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Sewing workers at CV Cahaya Setia Mulia Abadi perform static and repetitive tasks, such as prolonged sitting in a bent posture and continuous sewing movements. These conditions lead to various physical complaints, including back pain (78%), lower neck pain (75%), upper neck discomfort (73%), as well as shoulder fatigue, wrist tingling, and lower back stiffness. This research is conducted to evaluate the potential risk of musculoskeletal disorders (MSDs) through the application of the Rapid Entire Body Assessment (REBA) method, determine the body parts most frequently affected using the Nordic Body Map (NBM) questionnaire, and develop posture correction strategies based on anthropometric measurements.The REBA results indicate that most sewing activities fall into the medium-risk category (score 5–7), with some in the high-risk category (score 8). The intervention involved adjusting chair dimensions based on anthropometry, and adding seat cushions and backrests. After the simulation of improvements, the REBA score decreased to 2, placing it in the low-risk category. These findings demonstrate that ergonomic chair design and proper working posture significantly reduce physical strain, increase comfort, and help maintain worker productivity. This study offers practical recommendations for creating a healthier and safer work environment in the manufacturing sector.

This study focuses on the influence of work environment, work discipline, and organizational commitment on work productivity. A quantitative approach using a survey method was used in this study, with 77 employees of PT Madubaru PG. PS. Madukismo as the sample selected randomly using random sampling. A Likert scale questionnaire was used to collect data, which was then analyzed using multiple linear regression to examine the influence between variables, both partially and collectively. The findings indicate that the work environment does not have a significant influence on work productivity (significance 0.134). Meanwhile, work discipline (significance 0.038) and organizational commitment (significance 0.000) were found to have a positive and significant influence on work productivity. The three variables together were proven to have a significant influence on work productivity (F value of 20.614 and Adjusted R Square of 43.6%).

This study aims to systematically review the literature related to teamwork in the context of formal organizations, with a focus on concept mapping, identification of key factors, and remaining research gaps. The method used is Systematic Literature Review (SLR) by analyzing 797 articles published in 2021-2025. The selection process was rigorous using inclusion and exclusion criteria, followed by thematic coding to identify key patterns. The analysis showed that effective communication, participative leadership, and psychological safety are the main factors that shape solid teamwork and positively impact employee performance and job satisfaction. However, there were a number of organizational contexts where teamwork did not contribute significantly, indicating the need for attention to contextual factors, organizational culture and psychosocial dynamics. This study makes theoretical and practical contributions to designing evidence-based organizational interventions to sustainably improve teamwork effectiveness.

Nyeri punggung bawah (low back pain) merupakan salah satu masalah kesehatan muskuloskeletal yang sering terjadi di masyarakat, terutama pada kelompok usia produktif dan lanjut usia. Di Desa Tanjung Anom, kasus nyeri punggung bawah cukup tinggi akibat gaya hidup tidak aktif, posisi kerja yang salah, serta kurangnya pengetahuan mengenai pencegahan dan penanganan mandiri. Kegiatan edukasi ini bertujuan untuk meningkatkan pemahaman dan keterampilan masyarakat dalam mengelola nyeri punggung bawah melalui pendekatan self-care management. Metode yang digunakan dalam kegiatan ini adalah edukasi interaktif, demonstrasi latihan peregangan dan penguatan otot, serta pembagian leaflet sebagai media informasi. Hasil kegiatan menunjukkan peningkatan pengetahuan peserta sebesar 85% dan kemampuan praktik mandiri sebesar 75% dalam melakukan teknik self-care, seperti senam punggung, teknik relaksasi, dan ergonomi sederhana dalam aktivitas sehari-hari. Edukasi self-care management terbukti efektif dalam meningkatkan kapasitas masyarakat Desa Tanjung Anom untuk mencegah dan mengatasi nyeri punggung bawah secara mandiri dan berkelanjutan. Diharapkan kegiatan ini dapat menjadi model intervensi promotif-preventif yang dapat direplikasi di desa lain dengan masalah serupa.

Penelitian ini bertujuan untuk menganalisis kompetensi teknologi informasi, motivasi kerja, dan komitmen organisasi sebagai variabel intervening terhadap kinerja pegawai (Studi pada kantor perwakilan BKKBN Provinsi Jawa tengah Karesidenan Pekalongan). Pengambilan populasi berjumlah 150 responden kantor perwakilan BKKBN Provinsi Jawa tengah, sampel dilakukan dengan menggunakan rumus Slovin, sehingga jumlah sampel yang diambil adalah 60 responden. Data yang digunakan adalah data primer yang diperoleh melalui kuesioner. Teknik analisis yang digunakan adalah analisis Smart PLS. Hasil penelitian menunjukkan bahwa komptetensi teknologi informasi berpengaruh positif dan signifikan terhadap kinerja pegawai. Motivasi kerja berpengaruh positif dan signifikan terhadap kinerja pegawai. Selain itu, komptetensi teknologi informasi berpengaruh positif dan signifikan terhadap komitmen organisasi, dan motivasi kerja berpengaruh positif serta signifikan terhadap komitmen organisasi. Komitmen organisasi terbukti berpengaruh positif dan signifikan terhadap kinerja pegawai.

Penelitian ini bertujuan untuk menganalisis pengaruh e-Kinerja dan kompetensi digital terhadap kinerja pegawai baik secara langsung maupun tidak langsung melalui motivasi kerja sebagai mediasi. Populasi yang digunakan pada penelitian ini adalah seluruh pegawai yang bekerja di Dinas Kesehatan Kabupaten Pekalongan dnegan jumlah 88 pegawai, dengan menggunakan teknik pengambilan sampel yaitu metode sensus atau sampel jenuh, maka ukuran jumlah sampel yang digunakan sebesar 88 responden. Sumber data yang digunakan data primer, dengan metode pengumpulan data kuesioner. Teknik analisis data yang digunakan adalah Structural Equation Modeling-Partial Least Square (SEM-PLS). Hasil penelitian diperoleh bahwa e-Kinerja berpengaruh positif dan signfikan terhadap kinerja pegawai, kompetensi digital berpengaruh positif dan signfikan terhadap kinerja pegawai, dan motivasi kerja berpengaruh positif dan signfikan terhadap kinerja pegawai. Hasil lainnya menunjukkan jika e-Kinerja berpengaruh positif dan signifikan terhadap motivasi kerja, dan kompetensi digital berpengaruh positif dan signifikan terhadap motivasi kerja. Hasil uji mediasi diperoleh bahwa motivasi kerja dapat memediasi pengaruh e-Kinerja terhadap kinerja pegawai, dan motivasi kerja dapat memediasi pengaruh kompetensi digital terhadap kinerja pegawai.

Penelitian ini bertujuan untuk menganalisis pengaruh motivasi intrinsik dan disiplin kerja terhadap kinerja pegawai baik secara langsung maupun tidak langsung melalui komitmen organisasi. Populasi yang digunakan adalah pegawai yang bekerja di Puskesmas Siwalan Kabupaten Pekalongan dengan jumlah 59 pegawai. Teknik pengambilan sampel menggunakan metode sensus atau sampel jenuh, sehingga seluruh jumlah populasi akan dijadikan sampel penelitian yaitu 59 responden. Sumber data yang digunakan data primer, dengan metode pengumpulan data kuesioner. Teknik analisis data yang digunakan adalah Structural Equation Modeling-Partial Least Square (SEM-PLS). Hasil penelitian yang diperoleh menunjukkan bahwa motivasi intrinsik, disiplin kerja, dan komitmen organisasi berpengaruh positif dan signifikan terhadap kinerja pegawai. Motivasi intrinsik dan  disiplin kerja berpengaruh positif dan signifikan terhadap perilaku inovatif. Hasil uji mediasi diperoleh bahwa komitmen organisasi dapat memediasi pengaruh motivasi intrinsik terhadap kinerja pegawai, dan komitmen organisasi dapat memediasi pengaruh disiplin kerja terhadap kinerja pegawai.

Penelitian ini bertujuan untuk menganalisis pengaruh kompetensi dan pelatihan terhadap kinerja pegawai baik secara langsung maupun tidak langsung melalui motivasi kerja sebagai variabel mediasi. Populasi yang digunakan adalah seluruh Pegawai Badan Pendapatan Daerah Kota Semarang dengan jumlah 104 pegawai. Teknik pengambilan sampel menggunakan metode sensus atau sampel jenuh, sehingga seluruh jumlah populasi akan dijadikan sampel penelitian yaitu 104 responden. Sumber data yang digunakan data primer, dengan metode pengumpulan data kuesioner. Teknik analisis data yang digunakan adalah Structural Equation Modeling-Partial Least Square (SEM-PLS). Hasil penelitian menunjukkan bahwa kompetensi, pelatihan, dan motivasi kerja secara parsial berpengaruh positif dan signifikan terhadap kinerja pegawai. Kompetensi, dan  pelatihan secara parsial berpengaruh positif dan signifikan terhadap motivasi kerja. Hasil uji mediasi diperoleh bahwa motivasi kerja dapat memediasi pengaruh kompetensi terhadap kinerja pegawai, dan motivasi kerja dapat memediasi pengaruh pelatihan terhadap kinerja pegawai.

Penelitian ini bertujuan untuk menganalisis pengaruh job insecurity dan motivasi kerja terhadap kinerja karyawan baik secara langsung maupun tidak langsung melalui kepuasan kerja pada karyawan My Republic Tegal. Populasi yang digunakan yaitu karyawan yang bekerja di My Republic Tegal dengan jumlah 162 orang, dengan teknik pengambilan sample menggunakan rumus slovin, maka jumlah sampel yang dugunakan sebanyak 115 orang. Sumber data menggunakan data primer, dengan metode pengumpulan data kuesioner. Teknik analisis yang digunakan menggunakan PLS (Partial Least Square). Hasil penelitian menujukkan bahwa job insecurity berpengaruh positif dan signifikan terhadap kinerja karyawan, motivasi kerja berpengaruh positif dan signifikan terhadap kinerja karyawan. Job insecurity berpengaruh positif dan signifikan terhadap kepuasan kerja, motivasi kerja berpengaruh positif dan signifikan terhadap kepuasan kerja, dan kepuasan kerja berpengaruh positif dan signifikan terhadap kinerja karyawan. Kepuasan kerja dapat memediasi pengaruh job insecurity terhadap kinerja karyawan. Kepuasan kerja dapat memediasi pengaruh motivasi kerja terhadap kinerja karyawan.

This study aims to examine the effect of role conflict and locus of control on auditors’ job satisfaction. The population in this study consists of auditors working at Public Accounting Firms in the city of Semarang. The respondents selected for this research are auditors who work at Public Accounting Firms in Semarang and have at least one year of work experience. Data collection was conducted using a convenience sampling technique through questionnaires. Multiple regression analysis was used as a tool for data analysis. The results of the study show that role conflict has a negative effect on job satisfaction, whereas locus of control has a positive effect on job satisfaction.

An employee's performance can affect the company's success in competing with its competitors to achieve its goals. However, there are several factors that can affect the rise and fall of employee performance. This study aims to determine the effect of the work environment, work discipline, and work conflict on employee performance. This study uses quantitative methods to evaluate the relationship between variables. Data were obtained through questionnaire results analyzed using SPSS Version 25 software. The total questionnaire data was 31 respondents from the number of J&T Express and J&T Cargo employees at the Kras, Ngadiluwih, and Mojo Branches. The results of this study prove that the work environment, work discipline, and work conflict have a partial and simultaneous effect on employee performance. The coefficient of determination supports the results of this study with a percentage level of 81.9% of variable (X) affecting variable (Y). Also, the work environment successfully dominates its influence on employee performance.

Gender equality in the workforce is a fundamental issue closely linked to human rights and sustainable economic development. This study examines the paradox in the implementation of maternity leave rights as part of the legal protection for female workers—where a right intended to provide protection instead becomes a barrier during recruitment processes. The aim of this research is to analyze the relationship between the provisions on maternity leave rights and the principle of legal equality in the workplace, as well as to identify efforts that companies can undertake to protect female workers from discrimination and to promote gender equality. This study employs normative legal research methods with a qualitative approach by analyzing various national and international regulations related to the protection of female workers. Primary data were obtained through an in-depth review of Undang-Undang No. 13 Tahun 2003 tentang Ketenagakerjaan, Undang-Undang Dasar Negara Republik Indonesia Tahun 1945, and their implementing regulations, as well as international conventions such as CEDAW and ILO standards. The analysis was carried out using a deductive approach to identify the gap between legal norms and the reality of their implementation in practice.

Relationships between coworkers are one of the important elements in the work environment that affect employee performance. A harmonious work environment and good social relations can create psychological comfort, increase motivation, and encourage effective teamwork. This study aims to determine the effect of the environment of coworkers on employee performance at PT. Pilar Blessing Indonesia located in Karawang. The method used is a descriptive qualitative approach with data collection through observation, interviews, and documentation. The results of the study indicate that relationships between coworkers based on mutual trust, openness, and smooth communication can improve individual and team performance. Conversely, less harmonious work relationships can reduce work enthusiasm and hinder productivity. These findings indicate the importance of managing interpersonal relationships in the workplace as part of a strategy to improve overall organizational performance.

This study aims to determine the effect of Work Motivation (X1) and Work Environment (X2) on Employee Performance (Y). This is a quantitative study. The population in this research consists of nurses at RS PKU Muhammadiyah Gamping, with a sample of 72 respondents. Data collection was conducted using a questionnaire with a Likert scale. The data analysis methods used include classical assumption tests (normality test, multicollinearity test, heteroscedasticity test), multiple linear regression analysis, and hypothesis testing (t-test, F-test, and R² test). The analysis results show the significance level of Work Motivation (X1) and Work Environment and whether they have an effect on Employee Performance. Based on the t-test results: (1) The effect of Work Motivation (X1) shows a value of 2.071 with a significance of 0.042 < 0.05, indicating that Work Motivation (X1) has a significant effect on Employee Performance (Y) at RS PKU Muhammadiyah Gamping. (2) The effect of Work Environment (X2) shows a value of 4.766 with a significance of 0.000 < 0.05, indicating that the Work Environment (X2) has a significant effect on Employee Performance (Y). The F-test results show that Work Motivation (X1) and Work Environment (X2) together significantly affect Employee Performance (Y), with an F-value of 38.247 and a significance level of 0.000 < 0.05, indicating a simultaneous significant effect on Employee Performance (Y) among nurses at RS PKU Muhammadiyah Gamping.

Work enthusiasm is one of the efforts that can be made to optimize employee performance. There are several important factors that can affect employee work enthusiasm, including leadership style, compensation, and work motivation. This study aims to determine the effect of leadership style, compensation, and work motivation on employee work enthusiasm at the Kediri City Education Office. The research method used is a quantitative approach through Likert scale data. The sample in this study amounted to 69 respondents taken from the total number of employees using saturated sampling techniques. The analysis technique in this study is multiple linear analysis, t-test, and f-test processed using SPSS software version 25. The results of the study prove that leadership style, compensation, and work motivation partially have a significant effect on work enthusiasm. Also, simultaneously leadership style, compensation, and work motivation have a significant effect on employee work enthusiasm.

The high rate of employee turnover in the café business, along with café Sapa Seduh's record-high turnover of 40% in the past year, prompted the research. The study used a quantitative methodology with an explanatory focus. With complete sampling as the method of selection, the population comprised all eighteen permanent employees. A validated and reliable Likert-scale questionnaire was used to gather data. Multiple linear regression in SPSS version 26 was used to analyse the data. The findings indicated that there was a significant partial effect of the workload variable on turnover intention (significance value 0.000 < 0.05), but no significant partial effect of the compensation variable (significance value 0.481 > 0.05). Nevertheless, the combination of workload and compensation had a notable impact on turnover intention (significance value 0.000 < 0.05), as determined by an Adjusted R Square value of 0.851. These results show that employees' intention to leave is most affected by workload. Consequently, in order to lower turnover rates, management should prioritise the equitable management of staff workloads.

This study aims to analyze the influence of work motivation on employee performance at PT Subur Plus. Work motivation is considered one of the crucial factors in enhancing both individual and team performance. The research employs a quantitative approach using a survey method with questionnaires distributed to 50 permanent employees in the operational and administrative divisions. Work motivation is measured through intrinsic and extrinsic factors, while employee performance is assessed based on quantity, quality, timeliness, and responsibility. The results of the analysis indicate that work motivation has a positive and significant effect on employee performance. The coefficient of determination (R²) of 94.7% shows that most of the variation in employee performance is influenced by work motivation. These findings highlight the importance of implementing effective strategies to enhance employee motivation through training programs, rewards, and the development of a supportive work environment.

Human Resource Management is the development of human resource that carry out planning, implementation, recruitment, career development of employees, employees and carry out initiatives on organizational development in an organization, or company. This study aims to analyze the implementation of employee performance management in a notary office. Performance management is a systematic process of organizational goals. In the notarial work environment, performance management plays a crucial role in ensuring legal service are accurate, timely, and professional. This research uses a qualitative approach with data collection techniques including interviews, observations, and document analysis. The result indicate that performance management has been applied through the setting of work targets, monitoring of outcomes, and the provisions of evaluations and feedback. However some challenges remain, such as the absence of structured evaluation system and a lack of regular training. The conclusions of this study emphasizes the importance of developing a more formal and measurable work management system in order to increase employee motivation and overall performance. The implications of the research are expected to be a reference in human resource development in notary office and other legal service institutions.

This study aims to determine the effect of work environment and rotation on employee performance at the Secretariat of the Human Resources Development Agency (BPSDM) of the Ministry of Transportation. A conducive work environment and the implementation of proper job rotation are believed to be able to increase employee motivation and work productivity. This study uses a quantitative approach with a survey method by distributing questionnaires to 30 respondents who are employees of the BPSDM Secretariat. Data analysis was carried out using multiple linear regression to test the simultaneous and partial effects between independent variables and dependent variables. The results of the study indicate that both the work environment and rotation have a positive and significant effect on employee performance, both partially and simultaneously. This indicates that improving the quality of the work environment and implementing proper job rotation can contribute to improving employee performance. Data collection used in this study was a questionnaire whose results were calculated using SPSS Version 25. The results of the F test in this study, the calculated F value obtained was 173.617 which means> F table 3.35 where the significance level is <0.05, which is 0.000. Therefore, the hypothesis that simultaneously states that the Work Environment and Rotation have a significant effect on employee performance is accepted.

This study aims to identify factors associated with work stress among employees of the Secretariat General of the Indonesian House of Representatives, particularly individual characteristics, workload, and social support. This study uses a cross-sectional design with a quantitative approach. The study sample consisted of 370 employees of the Secretariat General of the Indonesian House of Representatives, selected using stratified random sampling. Data analysis was conducted using the Chi-Square test for bivariate analysis and logistic regression for multivariate analysis. The results of the study indicate that 53.8% of employees experience high work-related stress. Individual characteristics (age, gender, education, length of service) do not show a significant relationship with work-related stress (p > 0.05). Workload has a very significant and perfect relationship with work-related stress (X² = 370,000; p < 0.001; Cramer's V = 1.000). Social support showed a highly significant negative relationship with work-related stress: support from superiors (OR = 5.65; p < 0.001), support from colleagues (OR = 5.72; p < 0.001), and support from family (OR = 5.89; p < 0.001). Workload is the primary predictor of work-related stress, while social support acts as a protective factor. Individual characteristics do not have a significant impact in the context of the Indonesian House of Representatives, indicating the dominance of situational factors. Recommendations: The implementation of a real-time workload monitoring system, supportive supervisor development programs, and strengthening social support through team-building activities and Employee Assistance Programs are needed to reduce work-related stress among employees.