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Human resources are the main asset and support for the organization to achieve the goals that have been set. Employees as one of the organizational assets have significant differences from other assets. This is because employees are talented human beings who have creativity and creativity so that they are able to develop optimally and produce everything that is the goal of the organization. This study aims to determine the influence work ethic and work discipline on employee performance at the Bima District Transportation Office. Where research uses associative, namely to find out the independent variables, namely work ethic (X1) and work discipline (X2) on the dependent variable, namely employee performance (Y) with a sampling technique, namely purposive sampling, namely based on the considerations in determining the sample, namely civil servants (PNS) ) in the District Transportation Office. Bima as many as 44 people. 1) there is a partial significant effect of work ethic on performance at the Bima Regency Transportation Service. count value of 5.628. 2) there is no significant effect partially on work discipline on employee performance at the Bima District Transportation Office. The calculated value is 0.545. 3). there is a simultaneous significant effect of work ethic and work discipline on employee performance at the Bima Regency Transportation Service obtained an F count of 36.506

The purpose of this study was to explain whether or not there was an effect of using the quizizz application on digital literacy of fourth grade students at SDN Bilaporah 1 Bangkalan. This type of research is experimental research with a quantitative approach. This study uses a posttest-only control design model. The research sample used in this study was fourth grade students at SDN Bilaporah 1 Bangkalan. The sampling technique used in this research is saturated sampling technique. Data was collected using performance test sheets. The results of data analysis calculated using the independent sample t-test show that the sig value is 0.000 where the value is less than 0.05. So these results indicate that there is an influence between quizizz application assisted learning on students' digital literacy in class IV SDN Bilaporah 1 Bangkalan.

This type of research is field research (Field Research) using a qualitative descriptive method to obtain the data studied. The data collection technique used is through interviews and documentation. The research data sources are primary data sources and secondary data sources. Data validity assurance techniques used is Triangulation. The data analysis technique used is data analysis technique, namely data reduction, data display, and data verification. Based on student learning outcomes, it has not been achieved well. Judging from the data or student scores, it ranges from 75-79 with sufficient predicate, only a few students achieve 80-90, and from the data obtained by the school, 19 out of 33 students achieve sufficient predicate scores. with the average has not been reached to the maximum. Even then, the value of the learning outcomes has been assisted by carrying out remedial or repeat exams when student scores are problematic and assisted with plus values from the student's personality, therefore the authors conclude that PAI learning has not achieved maximum learning goals, so it needs stages or performance. maximum to improve learning outcomes so that learning is achieved properly. Then in terms of effective learning, some students have problems with interest or interest in PAI learning, therefore it has an impact on learning outcomes that are not achieved properly, and also has an impact on a child's attitude or behavior that is not good, such as behavior in daily life, such as every worship Zuhur students must be guided to carry out the worship not their own desires, then from a psychomotor point of view the children are still not well achieved that in the learning process there are some students with problem-solving skills such as not being active in discussions, not being fluent in reading Alqur'an skills and writing verses The Koran is blackboard.

This study aims to determine and analyze financial performance using the value for money method of the Sikka Regency Regional Financial and Asset Management Agency. This type of research is descriptive quantitative. The data used is secondary data. Data collection techniques using literature and documentation. The data analysis used is quantitative analysis using the value for money method based on three elements, namely economy, efficiency and effectiveness. The results of the study show that the financial performance of the Sikka Regency Regional Financial and Asset Management Agency for the 2019-2021 fiscal year, when viewed from an economic level, is categorized as economical because the economic ratio level is less than 100%. Judging from the level of efficiency, the 2019-2021 fiscal year is categorized as efficient because the efficiency ratio is less than 100%. In terms of the level of effectiveness for the 2019 and 2021 fiscal years, they are categorized as ineffective because the effectiveness ratio is less than 100% and 2020 is categorized as effective because the effectiveness ratio is more than 100%.

This research is motivated by the existence of problems where iIncentives are still lacking so that they affect employee motivation. There is still little ability to communicate between records. Still low employee motivation. Employees are less responsible in carrying out work in accordance with accountability. The risk indicators have not been implemented which is marked by the assigning employee to carry out the assigned task quickly and precisely, the less optimal execution of the signing of the marker, marked by the lack of desire of the employee to be successful at work by increasing performance by obtaining a score of 52%. Incentives affect enthusiasm at work. Poor communication between employees affects work motivation, thus the purpose of this study is to determine the effect of incentives and the quality of communication on work motivation in the Public Housing, Settlement Area and Environment (DPRKLH) Office of Ciamis Regency. The research method used is quantitative descriptive with the results of research that incentives tend to be high, as well as high employee motivation. Thus, the incentives affect the work motivation of employees of the freelance daily workers of the Public Housing, Residential Areas and Environment Office of Ciamis Regency. The highest average score obtained from the research results is found in the supporting indicators. Meanwhile, the lowest average value is found in work performance indicators. The quality of communication tends to be high, as well as high employee motivation. Thus, the quality of communication has an effect on the work motivation of the employees of the freelance workers of the Public Housing, Settlement Areas and Environment Office of Ciamis Regency. This means that if the quality of communication increases, employee motivation also increases. As for the acquisition of the highest average score from the results of the study found on the communicant indicator. Meanwhile, the lowest value is found in the media indicator. Incentives and quality of communication tend to be high, as well as high employee motivation. Thus, the incentives and quality of communication have an effect on the motivation of employees of the freelance daily workers of the Public Housing, Settlement Areas and Environment Office of Ciamis Regency.

Increasing the productivity of an agency's performance is inseparable from the quality of human resources (HR) who are reliable, professional and have high integrity. Increasing the competence or expertise of HR can support an increase in employee performance. Managing employee performance effectively is one of the key factors to improve the company's business performance. In this case, effective performance management includes the process of measuring employee performance objectively through a series of appropriate performance indicators. The problems that have been the inhibiting factors are 1) the process of determining the best employees still uses conventional methods, so errors often occur in evaluating employee performance, 2) there is no system or method that can quickly, precisely and accurately determine the best employees at CV Diana Cosmetics Bandung, so as to produce reports that are more organized, so that they can be used as a reference for future elections. Implementation of the Analytical Hierarchy Process (AHP) Method for Determining the Best Employees at CV. Diana Cosmetics Bandung is the right method to use so that the final result can be obtained by multiplying the priority criteria value with the priority value of the sub criteria according to the Employee value data, for example the value "0.17" in the discipline column row A results from "0.41" ( obtained from the sufficient value of employee A, the priority of the sub criteria is sufficient on discipline) multiplied by the priority of the disciplinary criteria "0.42".

Indonesia is a country that is vulnerable to natural disasters, one of which is an earthquake. Because Indonesia is at the meeting point of the 3 most important major plates in the world, one of the effects of the earthquake is damage to building structures. Structural planning is needed for buildings with earthquake resistance from the many occurrences of earthquakes seen in recent times and the losses incurred.Pushover analysis is a non-linear static analysis. The static load captured at the center of mass of each floor is taken into account in this pushover analysis as the effect of the design earthquake on the building structure, the aim of which is to find out how the building structure will collapse during an earthquake so that you can know which parts of the structure are in critical condition and what to do if they do not meet the requirements.The results of the analysis show that the maximum base shear force for the x direction capacity curve is 484.6749 tons with a displacement of 0.095228 m occurring in the 6th step, while the y direction of the maximum base shear force is 555.339 tons and displacement of 0.152807 m occurs in the 14th step. The performance point value is also obtained from the analysis pushover in the x direction with  = 475.025 tons and D = 0.087 m yield Sa = 0.205 g and Sd = 0.072 m, while for the y direction with  = 499.168 tons and D = 0.086 m yield Sa= 0.225 g and Sd = 0.067 m. Then at the level of building performance in the x and y direction parametersMaximum Total Drift Ratio included in the category Immediate Occupancy (IO), it can be concluded that the building did not suffer significant damage, the building is safe when an earthquake occurs, the risk of loss of life and structural failure is not too significant and can be used again immediately.

Human resources are one of the organizational resources that play an important role in achieving its goals. Every organization is managed by humans. Without humans, the organization will not run. Challenges and opportunities in managing and creating organizations often stem from human-related problems. Therefore, in managing human resources (HR), the most vital resource is a strategic central activity. Based on this, this study aims to analyze the effect of competence, motivation, reward on employee performance with morale as an intervening variable. This research was conducted at Sembako Rahap Putra UMKM.The research method is to use a type of quantitative research. The population of this study is 215 employees, the sample in this study is 140 employees. The technique used in collecting data using observation and questionnaires as data collection instruments. Data processing techniques use the SmartPLS 3 application.Based on research at Sembako Rahap Putra MSME, the research results obtained show that competence is less influential in increasing morale with a P-Value of (0.093), Motivation has less effect in increasing Morale with a P-Value of (0.465), Rewards are less influential in increasing morale with a P-Value of (0.172), Morale has a positive effect on Employee Performance with a P-Value of (0.025), Competence has less effect on Employee Performance through Morale with a P-Value of (0.244) , Motivation has little effect on Employee Performance through Morale with a P-Value of (0.238), Reward has less effect on Employee performance through work enthusiasm with a P-Value of (0.431).  

The rapid expansion of construction activities has led to increased concrete consumption, resulting in excessive exploitation of natural aggregate resources and growing environmental concerns. To mitigate this issue, ceramic waste has been investigated as an alternative material in concrete production. This study examines the effect of ceramic waste powder used as a filler on the workability and compressive strength of concrete. Ceramic waste powder was applied as a partial replacement for fine aggregate at proportions of 0%, 15%, 25%, 35%, and 45%. The concrete mixtures were produced using Ordinary Portland Cement Type I, natural sand, crushed stone as coarse aggregate, and potable water, all conforming to Indonesian National Standards (SNI). Workability was assessed through slump tests in accordance with SNI 1972:2008, while compressive strength tests were performed on cylindrical specimens at 28 days following SNI 1974:2011. The compressive strength for each mixture was determined from the average of three specimens. The results show that increasing ceramic waste content slightly reduced slump values, from 17.20 cm in the control mix to 16.60 cm at 45% replacement, although all mixtures met the required workability standards. A gradual decrease in compressive strength was also observed, from 17.79 MPa to 16.65 MPa at the highest replacement level. However, this reduction was not significant, indicating that ceramic waste powder can be used in normal-strength concrete without substantially affecting performance. The utilization of ceramic waste therefore represents a sustainable alternative to reduce natural aggregate consumption while maintaining acceptable concrete properties.

This study aims to determine the effect of work motivation, work discipline and reward on the performance of Grab online motorcycle taxi drivers in the city of Semarang. This study used quantitative research methods. The population used in the study was Grab online motorcycle taxi drivers in Semarang year 2022 and the sample used was 100 respondents. Data analysis in the study using SPSS for window software version 26. The results of this study show that there is a positive and significant influence between work motivation (X1) on the performance of grab online ojek drivers in Semarang (Y) partially with a calculated t value of 6,833 and a significance value of 0.000, work discipline (X2) has a positive and significant effect on the performance of grab online motorcycle taxi drivers in Semarang (Y) partially with a calculated t value of 2,918 significance value of 0.4 reward (X3) has a positive and significant effect on driver performance Grab online motorcycle taxi in Semarang city (Y) partially with a calculated t value of 10,655 and a significance value of 0.000. The results of the coefficient of determination (R2) test obtained a value from Ajusted R Square of 0.915 or 91.5% showed that the performance variables of Grab online motorcycle taxi drivers in Semarang were influenced by work motivation, work discipline and reward variables, while the remaining 0.085 or 8.5% were influenced by other variables that were not in this study.

The Covid 19 pandemic has also had a negative impact on the company, such as a decrease in share prices and financial performance, ehich can affect the company's value. Not a few of the company's employees were fired because of it. But why did so many people invest during the covid 19 pandemic? In fact, there has been an increase in the number of investors on the indonesian stock exchange market. In this study, we will idntify the factors that influence the increase in the number of investors on the indonesian stock exchange market. With qualitve research methods, descriptive, exploratory. The results of this study are that there are several factors that influence people to invest during the covid 19 pandemic, many people invest in pandemic conditions by conducting fundamental and technical analysis, conducting stock portfolios, choosing bussiness sectors that are still needed in pandemic conditions, and seeking the latest information issuer.

This study aims to explain the significant influence between Work Discipline, Work Facilities and Work Ability on the Performance of UPTD PUSKESMAS Wates Employees. The research data was obtained by presenting data from the questionnaire results, as well as other research results that are relevant to the object under study. The sample in this study were 43 respondents with a sampling method using purposive sampling where the sample determination technique was based on certain considerations. The analysis used in this study is multiple linear regression analysis using the SPSS 21 program. The results of the study on the Work Discipline variable obtained a tcount value of 1439 <t table 2.042, so the Work Discipline variable has a partial but not significant effect on employee performance, work facilities variable obtained t count 2.220 > ttable 2.042 then work facilities partially have a significant effect on employee performance, and work ability variable obtained tcount 2.084 > ttable 2.042 then work ability partially has a significant effect on employee performance, work discipline variables, work facilities and work ability simultaneously have a significant effect on the performance of UPTD PUSKESMAS Wates employees with the results of the F test obtained Fcount, namely 4.042 > Ftable of 2.852. In addition, it also obtained a coefficient of determination (R2) of 0.237 or 23.7%. This indicates that the performance of UPTD PUSKESMAS Wates employees is influenced by work discipline, work facilities and work ability by 23.7%. While the rest is influenced by other independent variables that are not included in this research model, which is equal to 76.3%.

The research aims to know how significant the impact of prosperity and passion for the empoyee effectifity in CV Gawanta Sejahtera Gemilang Kabupaten Kediri. The analysis data in this research uses some test, there are validity test, reability test, classic assumtion test, double linier regency test, partial test (T Test) and simultant test (F test). The taking sample in this research uses saturated sample, and it uses around 32 people to take sample. From analysis, it shows that prosperity of work gives the impact partially and significanly to the work of employee, it can be seen from the value of T about 0,000 ˂0,005. The struggle gives impact partially and significanty to the employee work, it can be known from value of T significant about 0,007˂0.05. The prosperity and spirit of working simultantly dan significantly gives impact to the work of employee of CV. Gawanta Sejahtera Gemilang Kediri, it can be viewed from the value F significant about 0,000 ˂0.05.  

Starting from the existence of several problems faced, namely there is a decrease in the quality of work as evidenced by the overall table of the national fluid index from 2020-2022. There is a decrease in the quantity of work based on the overall table of the National Achievement Index from 2020-2022. Improper timeliness in service time for participants has become an indicator of the decline in the overall value of the National Index of achievements from 2020-2022. Work effectiveness has decreased due to the fact that there are still vacant positions in the organizational structure, forcing employees to handle other work. Lack of employee independence, so that performance does not develop if there is no supervisor. The culture of BPJS Kesehatan is dynamic so that during the transition period employees experience difficulties. There are vacant positions in the organizational structure, so some employees do double jobs to keep the program running. Leaders do not understand the potential of each employee and tend to always rely on employees who have done this side job. The method used is descriptive quantitative. the results of research on Organizational Culture have a positive and significant effect on Employee Performance. This means that if the organizational culture increases, the employee's performance also increases. Job Satisfaction has a positive and significant effect on Employee Performance. This means that if job satisfaction increases, employee performance also increases. Leadership style has a positive and significant effect on employee performance. This means that if the leadership style increases, the employee's performance also increases. Organizational culture, job satisfaction and leadership style have a positive and significant effect on employee performance. This means that if organizational culture, job satisfaction and leadership style increase, employee performance also increases.

Background: Jobs related to hospitals or health are often exposed to high work stress, namely nurses. Nurses who experience work stress show negative emotional responses. The negative impact of increased work stress and low emotional intelligence on nurses has an impact on the quality of health services. Therefore, when a nurse is exposed to work stress and low emotional intelligence, her performance in providing nursing services will decrease, which in turn will get complaints from patients. Prolonged job stress can contribute to nurse burnout, increased dropout rates, and decreased job satisfaction. In the long term, this can affect nurse retention and reduce the availability and quality of the nursing workforce. Methods: Quantitative research with a correlational type of research using Cross Sectional. Sampling using the Total Sampling approach totaling 46 nurses. Data analysis using Univariate Analysis and Bivariate Analysis. Results: 1) 56.52% emotional intelligence in nurses at Dr. Hospital. Bratanata Kota Jambi is categorized as low and 43.48% is categorized as high; 2) 54.35% work stress on nurses at Dr. Hospital. Bratanata Kota Jambi is categorized as high and 45.65% is categorized as low; 3) There is a relationship between emotional intelligence and work stress on nurses in the inpatient rooms of Akasia, Cemara and Cendana at Dr. Hospital. Bratanata Jambi City in 2022 with a Spearman correlation value of -0.869. That is, high emotional intelligence, the work stress experienced by nurses will be low. Conclusion: There is a relationship between emotional intelligence and work stress of nurses in the Inpatient Room of Akasia, Cemara and Cendana Dr. Jambi City Bratanata Hospital. It is hoped that the hospital can provide various programs for nurses not to experience high stress, and can increase the emotional intelligence of nurses to reduce work stress with training for nurses such as Gathering which can reduce nurse work stress.

In various countries the use of information technology in fields that present aspects of goodness in everyday life. This is to improve the quality of the performance of health workers to streamline their time, skills and abilities. In addition, technology can also be accessed via computers or other modern tools that support health services. Leverage technology as the ability to create increased value with a stable or shrinking amount of resources, while at the same time enhancing the ability to grow more rapidly. The purpose of this theoretical literature review is to find out how leveraging technology can improve the quality of the performance of health workers. The research method used by the author, namely theoretical review, is a theoretical approach used by researchers to explain research problems. This method is to review or review various literature that has been published by academics or other researchers. The results of this theoretical literature review are leveraging technology to improve the quality of performance of health workers, namely by increasing understanding, using technology effectiveness and increasing targets. It can be concluded that the more a person can develop and improve their abilities in the field of technology, the more technologies are created which will have an impact on the quality of performance that a person gets. So, nothing is impossible to present and use the advanced information technology of the future. For health workers the use of technology as a system based on smart technology. It is hoped that health workers will always hone their skills, learn new things, and have the ability to apply modern technology. This can make the performance assessment of health workers to improve the reputation of the institution.

This study aims to determine the effect of organizational capital on the firm life cycle. The sample used is a manufacturing company listed on the Indonesia Stock Exchange for the 2009-2017 period, with a total of 580 observations of data from 116 companies and using a purposive sampling method. This study uses the independent variable organization capital which is proxied by OC/TA and the dependent variable company life cycle which is proxied by the dummy life cycle classification based on cash flow, retained earnings to total assets, and retained earnings to total equity. In addition, the control variables used are company size, market-to-book ratio, leverage, return on equity, company sales growth, capital expenditure, and asset turnover ratio. The analysis technique used is multinomial logistic regression. The results showed that organizational capital has a significant effect on the firm life cycle, where companies with high organizational capital are in the introduction and decline stages, while companies with low organizational capital are in the growth and maturity stages. Development requires quality human resources (HR). This human resource can act as a factor of labor production that can master technology so as to increase economic productivity. To achieve quality human resources requires the formation of human capital (human capital). The formation of this human capital is a way to obtain a number of people who have strong characters who can be used as important capital in development. This character can be in the form of level of expertise and level of community education. The concept of human capital investment that supports economic growth has existed since the days of Adam Smith (1776), Heinrich Von Thunen (1875) and other classical theorists before the 19th century who emphasized the importance of investment. human skills. Schultz (1961) and Deninson (1962) then showed that the development of the education sector with human resources as its core focus has contributed directly to a country's economic growth, through increasing the skills and productive capabilities of the workforce.  These findings and perspectives have stimulated the interest of a number of experts to research the economic value of education (Nurulpaik, 2005). Human capital is a stock of productive abilities and knowledge found in society. Alfred Marshal once said "the most valuable of all capital is that invested in human beings" (Becker, 1975). In this case human capital is a long-term investment in the development of human resources to increase productivity. The importance of human capital is that the knowledge that exists in human resources is the driving base in increasing productivity. Human capital can be distinguished from human resources management, but can also synergize. Human capital views humans more as intangible assets and human resources management views humans as costs or costs that are detrimental to the company. The concept of human capital emerged, due to a shift in the role of human resources. Human capital arises from the idea that humans are assets that have many advantages, namely human capabilities when used and disseminated will not decrease but increase both for the individual concerned and for the organization, humans are able to transform data into meaningful information. The concept of innovation has been continuously developed by a number of experts and institutions in the last 50 years. This is based on Resource Based Theory (Barney, 1991). In the perspective of Resource Based View (RBV), internal resources and the internal environment are the main keys for determining strategies to achieve high performance (Hitt et al., 2011). Resource Based Theory (RBT) focuses on the concept of attributes of excellence that are difficult to imitate as a source of superior performance and competitive advantage (Barney, 1991). Resources based theory is the company's resources as the main driver behind the company's performance and competitiveness. Based on this resources based theory, an organization can be assessed as a collection of physical resources, human resources, and organizational resources (Barney, 1991). Barney (1991) categorizes three types of resources: Physical capital resources (technology, plant and equipment) Human capital capital (training, experience, and insight), and Organizational resource capital (formal structure)

A motorbike is one of the secondary needs of society, therefore the performance of the machine must also be considered, especially when choosing one of the components of the machine to be repaired or replaced. To get good motor performance, it must be balanced with a good ignition system too, so that the electricity supply is sufficient to do maximum work on the engine. The purpose of this study was to determine engine performance by comparing the ignition system between the use of standard coils and standard spark plugs with racing coils and racing spark plugs with Pertamax 98 fuel. The research was carried out using experimental methods or testing with the help of a dyno. From a comparative study of standard and racing ignition components on a Yamaha RX King 132cc motorbike, by replacing the spark plugs and coils that have been done, the results show that the highest power and torque values are obtained by replacing the racing coil and spark plugs. This is because the combustion in the cylinder chamber is better by replacing the racing ignition components.  

The purpose of this research is to find out and explain whether there is an influence between the variables of intrinsic motivation, work discipline, work facilities, and financial compensation on the performance of employees of CV. Alrava Albasia. The population used in this research is all employees of CV. Alrava Albasia, numbering 80 people. A sample of 80 people and using saturated sampling technique. The analysis technique used is validity test, reliability test, normality test, multicollinearity test, hetoroscedasticity test, autocorrelation test, multiple linear regression analysis, t test (partial), F test (simultaneous). From the results of the study it was obtained that partially there is a significant influence between intrinsic motivation on employee performance, this can be seen from the significant value t of 0.012 <0.05 work discipline has a significant influence on employee performance with a significant value of 0.005 <0.05 work facilities has a significant influence on employee performance with a significant value of 0.010 <0.05 financial compensation has a significant influence on employee performance with a significant value of 0.000 <0.05. Intrinsic motivation, work discipline, work facilities and financial compensation simultaneously affect the performance of CV employees. Alrava Albasia with a significant F value of 0.000<0.05.    

One aspect that supports and optimizes the security and safety of passengers is Aviation Security (AVSEC) flight security personnel. The purpose of this study was to find out whether there was an influence of Aviation Security (AVSEC) inspection services at Passengers Security Check Point (PSCP) Supadio Pontianak International Airport on passenger satisfaction and to find out how much influence there was between Aviation Security (AVSEC) security check services at Passengers Security Check Point (PSCP) Supadio Pontianak International Airport for passenger satisfaction. The method used in this study is a quantitative method using data analysis techniques, namely instrument testing, hypothesis testing, simple linear regression testing, and coefficient of determination testing. The sampling technique used is non-probability sampling with a sample of 100 respondents who are users of air transport services at Supadio Pontianak International Airport and who have passed inspection at the Passengers Security Check Point (PSCP). The research results concluded that; first Ha was accepted because there was an influence between the performance of Aviation Security (AVSEC) officers on passenger satisfaction at Supadio Pontianak International Airport as evidenced by the T count 15,445 > T table 1.948 and the sig value 0.00 <0.05. Second, it is known that the R square is 0.709, which means that the effect of the independent variable (AVSEC Officer Service) on the dependent variable (Passenger Satisfaction) is 70.9%.