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This study aims to analyze the influence of work motivation on employee performance at PT Subur Plus. Work motivation is considered one of the crucial factors in enhancing both individual and team performance. The research employs a quantitative approach using a survey method with questionnaires distributed to 50 permanent employees in the operational and administrative divisions. Work motivation is measured through intrinsic and extrinsic factors, while employee performance is assessed based on quantity, quality, timeliness, and responsibility. The results of the analysis indicate that work motivation has a positive and significant effect on employee performance. The coefficient of determination (R²) of 94.7% shows that most of the variation in employee performance is influenced by work motivation. These findings highlight the importance of implementing effective strategies to enhance employee motivation through training programs, rewards, and the development of a supportive work environment.

Human Resource Management is the development of human resource that carry out planning, implementation, recruitment, career development of employees, employees and carry out initiatives on organizational development in an organization, or company. This study aims to analyze the implementation of employee performance management in a notary office. Performance management is a systematic process of organizational goals. In the notarial work environment, performance management plays a crucial role in ensuring legal service are accurate, timely, and professional. This research uses a qualitative approach with data collection techniques including interviews, observations, and document analysis. The result indicate that performance management has been applied through the setting of work targets, monitoring of outcomes, and the provisions of evaluations and feedback. However some challenges remain, such as the absence of structured evaluation system and a lack of regular training. The conclusions of this study emphasizes the importance of developing a more formal and measurable work management system in order to increase employee motivation and overall performance. The implications of the research are expected to be a reference in human resource development in notary office and other legal service institutions.

Integration between strategic human resource management practices and job satisfaction is an important factor that cannot be ignored. Organizations need to ensure that the HR management strategies implemented are not only oriented towards results, but also pay attention to the welfare and positive perceptions of employees towards their work. This study aims to analyze the effect of strategic human resource management practices and job satisfaction on employee performance at PT. Solusi Bangun Andalas in Aceh Besar. The research method used is quantitative. A sample of 150 permanent employees was taken using the Probability sampling technique. Data analysis was carried out using multiple linear regression and partial tests using IBM SPSS Statistics 25. The results showed that this study supports the proposed hypothesis, namely that strategic human resource management practices and job satisfaction have a significant positive effect on employee performance. Suggestions for PT. Solusi Bangun Andalas need to continue to strengthen strategic HR practices, including training, competency-based recruitment, and KPI-based performance evaluation. Job satisfaction must also be optimized through fair compensation, a positive work environment, and good communication. Integration between HR strategies and job satisfaction is important to be carried out synergistically in order to create a productive and sustainable HR system.

This study aims to analyze the application of Organizational Theory at PT Kereta Api Indonesia (Persero) in the context of organizational communication, organizational culture and employee performance. PT Kereta Api Indonesia as a state-owned company engaged in the transportation sector has unique challenges and opportunities in managing its human resources and operations. Through a qualitative approach, this study collected data from interviews with managers and employees, as well as analysis of internal company documents. The results of this study indicate that effective communication and a strong organizational culture contribute significantly to improving employee performance. In addition, the implementation of clear organizational values ​​and ongoing training are key factors in creating a productive work environment. This study is expected to provide insight for PT Kereta Api Indonesia management in optimizing organizational strategies to achieve better company goals.  

This study aims to analyze the effect of recruitment, training, and work environment on employee performance at PT Federal International Finance Surabaya Rajawali Branch. This research employs a quantitative method with a survey approach. The sample consists of 41 respondents selected using a saturated sampling technique. Data were processed using SPSS version 29.0, including instrument tests, classical assumption tests, multiple linear regression analysis, and hypothesis testing.The results reveal that simultaneously, recruitment, training, and work environment significantly influence employee performance. Partially, training has a significant impact on employee performance, whereas recruitment and work environment show no significant influence. These findings highlight that relevant training programs can enhance employee skills and productivity. Thus, training becomes a crucial factor for companies to focus on in improving employee performance.

This paper explores the application of quantum-inspired optimization algorithms in the training of large-scale Graph Neural Networks (GNNs) within distributed cloud-edge environments. GNNs have gained significant attention due to their ability to model complex relationships in graph-structured data, yet their training presents challenges such as high computational demand, inefficient resource allocation, and slow convergence, especially for large datasets. Traditional meta-heuristic algorithms, while useful, often face scalability and performance issues when applied to such large-scale tasks. To address these challenges, we propose a quantum-inspired meta-heuristic algorithm that leverages quantum principles, such as superposition and entanglement, to enhance optimization processes. The algorithm was integrated into a hybrid cloud-edge system, where computational tasks are dynamically distributed between edge nodes and the cloud, optimizing resource utilization and reducing latency. Our experimental results demonstrate significant improvements in training speed, resource efficiency, and convergence rate when compared to traditional optimization methods such as Genetic Algorithms and Simulated Annealing. The quantum-inspired algorithm not only accelerates the training process but also reduces memory usage, making it well-suited for large-scale GNN applications. Furthermore, the system's scalability was enhanced by the hybrid cloud-edge architecture, which balances computational load and enables real-time data processing. The findings suggest that quantum-inspired optimization algorithms can significantly improve the training of GNNs in distributed systems, opening new avenues for real-time applications in areas such as social network analysis, anomaly detection, and recommendation systems. Future work will focus on refining these algorithms to handle even larger datasets and more complex GNN architectures, with potential integration into edge devices for enhanced real-time decision-making.

This study explores the relationship between religiosity and Organizational Citizenship Behavior (OCB) within contemporary organizations by adopting a positive psychology perspective. OCB is defined as discretionary behaviors by employees that go beyond their formal job duties and contribute positively to the overall functioning and success of the organization. Examples include helping colleagues, being punctual, and demonstrating initiative, which foster a cooperative and productive work environment. Religiosity, on the other hand, is understood as a belief system that shapes an individual’s values, attitudes, and behaviors, both intrinsically—stemming from internal spiritual commitment—and extrinsically—motivated by external social or cultural influences. Through a systematic review of ten national and international academic journals, this study identifies several common dimensions of OCB, such as altruism (helping others selflessly), civic virtue (active and responsible participation in organizational affairs), and conscientiousness (going beyond minimal job requirements). The findings reveal a consistent positive correlation between religiosity and OCB, especially in sectors like education, Islamic banking, and healthcare, where religious principles strongly influence organizational culture. The integration of religious values into organizational practices encourages employees to exhibit behaviors that promote harmony, ethical conduct, and a sense of community within the workplace. This is particularly evident in employees who possess high levels of intrinsic religiosity, as their internalized beliefs motivate them to engage in prosocial actions that benefit the organization. The study recommends that human resource management strategies incorporate religious or spiritual values to cultivate a positive organizational culture. Such integration can be achieved through training programs, leadership development, and reward systems that emphasize ethical behavior and social responsibility, ultimately leading to improved employee satisfaction, loyalty, and overall organizational performance.

The health sector, especially hospitals, relies heavily on the competence and professionalism of human resources to provide high quality services. Strategic development of human resources (HR) is the key to achieving organizational goals and improving service quality. This narrative literature review discusses strategic HR development in the hospital environment with a focus on three main pillars: training programs, leadership development, and performance evaluation. Findings show that training helps health workers adapt to advances in technology and medical innovation; leadership development drives accountability and collaboration which is critical in complex environments; and performance evaluation supports continuous improvement by identifying development needs and aligning individual contributions with organizational goals. The integration of these three strategies increases professionalism, operational efficiency and service quality in hospitals. Future research is recommended to examine how this HR development strategy can be adapted in various health care contexts to ensure its sustainability and effectiveness.

Work loyalty is a fundamental pillar in human resource management that plays a critical role in sustaining organizational development and enhancing employee productivity. This study aims to explore and analyze the strategies implemented by PT. Bank BTPN Syariah MMS Rantau Rasau in maintaining employee loyalty, particularly among Community Officers who serve as the frontline representatives of the bank in delivering services directly to local communities. The research adopts a descriptive qualitative approach using in-depth interviews and documentation as data collection techniques. The findings reveal that work loyalty can be fostered through several strategies, including equitable and measurable reward systems, regular and relevant training, structured career development, and appropriate compensation and performance-based incentives. Additionally, leadership support and effective two way communication between management and employees play a crucial role in cultivating a sense of ownership and emotional attachment to the organization. These strategies significantly contribute to strengthening employee commitment, dedication, and the willingness to stay and grow with the company, ultimately leading to increased productivity in both quantitative target achievement and qualitative service delivery. This study offers practical implications for the development of human resource management policies in the Islamic banking sector and serves as a reference for other organizations facing similar challenges in maintaining employee loyalty and improving productivity. A comprehensive understanding of loyalty strategies enables organizations to build a sustainable and productive work environment.

The role of job training, self-efficacy, and human resource development (HRD) in improving employee performance is discussed in this study. The problem raised is how these three components can synergistically influence employee work efficiency, considering the many challenges faced by organizations in optimizing their human resource potential. The library method and literature review approach are used in this study. This involves the analysis of primary and secondary data from reliable international journals indexed by Scopus and national journals indexed by Shinta. These data were collected through a review of relevant literature covering theories and empirical research on self-efficacy, job training, HRD, and their effects on performance. The results of the study indicate that increasing employee motivation and confidence to complete assigned tasks is very important. Technical skills and adaptability to changes in the work environment are improved through competency-based job training. Meanwhile, an innovative and productive work culture is generated through continuous learning and mentoring programs. When used together, these three components can contribute to improving individual and organizational performance. According to this study, to maintain the sustainability and competitiveness of organizations in the modern era, a holistic approach to HR management is essential

This study aims to analyze the influence of organizational culture, job training, and work environment on the performance of employees at the Office of the Ministry of Religious Affairs of Kediri City. The research employed a quantitative approach using a saturated sampling technique involving 69 employees. Data analysis was conducted using statistical tests with the assistance of SPSS version 26. The results showed that partially, organizational culture, job training, and work environment had a significant effect on employee performance. This was proven by the calculated t-values of each variable, which were greater than the t-table values, and significance values less than 0.05. Simultaneously, the three variables also had a significant effect on employee performance, indicated by the calculated F-value being greater than the F-table value and the significance value being less than 0.05. Therefore, the alternative hypothesis (Ha) was accepted, while the null hypothesis (Ho) was rejected.

Hotel Management's Responsibility towards employees plays an important role in creating a positive work environment. Management is responsible for providing training and development to improve employee skills and abilities, as well as ensuring employee welfare through fair policies. This research aims to identify Management Responsibilities especially at Hilton Bandung Hotel in building an atmosphere that supports employee comfort and well-being. The method used from this research is qualitative method with interviews to HRD and Employees. The result of this study shows that the Management of Hilton Bandung Hotel implements various strategies, such as training, welfare policies, and open communication to improve employee motivation and work. The implication of this research is that a positive work environment can improve employee performance, as well as contribute to the quality of service provided to guests, thus impacting the reputation and sustainability of the hotel. This research is expected to be a reference for other hotel management in creating a better work environment.

High quality public services are a key indicator of effective government performance. In this context, the role of employees as the frontline executors of public service delivery is crucial in determining public satisfaction and trust toward public institutions. This study aims to explore the contribution of employees in enhancing public service quality through a literature review approach. Data were collected from various scholarly sources, including journals, books, and research reports related to public service and human resource management in the public sector. The findings indicate that the quality of public services is significantly influenced by several employee-related factors, such as competence, work ethics, integrity, innovation, and adaptability to technology and evolving public needs. Furthermore, organizational culture and leadership style also play a supportive role in reinforcing employees' contributions to excellent service delivery. This study emphasizes the importance of strengthening employee capacity through continuous training, performance evaluation, and the creation of a work environment that promotes accountability and professionalism.

This study aims to analyze the role of management psychology in optimizing teacher motivation as a strategy to improve school effectiveness. Teacher motivation is a major determinant in achieving educational goals, but is often constrained by factors such as excessive workload, lack of appreciation, and an unsupportive work environment. Through a literature review approach, this study examines various previous studies to identify effective management psychology strategies in improving teacher motivation, such as providing support, recognition, training, and good communication. The results of the study indicate that high teacher motivation has a significant impact on their performance, learning effectiveness, and student achievement. In addition, inspirational leadership and a collaborative work environment also play an important role in encouraging teacher motivation. Thus, the application of management psychology principles can create a more effective and competitive education system.

Public service is an activity or a series of efforts to fulfill the service needs of the community. The public services received by the community come from the government's performance in providing services, which must be excellent and consistent. One of the public services in society is provided by Kader Surabaya Hebat, an organization that serves the community at the smallest level of government. Various issues arise, including workload, lack of training, and inadequate appreciation compared to the workload given. These factors contribute to problems such as work stress or burnout. The tendency for burnout or work stress can be experienced by public service workers due to high work pressure and job demands. Additionally, the work environment also significantly affects the emergence of burnout. Thus, the research problem raised in this study is how burnout affects the public service performance of Kader Surabaya Hebat in Tembok Dukuh Village, Surabaya City. The purpose of this research is to describe and analyze the effect of burnout on the public service performance of Kader Surabaya Hebat in Tembok Dukuh Village, Surabaya City. This study employs a descriptive research type with a quantitative approach and data analysis techniques using the Simple Linear Regression method. The results of this study indicate that burnout or work stress has a significant influence, with a strength of 83.4%, classified as very strong, and has a negative impact on the public service performance of Kader Surabaya Hebat in Tembok Dukuh.

This research examines the impact of leadership style and communication on staff performance within an energy sector organization in Madura. The primary problem addressed is the need to understand how different leadership attributes and communication effectiveness impact employee productivity and satisfaction. In today’s competitive business environment, effective leadership and communication are essential for achieving organizational goals and fostering a motivated workforce. The objective of the study is to identify key indicators of leadership and communication that contribute to enhanced employee performance, thereby providing actionable insights for organizational improvement. A quantitative survey method was employed, utilizing a structured questionnaire with Likert scale items to gather data from 50 employees. This approach allowed for the collection of measurable data regarding employee perceptions of their leaders' styles and communication effectiveness. The analysis revealed that communication skills and the ability to control subordinates were rated highest by respondents, indicating satisfaction in these areas. However, lower ratings for motivational ability and emotional control suggest areas for improvement, highlighting the need for leaders to develop these critical skills further. The findings support the hypothesis that effective leadership and communication are critical for fostering a productive work environment, with significant implications for organizational success. The study concludes that organizations should prioritize leadership development and communication training to enhance employee engagement and performance. Limitations include the focus on a single industry, suggesting the need for further research across diverse sectors to validate these findings and explore their long-term impact on organizational outcomes. Future studies could also investigate the interplay between leadership styles and employee performance over time, providing deeper insights into effective management practices.

Clinical evaluation and supervision are two crucial elements in improving the quality of learning and professional practice, especially in the fields of education and health services. Evaluation serves as a tool to assess performance, effectiveness, and achievement of learning or service objectives, while clinical supervision emphasizes the process of mentoring, coaching, and competency development through a reflective and collaborative approach between supervisors and supervised individuals. In practice, the implementation of clinical evaluation and supervision faces various challenges, ranging from limited competent human resources, lack of understanding of the concept and purpose of correct supervision, to resistance from the supervised. However, with the right approach and ongoing training, clinical evaluation and supervision can be an effective means of building a professional work culture, improving service quality, and creating a supportive learning environment. This study aims to comprehensively describe the basic concepts, implementation strategies, and main obstacles in clinical evaluation and supervision, in order to provide policy recommendations and best practices in the field.

This study aims to determine the influence of Work Motivation, Work Environment, and Job Satisfaction on Employee Productivity at PT. Nihon Seiki Indonesia. This research is motivated by the phenomenon of declining employee productivity as shown by the non-achievement of work targets in recent months. This problem indicates the possibility of a decline in internal quality that needs to be evaluated, such as low motivation, less supportive work environment conditions, and less than optimal job satisfaction. This decline can also have an impact on the company's overall performance, including in terms of efficiency, production quality, and customer satisfaction that are declining over time. The method used in this study is a quantitative method with a descriptive and verifiable approach. The data collection technique was carried out through the distribution of questionnaires to 90 employees as a sample of the total population of 115 employees working in the company. The research instrument was tested through validity and reliability tests. Data were analyzed using multiple linear regression analysis, t-test (partial), F test (simultaneous), and determination coefficient (R²) test, with the help of SPSS software version 26. The results of the study show that Work Motivation, Work Environment, and Job Satisfaction have a significant effect on Employee Productivity, both partially and simultaneously. These findings confirm that the increase in employee work productivity is not only dependent on external factors such as technology and management systems, but is also highly determined by internal factors that are directly related to individual comfort and satisfaction at work. Therefore, company management needs to focus more on efforts to create a conducive work environment, build strong motivation, and increase employee job satisfaction as a strategy to optimize productivity. In addition, continuous training and effective communication between teams also need to be improved to maintain morale, collaboration, and the achievement of overall organizational targets.

Things that is done by the company can be in the form of occupational safety and health training aimed at improving knowledge , skills , attitudes that are physically designed according to the work needs of each employees . In addition , protective equipment is also called Personal Protective Equipment (PPE) which is equipment used by all employees without exception to protect themselves from potential workplace accidents . There are several elements that can support occupational safety , namely elements of occupational safety and security such as awareness in maintaining occupational safety and health , being thorough , implementing work procedures by pay attention to occupational safety and health . Good occupational safety is an important dimensions of employee protection . This protection aiming for employees to safely carry out their daily work so that they can improve industrial productivity performance . PT. PLN (Persero) Unit PDKB KSKT is a State- Owned Enterprise (BUMN) whose purpose is in the field of distributing electrical energy PT. PLN (Persero) serves the electricity needs of the community such as submitting applications for electricity installations , submission applications for increasing voltage or adding power , checking PLN electricity bills , paying electricity to complan

This research analyzes the influence of leadership, work facilities, competence and motivation on the performance of employees of the Ketakasi Fruit Cooperative in Jember. Effective leadership, adequate work facilities, employee competence, and motivation are the main factors that influence productivityThis research used a total population of 69 employees of the Ketakasi Fruit Cooperative in Jember. This research uses a saturated sample method. The results of the research show that leadership, work facilities, competence and work motivation have a significant influence on lecturer performance and together these factors have a significant influence on lecturer performance. From the results, it is concluded that the research emphasizes the importance of competency-based leadership (communication, analysis, decision making) to create a supportive work environment, increase employee motivation and performance. The results can help design more effective leadership development programs. Adequate work facilities increase employee comfort, efficiency and productivity. These findings encourage organizations to improve relevant facilities to create a conducive work environment and reduce turnover rates. Employee competencies (knowledge, skills, attitudes) have a significant influence on performance. Organizations can use these results to develop training that focuses on increasing competency, supporting productivity, and increasing competitiveness. And work motivation has a no direct impact on employee performance. Institutions can leverage these results to design motivation-enhancing programs, such as rewards or recognition, to create a more productive work environment.