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This study aims to analyze the effect of job satisfaction and organizational commitment on employee productivity at the Semarak Dana Mojokerto Savings and Loan Cooperative.  The problem of low discipline and performance of marketing staff is an important background, given the limited empirical studies on human resource factors in micro cooperatives in Indonesia.  This study uses a quantitative approach with a total sampling technique on 35 respondents.  The instrument, in the form of a questionnaire, consisted of 28 statement items measured on a 1–5 Likert scale, with validity and reliability tests showing good results (Cronbach's Alpha > 0.70). Multiple linear regression analysis was used with the help of SPSS 26. The results of the study show that job satisfaction has a significant positive effect on productivity (β = 0.723, p < 0.05), as does organizational commitment (β = 0.555, p < 0.05). Simultaneously, these two variables contribute to an increase in employee productivity with a coefficient of determination of 77.8%.  These findings support the theories of Locke (1976) and Meyer & Allen (1991) and are in line with previous studies, although the context of micro cooperatives provides unique characteristics. The practical implications of this study encourage cooperatives to strengthen their reward systems, provide training, and improve work SOPs, particularly in marketing services. The limitations of this study lie in the small sample size and cross-sectional design. Future research is recommended to use a larger sample, a longitudinal approach, and include moderator variables such as work motivation or organizational culture.

High turnover intention has become a critical issue in the broadcasting industry, especially in divisions that operate under fast-paced tasks and high levels of pressure. This study aims to analyze the influence of career development and job satisfaction on employees’ intention to leave the organization. Career development is measured through indicators such as promotion opportunities, work experience, and training, while job satisfaction is assessed through compensation, work environment, and recognition. A quantitative research design was applied, utilizing Partial Least Square (PLS) to analyze data obtained from a survey of employees working in a broadcasting company in Surabaya. The findings demonstrate that both career development and job satisfaction have a significant negative relationship with turnover intention, meaning that improvements in these variables can effectively reduce employees’ desire to quit. Among the career development indicators, work experience was found to be the most dominant factor influencing employee retention. On the other hand, recognition emerged as the most influential dimension of job satisfaction, showing that appreciation from the organization plays a crucial role in maintaining employee commitment. Overall, this study highlights the importance for broadcasting companies to implement effective career development strategies and enhance job satisfaction in order to minimize turnover intention and sustain organizational stability.

This study is motivated by the importance of organizational commitment in supporting the success of educational institutions, particularly at MTs Unggulan Darul Hikam Mojokerto. Organizational commitment is essential for achieving the long-term goals of an institution, and it is influenced by various factors, including teamwork and employee loyalty. Work motivation plays a critical role as a mediating variable that connects these factors. The purpose of this research is to analyze the influence of teamwork and employee loyalty on organizational commitment, with motivation as an intervening variable. To achieve this, a quantitative approach was employed with a census method, involving 52 employees as respondents. Data were collected using questionnaires, which were tested for validity and reliability. The analysis utilized multiple linear regression, path analysis, and the Sobel test to determine the relationships between the variables. The results revealed that both teamwork and employee loyalty significantly impact organizational commitment, both directly and indirectly through motivation. This suggests that enhancing teamwork and employee loyalty can lead to higher motivation, which, in turn, strengthens organizational commitment. The study's practical implications highlight the need for educational institutions to focus on improving human resource management strategies by fostering better teamwork, increasing employee loyalty, and motivating staff. These measures are vital for building a workforce that is deeply committed to the institution’s mission and vision, thus ensuring its success in the competitive educational landscape. This study contributes valuable insights for administrators aiming to optimize employee engagement and performance within educational settings.

This study aims to analyze the influence of work environment, salary, and career development on employee performance at Larissa Aesthetic Center through employee commitment as a mediating variable. The importance of optimizing employee performance in supporting business growth requires appropriate efforts and strategies to maximize existing resources in the work environment. Employees who value the work environment because it fosters a sense of well-being and enthusiasm at work. Salary is one of the factors that influences performance, in line with compensation that meets expectations as a form of responsibility in the workplace. Employee career development is seen as a call for progress, where competent workers facilitate the organization in becoming a solution for clients.The method used in this study employs an explanatory approach to uncover the relationships between variables and emphasizes causal numerical data. The study population consists of 65 employees, with the sampling technique using a census, where the entire population serves as the study sample. This research utilizes primary data obtained through questionnaire completion. Secondary data is derived from relevant documentation related to the research topic. Data analysis employs path analysis to test the relationships between research variables. The results of this study indicate that the work environment, salary, and career development have a significant influence on employee performance at Larissa Aesthetic Center, through the support of employee commitment as a mediating variable. The findings of this study can serve as a reference for business actors as a basis for consideration in actions related to human resources.

This study aims to analyze the impact of generational diversity, organizational culture, and leadership style on employee retention at PT Idea Solusi Indonesia in Tangerang City. This research employs a quantitative approach with descriptive data analysis, correlation, and hypothesis testing using multiple linear regression. The sampling method used is Non-Probability Sampling with a Total Sampling technique, where data is collected through questionnaires using a Likert scale. The collected data is then processed using Microsoft Excel software for further analysis. The results of this study show that the generational diversity variable does not have a significant impact on employee retention. Despite differences in age and background among employees, these factors do not significantly affect their decision to stay with the company. On the other hand, organizational culture and leadership style have a significant influence on employee retention. An inclusive organizational culture that supports teamwork, open communication, and recognition of individual contributions has been shown to improve employee satisfaction and loyalty. Additionally, a leadership style that supports individual development, provides support, and focuses on employee empowerment helps strengthen employee commitment to remain with the company. This study offers important managerial implications for PT Idea Solusi Indonesia in formulating policies to improve employee retention. The company needs to strengthen an organizational culture that promotes well-being and inclusivity, while also enhancing leadership styles that motivate and empower employees. By implementing these measures, the company can create a more conducive work environment that not only encourages loyalty but also boosts employee motivation and productivity in the long run. This is expected to improve the overall performance of the company and ensure more stable operational continuity.

The aim of this study is to know and understand holistically the things that Jesus taught about perfect character in Matthew 5:48, so that with this understanding, all workers or servants of God and the congregation of GSKI Medan City can learn and live what Jesus taught related to perfect character. The research method used in this study is a Qualitative method with a phenomenological approach. The data sources used in this study are semi-structured interview guides and field notes. The data analysis technique used in this study involves several steps, namely bracketing, horizontalization, phenomenological reduction, and synthesis of essential meaning. The results of the study show that: The congregation and servants of God GSKI in Medan City understand the teachings of Matthew 5:48 as a call to perfection exemplified by the Father in heaven; The congregation and servants of God GSKI in Medan City identified several key attributes in achieving perfect character which include high moral quality, holiness, commitment to following God's will, and growth in faith through deepening the Word and fellowship; The congregation GSKI in Medan City faces several major challenges in building perfect character according to the teachings of Matthew 5:48, such as limitations in understanding the teachings of the Bible and incomplete doctrines, worldly influences and attachment to worldly pleasures, and the lack of consistent role models from church leaders; An effective teaching model for building perfect character based on Matthew 5:48 in the context of the congregation GSKI in Medan City consists of: a structured teaching approach, practical and contextual application, as well as role models and leadership

Because it affects teaching quality, teacher performance, and eventually the overall quality of education, teacher job satisfaction in schools is very important.  Teachers that are happy tend to be more driven, effective, and capable of fostering a supportive learning environment for their pupils.  The purpose of this research is to partly and concurrently examine the effects of competence, career growth, and normative commitment on elementary school teachers' work satisfaction in the Ayodya cluster in the Banyumanik district of Semarang City.  Using a saturation sampling strategy, the study's sample consisted of all 88 instructors in the Ayodya cluster.  A survey-based quantitative research methodology was used.  A questionnaire with a Likert scale of 1–5 was used to gather the data.  Using SPSS 23, data analysis methods included multiple regression, t-tests, F-tests, and classical assumptions.  According to the study's findings, work satisfaction is highly influenced by competence, career advancement, and normative commitment, in that order.  At the same time, primary school teachers' work satisfaction in Banyumanik, Semarang City's Ayodya cluster is greatly influenced by career growth, competence, and normative commitment.

Dr. Soedirman Kebumen Regional General Hospital has implemented PACS to replace traditional film, but limitations in IT infrastructure, RME integration, and human resource readiness require an integrated implementation model that combines cloud-hybrid, DICOM/HL7 with SSO, continuous training, and managerial support. To evaluate the implementation of the PACS system in the Radiology Department of Dr. Soedirman General Hospital in Kebumen and to analyze the factors that support and hinder the effectiveness of the PACS system in improving the quality of radiology services. The research used a qualitative approach with an interactive model. Data collection was conducted through in-depth interviews, Focus Group Discussions (FGD), direct observation, and documentation. The data obtained were analyzed using ATLAS.ti software to explain the PACS implementation and its impact on the effectiveness of radiology services. The PACS implementation improved the quality of radiology services by accelerating access to medical images and enhancing workflow efficiency. Some challenges, such as system downtime, integration with other systems, and technical limitations, need to be addressed. Integration of artificial intelligence (AI) and telemedicine technologies needs to be enhanced to achieve optimal radiology services. Factors supporting successful implementation include the adoption of advanced technologies (cloud computing and AI), adequate infrastructure, technical support from the IT team, and strong managerial commitment.  Barriers to success include imperfect system integration, power outages, downtime, storage capacity limitations, and a shortage of trained human resources. Proposed implementation models include improving PACS system infrastructure, developing ongoing training for staff, improving PACS system integration with other hospital systems, and improving interdepartmental communication to streamline workflows and reduce obstacles in the diagnostic process.

This study aims to examine the effect of work environment, work discipline, and work motivation on the performance of vocational school teachers in the Office Management and Business Services program in the Special Region of Yogyakarta, Indonesia. A quantitative, explanatory research design was employed to analyze the causal relationships among variables. The research involved 100 vocational teachers selected through simple random sampling from both public and private schools. Data were collected using a validated questionnaire and analyzed using multiple regression analysis.The results indicate that all three independent variables have a significant positive impact on teacher performance. Work motivation contributed the most, with a standardized coefficient of 0.351, followed by work discipline (0.366), and work environment (0.327). Collectively, these variables explained 67.8% of the variance in teacher performance. These findings suggest that teacher effectiveness is strongly shaped by both individual psychological factors and institutional conditions. Future studies should explore additional mediating variables such as leadership style, digital readiness, or organizational commitment, and consider conducting longitudinal research across different vocational disciplines to enhance generalizability.

This study explores the impact of emotional intelligence and work–life balance on organizational commitment, with job satisfaction serving as a mediating variable, in the context of couriers at JNE Denpasar. Utilizing a quantitative research design, the study applies Partial Least Square (PLS) Structural Equation Modeling (SEM) to analyze data collected from 56 participants through a census sampling method. The findings reveal that emotional intelligence has a direct and significant effect on organizational commitment, indicating that employees with higher emotional intelligence tend to demonstrate stronger loyalty and dedication to their organization. However, emotional intelligence does not show a significant influence on job satisfaction, suggesting that other factors may contribute to employees' overall contentment at work. Conversely, work–life balance significantly affects job satisfaction, highlighting the importance of maintaining a healthy equilibrium between professional and personal responsibilities. Despite this, work–life balance does not directly influence organizational commitment. Further analysis indicates that job satisfaction fully mediates the relationship between work–life balance and organizational commitment, demonstrating that employees who achieve a better work–life balance are more likely to be satisfied with their jobs, which in turn enhances their commitment to the organization. However, job satisfaction does not serve as a mediator between emotional intelligence and organizational commitment, implying a more direct pathway between these two variables. These results align with the Theory of Planned Behavior, emphasizing that positive attitudes, reflected through job satisfaction, play a critical role in fostering behaviors associated with organizational commitment. From a practical perspective, the study highlights the importance for companies, particularly in the logistics industry, to invest in initiatives that enhance emotional intelligence and promote effective work–life balance strategies. By doing so, organizations can cultivate stronger employee loyalty, improve engagement, and foster a more committed workforce, ultimately contributing to better organizational performance and stability.

This study aims to analyze the performance of village government officials in providing services to the community in Watutoa Village, Marioriwawo District, Soppeng Regency. Village officials play a crucial role in delivering optimal services to the public. To achieve this, several supporting and hindering factors are needed, including external factors such as limited resources, government policies, and social environment, as well as internal factors like the skills and knowledge of officials, motivation and commitment, and the systems and procedures used. The purpose of this study is to analyze the factors that hinder the performance of village officials in providing services to the community in Watutoa Village, as well as to identify the supporting factors that facilitate the implementation of services. This research employs a descriptive qualitative method with a community study design. Data were collected through interviews, observations, and documentation. The research participants included the officials of Watutoa Village (the head of the village and the head of sections) and the community members who had received services from the village officials. The results of the study indicate that, overall, the performance of village officials is quite good. However, there are several areas that need attention, such as limited resources, where digital services have not yet been optimized. Although government policies regarding attendance, working hours, sanctions, and training have been effective, there are still areas that need improvement. Infrastructure is sufficiently adequate to support the smooth delivery of services, but the technical skills and utilization of technology by village officials need to be enhanced. Furthermore, the motivation and commitment of the officials in delivering services should be strengthened. The existing service systems and procedures are not fully efficient, so continuous evaluation and improvement are necessary to enhance the quality of services in the future.

In today’s highly competitive era, companies strive to develop their businesses to stay ahead in the market. One of the most effective ways to achieve business development is by maximizing the management of available resources, with human resources (HR) playing a critical role in this process. Proper HR management can lead to optimal performance and enhance the company’s competitiveness. Several factors influence employee performance, including work environment, work discipline, and motivation. This study aims to examine the impact of work environment and work discipline on employee performance, with work motivation as a mediating variable at UD. EKA DWI TERPAL. The research was conducted by distributing questionnaires to all employees of UD. EKA DWI TERPAL, with a sample size of 48 employees using a saturated sampling technique. The data analysis technique used is Structural Equation Modeling Partial Least Squares (SEMP-PLS), supported by the SmartPLS software. The findings of the study are as follows: First, work environment has a direct positive and significant effect on motivation; second, work discipline has a direct positive and significant effect on motivation; third, work environment has a direct positive and significant effect on employee performance; fourth, work discipline has a direct positive and significant effect on employee performance; fifth, motivation has a direct positive and significant effect on employee performance; sixth, work environment has an indirect positive and significant effect on employee performance through motivation; and seventh, work discipline has an indirect positive and significant effect on employee performance through motivation. Overall, the study suggests that good management of work environment and work discipline can improve employee motivation and performance, enabling companies to achieve optimal performance.

The Emergency Department (ED) plays a pivotal role as the frontline of hospital services, requiring rapid and accurate response to ensure patient safety and optimal care outcomes. This study aims to analyze the influence of nurse competence and inter-team coordination on the effectiveness of patient transfers from ED to inpatient units, with nurse work motivation as a mediating variable. A quantitative approach was employed with hypothesis testing using path analysis (Structural Equation Modeling - SEM). The study was conducted at Graha Juanda Hospital, Bekasi, involving a sample of 55 nurses selected through total sampling from both the ED and inpatient departments.Primary data were collected through structured questionnaires, and data analysis was performed using SPSS 26 The results demonstrate that nurse competence and team coordination significantly affect service effectiveness, both directly and indirectly through work motivation. The findings also indicate that low work motivation—linked to factors such as limited professional development opportunities and unbalanced workloads—contributes to delays in transferring patients to inpatient care, with the average Length of Stay (LOS) exceeding six hours.The study concludes that improving nurse competence, strengthening inter-team coordination, and enhancing nurse motivation are critical strategies to improve the quality and timeliness of emergency services. This integrated internal performance approach is vital for reducing LOS in the ED and ensuring seamless, patient-centered care transitions.

This study aims to describe the transformational leadership strategy implemented in Masohi hospital and analyze its impact on the performance of human resources (HR). The research approach used is qualitative with case study design, which allows researchers to understand the phenomenon in depth in a real context. The Data was collected through in-depth interviews with eight informants, consisting of directors, field heads, room heads, and implementing staff, so that diverse perspectives were obtained from various levels of management and implementers. The data analysis process is carried out through three main stages, namely data reduction, data presentation, and conclusion/verification. The results showed that transformational leadership strategies in Masohi hospital include exemplary, inspirational motivation, innovative thinking encouragement, and attention to individual employee needs. Implementation of this strategy can improve discipline, work ethic, teamwork, and a sense of responsibility of employees in providing services to patients. In addition, it was found that the work culture built through transformational leadership can strengthen organizational commitment and improve overall service quality. However, the implementation of this strategy is not free from challenges. The obstacles that arise include complex bureaucracy, managerial competence gaps between units, as well as resistance to change among staff. This challenge requires an adaptive approach and effective communication so that the strategy can run optimally. Overall, the findings of this study confirm that transformational leadership has a positive impact on strengthening work culture and improving service quality in regional hospitals. This research is expected to be a valuable input for the development of leadership and HR management policies, not only in Masohi hospital, but also in other regional hospitals that face similar challenges.

Women's leadership is recognized as a strategic factor driving organizational success through the formation of effective and sustainable team collaboration. Beyond simply directing, women leaders build a conducive work climate where team members are valued, engaged, and have equal opportunities to contribute. Across various sectors, they demonstrate the ability to manage team dynamics with a participatory, collaborative approach, and a focus on healthy interpersonal relationships. This study uses the Systematic Literature Review (SLR) method to describe the role, benefits, and challenges of women's leadership in human resource (HR) development. Twelve articles published between 2020 and 2024 were selected based on the PICOC framework to ensure academic validity. The study results indicate that women's leadership is synonymous with a participatory style, empathy, and open communication that encourages time commitment, the flow of ideas, innovation, and productivity. Women leaders create a psychologically safe work environment, value differences of opinion, and encourage cross-functional collaboration. Their role is increasingly important in the era of flexible work and digital transformation, where empathy and communication are key to maintaining team motivation and productivity. However, challenges such as gender stereotypes, structural barriers, and cultural resistance still limit the effectiveness of women's leadership, especially in strategic positions and high-level decision-making. In many cases, women leaders still have to work harder to gain legitimacy, even though they have the same or even higher qualifications than their male counterparts. Addressing this requires more inclusive organizational policies, gender-based leadership training programs, mentoring, and consistent advocacy for equality. Companies and public institutions must actively create an ecosystem that supports women's leadership development, including equal access to strategic career opportunities.

The purpose of this study is to investigate in depth the mediating role of Organizational Citizenship Behavior (OCB) in the relationship between organizational commitment and work motivation on teacher performance at Saraswati Elementary School, Denpasar. This research is motivated by the crucial role of teachers as the spearhead of educational success, making understanding the factors influencing teacher performance highly relevant. The study population comprised 175 teachers, with a sample size of 85 respondents determined using the Hair formula. Data collection involved a combination of structured questionnaires, in-depth interviews, and supporting document analysis to strengthen the findings. Path analysis was used to examine direct and indirect relationships between variables. The results indicate that organizational commitment has a positive and significant effect on OCB, indicating that the higher a teacher's commitment to the school, the greater their tendency to exhibit extra-role behavior. Similar findings were also evident for work motivation, where high motivation significantly increased OCB. Furthermore, organizational commitment was shown to have a direct, positive, and significant relationship with teacher performance, and work motivation also plays a significant role in improving performance. OCB itself also has a significant influence on strengthening teacher performance.  This study specifically confirms that OCB acts as a mediator in the relationship between organizational commitment and work motivation on teacher performance. Thus, the results of this study underscore the crucial role of OCB as a bridge connecting internal factors such as commitment and motivation with optimal work results. The practical implication of this research is the need for schools to strengthen organizational commitment and motivate teachers to develop citizenship behaviors that ultimately drive sustainable performance improvement.

This study aims to analyze the influence of auditor experience and professionalism on the ability to detect audit conditions in Public Accounting Firms (KAP) in South Jakarta. The background of this study is based on the important role of auditors in ensuring the integrity of financial statements and preventing financial practices that can harm various parties, including investors, shareholders, and regulators. In an increasingly complex business world, layout practices are increasingly difficult to detect without adequate professional skills. Therefore, factors such as auditor experience and professionalism are crucial in supporting audit quality. This study used a survey method with a questionnaire instrument distributed to auditors working at several KAPs in the study area. The collected data were analyzed using Statistical Package for the Social Sciences (SPSS) software to test the proposed hypotheses. The results showed that auditor experience significantly influenced the ability to detect audit conditions, indicating that the greater the auditor's work experience, the sharper their ability to identify indications of conditions. In addition, auditor professionalism was also proven to have a positive effect on the detection of audit conditions. Aspects such as responsibility, objectivity, competence, and commitment to professional ethics are important foundations for an effective and independent audit process. These findings indicate that integrity, responsibility, and adherence to professional standards are important factors supporting audit effectiveness. This research is expected to serve as a reference for public accounting firms (KAPs) in improving audit quality through competency development, ongoing training, and upholding auditor professional ethics in the workplace. This study also recommends the need for ongoing training to increase auditor sensitivity to increasingly complex conditions.

The advancement of an organization is strongly influenced by the strategic role of its workforce, which acts as a driving force behind institutional transformation. This research explores how perceptions of fairness in organizational practices and the internal cultural environment contribute to enhancing employee loyalty, with work-related satisfaction positioned as a bridging element in this dynamic. The investigation involved a complete enumeration of the 50 staff members employed at PT Grab Teknologi Bali, utilizing comprehensive survey methods including structured questionnaires, guided interviews, and document review. Analytical interpretation was conducted through the application of path modeling techniques. The empirical results reveal that equitable treatment within the organizational setting significantly fosters greater job satisfaction among employees. In parallel, the organizational ethos reflected in shared norms and values also plays a critical role in elevating employee contentment. Furthermore, both fairness in management practices and cultural alignment within the workplace have a direct and meaningful influence on the level of commitment displayed by employees. Job satisfaction, in turn, emerges as a key predictor of organizational allegiance. Finally, the analysis substantiates that job satisfaction effectively serves as a mediating pathway linking organizational fairness and culture to heightened employee commitment. These findings underscore the importance of fostering an environment where fairness and a strong organizational culture are prioritized, as they directly impact employee satisfaction and loyalty. Organizations that implement transparent and fair management practices, while also nurturing a cohesive cultural environment, create a foundation for long-term employee commitment. Additionally, the study emphasizes the need for organizations to continuously assess and improve their internal practices, not only to maintain fairness but also to align their cultural values with the expectations of their workforce. By doing so, companies can enhance job satisfaction, which ultimately drives higher levels of employee commitment and overall organizational success.

In the midst of increasing organizational competition, issues of low organizational commitment remain prevalent, including at the Office of Public Works, Spatial Planning, Housing, and Settlement Areas of Bali Province, as indicated by a high absenteeism rate and ineffective work behaviors. These problems are suspected to be influenced by inadequate training methods, low self-efficacy among employees, and a lack of job satisfaction. The present study explores the extent to which employee training and perceived self-efficacy contribute to fostering organizational commitment, with job satisfaction positioned as an intervening construct. Conducted within the context of the Public Works, Spatial Planning, Housing, and Settlement Agency of Bali Province, the research engaged a workforce population of 610 individuals. Through the application of the Slovin formula, a representative sample of 86 respondents was identified. Data were gathered through a combination of structured questionnaires, in-depth interviews, and document review. Analytical processing was undertaken using path analysis to model the causal relationships among variables. The empirical evidence revealed that both training initiatives and self-efficacy perceptions have a favorable and statistically significant relationship with employees’ commitment to the organization. These two factors were also found to positively affect job satisfaction. Furthermore, job satisfaction emerged as a critical determinant that reinforces organizational commitment. The analysis further supports the mediating role of job satisfaction, demonstrating that the influence of training and self-efficacy on organizational commitment is also conveyed indirectly through improved job satisfaction levels. The findings of this study highlight the importance of investing in employee development through effective training programs and boosting self-efficacy to enhance job satisfaction.

This study examines the empowerment of civil servants and its contribution to improving the quality of public services in Southwest Papua Province, with particular focus on the Human Resources Development Personnel Agency (BKPSDM: Badan Kepegawaian Pengembangan Sumber Daya Manusia). The research employs a qualitative descriptive approach to capture and analyze empowerment practices as well as their supporting and inhibiting factors. Data collection was carried out through interviews, observations, and documentation, involving key informants such as the Head of BKPSDM and relevant staff members. The data were analyzed using the interactive model of Miles, Huberman, and Saldana, which consists of three stages: data condensation, data display, and conclusion drawing/verification. The findings reveal that empowerment practices at BKPSDM encompass structured recruitment policies for both Indigenous Papuans (OAP) and non-OAPs, systematic career development, provision of education and training programs, and implementation of fair compensation mechanisms. These initiatives are aimed at enhancing civil servants’ competencies, professionalism, motivation, and accountability, ultimately contributing to better service delivery to the public. Supporting factors identified include the existence of strong regulatory frameworks, leadership commitment, competency-based training opportunities, high internal motivation, and the establishment of a collaborative work culture. On the other hand, several inhibiting factors persist, such as limited and unequal access to training, inadequate infrastructure, frequent changes in regulations, discriminatory practices, and low levels of digital literacy among some employees. The study concludes that civil servant empowerment represents a strategic pathway to building a professional, accountable, and responsive state apparatus capable of delivering high-quality public services. To strengthen these efforts, recommendations highlight the importance of expanding training access, improving digital skills, ensuring infrastructure readiness, and maintaining inclusive and transparent policies. By addressing these challenges, civil servant empowerment can be optimized to achieve sustainable improvements in public service performance across Southwest Papua Province.