Publication Search

The performance of a company is highly influenced by its employees. Therefore, human resources deserve substantial attention from management, particularly regarding employee discipline, work quality, and the potential to improve work discipline. This study employed a quantitative descriptive method with a sample of 95 respondents. Data were collected through observation, interviews, questionnaires, and documentation. The findings reveal a significant partial effect between work discipline and employee performance, as demonstrated by the results of the t-test (probability value 0.000; t-value 3.369 > t-table 1.66159). Furthermore, there is a significant partial influence between work motivation and employee performance, as evidenced by the t-test results (probability value 0.000; t-value 4.251 > t-table 1.66159). In addition, a significant simultaneous effect of work motivation and work discipline on employee performance was identified at the Head Office of Export and Trade Services Human Resources Training. This was confirmed by the F-test results (probability value 0.000; F-value 9.598 > F-table 2.70). These results indicate that both work discipline and work motivation play a critical role in shaping employee performance. Strengthening employee discipline and motivation can therefore enhance organizational effectiveness and lead to improved performance outcomes. This study underscores the importance of human resource management practices focused on discipline and motivation as key drivers of organizational success and sustainable performance improvements in service-oriented institutions.

Human resources (HR) play a crucial role in determining the success of an organization. PT Indomarco Prismatama is a leading company in the modern retail sector, operating the Indomaret minimarket network that provides essential daily needs for the community. Within this context, employee performance becomes a critical factor that directly influences business continuity and service quality. However, several issues remain, such as high absenteeism, low motivation, and disharmonious workplace relationships. These conditions highlight the importance of effective leadership styles and a strong organizational culture in enhancing employee performance. This study aims to analyze the influence of leadership style and organizational culture, both partially and simultaneously, on employee performance at PT Indomarco Prismatama, Kelapa Gading Branch. The research employed a quantitative approach with an associative design. The population consisted of 102 employees, with a sample of 81 respondents determined using Slovin’s formula. Data were collected through a Likert-scale questionnaire and analyzed using validity and reliability tests, multiple linear regression, t-tests, and F-tests to examine the relationships among variables. The findings reveal that leadership style significantly influences employee performance, while organizational culture also has a positive and measurable effect. Furthermore, the simultaneous influence of both variables shows a significant impact on improving performance. These results indicate that a combination of effective leadership and a supportive organizational culture plays a vital role in enhancing productivity and achieving organizational goals at PT Indomarco Prismatama, Kelapa Gading Branch.

This study aims to examine the influence of Work Life Balance (WLB) and Leadership Style on Employee Performance at the Directorate General of Military Courts and Administrative Courts of the Supreme Court of the Republic of Indonesia. The background of this research is based on the importance of balancing work and personal life, as well as the role of effective leadership in improving the performance of government agency employees. This research uses a quantitative method with an associative approach. The sample of this study consists of the entire population of 94 employees using saturated sampling technique. Data was collected through questionnaires and analyzed using SPSS, including validity and reliability tests, multiple linear regression, t-test, F-test, and coefficient of determination. The results show that Work Life Balance has a positive and significant impact on Employee Performance, indicating that a balance between work and personal life positively affects job productivity and satisfaction. Leadership Style also has a positive and significant impact on Employee Performance, where good leadership can motivate and facilitate employees in achieving organizational goals. Simultaneously, both variables significantly influence employee performance in the organization. This study provides important implications for organizational management, suggesting that implementing a good Work Life Balance and an appropriate leadership style can optimally improve employee performance.

This study aims to explore the positive perceptions of Office Management grade X students regarding the use of the Instagram account @osissmksandikta in efforts to enhance the image of SMK Sandikta. The background of this research is based on the importance of social media as a means of public communication in the digital era, particularly in building the reputation of educational institutions among the younger generation. The OSIS Instagram account is viewed as the school’s representation in delivering information, promoting activities, and creating emotional engagement between the student organization and both internal and external audiences. The research employed a qualitative descriptive approach. Data collection techniques included in-depth interviews, participatory observation, and documentation to obtain comprehensive findings. The informants consisted of one key informant, namely the OSIS advisor, and three main informants who were Office Management grade X students. Informants were selected purposively, considering their direct involvement with the OSIS Instagram account. The findings reveal that the @osissmksandikta Instagram account is perceived as effective in building a positive school image through the presentation of engaging visual content, a communication style suited to student characteristics, and the provision of relevant, easily accessible information. The account also fosters a sense of involvement and pride since its management is carried out alternately by OSIS members, thereby strengthening collective ownership. Furthermore, active student participation in responding to content reinforces the relationship between the school and its students. The study concludes that the use of Instagram can serve as an effective medium for enhancing a school’s positive image if managed consistently, interactively, and in alignment with the needs and preferences of the target audience. This finding is expected to contribute to the development of school communication strategies through social media.

This study aims to identify, describe, and analyze the organizational communication strategy implemented by the Chairman of the Youth Organization Sub Unit 032 of Jatiasih District in increasing member loyalty. The phenomenon behind this study is the fluctuation in the presence of members in organizational activities and the challenge of maintaining active youth participation in the digital era. Members' loyalty is seen as a determining factor for the success of an organization in carrying out social, cultural, and community programs. The research method used is qualitative with a descriptive approach. Data was collected through in-depth interviews, direct observation of Karang Taruna activities, and documentation of organizational archives. The research informants were selected using purposive sampling techniques, including the Chairman of the Youth Organization and members who actively participated. Data analysis is carried out using an interactive model that includes collection, reduction, data presentation, and conclusion drawn. The results of the study show that the communication strategy of the Chairman of the Youth Organization is democratic, participatory, and interpersonal. The communication media used is in the form of WhatsApp Groups for quick coordination and face-to-face meetings to strengthen emotional bonds between members. The Chair also utilizes informal strategies such as casual conversations and non-formal social interactions to get closer to members. This strategy has a positive effect on member loyalty indicators, such as compliance, responsibility, active participation, and a sense of belonging to the organization. This study concludes that effective, open, empathetic, and adaptive communication to the needs of members is the main factor in strengthening the loyalty of youth organizations. These findings are expected to make an academic contribution to the study of community-based organizational communication and practical benefits for Karang Taruna administrators and similar organizations in managing membership dynamics at the local level.

This study aims to comprehensively examine the influence of Motivation (X1), Organizational Environment (X2), and Organizational Satisfaction (X3) on Player Loyalty (Y) among students who are members of the Budi Luhur University Football Club. The research adopts a quantitative approach with a non-probability sampling technique using a saturated sample, where the entire population of 45 players registered in the club was included as respondents. Data collection was carried out through structured questionnaires, and the analysis was conducted using multiple linear regression assisted by SPSS version 25 and Microsoft Excel 2016 to ensure accuracy and reliability of the statistical calculations. The research was designed to assess not only the direct relationships but also the relative contribution of each independent variable to player loyalty. The findings reveal that Motivation (X1) has a positive and significant effect on Player Loyalty (Y), indicating that higher levels of intrinsic and extrinsic motivation contribute to stronger loyalty to the football club. Similarly, the Organizational Environment (X2) demonstrates a positive and significant effect on Player Loyalty (Y), suggesting that a supportive, inclusive, and well-structured club environment enhances players’ commitment. Furthermore, Organizational Satisfaction (X3) also shows a positive and significant effect on Player Loyalty (Y), implying that satisfaction with organizational processes, leadership, and facilities fosters sustained involvement and loyalty. These results underline the importance of holistic organizational practices in sports clubs and provide practical implications for improving motivation, strengthening organizational environment, and increasing satisfaction to achieve higher levels of loyalty among student players.

Human Organization Technology Net-Benefit (HOT-Fit) model is used to analyze information systems through 4 (four) dimensions: people, organization, technology, and net benefits. This study aims to analyze the implementation of RME with the HOT-Fit approach through data integration at RSIA Assyifa, Tangerang City. The research method is quantitative with data collection using a questionnaire distributed via Google Form. The sample consisted of 95 respondents of health workers and non-health workers who used RME. Data analysis was carried out using Structural Equation Modeling-Partial Least Square (SEM-PLS) version 3.0. In this study, there are 22 hypotheses, consisting of 17 direct influences and 5 (five) indirect influences. The results of the study show that system quality, information quality, and service quality have a significant positive effect on system use. Furthermore, system quality and information quality have a significant positive effect on user satisfaction, but service satisfaction does not affect user satisfaction. Next, system quality has a significant positive effect on organizational structure, as well as service quality which has a significant positive effect on the organizational environment. In addition, the organizational environment has a significant positive effect on net benefits, but in contrast to the variables of system usage, user satisfaction, and organizational structure which do not have a significant effect on net benefits. Related to the organizational aspect, the net benefit aspect, and data integration have a significant positive effect on RME implementation, while the technology aspect and human aspect do not have a significant effect on RME implementation. Data integration mediates the indirect effect of the technology aspect, the organization aspect, and the net benefit aspect on RME implementation, while data integration does not mediate the effect of the human aspect on RME implementation.

The Desa Bersinar (Drug Clean Village) program is a strategic initiative designed to prevent and eradicate drug abuse and illicit trafficking (P4GN) at the village level through the active involvement of both the village government and the community. This study aims to analyze the implementation of the Desa Bersinar program in Pantai Cermin Kiri Village, Serdang Bedagai Regency, an area recognized as drug-prone due to its coastal geographical conditions and its vulnerability to illicit distribution routes. The research adopts a descriptive qualitative approach, with data gathered through direct observation, in-depth interviews with the program coordinator, six implementing members, program beneficiaries, and two public informants. Additional data were obtained from documentation and relevant literature to provide a more comprehensive perspective. Data analysis was conducted through three stages: reduction, presentation, and conclusion drawing, ensuring systematic interpretation of findings. The results indicate that the Desa Bersinar program in Pantai Cermin Kiri Village has successfully implemented two of the three indicators outlined in David C. Korten’s theory of successful program implementation, specifically program elements and implementing organizational elements. These include clear structures of coordination, division of responsibilities, and collaboration among stakeholders. However, the third indicator—supportive environmental elements—has not been fully realized. Challenges include limited resources, lack of sustainable community participation, and insufficient external support from higher levels of government. Overall, the program demonstrates significant progress in combating drug-related issues, but its sustainability requires stronger environmental support, broader community empowerment, and multi-sectoral collaboration to ensure long-term effectiveness.

Employee performance is the result of the work carried out by the employee to fulfill their duties and responsibilities in accordance with the discipline entrusted to them. This research aims to determine and analyze organizational culture, salary, and employee welfare on the performance of employees at the BPBD of Nganjuk Regency. The method used is a quantitative approach with causal research, which is capable of explaining the cause-and-effect relationship between variables. Research data was obtained through the distribution of questionnaires to 50 respondents who are employees of the BPBD of Nganjuk Regency. To ensure data quality, a series of tests were conducted including validity tests, reliability tests, classical assumption tests, multiple linear regression, t-tests, F-tests, and the coefficient of determination (R2) which were processed using SPSS version 25. The research results show that organizational culture has a significant influence on employee performance, indicating that the stronger the applied organizational culture, the better the resulting employee performance will be. Salary also proves to significantly affect employee performance, which shows that providing a decent salary in accordance with job responsibilities can enhance the resulting employee performance. Likewise, employee welfare significantly influences employee performance, indicating that employee welfare, both physically and psychologically, can improve the resulting employee performance. Simultaneously, these three variables have an effect on employee performance. The coefficient of determination value of 0.693 indicates that 69.3% of the influence on the employee performance variable comes from company culture, salary, and employee welfare, while 30.7% comes from other external factors

Employee occupational health is of particular concern to all companies, as healthy employees are considered the pillars of organizational success. The purpose of occupational health is to increase job satisfaction and employee participation so that when measuring employee job satisfaction, occupational health is used as a major factor. This study explores the influence of occupational health, safety, and organizational commitment on employee job satisfaction at PT JNE, West Jakarta using quantitative methods. It was found that motivational factors significantly influence job satisfaction, highlighting the importance of motivating employees. Although occupational health and safety did not show a significant direct influence, their implementation remains essential to overall job satisfaction. In addition, increasing organizational commitment through employee engagement and developing corporate culture is also necessary. This research underscores the importance of effective internal communication and data-driven human resource strategies, calling on PT JNE to continuously evaluate and adapt their strategies in a dynamic work environment.

This study aims to analyze the influence of work environment and work discipline on employee performance at PT. Miftah Putra Mandiri Group. The main problems faced are the conditions of the work environment that are not conducive and the low level of discipline, which has a negative impact on employee performance. The method used in this study is a quantitative approach with an associative design. The population studied was all employees of PT. Miftah Putra Mandiri Group which totals 53 people, and all employees are used as samples using saturated sampling techniques. Data collection was carried out through the distribution of questionnaires using the Likert scale. The data obtained were analyzed using SPSS version 25, by conducting validity, reliability, classical assumptions, multiple linear regression, t-test, F-test, and determination coefficient. The results of the study show that both work environment variables and work discipline partially or simultaneously have a significant influence on employee performance. The t-test showed a significance value of 0.000 for both variables, which was smaller than 0.05, while the F-test yielded an Fcal value of 66.745 with a significance of 0.000. A determination coefficient (R²) of 0.723 indicates that 72.3% of the variation in employee performance can be explained by both variables. These findings affirm the importance of creating a comfortable work environment and improving work discipline as a key factor in improving employee performance in the company.

Public Company (Perum) BULOG is a business entity engaged in food logistics and has a strategic role in national food security. However, the company faces obstacles in the implementation of the Total Quality Management (TQM) system which is not fully in accordance with the applicable Standard Operating Procedures (SOP), as well as low work motivation for some employees. This study aims to analyze the influence of TQM implementation and work motivation on employee performance at the Perum BULOG head office. The research method used was a quantitative approach with data collection techniques through interviews and questionnaire distribution to 97 respondents selected using purposive sampling techniques. The research will be carried out in May 2025. The results of the analysis showed that partially, the implementation of TQM did not have a significant effect on employee performance (tcount = 1,533 < ttable = 1,985; sig. = 0.129 > 0.05). On the other hand, work motivation has a significant influence on employee performance (tcount = 5,411 > ttable = 1,985; sig. = 0.00 < 0.05). Simultaneously, TQM and work motivation had a significant effect on employee performance (Fcal = 16,602 > Ftable = 3,093; sig. = 0.00 < 0.05). These findings indicate that increasing work motivation is a key factor in encouraging employee performance, while the implementation of TQM needs to be adjusted to SOPs to be more effective in supporting organizational productivity.

Work stress is a prevalent and complex phenomenon frequently encountered by inpatient nurses as a result of the intense physical, emotional, and psychological demands inherent in their professional responsibilities. Nurses are required to deliver high-quality care under conditions of time pressure, emotional strain, and patient diversity, which can increase their susceptibility to stress. Individual factors—including age, gender, marital status, years of service, personality type, and self-assessment—play a crucial role in shaping nurses’ capacity to adapt to these pressures and maintain their performance. This study aims to comprehensively describe the influence of individual factors on work stress among inpatient nurses at RSUP Dr. Sitanala in 2025. Employing a quantitative descriptive design with a cross-sectional approach, a total of 34 inpatient nurses were recruited using total sampling. Data were collected using the NIOSH Job Stress Questionnaire, which measures multiple aspects of job-related stress. The results indicate that younger nurses, those with shorter work tenure, and individuals exhibiting type A personality traits are more vulnerable to experiencing high levels of stress compared to their counterparts. These findings underscore that individual characteristics significantly contribute to variations in work stress levels. The study emphasizes the importance of developing responsive human resource management strategies, such as stress management training, mentoring, and supportive work environments, to strengthen resilience and improve nurses’ well-being. By identifying and addressing these individual factors, healthcare organizations can enhance employee retention, promote patient safety, and ensure sustainable quality of care.

This study aims to explore the impact of work discipline and available facilities on the performance of employees at the Community and Village Empowerment Office. In the era of public service reform, employee performance is considered a critical factor in achieving organizational goals and providing quality services to the community. The research employed a quantitative approach, with data collected through questionnaires distributed to employees. The collected data were then processed and analyzed using SPSS software. Prior to hypothesis testing, validity, reliability, and classical assumption tests were conducted to ensure the quality of the instruments and the suitability of the data. The results of the t-test show that work discipline has a positive and significant effect on employee performance, with a t-value of 4.217 greater than the t-table of 2.01174 and a significance value of 0.000 less than 0.05. Similarly, work facilities also demonstrate a positive and significant effect, indicated by a t-value of 2.185 greater than the t-table and a significance value of 0.034 less than 0.05. Furthermore, the results of the F-test indicate that work discipline and work facilities simultaneously influence employee performance, with an F-value of 28.344, higher than the F-table value of 3.19, and a significance level of 0.000. These findings highlight the importance of maintaining strict discipline and providing adequate work facilities to enhance overall employee performance in public institutions.

This research is motivated by the decline in employee performance at PT Tracon Industri which is allegedly caused by weak teamwork and low work motivation. The main objective of this study is to analyze the influence of teamwork and work motivation on employee work performance, both partially and simultaneously. This study uses a quantitative approach with a descriptive method. A total of 53 respondents from the operational division were involved through saturated sample techniques. Data collection was carried out using a questionnaire, then analyzed through validity, reliability, classical assumptions, multiple linear regression, as well as t-test and F-test with the help of SPSS software version 25. The results of the study show that teamwork and work motivation have a positive and significant influence on employee work performance. Partially, teamwork had a tcal value of 4.337 and work motivation of 5.511, both greater than the ttable of 1.674, with a significance value of 0.000 < 0.05. Simultaneously, the two variables contributed 84.3% to work performance. These findings indicate that increased team synergy and work motivation are key factors in driving productivity and achieving organizational goals. Based on these results, companies are advised to strengthen the culture of cooperation and create an effective motivation system to continuously improve work performance and support the company's operational success.

Organizational Citizenship Behavior (OCB) plays a vital role in supporting organizational effectiveness and efficiency, as it reflects employees’ voluntary behaviors that go beyond formal job responsibilities and contribute to overall organizational performance. Therefore, it is important for organizations to understand the factors that can enhance OCB among their employees. This study aims to analyze the influence of Work-Life Balance, Work Environment, and Work Motivation on Organizational Citizenship Behavior at PT Gogomedia Visindo Tangerang. The research employed a quantitative approach with a sample of 100 respondents selected through non-probability sampling using a snowball sampling technique. Data were collected through questionnaires measured on a Likert scale and analyzed using Microsoft Excel 2021 and SPSS version 22. The data analysis methods included correlation tests and multiple linear regression analysis to examine both the relationships and effects among the variables. The results indicate that Work-Life Balance, Work Environment, and Work Motivation have a positive and significant influence on Organizational Citizenship Behavior, both partially and simultaneously. This finding suggests that better work-life balance, a supportive work environment, and higher motivation levels encourage employees to demonstrate stronger OCB. The study emphasizes the strategic importance of organizational initiatives that foster employee well-being, provide conducive working conditions, and maintain high levels of motivation. By doing so, organizations can strengthen employee commitment, maximize contributions, and enhance long-term organizational performance.

This community service program focuses on enhancing digital literacy, documenting cultural traditions, and developing integrated promotional media through the EthnoGring platform in Tlemang Cultural Tourism Village, Lamongan. The activities were conducted in collaboration with the local tourism group, Pokdarwis “Bukit Inggil,” through stages of needs assessment, digital literacy training, cultural content production and curation, platform development, and monitoring and evaluation. The results indicate that digitalization strengthens community capacity to manage tourism promotion while simultaneously safeguarding cultural heritage in the face of modernization. Cultural outputs such as documentaries, photographs of traditional rituals, interview transcripts with cultural figures, and an e-book on the Nyanggring tradition serve not only as promotional tools but also as efforts to conserve collective community knowledge. The integration of these outputs into the EthnoGring platform, equipped with public service and tourism information features, highlights the strategic role of digital innovation in supporting sustainable tourism village development. Early impacts include broader exposure of Tlemang’s cultural heritage, the emergence of local economic initiatives, and the establishment of a more adaptive community organization. Although challenges remain, particularly in digital infrastructure, collective engagement and institutional support serve as key foundations for sustainability. Therefore, EthnoGring contributes not only to cultural preservation but also to strengthening the social, economic, and institutional dimensions of sustainable tourism.

This study discusses the role of altruistic behavior in supporting career guidance programs for former prisoners at the Purwokerto Correctional Center. Former prisoners often face challenges in social reintegration, especially due to societal stigma and limited access to employment. Altruism-based career guidance programs aim to equip them with skills and psychosocial support to increase employment opportunities and economic independence. This study uses a qualitative approach with in-depth interviews, observations, and document analysis methods. The results show that the role of volunteers and communities with social concerns is very important in reducing barriers to the reintegration of former prisoners. The support provided is not only in the form of job skills training, but also in psychosocial assistance that helps increase their motivation and self-confidence. Although this program has a positive impact, there are still various challenges such as limited funding, lack of community participation, and strong social stigma. Therefore, collaborative efforts are needed between the government, social organizations, and the community to create a more inclusive environment for former prisoners.

This study aims to analyze the influence of job satisfaction and productivity on hybrid work performance at PT Asuransi Jiwa Generali Indonesia, especially in the Finance department. The method used is descriptive quantitative with data collection techniques through questionnaires and documentation. The research sample amounted to 66 respondents. There are three main variables: X1 (Job Satisfaction), X2 (Productivity), and Y (Work Performance). The results of the analysis showed that partially, job satisfaction had a significant effect on work performance, as evidenced by a probability value of 0.000 < 0.05 and a Thcal value of 5.437 > Ttable 1.99834. Productivity also showed a partially significant influence on work performance, with a probability value of 0.000 < 0.05 and a Thcount of 4.213 > Ttable 1.99834. Simultaneously, job satisfaction and productivity have a significant effect on work performance, as shown by the results of the F test with a probability value of 0.000 < 0.05 and Fcal 998.377 > Ftable 3.14. These findings confirm that increasing job satisfaction and productivity simultaneously can drive more optimal work performance in a hybrid work system. The practical implication of this research is the need for a managerial strategy that focuses on improving employee well-being and work efficiency to support organizational performance on a sustainable basis.

This qualitative research investigates the influence of work motivation and work environment on employee performance within PT Yusen Logistic Indonesia's warehouse division. Through comprehensive interviews with maritime professionals, educators, and industry experts, this study addresses critical gaps in understanding workforce dynamics in maritime logistics operations. The research employed thematic analysis of semi-structured interviews with 45 participants across three stakeholder groups: operational staff, maritime educators, and industry professionals. Findings reveal that intrinsic motivation factors, particularly career development opportunities and safety recognition, demonstrate stronger correlation with sustained performance than monetary incentives. Work environment quality, including infrastructure adequacy and shift management, serves as a significant moderator affecting motivation–performance relationships. In addition, this research highlights that supportive leadership and open communication further strengthen employee engagement and commitment in high-pressure warehouse operations. Respondents consistently emphasized the importance of aligning organizational goals with individual career aspirations, particularly in a sector where safety and efficiency are paramount. The study also identifies that investment in ergonomic facilities, digital monitoring systems, and structured training programs reduces fatigue and error rates, thus promoting both productivity and safety compliance. The implications extend beyond company-level management to broader maritime education and policy-making. The integration of motivational strategies into vocational curricula can better prepare graduates for the realities of port and logistics operations. Moreover, the findings contribute to developing sustainable logistics practices that balance efficiency, employee well-being, and long-term organizational competitiveness. Overall, the research provides evidence-based recommendations for maritime vocational training programs, human resource management, and port operations strategies in Indonesia’s rapidly growing logistics sector.