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The mining sector is widely recognized as a high-risk industry characterized by complex social, environmental, and organizational challenges. In response, sustainability governance in mining has predominantly relied on institutional mechanisms such as regulations, voluntary standards, and sustainability reporting frameworks. However, growing evidence indicates that these approaches often fail to generate substantive sustainability outcomes because they insufficiently address human and organizational dimensions. This literature review aims to synthesize existing research on sustainability governance in the mining sector by shifting the analytical focus from institutional sustainability to human behavioral engagement. Using a systematic and thematic literature review approach, this study analyzes peer-reviewed articles indexed in Scopus that examine sustainability governance, human behavior, and organizational dynamics in the mining sector. The findings reveal a persistent gap between formal sustainability commitments and actual practices, frequently manifested in symbolic compliance and greenwashing. The review further demonstrates that human behavior—shaped by employee engagement, trust, perceived justice, and organizational culture—plays a decisive role in determining the effectiveness of sustainability governance. Moreover, the literature highlights the limitations of rigid, top-down governance models in managing the complexity and uncertainty inherent in mining systems, emphasizing the relevance of adaptive governance approaches that promote learning, flexibility, and stakeholder participation. This study contributes to the literature by integrating institutional, behavioral, and adaptive governance perspectives into a human-centered framework. Practically, it underscores the strategic role of human resource management in translating sustainability commitments into meaningful behavioral change and long-term sustainability outcomes in the mining sector.

The purpose of this study is to analyze the synergy of humanistic and transformational leadership in building adaptability and digital competence of civil servants in the era of digital transformation. The research uses a narrative literature review approach by analyzing various literature from leading academic databases. The findings indicate that humanistic leadership creates a psychological foundation through empathy, respect for individual dignity, and psychological safety that facilitates civil servants to adapt to change without fear of failure. Meanwhile, transformational leadership acts as a catalyst by providing inspirational vision, intellectual stimulation, and motivation to master digital competencies. The synergy of these two leadership styles creates a holistic development ecosystem: humanistic leadership provides psychological safety to take learning risks, while transformational leadership provides energy and direction for continuous innovation. The theoretical implications of this research enrich the treasury of leadership theory in the context of public bureaucracy by identifying the complementary mechanisms of both leadership styles. Practical implications provide guidance for agency leaders to integrate humanistic values and transformational approaches in HR development programs to prepare civil servants who are resilient, adaptive, and digitally competent in facing the challenges of technological disruption and increasingly complex public service demands in the Society 5.0 era.

Background: In the competitive healthcare landscape, where human resources are pivotal to organizational success, affective commitment defined as emotional attachment to the workplace is essential for nurse retention and service quality. Satya Negara Hospital in North Jakarta exemplifies the challenges faced by Indonesian healthcare institutions, with a notably high nurse turnover intention of 30% in 2024, signaling low affective commitment and underscoring the urgency to identify its drivers. While person-job fit and career development are established antecedents of commitment, their combined influence within Indonesia’s nursing context, along with the potential moderating role of meritocracy, remains underexplored.. Methods:  Using a quantitative, cross sectional design, data were collected via a validated questionnaire from all 108 nurses at the hospital and analyzed using multiple regression.. Results: The results revealed that person-job fit, career development, and meritocracy collectively explain 96.6% of the variance in affective commitment. Furthermore, when meritocracy was tested as a moderating variable, the explanatory power of the model increased significantly, with the adjusted R² value rising from 96.6% to 98.5%. This indicates that the presence of a meritocratic system substantially amplifies the positive effects of both person-job fit and career development on commitment.. Conclusion: The study concludes that a synergistic combination of job fit, growth opportunities, and a merit-based system is fundamental to fostering nurses’ emotional attachment. These findings contribute to organizational and psychological theory integration and offer practical human resource strategies for enhancing nurse commitment and reducing turnover in healthcare settings.

This paper aims to analyze the influence of Human Resource Reform and Transformational Leadership on Civil Servant Professionalism, with Resistance to Change as a mediating variable. The research focuses on civil servants at the Semarang City Personnel, Education and Training Agency (BKPP Semarang City), an institution at the forefront of bureaucratic reform and talent management. A quantitative approach was employed through a survey of 77 civil servants using a saturated sampling technique. Data analysis was conducted using Partial Least Squares Structural Equation Modeling (PLS-SEM) to test the direct and mediation relationships between the research variables. The results showed that Human Resources Reform of Civil Servants and Transformational Leadership had a positive and significant effect on ASN Professionalism. Transformational Leadership was also proven to reduce Resistance to Change, while Human Resources Reform had an indirect effect through reducing resistance. In addition, Resistance to Change had a significant negative effect on ASN Professionalism and mediated the relationship between Human Resources Reform of Civil Servants and ASN Professionalism. These findings confirm that merit system reform, competency development, and inspirational leadership are key factors in improving ASN professionalism, especially when psychological and structural barriers in the form of resistance to change can be minimized. This study provides theoretical contributions in the development of a model of ASN professionalism as well as practical recommendations for local governments in strengthening the implementation of bureaucratic reform.

The development of the palm oil industry in Indonesia typically relies on collaboration with smallholder farmers, but this collaboration often faces various problems such as poor cultivation techniques, lack of technical guidance, unclear administrative matters, and limited access to certification and markets. This study aims to develop a specific human resource management model to support collaboration with smallholder farmers, thereby improving production yields, sustainability, and engagement in the palm oil supply chain. The method used is a desk study, namely by analyzing and reconstructing information from research results, industry reports, and palm oil certification and sustainability policies. Based on the analysis, a career structure and Human Resource Management functions are proposed, consisting of collaboration supervisors, field officers, capacity training officers, collaboration administration staff, and collaboration/certification managers. This model allows for technical and administrative assistance, training for farmers, collaboration coordination, and certification and compliance management. The implementation of this model is predicted to improve cultivation quality, improve smallholder access to certification and markets, and strengthen the stability and sustainability of the supply chain. Thus, the HR model for smallholders offers a strategic solution to the various challenges of working with smallholders and supports the development of a socially, economically, and environmentally sustainable palm oil agribusiness sector.

This study aims to analyze the influence of teachers' teaching styles on the formation of student character in the school environment. The study focuses on comparing democratic-humanist and authoritarian teaching styles, and their implications for student character development. The research method used is a qualitative method with a literature review approach, through a systematic analysis of books, scientific articles, and previous research results relevant to the topic of teaching styles and character education. The results and discussion indicate that education is not only oriented towards academic achievement, but also on the formation of moral values, attitudes, and personality of students. Teachers have a strategic role as educators, mentors, and role models whose behavior and teaching styles greatly influence student character. Democratic and humanist teaching styles have been shown to encourage the growth of self-confidence, courage to express opinions, independence, empathy, and moral integrity in students. Conversely, authoritarian teaching styles tend to instill fear, reduce creativity, weaken self-confidence, and shape students' character under pressure. This study confirms that student character formation is strongly influenced by the quality of teacher-student interactions, the emotional atmosphere in the classroom, role models, and moral communication established by teachers. Therefore, a balance is needed in implementing a firm but humanistic teaching style in order to create a learning environment that is conducive to optimal character formation of students.

The development of the palm oil industry in Indonesia typically relies on collaboration with smallholder farmers, but this collaboration often faces various problems such as poor cultivation techniques, lack of technical guidance, unclear administrative matters, and limited access to certification and markets. This study aims to develop a specific human resource management model to support collaboration with smallholder farmers, thereby improving production yields, sustainability, and engagement in the palm oil supply chain. The method used is a desk study, namely by analyzing and reconstructing information from research results, industry reports, and palm oil certification and sustainability policies. Based on the analysis, a career structure and Human Resource Management functions are proposed, consisting of collaboration supervisors, field officers, capacity training officers, collaboration administration staff, and collaboration/certification managers. This model allows for technical and administrative assistance, training for farmers, collaboration coordination, and certification and compliance management. The implementation of this model is predicted to improve cultivation quality, improve smallholder access to certification and markets, and strengthen the stability and sustainability of the supply chain. Thus, the HR model for smallholders offers a strategic solution to the various challenges of working with smallholders and supports the development of a socially, economically, and environmentally sustainable palm oil agribusiness sector.

This study aims to examine the effect of leadership style and organizational communication on employee performance with work motivation as an intervening variable at the Department of Transportation of Pariaman City. The data analysis method uses questionnaires with a sample of 85 respondents. Data were analyzed using Structural Equation Modeling (SEM) with the Partial Least Square (PLS) program. The results of this study indicate that: (1) There is a positive and significant effect of leadership style on work motivation, (2) There is no positive and significant effect of organizational communication on work motivation, (3) There is no positive and significant effect of leadership style on employee performance, (4) There is no positive and significant effect of organizational communication on employee performance, (5) There is a positive and significant effect of work motivation on employee performance, (6) Work motivation does not mediate the effect of leadership style on employee performance, (7) Work motivation does not mediate the effect of organizational communication on employee performance. This study provides insights for human resource management in government agencies.

This study aims to analyze the influence of Work Life Balance and Work Discipline on Employee Productivity at Seblak Bageur Bandung. The research background is based on operational phenomena such as high work intensity, consumer complaints regarding service accuracy, and pre-survey results indicating that Work Life Balance and Work Discipline are dominant factors affecting productivity. This study uses a quantitative method with descriptive and verificative approaches. The research population consisted of 34 employees, all of whom were used as samples through total sampling technique. Instruments in the form of questionnaires were tested for validity and reliability, then analyzed using multiple linear regression, t-test, F-test, and coefficient of determination. The results show that: (1) Partially, Work Life Balance (X1) has a regression coefficient of 0.801 > 0.3388, so H1 is accepted; Work Discipline (X2) has a regression coefficient of 0.862 > 0.3388, so H2 is accepted. (2) Simultaneously, Work Life Balance does not have a significant effect on productivity because the Work Discipline variable is more dominant, with a regression coefficient (b1) of 0.125, t-value of 0.591, and significance of 0.559. Meanwhile, Work Discipline has a stronger influence with a regression coefficient (b2) of 0.749, t-value of 3.543, and significance of 0.001. Overall, this study confirms that improving Work Life Balance and especially Work Discipline is an important strategy for increasing employee productivity at Seblak Bageur Bandung.

This study aims to analyze the influence of leadership style and work motivation on employee performance with organizational commitment as an intervening variable at the Regional Financial and Asset Management Agency of West Sumatra Province. This study uses a quantitative approach with an explanatory design. Data were collected through distributing questionnaires to 45 employees using a census technique. Data analysis was conducted using Structural Equation Modeling (SEM) with the Partial Least Square (PLS) approach. The results show that leadership style and work motivation have a positive and significant effect on organizational commitment. In addition, leadership style and work motivation also have a positive and significant effect on employee performance. However, organizational commitment does not have a significant effect on employee performance and is unable to mediate the influence of leadership style and work motivation on employee performance. These findings indicate that improving employee performance in public sector organizations is more effective through directly strengthening leadership style and work motivation. This study is expected to provide theoretical contributions in the development of public sector human resource management studies and become practical considerations for organizational leaders in formulating human resource management policies oriented towards improving apparatus performance.

Digital transformation has become a central agenda in local governments seeking to improve the effectiveness, accessibility, and reliability of public service delivery, particularly in population administration services that constitute the legal foundation of citizenship. In Indonesia, the Surabaya City Government has implemented the Klampid New Generation (KNG) program as an integrated digital platform for population administration services, aiming to streamline civil registration processes, enhance service quality, and expand citizen access. Despite its technological ambition, the implementation of digital population administration services continues to face persistent challenges related to administrative capacity, especially at the municipal level where services are operationalized and directly experienced by citizens. This issue raises an urgent academic and practical question regarding how administrative capacity shapes the performance and sustainability of digital public services within the broader digital government transformation. This article aims to synthesize and critically evaluate the existing scholarly literature on administrative capacity in the implementation of digital population administration services, with analytical relevance to the KNG program in Surabaya City Government. Employing an integrative literature review design, the study systematically examines peer-reviewed journal articles published between 2021 and 2025, retrieved from Scopus, DOAJ, Google Scholar, and SINTA databases. Articles were selected based on predefined inclusion and exclusion criteria and analyzed using thematic and conceptual synthesis techniques. The review identifies key dimensions of administrative capacity that consistently influence digital service implementation, including institutional and organizational arrangements, human resource competence, technological and infrastructural readiness, regulatory and procedural alignment, inter-organizational coordination, and the role of street-level bureaucrats in frontline service delivery.

This study aims to provide a comprehensive analysis of Predictive Policing and its implications for law enforcement transformation in Indonesia, based on an extensive review of its global applications, benefits, and challenges. The study uses qualitative literature and international case study review methods to assess the impact and complexity of implementing digital technologies such as artificial intelligence (AI), machine learning, and big data analytics within a Predictive Policing framework. The results of this review highlight that while Predictive Policing offers significant potential for proactive crime prevention and increased operational efficiency, its implementation is consistently fraught with critical legal, ethical, and technical challenges, including regulatory gaps, risks of algorithmic bias, and data privacy concerns, which are particularly relevant to Indonesia. The findings underscore that public trust and police legitimacy in the context of adopting such technologies are strongly influenced by transparency, strong accountability mechanisms, and community involvement in shaping their use. This study contributes to the growing discourse on digital policing in developing countries and culminates in practical policy recommendations designed to guide the Indonesian police towards the development and implementation of Predictive Policing models that are effective, efficient, and fundamentally respectful of legal and human rights principles.

Qanun Jinayah Aceh is a form of application of Islamic law in the regional legal system which is based on the principle of amar ma'ruf nahi munkar. This principle aims to uphold moral values ​​and prevent deviant acts in society. However, its implementation cannot be separated from containing the limits of sharia enforcement, protection of human rights, and the realization of social justice. This condition shows the need for a critical study of the application of the principles of amar ma'ruf nahi munkar in the Aceh Qanun Jinayah. This study aims to analyze the implementation of the principle of amar ma'ruf nahi munkar in the Aceh Qanun Jinayah and assess its conformity with the principles of social justice. The research method used is normative juridical with a statutory, conceptual, and sociological approach, through a literature study of regulations, Islamic legal literature, and related scientific studies. The results of the study indicate that the principle of amar ma'ruf nahi munkar has become the normative basis for enforcing the Qanun Jinayah, but in practice it still faces challenges in the form of law enforcement that is not fully fair, potential discrimination, and a weak perspective on social justice. Therefore, the implementation of these principles must be proportional, contextual, and oriented toward the public interest. The implications of this research emphasize the importance of integrating the enforcement of Islamic law with the principles of social justice so that the Aceh Qanun Jinayah can be implemented fairly, humanely, and sustainably.

The purpose of this study is to analyze Mohammed Ghaly's thoughts from a theological and legal perspective on disability and its implications for social inclusion. This research uses a qualitative approach based on literature studies with in-depth analysis of primary Islamic sources such as the Qur'an, hadith, and tafsir, kalam, and fiqh literature from various periods. Ghaly seeks to reveal the normative attitude of this religion towards persons with disabilities and its implications for social inclusion. The analysis utilizes contemporary disability studies to examine Ghaly's concepts in Islamic theology and law regarding the inherent nature and fundamental rights of persons with disabilities. However, he also emphasizes the need for new interpretations and contextualizations of this textual heritage based on the values of justice, inclusion, and empowerment. The findings of this study show that there is a stigma associated with disability due to the conflict between Islamic idealism and social reality. Nevertheless, the main principles and laws of Islam provide strong normative guidance for the dignity of persons with disabilities.

This article examines administrative capacity at the local government level as a critical determinant of the effective implementation of grants for Early Childhood Education (ECE), a policy domain widely recognized as a strategic public investment with long-term social and economic returns. Despite the growing reliance on subnational grants to finance ECE services across diverse governance systems, implementation outcomes remain uneven, frequently constrained by limited administrative capacity, weak public financial management, fragmented governance arrangements, and fragile accountability mechanisms. Responding to these challenges, this study aims to synthesize and critically assess the international literature to clarify how administrative capacity shapes the design–implementation nexus of local government ECE grants and to identify the institutional, managerial, and fiscal conditions under which such grants are more likely to achieve their intended objectives. Methodologically, the article adopts a conceptual–comparative literature review approach, drawing on a systematic search of peer-reviewed journal articles from major academic databases and applying thematic synthesis to integrate findings across governance contexts and policy traditions. The review is anchored in Administrative Capacity Theory and analytically enriched through insights from policy implementation theory, public financial management, good governance, and public accountability. The synthesized findings demonstrate that administrative capacity operates as a multidimensional and relational construct, encompassing institutional coherence, managerial coordination, human resource competence, procedural stability, and analytical capability. The literature consistently shows that weaknesses across these dimensions undermine grant implementation through delays, inefficiencies, limited oversight, and uneven service quality, while strong capacity enables more predictable, accountable, and effective ECE grant governance.

Consular services have become a critical site of state intervention in the governance of international labor migration, particularly for migrant-sending countries such as Indonesia whose citizens depend on overseas missions for administrative protection and access to public services abroad. Despite the growing importance of consular institutions in safeguarding migrant workers’ rights and welfare, existing scholarship remains fragmented, offering limited conceptual integration of how administrative capacity shapes institutional readiness in cross-border public service delivery. Addressing this gap, this article presents a structured narrative–integrative literature review that synthesizes international peer-reviewed studies on administrative capacity, policy capacity, consular services, and migrant worker protection published in the last five years. Drawing on Administrative Capacity Theory as the core framework, complemented by Public Service Theory, Policy Implementation Theory, Street-Level Bureaucracy, and Institutional Theory, the review systematically analyzes how different dimensions of capacity configure institutional readiness in consular services. The findings reveal that institutional readiness emerges from the interaction of four interrelated dimensions: human resource capacity, organizational and procedural capacity, institutional and coordination capacity, and resource and infrastructure capacity. Rather than functioning as isolated determinants, these dimensions collectively shape how consular institutions translate formal mandates into service outcomes under conditions of transnational governance, legal pluralism, and fluctuating demand. The review further demonstrates that frontline discretion, coordination gaps, procedural rigidity, and uneven resource allocation are recurrent patterns across the literature, underscoring the dynamic and practice-based nature of administrative capacity in consular contexts. Theoretically, this article contributes to public administration scholarship by extending administrative capacity frameworks into the underexplored domain of cross-border public services and by integrating previously segmented theoretical perspectives into a coherent conceptual synthesis. By reframing consular services as institutionally embedded public service systems rather than solely diplomatic functions, the article advances understanding of institutional readiness in migrant worker protection and provides a robust analytical foundation for future empirical and comparative research in international public administration.

Digital transformation in the management of personnel administration at the Environment, Forestry, and Land Service of Central Papua Province has brought significant changes in the employee payroll and attendance system. This study aims to design and implement an integrated attendance data recap-based payroll information system. The research method used is the Waterfall approach, which includes needs analysis, system design, and implementation. The results of the study indicate that the developed system is able to increase efficiency and accuracy in managing attendance data and calculating salaries, as well as minimizing human error. In addition, the application of web-based technology with geolocation features allows real-time attendance monitoring, which is very important for employees working in the field. However, challenges in technology adoption, such as limited infrastructure and low technological literacy among employees, still need to be overcome. This study is expected to contribute to creating a more professional, transparent, and accountable human resource governance.

This research is motivated by the problem of inefficient manual recording of employee attendance at the Central Papua Provincial Bawaslu, which often causes errors and inaccurate attendance data. The main goal of the research is to develop a PHP and MySQL-based digital attendance system that is able to record attendance automatically, real-time, and integrated. The research methods include needs analysis, database and interface design, program code implementation, and system testing. The results of the study show that the digital attendance system developed has succeeded in facilitating the recording of entry times, exit times, and recapitulation of employee attendance with a higher level of accuracy than manual methods. The implications of the implementation of this system are increased administrative efficiency, ease of monitoring, and the provision of more valid attendance data to support fast and appropriate decision-making within the Central Papua Provincial Bawaslu. Thus, this digital attendance system can be a practical solution in improving the quality of human resource management in government agencies.

The global environmental crisis requires a development approach that not only focuses on economic aspects but also on ecological sustainability and humanity's moral responsibility toward nature. The perspective of ecotheology views the environment as a trust that must be preserved through spiritual awareness and social practices. This community service aims to internalize the values of ecotheology to strengthen ecological culture and support sustainable village development. The method used is a participatory approach based on community empowerment through three stages: preparation, implementation, and follow-up. The core activities include educating ecotheology values, fish seed distribution, tree planting, and strengthening waste bank management. The results show an increase in ecological awareness among the community, marked by a change in their view of environmental responsibility, the development of eco-friendly habits, and strengthened social solidarity. The integration of spiritual values in ecological practices has proven effective in building a collective culture that supports village sustainability. This program demonstrates that a value-based approach and direct experience can drive a sustainable transformation of ecological behavior.

This study aims to analyze the relationship between public policy paradoxes, healthcare service quality, access to and continuity of postnatal care, and maternal mortality in Pekalongan Regency. A mixed-methods approach with a sequential explanatory design was employed, involving 30 respondents for quantitative analysis using Spearman correlation tests and 5 key informants for in-depth interviews. The results indicate that policy paradoxes are strongly correlated with service quality and with access and continuity of care. Service quality also shows a robust correlation with access and continuity. All variables are significantly associated with maternal mortality, with access and continuity of care demonstrating the strongest correlation. Qualitative findings reveal implementation gaps in Ministry of Health Regulation No. 21 of 2021, where postnatal visits are often conducted only 2–3 times instead of the mandated four visits, with 10 out of 13 maternal deaths occurring during the postnatal period. The persistence of maternal mortality is attributed to inconsistent implementation of standard operating procedures, high workload, and socio-cultural factors. The study highlights the need to strengthen supervision, enhance human resource capacity, and promote cross-sectoral collaboration to optimize postnatal care services.