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Pharmaceutical preparations is a term that covers all forms of pharmaceutical preparations ranging from drugs, medicinal ingredients, traditional medicines to cosmetics. This term has been regulated in Government Regulation of the Republic of Indonesia Number 51 of 2009 concerning Pharmaceutical Work. Management of pharmaceutical preparations is a cycle of activities starting from the selection, scheduling needs, receiving, storage, distribution, destruction and withdrawal, control, which is necessary for pharmaceutical service activities. The method used in this study is a Systematic Literature Review (SLR) of ten national journals which were obtained using online database facilities via the Google Scholar, Refseek, and Sciencegate pages. Journals were selected based on publications published between 2018 and 2023. There were obstacles in the implementation of pharmaceutical preparations, including planning that was still conservative, from delays in drug procurement in demand and distribution, resulting in empty drug supplies. However, not all aspects are problematic. There are many other aspects of the mechanism of pharmaceutical preparation that are carefully programmed and procedurally appropriate. This matter needs to be done routinely and continuously, and with written commitments for pharmaceutical preparations in Indonesia in supporting SKN it can be categorized as quite good.

This study aims to find out and analyze the influence of organizational culture, leadership style, and self-confidence on the work commitment Employees of Department Education and Culture Padang City. This type of research is quantitative research. This study uses primary data obtained through distributing questionnaires to Employees of Department Education and Culture Padang City. The total population of this study was 117 people. Sampling in this study using total sampling technique. The number of samples in this study were 117 respondents. The data analysis technique used is multiple linear regression and t-statistic test. The research results show that, Organizational culture has a significant effect on the work commitment Employees of Department Education and Culture Padang City. Leadership style has a significant effect on the work commitment Employees of Department Education and Culture Padang City. Self-confidence variable has a significant effect on the work commitment Employees of Department Education and Culture Padang City. The work commitment is influenced by organizational culture, leadership style and self-confidence of 75.5%. While the remaining 24.5% is influenced by other factors not examined in this study, such as work environment, work motivation, work discipline, personality and so on.

The aims of this study are to describe work motivation, organizational commitment, Servant Leadership Style and interpersonal communication of employees at the Bojonegoro Regency Pusda Office. To analyze the effect of Servant Leadership Style and interpersonal communication on employee motivation through organizational commitment. This type of research is explanatory research and the approach in this research is quantitative. The population is all employees of the Bojonegoro District Pusda Office, totaling 52 people. The sampling technique uses total sampling or saturated sampling, so the sample used is 52 people. In this study, data analysis used Structural Equation Modeling (SEM) and PLS (Partial Least Square) software. The results showed Servant Leadership Style, Interpersonal Communication, Organizational Commitment and Work Motivation in the high category. There is no significant effect between Servant Leadership Style on organizational commitment. There is a significant influence between interpersonal communication on organizational commitment. There is no significant effect between Servant Leadership Style on work motivation. There is a significant influence between interpersonal communication on work motivation. There is a significant influence between organizational commitment on work motivation. There is no significant effect between Servant Leadership Style on work motivation through organizational commitment. There is a significant influence between interpersonal communication on work motivation through organizational commitment.

The tender process at the Ministry of Transportation uses an Electronic Procurement System (SPSE) and a supporting system where the final results in the application tendered by the Selection Working Group are only in the form of Minutes of Election Results (BAHP), which are then reported to the Commitment Making Officer (PPK). to be followed up in the form of a Letter of Appointment of Goods/Services Provider (SPPBJ) whether to accept the results of the Working Group or reject it. In the process of determining this, it turned out that there was a legal debate which resulted in legal uncertainty where the Selection Working Group's determination was in the form of BAHP as the result which was used as the object of the lawsuit. Meanwhile, the opinion of the other panel of judges is inversely proportional to the BAHP issue as the object of this dispute. Apart from that, administrative efforts before filing a lawsuit were also a problem where some of the Panel of Judges passed the dismissal stage and some did not. From the results of the study it was found that the determination of the object of dispute state administrative decisions on the procurement of government goods/services, especially at the Ministry of Transportation of the Republic of Indonesia, was normatively in the basic regulations regarding Government Procurement of Goods/Services, showing the decision to determine the winner of the Working Group in the form of BAHP even though it required approval with PPK can be used as th e object of dispute in disputes over state administrative decisions. In addition, the results also show that the explanations and decisions at the State Administrative Court, the administrative e arrangements for the procurement of goods/services are objections and appeals and a guarantee of 1% (one percent).   Keywords: Procurement, goods/services, administrative decision.

The background of this research was to determine work commitment and employee empowerment towards SP2HP and Fingerprint services on Sat. Banjar Criminal. This study uses a quantitative descriptive method, with the result that work commitment has a significant effect on SP2HP services and fingerprints. This means that if work commitment is increased, SP2HP and fingerprint services will also increase. Employee empowerment has a significant effect on SP2HP and fingerprint services. This means that if employee empowerment is increased, SP2HP and fingerprint services will also increase. Work commitment and employee empowerment have a significant effect on SP2HP and fingerprint services. This means that if work commitment and employee empowerment are increased, SP2HP and fingerprint services will also increase

The rapid growth of digital startup companies in Indonesia brings its own challenges in human resource (HR) management, especially related to workload and organizational commitment. High work dynamics, aggressive targets, and intense operational pressure can cause an imbalance in workload that impacts motivation, work stress, and increased turnover intention. HR commitment is a key factor in startup success, but it is difficult to achieve without effective and humane workload management. This community service activity was carried out by Karangturi National University (UNKARTUR), through the Faculty of Economics, Business and Humanities (FEBHum), which aims to improve the understanding, skills, and awareness of digital startup entrepreneurs and employees in Bugangan Village, Semarang, regarding workload management strategies. The methods used include workshops, group discussions, and direct assistance. The results of the activity showed an increase in participants' understanding of the impact of disproportionate workloads, as well as the ability to implement efficient and sustainable work strategies. This activity also encourages collaboration between academics and practitioners in designing a healthy and adaptive work environment. With better workload management, it is hoped that the level of commitment, satisfaction, and retention of employees in digital startups can increase, while strengthening the competitiveness of local businesses in the era of digital transformation.

PT Pelindo Multi Terminal is a subsidiary of the state-owned PT Pelabuhan Indonesia (Persero) which manages port business entities in the field of multipurpose terminal operations in Indonesia, such as liquid bulk, dry bulk, general cargo, and so on. PT Pelindo Multi Terminal / SPMT as the leading provider of non-container terminal services in Indonesia provides various services to service users. The services provided by SPMT include Stevedoring, Haulage, Receiving/Delivery, Stacking, Dock Services and Other Services. PT Pelindo Multi Terminal has a high commitment to implementing the principles of Good Corporate Governance (GCG) consistently and continuously. PT Pelindo Multi Terminal is responsible for loading and unloading activities at the port. Stevedoring Workers (TKBM) have an important role in achieving the performance of loading and unloading activities from the port to the ship and from the ship to the port. Loading and unloading workers are one part of the workforce that needs attention because the work process they carry out carries the risk of work accidents. Work safety issues are factors that must be taken into account when carrying out loading and unloading work at the port. To obtain data the author used the Field Research method together with employees of PT Pelindo Multi Terminal Belawan using interviews. The library research method is also used by reading books and research results related to the paper writer's object obtained from libraries and other trusted sources.

This research is motivated by several problems as follows: Employee work discipline is still not optimal, judging from the aspect of employee attendance is still lacking. There are still many employees who go home before the specified time. The level of employee discipline is still minimal because employees have double jobs such as having work practices at home, so they are required to come to another workplace before the end of work hours. The non-implementation of the sanctions made made employees of the Gandrungmangu II Health Center often come to work late, do not come to the health center without providing information, do not participate in morning and evening apples and abuse working hours for other purposes. Employee discipline in complying with work regulations has also not been maximized. Thus, the purpose of this study is to find out and analyze the influence of incentives and organizational commitment on the work discipline of employees of the Gandrungmangu 2 Health Center in Cilacap Regency. The method used is quantitative descriptive. The results of the study show that the provision of incentives has a positive and significant effect on employee work discipline. If the provision of incentives is carried out in accordance with the provisions, then work discipline will increase. Organizational commitment has a positive and significant effect on employee work discipline. If the organization's commitment increases, then work discipline will increase. The provision of incentives and organizational commitment has a positive and significant effect on employee work discipline. If the provision of incentives and organizational commitment increases, then work discipline will increase.

Transformational leadership performance occurs when leaders broaden and enhance the interests of employees, when they raise awareness and acceptance of the goals and mission of the group, and when they mobilize their employees to look beyond their own self-interest of either the group or the individual. Transformational leaders achieve this result in one or more ways. Employee performance is the ability of an organization to achieve its goals through productive and effective employees. Employee performance covers various aspects, including productivity, quality of work, attendance, creativity, and contribution to organizational goals. This Systematic Review is prepared based on Preferred Reporting Items for Systematic Reviews, full text articles and uses English and Indonesian. The keywords used in the search for articles are “Transformational Leadership” AND “Performance”. Analysis of the 13 articles explains that transformational leadership has benefits and effectiveness on employee performance. Based on the results of available literature, it can be concluded that transformational leadership style has a positive influence on employee performance. kind to employees. This can increase employee confidence, commitment, and involvement in achieving organizational goals. In addition, transformational leaders also have the ability to develop employee potential and strengthen the working relationship between employees and leaders.

Tujuan dari penelitian ini adalah untuk mengetahui pengaruh kompetensi, Quality of Work Life (QWL), komitmen organisasional dan kepuasan kerjaterhadap kinerja pegawai di lingkungan Pasar Daerah Kabupaten Pemalang. Responden dalam penelitian ini adalah pegawai di lingkungan Pasar Daerah Kabupaten Pemalang, Jumlah responden dalam penelitian ini ditetapkan 154 responden dengan menggunakan teknik pengambilan sampel yang disebut proporsional random sampling. Penelitian ini menggunakan analisis Model Regresi Linier dengan bantuan program SPSS.     Hasil penelitian ini menunjukkan bahwa: 1) kompetensi berpengaruh positif dan signifikan terhadap kepuasan kerja, 2) Quality of Work Life (QWL)berpengaruh positif dan signifikan terhadap kepuasan kerja, 3) komitmen organisasional berpengaruh positif dan signifikan terhadap kepuasan kerja, 4) kompetensi berpengaruh positif dan signifikan terhadap kinerja pegawai, 5) Quality of Work Life (QWL)berpengaruh positif dan signifikan terhadap kinerja pegawai, 6) komitmen organisasional berpengaruh positif dan signifikan terhadap kinerja pegawai, dan 5) kepuasan kerjaberpengaruh positif dan signifikan terhadap kinerja pegawai.