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Individual behavioral factors are critical determinants of organizational effectiveness and a vital component of modern organizational diagnosis. This study aims to identify and map individual behavioral factors as strategic indicators in organizational diagnosis using a Systematic Literature Review (SLR) approach guided by PRISMA 2020. Analysis of ten selected articles reveals that organizational effectiveness in the digital transformation era is driven by a reciprocal equilibrium between an individual's cognitive infrastructure and volatile work environment demands. The findings synthesize these behaviors into four strategic clusters: psychological well-being as primary infrastructure, digital structural support audits, justice and trust equilibrium, and psychological contract synchronization. This research provides tactical implications for Human Capital practitioners to transform annual diagnostic methodologies toward the implementation of monthly pulse surveys to detect fluctuations in well-being and disengagement intentions in real-time. This predictive diagnostic step is essential to mitigate turnover risks and design precise institutional interventions in hybrid work ecosystems.

Work discipline is a crucial element in improving employee performance, particularly in the Micro, Small, and Medium Enterprises (MSME) sector such as automotive workshops, which often face managerial and structural challenges. This study aims to explore the understanding, implementation, and influence of work discipline on employee performance at Gandi Jaya Motor Workshop, Jombang, within a local context characterized by religious values and informal work culture. The research employs a descriptive qualitative method with a case study approach. Data were collected through in-depth interviews, observation, and documentation, and were analyzed thematically. The findings reveal that work discipline is perceived as a form of personal responsibility driven by leadership example and religious values, rather than by formal systems alone. External factors such as limited infrastructure and the absence of a structured HR evaluation system also affect performance effectiveness. These findings expand the scope of Work Discipline and Employee Performance theories by incorporating social and cultural dimensions as determinants of work behavior. The study concludes by emphasizing the need for a humanistic approach to HR management in MSMEs and recommends further exploration with broader participant coverage and more diverse methodological approaches.

Patient safety culture is a critical component in healthcare organizations, reflecting the values, attitudes, competencies, and behavioral patterns that ensure safe patient care. This study aims to analyze the influence of knowledge and work environment on patient safety culture, with attitude serving as an intervening variable. A quantitative approach with an explanatory causal design was employed, involving 118 nurses as respondents selected through total population sampling. Data were collected using structured questionnaires and analyzed using Structural Equation Modeling with Partial Least Squares. The findings reveal that both knowledge and work environment have a significant direct effect on patient safety culture. Additionally, knowledge and work environment significantly influence attitudes, while attitudes themselves have a significant effect on patient safety culture. However, attitude does not mediate the relationship between knowledge and patient safety culture, but it does mediate the influence of the work environment on patient safety culture. These results indicate that improving nurses’ knowledge and creating a supportive work environment are essential strategies for strengthening patient safety culture. The study also highlights the importance of fostering positive attitudes through organizational support and conducive working conditions. The implications suggest that hospital management should focus on continuous training programs, enhancing workplace conditions, and developing systems that promote positive behavioral attitudes among healthcare workers to improve overall patient safety outcomes.

This research aims to analyze the strategic role of management psychology in enhancing the performance and effectiveness of educational organizations through a systematic literature review. The development of modern educational organizations demands human resource management that is not only oriented toward administrative aspects but also considers the psychological dynamics of individuals, including behavior, motivation, and interpersonal relationships. The research method used is qualitative with a literature review approach, analyzing relevant scientific articles from the Google Scholar database. The results of the study indicate that management psychology contributes significantly to organizational productivity through three main aspects: effective organizational communication to build trust, psychology-based leadership that increases work motivation and satisfaction through recognition and fairness, and constructive conflict management that transforms tension into opportunities for innovation. The conclusion of this study emphasizes that the integration of various psychological dimensions, such as organizational citizenship behavior (OCB) and self-efficacy, is a key element in creating a conducive work environment. Therefore, leaders of educational institutions are advised to adopt a humanistic leadership style to optimize the potential of human resources and achieve superior educational quality in a sustainable and effective manner within the modern era.

This study aims to examine the role of management psychology in improving work motivation in organizations through a literature study approach. Data were obtained from various scientific sources relevant to the topics of management psychology, work motivation, and organizations. The results of the study indicate that management psychology plays a significant role in understanding individual and group behavior in the workplace through psychological aspects such as needs, attitudes, emotions, and personality. Work motivation is a key factor influencing employee performance, which is influenced by both internal and external factors, including rewards, work relationships, environmental conditions, and opportunities for self-development. Various motivational theories such as Maslow's Hierarchy of Needs, Alderfer's ERG, Mcclelland's Needs, And Vroom's expectancy theory provide a foundation for understanding the dynamics of work motivation. In addition, the implementation of the performance management cycle, which includes planning, monitoring, evaluation, and rewarding, has proven effective in improving employee morale.

This study uses a quantitative method with an explanatory approach to explore factors contributing to low pension literacy among workers. The sample consisted of 66 workers from both the formal and informal sectors in Jakarta in December 2025. The findings reveal that low pension literacy is not solely due to a lack of knowledge but results from various factors, including low awareness, short-term financial behavior, product complexity, inadequate education, and underutilization of digital tools. There is a mismatch between workers' perceptions and the reality of pension fund behavior. The majority of workers (86%) are unprepared for retirement, and 89% do not have a voluntary pension fund. Despite this, 80% do not rely on workplace pension funds, and 45.5% feel confident they can meet their living expenses in old age, indicating pseudo-awareness they understand the importance of pension funds but have not established one. This reveals a gap between awareness and action regarding pension funds. Improving pension literacy requires an integrated approach that combines transformative education with digitalization to facilitate access and participation. Education must drive behavioral change, while digitalization simplifies processes, enhances accessibility, and broadens financial literacy. The synergy of education, digital technology, and policy support is essential for improving workers' financial readiness for a secure retirement.

Leprosy remains a significant public health problem in various developing countries, including Indonesia. This disease is caused by Mycobacterium leprae, which attacks the skin and peripheral nerves and can cause long-term physical, psychological, and social impacts if not treated early and adequately. Health-seeking behavior in leprosy patients is also influenced by structural factors such as the availability of health facilities, distance, transportation costs, and the quality of communication between health workers and patients. Research in various endemic countries confirms that friendly, accessible primary health care services that provide comprehensive education can improve early detection and therapy adherence. Patient SA, an 11-year-old child diagnosed with multibacillary (MB) leprosy and has been undergoing treatment for four months. The progression of the disease to MB indicates limitations in early symptom recognition and the family's health-seeking behavior, which may be influenced by low perceptions of disease susceptibility and severity, lack of knowledge, and barriers to accessing health services. However, after the diagnosis was confirmed and education provided by health workers, positive behavioral changes occurred, indicated by the patient's adherence to routine therapy as recommended.

This community service program addresses the growing ethical challenges of design practices in social media, particularly among children and adolescents. Social media platforms are not merely communication tools but persuasive digital products that influence behavior, emotions, and information consumption. This program aimed to enhance ethical design literacy among members of the Children’s forum in Tangerang Regency through an interactive workshop combining theoretical education, case studies, and practical design exercises. The methodology involved participatory training sessions, including lectures on design ethics, identification of dark patterns, privacy-by-design practices, and hands-on content creation using social media platforms. The results indicate increased participant awareness of ethical principles such as transparency, visual honesty, respect for copyright, and privacy protection. Participants demonstrated improved ability to identify unethical design elements and to produce simple yet responsible visual content. The program contributes to strengthening digital ethics awareness among young social media users and highlights the importance of collaborative, community-based approaches in fostering responsible digital culture.

Cloud job-length prediction remains challenging when the target distribution is highly skewed and contains rare extreme values. This study proposes a log-transformed, regime-based machine learning framework for robust prediction of cloud job length, represented in million instructions (MI). The approach integrates sequential feature engineering, logarithmic target transformation, weighted learning, and regime-aware modeling to distinguish between normal and extreme job-length behavior. Using an ordered GoCJ-derived cloud job-length sequence of 1000 jobs, the dataset exhibits a heavy-tailed distribution, with a mean of 129,662 MI, a median of 93,000 MI, a 95th percentile of 525,000 MI, a 99th percentile of 900,000 MI, and a skewness of 3.695. The proposed model is evaluated against sequential baselines and stronger machine learning baselines, including Naive_Last, RollingMean_5, Global_Log_ExtraTrees, RandomForest, GradientBoosting, and MLP_Log. On the main test split, the proposed Regime_Log_ExtraTrees achieved the best RMSE of 206,255.66 and the least negative R² of −0.01062, while Global_Log_ExtraTrees remained competitive in terms of MAE, MedAE, and RMSLE. Additional walk-forward validation confirms that the regime-aware model consistently achieves the best mean RMSE and mean R² across temporal folds. Ablation results further show that regime-aware learning is the primary contributor to robustness, although accurate prediction of extreme jobs remains challenging. These findings indicate that log-transformed, regime-based learning provides a practical and more robust strategy for cloud job-length prediction under heavy-tailed workload conditions.

The restructuring of Indonesian state-owned enterprises (SOEs) and their subsidiaries following the establishment of Danantara has generated new organizational demands, particularly regarding employees’ psychological preparedness for change. This article develops a quantitative research framework to examine the effects of change communication, transformational leadership, job insecurity, and organizational culture on employees’ readiness for change, with perceived organizational support serving as a moderating variable. The study is designed as an explanatory survey targeting employees of PT Krakatau Steel subsidiaries affected by restructuring. Data are intended to be collected using a five-point Likert-scale questionnaire and analyzed through partial least squares structural equation modeling (PLS-SEM). The article proposes that change communication, transformational leadership, and organizational culture positively influence readiness for change, whereas job insecurity exerts a negative effect. In addition, perceived organizational support is expected to strengthen the positive effects of change communication, transformational leadership, and organizational culture while attenuating the negative effect of job insecurity. The article contributes to the organizational behavior literature by offering a contextually grounded framework for understanding employee responses to restructuring in SOE subsidiaries. It further highlights the strategic importance of organizational support in sustaining employees’ readiness to navigate changes in governance, work systems, and organizational direction.

This study examines the relationship between organizational culture and the sustainability of public service innovation within government bureaucracy. Although many public service innovations show positive results in the initial stages, many do not sustain in the long term. This indicates the presence of fundamental factors affecting innovation sustainability, one of which is organizational culture. Organizational culture plays a role in shaping the behavior, values, and work methods of civil servants in providing services to the public. This study aims to analyze the role of organizational culture in supporting or hindering the sustainability of public service innovations. Using a Systematic Literature Review (SLR) approach, this study analyzes 20 relevant scientific articles from 2002 to 2025. The results indicate that hierarchical, rigid, and administratively-oriented organizational cultures hinder innovation sustainability. Other factors such as low leadership support, limited incentives, and resistance to change also strengthen these barriers. Conversely, an open, collaborative, and adaptive organizational culture to change enhances the likelihood of innovation sustainability. In conclusion, the success of public service innovations is greatly influenced by the organizational culture underlying the behavior of civil servants. Therefore, transforming organizational culture to be more innovative and adaptive is a strategic step to strengthen the sustainability of innovation.

The effectiveness of hypertension prevention in communities depends critically on individuals’ knowledge of risk factors and their attitudes toward healthy behaviors. This study examines the relationship between mothers’ knowledge and attitudes toward hypertension prevention behavior in South Polongbangkeng District, Takalar Regency, 2026. An observational analytic quantitative design with a cross-sectional approach was employed. A total of 200 mothers were selected as respondents. Data were collected using structured questionnaires assessing knowledge, attitude, and hypertension prevention behavior, then analyzed using chi-square test at a significance level of α = 0.05. Results showed that the majority of respondents had good knowledge (89.0%), good attitudes (91.0%), and good hypertension prevention behavior (77.0%). Statistical tests revealed a significant association between mothers’ knowledge and hypertension prevention behavior (p = 0.000) and between mothers’ attitudes and hypertension prevention behavior (p = 0.000). It is concluded that mothers’ knowledge and attitudes are significantly associated with hypertension prevention behavior. Health workers are recommended to strengthen health education and promotion programs targeting mothers to support hypertension prevention in the community.

The increasing sophistication of malware has rendered traditional signature-based detection methods insufficient, necessitating behavior-driven and adaptive analytical frameworks. This study presents a sequential deep learning framework that models system-level API call sequences as structured linguistic representations for behavioral malware detection. Unlike conventional comparative studies, this work systematically evaluates recurrent and attention-based architectures under controlled experimental conditions, with a particular focus on generalization performance and overfitting mitigation. Two neural architectures, a Long Short-Term Memory (LSTM) network and a Transformer-based attention model, are trained on publicly available API call sequence data for binary classification of malicious and benign executables. Beyond standard accuracy metrics, the study further examines model stability, convergence behavior, and the impact of long-range dependency modeling on detection robustness. Experimental results demonstrate that the Transformer architecture achieves superior performance, attaining 95.54% classification accuracy and consistent improvements in precision, recall, and F1-score, indicating a stronger ability to capture complex behavioral dependencies. These findings highlight the effectiveness of attention mechanisms in behavioral malware modeling and provide empirical evidence that NLP-inspired architectures offer a robust and scalable approach for real-world cybersecurity applications.

This study aims to evaluate the impact of leadership education and training on organizational service effectiveness within the Tambrauw Regency Government, Papua. Leadership training is an important instrument in developing the competencies of Civil Servants to enhance leadership capacity, managerial skills, and public service quality. However, its implementation needs evaluation to determine its impact on organizational performance and service effectiveness. This research uses a qualitative approach with descriptive analysis. The analytical framework applied is the Kirkpatrick training evaluation model, covering reaction, learning, behavior, and results. Data collection was conducted through documentation studies, policy analysis, and literature review on civil servant development and public services. The results indicate that leadership training has a positive impact on improving civil servant competencies and service effectiveness. At the reaction level, participants showed high satisfaction with training materials and methods. At the learning level, there was improvement in leadership knowledge and skills. At the behavior level, participants demonstrated more professional work attitudes, better coordination, and improved decision-making. At the results level, training contributed to improved service quality, efficiency, and innovation. However, challenges remain, including limited resources, hierarchical bureaucratic culture, and weak policy support. Therefore, strong local government commitment is needed to enhance training quality and organizational support. This study contributes to public administration research and offers practical insights for policy development.

The hospitality industry is a dynamic sector that demands housekeeping staff to have high adaptability to changes in technology, operational procedures, and guest expectations. This study aims to evaluate the effectiveness of workplace adaptability training in increasing the understanding and adaptation readiness of housekeeping staff at PT X. The research method used was a quasi-experimental design with a one-group pre-test post-test model. Training participants included various job levels, from staff to supervisors. The intervention was carried out through the delivery of conceptual material, discussion of operational case studies, and online reflective sessions. The comparative test results showed a significant difference between the participants' level of understanding before and after the training. All participants experienced a consistent increase in scores, indicating that this training was effective in building employees' cognitive capacity and adaptive behavior. However, the effectiveness of this training needs to be supported by inclusive organizational policies, fair compensation systems, and protection against work risks to reduce the turnover rate of new and daily workers. The study concludes that adaptability training is a vital investment for hotel operational resilience amidst market dynamics.

Adolescence is a transitional stage of development characterised by rapid biological, psychological, and social changes that increase vulnerability to the emergence of problematic behaviour. The increase in cases of juvenile delinquency highlights the importance of early detection as a prevention strategy. This study aims to examine the role of families and schools in the early detection of problematic behaviour in adolescents through a systematic literature review. The study used a systematic literature review method by analysing scientific articles published between 2021 and 2026 that discussed family involvement, the role of schools, and early detection of adolescent behaviour. Data were collected through a structured process of searching, selecting, critically evaluating, and synthesising the literature. The results showed that family factors such as parenting styles, emotional support, communication quality, and supervision have a significant influence on adolescent behavioural development. Schools also play a strategic role through counselling services, behavioural screening, mental health education, and collaborative interventions. Effective early detection occurs when families and schools work together through continuous communication and coordinated monitoring. Therefore, the role of families and schools is to strengthen efforts to identify and prevent behavioral problems so that interventions can be carried out more quickly to support the social and emotional well-being of adolescents. Strengthening collaboration and structured detection systems are important steps in reducing the risk of problematic behaviour in adolescents.

This study aims to investigate the determinants of job performance by integrating the variables of capability, social interaction, and Organizational Citizenship Behavior (OCB) as a moderating variable. The phenomenon of employee turnover and discrepancies in staff discretionary behavior within the hospital setting serves as the primary rationale for this study. Using a quantitative approach, data were collected from 240 respondents at Magelang City Islamic Hospital through purposive sampling. Data analysis was conducted using Structural Equation Modeling (SEM) based on AMOS software to test the causal relationships among variables in the structural model. The research findings provide empirical confirmation that individual capabilities and the quality of social inter-actions have a positive and significant influence on stimulating the formation of OCB. Furthermore, statistical test results demonstrate that capabilities, social interactions, and OCB simultaneously make a significant contribution to improving employee work performance. The presence of OCB is identified as a crucial factor capable of strengthening organizational performance outcomes. The practical implications of this study emphasize the need for hospital management to formulate human resource development strategies focused on strengthening technical skills and social cohesion to mit-igate the impact of turnover and accelerate the sustainable performance of healthcare services.

This study explores how social media–driven green marketing shapes sustainable consumer behavior through a systematic literature review. As concerns about sustainability intensify alongside rapid digital engagement, social media has emerged as a crucial platform for communicating environmental initiatives and influencing consumer responses. Despite this relevance, existing studies remain fragmented across theoretical, contextual, and methodological perspectives, limiting a holistic understanding of the topic. Using the PRISMA approach, this research reviews 42 empirical articles sourced from the Scopus database and analyzes them through the TCCM (Theory–Context–Characteristics–Method) framework. The findings show that most studies rely on intention-based theories, particularly the Theory of Planned Behavior, although there is a growing shift toward integrating social, psychological, and technology-oriented approaches. From a contextual standpoint, the literature is largely concentrated in Asian regions and younger demographics, which restricts broader generalization. Furthermore, results indicate that social media–driven green marketing does not directly affect sustainable behavior but works through important psychological mediators such as trust, engagement, and perceived value. These factors significantly influence how consumers interpret and respond to environmental messages online. The effectiveness of such marketing strategies is also shaped by cultural and demographic differences, making context a critical factor. Methodologically, most studies employ cross-sectional surveys and structural equation modeling, limiting the ability to capture causal and dynamic relationships. Overall, this study provides a structured synthesis, highlights research gaps, and suggests future directions, including cross-cultural analysis, stronger theoretical integration, and more rigorous research designs.

This study aimed to analyze the relationship between nurses’ interpersonal conflict and job satisfaction at Hospital X Depok in 2025. Interpersonal conflict in the workplace may negatively affect nurses’ psychological well-being, performance, and quality of healthcare services, thereby reducing job satisfaction. This research employed a correlational analytic design with a cross-sectional approach. The study population consisted of all nurses working at Hospital X Depok, totaling 151 individuals, with a final sample of 121 respondents selected using purposive sampling. Data were collected using three instruments: a demographic questionnaire, an interpersonal conflict questionnaire based on Wexley’s theory, and the Minnesota Satisfaction Questionnaire (MSQ) short form to measure job satisfaction. Data analysis was conducted using univariate statistics and the Chi-Square test with a significance level of 0.05. The results showed that 55.4% of respondents experienced low interpersonal conflict, while 44.6% experienced high interpersonal conflict. Job satisfaction levels were relatively balanced, with 50.4% of nurses reporting high satisfaction and 49.6% reporting low satisfaction. The Chi-Square test indicated a significant relationship between interpersonal conflict and job satisfaction (p = 0.000). Nurses experiencing low interpersonal conflict tended to have higher job satisfaction, whereas those experiencing high interpersonal conflict predominantly reported low satisfaction. These findings highlight the importance of effective conflict management strategies, supportive leadership, and strengthened interpersonal communication to enhance nurses’ job satisfaction and improve the quality of healthcare services.

This study examines the impact of personality and work engagement on Organizational Citizenship Behavior (OCB), with work motivation serving as a mediating variable, among inpatient nurses at South Jakarta Type B Hospital. OCB is crucial for enhancing organizational performance and service quality, especially in healthcare settings, where nurses' extra-role behaviors significantly contribute to patient care. The research utilized a quantitative approach with a survey design, involving 143 nurses from infection and critical inpatient wards. Data were collected through structured questionnaires and analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS). The results indicate that personality positively influences both work motivation and OCB. Work engagement also positively impacts work motivation and OCB. Additionally, work motivation significantly affects OCB and partially mediates the relationship between personality, work engagement, and OCB. These findings suggest that fostering nurses' work engagement and motivation, supported by positive personality traits, can enhance OCB, leading to better organizational performance and improved healthcare service quality.