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This study examines the application of systems thinking in modern healthcare organizations, with a particular focus on Peter Senge’s Fifth Discipline. Using a systematic literature review of 20 selected articles, the study investigates the potential and challenges of applying systems thinking across key areas such as patient safety, service integration, resource management, and innovation. Findings indicate that systems thinking provides a holistic framework to better understand and address the inherent complexity of healthcare systems. By fostering interconnections among organizational components, it enhances the capacity to improve performance, ensure patient-centered care, and support sustainable change. Nevertheless, implementation is hindered by obstacles such as resistance to change, lack of shared understanding, and difficulties in measuring systemic outcomes. To address these barriers, the study highlights strategies including leadership development, staff training, and the establishment of appropriate evaluation tools. These measures strengthen organizational readiness and support a culture of continuous learning. The study concludes that systems thinking offers valuable insights for healthcare organizations to adapt to evolving challenges, but its success requires long-term commitment, supportive leadership, and systematic implementation. Future research should further explore the integration of systems thinking with emerging digital health technologies and assess its long-term impact on health outcomes and organizational resilience.

This study provides an in-depth analysis of the benefits of implementing a SAP-based Enterprise Resource Planning (ERP) system for end-users at PT XY, an Indonesian airport management company. A qualitative case study approach was applied through comprehensive in-depth interviews and direct observations of accounting division staff who actively utilize the SAP Financial Accounting (FI), Controlling (CO), and Materials Management (MM) modules as part of their daily operations. The findings demonstrate that SAP implementation significantly enhances work efficiency, data accuracy, and overall operational productivity across multiple business processes. The system facilitates seamless cross-departmental integration, reduces manual errors, accelerates financial reporting, and supports real-time, data-driven decision-making. Furthermore, SAP strengthens internal coordination by providing consistent, centralized, and easily accessible information to all relevant stakeholders. Key challenges identified include limited network access, server congestion during peak hours, and difficulties with remote connections when accessing the system outside the office environment. The company addressed these issues through regular user training, provision of secure Virtual Private Network (VPN) access, expansion of server capacity, and a strategic plan to migrate to cloud-based SAP S/4HANA to improve flexibility, scalability, and long-term system reliability. The findings not only enrich the literature on ERP adoption, with practical guidance for other organizations seeking to plan, implement, and evaluate ERP systems to meet their own business needs, including effective human resource planning and change management strategies.

This study examines the role of organizational citizenship behavior (OCB) as a moderator in the relationship between employee engagement, job satisfaction, and employee performance at the Tarokan District Office in Kediri Regency. The research focuses on analyzing how these variables interact and influence each other within the organizational context. The findings indicate that employee engagement has a significant impact on employee performance. This suggests that when employees are more engaged in their work, they tend to exhibit higher levels of performance. Similarly, job satisfaction also significantly influences employee performance. Employees who are satisfied with their work environment and tasks tend to perform better in their roles. However, the study reveals that organizational citizenship behavior does not significantly influence employee performance. This implies that while OCB is often considered a valuable aspect of employee behavior, it does not directly affect how well employees perform their tasks in this particular setting. Additionally, employee engagement does not significantly affect organizational citizenship behavior, indicating that engaged employees do not necessarily engage in extra-role behaviors like helping others or going beyond job requirements. The research also shows that job satisfaction does not have a significant effect on organizational citizenship behavior, which suggests that employees’ satisfaction with their work does not automatically lead to behaviors that contribute to the broader success of the organization. Furthermore, neither employee engagement nor job satisfaction significantly influences employee performance through organizational citizenship behavior, indicating that OCB does not serve as an effective moderator in these relationships. In conclusion, the main factor in improving employee performance is organizational citizenship behavior does not play a significant moderating role in this dynamic at the Tarokan District Office.

Labor-intensive garment industries are experiencing significant employment challenges in the post-pandemic era, which has direct implications for the achievement of organizational objectives. This study was conducted to examine the effects of work-life balance, workload, and job stress on turnover intention among employees of PT 3Di Garmentech in West Jakarta. The research employed a quantitative approach with a sample of 70 respondents, selected using a saturated sampling technique, meaning all members of the population were included as respondents. Data collection was carried out through structured questionnaires, and the analysis was conducted using multiple linear regression methods, complemented by interval value interpretation on a Likert scale. The data were processed with the help of Microsoft Excel and SPSS version 26 to ensure accuracy in statistical testing. Findings from the study revealed that workload and job stress significantly and positively influenced turnover intention, indicating that higher levels of these factors increased employees’ desire to leave the company. Meanwhile, work-life balance showed no significant impact on turnover intention, suggesting that despite potential difficulties in balancing personal and professional roles, employees’ decisions to resign were more strongly driven by excessive workload and heightened job stress. These results emphasize the importance for garment companies to manage workload effectively and reduce stress levels to maintain employee retention and organizational stability.

This study aims to determine the influence of compensation, occupational safety and health, and work motivation on employee job statisfaction. Data were collected using a questionnaire distributed to employees of CV. Rizky Berdikari Mandiri. The sampling technique used was saturated sampling, with a total of 53 respondents. The analytical tool used is descriptive (primary data) by using a questionnaire which is assisted by a likert scale and given to respondents. The analytical tool used is SPSS software version 29. The results of the study show that partially Compensation and Occupational Safety and Health (K3) have a positive and significant effect on employee job statisfaction, while Work Motivation does not have a significant effect on employee job statisfaction at the CV. Rizky Berdikari Mandiri. However, the study also found that work motivation does not have a significant effect on employee job satisfaction at CV. Rizky Berdikari Mandiri. This finding suggests that while motivation is often seen as a driving factor for employee performance, other factors, such as compensation and workplace safety, may have a more direct and immediate influence on job satisfaction in this particular context. It is possible that the intrinsic and extrinsic motivators currently in place at the company may not be as effective or prominent in comparison to compensation and safety initiatives. The study concludes that while compensation and occupational safety are significant drivers of job satisfaction, work motivation should still be addressed but perhaps with more targeted strategies to ensure that employees are adequately motivated and engaged. Further research could explore how different types of motivation—intrinsic and extrinsic—affect employee satisfaction in various organizational settings.

Bulu Village, Sugihwaras District, Bojonegoro Regency, is an agricultural village with abundant natural resource potential, including tobacco. However, community agricultural practices still rely heavily on the use of chemical pesticides, which are relatively expensive and carry the risk of negative impacts on human health and environmental sustainability. This situation prompted the implementation of a community service program in the form of training in the manufacture of natural pesticides from jadam sulfur and tobacco leaves using the Asset-Based Community Development (ABCD) approach. This approach was chosen because it focuses on exploring and optimizing local assets, both in the form of natural materials and community social skills. The training activities were attended by farmer groups and youth organizations (Karang Taruna), which play a crucial role in the program's sustainability. The training materials included theories on the dangers of chemical pesticides, the advantages of natural pesticides, and hands-on practice in making pesticides from jadam sulfur and tobacco leaves. Evaluation of the activities was carried out through observation, interviews, and the distribution of questionnaires to participants. The evaluation results showed a significant increase in farmers' knowledge about environmentally friendly pesticides, skills in making natural pesticides, and growing awareness of the importance of sustainable agriculture. In addition, the involvement of Karang Taruna strengthens the sustainability of the program through regeneration and ongoing mentoring. Overall, this training demonstrated the effectiveness of the ABCD approach in optimizing local potential to produce more economical, healthy, and environmentally friendly agricultural innovations. Thus, this program not only supports increased agricultural productivity but also contributes to the broader well-being of rural communities.

This study is motivated by the importance of employee performance as a key factor in achieving organizational goals. Optimal performance is significantly influenced by various factors, one of which is workload and the working environment. An unbalanced workload can hinder productivity, while a non-conducive working environment can reduce comfort and work enthusiasm. Therefore, this study aims to analyze the impact of workload and the working environment on employee performance at PT Kampung Bali Indah Jakarta Pusat, both partially and simultaneously. This study uses a quantitative approach with a saturated sample of 52 respondents. Data collection was conducted using questionnaires, and the data were analyzed using SPSS version 25. The analysis included validity and reliability tests, classical assumption tests, multiple linear regression, t-tests, F-tests, and the coefficient of determination. The results show that workload has no significant partial effect on employee performance. This indicates that, although excessive workload can affect performance, other factors play a more dominant role in influencing employee performance. In contrast, the working environment has a positive and significant impact on employee performance. A conducive work environment provides comfort for employees to work more effectively and efficiently. Simultaneously, both workload and the working environment significantly affect employee performance, contributing 73.5%. This means that more than 70% of employee performance is influenced by these two factors, while the remaining performance is influenced by other factors not covered in this study. These findings suggest that to improve employee performance, the company should enhance the working environment to better support employee comfort and productivity. On the other hand, workload management should also be adjusted to remain optimal without adding excessive pressure on employees.

In order to maintain the integrity and dignity of their position, Notaries are required to comply with the Code of Ethics, including the prohibition on job promotions as stated in Article 4 paragraph (3) of the Notary Code of Ethics. However, violations of this rule are still frequently encountered. This study uses a doctrinal method by reviewing primary legal materials, such as the Notary Law, Minister of Law and Human Rights Regulation Number 19 of 2019, and the Notary Code of Ethics, as well as secondary legal materials in the form of books, legal journals, and interviews with the Chairperson of the Regional Board, Former Regional Honorary Council, and Members of the Indonesian Notary Association. The purpose of the study is to determine and analyze the position of the Notary Code of Ethics as a public official regarding violations committed, as well as to examine the form of legal accountability for violations of the code of ethics related to job promotions. The results of the study indicate that although the Notary Code of Ethics is binding, many Notaries still violate it, especially through job promotion practices that are contrary to the principles of professionalism and reduce public trust. Existing forms of accountability are still limited to ethical, moral, and social aspects within the scope of professional organizations, thus not being effective enough to create a deterrent effect, especially for notaries who repeatedly seek promotions. This research also revealed that although the Notary Code of Ethics provides clear provisions regarding the prohibition of promotions.

The Merdeka Learning - Merdeka Campus (MBKM) policy is a groundbreaking initiative in Indonesia’s higher education system, aiming to create more flexible learning opportunities, connect students with the workforce, and integrate experiential learning. The key strength of this policy lies in its ability to empower students to develop independent learning through extracurricular activities that align with their competencies. At Yudharta Pasuruan University, MBKM has been adopted as an important strategy to enhance the quality of education while preparing graduates to be adaptive and competent in an ever-changing job market. The main aim of this research is to analyze how the planning, implementation, and evaluation of the MBKM program at Yudharta Pasuruan University contribute to improving student independence in learning. The focus of this study includes examining curriculum management, faculty support, and the university's partnerships with external organizations, which are all vital components of the MBKM program. This research uses a qualitative approach, with data collected through interviews, observations, and document analysis. The data analysis process involves data reduction, data presentation, and drawing conclusions. The results of the study indicate that Yudharta Pasuruan University has successfully implemented MBKM through clear policy planning, curriculum adjustments, and the strengthening of external partnerships. Students have gained significant benefits, including increased independence in learning, enhanced critical thinking skills, improved adaptability, and valuable real-world experiences in their chosen fields. These outcomes show that the MBKM program at Yudharta Pasuruan University plays a critical role in transforming higher education, making it more relevant, sustainable, and aligned with the needs of both students and the workforce. This research underscores the importance of MBKM in encouraging the development of a more independent and competent generation of graduates.

This study aims to determine whether there is an influence on the Impact of the Digital Era (X1), Organizational Culture (X2), and Employee Involvement (X3) on Employee Work Efficiency (Y) at PT Indogadai Prima Tangerang City Branch. The research used in this study is quantitative, with a non-probability sampling technique. The sample consisted of 100 respondents representing different job positions, ranging from area managers, store heads, cashiers, to sales clerks. Data were collected through a structured questionnaire using a Likert scale. Furthermore, the data analysis applied descriptive statistics, validity and reliability tests, classical assumption tests, multiple linear regression, t-tests, and the coefficient of determination using SPSS version 25. The results of this study indicate that the Impact of the Digital Era has a positive but not significant effect on Employee Work Efficiency, Organizational Culture has a significant effect on Employee Work Efficiency, while Employee Involvement does not significantly influence Employee Work Efficiency. Among the independent variables, Organizational Culture is the most influential factor in determining employee efficiency. The findings highlight the importance of strengthening organizational culture to enhance efficiency while ensuring that digital transformation is implemented with strategies that reduce resistance and increase adaptability. This research contributes theoretically to the study of human resource management in the digital transformation era and provides practical recommendations for companies in developing policies to optimize employee efficiency.

This report discusses the mental workload of employees in the Human Resources (HR) Department of PT X in Gresik, which is an important concern in the context of employee productivity and well-being. The purpose of this research is to identify the factors that influence mental workload and provide recommendations for improvement. The research methods used include observation, interviews, and the distribution of questionnaires to all HR employees, with the NASA TLX approach to measure the level of mental workload. The research sample consists of eight employees selected based on the questionnaire results. The data analysis technique was carried out by identifying factors that influence mental workload and evaluating the effectiveness of interventions through counseling sessions. The research results show that mental workload is influenced by high job demands, lack of team support, and poor communication. The counseling sessions conducted had a positive impact on employee stress management. The novelty of this research lies in its focus on mental workload within the organizational context, as well as recommendations for more humane policies. The implications of this research highlight the importance of paying attention to employees' mental well-being to enhance productivity and create a healthier work environment. This research is expected to serve as a reference for management in designing strategies that support employee well-being.

This study investigates the influence of sustainable leadership and customer-oriented culture on employee performance at PT Krakatau Sarana Properti (PT KSP), a subsidiary of PT Krakatau Steel operating in Indonesia’s commercial property sector. Amid rapid globalization and technological change, organizations are compelled to foster adaptive cultures and leadership approaches that ensure both operational excellence and long-term sustainability. Drawing on Organizational Behavior and the Resource-Based View, this research positions sustainable leadership as a strategic resource that not only directly enhances employee performance but also shapes a customer-oriented culture—an intangible asset vital for organizational competitiveness. Employing a quantitative, explanatory research design, data were collected from 95 employees using a structured questionnaire and analyzed with Structural Equation Modeling-Partial Least Squares (SEM-PLS). The findings reveal that sustainable leadership has a significant positive impact on employee performance and customer-oriented culture. Additionally, customer-oriented culture exerts a strong influence on employee performance and partially mediates the relationship between sustainable leadership and employee performance. These results underscore the importance of integrating sustainability principles into leadership practices and embedding customer-centric values throughout the organization. The study provides both theoretical and practical contributions, offering a more holistic understanding of how sustainable leadership and organizational culture jointly drive superior performance. For PT KSP and similar organizations, investing in sustainable leadership development and cultivating a customer-oriented culture are recommended strategies to enhance employee motivation, adaptability, and long-term competitive advantage in a dynamic business environment.

The SENABUNG Serang Volunteer Community has various humanitarian programs to help the poor, street children, and other communities in need. This study aims to determine the communication strategy of the SENABUNG Serang Volunteer Community in increasing its presence in the community, as well as to analyze the obstacles faced. The research method uses a descriptive qualitative approach with the Resource Mobilization theory. Data were obtained through interviews, observation, and documentation. Data validity techniques use source triangulation to ensure the validity of the research findings. The results show that the existence of the SENABUNG community is built through the mobilization of five types of resources, namely human, material, organizational, socio-cultural, and moral resources. The community has succeeded in mobilizing volunteers, collecting donations, building social networks, and gaining moral legitimacy from the community. However, this study also found internal obstacles such as limited volunteers and time, inadequate equipment, unstable morale and transportation facilities, as well as external obstacles such as dependence on donations and digital security threats. Despite these successes, the study highlights significant challenges. Internally, the community struggles with a limited number of volunteers, which affects the sustainability of its programs. Moreover, the volunteers' time commitment is often restricted, limiting their capacity to engage fully. Additionally, inadequate equipment and unstable morale present further hurdles. Externally, the community's reliance on donations for funding leaves it vulnerable to fluctuations in contributions, and digital security threats pose risks to the integrity of the information shared across platforms.

The rapid development of information technology in the digital era has transformed the way organizations conduct their business activities. Information systems are now viewed not merely as operational support tools but as strategic elements capable of providing added value, increasing efficiency, and strengthening a company's competitiveness. In the context of PT XYZ, a company engaged in inspection and certification services, the use of information technology has become a crucial part of daily work processes. However, the implementation of information systems at the branch level still faces several obstacles. Data and process integration is not yet fully optimized, while alignment between the systems used and business needs has also not been achieved. This condition has the potential to hinder the company from providing fast, accurate, and innovative services. Therefore, appropriate and sustainable strategic planning of information systems is necessary. This study uses the Ward and Peppard framework enriched with Value Chain analysis to identify value-added activities, SWOT to identify strengths, weaknesses, opportunities, and threats, and PEST to map external factors affecting the business. In addition, the McFarlan Strategic Grid is used to prioritize the application portfolio that aligns with the company's long-term goals. The results of this research are expected to be able to produce an information system strategy design that not only supports operational efficiency, but also encourages service innovation and increases the competitiveness of PT XYZ in the inspection and certification services industry.

Cahaya Amal Soleh Foundation is a social institution that focuses on community service through various institutional programs engaged in social, education, and community empowerment. However, a number of operational staff who do not have a financial background have difficulty in understanding and managing financial reports effectively. This study aims to assist staff through the On-the-Job Learning and Development Program (OLDP) themed Finance for Non-Finance with the SIAPIK (Islamic Boarding School and Social Charity Accounting Information System) application approach. The method used is a qualitative approach with a participatory model, involving direct training, transaction recording simulations, and evaluation of participant understanding. The results of the assistance showed a significant increase in staff understanding of basic accounting principles, transaction recording, and SIAPIK-based financial reporting. These findings indicate that a practical approach through an application based on the foundation's needs can improve the financial capacity of non-accounting staff. The implications of this activity reinforce the importance of digitizing the financial system of social organizations and the need for ongoing training for human resources so that accountable and transparent financial governance can be realized sustainably. In addition, the results of this program highlight that the integration of technology and participatory training can overcome barriers in financial literacy among non-finance staff. The SIAPIK application provides an accessible interface and structured modules that are easy to understand, thereby reducing the complexity usually associated with financial management. Staff who previously felt unconfident in processing financial transactions gradually gained competence and independence in applying accounting procedures. The training also fostered collaborative learning, where participants supported each other in solving case simulations, enhancing not only technical knowledge but also teamwork and problem-solving skills. Furthermore, the foundation’s management expressed that the program positively contributed to institutional performance by ensuring more reliable and transparent financial reporting.

This research is motivated by the declining level of work productivity of PT Rayung Pelangi Nusantara Purbalingga employees, which is suspected to be caused by the suboptimal implementation of occupational safety and health (K3), low organizational commitment, and less than optimal utilization of work experience. The main focus of this study is to analyze the influence of occupational safety and health (K3), organizational commitment, and work experience on employee work productivity partially. This study applies a quantitative approach through the application of multiple linear regression techniques with the help of SPSS version 25 software. The number of research samples consisted of 57 respondents selected using a purposive sampling method, while the data was obtained through a questionnaire instrument. The data analysis process involved validity tests, reliability tests, descriptive analysis, classical assumption tests, t tests, F tests, and coefficients of determination (R-Square). The research findings show that occupational safety and health (K3) has a positive and significant effect on work productivity, organizational commitment has a positive but not significant effect, and work experience has a negative and not significant effect. The coefficient of determination of 0.308 indicates that 30.8% of the variation in work productivity can be explained by these variables, while the remaining 69.2% is influenced by other factors not identified in this study. In conclusion, the increase in employee work productivity is more influenced by the implementation of good OHS, while organizational commitment and work experience have not shown a significant contribution. Therefore, companies are advised to strengthen the occupational safety and health (OHS) system and evaluate HR development strategies so that organizational commitment and work experience can have a greater impact on productivity.

The purpose of this investigation is to analyze the influence of digital transaction methods on the control mechanisms of cash revenue at the Grand Hyatt Bali Hotel. The study applies a qualitative descriptive design, where information is gathered through interviews, field observations, and the review of supporting documents, including transcripts of discussions. The findings reveal that digital payments at the Grand Hyatt Bali provide convenience to guests in conducting transactions such as transaction speed, recording accuracy, and ease in the verification process. However, the use of digital payments also has a negative impact where digital cash receipts are recorded in the accounts receivable section requiring many supporting documents making it appear less optimal and less functional and highly dependent on the availability and stability of the internet network connection. From an internal control perspective, digital payments help improve transparency and accuracy in cash recording processes. The risk of miscalculations or data manipulation is reduced because transaction evidence is readily available digitally, in the form of sales slips, system notifications, and account statements. The mechanism of internal supervision regarding cash inflows at Grand Hyatt Bali Hotel based on COSO consists of several components, namely the organizational climate, monitoring practices, hazard analysis, exchange of insights and knowledge, and supervision. Overall, the implementation of internal controls has been carried out by all staff, however, the implementation is still not optimal related to the collection of documents that are still late, this is caused by staff knowledge about the documents required when digital payments are still not executed according to the procedures outlined in the SOP.

The Regional Drinking Water Company (PDAM) Tirta Perwira Purbalingga is a regional institution that provides clean water services to 62,748 customers in Purbalingga Regency. The company’s performance is strongly influenced by the quality of its human resources. This study aims to analyze the effect of training, work climate, and job rotation on employee performance. The research used a quantitative approach with descriptive methods and data processing through SPSS version 25.0. The population consisted of 164 employees, with a sample of 62 respondents determined by the Slovin formula (10%) using stratified random sampling. The results showed that training and work climate had a positive and significant effect on employee performance, while job rotation did not have a significant effect. The coefficient of determination (R²) was 96.4%, meaning that the three variables together explained 96.4% of employee performance, while the remaining 3.6% was influenced by other factors not examined in this study. These findings indicate that systematic training and a supportive work climate are the dominant factors in improving performance, whereas job rotation requires better alignment with employee competencies to be effective. In conclusion, PDAM Tirta Perwira needs to strengthen its training programs, foster a conducive work atmosphere, and carefully evaluate job rotation policies. The results of this study are expected to contribute to the development of human resource management strategies and provide reference material for future research on organizational performance.

This study aims to analyze the effect of workload, organizational culture, and work discipline on employee productivity at UD. Berkah Andita Mandiri II. In today’s competitive business environment, employee productivity is considered a crucial determinant of organizational performance and sustainability. The research employed a quantitative approach using a survey method by distributing structured questionnaires to employees. A total of respondents participated, and the data collected were processed using multiple linear regression analysis to test both partial and simultaneous influences of the independent variables. The findings reveal that workload has a negative and significant impact on employee productivity, indicating that excessive demands can reduce performance and efficiency. On the other hand, organizational culture and work discipline show positive and significant effects on productivity, suggesting that a strong cultural foundation and consistent discipline practices can enhance employee performance. Moreover, the simultaneous test results confirm that workload, organizational culture, and work discipline collectively have a significant effect on employee productivity. These results emphasize the importance of balancing employee workload to prevent burnout, promoting a positive organizational culture that fosters collaboration and motivation, and consistently enforcing discipline to ensure accountability. Overall, the study highlights that effective human resource management practices play a key role in improving employee productivity and, consequently, in achieving organizational goals.

This study aims to examine the influence of reputation, organizational culture, and self-development opportunities on athlete loyalty. The sample in this research consists of all active athletes of Hangtuah Jakarta Basketball Club, totaling 60 individuals, selected using the total sampling method. Data were collected through the distribution of questionnaires developed using a Likert scale as the measurement tool. The data were analyzed with the help of SPSS version 22. The results of the study indicate that all three independent variables reputation, organizational culture, and self-development opportunities partially have a significant influence on athlete loyalty at Hangtuah Jakarta Basketball Club. Specifically, the analysis revealed that reputation significantly affects athlete loyalty, as athletes tend to stay loyal to organizations they believe hold a strong public image and credibility. Furthermore, organizational culture was found to play a critical role in fostering loyalty, with athletes expressing greater commitment when they feel aligned with the club’s values and mission. Lastly, opportunities for self-development were also identified as a major determinant, as athletes who perceive the club as providing personal and professional growth are more likely to stay loyal. This study contributes valuable insights into how sports organizations can enhance athlete retention by focusing on these three key areas, thereby fostering long-term commitment and success. The findings are relevant for sports managers and organizations aiming to improve athlete engagement and loyalty in competitive sports environments.