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The current transformation of the workplace demands that organizations be more adaptive in understanding the factors that influence employee productivity, especially among the younger generation. Generation Z, as an age group that is starting to dominate the workforce, brings different characteristics and needs, including in terms of work-life balance and motivation. They tend to value time more, opportunities for self-development, and an inclusive work environment that supports a balance between professional and personal life. This study aims to determine the relationship between work-life balance and motivation on the performance of Generation Z employees in Klaten Regency. This study used a quantitative approach with a survey method. A total of 100 respondents were selected using a purposive sampling technique based on age and employment status criteria. The research instrument was a questionnaire using a five-point Likert scale, which included statements related to the dimensions of work-life balance, levels of work motivation (both intrinsic and extrinsic), and employee performance indicators. Data were analyzed using IBM SPSS version 25 software with correlation tests and multiple regression. The results showed that both work-life balance and motivation have a positive and significant relationship on employee performance. Among these two variables, motivation is the dominant factor influencing performance improvement. This suggests that while work-life balance is important, internal employee motivations such as passion, purpose, and a sense of belonging have a greater impact on job performance. The implications of these findings suggest that companies need to design human resource management strategies that are not only flexible but also responsive to the needs of the younger generation. Creating a work environment that supports work-life balance, provides recognition, and provides career opportunities.

Working memory capacity is a crucial aspect of cognitive function that plays a significant role in supporting students' learning processes. Working memory functions as a temporary storage system that allows individuals to store and manipulate information quickly. In an educational context, optimal working memory capacity can improve students' ability to understand, process, and remember information presented during the teaching and learning process. Several factors known to influence working memory capacity include breakfast habits, nutritional status, body fat percentage, and hemoglobin (Hb) levels. These factors are closely related to students' daily nutritional intake and healthy lifestyle. This Community Service (PkM) activity, with the topic "Healthy Food and Lifestyle to Increase Working Memory Capacity," aimed to increase students' understanding and awareness of the importance of a healthy diet and an active lifestyle in supporting cognitive function, particularly working memory. This activity was held in July 2024 at MTs (Madrasah Tsanawiyah) Al Fatah, Natar District, Lampung Regency. The implementation method was interactive nutrition education, covering the importance of a nutritious breakfast, consuming a balanced diet, physical activity, and general health care. Based on the results of evaluations conducted before and after the activity, there was an increase in the average knowledge scores of female students, as well as a significant difference in their understanding of the concepts of healthy eating and a lifestyle that supports working memory function. These findings indicate that nutrition education interventions have significant potential to improve the quality of learning by enhancing students' cognitive aspects. This activity is expected to become a model that can be implemented sustainably in other school settings.

Additionally, companies need to understand the characteristics and values that millennial employees uphold, such as flexibility, empowerment, and opportunities to grow. This generation tends to look for jobs that give them room to innovate, as well as the opportunity to achieve a balance between personal and work life. Therefore, policies that support flexible working hours, remote working, and opportunities for skill development relevant to industry developments will be a significant added value for millennial employees. In addition, open and two-way communication between management and employees is also very important. Millennials are more likely to choose a workplace that is transparent and communicative, where they feel valued and have a voice in decision-making. By maintaining good relationships and ensuring that employees feel heard, companies can create a more positive work environment and strengthen employee commitment to the company. The positive influence of job satisfaction and work discipline on employee commitment, especially the millennial generation, can also be seen as a contributing factor to the decline in employee turnover rates. Employees who feel satisfied and have good work discipline tend to be more loyal and have the desire to stay longer in the company. This will certainly reduce recruitment and training costs for companies, while increasing organizational stability in the long run. This research is expected to be a reference for companies in formulating HR strategies that are more adaptive to the needs of millennial employees, which in turn can increase productivity and create a more innovative and sustainable work environment.

This study aims to analyze the impact of work discipline, work-life balance, and employee engagement on employee performance at PT Globalindo Intimates Klaten. The population for this research consisted of approximately 3,000 employees, with a sample of 97 respondents selected using purposive sampling. This sampling method was employed to target employees who met specific criteria relevant to the research objectives. The data for the study were collected through a questionnaire that utilized a Likert scale, and the analysis was conducted using SPSS software. The analytical process included validity and reliability tests, classical assumption tests, and hypothesis testing. The results of the study indicated that work discipline, work-life balance, and employee engagement had a positive and significant effect on employee performance, both independently and in combination. Specifically, work discipline plays a key role in ensuring that employees adhere to organizational rules and regulations, which contributes to improved performance. Work-life balance helps employees manage their personal and professional lives, reducing stress and improving overall job satisfaction, which in turn enhances performance. Employee engagement, which refers to the level of enthusiasm and commitment employees have toward their work, was found to significantly influence their performance as well. The study suggests that organizations should focus on fostering a strong work ethic, providing support for work-life balance, and increasing employee engagement in order to improve overall performance. The findings emphasize that when employees are disciplined, maintain a healthy work-life balance, and are engaged with their work, their productivity increases, leading to improved outcomes for the organization. This research highlights the importance of these factors in creating a motivated and high-performing workforce, and the results can be used to inform human resource strategies in other organizations aiming to improve employee performance and achieve organizational success.

The rise of remote work flexibility, accelerated by the COVID-19 pandemic, has reshaped traditional work environments, offering employees increased autonomy in balancing personal and professional responsibilities. However, the impact of remote work flexibility on employee productivity remains a topic of debate among scholars and practitioners. This study aims to explore how remote work flexibility influences employee productivity, with a particular focus on the moderating role of work-life balance (WLB). A quantitative, cross-sectional survey was conducted, targeting 500 professionals working in the technology and service sectors across multiple countries, including the US, UK, and Indonesia. The independent variable of remote work flexibility was measured by the frequency and type of flexibility offered, while employee productivity was assessed through self-reported performance indicators and manager evaluations. WLB served as the moderator, assessed by participants' ability to manage work and personal life without conflict. The study utilized hierarchical regression analysis to test the moderating effects of WLB on the relationship between remote work flexibility and productivity. Preliminary results suggest that employees with greater flexibility report higher productivity, particularly when they experience high levels of work-life balance. Statistical tests will further determine the strength and significance of this moderation effect. In the discussion, the findings are interpreted through the lens of the Job Demands-Resources (JD-R) theory and work-life integration theory, highlighting how flexibility and WLB interact to influence productivity across different cultural and economic contexts. The study provides practical recommendations for HR and management, emphasizing the need to establish clear boundaries for flexible work arrangements and integrating WLB into organizational policies to maximize productivity and employee well-being.

This study aims to analyze the role of mental health as a moderation variable in the relationship between work facilities and employee job satisfaction. Adequate work facilities are generally thought to be able to increase job satisfaction, but these effects can vary depending on the individual's psychological condition, particularly mental health. This research is motivated by the importance of a holistic approach in human resource management, which includes both physical and psychological aspects of the work environment. The research method used was a quantitative approach with survey techniques to 150 respondents working in the public service sector in urban areas. The data collection instrument was in the form of a closed questionnaire with a Likert scale, and hypothesis testing was carried out through moderation regression analysis using the help of SPSS software. The results of the study show that work facilities have a positive and significant influence on employee job satisfaction. In addition, it was found that mental health played a significant role as a significant moderation variable in the relationship. This means that the influence of work facilities on job satisfaction becomes stronger or weaker depending on the level of mental health possessed by employees. These findings underscore the importance of organizations not only focusing on improving physical work facilities, but also paying attention to and managing employees' mental health as an integral part of strategies to improve well-being and work productivity. Interventions such as counseling programs, work-life balance, and stress management training need to be considered as part of the organization's policies. This research makes a theoretical contribution in enriching the understanding of the role of psychological variables in job satisfaction dynamics, as well as a practical contribution to management in designing a healthier and more productive work environment.

This study investigates the correlation between mental health and turnover intention among working students at STIE IBMI Medan who fulfill dual roles as both students and employees. These individuals are particularly vulnerable to psychological stress arising from academic responsibilities and workplace demands. The objective of this research is to examine the influence of mental health on their tendency to resign from their jobs. An associative quantitative research method was adopted, with data collected through structured interviews involving 71 respondents. The analysis was conducted using simple linear regression via the SPSS application. The findings reveal that mental health has a significant negative effect on turnover intention, with a significance value of 0.001. This suggests that students who experience better mental health are less likely to consider leaving their jobs. The coefficient of determination (R Square) is 14.6%, indicating that mental health explains 14.6% of the variation in turnover intention. The remaining 85.4% may be attributed to other contributing factors, such as high work pressure from supervisors, poor work-life balance, financial stress, inflexible schedules, and lack of organizational support. The implication of these results is that efforts to support and maintain the psychological well-being of working students are essential for reducing employee turnover. Educational institutions and employers should collaborate to create supportive environments through counseling services, flexible scheduling, mental health awareness programs, and policies that accommodate the dual responsibilities of student workers. By addressing these mental health concerns, institutions can improve student performance and job retention simultaneously. This study highlights the importance of integrating mental health strategies in workforce and academic management, especially for populations that manage competing academic and professional obligations.

The increase in women's participation in the workforce has a significant impact on early childhood parenting patterns and the dynamics of household life. This research aims to analyze how career women apply parenting styles to young children and how this affects child development and the balance of home life. The study uses a mixed methods approach with an explanatory sequential design, starting with a quantitative approach followed by a qualitative approach. The goal is to gain a comprehensive understanding of the parenting styles of career women, early childhood development, and household life. The research population includes career women who have young children at the GMIT Horeb Perumnas Congregation in Kupang City. The research results show that although career women face time limitations, they tend to adopt a democratic parenting style supported by caregivers or partners. Child development can remain optimal if communication patterns and emotional involvement are maintained. However, challenges arise in terms of emotional closeness and quality time. Therefore, adaptive strategies and family support are needed to maintain a balance between career and maternal roles.

Dyslipidemia is a major public health risk factor for cardiovascular disease. This condition is characterized by abnormal blood lipid levels, including LDL cholesterol, HDL cholesterol, and triglycerides. Hypercholesterolemia is often asymptomatic, resulting in many undiagnosed cases until cardiovascular complications occur. The rising prevalence of dyslipidemia, especially in low- and middle-income countries, underscores the importance of screening and prevention to reduce the risk of long-term complications. This community service activity involved 49 adult participants in Danau Sunter, North Jakarta, with cholesterol and HDL level screening conducted through blood tests by trained health workers. The results showed that 29 participants (59.18%) had abnormal cholesterol levels, and 22 participants (44.9%) had low to very low HDL levels. Adopting a healthy lifestyle, including a balanced diet, increased physical activity, and controlling other risk factors such as smoking and alcohol consumption, can help lower cholesterol levels. Routine cholesterol screening is highly effective for early detection of dyslipidemia risk, enabling timely preventive interventions to reduce cardiovascular morbidity and mortality.

This study is a survey study on employees of PT. Telkom Indonesia Witel Solo. The purpose of this study is to examine the effect of self-efficacy, workload and work life balance on job satisfaction. The type of data used is quantitative data, the data source used is primary data. Data collection in this study was carried out by distributing researcher questionnaires to the relevant respondents. The population in this study were employees of PT. Telkom Indonesia Witel Solo. The sampling technique in this study used simple random sampling technique and obtained a sample of 120 respondents. Data were collected with a questionnaire that had been tested for validity and reliability. The data analysis technique used multiple linear regression analysis, t-test, F-test and coefficient of determination (R2).The results of this study indicate that self-efficacy has a significant effect on employee job satisfaction at PT. Telkom Indonesia Witel Solo. Workload has a significant effect on employee job satisfaction at PT. Telkom Indonesia Witel Solo. Work life balance has a significant effect on employee job satisfaction at PT. Telkom Indonesia Witel Solo. The results of the determination coefficient obtained an adjusted R square value of 0.438, which means that the contribution of the influence of the variables self-efficacy, workload and work life balance to the job satisfaction variable is 43.8%

This paper examines the influence of financial education on personal financial management practices of Generation Z. A quantitative method with a survey approach was used, involving 30 Generation Z respondents (aged 17-25 years) through questionnaires and simple linear regression analysis. The results of the study indicate a significant influence of financial education on wise financial management practices. Generation Z with adequate financial education tends to be more able to budget, save, invest, and avoid impulsive debt. Conversely, the lack of financial education makes them vulnerable to unwise financial decisions. This paper highlights the importance of integrating financial education into the curriculum and self-development programs to improve literacy and healthy financial practices among Generation Z. This study also discusses the challenges faced by Generation Z in managing finances in the digital era, such as a consumptive lifestyle influenced by social media and e-commerce.

This study aims to analyze the Effect of Financial and Non-Financial Compensation on Turnover Intention Levels in Generation Z Employees. Generation Z, known for its unique characteristics such as preference for work flexibility, technology, and work-life balance, shows a relatively high level of turnover intention compared to previous generations. Compensation is one of the important factors that can influence employees' decisions to stay or leave a company. This research method uses a quantitative approach with data collection techniques using questionnaires distributed to 50 Generation Z employees. Data were analyzed using classical analysis tests and multiple linear regression to determine the effect of compensation on turnover intention. The results showed that compensation had a significant effect on turnover intention, which means that the higher the level of compensation received, the lower the employee's desire to leave the company (Turnover Intention). These findings provide implications for human resource management to design a competitive compensation strategy that is in accordance with Generation Z's expectations in order to reduce turnover intention levels.

This study aims to analyze the influence of mental health and work-life balance on turnover intentions of Generation Z employees in Medan City. The method used in this study is quantitative involving 65 respondents as samples. The data were analyzed using multiple linear regression with SPSS version 26. The results of the validity and reliability tests indicate that the research instrument is valid and reliable. The classical assumption test has been met, including normality, multicollinearity, and heteroscedasticity. Regression analysis shows that mental health and work-life balance have a positive and significant influence, both partially and simultaneously, on turnover intentions. The Adjusted R Square value of 0.604 indicates that the two variables can explain 60.4% of the variation in turnover intentions.

Productivity is one of the major issues facing Iraqi educational institutions, and it can be identified by examining the factors that influence it. Work-life balance is one of the key elements affecting the productivity of companies that rely heavily on human resources. Therefore, the purpose of this study was to examine how WLB affects employee productivity in Iraqi educational institutions. The study used a quantitative, cross-sectional, and correlational methodology. Every employee in academic institutions in Iraq who worked in the educational departments of the Maysan Education Directorate was included in the statistical population. Using random sampling and variance calculations, the sample size was calculated to be 200. A standard productivity questionnaire based on the ACHIEVE (1980) model and two work-life balance questionnaires by Wang and (2009) served as data collection tools for the study. Expert opinions were used to validate the questionnaires in terms of form and content, and Cronbach's alpha coefficient was used to assess the reliability of the instrument to be greater than 0.7. Smart PLS and SPSS 22 software were used for analysis. The results showed that employee productivity was affected by all elements of work motivation.

This study aims to determine and analyze how Burnout, Intrinsic Motivation, Work Life Balance and Job Satisfaction influence the Performance of nurses at Petala Bumi Hospital, Pekanbaru. The population in this study was 105 nurses with a sample of 52 nurses using the Slovin formula. Data collection techniques used questionnaires and interviews. The data analysis technique used in the Slovin formula study with a purposive sampling method. The research data was analyzed using multiple linear regression analysis. The results of the study showed that Burnout, Intrinsic Motivation, Work Life Balance and Job Satisfaction influenced the Performance of nurses at Petala Bumi Hospital, Pekanbaru

This paper discusses the visual design of character designs for an illustrated book that focuses on the problem of people pleasers among employees aged 22-30 years. People pleasers are individuals who tend to please others at the expense of themselves, which in the long term can trigger stress and mental disorders. The results of the study show that many young employees experience a dilemma between meeting other people's expectations and maintaining their own well-being. To convey this problem, four characters were designed. The main character is Tara, a people pleaser who undergoes a transformation into a more balanced individual in her work and personal life. Three supporting characters help strengthen the dynamics of conflict in the workplace, Mr. Johnson (Tara's demanding boss), Shinta (a supportive co-worker), and Felix (a senior co-worker). The character design process was carried out through several stages, including interviews with psychologists, illustrators, and employees, as well as qualitative data analysis from observations, Focus Group Discussions (FGD), and literature studies. The result is four characters executed in a simple illustration style with flat design and a limited color palette to emphasize the emotional atmosphere experienced by the characters. By exploring the right illustration style and color composition, this study designs characters that not only depict the reality of people pleasers in the workplace, but also function as visual educational media that helps readers understand the importance of setting boundaries at work and supports individuals in achieving inner peace and balance in life. Keywords: People pleaser, Persona, Illustration, Employee Character Design

This study aims to explore the meaning of work ethics in relation to employees’ mental health within the café industry, with a specific focus on Ox Coffee in Medan. Utilizing a descriptive qualitative approach, data were collected through in-depth interviews with five permanent employees across various roles. The findings indicate that the application of work ethics at Ox Coffee encompasses discipline, responsibility, open communication, customer service, and skills development. Employees perceive work ethics as a guide for managing job-related stress, a foundation for psychological well-being, a contributor to professional identity, and a mechanism for reducing workplace conflict and tension. Key factors such as fairness in task distribution, constructive communication, recognition of employee contributions, and work-life balance were found to significantly influence mental health. The study recommends strategies including the development of a supportive and inclusive work culture, skills training, effective communication systems, and mental health programs to foster a psychologically healthy workplace in the café sector.

Village cleaning is an annual tradition carried out by the people of Nagari Sitiung, West Sumatra, as a form of expression of gratitude for the harvest and abundance of sustenance. This tradition has local wisdom values ​​that have been passed down from generation to generation and are still preserved to this day. Village cleaning is generally carried out before the new planting season or after a large harvest, as an effort to maintain a harmonious relationship between humans, nature, and invisible forces that are believed to play a role in the balance of life. A series of activities in this tradition include working together to clean the village environment, joint prayer rituals, and various traditional events and traditional arts that are symbols of hope for blessings in the future. In this procession, the community shares roles and responsibilities, which shows the strong social ties between them. In addition, this tradition is an event for reflection and friendship, where migrants who return to their hometowns take part in the excitement of the event. The symbolic meaning of the village cleaning tradition lies not only in the ritual aspect, but also in the values ​​of togetherness, solidarity, and respect for ancestors. By maintaining this tradition, the people of Nagari Sitiung are trying to maintain their cultural identity amidst the changing times. The village clean tradition is also a reflection of the close relationship between humans and the environment, as well as a form of cultural adaptation that is rich in philosophical meaning. Through this tradition, the ancestral heritage remains alive as an important part of people's daily lives. 

Informatics is a subject that is desired to be able to contribute computational thinking skills based on logic, as well to the ways to think in solving a problem more effectively, efficiently and optimally in various fields of life that are now inseparable from the use of computers also provides technological skills where the binary system has several basic gates, namely NOT, AND and OR which are basic gates have symbols, truth tables, and gates that must be remembered and balanced according to the provisions in Boolean algebra, Basically students have difficulty understanding it because the teacher's method when delivering the material still uses the method of delivering practice, group work, lectures, questions and answers, and short quizzes. However, the practice carried out in this class only describes the input of the truth table which is depicted on the board and after that the basic gate is made using symbols, so this training is carried out to improve the skills of students who get an 85% increase and are categorized as being able to implement and are stated to have increased in Skill.

This study seeks to identify and prioritize the factors influencing employee job satisfaction at PT. Tirta Perkasa Sejahtera using the Analytical Hierarchy Process (AHP). The research integrates both literature review and expert judgment to determine factors such as work environment, interpersonal relationships, compensation systems, career development, and work-life balance. AHP was used to analyze pairwise comparison matrices to establish the relative weight of each criterion. The results showed that compensation and career development were the most influential factors, followed by work-life balance, work environment, and interpersonal relationships. The study provides a quantitative basis for management to enhance employee satisfaction and improve organizational performance.