondents). Anxiety levels were predominantly in the moderate category (18 respondents), while the majority of respondents demonstrated poor sleep quality (17 respondents). Statistical analysis revealed a p-value of 0.001, indicating a significant relationship between anxiety levels and sleep quality. In conclusion, the study highlights that higher levels of anxiety are associated with poorer sleep quality among compos mentis patients in the ICU. These findings emphasize the importance of nursing interventions aimed at reducing anxiety to improve patient sleep quality and support recovery.

This study is motivated by the importance of building an effective patient safety culture in the hospital environment, which can be influenced by factors such as clinical leadership and work engagement. This study aims to analyze the effect of Clinical Leadership and Work Engagement on patient safety culture mediated by Interprofessional Collaboration of nurses at Emhaka Hospital. The research design used was quantitative with a cross-sectional approach. The study sample consisted of 118 nurses selected using purposive sampling techniques and calculated using saturated side. Data were collected through a 4-point Likert scale questionnaire, which included the variables of Clinical Leadership, Work Engagement, Interprofessional Collaboration, and Patient Safety Culture. Data analysis was performed using SEMP-PLS (Structural Equation Modeling Partial Least Squares) software. The results showed that Clinical Leadership and Work Engagement had a significant effect on Patient Safety Culture, both directly and through the mediation of Interprofessional Collaboration. These findings emphasize the importance of improving clinical leadership and nurse involvement in improving interprofessional collaboration, which in turn can strengthen patient safety culture at Emhaka Hospital. This study contributes to the development of hospital policies that focus on improving patient safety through effective leadership and increasing nurse work engagement.  

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.

The research findings indicate that, on a partial basis, only the Work-Life Balance variable has a significant effect on employee performance, with a significance value of 0.029 and a t-value of 2.311. In contrast, the Physical Work Environment and Interpersonal Communication variables show no significant impact, with significance values of 0.774 (t-value -0.290) and 0.217 (t-value 1.264), respectively. Simultaneously, the three variables do not exhibit a significant influence on performance, as evidenced by a significance value of 0.056 on an F-value of 2.845. The coefficient of determination (Adjusted R²) of 0.240 suggests that the model explains only 24% of the variability in employee performance. These results imply that employee performance at PT Daihatsu Jolo Abadi is more strongly influenced by work-life balance than by the physical work environment or social interactions in the workplace. Therefore, strengthening work-life balance should be a strategic priority for enhancing performance, alongside exploring other relevant variables for future studies.

Organizational culture plays a very important role in determining the level of educational productivity, especially in Islamic educational institutions which have distinctive characteristics in fostering students. This study aims to determine the effect of organizational culture consisting of the SAKTI values (Salafi, Active, Creative, Taqwa, and Innovative) on educational productivity at MI Ma’arif NU Hidayatul Mubtadiin Padangasri Mojokerto. The SAKTI values are believed to create a conducive, harmonious, and motivating work environment, so that educators can work optimally in supporting the achievement of educational goals. This research employs a quantitative approach with a descriptive method. Data were collected through the distribution of questionnaires to all 32 teaching and educational staff as research respondents. Data analysis was carried out using simple linear regression with the help of the SPSS application to determine the extent of the influence of organizational culture on educational productivity. The results of the study show that the SAKTI organizational culture has a significant influence on educational productivity. This is indicated by the value of the coefficient of determination (R²) of 0.650, which means that 65% of the variation in educational productivity can be explained by organizational culture. Meanwhile, the significance value of 0.000 (p < 0.05) and the t-count of 10.211, which is greater than the t-table of 2.042, indicate that the null hypothesis (H₀) is rejected and the alternative hypothesis (Hₐ) is accepted. These findings confirm that the higher the implementation of organizational culture with SAKTI values in madrasah, the higher the level of educational productivity achieved. Therefore, Islamic educational institutions need to continuously instill, internalize, and strengthen organizational culture based on SAKTI values in order to improve the quality of educators and encourage the creation of more effective, efficient, and competitive education.

The main issue addressed in this study is the gap between normative policies and actual practices regarding gender mainstreaming (GMS) at the Education Office of Tangerang Regency. The aim of this study is to analyze the implementation of GMS policies using Smith's theory, which includes ideal policy indicators, target groups, implementing organizations, and environmental factors. This research uses a descriptive method with a qualitative approach. Data collection techniques include in-depth interviews, observations, and documentation. The results show that first, the ideal policy is outlined in Regent Regulation No. 10 of 2019; however, it has not been systematically elaborated in the Strategic Plan (RENSTRA) and Work Plan (RENJA) of the Education Office, limiting its implementation. Second, the target groups, such as teachers, students, and the general public, have not fully understood the concept of GMS, as the dissemination of information remains minimal and unfocused. Third, the implementing organization, the Education Office, has not yet optimized coordination in implementing GMS with schools, nor provided comprehensive, specialized training. Fourth, environmental factors, such as strong gender stereotypes, limited gender-friendly facilities, and low public awareness, are significant challenges in the policy’s implementation. Based on these findings, it can be concluded that the implementation of GMS policies at the Education Office of Tangerang Regency remains symbolic and requires strengthening of institutions, more intensive socialization, and active involvement of all stakeholders to achieve more optimal success.

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.