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Hubungan antara budaya organisasi, kepuasan kerja dan kompensasi finansial terhadap kinerja karyawan PT Kereta Api Indonesia (Persero) Daop 3 Cirebon adalah subjek penelitian ini. Pendekatan kuantitatif diterapkan dalam penelitian ini, dengan menggunakan analisis regresi berganda yang diolah melalui perangkat lunak SPSS versi 26. Penelitian ini melibatkan sampel sebanyak 111 orang yang terpilih secara acak dari 153 orang populasi dalam penelitian. Budaya organisasi dan kepuasan kerja memberikan pengaruh signifikan terhadap kinerja karyawan. Budaya organisasi yang kuat juga kepuasan kerja yang tinggi dapat menciptakan lingkungan kerja menjadi menyenangkan, menambah motivasi, kesetiaan, dan produktivitas karyawan. Kompensasi finansial, di sisi lain, memiliki dampak yang tidak signifikan dan bahkan mungkin berkorelasi negatif dengan kinerja karyawan. Ini menunjukkan bahwa ketidaksesuaian antara kompensasi yang diharapkan dan apa yang sebenarnya terjadi dapat mengurangi keinginan untuk bekerja. Oleh karena itu, meningkatkan kinerja karyawan hanya dapat dicapai dengan meningkatkan budaya organisasi dan memastikan bahwa karyawan tetap puas dengan pekerjaan mereka daripada hanya mengandalkan kompensasi.

This study aims to determine the effect of training and work motivation on the performance of employees at the Jambi Province Public Works and Public Housing Agency. The background of this research is the decline in employee performance target achievements, which is influenced by budget constraints, limited training opportunities, and low work motivation due to a lack of recognition and organizational support. The research method used is a quantitative method with a descriptive approach and a case study, conducted on employees of the Public Works and Public Housing Agency of Jambi Province. The results show that training has a positive and significant effect on improving employee performance. Training not only serves as a means of instruction but also as a tool for developing employee skills and competencies. Conversely, work motivation has a negative and insignificant effect on employee performance, which is influenced by unmet needs for security, recognition, and encouragement to achieve goals. However, simultaneously, training and work motivation have a positive and significant effect on employee performance. This study concludes that effective training management and appropriate motivational strategies are crucial for improving the performance of employees at the Public Works and Public Housing Agency of Jambi Province.

N the rapidly evolving digital era, decision-making has become a critical aspect across various fields, including education, where choices such as selecting an Islamic boarding school (pondok pesantren) are often influenced by complex and subjective factors. This study addresses the dilemma faced by Diyah, a junior high school student, in determining the best reasons for choosing Pondok Pesantren Darularafah Raya, highlighting the limitations of manual, personal-based processes that fail to systematically consider measurable criteria like educational quality, learning environment, facilities, discipline, and instilled religious values. The advancement of information technology provides a solution through Decision Support Systems (DSS), utilizing the ORESTE (Organization, Rangement Et Synthèse De Données Relationnelles) method, which effectively processes ordinal data to produce objective rankings based on subjective yet structured preferences. Unlike other methods such as SAW or AHP that rely on numerical data, ORESTE emphasizes relative preference weights, making it suitable for individual decision-making contexts like educational choices. The novelty of this research lies in applying ORESTE in a DSS focused on analyzing an individual's best reasons for selecting a pesantren, aiming to reduce subjective bias and enhance rationality. The primary objective is to develop a DSS using the ORESTE method to analyze and determine Diyah's optimal reasons for choosing the pesantren. Through this, the system is expected to accelerate evaluation processes, improve objectivity, and identify dominant factors influencing educational decisions. Findings from the implementation demonstrate accurate rankings that prioritize key criteria, leading to more efficient and data-driven outcomes. Implications include aiding students, schools, and educators in understanding influential factors, fostering objective assessment systems, and serving as a reference for future studies integrating MCDM methods with computer-based systems in personalized educational decision-making.

This study aims to analyze the institutional effectiveness of Women Farmers Groups (Kelompok Wanita Tani/KWT) in enhancing members’ capacity and their role in agricultural enterprise development in Puulemo Village, Kolaka Regency. A descriptive qualitative approach was employed, with data collected through field observations, in-depth interviews with KWT leaders and members, and a review of relevant secondary data. Data were analyzed inductively through data reduction, data display, and thematic conclusion drawing.The findings indicate that the institutional effectiveness of the KWT is categorized as moderately effective, as reflected in a clear organizational structure, relatively high member participation, and the implementation of various capacity-building activities, including organic fertilizer production, horticultural cultivation, local food processing, and basic marketing practices. These activities have positively contributed to improving members’ knowledge, skills, and economic independence. However, institutional effectiveness has not been fully optimized due to limited post-training assistance, low digital literacy, and inadequate utilization of information technology for business development and product marketing.Furthermore, the KWT plays a strategic role in agricultural enterprise development through production activities, value-added processing, and local-scale marketing, which contribute to increasing household income. This study highlights the importance of strengthening institutional capacity, improving human resources, and optimizing the use of information technology and digital marketing to enhance the sustainability of KWT as a driver of rural women’s economic empowerment and local food security.

This study discusses the Effectiveness of Monitoring the Tangerang Regent Regulation Number 12 of 2022 concerning the Restriction of Operational Hours for Freight Vehicles on Roads in Kronjo District, Tangerang Regency. The purpose of this research is to understand how effectively the monitoring of the Regent Regulation Number 12 of 2022 is being implemented in relation to limiting the operational hours of freight vehicles in the Kronjo District, Tangerang Regency. This study employs a descriptive qualitative method. Data collection techniques include observation, direct interviews, and documentation. The validity of the data was tested using triangulation and member checks, based on the theory of Effective Supervision by Handoko, which includes the following indicators: Accurate, Timely, Objective and Comprehensive, Focused on Strategic Control Points, Economically Realistic, Organizationally Realistic, Coordinated with Workflow, Flexible, Operationally Instructive, and Accepted by Members of the Organization. The results of the study show that monitoring of Regent Regulation Number 12 of 2022 in Kronjo District has had a positive impact, as evidenced by a reduction in traffic congestion and accidents caused by trucks. However, the effectiveness of the monitoring is not yet optimal, as some vehicles still operate outside the permitted hours, partly due to the lack of infrastructure, such as monitoring posts in the Kronjo area.

This study examines the strategic role of job satisfaction in shaping organizational commitment in the context of companies by synthesizing empirical evidence published between 2016 and 2025. Although it has been extensively researched, findings related to the consistency and determinants of the relationship between job satisfaction and organizational commitment are still scattered and have not been integrated, thus requiring comprehensive mapping. Therefore, this study aims to identify empirical patterns, conceptual issues, and theoretical foundations that explain how job satisfaction contributes to the formation of organizational commitment. Using the PRISMA based Systematic Literature Review (SLR) method, 35 articles were selected through the stages of identification, screening, quality assessment, and thematic synthesis. The review results show that job satisfaction is consistently a major predictor of organizational commitment in various corporate sectors. These findings are consistent with theories such as Social Exchange Theory, Equity Theory, Herzberg's Two Factor Theory, and Job Demands Resources Model, which explain the cognitive and affective mechanisms of commitment formation. In addition, variables such as work environment, job involvement, work life balance, internal CSR, and HR practices were identified as mediators or moderators that strengthen this relationship. This study concludes that increasing job satisfaction is an important strategy for strengthening commitment, reducing turnover intentions, and improving organizational performance. This review contributes to an integrative understanding of empirical developments and theoretical perspectives, and provides recommendations for future research to expand the data base and consider cross-cultural dynamics in organizations.

This research seeks to examine the approach to managing civil servant training to enhance public service efficiency at the Regional Civil Service Agency (BKD) of Pasuruan City. This research is rooted in the bureaucratic difficulties encountered by local governments, especially the disparity between organizational demands and the presence of qualified staff. This situation results in delays in service, reduced productivity, and ineffective management of human resources. The study utilizes a qualitative descriptive method, gathering data via comprehensive interviews, firsthand observations, and analysis of policy documents. The results indicate that the state civil servants formation management approach at BKD Pasuruan emphasizes three main elements: workforce planning based on competencies, employee redistribution according to performance, and strengthening evaluation systems oriented towards results. These tactics have enhanced bureaucratic effectiveness and expedited public service operations. The research additionally reveals that effective execution relies on adaptive leadership, a cooperative work environment, and a dedication to service innovation. In summary, an effectively designed, flexible, and results-oriented state civil servants formation management approach can act as a template for enhancing local administrative capabilities to deliver efficient, professional, and enduring public services.

Sexual violence against children is a highly complex issue with profound negative impacts on both the victims and their social environment. Children with disabilities, particularly those with Down Syndrome, are among the most vulnerable to such abuse due to their physical and cognitive limitations. Given this context, the role of non-governmental organizations (NGOs) such as the Child Protection Agency (LPA) becomes crucial. LPA plays a vital role in providing support, advocacy, and assistance to child victims of sexual violence, especially those with disabilities. This study aims to examine the protective role of LPA in assisting children with Down Syndrome who have become victims of sexual violence in Deli Serdang Regency. Using a qualitative method with a phenomenological approach, the research explores and interprets the lived experiences of informants involved in the cases. The study also highlights the implementation of the four child protection principles as applied by the LPA. The findings show that LPA fulfills its protective role by providing legal assistance, psychosocial support, and ensuring the safety of the victims. The organization successfully implemented the four child protection principles, resulting in a 12-year prison sentence for the perpetrator and justice for the victim. The study recommends increasing LPA staff capacity to enhance the quality of services provided.

This study examines participatory leadership styles and their influence on organizational innovation in state-owned enterprises (SOEs) in Indonesia. Participative leadership involves subordinates actively in the decision-making process, which contributes to increased motivation, productivity, and individual performance within the organization. Using a qualitative descriptive approach, this study explores the concepts and practices of leadership and innovation applied in SOEs. The results show that participatory leadership not only increases employee engagement but also creates a collaborative and innovative work environment. By involving different generations in decision-making, leaders can leverage the experience of senior generations and fresh ideas from younger generations, thereby encouraging more creative and relevant innovation. The implications of this research indicate that the application of a participatory leadership style is very important for SOEs to strengthen their competitiveness, adapt to market changes, and make a significant contribution to national development. This research provides valuable insights for leadership development and innovation strategies in the SOE sector in Indonesia.

This study explores the dynamics of organizational change and development in Islamic education from the perspective of visionary leadership, focusing on how vision and innovation serve as the driving forces of institutional transformation. The research object is an Islamic educational institution at the secondary level that seeks to adapt to modernization and quality improvement based on Islamic values. The main problem addressed in this study is the weak internalization of vision within organizational culture and the limited integration between spiritual and managerial aspects of leadership. The purpose of this study is to analyze the role of visionary leadership in directing organizational change and fostering adaptive, innovative, and value-driven development within Islamic education institutions. This research employs a qualitative descriptive method, using interviews, observations, and documentation as data collection techniques, analyzed thematically through the Miles and Huberman model. The findings reveal that visionary leadership builds a strategic direction grounded in Islamic values, promotes collective participation, and cultivates a culture of continuous innovation. The synthesis of results indicates that visionary leadership serves as the foundation for effective organizational transformation, harmonizing spirituality and innovation to create an excellent and value-oriented educational institution. In conclusion, strengthening leadership vision is essential to ensure the sustainability and relevance of Islamic education in the modern era.

This study focuses on evaluating the contribution of management accounting to improving efficiency within the corporate governance framework at PT Ace Hardware Indonesia Tbk. As one of the leading companies in the household goods retail sector, PT Ace Hardware is required to consistently apply the principles of good corporate governance in a sustainable, accountable, and transparent manner. Management accounting plays a vital role by providing accurate, relevant, and reliable financial and non-financial information to support managerial functions such as planning, controlling, and decision-making. Through effective cost reporting, budgeting, and performance evaluation, management accounting contributes significantly to strengthening operational efficiency and organizational competitiveness. The methodological approach adopted in this study is a literature review, involving the analysis of various academic references, corporate documents, and governance-related publications. The results show that optimal utilization of management accounting can enhance strategic decision-making, improve operational performance, and reinforce accountability and transparency within the company’s governance structure, supporting sustainable business growth.

Human Resources are a key factor in determining the success of an organization. To improve employee performance, proper management is required, including job rotation and the enforcement of work discipline. This studi aims to determine the influence of job rotation and work discipline on employee performance at the investment and one-stop integrated service office of depok city. This research uses a quantitative approach using a saturated sampling technique. Data were collected through questionnaires distributed to 59 respondents who are employees at the agency. The data analysis techniques used include data quality testing, assumption tests, hypothesis testing, and the coefficient of determinasi. The result showed that job rotation has a positive and significant effect on employee performance. Likewise, work discipline also has a significant positive effect on performance. Simultaneously, both independent variables show a significant influence on employee performance. Based on these results, it can be concluded that proper implementation of job rotation and improved work discipline can make a real contribution to enhancing employee performance in the institution.

The development of digital technology has significantly changed the way organizations manage human resources (HR), both in the public and business sectors. Organizations are now required to transform from an administrative HR management system to a technology-based strategic role to improve efficiency, competitiveness, and economic productivity. The results show that HR management transformation plays a significant role in improving organizational performance through the implementation of digital technologies such as Human Resource Information Systems (HRIS), people analytics, big data, and artificial intelligence (AI). This transformation can improve work efficiency, accelerate decision-making processes, and encourage innovation and collaboration. In the public sector, human resource digitalization supports bureaucratic reform towards transparent and accountable governance, while in the business sector, it strengthens employee competitiveness and creativity. However, key challenges identified include the digital competency gap, resistance to change, and limited technological infrastructure, particularly in public organizations and developing regions. The study concluded that the success of human resource transformation depends not only on technology adoption but also on organizational cultural readiness, visionary leadership, and the continuous development of digital competencies. Synergy between people and technology is key to achieving sustainable economic productivity in the digital era.

This study examines the concept of the Great Filter as a metaphor to explain why only a few Islamic missionary organizations and startups are able to survive amidst digital disruption, while many others fail. Disruption, characterized by rapid changes in technology, regulations, and societal behavior, creates significant pressure that demands high levels of adaptability and innovation. This study uses a qualitative method based on a literature review by analyzing various literature related to entrepreneurship, digital missionary work, and dynamic capabilities. The results show that the success of Islamic missionary organizations in facing disruption is determined by a combination of visionary leadership, continuous innovation, mastery of digital technology, and the organization's ability to learn and adapt. Conversely, failure is often caused by limited funding, minimal innovation, and weak digital strategies. Thus, the Great Filter can be understood as a natural selection process that only resilient, adaptive organizations can overcome, and is able to combine spiritual values with entrepreneurial innovation.

Oil spills in port waters are one of the serious threats to the marine environment and port operations. This study aims to simulate the level of preparedness of oil spill response equipment available at the Oil Base Jetty of PT Pertamina Port Panjang Lampung. Simulations were conducted based on three scenarios, namely a medium-scale spill at Jetty 1 (10,000 liters), a large spill at Jetty 2 (50,000 liters), and a combined maximum spill (60,000 liters). Evaluation was conducted on three main types of equipment: oil boom, skimmer, and dispersant, by considering their effectiveness and adequacy based on the Minister of Transportation Regulation No. PM 58 Year 2013 and guidelines from the International Maritime Organization (IMO). The simulation results show that the oil boom has high effectiveness in all scenarios, demonstrating maximum readiness in the initial containment of the spill. However, the effectiveness of skimmer and dispersant is still low, especially in large-scale scenarios, so they are not able to handle the spill volume optimally. From these results, it can be concluded that although the containment aspect is adequate, there is still a need for improvement in spill recovery facilities, both in terms of the number of units and equipment capacity. This research is expected to be a reference in planning the strengthening of the oil spill emergency response system in the port area.

One of PT Pertamina Patra Niaga Fuel Terminal Sanggaran's CSR initiatives is the community-based turtle conservation program, or Turtle Conservation and Education Center Serangan (TCEC), which focuses on biodiversity and community empowerment. With the help of this program, turtles in Serangan Village that are in danger of going extinct will continue to exist. Serangan Village is a top priority when conducting CSR initiatives in the areas of biodiversity and social empowerment because it is part of the company's operational region. The program's main objective is to raise and care for turtles at TCEC, including feeding hatchlings and turtles, examining turtles' health, monitoring, turtle socialization and education, turtle inhealth training, saving turtles from South Bali's beaches and many more. The Poins of SDGs Goal 4 Quality Education, Goal 8 Decent work and Growth Economic, and Goal 15 Life on Land are achieved in part because to this program. 19 local workers were employed by this program, which earns $200 million annually. In order to carry out its duties and responsibilities, the Conservation Office and Turtle Education has an organizational structure filled by managers from traditional villages. The Turtle Conservation and Education Center was initially founded as a result of a village community movement that has a focus on turtle conservation in collaboration with WWF, BKSDA (Nature Conservation Agency; Indonesia), Udayana University Bali and is under the auspices of the traditional village of Serangan. The TCEC released almost 20,000 baby turtles as part of conservation efforts to ensure their survival. A number of G20 Summit attendees paid TCEC Serangan a visit, which demonstrated how the world acknowledged its struggle with turtle conservation. TCEC Serangan is the recipient of numerous national and international honors, including the Kalpataru (the award given to individuals or groups for their services in preserving the environment in Indonesia).

PT. Citilink Indonesia is a low-cost airline operating in both domestic and international markets. This study explores how the company utilizes Marketing Public Relations (MPR) strategies to promote its brand and services. The focus of this research is on the implementation of integrated marketing communication strategies—particularly through social media and event-based promotions—to build a positive brand image and increase customer loyalty. Previous studies have addressed similar topics, such as PT. KAI’s MPR strategies in digital service transformation and PT. JNE’s efforts to enhance customer satisfaction through MPR. This research employs a descriptive qualitative method, with data collected through interviews and documentation. The findings reveal that Citilink’s MPR strategy adopts the Three Ways Strategy by Thomas L. Harris, which includes push, pull, and pass strategies. These are implemented through social media campaigns on platforms like Instagram, collaborations with Key Opinion Leaders (KOLs), and the organization of educational and entertainment events. The strategy has proven effective in enhancing audience engagement and expanding promotional reach amidst intense competition in the airline industry.

This study was conducted to determine the effect of reward and punishment on employee performance at PT Cakra Sanjaya AC. In this company, employee performance determines the smooth running of daily operations, including inventory management, customer service, and product delivery. Therefore, the reward and punishment system is used as an effort to increase employee motivation, discipline, and productivity.Despite the implementation of the reward and punishment system, there was a significant difference in employee responses. Employees who received rewards showed a 15% increase in performance, while those who received punishments experienced a decrease in motivation and work enthusiasm. This research uses quantitative methods with descriptive and verification approaches. The sampling technique used was saturated sampling, with a total of 36 employees as respondents.The results showed that reward has a positive and significant effect on employee performance. Punishment also has a positive and significant effect. Simultaneously, reward and punishment together contribute significantly to improving employee performance. Therefore, the application of rewards and punishments in a proportional, targeted, and sustainable manner is very important to create a productive, disciplined, and highly competitive work environment. In addition, companies need to conduct periodic evaluations of the effectiveness of the two systems in order to adjust HR management strategies according to the needs and dynamics of the organization, so that company goals can be achieved optimally.

This article traces the evolution of modern public administration from Weberian rational bureaucracy to contemporary ideas of adaptive bureaucracy. We synthesize four classic books and eleven peer‑reviewed journal articles to map paradigm shifts from traditional bureaucracy to New Public Management (NPM), New Public Governance (NPG), digital‑era governance, complexity leadership, collaborative governance, and organizational resilience. Using an integrative literature review, we (1) compare core design logics (structure, coordination, decision rights, and accountability) across paradigms; (2) distill a five‑pillar conceptual model of adaptive bureaucracy—ambidextrous structure, agile learning processes, networked/collaborative governance, data‑driven/digital capabilities, and resilience/risk governance; and (3) advance actionable propositions for reform. We argue that adaptive bureaucracy reconciles rule‑bound reliability with continuous adaptation by coupling Weberian legality and due process with exploration, co‑creation, and digital enablement. The model clarifies how public organizations can meet volatility and complexity without sacrificing legitimacy. Implications include redesigning roles and incentives for exploration–exploitation balance, codifying agile yet auditable routines, scaling collaborative platforms, and investing in socio‑technical data infrastructure and resilience exercises. The article contributes a structured bridge between classic administrative rationality and contemporary adaptive governance suitable for volatile, uncertain, complex, and ambiguous (VUCA) contexts.

This Community Service (PKM) activity aims to enhance public awareness of the interrelationship between poverty, unemployment, and criminality as key challenges to sustainable economic development in Mandailing Natal Regency. The program was conducted through a cross-sectoral seminar involving speakers from the District Attorney’s Office, the Central Bureau of Statistics (BPS), and local community organizations. A total of 120 participants—including students, lecturers, village officials, and the general public—took part in the event. Evaluation was carried out using pre-test and post-test questionnaires to measure participants’ improvement in understanding. The results showed an average increase in comprehension scores from 2.84 to 4.05 on a 1–5 scale (a 42.6 percent rise). Participants demonstrated greater awareness of the structural link between economic pressures and criminal behavior. This PKM activity successfully strengthened community understanding of the importance of inter-agency synergy in addressing poverty and unemployment as preventive measures against crime. Cross-sectoral public education proved effective in fostering social awareness and serves as a replicable model for other regions.