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Working at heights refers to performing tasks in elevated locations, which pose a risk of injury to workers in the event of a fall. To reduce the number of accidents caused by working at heights, one of the necessary steps is conducting hazard and risk assessments using the Job Safety Analysis (JSA) method. JSA is an analytical method used to identify hazards at the workplace and find ways to reduce the risks of accidents. The purpose of this study is to assess the completeness of safety equipment for working at heights, to explain hazard identification, to analyze risks in building structure work, to determine criteria and hazard assessments, and to understand risk control in building structure, plumbing, and electrical work according to the Job Safety Analysis (JSA) method in healthcare facility buildings in Semarang. The results of the study show that the risk level, calculated using the Risk Rating Number (RRN), for all potential hazards in structure, plumbing, and electrical work, reveals the following: for structure work, three hazards fall into the extreme category (43.84%), one hazard falls into the high category (16.44%), four hazards fall into the medium category (39.73%), and no hazards fall into the low category (0%); for plumbing work, three hazards fall into the extreme category (38.55%), one hazard falls into the high category (14.46%), five hazards fall into the medium category (46.99%), and no hazards fall into the low category (0%); and for electrical work, three hazards fall into the extreme category (44.74%), three hazards fall into the high category (31.58%), three hazards fall into the medium category (21.05%), and one hazard falls into the low category (2.63%).

A crane is a mechanical device used to move loads from one location to another, with gantry cranes being one of the most commonly used types in the industrial sector, particularly at container terminals. While offering numerous benefits, the use of gantry cranes also presents several risks, such as potential structural failure of the crane, falling loads due to damage to hooks or ropes, and collisions with other objects. Additionally, lifting loads beyond the crane’s capacity can lead to equipment damage and even fatal accidents caused by electric shocks or adverse weather conditions like strong winds and rain. This study aims to identify and minimize workplace accident risks by applying the SWIFT (Structured What-If Technique) method. This method identifies hazards through the "what if" approach and evaluates risks using the Risk Rating Number (RRN), which measures the severity and likelihood of potential hazards. The results of this study show that ARTG and STS gantry cranes have 25% of hazards in the priority one category, while RTG has 20% of hazards in the same priority. From these findings, it can be concluded that risk mitigation should be focused on the ARTG and STS types, which show higher risk proportions. The recommendations from this study are to enhance safety procedures, provide continuous training for operators, and conduct regular crane maintenance to reduce the potential for accidents. By implementing these mitigation measures, it is hoped that workplace safety will be maintained and the risk of workplace accidents at the Semarang Container Terminal can be minimized.

This study aims to identify the implementation of soft skills and hard skills, explore strategies for developing hard skills, and analyze entrepreneurial independence among vocational students. Using a qualitative approach, data were collected through interviews and observations, then analyzed descriptively through data reduction, presentation, and verification. The results show that soft skills are internalized through workplace culture programs emphasizing ethics, communication, and adaptability, supported by mentoring and reflection activities. Hard skills are applied in alignment with industry needs through curriculum synchronization, hands-on practice, and skill-based projects, ensuring professional competence. Development of hard skills is strengthened through internships, external training, and peer teaching, with success assessed from product quality, innovation, and relevance to market demand. Entrepreneurial independence is fostered through motivation, alumni inspiration, and the Teaching Factory program that integrates learning with real business experiences. Internships also help students interact directly with customers and handle business challenges, while sustainability is maintained through product management and freelance opportunities. Overall, the implementation of internship-based learning effectively enhances vocational students’ technical and non-technical competencies, enabling them to adapt, innovate, and compete in the dynamic job market.

Hyperkeratotic hand dermatitis (HHD) is a chronic hand eczema subtype marked by thick hyperkeratotic plaques, painful fissures, and minimal erythema or vesiculation.It is diagnostically challenging due to overlap with palmoplantar psoriasis and keratoderma and is strongly linked to repeated irritant exposure in wet work. A 60-year-old male taro leaf farmer presented with itching and burning on the palms and backs of both hands, spreading to the forearms for 2–3 weeks. Examination revealed papules, hyperpigmented plaques, erythematous macules, irregular scaling, and about 1 cm palmar fissures on both hands. The working diagnosis was chronic hyperkeratotic hand dermatitis. Initial treatment included oral cetirizine, topical betamethasone valerate, and Vaseline gel, plus education on using long rubber gloves at work. HHD results from skin barrier dysfunction and keratinocyte hyperproliferation caused by repeated irritant exposure. In this case, exposure to taro leaves and prolonged rubber glove use likely maintained irritation and occlusion. Differential diagnoses include palmoplantar psoriasis, contact dermatitis, and tinea manuum. Management involves potent corticosteroids, antihistamines, occlusive emollients, and occupational modifications such as replacing gloves and limiting occlusion time. Identifying occupational factors in HHD is essential. Effective management requires combined topical therapy, symptom control, and strict workplace modifications, along with patient education and allergy screening if needed.

This study aims to analyze the influence of work discipline and organizational culture on employee job satisfaction at Hotel Sangga Buana. Job satisfaction is a crucial factor in improving performance, productivity, and employee loyalty in the hospitality industry, which demands professionalism and excellent service. The research employed a quantitative approach using a survey method. Data were collected through questionnaires distributed to 30 employees from operational and administrative departments. The data were analyzed using multiple linear regression with the assistance of SPSS version 25. The results reveal that both work discipline and organizational culture have a positive and significant effect on job satisfaction, both partially and simultaneously. Work discipline was found to be the most dominant variable influencing job satisfaction, as high discipline fosters order and accountability in the workplace. Meanwhile, a positive organizational culture contributes to a harmonious work environment and enhances employee motivation. These findings emphasize the importance of implementing strong discipline and cultivating a supportive organizational culture to improve job satisfaction and overall employee performance in the hospitality sector.

The Industrial Revolution marked a significant milestone in the transformation of the workplace, creating a need for efficiency and more systematic structures within organizations. This development led to the emergence of various management theories, including Frederick W. Taylor's scientific management theory and Henri Fayol's general administrative theory. This study aims to examine the relationship between the changes brought about by the Industrial Revolution and the emergence of these two theories, as well as to examine their relevance and application in the context of modern management. The method used was a descriptive qualitative literature review, reviewing various classical and contemporary literature covering three main topics. The results indicate that Taylor's theory emphasizes work efficiency through standardization and scientific supervision, while Fayol's theory highlights the importance of managerial functions and structured organizational principles. Both responded to managerial challenges during the Industrial Revolution and remain relevant today, particularly in human resource management and organizational structure. The implications of this study demonstrate the need for a historical understanding of classical management theories in order to adapt these principles to address managerial challenges in the digital era and Industry 4.0.

This study is motivated by the importance of balancing work and personal life (work life balance) to enhance employee performance and well-being. The research aims to analyze the influence of leadership style, workload, and work environment on the work life balance of employees at PT Bina Bangun Perkasa Kediri. A quantitative approach was applied using purposive sampling, with all 35 permanent employees selected as respondents. Data were collected through observation, interviews, and questionnaires, and analyzed using classical assumption tests and multiple linear regression. The findings reveal that leadership style and work environment significantly affect work life balance, while workload has no significant effect. Simultaneously, the three variables show a significant effect on work life balance. These results provide theoretical implications regarding the crucial role of leadership and workplace conditions in supporting employees’ work life balance, as well as practical implications for company management to foster a healthy work environment and effective leadership to improve employee well-being

This study aims to analyze the effect of work discipline, work environment, and effective communication on employee loyalty at PT. Sentong Sultan Keraton Majapahit in Kediri City. This research uses a quantitative associative approach with a survey method. The population consists of 35 employees, all of whom were selected as samples using the total sampling technique. Data were collected through questionnaires using a five-point Likert scale and analyzed using multiple linear regression with SPSS version 25. The results show that work discipline and work environment have a positive and significant effect on employee loyalty, while effective communication has a positive but not significant effect. Simultaneously, all three independent variables significantly influence employee loyalty, with a determination coefficient (R²) of 0.779, indicating that 77.9% of loyalty variation is explained by these factors. Therefore, this study concludes that consistent implementation of work discipline and the creation of a conducive work environment are key determinants of employee loyalty, while effective communication should be strengthened to optimize its role in maintaining harmonious workplace relationships.

This study aims to analyze the influence of organizational culture, work environment, and workplace boredom on employee performance through Cyberloafing behavior among employees at PT Geo Dipa Energi (Persero). The research employed a survey method with a quantitative descriptive approach, enabling systematic collection of numerical data to identify relationships among variables. The sample consisted of 339 employees selected purposively to reflect diverse perceptions regarding organizational culture, working conditions, and levels of boredom. Data analysis was conducted using Partial Least Square-Structural Equation Modeling (PLS-SEM), which allows testing both direct and indirect effects among variables. The results indicate that organizational culture, work environment, and workplace boredom significantly affect employee performance, both directly and through Cyberloafing behavior. Cyberloafing was found to mediate the relationship between organizational culture, work environment, and employee boredom with performance, thereby either strengthening or weakening the influence of these variables on work outcomes. These findings highlight the importance of managing an organizational culture that promotes productivity, improving a conducive work environment, and reducing employee boredom levels. Additionally, controlling Cyberloafing behavior is crucial for optimizing employee performance. The study provides practical implications for the management of PT Geo Dipa Energi (Persero) in designing effective policies and programs to enhance work efficiency and employee satisfaction.

This study aims to analyze the effect of physical work environment, work motivation, and teamwork on employee performance at PT Adira Dinamika Multi Finance Tbk. The research employed a quantitative approach with a survey method involving all 51 employees as the total sample using a saturated sampling technique. Data were collected using a five-point Likert scale questionnaire developed from the theories of Herzberg, Luthans, and Tuckman. Validity and reliability tests were conducted to ensure instrument quality, while data were analyzed using multiple linear regression with SPSS version 26. Classical assumption tests, including normality, multicollinearity, heteroscedasticity, and autocorrelation, were performed to verify the model’s adequacy. The results indicate that the physical work environment, work motivation, and teamwork have positive and significant effects on employee performance, both partially and simultaneously. Among these variables, work motivation exerts the strongest influence on performance improvement. Overall, the three independent variables explain 84.2% of the variation in employee performance, while the remaining 15.8% is explained by other factors not included in the model. These findings highlight the importance of strengthening employee motivation, improving workplace conditions, and fostering a collaborative work culture to enhance human resource management effectiveness in the financial service industry.

This study aims to determine the influence of Organizational Culture (X1), Work Climate (X2), and Work Discipline (X3) on Employee Job Satisfaction (Y) at a company with 52 employees as respondents. The sampling technique used was non-probability sampling with a saturated sample method, meaning all members of the population were included in the sample. Data were collected using a structured questionnaire based on a Likert scale and then analyzed using SPSS version 25. The research employed a quantitative approach with multiple linear regression analysis to examine the relationships between the variables. The results showed that both organizational culture and work discipline had a significant and positive effect on employee job satisfaction. A strong organizational culture contributes to a shared vision, values, and sense of belonging, which enhances job satisfaction. Work discipline, on the other hand, ensures employees meet performance expectations and follow organizational rules, which promotes a stable and productive work environment. Although the work climate variable did not show as strong an influence as the other two, it still plays an important role in shaping employee perceptions and comfort in the workplace. Overall, the findings suggest that improving organizational culture and reinforcing work discipline are effective strategies for enhancing employee job satisfaction, while maintaining a supportive work climate can further support this effort.

This study aims to examine the influence of servant leadership (SL) on perceived organizational support (POS), job satisfaction (JS), job embeddedness (JE), and turnover intentions (TI) among private bank employees in West Jakarta. The research is motivated by the high turnover rate in the banking industry, despite organizational efforts to strengthen leadership and employee support. A total of 154 employees participated by completing an online Likert-scale questionnaire, and the data were analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS) with SmartPLS 4.1.0.9. The findings reveal that SL positively and significantly influences POS (β=0.667), JS (β=0.585), and JE (β=0.579). Furthermore, POS (β=−0.328), JE (β=−0.386), and JS (β=−0.220) significantly and negatively affect TI. Predictive relevance is supported with Q² values ranging from 0.283 to 0.604, while model fit testing using SRMR yielded 0.050 (saturated) and 0.127 (estimated). Bootstrapping was conducted with 5,000 resamples, two-tailed testing, bias-corrected accelerated (BCa), and 95% confidence intervals. Theoretically, this research strengthens the literature by demonstrating that SL enhances workplace relationships through improved POS, JS, and JE, which subsequently reduces turnover intentions. Practically, the findings provide implications for banking management to adopt servant leadership as a strategic approach to employee retention. Nevertheless, despite high levels of POS, JS, and JE, some respondents still report turnover intentions, indicating the presence of unmodeled external factors such as career opportunities, workload, or industry dynamics. This study is limited by its cross-sectional design and one-time self-report measurement; thus, generalizations and causal inferences should be made with caution.

Indonesia, a country located in the Pacific Ring of Fire, has a high level of vulnerability to earthquakes. This condition demands an increase in the capacity of civil engineering human resources to design safe and disaster-resistant buildings. This study aims to evaluate the effectiveness of project-based learning training with a focus on the application of SNI 1726:2019, structural modeling using ETABS/RSA, lateral load calculations, and the design of simple earthquake-resistant houses. The research method involved final-year civil engineering students and alumni who participated in a series of trainings, with evaluations through pre-tests, post-tests, and design assessments. The results showed an increase in competency in all aspects, especially the understanding of the SNI 1726:2019 standard and lateral load calculations. In addition, participants were able to produce simple house designs that meet the basic criteria for earthquake resistance, material efficiency, and structural stability. These findings indicate that applied training can bridge the gap between academic theory and practical skills needed in the workplace. This research contributes to strengthening the capacity of civil engineering in supporting resilient infrastructure development and has important implications for the integration of similar training into higher education curricula and community service programs.

This research aims to identify and develop effective strategies to enhance language skills with self-confidence among students of Electrical Engineering Education at Universitas Negeri Medan. Language proficiency and self-confidence are crucial factors in supporting both academic and professional communication in the field of electrical engineering, especially when students are required to present ideas, convey research findings, and interact in the workplace. The research employed a qualitative method with direct observation, in-depth interviews, and literature study to obtain valid and comprehensive data. The findings indicate that the implementation of interactive learning methods, regular speaking practice, the utilization of technological media, and the reinforcement of a positive mindset significantly improve students’ language abilities while simultaneously fostering their confidence in communication. Furthermore, the presence of a supportive learning environment and the active role of lecturers as facilitators contribute to encouraging students to perform confidently in public. The implications of this study are expected to serve as a reference for educators and educational institutions in improving the quality of language learning, particularly in technical study programs. Thus, graduates are not only equipped with technical expertise but also possess strong communication competencies to face global challenges.

This study assesses the influence of organizational culture, physical work environment, and non-physical work environment on employee performance at UD. Sumber Rejeki. Organizational culture is understood as the values, norms, and patterns of behavior agreed upon by members. The physical work environment refers to tangible conditions such as layout, lighting, and cleanliness. The non-physical work environment relates to the psychological climate and social relationships in the workplace. The research design is quantitative with a census or saturated sample technique. All 32 employees were respondents. The instrument was compiled using a Likert scale. The data were processed using SPSS 25. The analysis stages included validity, reliability, normality, multicollinearity, heteroscedasticity, multiple linear regression, t-test for partial effects, f-test for simultaneous effects, and the coefficient of determination R². The partial test results showed that organizational culture did not have a significant effect on employee performance. Conversely, the physical work environment and non-physical work environment had a positive and significant effect. The simultaneous test confirmed that the three variables together had a positive and significant effect on performance. These findings indicate that improvements in physical aspects such as room comfort, equipment, and safety standards, as well as strengthening non-physical aspects such as supervisor support, role clarity, and communication, are more directly related to performance improvement than existing cultural characteristics. In practical terms, management needs to prioritize programs to improve the physical work environment and psychological climate, accompanied by periodic evaluations so that the impact can be measured against performance indicators.

This study aimed to explain and prove the hypothesis regarding the influence of compensation, work engagement, and interpersonal relationships on employee retention at Perumda Pasar Joyoboyo in Kediri City. Employee retention is a crucial issue in human resource management as it relates to organizational sustainability, recruitment cost efficiency, and long-term performance improvement. This study employed a quantitative approach with a non-probability sampling technique, specifically a saturated sampling method. The entire population of 41 employees was sampled. Data were collected using relevant research instruments and then analyzed using SPSS using the t-test (partial), F-test (simultaneous), and coefficient of determination (R²) to determine the contribution of the independent variables to the dependent variable. The results showed that, partially, compensation and interpersonal relationships had no significant effect on employee retention. Meanwhile, interpersonal relationships had a more prominent effect, and when tested simultaneously, all three variables were found to have a significant effect on employee retention. These findings underscore the importance of interpersonal relationships in the workplace in maintaining employee loyalty and engagement at Perumda Pasar Joyoboyo in Kediri City.

This research intends to examine novel performance management techniques for Civil Servants (ASN) to improve bureaucratic professionalism at the Regional Civil Service Agency (BKD) in Sidoarjo Regency. The research arises from the increasing use of digital performance systems via the e-Performance application, which has yet to show notable changes in behavior among bureaucrats. The study examines the efficiency of the e-Performance system, organizational culture, leadership roles, and management innovations at BKD. Employing a qualitative case study method, data were gathered through extensive interviews, observations, and document review with structural officials and staff. The results indicate that the e-Performance system has enhanced administrative efficiency and transparency, yet it still falls short in fostering employee participation and feedback processes. Deficiencies in digital skills and insufficient training for fostering culture were noted as well. The research suggests fostering a reflective workplace culture centered on recognition, ongoing digital skills training, and establishing a reciprocal feedback mechanism in performance assessments. Working with outside organizations is crucial to maintain accountability and impartiality. These results are anticipated to enhance ASN professionalism and foster an adaptive, innovative bureaucracy in the era of digital governance.

Competition in recruiting high-quality talent has intensified due to the advancement of digital technology, globalization, and the shifting preferences of younger generations in choosing their workplace. Traditional recruitment models are no longer sufficient, requiring companies to integrate employer branding with recruitment marketing strategies to attract potential candidates effectively. This study aims to analyze how PT Surya Pratista Hutama (SUPRAMA), a food manufacturing company, implements employer branding to strengthen its corporate image and enhance recruitment effectiveness. The research employed a qualitative descriptive method through observation, interviews, and documentation studies with the Human Capital and Corporate Communication Division. The findings reveal that SUPRAMA’s employer branding strategy is carried out through organizational culture strengthening, the use of digital platforms, consistent visual identity, and collaboration with educational institutions. The integration of these strategies has proven to increase the number of qualified applicants, improve candidate experience, and enhance the company’s reputation as an employer of choice. However, challenges remain in maintaining consistent branding communication and developing innovative digital content. This study concludes that employer branding is not merely a communication tool but also a long-term investment in human resource management.

This study aims to analyze the influence of remuneration, work environment, and work-life balance on employee performance at PT Duta Utama Mustika. The background of this research lies in the importance of improving employee performance to achieve optimal company goals. Factors such as a fair remuneration system, a comfortable work environment, and maintaining a balance between work and personal life are believed to significantly impact employee productivity and performance. This research employed a quantitative approach with a sample of 80 employees selected using a specific sampling technique. Data were collected through questionnaires using a five-point Likert scale to measure variables including remuneration, work environment, work-life balance, and employee performance. Data analysis was conducted using multiple linear regression with the assistance of SPSS software. The results of the study indicate that remuneration has a significant effect on employee performance, meaning that providing appropriate and fair compensation can enhance motivation and work performance. Similarly, the work environment significantly influences performance, suggesting that a safe, comfortable, and supportive workplace contributes to employee productivity. In addition, work-life balance was also found to have a significant effect on performance, demonstrating that balancing job demands with personal life is essential for employees to remain focused and perform effectively. Based on these findings, the company is recommended to improve its remuneration system, create a more conducive work environment, and implement policies that promote work-life balance in order to enhance overall employee performance sustainably.

The quality of nursing care is reflected in the implementation of professional nursing care. Professional and qualified nurses must possess both hard skills and soft skills, as success in the workplace is influenced by soft skills (80%) and hard skills (20%). Indonesia still faces many challenges in achieving nursing care quality that reflects professional practice. The way nursing care is provided is not entirely focused on meeting the client's needs but is more oriented toward task completion. The purpose of this study is to determine the relationship between the professional team nursing care model and the quality of nursing care in the inpatient ward. This is a quantitative study using a correlational approach with a cross-sectional design. The study sample consisted of 146 respondents using purposive sampling. Data analysis utilized the Spearman rank correlation technique. The respondents were predominantly female, held a bachelor's degree, and had less than five years of work experience. Most of the MAKP met the criteria, and most reported that the quality of care was good. Based on bivariate analysis, a significant relationship was found between MAKP and the quality of inpatient care at RSI Sultan Agung Semarang. This result is shown by a correlation coefficient of 0.807 with a positive relationship and a significance value of 0.000 (p-value < 0.05). There is a significant relationship between MAKP and the quality of inpatient care services at RSI Sultan Agung Semarang.