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Tujuan penelitian ini adalah: untuk menganalisis pengaruh awareness & ownership; terhadap proses safety management ; pengaruh cascading communication terhadap awareness & ownership; pengaruh cascading communication terhadap proses safety management; pengaruh cascading communication terhadap proses safety management; pengaruh culture value implementation terhadap proses safety management . Sampel yang digunakan adalah 287 responden, yang merupakan bagian dari dari total populasi yang berjumlah 1009  responden. Teknik pengambilan sampel dilakukan secara disproportionate stratified random sampling (acak bertingkat tidak proporsional) karena terdapat tiga area kerja yaitu Dumai, Sungai Pakning, dan Pangkalan Brandan. Data yang dikumpulkan melalui kuesioner dan kemudian diolah secara parsial menggunakan SEM PLS. Hasil penelitian menunjukkan bahwa secara parsial dan simultan terdapat pengaruh positif signifikan antara awareness & ownership terhadap proses safety management, cascading communication berpengaruh positif signifikan terhadap awareness & ownership; pengaruh positif signifikan cascading communication terhadap proses safety management; pengaruh positif signifikan antara cascading communication terhadap proses safety management; pengaruh positif signifikan culture value implementation terhadap proses safety management.

Penelitian ini merupakan studi pengaruh motivasi kerja dan kepemimpinan melalui kepuasan kerja terhadap kinerja pada karyawan koperasi simpan pinjam masa pandemi Covid–19 di Brebes. Populasi penelitian ini adalah beberapa pegawai Koperasi Simpan Pinjam Arta Graha Mandiri, Buana Arta Prima dan Anugrah Tani Makmur Kantor Cabang Utama Brebes yang berjumlah  250 orang. Metode pengumpulan data yang digunakan adalah kuesioner. Uji instrument penelitian ini menggunakan uji validitas dan uji reliabilitas. Teknik analisis menggunakan analisis regresi berganda. Hasil uji analisis berganda adalah motivasi kerja berpengaruh positif dan signifikan terhadap kinerja karyawan. Kepemimpinan berpengaruh positif dan signifikan terhadap kinerja karyawan. Motivasi  kerja berpengaruh positif dan signifikan terhadap kepuasan kerja. Kepemimpinan berpengaruh positif dan signifikan terhadap kepuasan kerja. Kepuasan kerja berpengaruh positif dan signifikan terhadap kinerja karyawan. bahwa kepuasan kerja dapat memediasi atau memperkuat pengaruh variabel motivasi kerja terhadap kinerja karyawan. Kepuasan kerja dapat memediasi atau memperkuat pengaruh variabel kepemimpinan terhadap kinerja karyawan pada koperasi simpan pinjam di Brebes.

Penelitian ini merupakan studi untuk menganalisis pengaruh kinerja dan kepuasan kerja sebagai prediktor organizational Citizenship behavior dan pengembangan diri (Studi pada Perangkat Desa di Wilayah Kecamatan Wedung Kabupaten Demak). Populasi penelitian ini adalah sebanyak 176 Perangkat Desa di Wilayah Kecamatan Wedung Kabupaten Demak. Metode pengumpulan data yang digunakan melalui pengisian kuesioner secara langsung. Teknik analisis menggunakan analisis PLS-SEM. Hasil uji analisis PLS-SEM adalah terdapat pengaruh signifikan manajemen organizational citizenship behavior terhadap kinerja. Terdapat pengaruh organizational citizenship behavior terhadap Kepuasan Kerja. Terdapat pengaruh yang signifikan pengembangan diri terhadap kinerja. Terdapat pengaruh signifikan pengembangan diri terhadap kepuasan kerja

Peningkatan kinerja merupakan hal yang diinginkan oleh pemberi kerja maupun para pekerja. Kemampuan berinovasi menggambarkan pengetahuan yang digunakan seseorang untuk memecahkan tantangan atau masalah. Pegawai yang inovatif dapat memecahkan tantangan yang terkait dengan pengetahuan mereka dengan lebih cepat, atau lebih mudah. Penelitian ini bertujuan untuk menganalisis motivasi kerja dan budaya kerja terhadap kinerja pegawai dengan komitmen kerja sebagai variabel intervening studi empiris di Dinas Koperasi, UMKM Perindustrian dan Perdagangan (Diskoperindag) Kabupaten Pemalang. Hasil penelitian adalah 1) Motivasi Kerja berpengaruh positif terhadap komitmen kerja, 2) Budaya kerja berpengaruh positif terhadap komitmen kerja 3) Motivasi Kerja berpengaruh positif terhadap kinerja pegawai 4) ) Budaya kerja berpengaruh positif terhadap kinerja pegawai 5) Komitmen kerja berpengaruh signifikan terhadap kinerja pegawai, 6) Hasil temuan efek mediasi pertama dapat disimpulkan bahwa komitmen kerja mampu memediasi pengaruh Motivasi Kerja terhadap Kinerja pegawai  7) Hasil temuan efek mediasi kedua dapat disimpulkan bahwa Komitmen kerja mampu memediasi pengaruh Budaya kerja terhadap Kinerja pegawai.

Penelitian ini bertujuan untuk menganalisis pengaruh pengembangan karir, budaya kerja organisasi dan kepuasan konsumen terhadap kinerja pegawai baik secara langsung maupun tidak langsung melalui perilaku kerja inovatif pada Pegawai Sekretariat Daerah Kabupaten Pekalongan. Populasi yang digunakan pada penelitian ini adalah pegawai yang bekerja di Pegawai Sekretariat Daerah Kabupaten Pekalongan dengan jumlah 150 orang pegawai, dengan teknik pengambilan sampel dengan menggunakan rumus slovin, maka jumlah sampel yang digunakan sebanyak 110 responden. Sumber data yang digunakan data primer, dengan metode pengumpulan data kuesioner. Teknik analisis yang digunakan adalah Partial Least Square. Hasil penelitian menunjukkan bahwa pengembangan karir dan budaya kerja berpengaruh positif dan gignifikan terhadap kinerja pegawai. Pengembangan karir dan budaya kerja berpengaruh positif dan signifikan terhadap kepuasan kerja.

Penelitian ini bertujuan untuk menganalisis peran kompetensi dan lingkungan kerja terhadap kinerja pegawai baik secara langsung maupun tidak langsung pada Pegawai Dinas Perikanan Kabupaten Pemalang. Populasi yang digunakan pada penelitian ini adalah pegawai yang bekerja di Pegawai Dinas Perikanan Kabupaten Pemalang dengan jumlah 69 pegawai, dengan Penelitian ini populasi dan sampel jenuh yang diambil adalah seluruh  pegawai Dinas Perikanan Kabupaten Pemalang yang jumlah populasi sebanyak 69 responden yang akan dijadikan sampel jenuh dalam penelitian ini.  (Sugiyono, 2017) berpendapat bahwa sampel jenuh adalah teknik pemilihan sampael apabila semua anggota populasi dijadikan sampel. Teknik pengambilan samaple dalam penelitian ini menggunakan teknik sampel jenuh, dimana semua populasi dalam penelitian ini dijadikan sampel.Teknik analisis yang digunakan adalah Partial Least Square. Hasil penelitian menunjukkan bahwa kompetensi berpengaruh positif dan signifikan terhadap kinerja pegawai, lingkungan kerja berpengaruh positif dan signifikan terhadap kinerja pegawai. Kompetensi berpengaruh positif dan signifikan terhadap motivasi kerja. Lingkungan kerja berpengaruh positif dan signifikan terhadap motivasi kerja. Hasil uji mediasi menunjukkan bahwa motivasi kerja dapat memediasi pengaruh kompetensi terhadap kinerja pegawai, dan motivasi kerja dapat memediasi pengaruh lingkungan kerja terhadap kinerja pegawai

Penelitian ini bertujuan untuk menganalisis pengaruh motivasi berprestasi dan pembelajaran organisasi terhadap kinerja pegawai baik secara langsung maupun tidak langsung melalui perilaku kerja inovatif pada pegawai Kecamatan Pemalang. Populasi yang digunakan dalam penelitian ini adalah seluruh pegawai yang bekerja di Kecamatan Pemalang yang berjumlah 93 pegawai. Dengan teknik pengambilan sampel menggunakan metode sensus atau sampel jenuh, jumlah sampel yang digunakan sebanyak 93 responden. Sumber data yang digunakan adalah data primer, dengan metode pengumpulan data kuesioner. Teknik analisis yang digunakan adalah Partial Least Square. Hasil penelitian menunjukkan bahwa motivasi berprestasi berpengaruh positif dan signifikan terhadap kinerja pegawai, pembelajaran organisasi berpengaruh positif dan signifikan terhadap kinerja pegawai. Motivasi berprestasi berpengaruh positif dan signifikan terhadap perilaku kerja inovatif, pembelajaran organisasi berpengaruh positif dan signifikan terhadap perilaku kerja inovatif. Perilaku kerja inovatif berpengaruh positif dan signifikan terhadap kinerja karyawan. Hasil uji mediasi menunjukkan bahwa perilaku kerja inovatif dapat memediasi pengaruh motivasi berprestasi terhadap kinerja pegawai, dan perilaku kerja inovatif dapat memediasi pengaruh pembelajaran organisasi terhadap kinerja pegawai.  

Penelitian ini bertujuan untuk menganalisis pengaruh disiplin kerja dan pelatihan terhadap kinerja pegawai baik secara langsung maupun tidak langsung melalui kepuasan kerja pada pegawai Kesehatan RSUD Kajen Kabupaten Pekalongan. Populasi yang digunakan pada penelitian ini adalah pegawai yang bekerja di RSUD Kajen Kabupaten Pekalongan dengan jumlah 215 orang pegawai, dengan teknik pengambilan sampel dengan menggunakan rumus slovin, maka jumlah sampel yang digunakan sebanyak 140 responden. Sumber data yang digunakan data primer, dengan metode pengumpulan data kuesioner. Teknik analisis yang digunakan adalah Analisis Linier Berganda. Hasil penelitian menunjukkan bahwa disiplin kerja berpengaruh positif dan signifikan terhadap kinerja pegawai, pelatihan kerja berpengaruh positif dan signifikan terhadap kinerja pegawai. Disiplin kerja berpengaruh positif dan signifikan terhadap kepuasan kerja, pelatihan kerja berpengaruh positif dan signifikan terhadap kepuasan kerja. Kepuasan kerja berpengaruh positif dan signifikan terhadap kinerja pegawai. Hasil uji mediasi menunjukkan bahwa kepuasan kerja dapat memediasi pengaruh disiplin kerja terhadap kinerja pegawai, dan kepuasan kerja dapat memediasi pengaruh pelatihan kerja terhadap kinerja pegawai.

According to WHO (2015), TT immunization coverage in Africa reached 50%, with TT2 at 60%. In Indonesia, the Making Pregnancy Safer (MPS) program set a target of 95% Antenatal Care (K1) coverage, including TT2 by 2019. Puskesmas data in 2016 showed K1 coverage of 880 with TT1 at 27 (3.1%), and K4 at 739 with TT2 at 64 (8.6%). This study aims to assess premarital knowledge of TT immunization based on age, education, and occupation. Using a descriptive design and total sampling, 32 respondents were involved. Results showed most were under 20 years old (41%), had junior high school education (25%), and worked as entrepreneurs (19%). The lowest knowledge level was found among respondents with primary education (19%) and farmers (3%). It is recommended that midwives at Puskesmas Bestari intensify education to improve premarital knowledge about TT immunization.

This quantitative study seeks to ascertain the impact of organizational culture and leadership style on the work motivation of the “Melati Muda” mosque youth group in Suryowijayan, Yogyakarta.  The research had 46 active participants chosen through purposive sampling.  Data were gathered via questionnaires employing a Likert scale.  “The data were examined with multiple linear regression through IBM SPSS Statistics 26. The t-test results indicated that leadership style has a considerable impact on work motivation, although organizational culture does not have a meaningful partial influence.  The F-test demonstrates that both factors collectively exert a considerable influence on work motivation.  The Adjusted R Square value of 0.215 signifies that the independent variables account for 21.5% of the variance in work motivation, whilst the remaining 78.5% is affected by factors not analyzed in this study.  These findings underscore the significance of proficient leadership in augmenting motivation within faith-based youth groups.

Environmental health and occupational safety issues are important aspects in efforts to maintain environmental health and safety for workers in industrial areas. This study aims to improve understanding of environmental health and occupational safety through educational visits to PT Sumatera Deli Lestari Indah. The method used was educational participatory observation of workers at PT Sumatera Deli Lestari Indah. The results of the study indicate that most workers already have basic knowledge about environmental health and Occupational Health and Safety (OHS), but there are still gaps in implementation, such as the use of personal protective equipment (PPE) and inconsistent monitoring of environmental health. Therefore, this activity provides a more comprehensive understanding and encourages healthier work behavior. The expected outcomes of this activity are not only improved worker knowledge but also changes in attitudes and work habits that prioritize health and safety. In the long term, this activity is expected to contribute to improved workplace environmental quality and worker productivity at PT Sumatera Deli Lestari Indah.

Beji District Office is 1 of 11 districts in the city of Depok which has the task of assisting the Mayor in coordinating the implementation of general government affairs, government affairs in the field of community empowerment and sub-districts as well as the delegation of some government affairs in other fields.The sample in the study was 38 respondents using saturated sampling techniques, all populations in this study were used as research samples. The data collection technique uses a questionnaire method with a Likert scale. Based on the results of this study, the variable Work Environment (X1) has a positive and significant influence on Employee Performance (Y) obtained from the calculation of the calculation of the ttable > (4.217 > 1.690) with a significance level of 0.001 < 0.05. The Work Discipline Variable (X2) has a positive and significant influence on Employee Performance (Y). This is shown from the results of the calculation of the tcount > ttable (5.176 > 1.690) with a significant level of 0.001<0.05. Simultaneously, the variables of Work Environment (X1) and the variables of Employee Performance (X2) have a positive and significant influence on Employee Performance (Y). This was obtained from the results of the calculation of Fcount of 171.585 with a significant level of 0.001 < 0.05 and Fcal > Ftabel (171.585 > 3.27). The results of the analysis of the determination coefficient (R2) obtained R Square of 0.907 or 90.7% were influenced by the variables of Work Environment (X1) and the variable of Work Discipline (X2) while the remaining 9.3% were influenced by other independent variables that were not studied in this study.   Keywords: ,, 

Employee performance, which is a reflection of their competence in completing tasks, is very important for achieving organizational goals. Therefore, improving performance is a top priority for the company.This quantitative research aims to analyze the factors that influence employee performance in the Quality Control division of PT. Hwa Seung Indonesia, Jepara. Of the total 174 employees, 121 were used as research samples selected using the Slovin formula. Data collection was carried out through questionnaires with saturated sampling techniques. The collected data was then analyzed using various statistical methods, including multiple linear regression analysis. The research results show that the variables workload, compensation (t-value 2.865), work discipline (t-value 4.707), and motivation (t-value 4.425) together have a positive and significant influence on employee performance.

This study aims to determine the influence of work discipline, workload, and work environment on employee performance at the Mranggen village office.The method used in this study is a quantitative approach. The population in this research consists of employees working at the Mranggen village office, with a sample of 40 respondents selected using Saturation Sampling  technique. The data analysis method used is multiple linear regression analysis.The results of the study show that, based on the t-test and F-test, work discipline and work environment have a positive and significant effect on employee performance. Meanwhile, workload has a negative and significant effect on employee performance. Furthermore, work discipline, workload, and work environment simultaneously have a significant effect on employee performance.This study supports various theories that highlight the significant role of work discipline and work environment in shaping employee performance. The implication of this research is expected to contribute to the improvement of employee performance.

Workshop Pra Jabatan Pengurus Orang Muda Katolik diselenggarakan sebagai sarana pembekalan awal bagi para calon pengurus agar memiliki pemahaman, keterampilan, serta sikap dasar yang diperlukan dalam menjalankan tanggung jawab organisasi. Kegiatan ini bertujuan untuk memperkuat identitas OMK Paroki Katedral St. Yoseph Maumere dalam iman Katolik , menumbuhkan jiwa kepemimpinan yang berlandaskan nilai-nilai Kristiani, serta mengembangkan kemampuan manajerial dan komunikasi yang efektif. Melalui pendekatan partisipatif berupa diskusi, simulasi, dan kerja kelompok, OMK diajak untuk mengalami proses pembelajaran yang kontekstual sekaligus membangun kebersamaan. Hasil yang diharapkan adalah terciptanya pengurus Orang Muda Katolik Paroki Katedral St. Yoseph Maumere yang kompeten, berintegritas, serta siap mengemban misi pelayanan di tengah Gereja dan masyarakat. Workshop ini menjadi fondasi penting untuk mendukung keberlanjutan dan dinamika organisasi Orang Muda Katolik dalam menjawab tantangan zaman.

This study aims to examine the influence of work culture on the performance of office employees of PT. Antareja Mahada Makmur, the influence of the work environment on the performance of office employees of PT. Antareja Mahada Makmur, the influence of work discipline on the performance of office employees of PT. Antareja Mahada Makmur and the influence of work culture, work environment and work discipline on the performance of employees of PT. Antareja Mahada Makmur simultaneously. The subjects of the study were 45 employees of PT. Antareja Mahada Makmur. The sampling technique used simple random sampling. The measurement scale used in this study was the Likert scale. The data analysis technique used in the study was multiple linear analysis. The results showed that the F count value of 115.795> F table 2.83 and a significance level of 0.000 <0.05, meaning that the hypothesis was accepted, where there was an influence between the variables of work culture, work environment and work discipline simultaneously on the performance of employees of PT. Antareja Mahada Makmur. Then each variable of work culture, work environment and work discipline affects the performance of employees of PT. Antareja Mahada Makmur with a significance value of 0.000 < 0.05.

This study is a survey study on employees of PT. Telkom Indonesia Witel Solo. The purpose of this study is to examine the effect of self-efficacy, workload and work life balance on job satisfaction. The type of data used is quantitative data, the data source used is primary data. Data collection in this study was carried out by distributing researcher questionnaires to the relevant respondents. The population in this study were employees of PT. Telkom Indonesia Witel Solo. The sampling technique in this study used simple random sampling technique and obtained a sample of 120 respondents. Data were collected with a questionnaire that had been tested for validity and reliability. The data analysis technique used multiple linear regression analysis, t-test, F-test and coefficient of determination (R2).The results of this study indicate that self-efficacy has a significant effect on employee job satisfaction at PT. Telkom Indonesia Witel Solo. Workload has a significant effect on employee job satisfaction at PT. Telkom Indonesia Witel Solo. Work life balance has a significant effect on employee job satisfaction at PT. Telkom Indonesia Witel Solo. The results of the determination coefficient obtained an adjusted R square value of 0.438, which means that the contribution of the influence of the variables self-efficacy, workload and work life balance to the job satisfaction variable is 43.8%

This study aims to determine the effect of compensation and benefits on employee job satisfaction. Fair, adequate, and transparent compensation is considered a crucial factor influencing employee morale, loyalty, and retention. The study identifies seven key indicators to measure the impact of compensation on job satisfaction: salary adequacy, compensation fairness, punctuality of payments, compensation system transparency, incentives and bonuses, overall compensation satisfaction, and employee retention. The analysis results show that compensation has a significant influence on job satisfaction. Additionally, compensation effectiveness is affected by economic conditions, compensation system structure, and the relevance of compensation to employee needs. The study concludes that well-designed compensation can be a strategic tool for improving performance and reducing employee turnover.

This study aims to examine the legal protection of workers' rights who are terminated due to economic recession and to analyze the use of economic recession as a valid reason for termination of employment. This is a normative legal research that uses a statutory approach and a conceptual approach. The research relies on primary legal materials such as the 1945 Constitution of the Republic of Indonesia, the Civil Code, Law Number 13 of 2003 concerning Manpower, and Law Number 11 of 2020 concerning Job Creation, as well as secondary legal materials including books, journals, and scholarly articles. The results of the research show that: 1) an economic recession can be considered a valid reason for termination of employment within a company, as it may fall under the category of force majeure, provided that the company still respects the employment agreement and principles of fairness; and 2) legal protection for workers who are laid off due to an economic recession is divided into two forms: internal legal protection (based on the contents of the employment agreement) and external legal protection (based on statutory provisions). In this regard, workers still have the right to receive severance pay, long service pay, and compensation for entitlements.

Employee work motivation stands as a pivotal aspect capable of significantly enhancing employee performance within any organizational setting. This qualitative study endeavors to comprehensively gather information regarding the multifaceted factors that influence employee work motivation, ultimately impacting their overall performance. Utilizing a qualitative research methodology with a robust literature review approach, this investigation systematically reviews and synthesizes findings from an array of prior studies. The synthesis of our findings reveals two primary categories of factors critically affecting employee work motivation: external and internal factors. External factors encompass crucial elements such as the work environment, salary structures, the quality of supervisor treatment, and prevailing company policies. Conversely, internal factors primarily involve an individual's personal desires and inherent needs that require fulfillment within the employee. In light of these findings, it is imperative for organizations to address and fulfill these identified factors, particularly external ones, as a strategic endeavor to elevate and sustain employee performance.