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in today's increasingly competitive business environment organization face growing complexities, particlurly in sustaining employee productivity amif external pressure such as market competition and demands for innovation and internal issues, including employee well-being and leadership quality. productivity plays a pivotal role in organizational succser, shaping profitability, operational efficiency, and competitiveness. a key derminant is employee well being, with job stress frequently exerting a detrimental effect. prolonged increased absenteeism, thereby undermining organizational productivity. this study examines the effects of transformational egagement as a mediating variable, at PT Tigamas Mitra Selaras Gresik. The objective is to analysze how transformational leadership and kob stress, both directly and through the mediation of employee comprising the entire population (n=36) was employed; data were collected viar suvey and analyzed using partial least squares (PLS). the findings indicate that transformational leadership has a positive effect on productivity and employee engagement, whereas excessive kobn stress exarts a negative impact on both engagement and productivity. Moreocer, employee engagement signifianctly mediates the relationship between transfromational leadership and productivty and between job steess and productivty. the study recommends the development of transformational leadership and the impementation of robust stress-management strategies as critical avenues for enhancing productivity. accordingly, organizations should institute transformational leadership training to strengthen engagement and introduce stress-mnanagement initiatives grounded in psychological support and more collaborative work environment. this study offers practical constributions to human resource management praticulary importance of balancing insipirational leaderhsip with reduction of work-elected pressures.

Farmers are grappling with drought challenges that jeopardize rice production. To address this, the government is promoting the use of water pumps and the construction of reservoirs. However, reservoir development comes with specific stipulations, such as the land used needing to be owned by the village or government. Climate change poses a significant challenge to Indonesia's agricultural sector. The pump irrigation program has emerged as a crucial solution for water scarcity in farmlands. This research was conducted in Belangturi Village, Ruteng District, Manggarai Regency, chosen purposively due to its status as a key rice paddy development area. The study took place from December 2023 to April 2024, employing simple random sampling. Data indicates there are 40 active rice paddy farmers in Belang Turi Village. An economic analysis forecasts substantial benefits from this program, including a 20-30% increase in rice production, an improved cropping index, crop diversification, and a 40-60% rise in farmer income. The financial analysis yields highly positive results: an NPV of IDR 450,000,000, an IRR of 18%, a Payback Period of 4.5 years, and a BCR of 1.75, all strongly indicating a highly feasible investment. From a social standpoint, pump irrigation is desperately needed and enthusiastically supported by the community. It's perceived as vital for overcoming critical water shortages, enhancing welfare, and improving access to education and healthcare. Therefore, implementing this pump irrigation system is highly recommended as a comprehensive solution for sustainable agricultural development in Belang Turi Village.

This study aims to analyze production performance and the factors influencing the productivity of mining operations at PT. XYZ during August 2025. The evaluation covers production achievement against the corporate work plan (RKAP) and the owner’s operational plan, equipment availability (Physical Availability), the productivity of loading and hauling units, and various types of loss time that reduce effective working hours. The results indicate that production realization reached only 65% of the RKAP target, while achieving 102% of the owner’s plan for total material. Low equipment availability, high loss time such as no hauler, wait operator, and front preparation, as well as the underperformance of 80-ton and 100-ton units, were identified as the main contributors to production deviation. Additional influencing factors include unit reassignment, suboptimal haul road conditions, and insufficient operational fleet numbers. The study recommends optimizing fleet management, enhancing preventive and predictive maintenance programs, reorganizing hauling workflows, and controlling dominant loss time sources to improve operational efficiency and production target achievement in future periods.

Penelitian ini bertujuan untuk menganalisis pengaruh etos kerja, motivasi intrinsik, dan kepuasan kerja terhadap kinerja karyawan di perusahaan-perusahaan yang beroperasi di Kota Cirebon. Kinerja karyawan menjadi salah satu indikator penting dalam menjamin keberlangsungan dan daya saing perusahaan. Namun, ketidaksesuaian antara potensi sumber daya manusia dan hasil aktual di lapangan masih sering terjadi, ditandai dengan rendahnya produktivitas, tingginya turnover, serta loyalitas karyawan yang lemah. Penelitian ini menawarkan kebaruan dengan menguji ketiga variabel psikologis internal secara simultan dalam satu model penelitian, berbeda dari studi sebelumnya yang menguji secara parsial. Metode penelitian yang digunakan adalah kuantitatif dengan desain kausal asosiatif. Data diperoleh melalui kuesioner skala Likert yang disebarkan kepada 50 responden menggunakan teknik purposive sampling. Analisis dilakukan menggunakan regresi linier berganda dengan bantuan SPSS versi 25 untuk mengukur pengaruh masing-masing variabel bebas terhadap variabel dependen, baik secara parsial maupun simultan. Hasil penelitian menunjukkan bahwa etos kerja, motivasi intrinsik, dan kepuasan kerja secara signifikan memengaruhi kinerja karyawan. Etos kerja memiliki hubungan positif, motivasi intrinsik menunjukkan pengaruh negatif jika tidak selaras dengan dukungan organisasi, dan kepuasan kerja berkontribusi dalam menciptakan kenyamanan dan loyalitas. Secara simultan, ketiga variabel tersebut menjelaskan proporsi signifikan terhadap variasi kinerja. Penelitian ini memberikan implikasi bahwa perusahaan perlu menyusun strategi pengelolaan SDM yang tidak hanya berfokus pada aspek teknis, tetapi juga pada penguatan faktor psikologis karyawan secara menyeluruh.

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 analyze the influence of work facilities, competence, and work conflict on employee productivity at UD Karya Pala Kediri, both partially and simultaneously. The research employed a quantitative approach with a causal associative design. The population consisted of 36 employees, all of whom were included as respondents using a saturated sampling technique. Data were collected through questionnaires using a five-point Likert scale and analyzed using validity, reliability, classical assumption tests, and multiple linear regression analysis. The results indicate that work facilities, competence, and work conflict have a positive and significant effect on work productivity, both partially and simultaneously, with a coefficient of determination (R²) value of 0.862. This means that 86.2% of the variation in work productivity is explained by these three variables, while the remaining 13.8% is influenced by other factors outside the research model. The findings highlight that improving employee productivity can be achieved through adequate work facilities, continuous competence development, and constructive conflict management within the workplace.

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 aims to determine the influence of occupational safety, occupational health, and work-life balance on the work productivity of employees of CV. Saprotan Utama Semarang. This study uses a quantitative method with a survey research type. Sampling was carried out using the probability sampling method with the number of respondents studied as many as 180 employees. The data collection process was carried out by distributing questionnaires directly to the performance of CV. Saprotan Utama Semarang employees. This study uses IBM SPSS 26 software with multiple regression tests as a hypothesis testing method. The results of the analysis and discussion show that the variables have a positive and significant influence between Occupational Safety, Occupational Health, and Work-life Balance on employee work productivity. The results of the analysis show that the Occupational Safety variable has a significant positive effect on employee work productivity with a significance value of 0.37, Occupational Health has a significant positive effect on employee work productivity with a significance value of 0.009, and Work-life Balance has a significant positive effect on employee work productivity with a significance value of 0.000.

Hospitals are a crucial sector in a country due to their functions encompassing various aspects of healthcare provision. Factors supporting smooth operations and quality healthcare services in hospitals include human resources, facilities and infrastructure, health information systems, financial management, good customer service, security, occupational health, and other supporting factors. This study aims to determine the effect of compensation, work environment, and work stress on employee work productivity at Bhayangkara Level II Hospital in Kediri City. The research method used is a quantitative approach with multiple linear regression analysis techniques. The sample in this study amounted to 40 respondents who were employees of Bhayangkara Level II Hospital in Kediri City. The results of the analysis show that partially compensation, work environment, and work stress have a positive and significant effect on employee work productivity. Compensation has a calculated t value of 2.500 with a significance of 0.015, work environment is 6.170 with a significance of <0.001, and work stress is 5.305 with a significance of <0.001. Simultaneously, these three variables also have a significant effect on work productivity with a calculated F value of 35.438 and a significance of <0.001. Based on these findings, it is recommended that the hospital management continue to evaluate the compensation system, create a conducive work environment, and manage employee work stress through training and counseling facilities. Further research is expected to add other variables such as internal communication, job satisfaction, and career development to obtain more comprehensive results.

This study is motivated by the importance of improving the productivity of civil servants (ASN) at the sub-district level, which serves as the frontline in delivering public services. Bureaucratic reform and service digitalization demand employees to work more professionally, competently, and productively. Career development and work motivation are considered two crucial factors that influence productivity improvement. The objectives of this research are to examine the effect of career development on employee productivity, to analyze the effect of work motivation on employee productivity, and to test the simultaneous influence of both factors at the Cempaka Baru Sub-District Office, Central Jakarta. The research employed a quantitative method with a saturated sample of 48 respondents. Data were collected through online questionnaires and interviews, then analyzed using multiple linear regression, t-test, and F-test. The results show that career development has a significant positive effect on productivity (t-value 3.051 > t-table 2.014; sig. 0.004 < 0.05). Work motivation also significantly affects productivity (t-value 3.206 > t-table 2.014; sig. 0.002 < 0.05). Simultaneously, both variables significantly influence productivity (F-value 79.546 > F-table 3.20; sig. 0.000 < 0.05). Therefore, career development and work motivation can be regarded as important factors in enhancing employee productivity at the Cempaka Baru Sub-District Office.

This study aims to analyze the influence of leadership style and motivation on the productivity of members of the Student Activity Unit (UKM) Satria Muda Indonesia at the National University of the Republic of Indonesia. The research employed a quantitative descriptive approach, with data collected through questionnaires distributed to 30 respondents consisting of active members and administrators. The data were analyzed using multiple linear regression with the assistance of SPSS software and supported by classical assumption tests, including normality, multicollinearity, heteroscedasticity, and autocorrelation tests. The results indicate that leadership style and motivation have a positive and significant effect on member productivity, both partially and simultaneously. The coefficient of determination (R²) value of 0.745 shows that 74.5% of productivity variation is explained by these variables, while the remaining 25.5% is influenced by other factors outside the model. Therefore, it can be concluded that effective leadership and strong motivation are key determinants in improving the productivity of student organizations.

This study aims to analyze the influence of the role of technology, time management, providing incentives, and infrastructure on employee work productivity in the East Jakarta area. The data collection of this study was carried out by random sampling distributing questionnaires using the Likert scale with values from one to five choices, namely Strongly Disagree = 1, Disagree = 2, Neutral = 3, Agree = 4, and Strongly Agree = 5. 100 respondents who had criteria as employees in East Jakarta were obtained from the distribution of questionnaires. The data in this study was analyzed using a Partial Least Square (PLS)-based Equation Structural (SEM) Model with SmartPLS 4.0 software. Outer Model with calculations of Convergent Validity, Discriminant Validity, Composite Validity, Cronbach's Alpha and Inner Model with calculations of statistical T, R-Square, F-Square, and VIF. The results showed that technology has a significant positive influence on employee work productivity. In addition, time management has a positive but not significant effect on employee work productivity. The provision of incentives has a significant effect on increasing employee work productivity. And infrastructure also has a positive and significant effect on employee work productivity. These results provide useful insights for companies in understanding the factors that affect employee productivity.

Conflict is an inevitable phenomenon in organizational dynamics, whether in the education sector, social sector, or wider society. Conflicts that are not managed properly can lead to disintegration, but if handled appropriately, they can become a means of learning and innovation. This literature review aims to identify sources of conflict, resolution strategies used, and their impact on organizational performance. The research questions asked are: (1) What are the main factors causing conflict in educational and social organizations? (2) What are the most effective conflict resolution strategies according to the context? This research method uses a literature review approach by searching articles through Google Scholar and Publish or Perish (PoP) using the keywords “sources AND levels of conflict.” A total of 20 articles were selected from the period 2021–2025, with a final result of five valid articles that were analyzed thematically. The review results show three main themes: (1) sources of conflict include differences in vision, interests, and resource distribution; (2) conflict resolution strategies vary, ranging from mediation, negotiation, to religious and cultural-based approaches; (3) the impact of conflict is ambivalent, it can decrease performance but also encourage positive change.The conclusion of this study emphasizes the importance of contextual conflict management and opens up opportunities for further research to develop more adaptive resolution models based on local values.

This study examines the dynamics of Quality of Work Life, Workload, and Job Satisfaction in efforts to enhance Employee Productivity at PT. Bank Capital Indonesia, Tbk. Faced with increasingly complex industry challenges, companies need to effectively manage human resources to maintain competitiveness. Work-life balance, job satisfaction, and quality of work life are important factors that play a role in employee productivity, especially when workload increases. A quantitative approach with a descriptive correlational design was used in this study, with data collected through questionnaires and analysed using Structural Equation Modeling (SEM) with the AMOS software. The cluster random sampling technique was applied to select a sample proportionally. The findings show that Quality of Work Life and Job Satisfaction positively influence employee productivity, while Workload negatively impacts Job Satisfaction. However, Workload did not show a significant direct effect on Employee Productivity. Mediation analysis revealed that Job Satisfaction does not act as a mediator between Quality of Work Life and Employee Productivity. These findings suggest that improving Job Satisfaction, Quality of Work Life, and Work-life Balance can enhance employee productivity in the banking sector.

Employee training and development is an activity that aims to improve employee competence, knowledge and attitudes in achieving achievement. This training is provided to both new employees and existing employees who still need training and retraining. In practice, training is a short-term development process that uses a structured and organized operating system, with the main aim of improving employee performance and opening up career opportunities. Employees need to have sufficient skills and knowledge, and one way to meet these needs is through training programs designed to improve the quality of human resources. In this way, employees can achieve their desires and ultimately get the expected results.  

This study aims to analyze the impact of Artificial Intelligence (AI) implementation in human resource management (HRM) on both individual performance and organizational productivity. Using the Systematic Literature Review (SLR) method, the research examined 15 selected scholarly articles published between 2010 and 2025 that are relevant to the application of AI in HRM. The literature selection process followed several stages, including identification, screening, eligibility assessment, and inclusion, by utilizing academic databases such as Google Scholar, Scopus, and ResearchGate. The synthesis results reveal that AI adoption in HR functions—such as recruitment, training, performance evaluation, and employee retention—enhances efficiency, accuracy, and decision-making speed. The positive impacts of AI are evident in improving recruitment quality, optimizing talent development, predicting employee performance, and strengthening overall organizational productivity, particularly in the service sector.  This study concludes that AI holds significant potential to transform HRM into a more strategic, adaptive, and data-driven system. To maximize its benefits, organizations must establish ethical governance frameworks, foster digital competency development, and ensure strong regulatory support. Future research is recommended to expand empirical investigations across various industries to strengthen the generalizability of the findings

This study aims to analyze the influence of leadership style and work productivity on employee performance both partially and simultaneously. This study uses a quantitative approach with a saturated sampling method on the entire population of DPMPTSP employees totaling 59 respondents. Data were collected through questionnaires and analyzed using multiple linear regression and validity, reliability, T-test, F-test, and coefficient of determination tests with the help of SPSS software version 21. The results of the t-test that leadership style (X1) has a significant effect on work performance, can be seen from the calculated t value of 3.365> t table 2.003 and a significance value of 0.001 <0.05, Work productivity (X2) has a significant effect on performance obtained a calculated t value of 2.333> t table 2.003 and a significance value of 0.023 <0.05. The f test obtained a calculated f value of 30.680 > f table 3.16 and a significance value of 0.000 < 0.05, so it can be concluded simultaneously that leadership style and work productivity have a significant effect on employee performance. Leadership style contributes an influence of 47.6%, work productivity of 42.6%, and both simultaneously explain 52.3% of employee performance variables. These findings provide strategic recommendations for government agencies to improve employee performance through strengthening leadership and increasing work productivity.

This study aims to analyze the influence of emotional intelligence, work discipline, and job commitment on employee productivity at DP3AP2KB Kota Kediri. The research employed a quantitative approach with a population of 45 employees, all of whom were included as the sample using a saturated sampling technique. The research instrument was a five-point Likert-scale questionnaire tested for validity and reliability. Data were analyzed using multiple linear regression with the aid of SPSS version 25, preceded by validity, reliability, and classical assumption tests (normality, multicollinearity, and heteroscedasticity). The results indicate that emotional intelligence has a significant partial effect on employee productivity, while work discipline and job commitment show no significant effect. However, simultaneously, the three independent variables significantly affect productivity with an Adjusted R² value of 0.846. These findings highlight that emotional intelligence is the dominant factor influencing productivity, whereas work discipline and job commitment function more as basic requirements already embedded within bureaucratic systems. The practical implication of this study suggests the need for soft skill development programs, emotional management training, and the improvement of employees’ interpersonal skills to enhance productivity in the public sector.

The excessive and uncontrolled intensity of Gen-Z in using digital media through various communication and information platforms can impact mental/physical health, resulting in unhealthy productivity in various spheres of activity. This study aims to analyze the causes, impacts, and solutions of digital media exposure on the aspect of digital fatigue which is expected to provide a new approach for Gen-Z to develop professional attitudes and mindsets in using digital media. The research method in this study uses a qualitative descriptive method. The sampling technique in this study uses purposive sampling and snowball sampling techniques. The purposive sampling technique is determined by the age range of Gen-Z from STIE Pariwisata API Yogyakarta students born between the mid-1990s and early 2010s. The snowball sampling technique used is all 129 students. Data analysis is carried out descriptively based on the percentage of respondents' assessments from the available questions. The results of this study are, the higher the percentage of counterproductive causes, impacts, and solutions to the digital fatigue aspects chosen by respondents, the more unhealthy productivity will result, conversely, the lower the percentage of counterproductive causes, impacts, and solutions to the digital fatigue aspects chosen by respondents, the more healthy productivity will result. The contribution of this study is, to support the success of activities carried out through the use of digital media in accessing information and communication channels, Gen-Z must be able to make proportional choices, namely choices that are oriented towards mental/physical health so that they can place Gen-Z in a healthy productivity environment.

Livestock production in rural communities relies heavily on the availability and quality of animal feed. In Aek Korsik Village, Asahan Regency, farmers continue to use manual methods to chop forage, which are time-consuming, inconsistent, and physically demanding. To address these issues, a portable forage chopper machine was designed and introduced through a community service program (KKN). The machine features a compact mechanical system powered by a small motor, making it lightweight, mobile, and easy to operate in various conditions. The implementation process included three stages: machine development, field testing, and community training. During testing, the machine efficiently processed forage materials like grass, corn stalks, and agricultural residues, producing uniform feed sizes much faster than manual methods. Farmers reported reduced workload, improved availability of chopped forage, and better livestock feeding practices. The portable design allowed the equipment to be shared among farming groups, fostering cooperation. This study underscores the role of appropriate technology in addressing rural agricultural challenges. By integrating engineering innovation with community service, the portable forage chopper machine enhances technical efficiency and socio-economic empowerment for farmers. Future improvements should focus on durability, cutting capacity, and sustainable energy alternatives to better meet the needs of smallholder farmers.