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This study examines the relationship between Green Human Resource Management (Green HRM), Pro-Environmental Behavior (PEB), and Employee Performance in the hospitality industry. Using data collected from 265 employees across 12 star-rated hotels in Semarang that have implemented green hotel practices, this research employs Partial Least Squares Structural Equation Modeling (PLS-SEM) to test the proposed hypotheses. The findings reveal that Green HRM positively influences both PEB (β = 0.627) and Employee Performance (β = 0.341). Furthermore, PEB positively affects Employee Performance (β = 0.396) and partially mediates the relationship between Green HRM and Employee Performance. Demographic factors, including age, education level, and tenure, moderate several relationship paths, suggest the importance of a differentiated approach in Green HRM implementation. Among Green HRM dimensions, Training and Development and Employee Involvement have the strongest effect on PEB, while Performance Management and Reward Systems most directly influence Employee Performance. These results provide empirical evidence that integrating environmental sustainability into HR practices benefits not only environmental outcomes but also enhances employee performance, creating a win-win situation for hotels in their pursuit of competitive advantage while meeting environmental responsibilities.

This research is motivated by the less than optimal performance of the organization which is marked by the less than optimal achievement of the planned work targets according to the time and proportion that has been set. The less than optimal performance of the organization is thought to be caused by the less effective conflict management and low work culture in the Pangandaran port office. Conflict management managed by the leadership is less effective in controlling the running of the organization which is full of conflicts between employees, both openly and secretly. Employees at the Pangandaran port office seem to form groups that create a gap so that there is no compact cooperation among employees in carrying out their main tasks and work programs. The purpose of this study is to determine how conflict management affects organizational performance, how work culture affects organizational performance, and how conflict management and work culture affect organizational performance. The method used in this study uses a quantitative descriptive method. To analyze it, statistical correlation and multiple regression test data analysis was used using SPSS version 22.00. The results of the study obtained provide the conclusion that conflict management has a positive and significant effect on organizational performance, work culture has a positive and significant effect on organizational performance, and conflict management and work culture have a positive and significant effect on organizational performance.

This study discusses the impact of remote work on employee engagement and productivity in the post-pandemic era, focusing on public relations management and public service. The aim of the research is to analyze how the implementation of remote work affects employee performance and to identify managerial strategies that can enhance their engagement. The method used is literature research, collecting data from various relevant sources. The findings indicate that while remote work can enhance productivity, challenges such as burnout and communication difficulties persist. The implications of this research provide guidance for organizations to develop more effective remote work models that support employee well-being and encourage the adoption of appropriate technologies to enhance engagement in the workplace.

This research is motivated by the low performance of employees which is suspected to be caused by the lack of intensive coaching by the leadership and the lack of effective internal supervision of the organization. The purpose of this study is to determine how coaching affects employee morale, how internal organizational supervision affects employee morale, and how coaching and internal organizational supervision together affect employee morale. The method used in this study uses a quantitative descriptive method. To analyze it, correlation and multiple regression statistical test data analysis was used using SPSS version 22.00. The results of the study obtained provide the conclusion that coaching has a positive and significant effect on employee morale, internal organizational supervision has a positive and significant effect on employee morale, and coaching and internal organizational supervision together have a positive and significant effect on employee morale.

Human resources influence the performance of a company. Therefore, so that employees understand their duties and can carry out their responsibilities well within the company, there is also a need for democratic leadership and a comfortable working environment. The method used by the author in this research is a quantitative method with a sampling technique, namely saturated samples. The data used in this research was collected by distributing questionnaires to 60 BPS employee respondents. Data processing techniques use validity test analysis, reliability test, classical assumption test using normality test, heteroscedasticity test, multicollinearity test, multiple linear regression analysis, hypothesis testing using t test and f test, and coefficient of determination analysis using partial and simultaneous. Based on the results of the simultaneous test, the F test is (78,670) > F table (3.16), proving that the Democratic Leadership Style and Work Environment variables together have a positive and significant influence on employee performance with the multiple linear regression equation Y = 1.851 + 0.296X1 + 0.657X2 and a coefficient of determination value of 0.734, it can be concluded that Democratic Leadership Style (X1) and Work Environment (X2) together have an influence contribution of 73.4% on Employee Performance (Y).

The dynamic development of digitalization today increases the important role of digital leadership as a key factor to optimize employee performance. Research specifically through the development of creativity and innovative behavior in the workplace. This study aims to examine the indirect effect of digital leadership on performance through creativity and innovative work behavior of employees. The research was conducted at PT Semen Indonesia (Persero) Tbk. The research approach used is quantitative with survey research design where data is collected through questionnaires. The sampling technique used purposive sampling. This study involved 74 respondents who were analyzed using Smart PLS 4.0. The research findings explain that digital leadership does not directly affect the performance of PT Semen Indonesia (Persero) Tbk employees, but has an indirect influence through innovative work behavior. Meanwhile, creativity is not proven to mediate the effect of digital leadership on employee performance. Digital leadership is able to increase employee creativity, but employee creativity is not able to improve the performance of PT Semen Indonesia (Persero) Tbk employees. The research findings underscore the important role of digital leadership to drive employee performance. The results also imply that management can apply digital leadership as a strategy to increase creativity and innovative behavior in the workplace where innovative work behavior drives employee performance.

Human resources are one of the important assets in a company. Therefore, so that employees obey and feel comfortable at work, companies need to do something to improve employee performance at work, namely by providing support in the form of work discipline and work environment. The method used is descriptive quantitative method. The sampling technique in this research was a saturated sample with a sample size of 65 people. Data collection techniques are carried out by observation, questionnaires and documentation. Based on the results of the simultaneous test, the F test is (57,140) > F table (3.15), proving that the Work Discipline and Work Environment variables together have a positive and significant influence on employee performance with the multiple linear regression equation Y = 3.639 + 0.173 X1 + 0.759.X2 and the coefficient of determination value is 0.648, it can be concluded that Work Discipline (X1) and Work Environment (X2) together have an influence contribution of 65% on Employee Performance (Y).

One of the crucial components in human resource management is a fair and appropriate compensation system. This research analyzes the compensation system at UKM XYZ in Bogor Regency using the Overlapping method. Analysis methods include descriptive analysis, job analysis, given system method analysis, and salary mapping analysis with the Overlapping method. The results showed that the initial salary of UKM XYZ was not ideal because the mid-to-mid value comparison was still greater than the spread value. After revamping with the Overlapping method, a new compensation structure was obtained with an increase in operating costs of 6.75%. A competitive and fair compensation system is expected to improve employee motivation, productivity, and performance as well as the competitiveness of UKM XYZ in the industry. This research provides recommendations for UKM XYZ to implement a new compensation system based on the Overlapping method to meet the needs of the company and employees.

The aim of this research is to determine the effect of supervision on employee performance at the Regional Technical Implementation Unit (UPTD) Pemembolum Senaken Market, Paser Regency. From the results of the validity test, all 10 statement items were declared valid because they were greater than the rtable value of 0.2006 for each statement in this study. From the results of the reliability test, a value of 0.959 was obtained, which means there is a very strong relationship between the independent variable and the dependent variable. From the results of multiple linear regression analysis, it can be seen that the results of the regression equation are Y = 40.597 + 0.535X1 + 0.361X2. Based on the calculation results, an R value (Correlation Coefficient) of 0.915 is obtained which is at an interpretation level between 0.80-1.00, which means that there is a very strong influence from the supervision variable (X) which consists of direct supervision (X1), and supervision. indirectly (X2), on employee performance (Y).

The purpose of this study is to determine the influence of the work environment and leadership on employee performance through job satisfaction. This type of research uses quantitative research methods with descriptive analysis. The data collection method used was a questionnaire measured on a Likert scale ranging from 1-5. The data analysis techniques used in this study are: Outer Model with Convergent Reliability, Composite Reliability, Cronbach's Alpha and Inner Model calculations with T statistic, R-Square, f-Square, and VIF calculations using SmartPLS (Partial Least Square) tools version 4.0.9.3. The results showed that: 1) There is a direct positive and significant influence between the work environment on job satisfaction. 2) There is a direct positive and significant influence between the work environment on employee performance. 3) There is a direct positive and significant influence between leadership and job satisfaction. 4) There is a direct positive and significant influence between leadership on employee performance. 5) There is a direct positive and significant influence between job satisfaction and employee performance.    

This research aims to analyze the influence of green human resource management on employee green behavior. The method used in sampling was a simple random sampling technique of 105 respondents. Primary data collection was carried out using a questionnaire method which had been tested for validity and reliability. The analysis in this research uses the path analysis method. The results of data analysis show that there is a direct influence and an indirect influence. Green human resource management has a direct and significant effect on employee green behavior, besides that, green human resource management has an indirect and significant effect on employee green behavior through green knowledge sharing. The results of this research prove that green human resource management, green employee behavior and green knowledge sharing have a good influence on the company, employees and the environment. Implementing green human resource management makes companies not only contribute to environmental preservation, but also improve overall business performance and a good corporate image.

This study aims to evaluate the impact of Work-Life Balance, Employee Internal Marketing, and Corporate Culture on Organizational Citizenship Behavior (OCB) among employees of PT XYZ Cikarang. OCB is a voluntary action taken by employees to improve organizational performance beyond their official responsibilities. An optimal work-life balance can improve employee well-being and strengthen their commitment to the company. Internal Employee Branding serves to strengthen employees' identity and relationship with the company, while Corporate Culture forms values and norms that encourage constructive behavior in the work environment. This study applies a quantitative method with a multiple regression analysis approach. Information was obtained through questionnaires distributed to employees of PT XYZ Cikarang. The research findings indicate that work-life balance, internal marketing for employees, and organizational culture have a positive and significant impact on OCB, both separately and together. The main factor that is most influential in strengthening OCB is Organizational Culture, which shows the important role of company values and norms in shaping employee attitudes. The findings suggest that companies should improve work-life balance, strengthen internal brands, and create a supportive organizational culture to encourage employees to perform behaviors that go beyond their responsibilities.

This research aims to analyze the effectiveness of the employee performance appraisal system  at PT. Flypower, a company engaged in the production of badminton equipment since 2002 employee performance appraisal is an important component in human resource management, which involves evaluating employee contributions to achieving company goals through assessing achievements identifying strengths and weaknesses and providing feedback. This research uses a descriptive qualitative approach method. This method is used to describe phenomena related to human resource management and to understand the meaning contained in employee experiences related  to the assessment system implemented data was collected through in-depth interviews participatory observation, and analysis of relevant documents, as many as 20 employees were involved as respondents to get a comprehensive perspective on the existing assessment system. The research results show that the performance appraisal system at PT. Flypower has experienced a development from a simple assessment method to a more structured system based on document analysis, in line with the implementation of the ISO 9001 standard. Transparency and regular feedback contribute positively to employee motivation. However, there are several weaknesses, such as a lack of clarity in the assessment criteria which can hinder employee understanding. This research recommends improvements in the communication of assessment criteria and the provision of understanding resources to support achievement of performance targets.

This research aims to determine the influence of knowledge, abilities and work experience on the performance of Gresik Regency BPBD employees. The research method used is correlational with linear regression techniques to see the relationship between variables. The research sample consisted of 44 employees. The research results show that knowledge, ability and work experience have a significant influence on employee performance with regression coefficient values ​​of 0.541 for knowledge, 0.382 for ability and 0.298 for work experience. These findings indicate that these three variables contribute 61.3% to the performance of BPBD employees.

This study aims to determine the effect of work discipline and work stress on employee performance at PT Timah Tbk Representative Jakarta. The method used in this study is quantitative. The sampling using saturated samples with a total sample of 75 people. Research Data obtained by distributing questionnaires. Data analysis used is validity test, reliability test, classical assumption test, multiple linear regression, coefficient of determination and hypothesis test. The results showed that the value of the coefficient of determination obtained by 0.546 or 54.6% and the rest is influenced by other factors that were not studied. Partial testing (t test) of work discipline on employee performance found the results of t-count > t-Table is equal to 6.051 > 1.993 with a sig value of 0.000 < 0.05. While the work stress on the performance of employees found the results of t-count > t-table is equal to 3.383 > 1.993 with a sig value of 0.001 < 0.05. Based on these results, both the first hypothesis and the second hypothesis explain partially that each variable is proven to have a significant effect on the dependent variable. Simultaneous hypothesis testing (test F) found the results of F-count > F-table is equal to 43.320 > 3.124 with a sig value of 0.000 < 0.05. Thus Ho is rejected and Ha is accepted.  The multiple linear regression analysis found the value of the equation Y = 11.416 + 0.438 X1 + 0.270 X2. Based on these results, it means that work discipline and work stress have a positive and significant effect on employee performance at PT Timah Tbk, representative of Jakarta

This study aims to analyze the influence of motivation, competence, and organizational culture on employee performance. The research design used in this study is a quantitative method with descriptive analysis. Data collection was conducted online using a questionnaire with a Likert scale ranging from one to five and obtained through simple random sampling from 86 respondents who are over 17 years old and have worked or are currently working in an organization or company. The data analysis techniques used in this study include: Outer Model analysis with calculations for Convergent Reliability, Discriminant Validity, Composite Reliability, Cronbach's Alpha, and Inner Model analysis with calculations for t-statistic, R-Square, f-Square, and VIF using the smartPLS (Partial Least Square) version 4.0.9.3 software. The results of this study indicate that: 1.) Motivation has a significant influence on employee performance. 2.) Competence has a significant influence on employee performance. 3.) Organizational culture has a significant influence on employee performance.

This research aims to determine the influence of leadership style and digital literacy on the performance of Sumedang Regency Tourism, Culture, Youth and Sports Department employees. The method used was a quantitative approach with a research sample of 43 respondents, namely all employees of the Tourism, Culture, Youth and Sports Department of Sumedang Regency. The data used is primary data and secondary data. The data testing technique used in this research uses validity tests, reliability tests and classical assumption tests. The analytical tool used in this research is multiple linear regression analysis using SPSS version 26. The research results show that simultaneously Leadership Style and Digital Literacy have a significant effect on employee performance. Partially Leadership Style has a significant effect on employee performance. Partially, Digital Literacy has a significant effect on employee performance. 

In the era of globalization, the success of a company depends on the ability of human resources to adapt to an increasingly open and diverse work environment, with the main challenges for HR related to cultural diversity and leadership dynamics. This study examines the influence of leadership style and work environment on the performance of MSME employees in Boyolali Regency, filling the gap from previous studies that produced different findings. Using a quantitative approach, data were collected through a survey of 152 employees and analyzed using the SEM PLS method. The results showed that both variables had a significant effect on performance. Although validity and reliability were met, this study was limited to the scope of local MSMEs without considering external factors. These findings emphasize the importance of leadership and work environment in improving the performance of MSME employees.

Organizations must be able to adapt and innovate to maintain their edge in the increasingly competitive era of globalization. Employee performance is a critical component that contributes to organizational success. An organized and sustainable job training program is one of the most effective methods. This research is a descriptive qualitative research, with a literature study approach to analyze the role of training in improving employee performance. The data sources in this study consist of various scientific articles, journals, books, and research reports that focus on the relationship between training and employee performance. The results show that employee training has a significant impact on individual and organizational performance. Based on the literature review conducted, there is a consensus that a structured and relevant training program can improve employees' skills, knowledge and motivation. By understanding the factors that influence training effectiveness, organizations can formulate more appropriate strategies to achieve desired business goals.

Employee performance is one of the important factors that must be prioritized in order to be able to face and win competition at both national and global levels. The full performance of workers in carrying out their duties, whether an employee's performance is good or bad, is determined by their performance. This research aims to determine the influence of work experience, organizational citizenship behavior (OCB), commitment on employee performance at PT. Pelabuhan Indonesia (Persero) Regional I. The method in this research is the Quantitative Method, the number of samples for this research is 110 respondents. Data collection techniques in this research are questionnaires, observation, pre-survey interviews, data analysis using multiple linear regression tests and descriptive statistics. Data management in this research uses SPSS 25 for Windows. Based on the research results, it shows that work experience has a positive and significant effect on employee performance with a significant value of 0.039, organizational citizenship behavior (OCB) has a positive and significant effect on employee performance with a significant value of 0.040, and commitment has a positive and significant effect on performance with a significant value. of 0.001. work experience, organizational citizenship behavior (OCB) and commitment simultaneously influence work productivity in PT, Pelabuhan Indonesia (Persero) Regional I employees with a sig value of 0.000.