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This  study explores the motivational factors that encourage students from Kudus who are studying at UIN Walisongo Semarang to join KMKS (Keluarga Mahasiswa Kudus Semarang), a regional student community that serves as a social and emotional support system for migrant students. Increased mobility in higher education often places migrant students in situations requiring significant academic, social, and cultural adjustment, making social support and a sense of belonging critical. Guided by McClelland’s theory of needs, this research aims to identify how the need for achievement, affiliation, and power is reflected in students’ experiences as members of KMKS. This study employs a qualitative phenomenological approach involving five participants selected through purposive sampling. Data were collected through semi-structured interviews and analyzed using thematic analysis. The findings reveal that students primarily join KMKS to fulfill strong affiliative needs, such as seeking social connectedness, emotional comfort, familiarity, and a supportive environment among peers from the same region. Additionally, participation in KMKS contributes to personal development, including increased confidence, improved communication skills, and readiness to take organizational responsibilities. The needs for achievement and power appear indirectly through involvement in committees, leadership roles, and contributions to organizational development. KMKS also functions as a crucial coping resource, helping students reduce stress, loneliness, and adaptation difficulties. The implications of this study highlight the importance of regional student communities as a meaningful support system for migrant students, emphasizing their role in facilitating adaptation, strengthening social identity, and fostering personal growth.

This study examines the influence of internal communication and leadership style on employee work motivation at Public Relation Agency XYZ. The research focuses on understanding how these two organizational factors shape the motivation levels of employees, particularly freelance experts who contribute significantly to the agency’s performance and service quality. Using a quantitative approach, data were collected through a structured survey designed to capture employees’ perceptions of communication effectiveness, leadership characteristics, and motivational conditions within the agency. The collected data were then analyzed using SmartPLS to test the proposed relationships. The findings indicate that both internal communication and leadership style exert a significant and positive influence on work motivation, highlighting the crucial role of clear information flow and supportive leadership behavior. Moreover, the results suggest that enhancing communication practices and applying a more transformational leadership style can substantially improve employee motivation. This study offers practical recommendations for strengthening internal communication systems and leadership development initiatives to foster higher engagement, productivity, and overall motivation among employees at Public Relation Agency XYZ.

This study aims to describe and analyze the factors that influence employee job satisfaction at PT Trans Jaya Papua by employing a qualitative descriptive method supported by observation and semi-structured interviews with 12 employees across different departments. The findings reveal that job satisfaction arises from a combination of internal and external factors that interact to shape employees’ overall perceptions of their work. Internal factors consist of individual attitudes, motivation, and the quality of interpersonal relationships, all of which determine how employees respond to daily tasks and workplace dynamics. External factors include leadership style, salary, work environment, and organizational support, each playing a crucial role in shaping employees’ sense of stability and fairness. The results highlight that positive work attitudes and effective communication are the most dominant contributors to employee satisfaction, strengthened by adequate compensation and supportive supervision from leaders. The study concludes that job satisfaction can be further improved through transparent communication, equitable reward systems, and consistent leadership involvement in employee development. These findings provide practical implications for management, particularly in formulating more responsive human resource strategies aimed at enhancing employee performance and organizational effectiveness.

Job satisfaction is the positive or negative feeling employees have toward their work, which arises from evaluating various aspects of the job. This study aims to analyze and explain the role of organizational climate in mediating the effect of transformational leadership on the job satisfaction of Taman Prakerti Bhuana employees through an associative quantitative approach using saturated sampling (census) on 86 employees and Partial Least Square (PLS) analysis. The results indicate that transformational leadership has a positive and significant effect on job satisfaction and organizational climate, while organizational climate has a negative and significant effect on job satisfaction and negatively mediates the relationship between transformational leadership and job satisfaction. These findings have theoretical implications for Herzberg’s Two-Factor Theory, in which transformational leadership serves as a motivator factor that can increase job satisfaction, while negative perceptions of organizational climate reflect weaknesses in hygiene factors such as policies, communication, and working conditions, thereby potentially reducing satisfaction even when motivators are fulfilled. The practical implication for the management of Taman Prakerti Bhuana is the need for a comprehensive evaluation of internal policies, communication systems, and work environments to strengthen hygiene factors so that transformational leadership, which is already running effectively, can be supported by a more conducive organizational climate and sustainably enhance job satisfaction.

This study examines the urgency of institutional transparency in the Secretariat of the Bogor Regency Regional People's Representative Council  (DPRD) amid demands for good governance. The objective is to analyze the strategic role of the Public Relations, Protocol, and Publication Team of the Bogor Regency DPRD Secretariat in disseminating public information, with a focus on the use of the @setwankabbogor Instagram account as an instrument of transparency. Using a qualitative approach with a case study design, this research applies qualitative content analysis and observation of Instagram accounts, supported by organizational documentation related to the main tasks of Public Relations. The communication practices found were analyzed based on the theoretical benchmarks of the Two-Way Symmetrical Model and Organizational-Public Dialogic Communication (OPDC). Preliminary research results show that although Public Relations has been effective in documenting protocol and routine administrative activities, content related to core legislative functions such as the budget (KUA/PPAS) and oversight tends to be less dominant than ceremonial posts. The communication model applied still leans toward the Public Information Model, rather than the optimal Two-Way Symmetrical Model. Analysis shows a deficit in dialogic elements, particularly in genuine responsiveness (mutuality) and proactivity in discussing complex public issues, which has the potential to hinder the development of public trust. Optimization requires a shift in strategy towards evidence-based content planning and a focus on proactive dialogue and responsiveness, supported by institutional commitment and increased human resource capacity.

This study examines the solidity of the National Mandate Party (PAN) in Merangin Regency during the 2024 Simultaneous Local Elections, which unfolded amid notable political dynamics and differing preferences between the party’s central and regional structures. Party solidity is analyzed using Firman Noor’s theory of party solidity, focusing on procedural leadership represented by two key indicators: decision-making mechanisms and the role of charismatic leadership. The study aims to understand how these indicators influence PAN Merangin’s organizational stability throughout the process of determining political support. Using a qualitative case study approach, data were collected through in-depth interviews, documentation, and media reports, then analyzed using the Miles and Huberman interactive model consisting of data reduction, data display, and conclusion drawing. The findings reveal that although PAN Merangin formally implemented decision-making procedures according to the party’s statutes (AD/ART), the practice remained dominated by top-down communication from the central board (DPP), limiting regional participation in strategic political decisions. Meanwhile, the charismatic leadership of the PAN Merangin Chairman played a crucial role in maintaining organizational cohesion, reducing internal tensions, and ensuring cadre loyalty to central decisions. These results suggest the need to strengthen two-way structural communication and enhance the capacity of local party leaders to reinforce party solidity in future political contests.

The implementation of patient safety culture in hospitals remains a significant challenge, often leading to adverse events. Establishing a strong patient safety culture requires effective interprofessional collaboration among healthcare professionals to deliver patient-centered care. However, factors such as organizational distrust and job dissatisfaction continue to hinder collaborative efforts and negatively affect the quality of care and patient safety outcomes.This study aims to examine the influence of organizational trust and job satisfaction on patient safety culture, with interprofessional collaboration serving as an intervening variable at MP hospital.  This quantitative associative research used a causal approach involving 93 inpatient nurses as respondents. Primary data were obtained through questionnaires using an ordinal scale based on a 4–1 Likert scale. Data processing employed the three-box method, and data analysis was conducted using Structural Equation Modeling (SEM).The results revealed that organizational trust, job satisfaction, and interprofessional collaboration simultaneously and partially influence patient safety culture. Moreover, interprofessional collaboration was found to mediate the relationship between organizational trust, job satisfaction, and patient safety culture.The study concludes that enhancing patient safety culture can be achieved by strengthening organizational trust and job satisfaction through effective interprofessional collaboration. Hospitals should develop supportive systems that foster care and concern among staff, enhance conflict management, improve performance appraisal mechanisms, and promote open, effective communication across all professional groups involved in patient care. These strategies can create a safer, more collaborative, and high-quality healthcare environment

Many nonprofit organizations in Indonesia face challenges in managing resources, operations, and Fundraising strategies, particularly in maintaining financial stability. Only about 13% have sustainable financing strategies, making this study relevant to evaluate the Fundraising model implemented by a nonprofit organization. This research analyzes the implementation of the “Berkala Baik” Fundraising program at the Janji Baik nonprofit organization, focusing on organizational management, functional strategies, and the supporting and inhibiting factors of the program. The study employs a qualitative case study approach with data collected through in-depth interviews, participant observation, and documentation review. Data analysis involves reduction, presentation, conclusion drawing, and triangulation validation. The findings indicate that Janji Baik operates under the Baik Media Indonesia Foundation, focusing on education, social welfare, and technology. The Berkala Baik program is an innovation for sustainable funding through monthly donations over one year (ranging from IDR 25,000 to IDR 100,000) accompanied by exclusive merchandise. Fundraising strategies include membership systems, volunteer engagement, campaigns, and special events. Supporting factors consist of timely member payments, high public interest, and active volunteer participation. Inhibiting factors include delayed donations, limited public understanding of Fundraising concepts, and communication challenges. This study is expected to enrich the literature and practical insights on nonprofit management and Fundraising practices in Indonesia.

Internships are believed to be an appropriate way to bridge education with the world of work, or link and match. This study focuses on the effectiveness of internships in higher education. This type of qualitative research takes the form of a case study, which aims to obtain an in-depth exploration of events. Informants were determined using a purposive sampling technique based on certain characteristics deemed relevant to the research objectives, resulting in the involvement of five informants and one key informant. Data collection was obtained through interviews and observations supported by other data. Data analysis was conducted descriptively qualitatively through the stages of reduction, presentation, and drawing conclusions, followed by data triangulation. The results of the study indicate that three main indicators task relevance, supervision quality, and institutional support comprehensively explain the conditions experienced by informants. Specifically, internship programs have proven effective in strengthening soft skills such as communication, teamwork, adaptability, and self-confidence; enhancing job readiness through experiences facing real-world challenges and organizational culture; and fostering a professional ethos. Thus, this study provides a theoretical contribution by strengthening the framework for internship effectiveness, as well as a practical contribution in the form of recommendations for universities and industry partners to design internship programs that are more structured, relevant, and aligned with students' fields of study and the needs of the workplace.

The COVID-19 pandemic has served as a major catalyst in transforming work patterns and organizational culture across various sectors. This study aims to provide an in-depth description of changes in work culture after the pandemic using a qualitative descriptive method. Data were collected through literature reviews from scientific journals, books, and relevant research reports. The results show that the pandemic triggered significant transformations in organizational work systems, particularly through the adoption of flexible work models such as work from home (WFH) and hybrid working. This shift was accompanied by an increased reliance on digital technology as the primary tool for coordination, communication, and performance evaluation. In addition to systemic changes, the pandemic fostered new organizational values such as flexibility, empathy, trust, and work-life balance. Human-centered leadership has become increasingly vital for maintaining employee motivation and psychological well-being. In the context of human resource management, recruitment, training, and performance evaluation have become more result-oriented, emphasizing actual contributions rather than physical presence.  

This study aims to describe and analyze the communication strategy of the General Affairs (GA) Division of PT The UNV Serang in managing work relationships with outsourced workers from PT Tri Karya Cemerlang (TKC). Using a qualitative approach and in-depth interview methods, this study found that the GA Division implemented a structured and effective communication strategy, reflecting a deep understanding of Communication Strategy Theory, Organizational Communication, and Communication Management. The strategy involved thorough planning, flexible implementation, and continuous evaluation. The GA Division used various communication channels such as WhatsApp groups, weekly face-to-face meetings, and the use of visual media (photos/videos) to ensure clear and directed communication. This multi-channel approach facilitated timely and accurate information flow between departments and outsourced workers. Additionally, the GA Division positioned itself as a "communication bridge," centralizing coordination for all departments and ensuring smooth operational processes. The communication pattern employed was an effective combination of formal, hierarchical communication and informal, personal communication. This combination served to strengthen relationships, foster mutual understanding, and promote a collaborative work environment. The study highlights the importance of a strategic and adaptable communication framework that ensures seamless coordination, promotes positive work relationships, and contributes to organizational success. This research can serve as a reference for improving communication strategies in similar organizational settings.

In the current era of digitalization, public needs for fast, efficient, and transparent public services are increasing. The Sidoarjo Regency Government responds to these needs by launching a technology-based public service innovation, namely the Sidoarjo People's Service System (SiPraja) application. This study aims to analyze the implementation of public policy through SiPraja in Medaeng Village, Waru District, Sidoarjo Regency. The method used is descriptive qualitative with data collection techniques through in-depth interviews, participatory observation, and documentation study. Research informants consisted of the Village Head, village officials, SiPraja operators, and community service users. The results show that the implementation of SiPraja in Medaeng Village has been quite good based on the Van Meter and Van Horn indicators, including the size and objectives of the policy, resources, characteristics of implementing agents, attitudes of implementers, inter-organizational communication, and social, economic, political environments. Supporting factors for implementation include high village government commitment, adequate technology infrastructure availability, and active community participation. However, there are still obstacles in the form of uneven digital literacy among the community, especially in the elderly age group, and limited understanding of some residents regarding application usage procedures. This study provides recommendations to increase the intensity of socialization and training on the use of the SiPraja application, as well as optimize the role of RT/RW as community assistance agents.

Leadership and organizational structure in Islamic education are two interrelated elements that shape the direction, vision, and sustainability of educational institutions founded upon divine values. The background of this study stems from the phenomenon of weak leadership systems and organizational governance in several Islamic educational institutions in Indonesia, characterized by low managerial competence and the lack of integration of spiritual values in leadership practices. This condition hampers institutional effectiveness in achieving the expected quality of education. The purpose of this research is to analyze the role of leadership as a pillar of spiritual and managerial transformation and to describe the organizational system of Islamic education as a collaborative and value-based system. This study employs a qualitative method with a literature review approach, analyzing various academic sources, Islamic leadership theories, and previous research findings. The results indicate that Islamic educational leadership grounded in the values of amanah (trustworthiness), syura (consultation), and ukhuwah (brotherhood) plays a crucial role in building a productive and ethical organizational culture. Furthermore, an organization based on collaboration, justice, and open communication strengthens institutional effectiveness and enhances the participation of all educational components. The synergy between spiritual leadership and a value-driven organizational system produces Islamic educational institutions that are excellent, adaptive, and oriented toward nurturing individuals who are both faithful and knowledgeable.

The rapid development of technology and the dynamic global labor market require young generations, particularly Generation Z, to possess career readiness that is determined not only by technical skills but also by non-technical competencies, or soft skills. This study aims to analyze the role of soft skills, particularly creativity, in shaping the career preparedness and success of Generation Z. Literature synthesis indicates that Generation Z excels in digital literacy and technological adaptability but still faces challenges in social and emotional competencies, such as effective communication, empathy, and cross-generational collaboration. The imbalance between hard skills and soft skills affects work effectiveness, career mobility, and the ability to build professional networks. Creativity emerges as a strategic soft skill that enhances motivation, innovation, and productivity, and can be developed through the integration of soft and hard skills, project-based learning approaches, educational technology, and the strengthening of self-efficacy. The study also identifies challenges in fostering creativity in real workplace environments, including hierarchical organizational cultures and limited mechanisms for rewarding new ideas. Based on these findings, it is recommended that educational institutions, industries, and policymakers collaborate to create a sustainable ecosystem for soft skills development, enabling Generation Z to become innovative and adaptive change agents in a competitive global career landscape.  

Conflict is an inevitable phenomenon in every organization, whether in business, education, or social contexts. If not managed properly, conflict has the potential to reduce performance; however, if handled constructively, it can become a source of innovation. Based on this issue, this study aims to answer the main question: how is conflict understood and managed according to recent literature findings? The method used is a literature review by searching for articles through several online databases using the keywords "organizational conflict," "conflict management," "types of conflict," and "resolution strategies." From an initial search result of 17 articles, after a screening process, 15 articles met the criteria for further analysis. The analysis results reveal three main themes. First, conflict in organizations can be categorized into several types, such as intrapersonal, interpersonal, intragroup, and intergroup conflicts. Second, the sources of conflict often stem from differences in interests, ineffective communication, and unequal distribution of resources. Third, conflict resolution strategies vary, including mediation, collaborative communication, compromise, deliberation, and approaches based on religious values.

\ This study aims to analyze the influence of bureaucratic leadership style on employee performance with teamwork as an intervening variable at the Forestry Service of Jambi Province. Human resources are the main determinant of organizational success, particularly in public bureaucracies that demand effectiveness, discipline, and strong responsibility. Bureaucratic leadership, which emphasizes formal structure, rule compliance, and systematic work procedures, is believed to enhance efficiency but may also limit employee creativity and flexibility. In this context, teamwork becomes a crucial factor that strengthens the relationship between leadership and performance through enhanced collaboration, communication, and synergy among employees. This research employs a quantitative approach with an explanatory design. The population consists of 56 employees of the Forestry Service of Jambi Province selected using saturated sampling. Data were collected using a Likert-scale questionnaire and analyzed through Structural Equation Modeling-Partial Least Square (SEM-PLS). The findings indicate that bureaucratic leadership style has a positive and significant effect on both employee performance and teamwork. Furthermore, teamwork also has a positive and significant effect on performance and mediates the relationship between bureaucratic leadership and performance. The R-square results show that most of the variation in performance can be explained by bureaucratic leadership and teamwork. These findings highlight that the effectiveness of bureaucratic leadership is optimized when supported by strong teamwork. This study provides practical implications for public institutions to develop adaptive leadership strategies and foster a collaborative work culture to enhance employee productivity and organizational performance.

Conflict is an inevitable phenomenon in organizational life and has the potential to greatly affect performance, interpersonal relationships, and institutional sustainability. The complexity of interactions in educational, business, and social environments makes this issue increasingly relevant for in-depth study. This study aims to examine the development of scientific studies on types of conflict and conflict management strategies over the past six years. The main focus of the study is to answer two questions: what types of conflict are most dominant in organizations, and how are conflict resolution strategies applied in various institutional contexts? The research method used is a literature review with the main keyword “types of conflict,” through searches in several scientific databases. From the selection results, five relevant articles were obtained and then analyzed based on research themes and trends. The analysis results show three main findings. First, conflicts within organizations can be classified into intrapersonal, interpersonal, and intergroup conflicts. Second, conflict resolution strategies emphasize the importance of effective communication, collaboration, mediation, and participatory leadership in creating sustainable solutions. Third, ethical and religious dimensions are also important aspects in building fair and harmonious resolutions. This study confirms that effective conflict management requires a multidimensional approach that integrates managerial, psychological, and moral values. Researchers are encouraged to conduct comparative studies between institutions to enrich their understanding of organizational conflict dynamics.

Conflict management has become an increasingly important concern in various areas of life, whether in education, organizations, or society at large, especially in the face of the fast-paced dynamics of the digital age. The complexity of interactions between individuals and groups poses unique challenges that require conflict management strategies that not only focus on problem solving, but also aim to create harmony, collaboration, and increased productivity. This study aims to systematically review the literature discussing conflict management issues during the period 2020 to 2024. The two main questions asked are: (1) what are the latest trends and approaches in conflict management research, and (2) what conflict management strategies are most widely used in various social and professional contexts. The results of the review show that recent research highlights three main areas of conflict management application, namely in the context of education, the organizational work environment, and family life. Several dominant strategies that emerge include the importance of effective communication, active participation from all parties involved, the implementation of an adaptive organizational culture, and an approach based on social harmony values. Overall, this study confirms that conflict management is multidimensional and continues to evolve toward more strategic and contextual application. Future research is expected to integrate cross-disciplinary findings to develop conflict management models that are more responsive to the challenges of the digital age.

Conflict is an inseparable part of social interaction within organizational and educational life. When not properly managed, conflict can disrupt institutional stability and effectiveness. Therefore, understanding the definition of conflict and its management strategies is crucial for both academics and practitioners. This study aims to review recent literature on the definition of conflict and conflict management strategies in educational and organizational contexts, guided by two research questions: (1) how is conflict defined in the literature from 2020 to 2025, and (2) what conflict management strategies are most commonly applied across various contexts. The method used is a literature review, with data collected through Google Scholar and the Publish or Perish application using the keyword “definition of conflict.” From a total of 20 identified articles, 18 were selected through a screening process based on recency, open access, and topic relevance. The findings indicate that the definition of conflict is contextual and multidimensional, while the management strategies generally include communication, negotiation, and institutional policy.

This study aims to analyze the role conflict experienced by PGSD (Elementary School Teacher Education) students at the University of Riau between academic and organizational activities, as well as to examine its impact on students’ self-development. This research employed a descriptive quantitative approach involving 30 active students engaged in both academic and student organization activities. Data were collected through a Likert-scale questionnaire based on three dimensions of role conflict proposed by Greenhaus and Beutell (1985): time-based, strain-based, and behavior-based conflicts. The results show that the level of role conflict among PGSD students is categorized as moderate, with an average score of 64.61. This indicates that most students are able to balance academic and organizational roles, although they face challenges in time management and role pressure. Furthermore, role conflict contributes positively to self-development, as students enhance their time management, responsibility, leadership, and communication skills. Therefore, role conflict can serve as a learning medium if managed adaptively. This study recommends that universities provide training in time management and organizational guidance to help students achieve a balanced integration between academic and extracurricular commitments.