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This study aims to determine and analyze the influence of product development, service quality, and pricing on sales volume at PT Indoqurma Sejahtera, East Jakarta. The background of this study is based on increasingly fierce business competition, especially in the trading industry, so companies need to identify factors that influence sales volume. This study uses a quantitative approach with data collection techniques through distributing questionnaires to 50 employees directly involved in marketing and sales activities, using a saturated sampling technique. The research instrument was tested for validity and reliability before use. Data analysis was carried out using multiple linear regression using SPSS software version 19, which includes the classical assumption test, t-test, F-test, and coefficient of determination. The results show that the variables of product development and service quality do not have a significant influence on sales volume. This indicates that the company's product development efforts have not been fully able to increase market appeal or have not been in accordance with consumer needs. Similarly, the implemented improvements in service quality have not had a significant impact on increasing sales volume. In contrast, pricing has been shown to have a significant influence on sales volume. These findings indicate that consumers in PT Indoqurma Sejahtera's target market are highly price-sensitive, thus a competitive pricing strategy can be a key factor in driving sales. Based on these results, managerial implications include the need to reevaluate product development strategies and improve service quality to be more relevant to consumer needs and preferences. Furthermore, the company is advised to maintain and optimize its competitive pricing strategy to increase competitiveness and expand market share.  

This study aims to examine and analyze the influence of work discipline, organizational culture, and work ethics on employee performance at PT Amaze Indonesia Jaya. The background of this study is based on the importance of human resources as a company's main asset, where the level of discipline, established work culture, and applied work ethics can influence employee performance achievement. This study uses a quantitative approach by utilizing primary data obtained through questionnaires and secondary data obtained from company documents. The study population is all employees of PT Amaze Indonesia Jaya, with a total of 50 people who are also used as research samples using saturated sampling techniques. The research instrument has been tested for validity and reliability to ensure the feasibility of the collected data. Data analysis was carried out through validity tests, reliability tests, classical assumption tests, multiple linear regression analysis, and hypothesis testing using t-tests and F-tests. The results of the study indicate that partially, work discipline has a positive and significant effect on employee performance, which means that the higher the discipline, the better the performance produced. Organizational culture has also been proven to have a positive and significant effect on employee performance, indicating that the values, norms, and habits that apply in the organization can motivate employees to work more optimally. Furthermore, work ethics has a positive and significant impact on performance, indicating that employee integrity, responsibility, and professionalism contribute to the achievement of work targets. Simultaneously, the F-test results indicate that work discipline, organizational culture, and work ethics collectively have a significant impact on employee performance.

This study aims to analyze the mediating role of motivation in the relationship between digital servant leadership and collaborative coworker relationships on employee engagement among Generation Z employees at CV. Anugrah Garment Wonogiri. The focus of this study was directed at Gen Z employees working in the sewing department, with a sample of 79 respondents selected using a purposive sampling technique. This study used a quantitative approach with primary data obtained through the distribution of closed questionnaires. The variables used in this study include digital servant leadership as the first independent variable, collaborative coworker relationships as the second independent variable, motivation as the mediating variable, and employee engagement as the dependent variable. The data analysis technique was carried out using Structural Equation Modeling - Partial Least Square (SEM-PLS) through SmartPLS software version 4.0, which allows for the analysis of causal relationships between variables as well as simultaneous mediation tests. The results showed that digital servant leadership has a positive and significant correlation with employee engagement. Similarly, collaborative coworker relationships were shown to have a positive and significant correlation with employee engagement. In addition, motivation also has a positive and significant impact on employee engagement. Furthermore, digital servant leadership and collaborative coworker relationships each have a positive and significant impact on motivation. Furthermore, motivation has been shown to significantly mediate the influence of digital servant leadership on employee engagement, as well as collaborative coworker relationships and employee engagement. Therefore, it can be concluded that motivation plays a significant role as a mediator in strengthening the influence of leadership style and workplace social relationships on employee engagement, particularly among the younger generation working in the garment industry.

In the textile industry, quality control is a crucial aspect to ensure the stability and consistency of production results. One of the important stages in yarn production is the warping process, which has a significant influence on the quality in the subsequent process. This study aims to apply the Statistical Process Control (SPC) method to assess the quality of 40 CD KNB yarn in the warping process in the GKBI PC company, Preparation Department, and determine whether the process is already in a controlled condition. Currently, the average quality and amount of monthly yarn production show fluctuations with a downward trend of 1.64 per 5,000,000 meters in the period February–July 2024. This figure is below the company's daily production target of 1.00 per 5,000,000 meters, so the target has not been achieved. This discrepancy indicates the need for a more systematic evaluation and improvement of the quality control system. Based on the analysis of the X-Bar control chart in January 2025, two data points were found outside the control limits (UCL = 176.8; LCL = -29.5; average = 73.6), ie on January 4 and 20. The main cause of such uncontrollability is the weak yarn that comes from the rewinding process. Check sheet analysis and Pareto diagram shows that the most common factors causing thread breakage are weak threads. Furthermore, through the cause-and-effect diagram (fishbone diagram), it was identified that the factors that cause thread breakage come from four categories: human (HR), material (raw material), environment, and machine. Of the four factors, human resources and material aspects are the biggest contributors to influence. Therefore, it is recommended that quality control at PC GKBI be strengthened through training and counseling programs to employees, in order to improve skills and awareness of the importance of quality. This step is expected to reduce the rate of yarn breakage, maintain the stability of the production process, and ensure consistent achievement of company targets.

The development of information technology has driven significant transformations in human resource (HR) management, including in the aspects of compensation and job description adjustments. Digitalization in HR management not only simplifies administrative processes but also has the potential to increase employee satisfaction and loyalty through transparency, speed, and ease of access to information. This study aims to analyze the effect of digital compensation and job description adaptation on employee loyalty at AK-Tekstil Solo, a labor-intensive company in the textile industry. The research method uses a quantitative approach with a survey design. Data were collected through questionnaires distributed to a number of employees as respondents, then analyzed using multiple regression analysis techniques to test the effect of independent variables on the dependent variable. Digital compensation in this study was measured by aspects of transparency, payment speed, and ease of access, while job description adaptation was assessed by role clarity, task flexibility, and communication between management and employees. The results show that digital compensation designed with a transparent, accurate, and easily accessible system contributes positively to job satisfaction, which in turn increases employee loyalty to the company. Similarly, job description adaptation carried out in a structured manner and accompanied by clear communication has been proven to strengthen employee commitment and attachment to the organization. These findings provide strategic implications for company management, particularly in labor-intensive industries, to develop digital-based compensation systems that are not only efficient but also foster trust and fairness. Furthermore, management needs to ensure job descriptions are adaptive to changes in the work environment so that employees continue to feel valued and relevant to the company's goals. Implementing this strategy is expected to create a stable, productive, and sustainable work environment.  

This study aims to analyze the influence of work-life balance and workload on turnover intention, with work stress as a mediating variable in employees of PT Semarang Garment. The phenomenon of high turnover in the garment industry is the background of this study, which is triggered by large production targets, high work pressure, and imbalance between work and personal life. These conditions have the potential to reduce employee welfare and increase the desire to leave the company. This study uses a quantitative method with Structural Equation Modeling (SEM) analysis techniques using AMOS version 24. The research sample of 360 respondents was selected through a simple random sampling technique, and data was collected using a structured online questionnaire. The results of the analysis show that: (1) Work-life balance does not have a significant effect on turnover intention, but has a significant negative effect on work stress, which means the better the work-life balance, the lower the level of work stress; (2) Workload has a significant positive effect on work stress, but does not have a significant effect on turnover intention; (3) Work stress has a significant positive effect on turnover intention, which indicates that the higher the work stress, the greater the employee's desire to leave. Furthermore, it was found that job stress mediates the relationship between work-life balance and turnover intention, so improving work-life balance can indirectly reduce turnover intention through reduced job stress. Theoretically, this study adds to the human resource management literature on factors influencing turnover intention. Practically, the results recommend that company management create a healthy work environment, manage workloads proportionally, and design policies that support work-life balance to reduce turnover intention.

Making batik designs requires the ability to visualize ideas for motifs or decorations. This process relies on the ability to move the visual processing process which was originally still an idea into something real, which can be seen in the form of an image. The ability to visualize is important because from this process motifs, patterns and decorations can be created. This work is quite complicated, requires precision, patience and takes time. When there are many orders, the work of drawing motifs must be faster. One solution to speed up making drawings is to use computer graphics to help create innovative written batik designs in a shorter time than if done manually. Through community service activities, the application of computer graphics technology for batik design innovation at the Pandansari Plupuh Sragen Batik Business uses training methods delivered offline and online. This is because both trainers and participants take time out of their busy work schedules. The participants are employees in the design department who are able to use computers. Through one face-to-face meeting for explanation and four online meetings for practice which aims to improve participants' skills in making various kinds of motifs. The result is a new design that can be completed relatively quickly compared to if it was done manually.

Maintaining employee engagement presents a significant challenge for organizations, particularly when dealing with Generation Z, who possess unique characteristics, strong technological orientation, and high expectations regarding fairness in the workplace. One crucial factor believed to influence the level of employee engagement is organizational justice. This concept encompasses employees’ perceptions of fairness in the distribution of outcomes (distributive justice), the procedures applied (procedural justice), interpersonal treatment (interpersonal justice), and the clarity of information provided (informational justice). This study aims to examine the contribution of organizational justice to employee engagement among Gen Z employees at the Habepro Radionet Indonesia network. The research employed a quantitative approach with a simple linear regression method. The study population comprised all permanent Gen Z employees working within the network, with a sample size of 35 respondents. Data were collected using an organizational justice questionnaire covering its four dimensions and the Employee Engagement Scale (EES) to measure engagement levels. Data analysis was conducted using SPSS software through a simple linear regression test. The results revealed that organizational justice has a significant effect on employee engagement (p < 0.05), with a coefficient of determination of 0.528. This indicates that 52.8% of the variation in employee engagement can be explained by perceptions of organizational justice, while the remaining percentage is influenced by other factors beyond the scope of this study. These findings highlight the strategic importance of implementing fairness principles within organizations to enhance employee engagement, especially among Gen Z employees who tend to be more sensitive to equitable treatment, transparency of information, and open communication. Therefore, organizations are encouraged to design policies, procedures, and workplace interactions that foster a sense of justice, thereby sustaining employee engagement and contributing positively to overall organizational performance.

This study aims to analyze the influence of career development and job training on employee performance, with work motivation as an intervening variable, at the Pakan Rabaa Community Health Center in Lima Puluh Kota Regency. The background of this study is based on the importance of improving the quality of human resources through career development strategies and targeted job training programs, as well as the role of work motivation as a driving factor for employee performance. The research method used is Structural Equation Modeling (SEM) with the Partial Least Square (PLS) approach. Data were collected through distributing questionnaires to 66 respondents who are employees of the Pakan Rabaa Community Health Center. The results of the study show several important findings. First, career development has a positive and significant effect on work motivation. Second, job training has a positive but insignificant effect on work motivation. Third, career development has a positive but insignificant effect on employee performance. Fourth, job training has a positive and significant effect on employee performance. Fifth, work motivation has a positive but insignificant effect on employee performance. Sixth, career development has a positive but insignificant effect on employee performance through work motivation as an intervening variable. Seventh, job training also had a positive but insignificant effect on employee performance through work motivation as an intervening variable. This finding indicates that although career development and job training have a positive relationship with performance, the effect is not always significant when mediated by work motivation. Other factors beyond work motivation may also influence employee performance at the Pakan Rabaa Community Health Center. This study recommends that management strengthen career development and job training programs relevant to employee needs, while identifying other motivational factors that can further enhance performance.

The Depok City Social Service is a local government agency with important responsibilities in providing various social services for the community, including services for vulnerable groups, social empowerment, and handling welfare issues. Employee performance in this agency is a key factor in the successful implementation of planned programs. This study aims to analyze the effect of workload and internal communication on the work productivity of Depok City Social Service employees. The study used a quantitative approach with 34 respondents, where the entire population was sampled through a saturated sampling technique. Data were collected using a Likert-scale questionnaire instrument, designed to measure employee perceptions regarding the level of workload, the effectiveness of internal communication, and the level of work productivity. The results of the analysis show that the workload variable (X1) has a positive and significant effect on work productivity (Y), as evidenced by the calculated t value of 4.235, which is greater than the t table of 1.695, and a significance level of 0.000 <0.05. These findings indicate that proper workload management can encourage increased employee productivity. The internal communication variable (X2) was also proven to have a positive and significant influence on work productivity, with a calculated t of 2.332 > ttable 1.695 and a significance value of 0.026 < 0.05, which confirms the importance of effective information flow and coordination in the work environment. Simultaneously, workload and internal communication have a significant influence on employee work productivity, with an Fcount value of 41.065 greater than the Ftable of 3.29 at a significance level of 0.000 < 0.05. The coefficient of determination (R²) value of 0.726 indicates that the two variables together are able to explain 72.6% of the variation in employee work productivity, while the remaining 27.4% is influenced by other factors not examined in this study.

Taxpayer compliance is a crucial factor in optimizing state revenue, particularly in supporting national development financing. However, in practice, various obstacles are still encountered that hinder the achievement of optimal compliance levels. Some of these include employees' low understanding of tax provisions and the less than optimal effectiveness of tax sanction implementation. This study aims to analyze the relationship between tax knowledge (X1) and tax sanctions (X2) on taxpayer compliance (Y) among employees of the Banten Province Cooperatives and SMEs Office. This study uses a quantitative method with an associative approach. The sampling technique uses saturated sampling, so that the entire population of 45 people is used as the research sample. Data analysis was performed using the Partial Least Square (SEM-PLS) based Structural Equation Modeling method using SmartPLS software version 4.0. The results show that the tax knowledge variable (X1) has a t-statistic value of 1.190 <1.96 and a significance value (p-value) of 0.234 >0.05. Thus, tax knowledge does not have a significant effect on taxpayer compliance. Furthermore, the tax sanction variable (X2) obtained a t-statistic value of 1.436 < 1.96 and a p-value of 0.151 > 0.05, which means that tax sanctions also do not have a significant effect on taxpayer compliance. Overall, this study concludes that neither tax knowledge nor tax sanctions partially have a significant effect on the level of taxpayer compliance among the employees who were respondents in the study. This finding indicates that other factors, such as personal awareness, perceptions of tax fairness, and intrinsic motivation, may have a more dominant role in shaping taxpayer compliance. Therefore, a more comprehensive policy strategy is needed to increase compliance, not only through increasing knowledge or enforcing sanctions, but also through ongoing coaching, socialization, and persuasive approaches.

This study aims to describe the role of the principal in improving the quality of education in Qismul Ali Al-Jam’Iyatul Washliyah. This study uses a qualitative approach with descriptive methods. Data sources were taken by purposive sampling and snowball sampling. Data collection was carried out through observation, interviews, and documentation studies. Data analysis was carried out using data reduction techniques, data presentation, and drawing conclusions. As for checking the validity of the data, namely by using triangulation of methods and sources. The results of the study indicate that there are 2 aspects of improvement carried out by the principal, namely: a) the role of the principal as a leader, namely by guiding and directing educators in creating interesting learning methods, then the principal tries to establish communication with his subordinates through greetings and listening directly to input from teachers and school employees regarding the problems they are facing, in decision making the principal applies a democratic and open system through deliberation and joint decisions, then the principal also becomes a good role model through diligent and disciplined behavior in working. To determine the program's achievement, the principal conducts regular supervision and evaluation of the learning process and learning materials, utilizing the results of this supervision to further improve learning activities through coaching and direction from the principal. b) The principal's role as a manager involves managing the school, starting with planning the school's work program at the beginning of the school year during work meetings involving teaching and administrative staff. The principal also involves teaching and administrative staff in various training activities to support competency. The principal also regularly maintains facilities and infrastructure. The findings of this study indicate that the principal has realized improvements in the quality of education at Qismul Ali Al-Jam'Iyatul Washliyah by implementing several improvement measures.

This study aims to analyze various factors that influence employee performance at Coffee Coftea Kendari. Specifically, this study examines (1) the influence of the work environment on employee performance, (2) the influence of work discipline on employee performance, (3) the influence of the work environment on employee performance, (4) the influence of work discipline on employee performance, (5) the influence of work motivation on employee performance, (6) the influence of the work environment on employee performance through work motivation, and (7) the influence of work discipline on employee performance. The results of the study indicate that the work environment has a positive and significant effect on employee performance at Coffee Coftea Kendari. This means that the better the work environment provided, the higher the employee performance. However, the work environment does not have a significant effect on work motivation. This shows that although a comfortable work environment can improve performance, work motivation factors are more influenced by other variables, such as work discipline. Work discipline has been shown to have a positive and significant effect on work motivation and employee performance. This shows that employees who have high work discipline tend to have a stronger motivation to work well, which in turn improves their performance. Work motivation was also found to have a positive and significant influence on employee performance, confirming that high motivation can encourage employees to improve their productivity and work quality. Furthermore, this study also found that work motivation only significantly mediated the effect of work discipline on employee performance, but did not mediate the effect of the work environment on employee performance. This means that although work motivation plays an important role in improving performance influenced by work discipline, motivation does not act as a mediator linking the work environment to employee performance.

This study aims to analyze the influence of perceived organizational support and work engagement on the contextual performance of entrepreneurs in Padang City. Contextual performance is an important aspect of the work environment, reflecting the voluntary behavior of employees or entrepreneurs in helping, collaborating, and supporting organizational or business goals beyond their core duties. In the context of entrepreneurship, contextual performance can influence business continuity and development, as highly committed entrepreneurs tend to demonstrate greater initiative, loyalty, and involvement in business processes. Perceived organizational support, the extent to which individuals feel valued and supported by the organizational environment or business community, is a determining factor in shaping these positive behaviors. Meanwhile, work engagement reflects the level of enthusiasm and dedication of individuals in carrying out their business roles. This study used a quantitative approach with a cross-sectional method, and data were collected through a survey of 1,146 entrepreneurs in Padang City, West Sumatra Province. The analysis showed that both perceived organizational support and work engagement significantly influenced the contextual performance of entrepreneurs. The coefficient of determination (R²) of 0.67 indicates that 67% of the variation in contextual performance can be explained by these two variables (p < 0.01). This finding underscores the importance of creating a supportive environment and encouraging high work engagement in the entrepreneurial context. Therefore, business owners, policymakers, and business community managers need to consider these two factors when designing comprehensive business performance improvement strategies to support regional economic growth.

This study was conducted at Family Pharmacy in Pekanbaru City with the objective of examining the relationship between emotional intelligence and work stress, as well as their combined effect on employee performance. The research population consisted of all 150 employees in the production department. Using the Slovin formula, a sample of 60 respondents was selected through accidental sampling. Data collection was carried out via an online questionnaire distributed through Google Forms. The analytical methods employed were correlation analysis to assess the relationship between variables and multiple linear regression to measure their simultaneous influence on performance. The results indicated a negative relationship between emotional intelligence and work stress, meaning that employees with higher emotional intelligence tended to experience lower levels of work stress. Furthermore, when examined together, emotional intelligence and work stress had a significant impact on employee performance. Specifically, these two variables contributed 47.4% to the variance in performance, while the remaining 52.6% was influenced by other factors not addressed in this study. The findings highlight the importance of emotional intelligence as a critical factor in managing workplace stress and enhancing performance, especially in the pharmaceutical industry where precision, cooperation, and adaptability are essential. Improving employees’ emotional intelligence may serve as a strategic approach to reducing work-related stress and fostering better performance outcomes. Organizations are therefore encouraged to invest in training and development programs that emphasize emotional regulation, empathy, interpersonal skills, and effective communication. Future research should consider incorporating additional variables such as work motivation, organizational culture, leadership style, and job satisfaction to gain a more comprehensive understanding of the determinants of employee performance. Expanding the research scope to different departments and industries could also provide broader insights into how emotional intelligence and work stress interact across diverse work settings.

The application of the MOORA (Multi-Objective Optimization on the basis of Ratio Analysis) method in employee promotion decisions at PTPN 4 aims to enhance efficiency and objectivity in decision-making. This method allows managers to evaluate employees based on multiple criteria simultaneously, such as performance, experience, contributions, and other relevant factors. By considering these various aspects, MOORA helps make promotion decisions more transparent and fair. One of the primary advantages of applying the MOORA method is its ability to reduce bias that may occur during the promotion process. Bias can arise from subjectivity or imbalance in employee assessments, which are often based on individual judgments or personal perceptions. By using MOORA, promotion decisions are based on more objective and measurable data, making the process more systematic and structured. The MOORA method can also increase employee motivation. A transparent promotion process based on clear criteria provides employees with a strong incentive to continuously improve their performance. When employees know that promotions are based on fair evaluation, they are more motivated to work harder. This, in turn, will increase overall productivity and performance at PTPN 4. The implementation of MOORA at PTPN 4 also provides advantages in better human resource management. With the MOORA-based decision support system, managers can easily identify employees who have the best potential for promotion. This process involves several steps, such as data normalization, determining criteria weights, and calculating final values that reflect overall employee performance. The end result is the selection of employees who meet the qualifications and have outstanding performance for promotion, supporting the sustainable development of the organization.

This study aims to determine the relationship between conflict management, occupational safety and health (OHS), and work motivation towards increasing employee productivity at PT. Ratna Beton Giriwoyo. The background of this study is based on the importance of human resource management as a company's main asset in achieving optimal productivity targets, especially in the construction industry sector which has its own challenges in creating a safe and productive work environment. This study uses a quantitative approach with data collection techniques through distributing questionnaires to all company employees as respondents. The data obtained are then analyzed statistically to determine the effect of each variable on employee work productivity. The results show that conflict management has a significant relationship with employee productivity. Properly managed conflict not only avoids a decline in performance but can also increase morale and cooperation between employees. In addition, the implementation of good occupational safety and health (OHS) contributes to a sense of security and comfort at work, thereby reducing workplace accidents and increasing employee focus and work efficiency. Work motivation has also been shown to have an important role in encouraging employees to achieve predetermined performance targets. These three variables, both partially and simultaneously, have a significant effect on employee work productivity. These findings suggest that an integrated approach to conflict management, OSH implementation, and increased work motivation can be an effective strategy for improving company performance. This research is expected to provide practical contributions to the management of PT. Ratna Beton Giriwoyo in formulating human resource development policies, as well as serve as an academic reference for researchers and students interested in human resource management, particularly in the construction sector.

The purpose of this study is to determine the impact of work culture and imbalance on employee performance at PT. Pulau Nusantara Indonesia. In the era of global competition, human resources play a vital role in determining a company's competitiveness in facing market dynamics. Based on the results of the Key Performance Indicator (KPI) survey, most employees fall into category B, indicating that their performance has not yet reached the company's optimal standards. This condition is strongly suspected to be influenced by several factors, including a work culture that does not support innovation, high workloads, and an imbalanced system that does not provide adequate work satisfaction and motivation. This study uses a quantitative approach involving 35 permanent employee respondents at PT. Pulau Nusantara Indonesia, selected using a saturated sampling method. Data were collected through literature studies, direct field observations, and the distribution of Likert-based questionnaires. Furthermore, the data were analyzed using multiple linear regression methods to determine the extent of influence of each independent variable on the dependent variable. The results of the analysis indicate that both work culture and the imbalance system have a positive and significant influence on employee performance, both partially and simultaneously. Based on these findings, management is advised to build a collaborative and adaptive work culture and review structural imbalances to align with employee expectations and the company's vision. These efforts are believed to sustainably increase employee productivity and loyalty. Based on these findings, management is advised to build a collaborative and adaptive work culture and review structural imbalances to align with employee expectations and the company's vision.

The current transformation of the workplace demands that organizations be more adaptive in understanding the factors that influence employee productivity, especially among the younger generation. Generation Z, as an age group that is starting to dominate the workforce, brings different characteristics and needs, including in terms of work-life balance and motivation. They tend to value time more, opportunities for self-development, and an inclusive work environment that supports a balance between professional and personal life. This study aims to determine the relationship between work-life balance and motivation on the performance of Generation Z employees in Klaten Regency. This study used a quantitative approach with a survey method. A total of 100 respondents were selected using a purposive sampling technique based on age and employment status criteria. The research instrument was a questionnaire using a five-point Likert scale, which included statements related to the dimensions of work-life balance, levels of work motivation (both intrinsic and extrinsic), and employee performance indicators. Data were analyzed using IBM SPSS version 25 software with correlation tests and multiple regression. The results showed that both work-life balance and motivation have a positive and significant relationship on employee performance. Among these two variables, motivation is the dominant factor influencing performance improvement. This suggests that while work-life balance is important, internal employee motivations such as passion, purpose, and a sense of belonging have a greater impact on job performance. The implications of these findings suggest that companies need to design human resource management strategies that are not only flexible but also responsive to the needs of the younger generation. Creating a work environment that supports work-life balance, provides recognition, and provides career opportunities.

The Law on State-Owned Enterprises (BUMN) by the Indonesian House of Representatives on February 4, 2025 has been ratified, and then signed by President Prabowo Subianto on February 24, 2025, destroying the concept of who the state administrators are as regulated in Law Number 28 of 1999 concerning the Implementation of a Clean State Free from Corruption, Collusion, and Nepotism.Law No. 1 of 2025 concerning BUMN, places the directors, commissioners, and supervisors of the state-owned company not as state administrators. This means that the Corruption Eradication Commission or KPK can no longer handle law enforcement in BUMN if corruption occurs, except for the Police, Prosecutor's Office and BPK (supervision), as stated in Article 3X of Law No. 1 of 2025, which states that: "The Agency's organs and employees are not state administrators. It is emphasized again in Article 9G: Members of the Board of Directors, Board of Commissioners, and Supervisory Board of BUMN are not state administrators". Meanwhile, financial supervision is still carried out by the Audit Board as stated in Article 3K: Audit of the management and financial responsibility of the Agency is carried out by the Audit Board. Although in the KPK Law, it is stated in Article 11 paragraph (1) that: "In carrying out the duties as referred to in Article 6 letter e, the Corruption Eradication Commission has the authority to conduct investigations, inquiries, and prosecutions against Corruption Crimes that: a. involve law enforcement officers, State Administrators, and other people related to Corruption Crimes committed by law enforcement officers or State Administrators; and/or b. involve state losses of at least IDR 1,000,000,000.00 (one billion rupiah)".Therefore, the Law Order, the KPK must submit and obey to carry it out, because the Law (UU) functions as a basic or principal rule for organizing the state, regulating society, a tool to limit power, and as a means of social renewal. The Law also functions to regulate life in society, the nation, and the state and is expected to be able to resolve various problems that exist in society.In fact, the impact of corruption in BUMN is no joke. The destruction of economic growth, state and community income can be disrupted which results in direct state losses, but leads to the potential for increasing poverty and the loss of the government's safety net in the form of declining quality of public services and investor confidence in Indonesia, etc.