Publication Search

Nagari Pandam Gadang is a village in Gunuang Omeh District, Lima Puluh Kota Regency, West Sumatra Province, with an area of 64.00 km² and a population of approximately 5,058. This article aims to present a comprehensive profile of the village, covering aspects of geography, history, public facilities, tourism potential, and the economic conditions of the community. The data in this article is compiled based on the Administrative Map created by KKN students from Padang State University in 2026, supported by field observations and related literature sources. Geographically, this village has a potential natural landscape for the development of the agricultural and tourism sectors. From a historical perspective, Nagari Pandam Gadang is known as the birthplace of national hero Ibrahim Datuk Tan Malaka. In addition, this village has natural tourism potential such as the Many Fish Tourism and the Lotus Cave, which have not been optimally managed. The community's economic condition is still dominated by the traditional agricultural sector. Therefore, an integrated development strategy is needed to improve community welfare through the sustainable utilization of local potential based on local wisdom.

Penelitian ini bertujuan untuk mengetahui pengaruh disiplin kerja dan lingkungan kerja terhadap kinerja karyawan pada PT Kangklin Jaya Bersih di Jakarta Selatan. Metode yang digunakan adalah kuantitatif. Penelitian ini populasi sebanyak 150 karyawan dan teknik pengambilan sampel menggunakan rumus slovin dengan eror 5% dan diperoleh sampel sebanyak 86 responden. Analisis data menggunakan uji validitas, uji realibilitas, uji asumsi klasik, analisis regresi, koefisien korelasi, koefisien determinasi, uji hipotesis. Hasil penelitian ini adalah Disiplin kerja berpengaruh signifikan terhadap kinerja karyawan dengan persamaan regrensi Y = 4,371 + 0,800 X1. Nilai koefisien korelasi sebesar 0,853 artinya kedua variabel memiliki tingkat hubungan yang sangat kuat. Nilai koefisien determinasi sebesar 72,7%. Uji hipotesis diperoleh hasil t hitung > t tabel atau (14,953 > 1,988). Hal tersebut juga diperkuat dengan nilai signifikansi < 0,05 atau (0,000 < 0,05). Lingkungan kerja berpengaruh signifikan terhadap kinerja karyawan dengan persamaan regrensi Y = 3,163 + 0,867 X2. Nilai koefisien korelasi sebesar 0,864 artinya kedua variabel memiliki tingkat hubungan yang sangat kuat. Nilai koefisien determinasi sebesar 74,6%. Uji hipotesis diperoleh hasil t hitung > t tabel atau (15,694 > 1,988). Hal tersebut diperkuat dengan nilai signifikansi < 0,05 atau (0,000 < 0,05). Disiplin kerja dan lingkungan  kerja secara simultan berpengaruh signifikan terhadap kinerja karyawan dengan persamaan regrensi Y = 1,468 + 0,390 X1 + 0,474 X2. Nilai koefisien korelasi diperoleh 0,887 artinya memiliki hubungan yang sangat kuat. Nilai koefisien determinasi sebesar 78,8% dan uji hipotesis diperoleh hasil F hitung > F tabel atau (153,833 > 3,11). Dengan demikian terbukti Ha3 diterima dan Ho3 ditolak. Hal ini juga diperkuat dengan nilai signifikansi < 0,05 (0,000 < 0,05). Artinya terdapat pengaruh yang signifikan antara disiplin kerja dan lingkungan kerja terhadap kinerja karyawan pada PT Kangklin Jaya Bersih Di Jakarta Selatan.

Hotel Naripan is still facing challenges in ensuring its employees can have optimal ability and motivation. This occurs in employee performance which can be caused by the lack of training, the absence of rewards from the company. The purpose of this study is to analyze the effect of work ability and motivation on employee performance at the hotel, so that it can be an evaluation material for management to improve service quality and hotel competitiveness in the increasingly competitive hospitality industry. The research method used is quantitative. This method is used to study a specific population or sample with data collection through research instruments. The analysis carried out is quantitative and uses statistical techniques, with the main purpose of testing the hypothesis that has been previously formulated. The results of this research based on multiple linear regression tests, the value of the multiple linear regression coefficient of the work ability variable, has a positive value of 0.635, the value of the multiple linear regression coefficient of the independent variable work motivation, has a positive value of 0.043

Work motivation, job satisfaction, and employee performance are key aspects of management psychology that continue to evolve as organizational productivity demands increase. In an era of global competition, organizations are required to manage human resources effectively by enhancing work motivation and job satisfaction to achieve optimal performance. This study aims to examine the relationship between work motivation and employee performance, as well as to analyze the role of job satisfaction as a mediating variable in that relationship. The method used is a literature review with a qualitative approach. Data were collected through the Google Scholar and Publish or Perish databases using keywords related to work motivation, job satisfaction, and employee performance from a management psychology perspective. From 25 articles found between 2022 and 2026, 5 of the most relevant articles were selected for further analysis.The results of the study indicate that work motivation has a significant influence on employee performance, both directly and indirectly through job satisfaction as a mediating variable. Additionally, there is a growing trend toward the integration of management psychology approaches in efforts to enhance employee performance. Thus, it can be concluded that the simultaneous management of motivation and job satisfaction is a key factor in achieving optimal performance. Further research is recommended to develop a more comprehensive and integrative model.

This study aims to analyze the influence of organizational culture on employee performance through job satisfaction at the Banda Aceh City Environmental, Sanitation, and Beautification Office. This study employs a quantitative approach using an associative method. The study population consisted of 44 civil servants, all of whom were included in the sample using a census method. Data collection was conducted via a questionnaire using a Likert scale, supplemented by observations and interviews. The data analysis techniques employed included path analysis, t-tests, the coefficient of determination (R²), and the Sobel test to examine the mediating role. The results of the study indicate that organizational culture has a positive and significant effect on employee performance, with a significance value of 0.004 and a calculated t-value of 3.014. Organizational culture also has a positive and significant effect on job satisfaction, with a p-value of 0.003 and a t-statistic of 3.940. Furthermore, job satisfaction has a positive and significant effect on employee performance with a significance value of 0.000 and a t-value of 5.174. A mediation test using the Sobel test indicates that job satisfaction significantly mediates the effect of organizational culture on employee performance with a t-value of 3.818 (>1.96). The coefficient of determination of 0.832 indicates that 83.2% of the variation in employee performance can be explained by organizational culture, job satisfaction, and their interaction, while the remainder is influenced by other variables outside the scope of this study. Thus, it can be concluded that organizational culture has a strong influence on improving employee performance, both directly and through job satisfaction as a mediating variable.

This study aims to examine the role of management psychology in improving work motivation in organizations through a literature study approach. Data were obtained from various scientific sources relevant to the topics of management psychology, work motivation, and organizations. The results of the study indicate that management psychology plays a significant role in understanding individual and group behavior in the workplace through psychological aspects such as needs, attitudes, emotions, and personality. Work motivation is a key factor influencing employee performance, which is influenced by both internal and external factors, including rewards, work relationships, environmental conditions, and opportunities for self-development. Various motivational theories such as Maslow's Hierarchy of Needs, Alderfer's ERG, Mcclelland's Needs, And Vroom's expectancy theory provide a foundation for understanding the dynamics of work motivation. In addition, the implementation of the performance management cycle, which includes planning, monitoring, evaluation, and rewarding, has proven effective in improving employee morale.

Penelitian ini dilatarbelakangi oleh pentingnya kinerja karyawan dalam mendukung pencapaian tujuan organisasi, yang dipengaruhi oleh berbagai faktor, khususnya motivasi kerja dan lingkungan kerja. Tujuan penelitian ini adalah untuk menganalisis pengaruh motivasi kerja dan lingkungan kerja terhadap kinerja karyawan pada PT Istana Mitra Furnindo. Penelitian ini menggunakan pendekatan kuantitatif dengan desain kausalitas. Populasi penelitian berjumlah 35 karyawan dengan teknik sampling jenuh, sehingga seluruh populasi dijadikan sampel. Data dikumpulkan melalui kuesioner dengan skala Likert dan dianalisis menggunakan regresi linier berganda. Hasil penelitian menunjukkan bahwa motivasi kerja dan lingkungan kerja secara parsial maupun simultan berpengaruh positif dan signifikan terhadap kinerja karyawan. Hal ini menunjukkan bahwa peningkatan motivasi kerja serta perbaikan lingkungan kerja dapat mendorong peningkatan kinerja karyawan secara optimal. Implikasi penelitian ini adalah pentingnya bagi perusahaan untuk meningkatkan motivasi kerja melalui pemberian penghargaan dan menciptakan lingkungan kerja yang kondusif guna mendukung produktivitas dan efektivitas kerja karyawan.

Penelitian ini dilakukan di UD. XYZ yang bergerak di bidang produksi sandal jepit dengan permasalahan utama berupa ketidakseimbangan lintasan produksi yang menyebabkan terjadinya bottleneck, tingginya waktu menganggur, serta belum tercapainya target produksi perusahaan. Penelitian ini bertujuan untuk menganalisis dan memperbaiki keseimbangan lintasan produksi menggunakan metode Ranked Positional Weight (RPW) agar efisiensi produksi dapat meningkat. Metode penelitian dilakukan melalui pengamatan langsung terhadap proses produksi, pengukuran waktu kerja, pengujian keseragaman dan kecukupan data, perhitungan waktu siklus, waktu normal, dan waktu baku, kemudian dilanjutkan dengan analisis keseimbangan lintasan menggunakan metode RPW. Hasil penelitian menunjukkan bahwa penerapan metode RPW mampu memperbaiki performansi lintasan produksi dengan mengurangi jumlah stasiun kerja dari 7 menjadi 4 stasiun kerja. Selain itu, nilai line efficiency meningkat dari 46,10% menjadi 80,68%, balance delay menurun dari 53,90% menjadi 19,32%, dan smoothness index menurun dari 15,86 menjadi 4,80. Hasil tersebut menunjukkan bahwa metode RPW mampu menghasilkan pembagian beban kerja yang lebih merata, mengurangi waktu menganggur, serta meningkatkan efisiensi dan kelancaran proses produksi perusahaan

This study critically examines the transformation of the regulatory framework governing Fixed-Term Employment Agreements (Perjanjian Kerja Waktu Tertentu/PKWT) following the enactment of Indonesia’s Job Creation Law and its implications for workers’ legal protection. The research focuses on the paradigm shift from a worker-protection-oriented model toward labor market flexibility and its impact on employment security. Using a normative juridical approach, this study employs comparative legal analysis between the Manpower Act No. 13 of 2003 and the Job Creation Law No. 6 of 2023, along with its implementing regulation, Government Regulation No. 35 of 2021. The analysis is supported by systematic statutory interpretation, labor law doctrine, and Constitutional Court Decision No. 168/PUU-XXI/2023. The findings reveal a significant regulatory shift characterized by the extension of the maximum duration of fixed-term contracts, the removal of mandatory grace periods for contract renewal, and the substantial narrowing of grounds for automatic conversion of PKWT into permanent employment agreements (PKWTT). Although the Job Creation Law introduces new protective instruments, including end-of-contract compensation and expanded social security coverage, these measures are insufficient to offset the decline in job security and legal certainty for workers. Consequently, workers face an increased risk of prolonged employment precarity. This study underscores the urgency of rebalancing labor market flexibility with the constitutional rights of workers in Indonesia’s future labor law reform. Keywords: Job Creation Law; Fixed-Term Employment Agreement (PKWT); Legal Protection; Labor Market Flexibility; Precarious Work; Constitutional Court Decision.

Immunization is one of the most cost-effective efforts to improve maternal and child health. The proper use of Buku Kesehatan Ibu dan Anak (KIA) – Mother and Children Health Manual can server as an indicator of the quality of care provided to children in health center services. This study aims to determine the correlation between the use of KIA towards basic immunization compliance in Ulee Kareng Publich Health Center, Banda Aceh. This study employed a quantitative research design using a cross-sectional approach. The population consisted of 521 mothers with babies. The sample was 84 respondents chosen using the probability cluster sampling technique. This study was conducted in Ulee Kareng Publich Health Center from May 27 to June 24, 2025. The data were analyzed using the Chi-Square test.The results showed a correlation between the use of KIA and basic immunization compliance, with a p-value of 0.008 (P<0.05) at Ulee Kareng Public Health Center, Banda Aceh. These results indicated that mothers who used the KIA books had a better understanding of the importance of basic immunization compliance, compared to those who did not utilize them properly. It can be concluded that there is a correlation between the use of KIA books and basic immunization compliance. This study suggests that health workers provide information on the importance of the KIA books and advise mothers to use it properly.

This study aims to determine the effect of the physical work environment and work motivation on the performance of employees of PT Pancaran Indonesia Kabupaten Tangerang, Depok City, both partially and simultaneously. The method used is a quantitative method with a causal associative approach and probability sampling technique with a sample of 82 and processed using SPSS 25. Data analysis using validity test, reliability test, classic assumption test, regression analysis, correlation coefficient analysis, coefficient of determination analysis, and hypothesis testing. The results of the study show that the physical work environment has a value of tcount > ttable or (3,714 > 1.994). Work motivation has a tcount > ttable or (11,852 > 1.994). The physical work environment and work motivation have Fcount > Ftable or (72, 865 > 2,737). This is also reinforced by the ρ value < Sig.0.05 or (0.000 <0.05). there is a significant effect simultaneously between the physical work environment (X1) and work motivation (X2) on employee performance (Y) with a contribution of 67,9% while the remaining 32,1% is influenced by other factors outside this study. The multiple linear regression equation Y = 5,949 + 0,067X1 + 0,985X2 + e.

This study aims to analyze the influence of emotional intelligence on job satisfaction and job performance, with employee adaptability as a mediator. The subjects were employees of Kospin Jasa Regional Office (Kospin Jasa) in Yogyakarta and Central Java. A sample of 178 respondents was selected using a census technique and a questionnaire was distributed using Google Forms. The analysis tool used was Structural Equation Modeling (SEM) based on Partial Least Square (PLS) software. The results of this study indicate that employee adaptability has a positive and significant effect on job satisfaction, employee adaptability has a positive and significant effect on job performance, emotional intelligence has a positive and significant effect on employee performance, emotional intelligence has a positive and significant effect on job satisfaction, and the influence of emotional intelligence on job performance has a positive and significant effect. Employee adaptability acts as a positive mediator in the influence of emotional intelligence on job satisfaction. Employee adaptability can be interpreted as a positive mediator in the influence of emotional intelligence on job performance.

This study aims to analyze the effect of work stress and work environment on employee performance with job satisfaction as a mediating variable at PT X. This study uses a quantitative approach with a census method of 198 employees at PT X. Data were collected through an online questionnaire (Google Form) and analyzed using Structural Equation Modeling based on Partial Least Square (SEM-PLS) with the help of SmartPLS 4.0. Based on the results of the analysis that has been done, it was found that work stress has a negative and significant effect on employee performance. Meanwhile, the work environment has a positive and significant effect on employee performance. In addition, work stress has a negative and significant effect on job satisfaction. Then, the work environment has a positive and significant effect on job satisfaction, while job satisfaction has a significant effect on employee performance. In addition, job satisfaction is able to mediate the effect of work stress and work environment on employee performance. This study provides a theoretical contribution to strengthen the understanding of the role of job satisfaction as an important mechanism that connects work stress and work environment with employee performance. Management needs to manage work stress through a balanced workload and system arrangement and create a safe and comfortable work environment to improve employee satisfaction and performance. These findings underscore the importance of job satisfaction as a basis for formulating human resource policies. This study is limited by the number of respondents, which is not fully representative of the entire population due to difficulties in communicating with employees. Furthermore, limited access to the research location, which is located outside of Yogyakarta, resulted in the distribution and collection of questionnaires being conducted only through long-distance communication. Future researchers are advised to add other variables and use research subjects from different industrial sectors to obtain a more comprehensive and comparable understanding.

Kinerja pegawai merupakan faktor penting dalam keberhasilan organisasi, namun dalam praktiknya masih terdapat variasi kinerja yang dipengaruhi oleh faktor psikologis dan kondisi kerja. Penelitian ini bertujuan untuk menganalisis pengaruh motivasi kerja, kesejahteraan kerja, dan semangat kerja terhadap kinerja pegawai pada CV Berkah Sarana Anugerah. Penelitian ini menggunakan pendekatan kuantitatif dengan desain asosiatif, dengan populasi sebanyak 30 pegawai yang seluruhnya dijadikan sampel melalui teknik sampling jenuh. Pengumpulan data dilakukan menggunakan kuesioner dengan skala Likert, kemudian dianalisis menggunakan metode Partial Least Squares (PLS). Hasil penelitian menunjukkan bahwa motivasi kerja, kesejahteraan kerja, dan semangat kerja berpengaruh positif dan signifikan terhadap kinerja pegawai, baik secara parsial maupun simultan. Temuan ini menunjukkan bahwa peningkatan kinerja pegawai tidak hanya dipengaruhi oleh kemampuan teknis, tetapi juga oleh faktor psikologis dan kondisi kerja yang mendukung. Implikasi penelitian ini menegaskan pentingnya peran organisasi dalam meningkatkan motivasi, kesejahteraan, dan semangat kerja pegawai guna mencapai kinerja yang optimal dan berkelanjutan.

ABSTRACT Hospitals can be established by the Central Government, Regional Government, or the Community. Hospital management organized by the Government can apply the financial management pattern of BLU or BLUD. Hospital independence can be achieved through healthy business processes. The dual role of hospitals as public services and business entities. The commercial health sector is increasingly closely linked to the global health industry. Collaboration between BLU hospitals and private business entities is often manifested in KSO contracts. KSO contracts must contain legal principles (rechtbeginselen) which serve as basic norms and guidelines in the formation or creation of legal regulations. The principle of personality in KSO contracts is important to ensure the parties' performance is balanced. This study uses a normative or doctrinal legal research methodology by examining primary legal sources in the form of KSO contracts between BLU hospitals and private business entities, the Civil Code, and other material laws. A study was also conducted on secondary legal sources in the form of legal materials consisting of books or legal journals regarding legal principles, the views of legal doctrines, and the results of legal research. Keywords : Principle of Personality, Public Service Agency, Operational Cooperation Contract.

In response to the rapid development of technology in the economic sector, every Micro, Small, and Medium Enterprise (MSME) is required to accelerate its competitive capacity. The Community Service Program (Kuliah Kerja Nyata/KKN) plays a role as a form of community engagement aimed at empowering local potential, including Micro, Small, and Medium Enterprises (MSMEs). Several challenges faced by the cassava chips MSME at the KKN location include low business capacity and competitiveness due to limited branding and minimal utilization of digital marketing technology.The objective of this community service activity is to accelerate the capacity and competitiveness of the cassava chips MSME through digital branding assistance and the utilization of digital marketplaces. The implementation employed observation, socialization, and direct assistance methods to MSME actors, which included the creation and updating of brand identity (logo), registering the business location on Google Maps, and mentoring in the establishment of digital stores on e-commerce platforms. The results of this activity indicate an increase in MSME actors’ understanding of the importance of branding and digital marketing, as well as an expansion of product marketing reach through online channels. This KKN activity has a positive impact on enhancing business capacity and serves as an initial step toward strengthening the sustainable competitiveness of MSMEs.

The purpose of this community service program is to enhance the capacity and independence of Micro, Small, and Medium Enterprises (MSMEs) by providing improved training in business management. The program covers the use of digital technology in the agricultural sector, the implementation of occupational safety and health practices, intellectual property protection, and simple financial record-keeping practices. In Pugeran Village, the activities were carried out using a collaborative approach involving the village government, MSME actors, and university students participating in the Community Service Program (Kuliah Kerja Nyata). A qualitative descriptive approach was employed through observation, interviews, and focus group discussions, complemented by direct mentoring and counseling sessions. The results indicate that MSME actors have begun to understand the importance of maintaining simple financial records, utilizing digital technology to market their products, and becoming more aware of workplace safety as well as legal protection for their businesses. The program also encouraged MSME actors to shift their perspectives and manage their enterprises in a more professional manner. However, the speed of implementation varied depending on differences in age, educational background, and established business habits. Overall, this community service activity contributed to strengthening the capacity of MSMEs and supporting sustainable economic growth in the village

Pulmonary Tuberculosis (TB) is a contagious infectious disease caused by the bacterium Mycobacterium tuberculosis through droplets from patients diagnosed with TB. Based on the Global TB Report 2024, WHO reported that Indonesia ranks second in the world, where 81% of cases were confirmed and 90% of them had received treatment, where there was an increase in the number of cases compared to 2023 with 77% of confirmed cases and 88% of them received treatment. The increase in the number of pulmonary TB cases is inseparable from factors that determine the transmission of M. tb such as the concentration of organisms in the air related to ventilation and the length of time a person inhales contaminated air. To determine the relationship between ventilation conditions and home lighting to the incidence of pulmonary TB in the working area of ​​the Glugur Darat Health Center in 2025 This study is an analytical study with a cross-sectional study design. Sample selection used the consecutive sampling method with 56 patients who met the inclusion criteria. Of the 56 people who met the criteria, 30 people (53.6%) were pulmonary TB sufferers and 26 people (46.4%) were not pulmonary TB sufferers. The majority of respondents were male (38 people) and the highest number was found in the 18-59 age range (48 people) (85.7%). Regarding ventilation conditions, 34 people (60.7%) did not meet adequate ventilation requirements, and 29 homes (51.8%) did not meet adequate lighting requirements. There was a relationship between ventilation conditions and the incidence of pulmonary tuberculosis in the Glugur Darat Community Health Center work area, but there was no relationship between home lighting and the incidence of pulmonary tuberculosis in the Glugur Darat Community Health Center work area.

This study aims to analyze the influence of Psychological Capital, work motivation, and workload on the performance of Training Officers at the Infantry Education Center (Pusdikif) of the Indonesian Army's Infantry Training Center (Pussenif. This study uses a quantitative approach with an explanatory survey design. The research population consists of all 60 non-commissioned officer trainers at Pusdikif Pussenif TNI AD. Data collection was conducted using a five-point Likert scale questionnaire. Data analysis was performed using multiple linear regression with the help of SPSS 29. The results show that Psychological Capital has no significant effect on the performance of non-commissioned officer trainers. Work motivation has a positive and significant effect on performance and is the most dominant variable. Workload has a positive and significant effect on performance. Simultaneously, Psychological Capital, work motivation, and workload have a significant effect on the performance of Training Officers. The research model has a very strong relationship (R = 0.856) with an explanatory power of 73.3%. This study shows that the performance of military trainers is more influenced by work motivation and task demands than by personal psychological factors. The results of this study are expected to serve as a basis for the leadership of the Indonesian Army's education units in increasing work motivation and managing the workload of trainers proportionally to support the improvement of military education performance.

This Study aims to examine the effect of job placement on employee performance through competence as an intervening variable the sample consisted of 64 employees of the Regional Office of Youth, Sport, and Tourism of Morowali Regency. The sampling technique used was saturated sampling. Data were collected using questionnaires and anlyzed with the assistance of the SmartPLS 4 program. The result of the study indicate that job placement and competence have a direct thourism of Morowali Regency. In addition, job placement has an indirect effect on employee performancethtougt competence at the same institution. The coefficient of determination shows an R-square value of 0,182, indicating that 18.2% of the experience, while 80.8% is influenced by other factors not examined in this study. Meanwhile, competence obtained an R-square value of 1.134, indicating that 13.4% of the variance in competence is influenced by job placement, while 80.6% is influenced by other variable not examined is this study.