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This research aims to identify factors that significantly influence employee performance and formulate strategies to improve it. This research was conducted through a comprehensive literature study of various studies related to employee performance. The main focus of this research is on internal factors such as motivation, leadership, and organizational culture, as well as external factors such as technology and changes in the business environment. The research results show that employee performance is influenced by various interrelated factors. Motivation, both intrinsic and extrinsic, is a key factor that encourages employees to achieve optimal performance. Effective leadership, especially transformational and democratic leadership styles, also has an important role in improving performance. In addition, a positive organizational culture, conducive work environment, and appropriate use of technology can increase employee productivity and job satisfaction. To improve employee performance, organizations need to create a supportive and motivating work environment. This can be done by implementing various strategies, such as providing ongoing training and development, implementing a fair and transparent compensation system, building positive interpersonal relationships, and providing sufficient autonomy to employees. Apart from that, organizations also need to pay attention to external factors such as technological changes and evolving market dynamics.

This study aims to analyze and compare legal protection for parties in a sale and purchase agreement based on the Civil Code (KUHPer) and Islamic law, using the fiqh muamalah approach. A sale and purchase agreement is a very common legal transaction in everyday life, so it is important to ensure legal certainty and justice for all parties involved. The research method used is normative-comparative with literature study techniques, which allows researchers to examine the differences and similarities in legal protection in both legal systems. The results show that in civil law, there is an emphasis on the principle of freedom of contract which gives space for the parties to determine the contents of the agreement according to their wishes, as long as it does not violate applicable laws and regulations. The formal form of the agreement is also an important aspect of legal protection, with regulations regarding default and fulfillment of performance that give the injured party the right to obtain compensation or fulfillment actions in accordance with the agreement. Meanwhile, Islamic law emphasizes the aspect of the lawfulness of the object of the sale and purchase, which must meet certain conditions for the transaction to be considered valid. Furthermore, in Islamic law, the consent or voluntary agreement of both parties is a primary requirement for a valid sale and purchase agreement to conform to the principles of substantial justice. While these two approaches differ philosophically and normatively, they share the same goal of protecting the rights and obligations of the parties involved in the sale and purchase agreement, thereby creating a fair transaction that does not disadvantage either party. The differences in approach between civil law and Islamic law are also evident in the dispute resolution mechanisms.

This study aims to analyze the influence of work-family conflict, job stress, and compensation on employee performance at PT Nusa Gas Pratiwi. A quantitative approach with a survey method was employed, and data were collected through questionnaires distributed to 35 permanent employees. The data were analyzed using multiple linear regression with SPSS software. The results indicate that work-family conflict, job stress, and compensation have a positive and significant effect on employee performance both partially and simultaneously. The coefficient of determination (R²) of 0.900 implies that these three variables explain 90% of employee performance variation, while 10% is influenced by other factors outside the model. These findings reinforce the Job Demand-Resource and Role Enrichment theories, suggesting that job stress and role conflict can become positive driving forces when balanced with fair compensation and organizational support. Therefore, maintaining equilibrium between psychological and economic factors is essential to enhance employee productivity and loyalty.

Employee turnover in Jakarta’s star-rated hotels remains high in the post-pandemic period, ranging from 11–38% annually, which significantly affects service quality and industry competitiveness. This phenomenon is driven by a combination of job insecurity due to massive layoffs, job stress from excessive workload and long working hours, and a mismatch between young employees’ career expectations and traditional HR practices. Millennials and Gen-Z tend to prioritize self-development, meaningful work, and work–life balance, making them more mobile and open to new opportunities. This study aims to identify the dominant factors influencing turnover, explore the perceptions of HR managers and frontline staff regarding the policy–practice gap, and formulate relevant HR strategies for the post-pandemic context. A qualitative case study approach was employed, involving in-depth semi-structured interviews, non-participant observation, and documentation review, analyzed using Miles, Huberman & Saldaña’s interactive model. Data validity was ensured through triangulation, member checking, and peer debriefing. Findings reveal a significant gap between HR policies and their implementation, weakening retention strategies. The study proposes integrated strategies including consistent employer branding, adaptive and transparent compensation, needs-based digital training, fair work flexibility, and competency-based career mapping. The main contribution lies in formulating a combinatorial HR model that provides a practical retention roadmap while enriching the hospitality HRM literature in Indonesia.

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

Increasing competition in the food industry requires companies to not only focus on product innovation and market expansion but also on strengthening internal human resource capabilities through long-term strategies. PT. Surya Pratista Hutama addresses this challenge by implementing a Talent Management Sistem (TMS) designed to identify, develop, and retain high-potential employees (HiPos), while simultaneously ensuring sustainable leadership development and succession planning. This study employed a qualitative case study approach by utilizing observations, in-depth interviews, and a paper review to obtain comprehensive insights into the company’s practices. The findings reveal that the identification of HiPos is carried out through a rigorous and consistent process using the 9-box grid as a key assessment tool. The emphasis on consistency in evaluation highlights the organization’s effort to ensure fairness and accuracy. Employee development is facilitated through multiple strategies, including formal training, mentoring programs, job rotation, and other structured learning initiatives. Retention strategies focus on providing competitive compensation packages, developing financial literacy skills, and fostering a collaborative organizational culture that values employee contributions. The implementation of TMS at PT. Surya Pratista Hutama has shown positive impacts, particularly in reducing employee turnover rates and improving leadership performance. However, the study also identifies several challenges, especially related to the need for clearer procedural guidelines and more specific development strategies to optimize outcomes. Overall, this research demonstrates that a well-structured TMS can serve as an effective mechanism for building sustainable human resource capabilities in highly competitive industries such as food manufacturing.

Bina Kesan Cooperative in Bojonggede is a cooperative whose main activities focus on assisting members in meeting financial needs, improving welfare, and encouraging the development of members’ businesses. This study aims to determine the extent to which compensation and motivation influence employee performance. The research method employed was quantitative with a descriptive approach, while the sampling technique was determined using the Slovin formula to ensure that the number of respondents was representative. Data were collected through questionnaires that had been tested for validity and reliability, and then processed using SPSS version 27. The statistical test results indicate that the t-value of 1.492 is greater than the t-table value of 0.2681, with a significance level of 0.00 < 0.05, leading to the rejection of the null hypothesis (H₀). All R-values of 0.05 > R-table 3.18 demonstrate that the research instruments were valid. Furthermore, the F-value of 180.803 is higher than the F-table value of 2.00758, with a significance level of 0.00 < 0.05, confirming that the regression model is significant. Based on these findings, it can be concluded that compensation and motivation variables simultaneously have a positive and significant effect on employee performance at Bina Kesan Cooperative, Bojonggede.

This study aims to determine the effect of organizational culture, compensation, and work discipline on employee performance at Lotus Garden Hotel Kediri. The research employs a quantitative approach to analyze the relationship between the variables. Data were collected from both primary sources, such as questionnaires distributed to employees, and secondary sources, including company records and relevant literature. The population in this study consisted of all employees working at Lotus Garden Hotel Kediri. A total sample of 45 employees was selected using a saturated sampling technique, meaning the entire population was used as the sample due to the relatively small number of employees. The data analysis methods used in this study included validity and reliability tests to ensure the quality of the research instruments. Additionally, classical assumption tests were conducted to confirm the suitability of the regression model. Multiple linear regression analysis was used to examine the relationship between the independent variables (organizational culture, compensation, and work discipline) and the dependent variable (employee performance). The results of the partial t-test showed that each independent variable had a significant effect on employee performance. Moreover, the results of the simultaneous F-test indicated that organizational culture, compensation, and work discipline together had a significant and positive influence on employee performance at Lotus Garden Hotel Kediri.

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

This study aims to determine the influence of compensation, occupational safety and health, and work motivation on employee job statisfaction. Data were collected using a questionnaire distributed to employees of CV. Rizky Berdikari Mandiri. The sampling technique used was saturated sampling, with a total of 53 respondents. The analytical tool used is descriptive (primary data) by using a questionnaire which is assisted by a likert scale and given to respondents. The analytical tool used is SPSS software version 29. The results of the study show that partially Compensation and Occupational Safety and Health (K3) have a positive and significant effect on employee job statisfaction, while Work Motivation does not have a significant effect on employee job statisfaction at the CV. Rizky Berdikari Mandiri. However, the study also found that work motivation does not have a significant effect on employee job satisfaction at CV. Rizky Berdikari Mandiri. This finding suggests that while motivation is often seen as a driving factor for employee performance, other factors, such as compensation and workplace safety, may have a more direct and immediate influence on job satisfaction in this particular context. It is possible that the intrinsic and extrinsic motivators currently in place at the company may not be as effective or prominent in comparison to compensation and safety initiatives. The study concludes that while compensation and occupational safety are significant drivers of job satisfaction, work motivation should still be addressed but perhaps with more targeted strategies to ensure that employees are adequately motivated and engaged. Further research could explore how different types of motivation—intrinsic and extrinsic—affect employee satisfaction in various organizational settings.

The problem of livestock roaming freely in Kerato Village, Unter Iwes District, causes damage to property, agricultural land, social conflict, and economic losses. To address this problem, Kerato Village Regulation Number 7 of 2021 concerning Livestock Maintenance was created. This regulation stipulates administrative sanctions in the form of fines and compensation for livestock owners who release their livestock in public places, residential areas, and agricultural or plantation land owned by others without supervision from the livestock owner. This study uses an empirical legal research approach, a method that analyzes social phenomena in society using a legislative approach, a sociological approach, a comparative approach, and a case approach. The results of the study indicate that the legal liability of livestock owners according to Kerato Village Regulation Number 7 of 2021 concerning Livestock Maintenance stipulates that livestock owners who roam freely and damage agricultural land will be subject to administrative sanctions in the form of fines for security costs and maintenance costs for the secured livestock and are required to pay compensation for damaged crops. Research results related to Islamic law emphasize the responsibilities of livestock owners based on the principle of justice, requiring balanced compensation and encouraging dispute resolution through mediation.

Basically, heirs have the same legal position as the testator in agreement disputes, including sale and purchase agreements made before the testator dies. However, in practice, there is often a discrepancy between the legal provisions and their implementation, especially when there is a conflict between the heirs and third parties. This can be seen in the dispute between Baniyamin as the buyer and the heirs of Muhammad Husen, where the shophouse sale and purchase agreement ended with a default on the part of the seller, so that the responsibility to provide compensation was imposed on the heirs. This research aims to analyse the legal position of the heirs in a dispute over a sale and purchase agreement involving the heir's estate and the form of legal protection that should be given to the heirs. This research uses normative juridical research and case study approach. Data analysis uses a qualitative method. The results show that the position of the heirs is found in the saisine principle in Article 833 of the Civil Code, the rights and obligations of the testator automatically pass to the heirs. The legal protection of heirs is regulated in Articles 833, 1045, and 1100 of the Civil Code, which provide the right to inheritance with debt responsibility limited to the value of the inheritance and the right to refuse harmful inheritance.

Public policies in the fields of health, environment, and safety are increasingly subject to disputes through the Investor-State Dispute Settlement (ISDS) mechanism. However, state efforts to protect the public often face claims from investors who consider themselves harmed. This situation carries serious consequences, as states not only bear high litigation costs but may also be required to pay significantly larger compensation if they lose the dispute. This gives rise to regulatory chill, a condition in which governments delay, weaken, or revoke regulations due to concerns over potential investment disputes. Even when some cases result in a state victory, the potential for regulatory chill remains significant, as investors do not need to win disputes to create regulatory uncertainty and pressure policymakers. This phenomenon can manifest in three forms precedential chill, anticipatory chill, and specific response chill, each affecting the policy-making process differently. Regulatory chill narrows the regulatory space, limits state capacity to protect public interests, and creates a deterrent effect on the implementation of new regulations. Using a normative juridical approach enriched with comparative case studies, this paper examines three primary sources of regulatory chill: the economic burden of arbitration and potential compensation, long-term commitments, and institutional limitations in meeting the standard of fair and equitable treatment.

Final-year students have a high interest in immediately entering the workforce, but the available recruitment processes often do not meet their expectations. The e-recruitment system, which is expected to be efficient and transparent, instead causes confusion and doubt. Company reputation and compensation offered are also major considerations in the decision to apply. This study aims to analyze the influence of e-recruitment, company reputation, and compensation on the interest of Perwira Purbalingga University students in applying for jobs. A quantitative method was used with a causal associative approach. A sample of 59 respondents was selected through purposive sampling from students enrolled in 2021 and 2022. Data collection was conducted through questionnaires, then analyzed using instrument testing, descriptive analysis, classical assumption testing, and multiple linear regression. The results showed that e-recruitment had a negative and insignificant effect on job application interest. Company reputation had a positive and significant effect, while compensation had a positive but insignificant effect. The coefficient of determination value of 0.319 indicates that the three variables explain 31.9% of the variation in interest in applying for jobs, while the rest is influenced by other factors not examined in this study

This research aims to determine the effect of Compensation and Motivation on the Performance of Non-Permanent Teachers at SMA Negeri 1 Bungo Regency. The population in this study consists of all Non-Permanent Teachers, and the research sample includes 39 respondents using the saturated sampling technique. (total sampling). From the data processing using SPSS, the results show that, partially, Compensation has a positive and significant effect on the Performance of Non-Permanent Teachers at SMA Negeri 1 Bungo Regency, and Motivation has a positive and significant effect on the Performance of Non-Permanent Teachers at SMA Negeri 1 Bungo Regency. Meanwhile, simultaneously, Compensation and Motivation have a positive and significant effect on the Performance of Non-Permanent Teachers at SMA Negeri 1 Bungo Regency.

This study provides an in-depth examination of the emergence of servitude rights (hak servituut) arising from procedural errors in land parcel division, which result in landlocked plots without road access. Servitude rights, as regulated in Article 674 of the Indonesian Civil Code and reinforced by the Conversion Provision of Article I point 6 of the Basic Agrarian Law (UUPA), constitute a legal burden imposed on one parcel of land for the benefit of another, thereby ensuring that landlocked owners gain reasonable access. Although the UUPA serves as the national agrarian framework, the servitude concept remains highly relevant and functions as a crucial legal instrument to safeguard the rights of affected landowners. This research employs a normative juridical approach, integrating statutory and conceptual analyses to explore the consistency between legal theory and practice. The findings demonstrate that parcel division conducted without considering the social function of land, as mandated by Article 6 of the UUPA, can trigger access disputes that adversely affect community interests. Dispute resolution may proceed through litigation or non-litigation channels, with mediation emerging as the more effective and efficient option for maintaining harmonious relations between parties. Article 667 of the Civil Code provides a clear legal basis for landlocked property owners to obtain access while obligating them to pay fair compensation to the burdened land. Based on these findings, the study recommends strict adherence to lawful land division procedures and the development of detailed technical guidelines on servitude compensation to prevent future disputes and to strengthen legal certainty for all stakeholders.

High turnover intention has become a critical issue in the broadcasting industry, especially in divisions that operate under fast-paced tasks and high levels of pressure. This study aims to analyze the influence of career development and job satisfaction on employees’ intention to leave the organization. Career development is measured through indicators such as promotion opportunities, work experience, and training, while job satisfaction is assessed through compensation, work environment, and recognition. A quantitative research design was applied, utilizing Partial Least Square (PLS) to analyze data obtained from a survey of employees working in a broadcasting company in Surabaya. The findings demonstrate that both career development and job satisfaction have a significant negative relationship with turnover intention, meaning that improvements in these variables can effectively reduce employees’ desire to quit. Among the career development indicators, work experience was found to be the most dominant factor influencing employee retention. On the other hand, recognition emerged as the most influential dimension of job satisfaction, showing that appreciation from the organization plays a crucial role in maintaining employee commitment. Overall, this study highlights the importance for broadcasting companies to implement effective career development strategies and enhance job satisfaction in order to minimize turnover intention and sustain organizational stability.

Compensation for employee has a significant impact on employee discipline and performance. According to Hasibuan, compensation includes all types of income received by employees, both in the form of money and goods, either directly or indirectly in return for the contribution they make. The purpose of this study is to test the compensation and work discipline that affect the performance of PT Prima Soeaka Buana employees. The method used is a descriptive quantitative method, namely with multiple linear regression analysis. The results showed a calculated value of 9.326 > a table of 1.998 and a value of Sig. 0.000 < 0.05 so that compensation and employee performance were partially influential and significant. Seen on the T test, it shows that Ho is rejected and H1 is accepted. For work discipline, there is no positive and partially significant influence on employee performance. Seen in the T test with a tcal value of 0.649 < ttable of 1.998 and a Sig. value of 0.519 > 0.05. So, Ho was accepted and H2 was rejected. In both variables of compensation and work discipline, there is a simultaneous positive and significant influence on employee performance. Seen in the F test with a fcal value of 43.930 > ftable 3.140 and a Sig. value of 0.000 < 0.05. So, Ho refused H3 to accept.

Turnover intention is widely recognized as one of the earliest indicators of potential employee resignation, which in turn can generate considerable organizational challenges such as increased operational costs, the erosion of organizational knowledge, and declining productivity levels. While a significant body of international research has explored the antecedents of turnover intention, studies that specifically provide a narrative synthesis within the Indonesian workforce context remain scarce. Recognizing this gap, the present study seeks to identify the dominant factors that influence turnover intention in Indonesia by conducting a narrative literature review. The review focused on nine selected articles published between 2018 and 2023 in nationally indexed journals. To ensure rigor, the selection was based on predefined criteria: the articles had to employ empirical designs involving full-time employees, apply quantitative research methodologies, and explicitly examine the relationships between independent variables and turnover intention. The data extracted from the studies were analyzed thematically to identify recurring patterns and dominant themes. The analysis revealed four key factors that consistently shaped turnover intention across the reviewed literature. First, job stress was found to be a critical determinant, where prolonged work pressure and role overload significantly increased employees’ desire to leave. Second, job satisfaction emerged as a central variable, with dissatisfaction related to compensation, recognition, and career development strongly linked to turnover intention. Third, leadership style played an important role, as authoritarian or unsupportive leadership approaches heightened employees’ intention to resign. Finally, the leader’s role in fostering workplace relationships and support systems was identified as a factor influencing employee attachment and loyalty. In conclusion, this study contributes theoretically by mapping the dominant factors of turnover intention within the Indonesian context and highlights their interconnections.

This study aims to examine the influence of Occupational Health and Safety (OHS), workload, and compensation on employee productivity at PT Cahaya Karya Bersama. The background of this research lies in the importance of human resource management in enhancing company performance amid intense business competition. Despite the company’s efforts in providing safety facilities and implementing OHS systems, issues still arise such as low employee awareness of safety procedures, unequal workload distribution, and dissatisfaction with compensation systems, particularly in relation to BPJS Health services. This study employs a quantitative approach by distributing questionnaires to 40 respondents via Google Form, with data analyzed using SPSS 25. The results indicate that partially, OHS, workload, and compensation variables have a significant effect on employee productivity. Furthermore, these three variables also jointly contribute significantly to productivity enhancement. Therefore, the company must further optimize OHS implementation, ensure workload alignment with employee capacity, and improve its compensation system to create a productive and sustainable work environment.