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Christian Generation Z is negotiating adulthood within an unusually dense field of uncertainty: unstable work transitions, digital comparison, climate concern, post-pandemic disruption, and shifting religious participation. These conditions intensify future anxiety, understood here as anticipatory apprehension toward an unfavorable personal future. This article aims to construct a pastoral counseling model for Christian Gen Z who experience future anxiety without reducing their distress either to a clinical disorder alone or to insufficient faith. Because no field data were collected, the study uses a constructive conceptual design grounded in an integrative literature review, practical theological reasoning, and a critical synthesis of psychological, pastoral, and youth mental health scholarship published before 2024. The analysis identifies three main findings. First, future anxiety among Christian Gen Z is best interpreted as a narrative disruption of agency, meaning, belonging, and hope. Second, pastoral counseling requires an integrative stance that combines spiritual competence, evidence-informed anxiety care, digital awareness, and ecclesial accompaniment. Third, the article proposes the SELAH model: Situational-spiritual assessment, Empathic presence, Lament and meaning reconstruction, Adaptive agency planning, and Hope-building ecclesial accompaniment. The model offers a non-reductive framework for churches, counselors, and Christian educators while emphasizing referral, ethical boundaries, and further empirical testing.

This study aims to conduct a literature review on previous research related to factors influencing employee turnover intention in human resource management. This research falls under the category of library research,. The analysis of theory and relationships between variables is carried out through journals obtained from sources such as Publish or Perish, Mendeley, Google Scholar, and e-books. The findings of the research indicate that employee competency levels have a positive impact on turnover intention, indicating that despite possessing high skills, factors such as employee motivation, salary satisfaction, and organizational climate also play a significant role in influencing turnover intention. Furthermore, work stress, organizational commitment, and job satisfaction were identified as factors having a negative impact on turnover intention. The study also underscores that a positive organizational culture can diminish turnover intention, emphasizing the need to consider other variables such as work environment, leadership style, and organizational commitment. Additionally, the research highlights emotional labor and burnout as significant factors, wherein heightened emotional exhaustion can amplify employees' inclination to leave their jobs. Subsequent research endeavors could explore contextual factors that may moderate or alter the relationship between the identified variables (such as competence, motivation, job satisfaction) and turnover intention.

Karang Taruna's Real Work Program in Sungon Village is a sustainable effort to improve the quality of life of the community. This research aims to explain the problems faced, the program objectives, the methods used, and the results that have been achieved. Karang Taruna Sungon has succeeded in launching superior programs in local economic empowerment, education, public health and sustainable environmental projects. Small business training and preventive health campaigns are the main focus, implemented through active member participation in a spirit of mutual cooperation. The community's positive response to the Karang Taruna initiative created a climate of mutual listening and support, even though they faced limited resources. Program sustainability is maintained through ongoing planning, member capacity development, and support from external partners and donor agencies. Despite the challenges, Karang Taruna was able to overcome most of them, gaining important lessons about adapting to local changes and community participation. The implementation of the program has had a significant impact on Sungon Village, including increasing living standards, reducing poverty levels, and higher local economic participation. Close collaboration with local government, non-government organizations and the private sector is the key to success in supporting the overall village development vision.

This Research Aims To Know: (1) The Effect of Safety Climate on Safety Performance at PT PLN (Persero) ULPLTD Kolaka. (2) The Effect of Perceived Supervisor Safety on Safety Performance at PT PLN (Persero) ULPLTD Kolaka. This study used a quantitative method approach, collecting data in this study using observation, documentation and questionnaires. The population in this study are employees who work at PT PLN (Persero) ULPLTD Kolaka. While the sample in this study amounted to 51 people. Testing research instruments using validity and reliability tests with SPSS 25.0. The data analysis technique used in this study is to test the measurement model (outer model) and test the structural model (inner model) with smart PLS 4.0. Based on the research results, it is known that there is a positive and significant influence between the safety climate variables on safety performance. What is shown is the statistical value of 2.741, the original sample value is 0.548 and the P-value is 0.006. for the perceived supervisor safety variable has a positive and insignificant effect on safety performance showing a statistical value of 0.944, the original sample value is 0.191 and the P-value is 0.345.

Investment is a benchmark for whether a country can be said to have a good or low level of economic growth. The rate of investment affects the level of state welfare because investment encourages the state to create production to fulfill state affairs and the nation's welfare. Investment policy also has a positive role in reducing poverty and unemployment, because economic growth depends on high savings and investment. If savings and investment are low then the economic growth of society and the country will also be low. To achieve the goal of realizing the vision and mission or objectives of the One Stop Integrated Investment and Services Agency (DPMPTSP) itself, an appropriate promotional strategic work plan is needed to be considered by the regional government, so that investment in North Sumatra increases. Various activities have not had a significant impact in increasing investment, the increase in promotional activities carried out is not in line with the increase in investment value. The research technique used in this research can be a subjective expressive qualitative strategy, in the form of specific information in terms of words that match the characteristics subjective approach. Qualitative is collecting important and additional information through perception, interviews and documentation. The results of this research show that the North Sumatra Provincial Government has implemented an investment strategy, improved the quality and skills of the community through training, and carried out comprehensive investment promotion activities (such as holding seminars and investment forum meetings) at home and abroad. Accelerate infrastructure development and support regional investment development. Distribution of Capital Investment; Focus on Food, Infrastructure and Energy Development; Environmentally sound investment (green investment) Empowerment of Micro, Small and Medium Enterprises and Cooperatives (UMKMK); Providing facilities, convenience and investment incentives; and Investment Promotion. A conducive and competitive investment climate.    

This study aims to determine the effect of the physical work environment and organizational climate on morale ( a case study of village office employees in Rajapolah sub-district). The method used in this study is causality through a survey approach, with the sample to be selected in this study being Village Office employees in Rajapolah District, namely 49 respondents. The analytical tool used in this study was multiple regression using SPSS version 25. The results showed that the Physical Work Environment and Organizational Climate had a significant influence on the Morale of Village office employees in Rajapolah district. Organizational climate has a significant influence on the morale of Village Office employees in Rajapolah District.

In a company, organizational culture and interpersonal communication between employees often have great significance in work commitments because commitments are related to acceptance, health, and maintenance. With this phenomenon, research wants to know how significant the relationship with commitment is through organizational culture and the effectiveness of interpersonal communication. This research was conducted on employees of Es. Clo is a clothing start-up in Bandung, Indonesia. The population in this study was 15 people; considering the small population, the researchers took all employees as samples. Through quantitative research methods and the positivism paradigm, researchers tested multiple regression analysis to see the influence of organizational culture and interpersonal communication's effectiveness on employee work commitment. Based on the study's results, it was shown that there was a positive and simultaneous influence of the two variables on influencing work commitment. This was shown from the ANOVA table test, which showed a positive influence between organizational culture and interpersonal communication with Es. Clo's employee commitment. The organizational culture of the Es. Employees have understood Clo company in terms of rules, norms, dominant values ​​, and organizational climate.

Technological developments, especially in agriculture, must develop because of the increase in population and climate change requires us to look for innovative sustainable solutions in agriculture because agriculture is a very basic field in human life. Therefore, our group which is a group of students who carry out service in Penjaringansari village made an agricultural innovation with an appropriate technology aquaponics system in catfish cultivation as one of its work programs.This service is carried out by the method of active participation approach of partner groups that is tailored to the needs of the community by our group. The initial stage carried out is catfish cultivation then combines with a hydroponic system in plants to form an aquaponics system. The treatment process is carried out by checking thoroughly regularly.This service program is expected to provide benefits for the people of Penjaringansari Village and can be implemented properly after the completion of KKN. This program aims to improve food security and community independence through limited land use in the yard.  

This study aims to determine the effect of the variables of morale, work environment, work skills, teamwork, work climate on the work productivity of UMKM Batik Tulis Seruni Purwodadi employees. The population in this study was 150 employees, the sample that was determined in this study was 109 employees using a saturated sample. This study uses SPSS to answer the main facts by using a list of questionnaires that have been answered by respondents. The findings of this study are that work enthusiasm has a positive and significant effect on the work productivity of UMKM Batik Tulis Seruni Purwodadi employees, the work environment has a positive and significant effect on the work productivity of UMKM Batik Tulis Seruni Purwodadi employees, work skills have a positive and significant effect on the work productivity of UMKM Batik Tulis Seruni employees Purwodadi, teamwork has a positive and significant effect on the work productivity of UMKM Batik Tulis Seruni Purwodadi, the work climate has a positive and significant effect on the work productivity of UMKM employees Batik Tulis Seruni Purwodadi  

The background of this research is that the incentives given are not in accordance with the wishes of the employees. Inadequate amount of incentives given, sometimes the timing of the incentives is not in accordance with a predetermined date. organizational climate is still not optimal. Leaders are still not consistent in giving assignments. sometimes the tasks given by the leadership are far outside the employee's working hours. Employees face many job risks that are not taken into account the causes and consequences. employee job satisfaction has not been achieved, where there are still many employees who feel dissatisfied. Employee work discipline is still not optimal. not a few employees who come to work outside the hours that have been set. many employees are not yet committed to their work, service orientation is still not optimal. Employee integrity is still not optimal. Thus, the purpose of this study was to determine the effect of incentives, organizational climate and job satisfaction on the work commitment of UPTD employees at the Manonjaya Health Center, Tasikmalaya Regency. The research method is descriptive quantitative, with the results of incentive research tending to be good as well as job satisfaction tending to be good. However, incentives have no significant effect on the work commitment of UPTD Manonjaya Health Center employees. This means that if the provision of incentives is increased, it will not have a significant effect on employee work commitment. The smallest value of the respondent's response to the incentive variable is an indicator of social incentives, while the highest value is found in the non-material incentives indicator. Organizational climate tends to be good as well as job satisfaction tends to be good. Thus, organizational climate has a significant effect on the work commitment of UPTD Manonjaya Health Center employees. This means that if the organizational climate is improved, it will have an impact on increasing work commitment. The smallest value of the respondent's response to the organizational climate variable is an indicator of conflict, while the highest value is found in the indicator of warmth between employees. . Job satisfaction tends to be good as well as job satisfaction tends to be good. However, job satisfaction has no significant effect on the work commitment of UPTD Manonjaya Health Center employees. This means that if job satisfaction is increased, it will not have a significant impact on increasing work commitment. The smallest value of the respondent's response to the variable job satisfaction is an indicator of turnover, while the highest value is found in the indicator of responsibility. Providing incentives, organizational climate and job satisfaction affect the work commitment of UPTD Manonjaya Health Center employees. This means that if the provision of incentives, organizational climate and job satisfaction is increased then work commitment will also increase

This study aims to determine; 1) influence of organizational climate on teacher commitment, 2) influence of workload on teacher commitment, 3) influence of organizational climate and workload simultaneously on teacher commitment. This research was conducted at SMK Negeri 1 Surakarta. This study uses a quantitative approach with correlational methods. The population in this study were all subject teachers, totaling 62 people, with the research sample using a saturated sampling technique. The data was collected by Likert scale questionnaire.  

Employee work productivity is a hot issue and there will be no end to discuss it. Problems related to productivity are also strategic issues for companies that are programming human resources. There are many internal and external aspects that support the creation of effective and efficient work productivity in corporate culture. The purpose of this study was to determine the effect of leadership style, organizational climate and incentives on the productivity of employees of PT Sai Apparel Industries. The approach used in this research is the quantitative approach. The results of this study are leadership style, organizational climate have a positive and significant impact on employee productivity. In addition, incentives have a negative and  insignificant effect on employee productivity.    

Ocularcentrisme menjadi sebuah kepercayaan yang didasarkan hanya pada yang dilihat. Kepercayaan ini membentuk persepsi–persepsi pada otak manusia pada setiap objek yang ada di sekitarnya.   Pandemic   fatigue   di   Indonesia   adalah   hal   yang berdampak besar  pada  pembentukan mental  dalam  menghadapi pandemi. Gejala mental ini menjadi awal mula tingginya kasus burnout dan depresi yang terjadi saat bekerja. Sehingga dalam penelitian ini bertujuan untuk menghubungkan tingkatan perilaku yang terjadi pada seseorang dengan gejala pandemic fatigue dalam mempengaruhi pemikiran okularsentrisme pada satu desain ruang kantor yang akan digagas dalam sudut pandang neuroarsitektur. Penelitian ini dilakukan dalam koridor penelitian eksperimental dengan pengolahan data kuantitatif dengan menggunakan SEM  (Structural Equation Modelling)  menggunakan software SEM – PLS. dalam melihat kondisi pandemic fatigue saat bekerja terdapat  4 set variabel internal, dan 4 variabel (workload, workflow, work-conflict, dan work climate) dengan 4 sub variabel itu ruang aktifitas, waktu dan prokes yang dipengaruhi secara eksternal. Analisis stastistik dengan menggunakan SEM digunakan untuk mencari korelasi antara pengaruh eksternal terhadap internalnya. Hasil   dari   penelitian   ini   terdapat   5   tingkatan   gejala kelelahan yang mempengaruhi dilihat dari nilai loading faktor > 0,5 yaitu   mulai dari workclimate, workflow, workload, workconflict, hingga motivasi dan kemampuan diri. Hubungan tersebut diperjelas dengan hasil pembentukan okularsentrisme dari 10 stimulus desain ruang kerja yang diberikan. Sehingga temuan ini menjadi sebuah pembuktian bahwa dalam membuat desain ruang kerja  terdapat 12 elemen ruang yang harus diolah. Dan satu tempat yang nyaman dan dan aman dari era pandemi adalah pada ruang kerja Pribadinya.

This research examines the impact of the school principal's leadership style on teacher performance and competence at MTs Azzainiyyah Nagrog, Sukabumi. A quantitative approach was employed, utilizing surveys to collect data from teachers at the school. The questionnaires focused on leadership styles implemented by the principal and teachers' perceptions of their performance and competence. The results demonstrate that the school principal's leadership style significantly influences teacher performance and competence. Leadership styles emphasizing teacher empowerment, effective communication, and support for professional development contribute to enhanced overall teacher performance and competence. Additionally, inspiring leadership and fostering a positive working climate further improve teacher performance and competence. The research emphasizes the crucial role of school principals in creating a conducive learning environment and motivating teachers to innovate and collaborate. Effective leadership goes beyond managerial aspects and extends to human resource development. The implications of the study are vital for school administrators, especially principals, to adopt more effective leadership strategies to enhance teacher performance and competence. Furthermore, this research enriches the academic knowledge in the field of education, specifically the relationship between school principal leadership styles and teacher performance and competence. Further studies could delve deeper into the factors affecting teacher performance and competence at MTs Azzainiyyah Nagrog. Exploring optimal school principal leadership development for better educational outcomes remains an area of interest for future investigation.

Work loyalty is an employee's loyalty to the company and the responsibility given by the company in the form of trust that keeps company secrets and the employee's willingness to advance the company Communication is a process of delivering messages from a person who gives or sends messages to the recipient of the message in the form of ideas or information transfer. Organizational climate is a condition, condition and characteristic of the work environment that characterizes an organization which is formed from the attitudes, behavior and personality of all members of the organization.This research uses quantitative descriptive research. The sampling technique uses a saturated sample where the entire population will be used as the research sample. The measurement scale used is a Likert scale.Partially and simultaneously there is a significant influence between communication variables and organizational climate on work loyalty.    

Many factors are considered capable of determining the quality of lecturer performance in tertiary institutions. Therefore, this study will test whether there is an effect of organizational commitment and work climate on the performance of university lecturers in Asahan district. Data collection In this study, economics was used with a focus on education management to test the factors of improving the quality of education with the intervening variable of teacher performance at tertiary institutions in Asahan District. This research was conducted in Asahan District which of the 14 tertiary institutions, one of which is Asahan University. The population in this study are university lecturers. This study uses a non-probability sampling method. The sample criteria in this study were that there were 115 permanent lecturers in tertiary institutions in the Asahan Regency. The results of the study show that organizational commitment has an influence on the quality of lecturer performance. Because with an organization that has a commitment to advancing the university, lecturers will be encouraged to participate. Likewise with the work climate which also has a very large influence on lecturer performance. This is due to a positive work climate and high morale. Then the lecturers will also have the enthusiasm to improve the reputation of the campus. So it was concluded that organizational commitment greatly influences the performance of lecturers in Asahan district.

This article talks about the internalization of character values ​​in new student orientation activities. In the nutmeg process, there are training activities that are directed so that new students have character values ​​in themselves. Research concentrates in particular through audit writing. rules in directing exploration to achieve research targets. This study uses a literature review, which provides a guide for analyzing the research problem. The results obtained are that character values ​​must exist in new students, one of the activities is through orientation which is carried out when new students enter the school/madrasah. One of the exercises that is expected to frame character values ​​is through student directing exercises. Through these exercises, participants can be encouraged to realize themselves better and develop themselves indicated by the climate and work on all the characteristics and this exercise can prepare them to be free and capable.  

In construction procurement in Indonesia there are still deviations in the tender process. The deviation is caused by an opportunity during the construction bidding process.  The service providers are mutually looking for opportunities to seek personal or group benefits or from the working group that makes these deviations. This causes state losses due to deviations in the construction bidding process. This research was conducted by collecting data from institutions that have the authority to decide whether or not deviations occur in the auction process. The institution authorized to decide whether or not a deviation occurs is the Commission for the Supervision of Business Competition of the Republic of Indonesia (KPPU RI). This study uses a questionnaire to find out how much the causes and impacts on state losses are caused by deviations in the auction process and uses the Probability and Impact Matrix method to determine the level of implication values of the causes and impacts of deviations in each case using a case base analysis approach. The results obtained based on the decision are as many as 12 types of deviation based on the case decision. The impact of deviations that occur in construction procurement is material and immaterial losses. The causes of deviation in construction procurement are caused by four factors, namely the factor of wanting to obtain personal or group benefits, opportunities, pressure and business climate. The most contributing factor to the occurrence of deviation is the combined conspiracy and vertical conspiracy resulting in a value of 11.38%.

This study aims to determine how much influence the leadership style of the Tempe village head has on community satisfaction at the Tempoe Village Office, Wajo Regency, using survey research, namely only a portion of the population is used as a sample. The population in this study were 174 people, then the Sloavin formula was used to determine the sample and to produce a sample of 64 people, the sample used was random sampling (simple random sample). Data collection techniques using observation, questionnaires and documentation. For data analysis techniques used are quantitative descriptive analysis techniques and quantitative associative analysis techniques. The benefits of this research are practical and theoretical benefits, 1. The practical benefits of this research are: As an evaluation of leadership style and employee service satisfaction and as input for employees, 2. The theoretical benefits of this research are: it is hoped that it can be used as material for further study relevant and study material towards developing the concept of organizational climate and employee work ethic. The results showed that there was a positive influence of leadership on community satisfaction in the Tempe Village Office, Wajo Regency.

This research aims to examine the influence of organizational climate and emotional intelligence on employee performance through work motivation as an intervening variable at PT. Indo Bismar Surabaya. The sampling technique used in this study was probability sampling, specifically Simple Random Sampling, with a sample size of 53 employees. Data collection was conducted through interviews and the distribution of questionnaires via Google Forms. The research method was assisted by the Partial Least Squares (PLS) technique using Smart PLS software version 4.0.8.6. The hypothesis testing results indicate the following: There is a non-significant positive influence between organizational climate and employee performance. There is a non-significant positive influence between emotional intelligence and employee performance. There is a significant positive influence between organizational climate and motivation. There is a significant positive influence between emotional intelligence and motivation. There is a significant positive influence between motivation and employee performance. There is a significant positive influence between the organizational climate variable and employee performance through motivation as an intervening variable. There is a significant positive influence between the emotional intelligence variable and employee performance through motivation as an intervening variable.