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This study explores the impact of organizational commitment, rewards, and punishment on employee performance at Perum DAMRI Bandar Lampung, a branch of the state-owned enterprise specializing in land transportation services for passengers and cargo. The research arises from the necessity to improve employee performance by leveraging both internal and external motivational factors, including employee loyalty, reward systems, and disciplinary actions. Using a quantitative research design, data were collected through a structured survey distributed to 168 active employees of the organization. The collected data were then analyzed using multiple linear regression through SPSS version 24. The study found that organizational commitment and rewards have a significant and positive influence on employee performance. These findings support the proposed hypotheses and highlight the importance of fostering employee loyalty and implementing an effective reward system to boost performance outcomes. In contrast, the analysis revealed that punishment does not have a significant positive effect on employee performance. This suggests that punitive measures alone may not be effective in encouraging desired work behaviors or improving overall performance. Based on these findings, it is recommended that Perum DAMRI Bandar Lampung prioritize initiatives that strengthen organizational commitment and develop a fair, transparent, and performance-based reward system. Such efforts are likely to enhance employee motivation and productivity. Additionally, the current approach to punishment should be critically evaluated to determine its role and effectiveness in supporting performance goals. A more constructive disciplinary framework may be needed to align with modern human resource management practices. This study contributes to the broader understanding of performance management in state-owned enterprises, especially in the transportation sector.

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.

This study aims to analyze the impact of work discipline, work-life balance, and employee engagement on employee performance at PT Globalindo Intimates Klaten. The population for this research consisted of approximately 3,000 employees, with a sample of 97 respondents selected using purposive sampling. This sampling method was employed to target employees who met specific criteria relevant to the research objectives. The data for the study were collected through a questionnaire that utilized a Likert scale, and the analysis was conducted using SPSS software. The analytical process included validity and reliability tests, classical assumption tests, and hypothesis testing. The results of the study indicated that work discipline, work-life balance, and employee engagement had a positive and significant effect on employee performance, both independently and in combination. Specifically, work discipline plays a key role in ensuring that employees adhere to organizational rules and regulations, which contributes to improved performance. Work-life balance helps employees manage their personal and professional lives, reducing stress and improving overall job satisfaction, which in turn enhances performance. Employee engagement, which refers to the level of enthusiasm and commitment employees have toward their work, was found to significantly influence their performance as well. The study suggests that organizations should focus on fostering a strong work ethic, providing support for work-life balance, and increasing employee engagement in order to improve overall performance. The findings emphasize that when employees are disciplined, maintain a healthy work-life balance, and are engaged with their work, their productivity increases, leading to improved outcomes for the organization. This research highlights the importance of these factors in creating a motivated and high-performing workforce, and the results can be used to inform human resource strategies in other organizations aiming to improve employee performance and achieve organizational success.

This study aims to examine the mediating role of Organizational Citizenship Behavior (OCB) in the relationship between Perceived Organizational Support (POS), Perceived Organizational Commitment (POC), and employee performance in a state-owned enterprise in Indonesia. In the context of growing public expectations for improved service quality, organizations are challenged to enhance employee performance not only in formal roles but also in discretionary behaviors. Based on Social Exchange Theory (SET), this research proposes that POS and POC can affect performance both directly and indirectly through OCB. Data were collected through a census of 138 permanent employees at PT Jasa Raharja, East Java Branch. The analysis employed Partial Least Squares Structural Equation Modeling (PLS-SEM) to test the hypothesized relationships. The findings show that POS has a significant positive influence on both OCB and employee performance. On the other hand, POC significantly influences OCB but does not have a direct impact on performance. The results also reveal that OCB plays a partial mediating role in the relationship between POS and performance, while it acts as a full mediator in the relationship between POC and performance. These findings emphasize the importance of fostering OCB within the organization to optimize the impact of support and commitment on employee performance. Encouraging voluntary, extra-role behaviors can bridge the gap between how employees perceive organizational treatment and how they perform. The study suggests practical implications for human resource management in public sector institutions. Policies should focus on building a supportive and engaging work climate that enhances affective commitment and acknowledges employee contributions beyond formal duties. Doing so will not only improve individual performance but also contribute to broader organizational effectiveness in a competitive and service-oriented environment.

This community service program aimed to enhance the safety compliance and service quality of gas station (SPBU) operators in Semarang through a structured refresher training initiative. The training was conducted over eight days and involved 120 participants from eight different SPBU locations. The program adopted a comprehensive approach by combining theoretical sessions, practical simulations, and role-playing exercises tailored to address real-world scenarios faced by SPBU personnel. Key training components included emergency response protocols, customer service excellence, complaint management, and adherence to safety procedures. The outcomes of the program showed measurable improvements. Post-training evaluations revealed a significant increase in participants’ knowledge and understanding of operational safety and service standards. Additionally, a notable reduction in emergency response times was observed during simulated drills. Feedback collected from the participants indicated enhanced confidence in handling routine operations, responding to customer complaints, and executing emergency procedures. This reflects the program’s success in not only increasing technical competence but also in boosting the professional demeanor of SPBU staff. Despite its success, the program encountered challenges, particularly in aligning the training schedule with participants’ daily work commitments, which occasionally hindered full attendance. To ensure long-term impact and continuity, the program recommends implementing annual refresher training sessions in collaboration with local safety and regulatory authorities. This would foster a culture of continuous improvement and compliance among SPBU operators, ultimately contributing to safer and more efficient fuel service operations in the region. Overall, the initiative highlights the critical role of ongoing professional development in enhancing service delivery and maintaining high safety standards in the fuel retail sector.

The Community Service Program (KKN) is an intracurricular activity that is mandatory for students as a form of community service. In this context, the KKN group R1 of Janabadra University Yogyakarta conducted a service activity in Banyurejo Village, Yogyakarta City, for six weeks. This activity carried the main theme of community empowerment in environmental management, with a primary focus on increasing awareness of the economic potential of waste through the implementation of an Environmental Workshop with the theme "Waste as Economic Potential: Creating an Independent and Clean Village." This workshop was the core agenda that involved the active participation of residents in discussing and practicing waste management that was wise, economically valuable, and environmentally friendly. To support this main activity, several supporting programs were also implemented, including: Ceria Class as a medium for environmental education for children, the establishment of a Waste Bank, joint exercise activities with residents, village clean-up actions, synergy with the PKK women's group, and educational seminars on the environment and health. All activities were designed with a community-based educational and participatory approach, to encourage direct community involvement in creating change. During the implementation period, this program showed positive results. There was an increase in public awareness of the importance of structured and sustainable waste management. Furthermore, residents have begun to demonstrate their initiative by establishing neighborhood-level waste banks, demonstrating their commitment to community-based waste management. Participation from various community elements, including children, housewives, and community leaders, is key to the success of this initiative. The success of the Janabadra University Community Service Program (KKN) group R1 is expected to serve as a model for other regions in designing and implementing community empowerment programs, particularly in the environmental sector.

This study investigates the educational role of a mother in Iwan Setyawan’s Novel 9 Summers 10 Autumns. The research addresses three main problems: (1) How does the mother prioritized family needs in 9 Summers 10 Autumns novel a translated by Maggie Tiojakin (2) How does the role of mother to create children’s educations in 9 Summers 10 Autumns novel a translated by Maggie Tiojakin. Using a qualitative approach, data were collected through documentation. The data collection process in this research involves identified, classified, analyzed, and organized systematically to support the completion of the research. The data were analyzed through identification, classification, description, and interpretation. The findings reveal that she manages household needs with precision, provides warmth and security, and remains strong despite her husband's imprisonment. Her modest home, though small, becomes a place filled with love, simplicity, and gratitude. Her sacrifices selling belongings and borrowing money reflect her unwavering dedication to her family’s survival and harmony. Her commitment to education is shown through her tireless support, never letting her children work, and always encouraging them to study and succeed. Her love and sacrifices result in her children graduating from university and eventually improving the family’s quality of life. The novel illustrates the power of maternal love, perseverance, and the profound impact of a mother’s role in shaping her children’s future.

Employee retention is a crucial aspect of human resource management, reflecting an organization's ability to retain its workforce over the long term. This study aims to analyze the effect of organizational commitment on employee retention, with job satisfaction as a mediating variable. The study was conducted at PT. BPR Tri Darma Putri Klungkung, involving a total of 57 employees as respondents. A quantitative associative approach was employed, and data were collected using a structured questionnaire. Data analysis was carried out using Partial Least Squares (PLS) based on Structural Equation Modeling (SEM). The results reveal that organizational commitment has a significant positive effect on employee retention. Additionally, organizational commitment significantly affects job satisfaction, and job satisfaction, in turn, has a significant positive influence on employee retention. Furthermore, job satisfaction partially and complementarily mediates the relationship between organizational commitment and employee retention at PT. BPR Tri Darma Putri Klungkung. This study reinforces social exchange theory and offers practical implications for company management to enhance employee retention through strengthening commitment and job satisfaction.

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%).

The high level of turnover intention in frontliner employees is a serious challenge for retail companies, including CV. Premium Indonesia. This study aims to analyze the effect of transactional leadership on turnover intention mediated by organizational commitment. This research uses a quantitative approach with survey techniques on 56 frontliner respondents. The results showed that transactional leadership has a negative influence on turnover intention. This means that the more effective the application of transactional leadership style, the lower the employee's intention to leave the company. In addition, organizational commitment also negatively affects turnover intention and is proven to be able to mediate the relationship between transactional leadership and turnover intention. These findings confirm the important role of leadership and commitment in retaining the workforce, especially in the dynamic and competitive retail sector.

This study aims to map and analyze the development of literature related to diversity management, organizational culture, leadership, and human resource management through a systematic literature review approach. The method used is content analysis of 12 selected scientific journals published between 2017 and 2024. The results of the study indicate that diversity management significantly contributes to improving employee performance, with inclusive leadership, training and development programs, and fair policies as the main supporting factors. Research on organizational culture indicates that organizational values, norms, and customs play an important role in shaping employee loyalty and commitment, although their influence on organizational performance varies depending on the situation and environment. Additionally, it was found that organizational communication factors have a greater influence on performance compared to organizational cultural factors. In terms of leadership, transformational leadership style has been proven to have a positive impact on employee job satisfaction and productivity. Based on this mapping, an integrated framework has been developed that can be used as a reference for further research and strategies for managing workforce diversity, particularly in the context of Indonesia, which has high social and cultural diversity. In general, these findings emphasize the importance of implementing a comprehensive approach to human resource management to achieve organizational effectiveness in a diverse work environment.   Keywords: Diversity Management, Organizational Values, Leadership Style, Human Resources, Employee Performance.

This study aims to analyze the implementation of Total Quality Management (TQM) and its influence on employee performance at the Kepiting Soka Micro, Small, and Medium Enterprise (MSME) in Pangkalan Batu, Langkat Regency. This MSME operates in the soft-shell crab processing sector and faces challenges in maintaining product quality and production efficiency. The research uses a qualitative descriptive method, with data collection techniques including observation, interviews, and documentation. The results show that TQM implementation remains informal and unstructured. Although work practices such as precision and compliance with instructions reflect basic TQM principles, employee understanding of the concept is limited. Employee involvement in quality evaluation is also minimal, and there is no documented quality management system in place. The main obstacles In applying TQM in this MSME include a lack of training, limited resources, and the absence of clear Standard Operating Procedures (SOPs). Therefore, a gradual implementation of TQM is necessary, starting with the development of SOPs, regular training, and strengthening commitment to quality. These steps are expected to improve employee performance and enhance the competitiveness of The product in the market.    

This study is motivated by the high competition and complexity whitin organizations, underscoring the vital role of leadership in fostering a productive work environment, as well as the significance of job satisfaction and organizational commitment in supporting overall success. The objective of this research is to examine the influence leadership on both job satisfaction and organizational commitment trough a relevant literature review. The method employe dis a deskriptive qualitative literature review. Literture was acquired via Google Scholar from 2015 until 2025 using relevant keyword, the analyzed thematically. The findings indicate that leadership significantly and positively influences both the enhancement of job satisfaction and the formation of organizational commitment. Effective leadership, such as the ability to provide solutions, recognition, supervision, and involve employees in decision-making, demonstrably increases employee satisfaction and loyalty. Overall, strong leadership is a crucial prerequisite for cultivating job satisfaction and building solid organizational commitment, serving as a foundation for achieving organizational objectives. This study contributes to understanding the relationship among these three variables, given the limited research simultaneously examining leadership, job satisfaction, and organizational commitmen whitin a single literature review.

Human resources play a fundamental role as a key component in supporting the success of an organization or agency, including village governments, as they serve as the link between formulated visions, missions, and targets and their actual implementation in the field. This study specifically focuses on examining the influence of transformational leadership, communication, and the work environment on the performance of village officials, with job satisfaction as a key mediating variable. The research method employed a quantitative approach with purposive sampling, involving 79 village officials deemed representative of the population. The findings indicate that transformational leadership partially has a significant impact on increasing the motivation, loyalty, and work ethic of village officials, as visionary leaders are able to direct, inspire, and encourage employees to work more optimally. Communication has also been shown to play a significant role, as open, two-way, and transparent communication minimizes misunderstandings and creates harmonious working relationships among employees and between superiors and subordinates. A conducive work environment, both physically, psychologically, and socially, contributes to a sense of security, comfort, and higher work morale. Furthermore, this study confirms that job satisfaction is a crucial mediating factor in linking transformational leadership, communication, and the work environment with the performance of village officials. This is because when employees are satisfied with their jobs, their commitment, productivity, and dedication to their tasks increase significantly. Therefore, this study emphasizes the need for an integrated strategy in human resource management at the village level, with an emphasis on an inspirational leadership style, an effective communication system, the creation of a healthy work environment, and increasing job satisfaction as a sustainable effort.

PT Perkebunan Nusantara I (PTPN I) is an Indonesian State-Owned Enterprise (BUMN) specializing in plantation operations, particularly the cultivation and processing of primary commodities, including rubber, coffee, and tea. Additionally, the company engages in secondary ventures such as tobacco production, plastic sack manufacturing, and asset optimization. As of December 1, 2023, PTPN I functions as a subholding entity with regional offices strategically located in Sumatra, Java, and Sulawesi to enhance operational efficiency. The company was originally established in Aceh in 1961 as PPN Kesatuan Aceh, marking the beginning of its long-standing presence in the industry.This study aims to analyze the impact of transformational leadership, internal communication, and work ability on both organizational commitment and organizational performance at PTPN I’s Surabaya region. Utilizing a quantitative causal-explanatory approach, primary data was collected through structured questionnaires. The target population comprised employees of PTPN I in Surabaya, with 100 respondents selected via purposive sampling. Data analysis techniques included descriptive statistics and SEM-PLS (Structural Equation Modeling-Partial Least Squares). Findings reveal that transformational leadership, internal communication, and work ability significantly and positively influence organizational commitment. Likewise, transformational leadership, work ability, and organizational commitment exhibit a significant positive relationship with organizational performance. However, although internal communication has a favorable effect, its impact on organizational performance is not statistically significant in this context.

The advancement of digital technology has revolutionized the way tourism destinations are promoted, particularly by local communities. This article presents the results of a community service program conducted by graduate students of the Master of Communication Science at Universitas Paramadina, Cikarang Campus, focusing on optimizing tourism promotion through digital marketing in Kampoeng Kita Setu, Bekasi Regency. The program aimed to empower local Tourism Awareness Groups (Pokdarwis) through a series of activities such as seminars, workshops, the launch of a digital tourism map, digital content creation training, and the signing of an Implementation Agreement. The primary objective was to enhance the capacity of Pokdarwis in utilizing social media as an effective and sustainable promotional tool. Collaboration among community members, academics, and local government emerged as a key factor in developing community-based tourism. The program outcomes indicate a significant improvement in digital literacy among Pokdarwis members and a growing commitment to independently and professionally manage destination promotion.

This study aims to analyze the effect of implementing a Management Information System on employee performance improvement at the Serang City Department of Transportation. Management Information System serves as a tool for data management, reporting, and decision-making support based on information technology. The research uses a quantitative approach with survey methods, by distributing questionnaires to employees from various divisions within the Serang City Department of Transportation. The results show that a structured and integrated Management Information System significantly influences work effectiveness, task completion timeliness, and employee performance accountability. Supporting factors such as system usage training, Information and Communication Technology infrastructure readiness, and leadership commitment further strengthen the positive impact of Management Information System on employee performance. This study recommends strengthening human resources and continuously developing the system to improve transportation services and support bureaucratic reform in the Serang City Department of Transportation.

This study aims to analyze the influence of core values of Morality, work facilities, and work- life balance on employee commitment, with mental well-being as a mediating variable. This study was conducted on employees in the Administrative Bureau of the Leadership of the Regional Secretariat of East Java Province using a quantitative approach. Data was collected through a questionnaire of 50 respondents and analyzed using regression tests and Sobel Test to test the mediation effect. The results of the study show that the core values of Ber-Akhlak in work, work facilities, and work-life balance have a positive and significant influence on mental well-being. In addition, mental well-being has a significant influence on employee commitment and mediates the relationship between the three independent variables and employee commitment. Work facilities provide the greatest mediation influence compared to the core values of Moral Character and Work-Life Balance, emphasizing the importance of the role of leaders in supporting the mental welfare of employees in carrying out their work. This finding gives implications that the Administrative Bureau of the Leadership of the Regional Secretariat of East Java Province can increase employee commitment by implementing the core value policy of Ber-Akhlak, supporting work-life balance, and strengthening work facilities. This research also contributes to the human resource management literature by offering a new perspective in supporting employee mental well-being as a strategic factor in increasing organizational loyalty.

Work loyalty is a fundamental pillar in human resource management that plays a critical role in sustaining organizational development and enhancing employee productivity. This study aims to explore and analyze the strategies implemented by PT. Bank BTPN Syariah MMS Rantau Rasau in maintaining employee loyalty, particularly among Community Officers who serve as the frontline representatives of the bank in delivering services directly to local communities. The research adopts a descriptive qualitative approach using in-depth interviews and documentation as data collection techniques. The findings reveal that work loyalty can be fostered through several strategies, including equitable and measurable reward systems, regular and relevant training, structured career development, and appropriate compensation and performance-based incentives. Additionally, leadership support and effective two way communication between management and employees play a crucial role in cultivating a sense of ownership and emotional attachment to the organization. These strategies significantly contribute to strengthening employee commitment, dedication, and the willingness to stay and grow with the company, ultimately leading to increased productivity in both quantitative target achievement and qualitative service delivery. This study offers practical implications for the development of human resource management policies in the Islamic banking sector and serves as a reference for other organizations facing similar challenges in maintaining employee loyalty and improving productivity. A comprehensive understanding of loyalty strategies enables organizations to build a sustainable and productive work environment.

This study aims to determine the level of teacher work discipline at SDIT Ash Haabul Kahfi Lubuk Alung. Work discipline is an important factor in improving the quality of education because it is directly related to the responsibility and professionalism of teachers in carrying out their duties. The method used in this research is a quantitative approach with descriptive techniques. Data were obtained through observation, questionnaires, and documentation, which were then analyzed to see the tendency of teachers' disciplinary behavior. The results showed that the overall level of teacher discipline was in the high category. Teachers at SDIT Ash Haabul Kahfi Lubuk Alung show punctuality, obedience to rules, and consistent execution of tasks. This reflects an effective school management system and teachers' personal commitment to carrying out their professional responsibilities. This good work discipline has a positive impact on the learning environment and supports the achievement of educational goals at school.