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This study aims to: (1) describe the employee performance, leadership, and work loyalty; and (2) analyze the influence of leadership and work loyalty on employee performance, both partially and simultaneously. The population in this study consists of 45 employees at the UPTD Hewokloang Public Health Center in Sikka Regency. Due to the limited population, this research used a census or saturated sampling method. Data were collected through questionnaires and analyzed using descriptive and inferential statistical methods, namely multiple linear regression. Hypothesis testing was carried out using the F-test and t-test. Descriptive analysis results indicate that the variables of employee performance, leadership, and work loyalty all fall under the "good" category. The t-test results show that partially, the leadership variable has a positive and significant effect on employee performance. Furthermore, the work loyalty variable also has a positive and significant effect on employee performance. The F-test results show that simultaneously, leadership and work loyalty significantly affect employee performance. The coefficient of determination analysis shows that the two independent variables in this study can explain 31% of the variation in employee performance at the UPTD Hewokloang Public Health Center, Sikka Regency.

The purpose of this study was to analyze the effect of UMK, economic growth and inflation on open unemployment in Central Java in 2019-2023. The total population of this study consisted of 35 districts or cities that provided 175 observations of data and used the saturated sample method so that all were used as sample data. The analysis method used was multiple linear regression. Hypothesis testing using 5% degrees of freedom. The results of the reliability and validity tests showed that all question items were reliable and the constructs were valid, in addition, the regression had met the fit model. The results of the study showed that the Regency/City Minimum Wage (X1) had a significant positive effect on Open Unemployment (Y). Internal Control (X2) had a significant positive effect on employee performance (Y). Work motivation (X3) had a significant positive effect on employee performance (Y).

Public service is the primary indicator of the effectiveness of government bureaucratic performance, as it directly reflects how well public institutions meet community needs. This study aims to evaluate the quality of public services at the Dumai City SAMSAT Office using the SERVQUAL approach, which consists of five dimensions: tangibles, reliability, responsiveness, assurance, and empathy. The research employed a descriptive qualitative method with a purposive sampling technique. Informants included one SAMSAT employee and two service users selected based on their direct experience with the service process. Data were collected through interviews and observations to gain an in-depth understanding of service implementation. The findings reveal that the tangible, empathy, and responsiveness dimensions have been implemented relatively well, indicated by improved facilities, supportive infrastructure, and faster service delivery. However, weaknesses remain in the reliability and assurance dimensions, particularly regarding service consistency and the professionalism and attitude of officers toward the public. The study recommends strengthening integrated service systems and enhancing ethics and service excellence training for employees to improve overall service quality.

Organizational culture is a set of values, beliefs and basic assumptions that influence the behavior of members of an organization and provide a framework for understanding how the organization functions. Organizational culture can be defined as the values, beliefs, norms, customs, symbols and basic assumptions that are shared by members of an organization and influence the way they work, interact and influence decisions. The purpose of this study was to determine the effect of organizational culture on employee performance and the role of employee job satisfaction at Hotel 101. This research method uses a qualitative research method. The results of this study indicate that organizational culture on employees has a significant effect on employee job satisfaction of 50%, Employee job satisfaction at Hotel 101 has an effect on employee performance at the hotel. The impact of organizational culture among employees at Hotel 101, Creating a positive work environment, Organizational culture that emphasizes teamwork, open communication, and mutual respect can create a pleasant work atmosphere and support employee performance at Hotel 101.    

Organizational communication is crucial in enhancing performance, productivity, and creating a harmonious work environment. In management psychology, communication serves as a tool for information exchange and a means to build interpersonal relationships and manage conflicts. This study employs a literature review method by analyzing five key articles related to organizational communication. The results indicate that effective communication can enhance motivation, reduce conflicts, and strengthen employee engagement. Barriers such as perceptual differences and information overload can be addressed through appropriate communication strategies, including the use of technology and psycholinguistic approaches. Therefore, good communication should be a priority within organizations to create a more efficient and collaborative work system

In an era of increasingly tight business competition every year, employee performance is a determining factor in the success of the TAM Syariah Cooperative as a company engaged in savings and loan services, this cooperative offers various models of savings and loan agreements according to customer needs. To improve employee performance, good human resources are needed. This study aims to analyze two important aspects of the performance of TAM Syariah Cooperative employees, namely the influence of work discipline and leadership on employee performance. The method used in this study is a quantitative method, with an analysis tool using SMART PLS. The population of this study consisted of 46 employees, and the entire population was also used as a research sample through a saturated sampling method. The findings of this study reveal that work discipline and leadership each have a positive and significant influence on employee performance, indicating that improvements in both factors can have a positive impact on productivity and work effectiveness in the company

Transformational leadership plays an important role in improving organizational performance by creating an inspiring vision, building strong working relationships, and encouraging innovation. This study aims to analyze the impact of transformational leadership on employee performance across various sectors, with a focus on the Central Bureau of Statistics (BPS) in Maluku Province. The research employs a quantitative approach and is analyzed using statistical methods. The findings show that transformational leadership has a positive impact on employee motivation, engagement, and productivity. Leaders who provide a clear vision, offer emotional support, and encourage innovation have been proven to enhance organizational effectiveness. This study also identifies challenges in implementing transformational leadership, such as resistance to change and resource constraints. Therefore, it is crucial for organizations to develop adaptive and sustainable leadership strategies to optimize employee performance. These findings are expected to serve as a reference for stakeholders in designing more effective leadership policies.

This study aims to analyze the factors that influence the work discipline of employees of the Regional People's Representative Council (DPRD) of Malang Regency during operational hours. Work discipline, which includes compliance with regulations, effective use of time, responsibility, and absence rate, is a key element in improving organizational performance and efficiency. A qualitative approach was used with data collection techniques through observation, interviews, and document studies. The results of the study showed that the majority of employees comply with the regulations, but there were several cases of non-compliance and ineffective use of time. In addition, employee responsibility is generally high, although there are still obstacles in completing tasks on time. A good absence rate is an indicator of discipline, but some employees show a high level of absenteeism. The implications of this study include strategic recommendations such as strengthening work rules, time management training, and the use of digital absence technology to improve employee discipline. These findings are expected to help improve overall organizational performance.

This research aims to analyze the availability and quality of facilities and infrastructure at the AIDS Prevention Commission (KPA) in Depok City. KPA, as the institution responsible for HIV/AIDS prevention and control, requires adequate facility support to optimize its performance. Based on observations and preliminary interviews, it was found that KPA Depok City has basic facilities such as a secretariat office, meeting rooms, and office equipment. However, there are still several constraints, including limited space for activities, lack of supporting equipment such as projectors and sound systems, and operational work equipment that is not available at each employee's desk. This research uses a survey method by distributing questionnaires to 25 KPA Depok City staff to get an initial picture of the condition of facilities and infrastructure. The results of this research are expected to serve as a basis for optimizing the use of existing resources and identifying development needs in the future, so that KPA Depok City can increase the effectiveness of its programs in HIV/AIDS prevention efforts.

This study aims to examine and analyze the influence of the work environment on employee performance through intrinsic motivation as an intervening variable on employees of LPP RRI (Radio Republik Indonesia) Jambi City. The method used is quantitative analysis with a population and sample of all employees totaling 74 respondents. Data were collected using a Likert scale-based questionnaire, and the analysis was carried out using the Structural Equation Modeling (SEM) technique based on Partial Least Square (PLS) with the help of SmartPLS 3 software. The results of the study indicate that: 1) the work environment has a positive and significant effect on employee performance, 2) the work environment has a positive and significant effect on intrinsic motivation, 3) intrinsic motivation has a positive and significant effect on employee performance, 4) intrinsic motivation as an intervening variable is able to mediate the influence of the work environment on employee performance positively and significantly.

In the current era of globalization, various problems must be faced by organizations, from within and outside the organization. Organizations are required to make strategies to be able to deal with existing problems and be able to serve the public or clients properly and optimally. This study aims to examine the effect of work environment, motivation, and the combined effect of work environment and motivation on employee performance at RSU Bunda Jembrana. This research uses quantitative methodology. The research methodology used in is a quantitative approach. The data sources used are primary and secondary. There is primary data obtained from observation methods, interviews, and questionnaires to respondents. Secondary data sources are data from certain records obtained through journals, modules and books in accordance with this research problem. The sample of this study amounted to 20 participants who worked at RSU Bunda Jembrana. This research data analysis through Validity Test, t test, and f test. The findings of this study show that the work environment has a positive effect on work motivation at RSU Bunda Jembrana, motivation has a positive effect on employee performance, and a positive effect of work environment and motivation on overall employee performance.

This study highlights the paradigmatic shift in human resource management (HRM) in response to the complexities of globalization. Globalization has not only expanded the geographical scope of business but also reconfigured demands for competencies, technology, and cultural dynamics within organizations. Using the systematic literature review (SLR) method, this article examines adaptive HRM strategies focused on three pillars: (1) developing global competencies through cross-cultural training and digital literacy, (2) integrating technologies such as artificial intelligence (AI) in recruitment and performance evaluation, and (3) managing cultural diversity to create an inclusive work ecosystem. Analytical findings reveal that organizations with holistic HRM approaches combining strategic agility, investment in employee upskilling, and data-driven systems tend to excel in mitigating risks of global market disruptions. Critical insights emphasize that success relies not only on technology adoption but also on managerial capabilities to address cultural conflicts and facilitate cross-border collaboration. The research concludes that strategic HRM serves as a driver of organizational innovation and sustainability, with practical recommendations for companies to develop evidence-based HRM frameworks aligned with global trends. 

High quality public services are a key indicator of effective government performance. In this context, the role of employees as the frontline executors of public service delivery is crucial in determining public satisfaction and trust toward public institutions. This study aims to explore the contribution of employees in enhancing public service quality through a literature review approach. Data were collected from various scholarly sources, including journals, books, and research reports related to public service and human resource management in the public sector. The findings indicate that the quality of public services is significantly influenced by several employee-related factors, such as competence, work ethics, integrity, innovation, and adaptability to technology and evolving public needs. Furthermore, organizational culture and leadership style also play a supportive role in reinforcing employees' contributions to excellent service delivery. This study emphasizes the importance of strengthening employee capacity through continuous training, performance evaluation, and the creation of a work environment that promotes accountability and professionalism.

This study explores leadership psychology within the context of education, focusing on the relationship between leadership styles, psychological empowerment, and organizational performance. Using a literature review method, the findings reveal that leadership styles such as transformational, democratic, and situational have a significant impact on creating a supportive and collaborative work environment. Effective leadership fosters psychological empowerment by enhancing employees' sense of meaning, competence, self-determination, and influence. This, in turn, directly contributes to increased motivation, job satisfaction, and overall performance within educational institutions. Therefore, a psychological approach to leadership is a crucial element in building competitive and adaptable educational organizations.

This study explores the implementation of employee work discipline at PT Gojek and its impact on company productivity. Using the literature study method, this study highlights how work discipline manifested in compliance, responsibility, and giving to work regulations contributes to effectiveness. The results of the study indicate that work discipline has a significant influence on performance and service quality. The conclusion of the study states that the implementation of clear rules, effective communication, and consistent supervision are very important in building a disciplined and competitive work environment, especially in technology-based service companies.

This research aims to investigate the impact of extroverted personality traits on the dimensions of self-efficacy among employees in the telecommunications industry in Metro City. The study is grounded in the significance of innovation and employee performance in navigating today’s complex business environment. Employing a quantitative approach with a survey method, the study involved 110 respondents from the telecommunications sector. Data were gathered through questionnaires and analyzed using simple regression analysis. The findings indicate that extroversion has a positive and significant effect on all aspects of self-efficacy: level, generality, and strength. The mean score for extroversion was 4.15, while the mean scores for the self-efficacy dimensions were 4.18 (level), 4.30 (generality), and 4.32 (strength). Regression analysis revealed that extroversion influences the level dimension by 52.9%, generality by 64.8%, and strength by 69.1%. All hypotheses were supported with significance values below 0.05, indicating statistically significant relationships between the variables.

This study aims to explore the relationship between work motivation and employee performance in the administrative department of the Yudharta University Cooperative in Pasuruan. The research employs a qualitative approach using a case study method. The research informants consist of two employees working in the administrative division. Data were collected through in-depth interviews and direct observation. The results show that high work motivation, both from internal and external factors, has a positive impact on employee performance in terms of punctuality, accuracy, and service quality. These findings reinforce the importance of creating a motivating work environment as an effort to improve employee performance within the cooperative setting.

This research looks at the role of the Administration and Staffing Subdivision in Improving the Quality of Performance of the DPRD Secretariat of Tanjungpinang City. This proves the importance of the sub-section that has duties in the field of administration and staffing. By using descriptive research through a qualitative approach, this research analyzes the roles of the staff or employees of the Administration and Staffing Subdivision. The purpose of this research is to find and analyze the roles of employees based on indicators of active roles, participation roles, and passive roles. The results showed that the role of the Administration and Personnel Subdivision was very optimal in improving the quality of performance of the Tanjungpinang City DPRD Secretariat. This can be seen from the Subdivision's ability to manage administration and staffing effectively, thus supporting the achievement of organizational goals. In addition, good coordination between sections and the implementation of a structured work system are also important factors in improving work efficiency and productivity.

This study aims to evaluate the effectiveness of employee training at PT XYZ, particularly in enhancing work performance and motivation. The research employs a descriptive qualitative method using purposive sampling. Informants consist of one team leader and three staff members selected through in-depth interviews, observation, and documentation. The results indicate that the training provided remains one-way, lacks interactivity, and is not entirely relevant to employees’ daily tasks. This leads to low motivation and minimal effectiveness in improving performance. Several challenges were also identified, including the absence of post-training follow-up, monotonous delivery methods, and limited time due to workload constraints. The study suggests that organizations should improve their training systems by aligning materials with job relevance, adopting more engaging methods, and ensuring continuous support from management.    

Human resource development through Learning and Development (L&D) is a major challenge in improving employee performance in the service sector that is highly dependent on service quality. However, the mechanism of L&D's influence on HR performance involving employee engagement as a mediating variable is still not comprehensively understood. This study aims to analyze the influence of L&D on HR performance with employee engagement as a mediator in service companies in Jakarta. The method used is a quantitative survey with data collection through questionnaires to 120 employees, and data analysis using AMOS-based Structural Equation Modeling (SEM). The results of the study indicate that L&D has a direct positive effect on HR performance and indirectly through increasing employee engagement, which acts as a significant mediator. This finding strengthens the theory of social learning and employee engagement and emphasizes the importance of integrating psychological aspects in employee development. The practical implication is that service sector management needs to design L&D programs that not only improve technical competence but also motivate employee engagement to maximize organizational performance. This study provides a relevant empirical contribution to the development of HR management theory and practice in the service sector.