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This study was motivated by the need for madrasahs to adapt to technological developments, particularly in document management, which was previously done manually. The purpose of this study was to describe the role of administration in digital archive management at MTsN 3 Jember, identify the obstacles that arose, and explain the efforts made to overcome these obstacles. The research used a descriptive qualitative approach with data collection through interviews, observation, and documentation. The results showed that administration played an important role as the main manager of digital documents through the use of applications such as SIMPEG, TTE, and SAKTI, as well as the use of cloud-based storage to maintain the security and ease of access to archives. The obstacles faced include the limited digital capabilities of employees, technical disruptions to applications, and suboptimal technological infrastructure. However, various efforts have been made, including performing regular backups, improving the organization of digital documents, and enhancing staff capabilities through independent learning. This study confirms that the success of digital archive management requires synergy between human resource readiness, technological support, and managerial policies that support the transformation of madrasah administration.

This study aims to provide a comprehensive understanding of how psychological well-being (PWB) influences employee performance through a Systematic Literature Review approach. By analyzing a range of relevant and open-access studies, this review synthesizes key findings to identify patterns that explain the relationship between psychological well-being and work outcomes. The analysis reveals that PWB is a crucial internal factor shaping productive, stable, and consistent employee behavior. Individuals with higher levels of psychological well-being tend to demonstrate stronger motivation, higher discipline, and better adaptability when facing pressure or organizational changes. Beyond its direct influence, PWB also acts as a connecting variable between other determinants such as job satisfaction, work-life balance, and organizational support and improved performance. Overall, the review highlights that psychological well-being is not merely a personal condition but a strategic resource that significantly contributes to long term organizational productivity. Therefore, enhancing employee well-being should be integrated into human resource management practices as both a preventive measure and a long term capacity building strategy.  

This study aims to analyze the influence of work discipline and organizational culture on employee job satisfaction at PT. Kelola Jasa Artha Semarang, with work motivation as a mediating variable. Work discipline and organizational culture are considered important factors influencing employee motivation and job satisfaction. This study used a quantitative approach with a survey method involving 105 respondents working at PT. Kelola Jasa Artha Semarang. Data were collected through questionnaires and analyzed using multiple linear regression and path analysis to examine the relationships between variables. The results indicate that work discipline has a positive and significant effect on work motivation, organizational culture has a positive effect on work motivation, and work motivation has a significant effect on job satisfaction. Furthermore, work motivation has been shown to mediate the influence of work discipline and organizational culture on employee job satisfaction. Therefore, improving work discipline and a supportive organizational culture can increase work motivation, which ultimately leads to increased employee job satisfaction within the company.

This research aims to analyze the role of internal social media (ISM) in facilitating collaboration and innovation among employees within organizations. With the increasing adoption of digital platforms in the workplace, ISM has become an important tool for enhancing communication, knowledge sharing, and social interaction. This study explores how the use of ISM influences employee collaboration, leading to increased innovation and overall organizational performance. Through surveys and interviews with employees across various industries, this research gathers data on ISM usage, perceptions of collaboration, and levels of innovation. The results of the study indicate that ISM plays a significant role in enhancing employee collaboration by providing a platform for easy communication, information sharing, and community building. Furthermore, the study finds that collaboration facilitated by ISM positively impacts employee innovation, leading to the development of new ideas, improved processes, and enhanced products. This research highlights the importance of ISM in fostering a culture of collaboration and innovation within organizations and provides practical insights for organizations looking to leverage ISM for competitive advantage.

This qualitative literature review examines the dysfunctional costs that emerge within Management Control Systems (MCS), a critical organizational mechanism designed to align employee behavior with strategic objectives. Although prior studies have extensively explored the benefits of control systems, discussions on the unintended and often hidden costs remain fragmented. This article aims to synthesize theoretical insights and conceptual debates surrounding four major categories of dysfunctional costs: behavioral displacement, game-playing, operating delays, and negative attitudes. Using a traditional literature review approach, the study integrates foundational theories including agency theory, behavioral control theory, and goal-setting theory with contemporary conceptual findings to identify key behavioral mechanisms that trigger dysfunctional outcomes. The review reveals that overly rigid controls, inappropriate performance targets, and misaligned incentives frequently prompt short-termism, budget slack, manipulation, bureaucratic delays, and psychological strain among employees. These dysfunctional costs can surpass direct control costs and reduce organizational adaptability and long-term performance. The study highlights the need for context-sensitive control design, balanced use of results and action controls, and enhanced attention to behavioral responses when implementing MCS. The implications underscore that effective control is achieved not through tighter rules alone but through thoughtful alignment between control mechanisms, human behavior, and organizational context.

Ethical leadership is a crucial foundation for building an organizational culture of integrity, especially in this era of technological disruption and socio-economic complexity. This study examines how ethical leadership is implemented at Kopdit Bintang Timur, a credit union in Sikka Regency, to shape an organizational culture of integrity. Employing a descriptive narrative method with interview and observation techniques targeting managers and deputy managers, this research finds that ethical values such as honesty, fairness, and mutual cooperation are instilled through leader role modeling, transparent financial management, and active member participation. Key challenges include the difficulty of maintaining ethics amidst personal interests; however, routine oversight systems and fair complaint handling help to maintain integrity. The results indicate that ethical leadership contributes to member trust and organizational sustainability. Recommendations for development include formal ethics training programs and the utilization of technology to enhance transparency.

This study aims to examine the effects of workload, job stress, and work spirit on employee performance at PT Victory International Futures Surabaya, a financial services company operating in the highly demanding futures trading industry. Employing a quantitative descriptive–correlational approach, data were collected using a Likert-scale questionnaire and analyzed through multiple linear regression using JASP and Partial Least Squares–Structural Equation Modeling (PLS-SEM) using WarpPLS, which is suitable for addressing multicollinearity issues and relatively small sample sizes (n = 37). The findings reveal that workload and job stress have significant negative effects on employee performance, whereas work spirit has a significant positive effect and emerges as the most dominant predictor. These results reinforce the Job Demands–Resources (JD–R) theory, which posits that job demands such as workload and stress can reduce performance when not balanced with adequate psychological resources like work spirit. Practically, the study recommends that management optimize workload distribution, implement stress management strategies, and strengthen employee motivation to improve performance sustainably. The study is limited by its small sample size and single-company focus, suggesting that future research should expand the organizational context and incorporate additional variables such as job satisfaction or organizational commitment.  

This study aims to analyze the relationship between leadership style and effective communication in the decision-making process within an organizational environment. The leadership style applied by a leader is highly instrumental in determining the quality of communication established between the leader and employees. Effective communication characterized by the clear transmission of information, openness to input, and the ability to listen actively can enhance the accuracy of information, speed, and quality of decisions made. Using a qualitative descriptive approach, this research illustrates how leaders employ specific communication styles to foster employee engagement, strengthen coordination, and minimize misunderstandings during the decision-making process. The findings indicate that the more effective the leader's communication style, the better the quality of the resulting decisions, as the process involves a transparent, participatory, and responsive exchange of information. Thus, effective communication is a key element connecting leadership style with successful decision-making within an organization.

The International Maritime Organization (IMO), as one of the key organizations contributing to the reduction of carbon emissions in the maritime sector, offers several options that maritime industry stakeholders can utilize to measure carbon emissions, one of which is calculating the Energy Efficiency Operational Indicator (EEOI). The statistical x-bar control chart, employed as a monitoring instrument for the EEOI quality parameter, indicates that one container ship trip recorded an EEOI value of 0.00104, which exceeded the upper control limit of 0.00098. The results of process capability analysis on the initial dataset sample revealed that the value of Cp < 1, indicating that energy efficiency performance was not satisfactory. Process control was subsequently applied by eliminating anomalous data, which demonstrated a potential reduction in fuel consumption and EEOI by approximately 25%, as reflected in the improvement of the Cp value. The potential for enhancing the ship’s operational capability, however, still requires further control measures to improve energy efficiency performance. The reduction in fuel consumption directly contributes to lower emission levels, thereby supporting the realization of a sustainable shipping industry.

Research on business negotiation is becoming increasingly relevant amid the dynamics of globalization, digitalization, and intense competition that require organizations to have adaptive communication and collaboration strategies. Negotiation no longer serves only as a means of reaching agreement, but also as a strategic mechanism for creating added value, building long-term relationships, and mitigating business risks. This study aims to systematically examine the definitions, principles, functions, and objectives of negotiation based on international and national academic literature from 2015 to 2025. The research approach uses a Systematic Literature Review (SLR) to identify conceptual patterns, research trends, and developments in negotiation theory. The results of the study show that modern negotiation emphasizes the creation of shared value through an integrative approach, strengthening communication, and utilizing digital technology in the decision-making process. In addition, differences in orientation were found between Western negotiation, which is more transactional, and the Indonesian context, which emphasizes relationship harmony and sustainable collaboration. This study provides a theoretical contribution in the form of a comprehensive mapping of the development of the concept of negotiation, as well as practical contributions for business actors in designing effective, adaptive negotiation strategies that are relevant to contemporary business needs.

The community service program in Purworejo Village, Sragi District, Pekalongan Regency, was implemented to enhance the capacity of local MSME actors in utilizing digital technology as a modern marketing tool. The program adopted a participatory approach involving youth organizations, business actors, village authorities, and the implementation team in every stage of the activity. Assistance included field observation, data collection, content development training, and the creation of a dedicated MSME website as a shared promotional platform. The results indicate significant social changes within the community, including improved digital literacy, stronger awareness of the importance of technology-based marketing, the emergence of local youth as digital facilitators, and the development of collaborative working patterns in managing digital media. These findings reinforce that participatory-based mentoring can strengthen community capacity in adopting technology, consistent with theoretical perspectives that position the community as key agents of local development. Therefore, the program not only produced a functional digital product in the form of an MSME website but also laid the foundation for a more adaptive, competitive, and sustainable village economic ecosystem..

. Industrial Internship (KPI) is a form of student learning that emphasizes the direct application of knowledge in the workplace. This study aims to describe the procedures for employee competency development at PPSDM Migas Cepu as an effort to improve organizational performance. The research employed a descriptive qualitative method with data collected through interviews, observations, and document analysis. The findings indicate that competency development at PPSDM Migas is carried out systematically through three main stages: identifying and planning development needs, implementing training programs, and evaluating outcomes using the CIPP, Kirkpatrick, and Kirkpatrick-Philips models. Training activities include courses, workshops, on-the-job training, and certification programs. Evaluations are conducted periodically to ensure program effectiveness and alignment with organizational needs. These findings highlight the importance of human resource management and supervisor involvement in maximizing competency development outcomes. The results of this internship can serve as a reference for designing training programs in similar institutions.

Character development and organizational skills for students are essential aspects of the development of student organizations, including outdoor enthusiast groups. This activity aims to provide socialization on motivation, leadership, and organizational management to prospective members of MAPALA Surya Rimba at Muhammadiyah University of Purworejo. The community service activity was conducted on November 15, 2025, at 07:30 WIB, at the campus of Muhammadiyah University of Purworejo. This event is part of the 27th basic training (Diklatsar) series of MAPALA Surya Rimba. The methods used in this activity include interactive lectures, discussions, case studies, and organizational simulations. The results of the activity showed an increase in participants' understanding of achievement motivation, organizational management, roles of members, and basic coordination skills within an organization. Additionally, this activity triggered participants' awareness to build character, discipline, responsibility, teamwork, and to reflect the professional attitude of MAPALA members. This activity has the potential to be developed into a continuous development program to strengthen leadership quality and organizational management within MAPALA Surya Rimba.

This study examines the psychometric properties of the Indonesian version of the Questionnaire for Eudaimonic Well-Being (QEWB) with a focus on internal structural validity and reliability. The research aims to provide empirical evidence regarding the feasibility of QEWB as an instrument to assess eudaimonic well-being within the Indonesian population. The process involved the adaptation of the original scale, followed by exploratory factor analysis (EFA) and confirmatory factor analysis (CFA) to evaluate its dimensional structure. Findings indicate that the Indonesian QEWB demonstrates adequate internal structural validity and reliable measurement consistency. The four-factor model meaning in life, self-discovery, personal expression enjoyment, and personal satisfaction and fulfillment showed the best fit, confirming the stability of this structure across analyses. Further examination through group comparison suggests that the instrument does not exhibit gender bias within the sample, supporting its fairness and applicability across male and female respondents. These results highlight the potential use of the Indonesian QEWB for research and psychological assessment, particularly in studies focusing on well-being, personal development, and organizational contexts. However, the generalization of findings should be approached with caution due to sample limitations. Future research is recommended to involve more diverse populations and explore additional psychometric evidence to strengthen the scale’s applicability across broader cultural and demographic groups.

This research is motivated by the high risk of fatigue experienced by ship crews during voyages, which directly affects occupational safety and mental well-being. Fatigue arises from long working hours, inadequate rest time, heavy workloads, and extreme environmental conditions such as high temperatures, engine noise, and vessel vibrations. On the MT. Sultan Mahmud Badaruddin II, the problem becomes more complex due to the tight work rhythm, short berthing periods, and fast, repetitive loading–unloading activities. Harsh weather conditions, short but intensive sailing distances, and limited relaxation facilities make the crew increasingly vulnerable to both physical and mental fatigue. In addition, a work culture that tends to be authoritarian and lacks communication exacerbates psychological pressure, especially when crew members find it difficult to report their fatigue to superiors. This study uses a qualitative method through direct observation and interviews with all crew members in the deck and engine departments. The aim is to analyze the influence of the work environment and work culture on fatigue levels onboard. The results show that environmental factors such as high temperatures, narrow workspaces, and vessel instability significantly affect physical fatigue. Meanwhile, mental fatigue is triggered by ineffective communication, hierarchical pressure, and an unsupportive work culture. These findings align with the perspectives of Mathis and Jackson and comply with the provisions of the STCW 2010 and MLC 2006, which emphasize the importance of regulating working hours and fatigue management. Overall, optimizing rest hours, improving the work environment, and reforming organizational culture are required to reduce fatigue risks.

Regional government financial management often faces several practical challenges, including delays in financial reconciliation, inconsistencies between capital expenditures and asset records, and incomplete documentation for grants and social assistance. These issues can affect the quality and accountability of regional financial reporting. Therefore, this community service activity aimed to improve the competence of regional government accounting officers in preparing high-quality financial statements in accordance with government accounting principles and applicable regulations. The program was conducted in Blora Regency in 2025 and involved 14 accounting officers from Regional Government Organizations (OPD). The activity was implemented through Technical Guidance and Focus Group Discussion (FGD), consisting of several stages, including needs assessment, technical training, interactive discussions, and evaluation. The training materials focused on strengthening participants’ understanding of accrual-based accounting, financial reporting procedures, internal control systems, and compliance with government financial regulations, particularly Government Regulation No. 71 of 2010 on Government Accounting Standards and Government Regulation No. 12 of 2019 on Regional Financial Management. The results indicate that participants’ understanding of financial reporting practices improved significantly, especially in revenue and expenditure recognition, preparation of operational reports and balance sheets, asset depreciation, and receivables management. This activity demonstrates that collaboration between academic institutions and local governments can strengthen technical capacity and improve the quality and accountability of regional financial reporting.

This study aims to analyze the influence of proactive behavior on competitive advantage in quail breeder MSMEs in Bendowulung Village, Sanankulon District, Blitar Regency. The background of this research is based on the importance of increasing the competitiveness of MSMEs in the livestock sector in order to be able to survive and develop in the midst of increasingly competitive market competition. The research method uses a quantitative approach with data collection techniques through surveys or questionnaires distributed to quail farming MSMEs. The data were analyzed using statistical methods, including validity tests, reliability tests, classical assumption tests, linear regression tests, and hypothesis tests to determine the significance of the influence of proactive behavior on competitive advantage. The results of the study show that proactive behavior has a positive and significant influence on competitive advantage. These findings indicate that the higher the level of proactive behavior of an individual or organization, the greater their ability to innovate, take initiative, and adapt to changing business environments. Thus, proactive behavior is a strategic factor in strengthening the position of quail breeder MSMEs in the market, increasing revenue, and encouraging sustainable business performance. This research contributes to the development of MSME management theory and practical recommendations for business actors and policy makers.

Knowledge must be managed effectively to facilitate transfer between individuals, groups, and organizations. The Informatics Engineering study program currently lacks a system for knowledge management. Currently, the study program facilitates offline discussion forums for the sharing of knowledge gained by lecturers and students. These offline discussion forums require significant costs, time, and space, often resulting in delays in knowledge sharing. This research focused on the analysis and design of a Knowledge Management System to meet the needs of Informatics Engineering students at Universitas PGRI Madiun. The system development method used was the Knowledge Management System Lifecycle (KMSL). In this study, the TIF KMS system using the KMSL method has been successfully built. The results of testing using the Blackbox Testing method showed that 5 scenarios and 18 cases were successfully executed as expected with a 100% success rate. Based on the system test results, the TIF KMS is ready to proceed to the implementation stage. Future implementation can be done by developing additional features such as a digital library

Advocates are law enforcers whose professionalism depends on a structured organization. Following Constitutional Court Decision No. 112/PUU-XI/2013, advocate organizations in Indonesia have experienced fragmentation (multi-bar). This situation has created disorganization, differing recruitment standards, education, and enforcement of codes of ethics, weakening national oversight of the profession. This study aims to analyze the legal standing and organizational form of the National Advocates Council (DAN) to address this disorganization, specifically in light of Law No. 18 of 2003 concerning Advocates. The method used is normative juridical with a statutory and conceptual approach. The study concludes that to maintain freedom of association and achieve professional unity, DAN should be established as a federation, not a single body (single bar). DAN's primary function is to establish uniform national professional standards, enforce codes of ethics, oversee legal aid, and strengthen the integrity of advocates as law enforcers. The establishment of DAN requires a revision of the Advocates Law to ensure strong legal standing.

This community service activity aims to strengthen the institutional capacity of the Muaro Saiyo Farmers Group through the integration of entrepreneurial independence and sustainable irrigation management. The main issues faced by the group are the weakness of the organizational structure, low entrepreneurial skills, and poorly coordinated irrigation management. The implementation methods include field surveys, socialization, thematic training (institutional management, post-harvest processing, and sustainable irrigation), mentoring, and evaluation through pre-tests and post-tests to measure changes in knowledge. The results of the activity show a significant increase in participants' knowledge, which improved from 25.9% in the "good" category before the training to 88.9% after the training. In addition, the group formed administrative documents, value-added rice products, and a trained irrigation management team. This program successfully created social changes in the form of new norms in farm management, strengthened the culture of mutual cooperation, and fostered the emergence of local leaders capable of mobilizing the group. Future recommendations include the development of more sustainable farming business units and continuous mentoring to strengthen the group's independence in the long term.