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The research focuses on finding out how much influence job training and work environment have on employee performance at the Depok Village Office. The research method used is a quantitative method approach with data collection techniques using saturated samples or non probability sampling. The population in question is all employees of the Depok Village Office, totaling 30 respondents using a questionnaire in Likert scale units. In data processing for analysis using SPSS 25 software with multiple linear analysis techniques, namely instrument testing, partial and simultaneous hypothesis testing. This study found that there is a positive and significant partial and simultaneous influence between the variables of job training and work environment on the performance of Depok Village office employees.

Determining the relationship between environmental adaptability and milk production across various parities using HTC and THI values was the aim of this study. Purposive sampling was employed to choose thirty dairy cows of parity 1 and 2, for the study. For this investigation, a case study was employed. The temperatures and humidity of the barn environment were used to measure the THI value, which was determined by the HTC value, the milk production of mothers with varying parities, and the rectal temperature and respiratory frequency. Research results demonstrated a negative connection between the two independent variables—the THI and HTC values—and milk production at parities 1 and 2. This suggests that either environmental stressors or higher HTC or THI values resulted in lower milk production. At parity 1, there was a poor correlation, and at parity 2, a moderate correlation between the HTC value and milk production. The correlation coefficients for parity 1 and parity 2 were, respectively, r = 0.410, R2 = 0.168, and r = 0.370, R2 = 0.137. There was just a slight association observed between the THI value and milk production at parities 1 and 2. The correlation coefficient for parity 1 was (r = 0.220; R2 = 0.049), but the correlation coefficient for parity 2 was (r = 0.227; R2 = 0.51). According to the study's findings, milk production in parities 1 and 2 is only marginally correlated with HTC and THI values.

The purpose of this study was to determine the perceptions of civil servants regarding the equalisation of structural positions into functional positions and their influence on work productivity at Ganesha University of Education. This research uses quantitative descriptive method. The sampling technique used was purposive sampling with a sample size of 59 employees who have the position of head of section and subsection. Collection using interview techniques and questionnaires. Data analysis using a mixed method approach through qualitative descriptive analysis and quantitative analysis using paired sample t-test. The results showed that (a) the implementation of equalisation of structural positions into functional positions at Ganesha University of Education is a bureaucratic reform in accordance with Permenpan-RB Number 17 of 2021 concerning Equalisation of Administrative Positions into Functional Positions; (b) the perception of civil servants towards the transfer of positions shows that the implementation of the transfer of positions has not optimally increased work productivity due to the determination of functional positions that are limited in number and type so that they do not match employee competence; (c) the results of the paired sample T-test test on there are differences in the work productivity of civil servants at Ganesha University of Education before and after equalisation of structural positions into functional positions

In the execution of regional autonomy, local taxes and levies stand as crucial sources of local revenue aimed at financing various endeavors of local governance. The South Kalimantan Provincial Government has regional financial challenges in the future, in increasing the independence and optimization of its local taxes in order to increase PAD. The aim of this research was to investigate the impact of entertainment tax, restaurant tax, and hotel tax on regional original income. This study employed quantitative methods, utilizing secondary data extracted from the South Kalimantan regional government financial report (LKPD) spanning from 2019 to 2021.The sampling technique used is a saturated sample. the regression test results prove that restaurant and entertainment taxes have no effect on (PAD) while hotel taxes have a positive effect on (PAD). The limitation of this study is that the independent variables used are limited to three types of local tax variables, namely restaurant, entertainment and hotel taxes, without making demographic factors, area and income level as intervening or moderating variables. Local taxes will be able to have a positive influence if supported by adequate demographic and geographic factors. 

This study explores the impact of product and service innovation, operational efficiency, customer satisfaction, human resource management, and digital marketing strategies on the profitability of companies. Utilizing a quantitative research methodology, data was collected through surveys and company financial reports and analyzed using statistical techniques, including linear regression analysis. The findings reveal that product and service innovation significantly enhances profitability, emphasizing the importance of continuous innovation. Operational efficiency, measured through lower operational costs, directly correlates with increased profit margins. Furthermore, a strong positive relationship exists between customer satisfaction and profitability, highlighting the importance of customer-centric strategies. Human resource management practices that promote employee satisfaction and productivity are also found to significantly impact profitability. Lastly, the adoption of digital marketing strategies is shown to boost sales volume and market reach, contributing positively to financial performance. These results suggest that companies should adopt a holistic approach to strategy development, integrating innovation, operational efficiency, customer satisfaction, human resource management, and digital marketing to enhance profitability. The study underscores the need for companies to continuously evolve and adapt to market changes to sustain competitive advantage and long-term success.

In the digital era that continues to develop, digitalization is a crucial aspect for business transformation in various sectors, including the coffee shop industry. This study investigates the influence of digitalization on the coffeeshop business by taking a case study at AADK Malang. This research identifies the challenges and incentives faced by AADK in adopting digital technology, as well as its impact on an inclusive business environment. Through bibliometric analysis and case studies, it was found that digitalization provides significant benefits in the form of increased operational efficiency and expanded customer reach, but also raises challenges such as initial investment costs, data security and system integration. The results of this research are that the challenges faced in implementing digitalization include significant initial investment costs, system integration difficulties, employee training, data security, and changes in organizational culture. However, the drive to adopt inclusive business models through digitalization is also strong, including increased accessibility, better customer engagement, operational process optimization and market expansion    

This research aims to explore and analyze the role of diversity and equality in modern organizations. The research method used is a qualitative approach, by conducting case studies of several different organizations in the private sector. Data was collected through in-depth interviews with senior managers, employees, and through analysis of internal company documents. The results show that diversity in terms of background, gender, and expertise can contribute significantly to innovation and creativity within organizations. Meanwhile, the implementation of equality in organizational policies and practices has a positive impact on employee satisfaction, loyalty, and work productivity. Analysis using VOSviewer showed that key concepts that emerged included inclusiveness, fairness, collaboration and respect for individual uniqueness. Nonetheless, challenges related to conflict management, organizational culture adaptation, and managing change remain a key focus in the implementation of diversity and equality in various organizational contexts. The findings provide a deeper understanding of how organizations can leverage diversity and equality as strategic resources to achieve competitive advantage and sustainable growth in an increasingly complex global marketplace.

In recent years, companies engaged in technology have experienced significant growth in various countries, including in indonesia, PT Hartono is a company that sells technological goods to faciliate/fulfill the needs of society in this modern era, with various technologies that have been specifically designed so that consumers feel interested in what consumers need or what consumer want, the data analysis technique that will be used for this research is quantitative research using multiple linear regression methods. And the data collection design was a questionnaire, the population in this study were all warehous employes at PT Hartono, which totaled 68 people, because each branch had a different procedure so that researchers took samples of branch that were in the Bukit Darmo Surabaya Branch. Data analysis used multiple linear regression analysis, classical assumption test, model feasibility test, hypothesis testing (T-test). How consumer see and perceive the company.

This research aims to analyze the implementation of Know Your Customer (KYC) through Customer Due Diligence (CDD) and Enhanced Due Diligence (EDD) in the efforts to prevent and combat money laundering and terrorism within the financial services user base. In this study, the research method employed is literature review. The findings of this research can be utilized to support the development of policies and strategies for the prevention and eradication of money laundering and terrorism within the financial services user community. The application of KYC through CDD and EDD is crucial in reducing malicious risks, preventing theft of funds, and maintaining integrity and transparency in financial transactions. Therefore, it is essential for financial institutions and stakeholders to continuously develop and manage the KYC processes effectively and sustainably. 

This research aimed to determine the comparison of types of battery materials for laying hens, specifically bamboo and wire, on the welfare and production performance of laying hens. The material for this research consisted of 100 laying hens of the ISA Brown strain aged 54 weeks. The variables observed included livestock welfare, which was assessed through behavioral aspects (eating, drinking, and resting), while the production performance variables observed included HDP (Hen Day Production), egg weight, egg mass, and FCR (Feed Conversion Ratio). The research method employed an experimental approach using the T-test (independent sample). Two treatments were used, each with 50 replications. The results of the research indicated that the difference in treatment using T1 (bamboo battery materials) and T2 (wire battery materials) affected livestock welfare and production performance. The research results demonstrated that the behavior of bamboo batteries was considered better in terms of livestock welfare because they were able to better prevent heat stress. In terms of production performance, wire batteries exhibited higher Hen Day Production (HDP) and were better at preventing disease than bamboo batteries. However, bamboo batteries had a higher egg weight due to the frequency of feeding chickens being higher than wire batteries. Improved sanitation management is necessary for batteries made from bamboo because they tend to more easily become a medium for the growth of germs, lice, and fungi, which can cause disease and result in decreased production performance.

Work-life balance is one of the key factors in improving employee well-being and performance, especially for millennials who have high expectations of work flexibility. This study aims to analyze the effect of work-life balance on job satisfaction and productivity of millennial employees, with employee engagement as a mediating variable. The results show that work-life balance has a positive and significant effect on job satisfaction and employee productivity, with a stronger effect on productivity. In addition, work-life balance also has a very large influence on employee engagement, which means that employees with a good work-life balance will be more engaged in their work. Employee engagement itself was shown to have a positive and significant effect on job satisfaction and employee productivity, confirming that employees who feel emotionally and cognitively engaged in their work tend to be more satisfied and more productive. Furthermore, employee engagement was also shown to mediate the effect of work-life balance on job satisfaction and employee productivity, but this mediating effect was stronger on productivity than on job satisfaction. The findings of this study confirm that work-life balance plays an important role in improving millennial employees' satisfaction and productivity, with employee engagement as an intermediary factor that strengthens the relationship

This study aims to analyze the influence of organizational culture, work motivation, and job satisfaction on employee loyalty in an organization. The results of the study indicate that organizational culture has a positive and significant influence on job satisfaction (O = 0.200; T-Statistics = 1.377; P-Value = 0.004) and employee loyalty (O = 0.351; T-Statistics = 3.141; P-Value = 0.002). In addition, work motivation is also proven to have a positive and significant influence on job satisfaction (O = 0.754; T-Statistics = 5.218; P-Value = 0.000) and employee loyalty (O = 0.355; T-Statistics = 2.682; P-Value = 0.008). Job satisfaction has a positive effect on employee loyalty (O = 0.284; T-Statistics = 3.675; P-Value = 0.000). However, job satisfaction does not significantly moderate the relationship between work motivation and employee loyalty (O = -0.084; T-Statistics = 0.778; P-Value = 0.437) or the relationship between organizational culture and employee loyalty (O = 0.147; T-Statistics = 1.337; P-Value = 0.182). These findings provide important managerial implications for organizations in improving employee satisfaction and loyalty through strengthening organizational culture and work motivation enhancement strategies. Thus, companies can improve employee engagement and retention in the long term.

This study aims to determine the effect of work environment and workload on employee performance through job satisfaction as an intervening variable at PT. Pegadaian Wiyung Surabaya Branch. The population in this study is the company PT. Surabaya Wiyung Branch Pawnshop. The research method is assisted by the Partial Least Square program which is used with SmartPLS 4.0 software. This type of research used is quantitative research. Data taken using a questionnaire. The results showed that the work environment has a positive and significant effect on employee performance, workload has a positive and significant effect on employee performance, work environment has a positive and significant effect on job satisfaction, workload has a negative and insignificant effect, and job satisfaction has employee performance has a negative and insignificant effect,work environment has a negative and insignificant effect through job satisfaction on employee performance at PT. Pegadaian Wiyung Surabaya Branch, and workload has a negative and insignificant effect through job satisfaction on employee performance at PT. Pegadaian Wiyung Surabaya Branch.

The ups and downs of employee performance are due to the presence of co-workers lack of support, unpleasant bosses and demanding employees against benefits that are not met by the company. Condition This makes it difficult for the company to grow rapidly. This research aims to determine the effect between compensation and work stress on employee performance both simultaneously and partially. This research was conducted at Perum Damri Cabang Lampung Branch This study consists of independent variables, namely compensation and work stress, and the dependent variable is employee performance. Number of samples used in this study amounted to 42 respondents using the method slovine sample. Hypothesis testing was carried out using the Multiple method Regression (Multiple Regression) . Data analysis using software SPSS statistics 20.0. The results of this study show in the F test (simultaneous) that compensation and work stress have a positive and significant effect on employee performance with a sig F value of 0.000 <0.05 and Fcount of 66.041. The results of the t (partial) test of compensation have a positive effect and significant to employee performance with a sig t value of 0.003 < 0.05 and tcount value is 3.163, while work stress has no significant effect with a sig t value of 0.937 > 0.05 and the tcount value is 0.079. So it can be concluded that only variables compensation that has a significant effect on employee performance while the work stress shows the opposite result.  

This study aims to analyze the effect of Key Performance Indicator (KPI)-based performance appraisal system, leadership style, and work motivation on employee productivity. The research method used is a quantitative approach with multiple linear regression analysis techniques. The results of the study indicate that simultaneously, the implementation of KPI, leadership style, and work motivation have a significant effect on employee productivity. Partially, the implementation of KPI and leadership style have a positive and significant effect on employee productivity, indicating that an effective KPI system and good leadership can improve individual performance. However, the results of the study also show that work motivation does not have a significant effect on employee productivity, indicating that there are other factors that may play a greater role in improving productivity. The implication of this study is that organizations need to focus more on optimizing the KPI system and developing a leadership style that can support the achievement of employee productivity.

Fadli Fadhillah (64201182). The Effect of Work Culture and Leadership on the Performance of Government Employees, Depok City Manpower Office. The research was conducted at the Depok City Manpower Office Government by distributing questionnaires directly to obtain primary data. The effect of work culture and work leadership on employee performance at the Depok City Manpower Office Government. This study aims to see how the impact of work culture and work leadership together on employee performance at the Depok City Manpower Office. The sample in this study was all the population of 38 respondents. This research is quantitative by testing the hypothesis using SPSS 27. The t test results show that the work culture variable has a significant positive effect on employee performance. The t test results show that the work leadership variable has a significant positive effect on employee performance. The results of the f test show that work culture and work leadership have a positive and significant effect simultaneously on employee performance.

This study aims to find out and analyze the influence of leadership on employee performance through the mediation of the implementation of Total Quality Management (TQM). The research design used is a survey research that takes samples from a population and uses questionnaires as a tool for collecting basic data. The research locations were carried out at Koja General Hospital, Sulianti Saroso Infectious Special Hospital, and TK II TNI AD M Ridwan Hospital. The number of population as well as the sample in this study is 240 people. To meet the assumptions and analysis models in this study, the Likert Scale was used. The analysis technique used in this study is path analysis using the Amos program. The results of the study show that leadership variables have a significant effect on the implementation of TQM, leadership has a significant effect on employee performance. Leadership has a significant effect on employee performance through the implementation of TQM.

This research aims to analyze employee performance and service quality at the Tuah Bintan Buffet Restaurant. The research approach used is qualitative with interviews and observation methods as the main data sources. The research results show that optimal employee performance, including clear division of tasks, structured training and regular evaluations, contributes significantly to the quality of services provided. The main challenge faced by this restaurant is maintaining consistent food quality and efficient service times during peak hours. However, innovation and implementation of improvements based on customer feedback have succeeded in increasing customer satisfaction. This research confirms that good employee performance has an important role in creating a positive service experience, as well as providing input for strategies for improving restaurant operations in the future.

Metabolic syndrome is a symptom of metabolic disorders suffered in conditions of prosperity, if you are obese (overweight) accompanied by hypertension and increased blood sugar levels as well as hypercholesterolemia and increased uric acid. PT Tirta Investama employees with increased welfare from 450 employees through medical check-ups at Siloam Hospital as a referral hospital, 200 of them experienced symptoms of hypertension and obesity. Of the 200 people, due to company policy, HRD decided to take 100 people. It is on this basis that community service is carried out which aims to provide knowledge about how to treat metabolic syndrome, carry out blood pressure checks, examine abdominal circumference and provide Tapping educational services. Tapping is a holistic, complementary nursing action to reduce emotions and stress. Complementary acupressure nursing services are also provided. The method of activity carried out is blood pressure screening, measuring body weight, height and measuring abdominal circumference. Then Tapping education is carried out and the application practice is carried out step by step until the participants can actually carry it out independently. After 2 weeks of activity, 100 participants were evaluated by repeating the Tapping procedure independently. The community service participants were able to do it correctly, and said that the symptoms of headaches, ringing in the ears had decreased and they felt calmer and emotionally stable, and awareness emerged to change their lifestyle to be healthy. So that community service activities are still needed by employees, the follow-up from this community service is explained to employees who have participated in this activity to be able to pass on knowledge about Tapping to other employees and this activity is carried out independently as well as for their families.

This research explores the phenomenon of heedful challenging in organizational contexts, focusing on the role of organizational culture and leadershipstudy. The term "heedful challenging" describes proactive voice practices by lower-power staff members with the goal of enhancing innovation and corporate decision-making. The review synthesizes recent empirical studies to elucidate how supportive organizational cultures and transformational leadership styles facilitate heedful challenging, enhancing employee empowerment, job satisfaction, and organizational adaptability. Key findings highlight the positive outcomes of thoughtful challenge, such as better organizational learning and decision-making procedures. Barriers such as fear of reprisals in hostile situations highlight how important it is to promote transparency and trust. The consequences for practitioners stress how crucial it is to foster inclusive cultures and use transformational leadership techniques in order to encourage employee voice activities.