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This study aims to see how employee performance in encouraging companies to set targets and see what things affect the level of employee performance. The data collection method is done through a questionnaire using a Likert scale. The sample taken was 112 people. Data processed using SmartPLS 3.0, analyzed by multiple regression. The results of this study state that Mutation has a positive and significant effect on Job Satisfaction at PT Wahana Ottomitra Multiartha Tbk 0.000 (<0.5) with a T-statistic of 3.624 (>1.96). The Original Sample value is positive, which is 0.362. Job promotion has a positive and significant effect on Job Satisfaction at PT Wahana Ottomitra Multiartha Tbk 0.000 (<0.5) with a T-statistic of 4.613 (>1.96). The Original Sample value is positive, which is 0.467. Mutation has a positive and significant effect on employee performance at PT Wahana Ottomitra Multiartha Tbk 0.009 (<0.5) with a T-statistic of 2.640 (>1.96). The Original Sample value is positive, which is 0.262. Job promotion has a positive and significant effect on employee performance at PT Wahana Ottomitra Multiartha Tbk 0.001 (<0.5) with a T-statistic of 3.426 (>1.96). The Original Sample value is positive, which is 0.358. Job satisfaction has a positive and significant effect on employee performance at PT Wahana Ottomitra Multiartha Tbk 0.010 (<0.5) with a T-statistic of 2.586 (>1.96). The Original Sample value is positive, which is 0.269. Job Satisfaction can mediate the effect of mutation on employee performance at PT Wahana Ottomitra Multiartha Tbk with a significant 0.044 (<0.5) with a T-statistic of 2.018 (>1.96). The Original Sample value is positive, which is 0.098. Job Satisfaction can mediate the effect of job promotion on employee performance at PT Wahana Ottomitra Multiartha Tbk with a significant 0.025 (<0.5) with a T-statistic of 2.252 (>1.96). The Original Sample value is positive, which is 0.126. It is known that the R Square value for each construct, namely Job Satisfaction, is 0.614 with an Adjusted R Square of 0.607, which means 60.7%. So mutations and promotions have a contribution in explaining the job satisfaction variable. Based on the results on employee performance, there is an R Square of 0.664 with an Adjusted R Square of 0.654, which means 65.4%. So mutations and promotions have a contribution in explaining the employee performance variable.

The SIAP application (Presence Activation Information System) has been implemented at the Personnel and Human Resources Development Agency since 2022. Although good attendance has been the first step, it also requires optimal bureaucratic performance as an effort to achieve institutional goals. The purpose of this study is to evaluate whether the use of the SIAP Application (Presence Activation Information System) has an influence on employee performance at the Personnel and Human Resources Development Agency (BKPSDM). This study used quantitative methods and involved the entire population, namely 38 employees of the Civil Service and Human Resources Development Agency. Data collection was carried out through distributing questionnaires to all BKPSDM employees as respondents, documentation and observation. The results of the analysis using the T test show that the significant value (0.002) is smaller than the probability of 0.05. Therefore, it can be concluded that the null hypothesis (Ho) is rejected and the alternative hypothesis (Ha) is accepted, which means "The use of the SIAP application has an influence on employee performance (Y)." Although the SIAP Application Usage Variable (X) and the Employee Performance Variable (Y) are related, respondents' responses show some shortcomings related to the use of the SIAP Application (Presence Activation Information System), such as unstable network access constraints. Nevertheless, good attendance still has a positive effect on improving employee performance. Employee Performance Evaluation shows deficiencies in the indicators of Quality, Quantity, Timeliness, and Independence.

The purpose of this research is to determine how unfair supervision impacts employee loneliness with emotional exhaustion as a mediating variable and organizational justice. This research involved employees of PT. TRANSPORINDO AGUNG SEJAHTERA SURABAYA (PT. TAS), a company that is growing rapidly. Questionnaires, interviews, and observations were used to collect data, and the sample was one hundred workers. The data collected was analyzed through mediation analysis, and documentation, interviews, literature studies, and questionnaires were used. The research results show that unfair supervision has a positive and significant impact on worker peace of mind. Abusive supervision disrupts organizational fairness, whereas abusive supervision increases emotional exhaustion. Mediation analysis was used to analyze the data collected, and documentation, interviews, literature studies, and questionnaires were used. The results show that unfair supervision significantly increases employee peace of mind, whereas arbitrary supervision disrupts organizational justice. Emotional exhaustion causes employees to become silent.

This research aims to determine whether human resource competence, application of accounting systems, use of information technology and internal control systems influence the quality of budget realization reports at PT. X. This research was conducted involving 40 employees of PT X  who were directly involved in the budget process and preparation. Research data was obtained from questionnaires distributed to respondents. Questionnaire data was processed using the IBM SPSS Statistics application. The analytical method used is multiple linear regression analysis. The results of the analysis show that human resource competency does not influence the quality of the budget realization report, meanwhile the application of the accounting system, use of information technology and the internal control system influence the quality of the budget realization report.

Communication patterns are one of the important factors that influence employee performance. The right communication pattern will be able to encourage employees to work more and be more productive, so that they can achieve organizational goals. This research is a type of qualitative research with descriptive methods. The data in this statement comes from the novel Resign by Almira Bastari. The novel Resign by Almira Bastari tells the story of the life of an employee named Alranita who works in a consulting office in Jakarta. Alranita experienced various difficulties in her work, one of which was due to her boss's authoritarian leadership style. The communication patterns established by the leadership in the company caused Alranita to feel uncomfortable and unmotivated at work. Based on the analysis of the novel Resign, it can be concluded that communication patterns have a negative influence on employee performance. As a result, employees become less productive and their performance decreases. Therefore, it is important for leaders to understand the application of appropriate communication patterns. Leaders must be able to create a conducive and supportive work environment, so that employees can work comfortably and are motivated.

Performance is an ability that must be possessed by every employee to carry out the duties and responsibilities given by the company to employees. This research aims to examine the influence of work discipline on employee performance, examine the influence of employee placement on employee performance and supervision on employee performance. The population in this study is all employees, number of employees and position at PT. Kereta Api Indonesia (Persero) Divre I North Sumatra and a sample of 50 respondents was obtained. The data collection instrument uses a questionnaire with a Likert scale, each of which has been tested and has met the validity and reliability requirements. Data analysis used multiple linear regression using SPSS 16.0 for Windows software tools. The results of this research show that work discipline has a partially positive and significant effect on employee performance, employee placement has a partially positive and significant effect on employee performance, supervision has a partially positive and significant effect on employee performance. Work discipline, employee placement and supervision simultaneously have a significant effect on employee performance.

This research aims to build hypotheses regarding the relationship between variables which can later be used for further research within the scope of human resource management. The writing method in this research is qualitative (library research), where the data comes from previous research. Online media is also used to obtain previous research data such as Google Scholar, Publish or Perish and other academic media. The results of this research are: 1) Workload influences employee job satisfaction; 2) Organizational culture influences employee job satisfaction; and 3) Leadership influences employee job satisfaction.

It cultivates values, meaning, purpose, and a sense of connectedness in their lives. 'We must prioritize the cultivation of children's spiritual intelligence as it plays a vital role in fostering their values, purpose, meaningfulness, and a feeling of interconnectedness in their existence. 'Kids represent the future. One's commitment to self-reflection, meditation, and exploring one's inner self.' Various factors contribute to this, including the practice of fasting during Ramadan. Children are taught how to observe Ramadan. Adhering to the child's level of development and capability when it comes to fasting. achievements in children's development spiritual intelligence can be assessed through indicators of spiritual intelligence as well as the values that it impacts. Nurturing children's spiritual intelligence at a young age by encouraging them to practice fasting during the holy month of Ramadan. The research methodology employs a qualitative method. The methods employed to gather data through observing, interviews & documentation.

The management of oil and gas (Migas) in Indonesian energy law has witnessed a shift towards national control, including provisions in the 1945 Constitution that establish natural resources as state wealth. Law No. 22/2001 regulates various technical, economic, environmental, and community participation aspects of the oil and gas sector. Decisions by the Constitutional Court (MK) have clarified the state's ownership of Migas resources in accordance with the constitution. Renewable energy is crucial for Indonesia's sustainable development, with collaboration between the government and the private sector aimed at increasing the penetration of renewable energy, overcoming financial barriers, and protecting the environment. The MK's decision regarding Law No. 22/2001 supports state sovereignty, the interests of the people, and the goals of preserving natural resources and sustainable development. The key issue at hand is the nature of oil and gas management in Indonesian energy law and whether the legal considerations in the Constitutional Court's decision No. 36/PUU-X/2012 align with Indonesian energy law. The research method employed in this study is a normative juridical approach, also referred to as doctrinal research, which involves the examination of legal documents and literature. Through this research, Indonesia aims to fulfill its commitment to reducing environmental impact and dependence on fossil fuels through renewable energy sources.

The Gunung Lengkuas Village Office serves the community and public services in general. As we know, the task of the sub-district government is to support and assist the government in providing public services in the sub-district in its activities in accordance with its duties and responsibilities, providing facilities, directing administration, implementing service systems, and so on. However, there are several problems in public services at the Gunung Lengkuas District office, where there are several complaints submitted by the public, including the behavior of officers such as employee discipline, handling of complaints that are not followed up and so on. Therefore, this research aims to measure the level of community satisfaction in Gunung Lengkuas Village, East Bintan District. The method in this research uses quantitative descriptive methods. The sampling technique used was proportional stratified random sampling. In accordance with PAN Ministerial Decree No.14 of 2017, there are 9 indicators for community satisfaction surveys, namely requirements, system mechanisms and procedures, completion time, costs, product specifications, types of services, implementer competence, implementer behavior, complaint handling. , suggestions and input as well as facilities and infrastructure. The results of the research show that the survey score for community satisfaction with services at the Gunung Lengkuas Village office, East Bintan District, is 74.8 in the Bad category. The indicator with the highest index value with an average IKM value of 95 is costs and the indicator with the lowest index value with an average IKM value of 1.5 is facilities and infrastructure in the question of the existence of a lactation room.

This research aims to determine the influence of work discipline and motivation on the work productivity of employees at the Sidrap Regency Civil Service Police and Fire Department. The sample in this study was 85 people, namely all employees at the Sidrap Regency Police Service and Fire Department. The data used are primary and secondary data obtained from distribution via questionnaires. The results of this research show that there is a significant influence between the variables work discipline (X1) and motivation (X2) on employee work productivity (Y) as proven through analysis of the T test and f test, where variable X has t count > t table (X1) 6.178 > 1.98932 and (X2) 2.566 > 1.98932. The results of this research also show that the calculated f value > table f (0.000 < 0.5). And R square is 35.9%.

This paper aims to find out about the influence of organizational culture and organizational commitment together on employee performance. performance is the success of an employee's work that has been carried out on the tasks or work assigned to the employee with indicators a. Work quantity includes completing work programs, completing work, making work reports, achieving work quantities, and adjusting work plans; b. Work quality includes developing competence, creating work strategies, having work quality standards, and being motivated to complete the leader's work immediately; c. Efficiency includes the amount of funds provided, working methods, competition with other employees, paying attention to work needs, suitability of work schedules, and completion of work administration; d. Effectiveness, including achieving work targets, utilizing potential, utilizing work time, setting work goals and work responsibilities, and e. Initiative includes several aspects such as the ability to take appropriate steps in the face of difficulties, the ability to do work without assistance, and the ability to take the first step in an activity. There is a positive and very significant influence between organizational culture and organizational commitment together with employee performance.

The influence of the work environment on employee productivity in a company makes it very possible to determine success. The work environment has a significant influence on a company, so knowledge is needed to make achievements according to the company's goals. Also, this also has several aspects for employees to meet the company's needs so that losses do not occur. Based on the results of hypothetical measurements, the work environment partially has a positive and significant effect on employee productivity at PT Lonsum Balombissie in Bulukumba Regency. In general, the most significant influence on employee performance at PT Lonsum is a healthy work environment that is in accordance with logical control.

This journal aims to analyze organizational performance evaluation by focusing on the impact of leadership at The Jungle Waterpark Bogor. The research involves data collection through feedback from various levels and functions within the organization, encompassing the perspectives of employees from various departments. Performance evaluation is conducted by considering factors such as employee well-being, recognition of rights, and interactions with leadership. The results of this study provide an in-depth understanding of how leadership influences organizational dynamics and employee performance in the entertainment industry.

Every financial institution has a frontliner who serves as a front guard or sequencer and provides information about banking as well as initial impressions of a bank. Due to the rapid development of the banking industry, PT. Bank Sumut KCP Syariah Lubuk Pakam must determine ways to improve the performance of frontline employees so they can compete with other banks. The problems raised in this research relate to how PT. Bank Sumut KCP Syariah Lubuk Pakam chose an approach to improve frontliner performance through SWOT analysis. Frontline Officers must have the knowledge and expertise in their profession to carry out their primary duties effectively. To do this, they must receive training and support that starts from the individual's outer appearance and continues within, so that when providing consumers receive fast, efficient and polite service, resulting in high customer satisfaction. This research uses qualitative methods and descriptive research design. SWOT analysis is used to apply qualitative and descriptive analysis to arrive at research conclusions. Based on the results of the Cartesian diagram, the institution is in Quadrant I, actively implementing a Growth-Oriented Strategy and supporting this strategy.

The study aimed to assess how the utilization of information technology, internal control, and HR competencies affect the reliability of financial statements. Through the use of questionnaires, a "5-point Likert scale" model was used to measure the research variables. The research approach in this case is a quantitative approach,, with the population consisting of accounting and finance employees of distributor companies registered as clients of CV. BRK. Sampling is conducted comprehensively using the total sampling method, with 41 respondents serving as the research subjects. The questionnaire as an instrument that collects respondents' answers is the source of primary data. Multiple linear regression was used for data analysis, and the data was processed with the help of SPSS software version 26. The findings show that the three variables contribute to improving the reliability of financial statements significantly and also positively. This finding shows that the good implementation of internal control, the effective use of information technology, and the high competence of human resources can potentially make the reliability of financial statements increase.

Starbucks is a coffee processing company that has very fast sales and is very popular among consumers. Therefore, many branches are spread throughout the world. Images represent how others view your company, employees, committees or activities. Every company has as much image as people see it. A PR crisis is an event, rumor or information that negatively impacts a company's reputation, image or credibility. This research uses a qualitative approach to explore deeper information regarding the role of public relations in restoring the image of public companies

The success of a business unit depends on leadership, teamwork and employee performance. Leadership style and teamwork in leading is very influential and is a determining factor in the ups and downs of employee performance, therefore it is clear that every company needs an effective leadership style and perfect teamwork. The aim of this research is to simultaneously and partially determine the variables of leadership style and team work on employee performance at Kopsyah Raya Banda Madani Curug Branch. The type of data in this research is associative, namely research that asks about the relationship between two variables. The population in this study was all 14 employees. Data collection techniques include interviews with employees and distributing questionnaires to all employees. From the explanation above it can be concluded that the role of leadership and teamwork is important in achieving organizational goals, because in this case apart from depending on the reliability and ability of employees in operating, work units in an organization, leadership effectiveness and the influence and role of leadership are very necessary because in essence success An organization is determined by a good leadership style and teamwork so that it is developed within the organization to achieve organizational goals.

The purpose of this research is to represent the jargon of the "Partai Wong Cilik" (Party of the Little People) in political discourse leading up to the 2024 political campaign and to examine the forms of hyperreality present in the discourse of the "Partai Wong Cilik" jargon. The research method employed is descriptive with a critical discourse analysis approach by Teun A. van Dijk. The primary data used is derived from discourse texts published on the media platforms kompas.com and detik.com during the period leading up to the political year. Subsequently, the data is analyzed using Van Dijk's critical discourse analysis to examine the representation, symbols and signs, as well as the power used to influence, control, and shape social reality.Discourse is understood as a political context action in the "wong cilik" jargon within the information media. The research results indicate that Van Dijk's Critical Discourse Analysis reveals that the slogan, although directed towards positive representation, also serves as a symbolic power tool used to garner political support. The data shows that behind this identity narrative, there are political motives that emphasize party benefits and power, opening space for critical awareness of political identity dynamics and rhetorical strategies in a dynamic social context. This analysis illustrates that political discourse can create an exaggerated reality, inviting readers to question and seek further understanding related to the complexity and concrete reality and political symbols used.

Research Organizational change management is a process for managing changes carried out by an organization. Organizational change management can help organizations to increase work productivity by increasing employee skills and knowledge, employee training and development can increase employee abilities to carry out their duties and work better. This can increase employee work productivity because employees can complete their tasks and work more quickly and efficiently, increase employee motivation and commitment, employee motivation and commitment programs can increase employees' sense of belonging and pride in the company. This can increase employee motivation and commitment to work harder and produce better performance, improve the work environment, a comfortable and safe work environment can increase employee work productivity because employees can work more focused and efficiently. PT. Mayora Indah Tbk has implemented organizational change management effectively to increase the work productivity of its employees. These efforts have produced positive results. PT employee work productivity. Mayora Indah Tbk will increase by 20% in 2023. This is proven by an increase in added value per employee by 20%. Organizational change management as an effort to increase work productivity at PT. Mayora Indah Tbk: Stay focused on change goals, ensure support from leadership, effective communication, support from employees, evaluate success. By implementing these suggestions, PT. Mayora Indah Tbk can increase the effectiveness of organizational change management and achieve its goal of increasing employee work productivity.