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Village communities generally have a cultural system deeply rooted in traditional values passed down through generations. This system encompasses various aspects of life, including agriculture, which is the primary source of livelihood. In Batukarang Village, Payung District, Karo Regency, North Sumatra, local agricultural culture is reflected in two key practices that remain preserved to this day: the aron tradition and kerja tahun (year work). These traditions not only demonstrate how the community carries out agrarian-based economic activities but also demonstrate how social, spiritual, and cultural elements are interwoven within Karo agricultural practices. Aron is a local term referring to small groups or communities that assist each other in farming activities. This system serves as a form of mutual cooperation that strengthens solidarity among residents. In practice, aron groups typically work in rotation on other group members' fields. In addition to speeding up the work process, this system also strengthens social bonds and fosters a sense of togetherness within village life.

Pertumbuhan ekonomi kreatif di tingkat kota menuntut tersedianya ruang yang mendukung aktivitas produksi, kolaborasi, dan pengembangan komunitas kreatif. Penelitian ini bertujuan untuk mengidentifikasi kebutuhan ruang berdasarkan subsektor ekonomi kreatif dominan di Kota Bogor, dengan fokus pada Bogor Creative Center (BCC) sebagai fasilitas utama. Metode yang digunakan adalah deskriptif kualitatif melalui observasi lapangan, wawancara semi-terstruktur dengan pengelola, serta studi literatur. Hasil penelitian menunjukkan bahwa subsektor kuliner, musik, dan kriya merupakan sektor dengan komunitas terbanyak dan aktivitas yang paling aktif. Namun, fasilitas ruang yang tersedia belum sepenuhnya mendukung kebutuhan spesifik masing-masing subsektor. Seperti pada ruang workshop kuliner belum tersedia, studio musik belum memenuhi standar akustik dan peredaman suara, dan ruang kriya belum dilengkapi zona kerja yang memadai. Berdasarkan temuan tersebut, penelitian ini merekomendasikan desain ruang yang lebih adaptif dan partisipatif, termasuk penyediaan dapur terbuka, studio terinsulasi, serta ruang kriya semi terbuka yang mendukung kegiatan produksi dan edukasi. Penyesuaian desain ruang yang berbasis kebutuhan subsektor diharapkan dapat meningkatkan efektivitas Bogor Creative Center sebagai pusat pengembangan ekonomi kreatif yang inklusif dan berkelanjutan.

This community service activity aims to identify and understand the problems faced by the residents of Pelawi Utara Subdistrict and to formulate appropriate and applicable solutions. The main focus of the program is on strengthening interpersonal communication and developing work-related skills among community members as essential components of social and economic capital. Communication plays a strategic role in delivering accurate information and fostering harmonious social relations among residents. Meanwhile, work skills are positioned as competencies that can be enhanced to produce valuable and productive outputs. Geographically, Pelawi Utara is located in a midland area and is surrounded by other subdistricts within the Babalan District, Langkat Regency. The outcomes of the program indicate the development of more positive and active communication among residents, which is manifested through artistic works resulting from skill development activities. The impact of this initiative includes improvements in community living standards and the strengthening of social cohesion, supported by the active involvement of local government officials as facilitators and intermediaries between stakeholders.

Additionally, companies need to understand the characteristics and values that millennial employees uphold, such as flexibility, empowerment, and opportunities to grow. This generation tends to look for jobs that give them room to innovate, as well as the opportunity to achieve a balance between personal and work life. Therefore, policies that support flexible working hours, remote working, and opportunities for skill development relevant to industry developments will be a significant added value for millennial employees. In addition, open and two-way communication between management and employees is also very important. Millennials are more likely to choose a workplace that is transparent and communicative, where they feel valued and have a voice in decision-making. By maintaining good relationships and ensuring that employees feel heard, companies can create a more positive work environment and strengthen employee commitment to the company. The positive influence of job satisfaction and work discipline on employee commitment, especially the millennial generation, can also be seen as a contributing factor to the decline in employee turnover rates. Employees who feel satisfied and have good work discipline tend to be more loyal and have the desire to stay longer in the company. This will certainly reduce recruitment and training costs for companies, while increasing organizational stability in the long run. This research is expected to be a reference for companies in formulating HR strategies that are more adaptive to the needs of millennial employees, which in turn can increase productivity and create a more innovative and sustainable work environment.

Minister of Health Regulation No. 269 of 2008 explains that medical records are defined as a collection of documents containing complete information regarding patient identity, examination results, therapy, medical procedures, and health services received. In working, an employee should be able to balance their workload to achieve work harmony that contributes to increased productivity. Job satisfaction reflects the appreciation and comfort felt by an individual for the tasks they perform. Conversely, dissatisfaction at work can trigger negative reactions in the form of aggressive behavior or a tendency to withdraw from social interactions around them. Job satisfaction also greatly influences employee motivation and commitment to continue working with enthusiasm and achieve the desired goals. The purpose of this study was to determine the relationship between workload and job satisfaction with employee performance in the Medical Records Installation of Cut Meutia Hospital, Lhokseumawe in 2023. The research method was an analytical survey with a cross-sectional approach. The study was conducted at Cut Meutia Hospital, Lhokseumawe from September to December 2023. The study population was 40 Medical Records Installation employees. The sampling technique used total sampling, namely 40 respondents. Data analysis used univariate analysis and bivariate analysis. The results of the study based on the chi-square test showed a relationship between workload and employee performance at the Medical Records Installation of Cut Meutia Hospital, Lhokseumawe with a p-value = 0.001 <0.05 and a relationship between job satisfaction and employee performance at the Medical Records Installation of Cut Meutia Hospital, Lhokseumawe with a p-value = 0.000 <0.05. Conclusion; The conclusion in the study is that there is a relationship between workload and job satisfaction with employee performance at the Medical Records Installation of Cut Meutia Hospital, Lhokseumawe in 2023.

In the rapidly changing digital and global era, organizations are required to be adaptive and innovative to survive and compete sustainably. Employee performance is one of the strategic factors in supporting organizational success. This research is motivated by the urgency of improving performance through innovative work behavior (IWB) and work engagement, which are considered two key elements in addressing the challenges of modern organizations. The main objective of this study is to analyze the effect of IWB on employee performance and evaluate the mediating role of work engagement in this relationship. This study uses a quantitative approach with the Structural Equation Modeling Partial Least Square (SEM-PLS) method, and was conducted on employees of the Batu City Regional Disaster Management Agency (BPBD). The results of the analysis indicate that IWB has a positive and significant influence on work engagement and employee performance. In addition, work engagement is also proven to act as a partial mediator that strengthens the relationship between IWB and performance. This means that the higher the innovative behavior of employees, the higher their engagement in work, which ultimately has a positive impact on performance improvement. These findings enrich the theoretical literature, particularly supporting theoretical frameworks such as Social Exchange Theory, Self-Determination Theory, Job Demands-Resources Model, and Conservation of Resources Theory. Practical implications of this research suggest that organizations need to create a work environment that supports innovative behavior and enhances employee work engagement by providing autonomy, recognition, and opportunities for self-development. This research suggests further studies to explore other contextual factors, such as organizational culture, transformational leadership, and supervisor support, which have the potential to strengthen the relationship between IWB, work engagement, and employee performance in various organizational sectors.  

The rapid development of digital technology has brought about significant changes in various aspects of life, including the world of work. One skill that is now highly sought after by job seekers is digital platform-based communication skills. This skill is crucial for building a professional image, expanding networks, and increasing employment opportunities. In response to this need, a digital communication training program was held in Kartasura District with the aim of improving the practical skills of job seekers, particularly high school/vocational school graduates and final-year college students. The training was conducted face-to-face using a participatory approach, combining conceptual material delivery with hands-on practice sessions. The training focused on utilizing professional platforms such as LinkedIn and social media platforms like Instagram, which have become essential tools in the job search and personal branding process. A total of 42 participants attended the training, with diverse educational backgrounds and interests but a common desire to be more competitive in the digital job market. The training results showed a significant increase in participants' understanding of professional communication in the digital realm. Participants also gained practical skills in creating attractive LinkedIn profiles, creating content relevant to industry needs, and managing their online self-image. Furthermore, this training created a collaborative space between participants and presenters through a WhatsApp group, which later developed into a platform for sharing information about job openings, career tips, and ongoing discussions. The findings from this training underscore the importance of integrating digital communication training into workforce development programs, particularly in buffer urban areas like Kartasura. This effort serves as an adaptive strategy to address the challenges of digital transformation while empowering the younger generation to be better prepared for job competition in the digital era.

This research is motivated by the high intensity of activity in the apron area, the limited number of personnel, and the implementation of a shift work system in the Apron Movement Control (AMC) unit at Halim Perdanakusuma Airport. These conditions have the potential to cause excessive workloads for personnel, which can impact the effectiveness of operational supervision and disrupt their physical and mental health. The main objective of this study is to analyze the workload of AMC personnel and determine the ideal number of workers to ensure optimal supervision in the apron area. This study uses a quantitative descriptive approach. Data collection techniques were carried out through direct observation and the distribution of questionnaires to all personnel activities in the AMC unit. Data analysis used the Full Time Equivalent (FTE) method to calculate the total actual working time required, and compared it with the standard full-time working hours according to employment regulations. The results showed that the workload of AMC personnel is quite high. Of the seven personnel analyzed, two people obtained an FTE value above 1.28, indicating an overload condition, four people were in the FTE range of 1.00 to 1.28, which is considered normal, and one person had an FTE value below 1.00, indicating an underload condition. These findings indicate an imbalance in the distribution of workload among personnel. As a result, some personnel must perform multiple tasks simultaneously, potentially compromising the quality of oversight and operational safety in the apron area. Based on these findings, a re-evaluation of the division of tasks and workforce within the AMC unit is recommended to create a proportional workload and support optimal safety and operational performance at Halim Perdanakusuma Airport.

The era of digital transformation and the Indonesia Golden 2045 agenda demands a new paradigm in governance that prioritises inter-institutional collaboration to achieve effective and responsive governance. This transformation has been accelerated by the implementation of the Electronic-Based Government SIstem (SPBE) and the enactment of Law No. 1 of 2024 concerning Information and Electronic Transactions (ITE). This study analyses the implementation of good governance through digital transformation and inter-institutional collaboration, evaluates the challenges and opportunities in the digital era, and formulates optimisation strategies to support the achievement of Indonesia's Golden 2045. The research employs a normative juridical method, incorporating both conceptual and statutory approaches, and is reinforced by a systematic literature review analysis of current regulations and case studies of SPBE implementation in various regions across Indonesia. Data were collected through documentary studies of 35 laws and regulations and analysis of 40 academic literature sources from the period 2020-2025. The implementation of good governance through digital transformation shows positive results with SPBE success at the regional level, a 28% increase in government effectiveness, and the development of integrated service platforms serving 72 million transactions annually. However, challenges remain in regulatory harmonisation (47% overlapping authorities), digital capacity gaps (34% of institutions not yet optimal), and sectoral culture among institutions. Inter-institutional collaboration through digital transformation demonstrates positive trends in realizing good governance, but requires strengthening of digital legal frameworks, development of technological infrastructure, and organizational culture transformation to support the achievement of the Indonesia Golden 2045 vision.

This study examines a comprehensive approach to addressing common issues in laundry services, such as ineffective scheduling, skills gaps, and operational inefficiencies. The research focuses on RPK Omah Laundry Prapen, aiming to improve work processes and optimize human resources in this laundry business. The proposed solutions include the implementation of an attendance system, financial application training, laundry and ironing skills training, and a single-shift work system. The attendance system is designed to improve workforce punctuality, while the financial application training aims to enhance employees' understanding of financial management. Additionally, providing specific training on laundry and ironing techniques helps to bridge the skills gap and ensure high-quality service. The introduction of a single-shift work system aims to increase efficiency by streamlining operations and reducing staff fatigue. The results of the study indicate that these proposed solutions lead to several positive outcomes. The attendance system contributes to better time management, fostering a sense of responsibility among employees. Financial application training helps staff manage the business's finances more effectively, leading to more informed decision-making. Furthermore, the skills training program has shown improvements in the quality of laundry and ironing services, which directly impacts customer satisfaction and retention. The adoption of a single-shift work system reduces operational costs and increases the overall efficiency of the laundry services. Ultimately, this approach enhances fairness, operational efficiency, and productivity, creating a more conducive work environment. Implementing these integrated solutions can help laundries, such as RPK Omah Laundry Prapen, achieve better, sustainable performance by addressing key operational challenges and maximizing their workforce's potential. This study provides valuable insights for other laundries looking to optimize their operations and improve long-term business success.

Micro, Small, and Medium Enterprises (MSMEs) serve as a key pillar of Indonesia’s national economy, contributing significantly to the Gross Domestic Product (GDP) and employment absorption. Nevertheless, MSME actors continue to face various challenges, including limited access to capital, low digital literacy, and bureaucratic hurdles in business licensing. Law Number 11 of 2020 on Job Creation (UU Cipta Kerja) was introduced as a regulatory breakthrough to address these obstacles by simplifying bureaucracy, offering business incentives, and easing access to digital markets. This study focuses on the implementation of this policy in Kampung Batik Turi, Blitar City, a hub of local wisdom-based MSMEs. The research aims to analyze the local-level application of the Job Creation Law, identify supporting and inhibiting factors, and assess its impact on the growth and independence of batik MSME actors. The findings are expected to offer practical recommendations to strengthen the alignment between national regulation and the actual needs of regional MSMEs, fostering more inclusive and sustainable MSME empowerment.

This study aims to examine the influence of compensation and work discipline on employee performance at Cahaya Nikmah Bakery located in Samarinda City. More specifically, this study analyzes three main things: first, the influence of compensation on employee performance; second, the influence of work discipline on employee performance; and third, the simultaneous influence of compensation and work discipline on employee performance. This study was conducted on 40 permanent employees who work at Cahaya Nikmah Bakery as research subjects. The method used in this study is a quantitative approach, with data collection techniques through observation, interviews, and questionnaires. The collected data were then analyzed using multiple linear regression techniques to determine the relationship and influence between the variables studied. The results of the data analysis show that the calculated F value of 35.898 is greater than the F table of 2.87 at a significance level of 5%. In addition, the significance value of 0.000 is below the critical limit of 0.05. This indicates that there is a simultaneous significant influence between compensation and work discipline on employee performance at Cahaya Nikmah Bakery. In other words, the combination of the two independent variables has a real contribution in influencing the level of employee performance. In addition to the simultaneous effect, the partial test results also show that each variable, namely compensation and work discipline, has a significant influence on individual employee performance. This is evidenced by the significance value for both variables, which is 0.000, which is also less than 0.05. The conclusion of this study shows that adequate compensation and the implementation of good work discipline can significantly improve employee performance. Therefore, company management is advised to continue developing a fair compensation system and strengthening a culture of work discipline to support overall company productivity and efficiency.

Micro, Small, and Medium Enterprises (MSMEs) play a vital role in supporting national economic growth, particularly through their contributions to job creation and the development of local potential. MSMEs serve as the backbone of inclusive economic development by reaching various segments of society. However, despite their strategic importance, MSMEs often face internal challenges, including the risk of fraud committed by employees. This study aims to examine the forms of fraud risk occurring within the MSME HJ.GUS BUSANA and analyze their impact on business operations. A qualitative descriptive approach was used, with data collected through direct interviews with the business owner. This method allowed for a contextual and in-depth understanding of the types of fraud experienced. The findings reveal two primary forms of employee fraud that pose a threat to operational efficiency and business sustainability. First, the excessive use of raw materials without the owner’s knowledge or approval, categorized as a high-risk behavior. Second, the use of business facilities such as equipment and working hours for personal purposes, categorized as a moderate-risk behavior. These practices lead to resource wastage, increased operational costs, and decreased productivity. The impact of such fraud is not only financial but can also erode trust within the workplace environment. Therefore, a more effective internal control system is essential, including proper monitoring of material usage and access to business resources. Additionally, instilling strong work ethics and a sense of responsibility among employees is crucial in building a positive organizational culture. Implementing these measures is key to ensuring that MSMEs can not only survive but also grow sustainably amidst the ever-changing business landscape. Strengthening internal supervision and ethical awareness can significantly reduce the risk of fraud, thereby enhancing the long-term resilience and performance of the enterprise.

This study aims to analyze the effect of communication (X1), work environment (X2), and workload (X3) on job satisfaction (Y) among employees at PT Indomarco Prismatama. Job satisfaction is a crucial factor influencing employee performance and productivity; therefore, understanding the factors that affect it is essential for the company’s sustainability and growth. This research employs a quantitative approach with a saturated sampling technique, in which the entire population is used as the sample. The total number of respondents in this study was 30 employees. The analytical method used was path analysis with the assistance of SPSS version 22 software. The results show that the communication variable (X1) has a significant effect on job satisfaction (Y), with a significance value of 0.000. This indicates that effective, clear, and open communication between management and employees can enhance employees’ satisfaction with their jobs. Furthermore, the work environment variable (X2) also has a significant effect on job satisfaction (Y), with a significance value of 0.000. This finding suggests that a safe, comfortable, and supportive work environment, both physically and non-physically, plays a vital role in shaping employees’ positive perceptions of their work. In addition, the workload variable (X3) has a significant effect on job satisfaction (Y), with a significance value of 0.009. This means that a proportional workload, in accordance with employees’ capabilities, can improve job satisfaction, whereas excessive workloads may reduce it. Overall, this study concludes that communication, work environment, and workload have a significant effect on job satisfaction among employees at PT Indomarco Prismatama. The implication of this study is that management should continuously improve the quality of communication, create a conducive work environment, and establish a balanced workload to maintain and enhance employee job satisfaction.

Drinking water is a basic human need that must meet health requirements to be suitable for direct consumption without causing health risks. Drinkable water must be free from various contaminants, both physical, chemical, and microbiological that can harm the human body. One of the sources of drinking water that is widely used by the community is refillable drinking water (DAMIU), which is now growing due to its affordable price and ease of access. However, the water quality from DAMIU is often a concern due to potential contamination due to sanitation that does not meet standards. This study aims to analyze the sanitary conditions of the refillable drinking water depot (DAMIU) and assess the quality of drinking water based on physical, chemical, and microbiological parameters in the working area of the Punti Kayu Health Center, Palembang. A total of 15 DAMIU are the object of research that are examined through laboratory tests and direct observation of the sanitary conditions and equipment of the depot. The results showed that all DAMIU (100%) had met the general sanitation requirements, such as room cleanliness, equipment, and workers. However, microbiological testing found that 33.4% of the water samples contained E. coli and Coliform bacteria, indicating the presence of contamination. In addition, all samples (100%) did not meet the ideal drinking water pH requirements, and as many as 40% of the samples had aluminum content that exceeded the threshold set by the Indonesian Minister of Health. From these findings, it can be concluded that although the sanitary conditions of DAMIU are relatively good, the quality of the drinking water produced still requires serious attention.

Kesehatan reproduksi merupakan aspek penting dalam peningkatan kualitas hidup perempuan usia subur, terutama di lingkungan kerja perkotaan. Studi ini bertujuan untuk memahami persepsi wanita usia subur terhadap penggunaan kontrasepsi jangka panjang (KJP) dan sikap mereka terhadap deteksi dini kanker serviks. Menggunakan pendekatan kualitatif deskriptif, data dikumpulkan melalui wawancara semi-terstruktur dan observasi terhadap lima informan di lingkungan kerja BUMN Kimia Farma jakarta pusat. Hasil menunjukkan bahwa persepsi terhadap KJP masih dipengaruhi oleh mitos, ketakutan efek samping, serta peran pasangan dalam pengambilan keputusan. Sementara itu, sikap terhadap pemeriksaan pap smear masih rendah karena rasa takut, miskonsepsi, dan kurangnya dukungan institusi. Budaya organisasi yang individualistis dan minimnya program edukasi internal turut memperkuat sikap pasif terhadap kesehatan reproduksi. Studi ini menegaskan perlunya pendekatan edukasi yang partisipatif, dukungan institusional, dan pemahaman budaya dalam merancang intervensi yang kontekstual guna meningkatkan literasi serta akses layanan reproduksi bagi perempuan usia subur di lingkungan perkotaan.

Mbak Siti Bagus's Warung Seribu Berkah UMKM is located in the Karang Jahe Beach tourist area, Punjulharjo Village, Rembang District, Rembang Regency, Central Java. Within 10 years of running the business, the UMKM experienced obstacles in developing the business, namely branding that was not optimal, which was indicated by: 1) Not having a business identity; 2) the location of the UMKM was difficult to identify with other UMKM; and 3) the business did not have an online marketing channel. From these obstacles, the Business Work Lecture (KKU) Team provided assistance with a program to maximize branding by: 1) Creating a logo design for cup packaging; 2) Creating a logo on the packaging; 2) Creating proof of payment receipts, 3) Creating Google Maps aimed directly at the UMKM stall, and 4) Creating social media accounts in the form of TikTok and Instagram. The KKU implementation method includes: 1) Pre-survey to the MSME Location, 2) Identifying problems in the MSME Warung Seribu Berkah Mbak Siti Bagus, 3) Program preparation, 4) Program implementation, 4) Mentoring, 5) Evaluation. The program results obtained are as follows: 1) MSMEs have a unique logo for cup packaging, 2) MSMEs already have a note to add up orders, 3) MSMEs already have Google Maps which are directly centralized in the MSME stall, and 4) MSMEs have social media accounts to facilitate marketing

Penelitian ini menganalisis manajemen program pertukaran pelajar di SD Muhammadiyah Wirobrajan 3 dan SD Muhammadiyah Sokonandi Yogyakarta yang bertujuan meningkatkan mutu pendidikan dasar melalui pertukaran budaya dan pembelajaran global. Pendekatan yang digunakan adalah deskriptif kualitatif dengan teknik pengumpulan data berupa wawancara, observasi, dan studi dokumentasi. Informan penelitian meliputi kepala sekolah, pengelola program, guru pendamping, siswa, dan orang tua. Hasil penelitian menunjukkan bahwa manajemen program dilaksanakan melalui empat fungsi utama: (1) perencanaan, termasuk seleksi peserta dan pelatihan pra-keberangkatan; (2) pengorganisasian melalui tim kerja berbasis struktur manajemen sekolah; (3) pelaksanaan melalui interaksi langsung dengan mitra sekolah luar negeri; dan (4) evaluasi berkala melalui laporan dan jurnal peserta. Tantangan utama meliputi keterbatasan pendanaan, komunikasi lintas budaya, dan akses teknologi. Keberhasilan program sangat dipengaruhi oleh kepemimpinan kepala sekolah, kolaborasi antar pemangku kepentingan, dan manajemen hubungan publik yang efektif. Rekomendasi mencakup perluasan kemitraan, penguatan dukungan orang tua, dan inovasi dalam pelatihan siswa.

This study aims to examine the influence of competence, job placement, and work discipline on employee performance at the Samsat Office of Bima Regency. The research applies a quantitative approach using a survey method. Data were collected through questionnaires distributed to 30 civil servants selected using purposive sampling. The data analysis techniques include validity and reliability tests, multiple linear regression, t-test, and F-test. The results show that competence, placement, and work discipline each have a positive and significant influence on employee performance, both partially and simultaneously. The coefficient of determination indicates that 45.2% of the variance in performance is explained by the three variables. These findings suggest that improving employee competence through training, placing staff according to their skills, and consistently enforcing work discipline can enhance employee effectiveness and productivity. The study has important implications for human resource management in public institutions, particularly in improving service quality through better employee performance.

This study aims to analyze the role of mental health as a moderation variable in the relationship between work facilities and employee job satisfaction. Adequate work facilities are generally thought to be able to increase job satisfaction, but these effects can vary depending on the individual's psychological condition, particularly mental health. This research is motivated by the importance of a holistic approach in human resource management, which includes both physical and psychological aspects of the work environment. The research method used was a quantitative approach with survey techniques to 150 respondents working in the public service sector in urban areas. The data collection instrument was in the form of a closed questionnaire with a Likert scale, and hypothesis testing was carried out through moderation regression analysis using the help of SPSS software. The results of the study show that work facilities have a positive and significant influence on employee job satisfaction. In addition, it was found that mental health played a significant role as a significant moderation variable in the relationship. This means that the influence of work facilities on job satisfaction becomes stronger or weaker depending on the level of mental health possessed by employees. These findings underscore the importance of organizations not only focusing on improving physical work facilities, but also paying attention to and managing employees' mental health as an integral part of strategies to improve well-being and work productivity. Interventions such as counseling programs, work-life balance, and stress management training need to be considered as part of the organization's policies. This research makes a theoretical contribution in enriching the understanding of the role of psychological variables in job satisfaction dynamics, as well as a practical contribution to management in designing a healthier and more productive work environment.