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Leadership as an important aspect that influences a person's behavior specifically in the relationship between the leader and the person being led. Servant leadership implied by the pastor as the leader of the congregation through guidance, direction and encouragement given, has an effect on increasing the spirituality of the congregation. The training activity uses a presentation method, starting with the presentation of material to explain various things related to spiritual leadership in moving the organization. The method used is question and answer and sharing with participants about various things related to spiritual leadership. Training Implementation Time The training was carried out online on August 30, 2024. Participants in the Training for Prospective Pastors were 26 people. The participants' understanding and knowledge of servant leadership increased in the sense that the participants' knowledge increased after participating in the training, this was evidenced by the results of interviews with participants, 90% of participants said that their knowledge and insight increased after participating in the training. Participants said they practiced servant leadership so that leadership was successful effectively and efficiently. Thus, this training is said to be successful because it provides increased knowledge and insight to participants about something that participants need in running an organization, namely servant leadership.

Organizational Citizenship has a positive impact on organizational effectiveness. One factor that can effect OCB is servant leadership, namely a leadership style that focuses on serving team members. Job satisfaction acts as a intervening variable in this research, where job satisfaction is a variable that bridges the effect of servant leadership on OCB. This research aims to analyze and explain the effect of servant leadership on OCB with job satisfaction as a mediating variable. By using a quantitative approach, this research is expected to provide insight into how servant leadership can encourage OCB behavior by increasing employee job satisfaction. This research was conducted on employees of the CV operational division. Bali Harmoni Bali Zoo, with a total sample of 75 employees obtained using the saturated sampling method. Data collection was carried out by interviews and distributing questionnaires. The analysis technique used is Structural Equation Modeling (SEM) using the Partial Least Square (PLS) approach. The results of the analysis show that 1) servant leadership has a positive and significant effect on employee OCB, 2) servant leadership has a positive and significant effect on employee job satisfaction, 3) job satisfaction has a positive and significant effect on employee OCB, 4) job satisfaction mediates the effect of servant leadership on Employee OCB. The implications of this research theoretically support the findings of previous research through the perspective of social exchange theory. The practical Behavior is extra-role behavior carried out voluntarily by employees and implications of this research provide a policy reference for organizational leaders and management to increase employee OCB through servant leadership and job satisfaction.

This study aims to determine the direct and indirect effect of leadership, motivation, training on performance through employee satisfaction of the regional secretariat of bintan regency. This type of research uses quantitative research methods with primary and secondary data sources. The population in this study was 109 Civil Servants (PNS) who worked at the Bintan Regency Regional Secretariat office. In this study, data collection was carried out using the census method in which the entire population was taken as a sample. By using the census method, this study aims to obtain accurate and representative data from the entire existing population. This step will make it easier for researchers to analyze and describe the characteristics and events that occur in the population. This research uses Smart-Pls as a data processing tool. The results of this study, Leadership has a positive and significant effect on Employee Performance. This proves that Leadership can affect the Performance of Employees of the Bintan Regency Regional Secretariat. Motivation has a positive and significant effect on Employee Performance. This proves that Motivation can affect the Performance of Employees of the Bintan Regency Regional Secretariat. Training has a positive and significant effect on Employee Performance. This proves that Training can affect the Performance of Employees of the Bintan Regency Regional Secretariat. Job Satisfaction has a positive and significant effect on Employee Performance. This proves that Job Satisfaction can affect the Performance of Employees of the Bintan Regency Regional Secretariat. Leadership has a positive and significant effect on Employee Job Satisfaction. This proves that Leadership can affect the Job Satisfaction of Employees of the Bintan Regency Regional Secretariat. Motivation has a positive and significant effect on Employee Job Satisfaction. This proves that Motivation can affect the Job Satisfaction of Employees of the Bintan Regency Regional Secretariat. Training has a positive and insignificant effect on Employee Job Satisfaction. Job Satisfaction mediates positively and significantly between Leadership and the Performance of Employees of the Bintan Regency Regional Secretariat. Job Satisfaction mediates positively and significantly between Motivation and the Performance of Employees of the Bintan Regency Regional Secretariat. Job Satisfaction mediates positively and insignificantly between Training and the Performance of Employees of the Bintan Regency Regional Secretariat.  

This study investigates the correlation between visionary-participative leadership style, digital technology literacy, employee involvement, and civil servant performance within the digital transformation context of the Semarang City Regional Revenue Agency. Employing a quantitative methodology, a survey of 105 staff members is conducted. The investigation in this research utilized Structural Equation Modeling methodologies employing the Partial Least Squares (PLS-SEM) framework. This study underscores the significance of adopting a holistic method toward advancing human capital by combining the improvement of digital competencies with tactics to enhance employee involvement. Study findings indicate that digital technology literacy skills substantially and constructively influence employee engagement and performance. Visionary-participative leadership positively impacts employee engagement, yet its direct effect on performance is deemed insignificant. Employee involvement is demonstrated to have a significant and favorable impact on performance. Theoretical and practical implications emphasize the necessity of crafting a more tailored digital transformation framework for the public sector and the importance of revamping leadership development initiatives to address the intricacies of bureaucracy in the digital age.    

The human resources aspect is the most important thing for companies, especially to achieve organizational goals, because the success or failure of an organization is greatly influenced by human factors as people who carry out the work. One of the targets of human resource management in the organizational management function concerns employee performance issues. Employees at the Sewing Department PT. Pan Brothers Tbk Boyolali has an unstable level of performance, which can affect the achievement of company goals. This research aims to explain the factors that can influence a person's performance, such as leadership style, work culture and physical work environment which can influence employee performance. The sample was obtained using a purposive sampling method, and 47 civil servant respondents were selected as the sample. Meanwhile, the data analysis used in this research includes: data quality testing, classical assumption testing, hypothesis testing and multiple regression analysis. The results of the partial significant test (t statistical test) from the research analysis and discussion show that; transactional leadership style, with a t value of 1,555, this value is smaller than t table 1,669. This explains that the Transactional Leadership variable has no effect on the Employee Performance variable. Work Culture, with a t value of 3,033, this value is greater than t table 1,669. This explains that the Work Culture variable has an influence on the Employee Performance variable. Physical Work Environment, with a t value of 2,467, this value is greater than t table 1,669. This explains that the Physical Work Environment variable has an influence on the Employee Performance variable. Meanwhile, the results of the simultaneous significant test (f test) show that Fcount 5,600 > Ftable 2,751 with a significance value of 0.002. So it can be concluded that the two independent variables, namely Transactional Leadership (X1), Work Culture (X2) and Physical Work Environment (X3) greatly influence the dependent variable, namely Employee Performance (Y) at PT. Pan Brothers, Tbk Boyolali.

PT Kranji Jaya Abadi is a leader in the construction industry with a major speciali-zation in infrastructure development and large-scale commercial projects. In em-ployee performance efforts, the role of servant leadership and communication is very important, because both are key parts to create a comfortable work environ-ment and produce quality Human Resources (HR). The purpose of this study is to analyze the influence of servant leadership and communication on the performance of PT Kranji Jaya Abadi employees. Especially to find out how much each of these independent variables contributes to employee performance. The method used in this study is a quantitative method with a statistical approach with data processing using SPSS 22. Data was collected through observation and dissemination of ques-tionnaires involving 32 employees of PT Kranji Jaya Abadi. The results of the re-search on serviceleadership and communication were stated to have a positive and significant influence on the performance of the teachers.  PT Kranji Jaya Abadi is expected to continue to develop and strengthen the practice of servant leadership and maintain good communication at all managerial levels.  This is expected to im-prove overall employee performance and encourage the achievement of company goals.

To produce employees who have good quality and have a professional attitude, it is necessary to carry out good management, in order to increase the company's economic resources. Previously reported by RSUP Dr. Sitanala has a leader with a leadership style where all provisions are based on the leadership's provisions, optimizing public stigma regarding leprosy-oriented services that have not reached the expected target, a lack of visits which has an impact on the remuneration system being less than optimal, performance indicator values ​​that have not reached the target, lack of Community satisfaction is still relatively high in the community satisfaction index survey. The aim of this research is to analyze the influence of leadership style and remuneration systems on improving employee performance at RSUP Dr. Sitanala Tangerang with work culture as an intervening variable. Research method the research design used was a survey with an explanatory causality approach. The population used is all employees who have the status of Civil Servants (PNS) at RSUP Dr. Sitanala, numbering 340 people. The sample in this study amounted to 183 people, the sampling technique used was accidental sampling. There is a direct and significant influence between leadership style and remuneration on work culture, there is an indirect influence of leadership style on employee performance, there is a direct influence of remuneration on employee performance, work culture directly has a significant influence on improving performance and the remuneration system has a direct influence towards improving performance without going through work culture. For hospitals, hospital leaders should always monitor each work unit both from an objective and subjective performance perspective as well as from the individual employee perspective so that they can find out directly what the obstacles, complaints and needs of individual employees are in carrying out teamwork in each work unit at once. can control the continuity of performance of each individual employee as a work culture within the team in the unit so that it is hoped that organizational goals will be achieved optimally. For other researchers: It is hoped that further research can further analyze other aspects and influences that can achieve organizational goals with a wider range of respondents. There are still many other aspects and influences that could possibly be used as research targets for development at the hospital in question.

This research is classified as correlational research consisting of two independent variables, namely Servant Leadership and Job Satisfaction and one dependent variable Teacher Work Effectiveness. The population in the study was 305 teachers of private vocational schools in West Bogor Sub-district, with a sample size of 173 teachers, whose determination used the Slovin formula and used Proportional Random Sampling. Data were collected using instruments in the form of questionnaires and analyzed by descriptive analysis and inferential statistics and analyzed SITOREM. The results showed three positive relationships. First, there is a positive relationship between Servant Leadership and Teacher Work Effectiveness with a correlation coefficient value of 0.373. Second, there is a positive relationship between job satisfaction and teacher work effectiveness with a correlation coefficient value of 0.740. Third, there is a positive relationship between Servant Leadership and Job Satisfaction together with Teacher Work Effectiveness with a correlation coefficient value of 0.750. And based on the results of the SITOREM analysis, it shows that there are several indicators that must be improved and several indicators must be maintained. Indicators that must be improved include the implementation of evaluations, self-adjustment to the environment, humility, trust, courage, the job itself, supervision, promotion. Thus it can be concluded that Teacher Work Effectiveness can be improved through strengthening Servant Leadership and Job Satisfaction both partially and jointly.

This study aims to identify the influence of organizational culture, transformational leadership, and work motivation on the performance improvement of civil servants at the Main Secretariat of the National Civil Service Agency. Data analysis was conducted using Linear Structural Relationship (Lisrel) version 8.80 with Structural Equation Modeling (SEM) method. The choice of using SEM in this research lies in its ability to analyze the pattern of relationships between latent constructs and their indicators, latent constructs with each other, and measurement errors directly. The results of the analysis indicate that organizational culture, transformational leadership, and work motivation significantly contribute to the improvement of civil servants' performance. Managerial implications and recommendations for further research are also discussed.                                                                                                                                                      

Commitment becomes a means for organizations to improve organizational performance. Through the support of leaders who use the servant leadership leadership style and the existence of distributive justice in the organization, employee performance will increase. This study aims to analyze: 1) the influence of servant leadership on continuance commitment; 2) the effect of distributive justice on the continuance commitment of Sentana Group employees. This research includes using quantitative research with a cross-sectional approach. The respondents of this study were 58 employees of the Sentana Group. Data on servant leadership, distributive justice, and continuance commitment were obtained using a survey technique using a questionnaire instrument that was validated by experts and reliable based on the results of the trial. The analysis used in this research is descriptive statistical analysis and regression analysis. The results showed that there were: 1) positive and significant influence of servant leadership on continuance commitment; 2) positive and significant influence of distributive justice on continuance commitment. In addition, it is also concluded that servant leadership has a greater influence on continuance commitment than distributive justice.

This research aims to determine the influence of leadership style and work environment on employee performance at the Sibolga Pratama Tax Service Office. The population and sample for this research were all 106 civil servant employees at the Sibolga Primary Tax Service Office. The research method used is a quantitative research method with a descriptive approach. The data collection technique is a questionnaire using a Likert scale, while the tests used are the Classic Assumption Test and Analysis Test. The results of the research show that the performance of Receivable Turn Over (RTO) fluctuates from year to year. The highest increase in RTO occurred in 2019 at 4.16 times. The company's Average Collection Period (ACP) level was the best in 2019, namely 87 days, where the receivables turnover rate was very high. In 2019 the company's performance improved, where the arrears ratio reached its smallest point, namely 16.20%. In 2019 the performance of CV. Parulian Sojuangon Panggabean Group experienced an increase, where the collection ratio reached its highest point, namely 83.79%.

This research aims to conduct a comparative study of the concept of servant leadership put forward by Stephen R. Covey and its application to the Sister Head of Sang Timur Catholic Kindergarten in Malang City. Servant leadership is a leadership approach that emphasizes service to others as the main foundation of leadership. Stephen R. Covey explains this concept through his famous books, especially those related to the principles of effective and ethical leadership. This research uses a qualitative method with a case study approach. Data was obtained through in-depth interviews, observations, and analysis of articles related to the leadership activities of the Head Sister of the Sang Timur Catholic Kindergarten. Data analysis was carried out using a comparative study of Stephen R. Covey's servant leadership with the Head Sister's leadership style. The research results show that the Head Sister of Sang Timur Catholic Kindergarten consistently applies the concept of servant leadership. They highlight aspects of service, characteristics, potential development, and attention to the needs of team members as the main foundations of their leadership. Even though there may be contextual differences in its application, the concept of servant leadership remains the basis for Head Sisters in carrying out leadership responsibilities in the educational environment. This research provides further understanding regarding the application of servant leadership in the context of non-profit organizations, especially in early childhood education. This research can form the basis of practical implications for the development of more effective leadership models in educational institutions and similar organizations.

The performance of human resources can be influenced by the conditions of servant leadership that are formed. Factors that influence employee performance in servant leadership include a lack of commitment from employees towards understanding the values ​​and rules that have been established, a lack of disciplined behavior, a lack of inheritance of servant leadership, and a lack of understanding organizational identity. These things cause service leadership to be less than optimal in achieving the stated vision and mission of the organization. One factor in good servant leadership is that it requires commitment from all members of the organization under the leadership of someone who is able to influence all members of the organization and is expected to be able to build good and strong servant leadership. survey research design with a correlational approach. The approach used is a quantitative approach as the basis for analysis. There is a positive, very significant and strong relationship between servant leadership and employee performance. There is a positive, very significant and strong relationship between Personality and Employee Performance. There is a positive, very significant and strong relationship between Servant Leadership (X1) and Personality (X2) together with Employee Performance (Y). The two go hand in hand, which means that the higher the Service Leadership and Personality together, the higher the Employee Performance.

Teacher performance indicators can be the basis for planning teacher performance assessment, which includes teacher planning in learning activity programs, learning procedures, and learning assessment. Digital literacy is very important in the current digital era, because it allows individuals, especially teachers, to adapt and communicate effectively in various situations. aspects of life and career. Apart from that, teachers can also apply a servant leadership style, namely a leadership model that places service as the main priority. This research aims to determine efforts to improve teacher performance by strengthening variables related to teacher performance, namely Digital Literacy and Service Leadership. The research results concluded: 1) there is a positive and significant relationship between Digital Literacy and Performance; 2) there is a positive and significant relationship between Servant Leadership and Performance; 3) there is a positive and significant relationship between Digital Literacy and Servant Leadership together with Teacher Performance. This shows that strengthening digital literacy and servant leadership can improve teacher performance.

The aim of this research is to determine the influence of servant leadership on individual performance in the psychological mediation of empowerment. This research uses a quantitative approach with the employee population of PT Trikayarasa Jaya Food in Sidoarjo. The sample used was 70 employees of PT Trikayarasa Jaya Food. Data collection was carried out through questionnaires. The analysis in this research uses Partial Least Square (PLS) with SmartPLS 4.0 software. There are two model specifications used in PLS, namely: outer and inner models. The results of this research found that servant leadership influences individual performance, servant leadership influences the psychology of empowerment, individual performance influences the psychology of empowerment, psychology of empowerment mediates servant leadership on individual performance.

The aim of this research is to determine the influence of servant leadership on individual performance in the psychological mediation of empowerment. This research uses a quantitative approach with the employee population of PT Trikayarasa Jaya Food in Sidoarjo. The sample used was 70 employees of PT Trikayarasa Jaya Food. Data collection was carried out through questionnaires. The analysis in this research uses Partial Least Square (PLS) with SmartPLS 4.0 software. There are two model specifications used in PLS, namely: outer and inner models. The results of this research found that servant leadership influences individual performance, servant leadership influences the psychology of empowerment, individual performance influences the psychology of empowerment, psychology of empowerment mediates servant leadership on individual performance.

This study's objective is to examine the influence of servant leadership on turnover intention and the impact of organizational affective commitment as a mediator between these two relationship constructs. This investigation employs a quantitative methodology by surveying restaurant employees in Surabaya using questionnaires. Utilizing Structural Equation Modeling Partial Least Square (SEM PLS), the collected survey data were analyzed. 78 restaurant employees participated in this investigation as respondents. According to the findings of this study, servant leadership and affective organizational commitment have a significant negative effect on turnover intention. In addition, affective organizational commitment can substantially and negatively moderate the relationship between servant leadership and turnover intention. In this research, both theoretical and practical implications are discussed.

This research aims to determine the perspective of the congregation offering the body in the life of the GKPPD Prongil Jehe Christian family. This study uses a qualitative method. The technique for determining informants is Purposive Sampling based on certain criteria that are appropriate to the research topic. The number of participants who will be interviewed is 10 people. The data collection technique for this research is to use observations on 3-5 October 2023 and documentation in the form of pictures. The results of research conducted by the author on the GKPPD Prongil Jehe congregation have provided an understanding of offering the body to continue to strengthen relationships with others and with God. There are two factors that influence the congregation regarding offering the body, namely internal factors, need factors and interest factors where there is a sense of joy and desire that arises without any external encouragement. The second is external factors, factors that come from outside the congregation, namely the leadership of the pastor, the service of the servants, the church infrastructure (facilities). These two factors influence the congregation's perspective regarding offering the body as true worship in the life of the GKPPD Prongil Jehe Christian family.  

This research discusses the role and leadership characteristics of a Servant of God in the Christian context, especially in the church environment. Leadership of God's Servants is analyzed through the concepts of service leadership, spiritual mindset, and example. The research method used is a qualitative study which reflects the reality faced by a Servant of God in his ministry. The research results show that the leadership of God's Servants includes aspects of service that are based on the service model of Jesus Christ. Christian leaders are expected to have the qualities of humility, service, and selflessness. Leadership of God's Servants also requires a spiritual mindset that involves insight, wisdom, and commitment to God's Word. Apart from that, the leader's example is an important key in shaping the character of the congregation and having a positive impact on the surrounding environment.

This change in regulations regarding employment status creates new dynamics in the implementation of employee recruitment in various government agencies. This creates challenges in maintaining the quality and integrity of the state civil apparatus, along with efforts to increase the professionalism and effectiveness of the bureaucracy. To understand the impact of this change comprehensively, it is necessary to conduct in-depth research that can provide better insight into how the PPNPN recruitment discretion can influence the letter of the Minister of PANRB No. B/185/M.SM.02. 03/2022 concerning Employment Status in Central Government and Regional Government institutions, the contents of which are that honorary employees will completely expire on November 28 2023 and be replaced by PPPK. This regulation means that government officials no longer have discretionary authority to appoint honorary employees or PPNPN. Flexibility of authority for the government to meet the needs of supporting personnel through outsourcing mechanisms. Document Study research method: by reviewing existing related documents. The documentation study approach is research that analyzes the PANRB Minister's Letter and other related policy documents to understand the content, objectives and provisions of the regulations. Data collection through literature and qualitative analysis. The research results show that violations of the PANRB ministerial regulations will be subject to sanctions in accordance with the provisions of the regulations. To meet the shortage of ASN positions or other supporting staff, the leadership proposed the formation of CPNS and PPPK after mapping the positions. The recommendations from this research are the importance of the availability of human resources for civil servants for good public services, and changes in policy regarding the recruitment of honorary employees by the government or leadership.