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This study aims to analyze the influence of work stress, work discipline, and work environment on employee productivity at UD. Podo Seneng. A quantitative approach was employed using survey methods through questionnaires, interviews, and observations. The sampling technique applied was saturated sampling, involving the entire population of 40 employees. Data analysis included validity and reliability tests, classical assumption tests, and multiple linear regression analysis supported by t-tests, F-tests, and the coefficient of determination (R²). The results show that, partially, work stress has a negative but insignificant effect on productivity. In contrast, work discipline and work environment have a positive and significant effect on productivity. Simultaneously, the three variables significantly influence employee productivity, contributing 49.7% to the variance. These findings indicate that strengthening work discipline and creating a conducive work environment are dominant factors in improving productivity, while the effect of work stress remains inconsistent and requires further investigation in different organizational contexts.

Oil palm (Elaeis guineensis) is a major tropical commodity in Southeast Asia that plays an important role in the global economy, especially as a raw material for the food, cosmetics, and bioenergy industries. West Kalimantan Province is one of the regions with the largest oil palm plantations in Indonesia, where its area increased from 1,166,282 Ha in 2020 to 1,449,274 Ha in 2022. Landak Regency contributes 119,326 Ha, but its productivity is still relatively low with a total production of 184,592 tons or around 1.54 tons/Ha. PTPN IV Ngabang in Landak Regency as one of the largest palm oil companies in the area also faces the problem of low productivity, thus hindering harvest rotation and the achievement of daily targets. This study aims to describe the productivity of oil palm harvester labor and find out what factors affect the productivity of oil palm harvester labor in PTPN IV, Ngabang District, Landak Regency. The method uses qualitative as an approach in finding answers with a sample of 78 respondents. The variables in this case study are labor productivity (Y) and independent/independent variables (X), namely age, working period, family dependents, mileage, and education. The data analysis technique used in this case study is analysis on multiple linear regression. The results of the study concluded that the productivity of oil palm harvesters in PTPN IV Ngabang averaged 1200,71 kg/day. Simultaneously, age, family dependents, working period, mileage, and education affect the productivity of oil palm harvester labor at PTPN IV Ngabang. Partially, the factor that greatly affects the productivity of the oil palm harvester workforce at PTPN IV Ngabang is the age factor of the worker and working period. Meanwhile, the factors of family dependents, distance traveled and labor education partially did not have a significant effect.

This study aims to analyze the effectiveness of the Hatch and Carry Center (H&C) in increasing the population of Elaeidobius kamerunicus pollinating weevils, fruit set levels, and Fresh Fruit Bunch (FFB) productivity in oil palm plantations at Division 6 Estate SGT 02, PT Kayung Agro Lestari, West Kalimantan. The research was conducted over six months, from July to December 2024, using a quasi-experimental comparative design. The period without H&C (July–December 2023) served as the control, while the period with H&C (July–December 2024) was treated as the intervention, allowing for a clearer analysis of differences before and after program implementation. Primary data were collected through monthly field observations on the number of male and female flowers, weevil populations, fruit set levels, and parthenocarpic fruits, providing consistent information on plant reproductive dynamics. In addition, in-depth interviews and Focus Group Discussions (FGDs) with stakeholders were conducted to identify supporting and inhibiting factors during implementation. Secondary data on FFB production were obtained from company harvest records in both periods to compare productivity trends. Quantitative data analysis employed the t-test to examine significant differences between the control and treatment periods, while qualitative data were thematically analyzed to explore the dynamics of program execution. The combination of both approaches is expected to provide a comprehensive understanding of the effectiveness of H&C as an innovation in oil palm pollination management.

A research project entitled Optimisation of Gandasil D Use to Increase Kale (Barassica Oleracea Var. Acephala) Productivity in Hydroponic Systems was conducted at the Pakkea Experimental Garden, Faculty of Agriculture, North Toraja Regency, from March to June 2025. This research project aims to determine the response of Ab mix nutrients and Gandasil D fertiliser in the DFT system to the growth and production of kale plants. The method used in this study was a randomised block design (RAK) with 6 levels of Gandasil D concentration. (KO = Control), (K1 = 0.5 grams/litre of water), (K2 = 1 gram/litre of water), (K3 = 1.5 grams/litre of water), (K4 = 2 grams/litre of water), (K5 = 2.5 grams/litre of water) with 3 replications and with AB MIX concentrations, 0 to 7 days after planting = 400 ppm, 8 to 14 days after planting = 600 ppm, 15 to 21 days after planting = 800 ppm, 22 to 28 days after planting = 1000 ppm, 29 to 35 days after planting = 1200 ppm, 36 days and onwards until harvest = 1500 ppm. The variables observed in this study were plant height, leaf length, leaf width, number of leaves, and plant stem diameter. The results showed that a concentration of Gandasil D 2.5 grams/litre of water gave the best results with an average plant height of 37.93 cm, 12.56 leaves, leaf length of 24.16 cm, leaf width of 14.31 cm, stem diameter of 11.69 mm, and harvest weight of 232.89/plant. The data were analysed using analysis of variance (ANOVA) and followed by a post hoc test at a significance level of 0.05. The analysis of the feasibility of farming showed an R/C ratio of 1.03, which means that kale cultivation using a hydroponic system and the aforementioned nutrient concentration is feasible and profitable.

This research is motivated by the declining level of work productivity of PT Rayung Pelangi Nusantara Purbalingga employees, which is suspected to be caused by the suboptimal implementation of occupational safety and health (K3), low organizational commitment, and less than optimal utilization of work experience. The main focus of this study is to analyze the influence of occupational safety and health (K3), organizational commitment, and work experience on employee work productivity partially. This study applies a quantitative approach through the application of multiple linear regression techniques with the help of SPSS version 25 software. The number of research samples consisted of 57 respondents selected using a purposive sampling method, while the data was obtained through a questionnaire instrument. The data analysis process involved validity tests, reliability tests, descriptive analysis, classical assumption tests, t tests, F tests, and coefficients of determination (R-Square). The research findings show that occupational safety and health (K3) has a positive and significant effect on work productivity, organizational commitment has a positive but not significant effect, and work experience has a negative and not significant effect. The coefficient of determination of 0.308 indicates that 30.8% of the variation in work productivity can be explained by these variables, while the remaining 69.2% is influenced by other factors not identified in this study. In conclusion, the increase in employee work productivity is more influenced by the implementation of good OHS, while organizational commitment and work experience have not shown a significant contribution. Therefore, companies are advised to strengthen the occupational safety and health (OHS) system and evaluate HR development strategies so that organizational commitment and work experience can have a greater impact on productivity.

This study aims to analyze the effect of workload, organizational culture, and work discipline on employee productivity at UD. Berkah Andita Mandiri II. In today’s competitive business environment, employee productivity is considered a crucial determinant of organizational performance and sustainability. The research employed a quantitative approach using a survey method by distributing structured questionnaires to employees. A total of respondents participated, and the data collected were processed using multiple linear regression analysis to test both partial and simultaneous influences of the independent variables. The findings reveal that workload has a negative and significant impact on employee productivity, indicating that excessive demands can reduce performance and efficiency. On the other hand, organizational culture and work discipline show positive and significant effects on productivity, suggesting that a strong cultural foundation and consistent discipline practices can enhance employee performance. Moreover, the simultaneous test results confirm that workload, organizational culture, and work discipline collectively have a significant effect on employee productivity. These results emphasize the importance of balancing employee workload to prevent burnout, promoting a positive organizational culture that fosters collaboration and motivation, and consistently enforcing discipline to ensure accountability. Overall, the study highlights that effective human resource management practices play a key role in improving employee productivity and, consequently, in achieving organizational goals.

PT. CKL Indonesia Raya is a national logistics company established in 2015 in Jakarta, providing services in land, sea, air, and export-import logistics. Recognized for its professionalism and discipline, the company was awarded “Airfreight Forwarder of the Year 2024” by Supply Chain Indonesia. Employee productivity plays a crucial role in determining organizational success, and factors such as work culture and discipline are key in shaping a productive and competitive work environment. This study aimed to analyze the influence of work culture and discipline on employee productivity at PT. CKL Indonesia Raya. The research employed a quantitative method with a survey approach, using questionnaires distributed to 86 employees as respondents. Validity and reliability tests confirmed the appropriateness of the instrument. Data analysis was conducted using t-tests and F-tests. The results showed that both work culture and discipline had significant partial effects on employee productivity (t-count = 4.550 and 5.116 > t-table = 1.663; sig. = 0.001 < 0.05). Furthermore, the simultaneous test indicated a significant combined effect (F-count = 125.092 > F-table = 3.10; sig. = 0.001 < 0.05). These findings demonstrate that strong work culture and high discipline significantly contribute to enhancing employee productivity. Therefore, companies are advised to strengthen these factors through consistent policies, clear communication, and fair implementation to further improve employee performance and organizational competitiveness in the logistics industry.advised to strengthen both through fair and consistent policies to improve performance and competitiveness.

This study was conducted at PT Catur Mitra Sejati Sentosa, where high work pressure was observed due to daily production or sales targets that must be achieved within 8 working hours. Employees who fail to meet these targets are not allowed to leave on time, leading to increased workload and work stress. This condition is suspected to significantly affect employee productivity. The aim of this research is to examine the influence of workload and work stress on employee productivity, both partially and simultaneously. The research uses a quantitative approach with a survey method by distributing questionnaires to 51 respondents. Data analysis was carried out using SPSS version 26 through validity and reliability tests, classical assumption tests, multiple linear regression analysis, t-tests, and F-tests. The findings of the study indicate that workload has a significant effect on employee productivity, as does work stress. Both workload and work stress are positively correlated with lower productivity levels. Moreover, when assessed together, both variables also simultaneously influence productivity significantly. This suggests that the company’s high work pressure, driven by unmet targets, contributes directly to reduced work efficiency and increased stress. Therefore, the company needs to manage workload and work stress effectively, ensuring that work expectations are realistic and that employees are given adequate support to meet these expectations. Optimizing these factors can enhance employee productivity, reduce stress, and improve overall company performance.

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 study aims to examine the effect of leadership style and workload on employee productivity in the Finance and Risk Management Directorate of PT Pelindo Multi Terminal. The research was conducted from February to July 2025 with 31 employee respondents. The study employed a quantitative approach, collecting data through questionnaires and analyzing it using multiple linear regression. The research sought to understand how leadership style and workload influence the productivity of employees within this specific department. The results indicate that, partially, leadership style and workload have no significant effect on employee productivity, with significance values greater than 0.05. This suggests that individual leadership styles and workloads, when considered separately, may not have a strong direct impact on productivity. However, when analyzed simultaneously, both variables significantly influence employee productivity, with a significance value of less than 0.05. The coefficient of determination reveals that leadership style and workload contribute 16.3% to employee productivity, indicating that while these factors play a role, the majority of the variation in productivity (83.7%) is due to other factors not explored in this study. These findings highlight the need for the company to consider a holistic approach to human resource management, focusing not only on leadership style and workload but also on other variables that could further enhance employee productivity. This research provides valuable input for improving organizational strategies

This study aims to analyze the effect of job satisfaction and organizational commitment on employee productivity at the Semarak Dana Mojokerto Savings and Loan Cooperative.  The problem of low discipline and performance of marketing staff is an important background, given the limited empirical studies on human resource factors in micro cooperatives in Indonesia.  This study uses a quantitative approach with a total sampling technique on 35 respondents.  The instrument, in the form of a questionnaire, consisted of 28 statement items measured on a 1–5 Likert scale, with validity and reliability tests showing good results (Cronbach's Alpha > 0.70). Multiple linear regression analysis was used with the help of SPSS 26. The results of the study show that job satisfaction has a significant positive effect on productivity (β = 0.723, p < 0.05), as does organizational commitment (β = 0.555, p < 0.05). Simultaneously, these two variables contribute to an increase in employee productivity with a coefficient of determination of 77.8%.  These findings support the theories of Locke (1976) and Meyer & Allen (1991) and are in line with previous studies, although the context of micro cooperatives provides unique characteristics. The practical implications of this study encourage cooperatives to strengthen their reward systems, provide training, and improve work SOPs, particularly in marketing services. The limitations of this study lie in the small sample size and cross-sectional design. Future research is recommended to use a larger sample, a longitudinal approach, and include moderator variables such as work motivation or organizational culture.

Organizational culture plays a very important role in determining the level of educational productivity, especially in Islamic educational institutions which have distinctive characteristics in fostering students. This study aims to determine the effect of organizational culture consisting of the SAKTI values (Salafi, Active, Creative, Taqwa, and Innovative) on educational productivity at MI Ma’arif NU Hidayatul Mubtadiin Padangasri Mojokerto. The SAKTI values are believed to create a conducive, harmonious, and motivating work environment, so that educators can work optimally in supporting the achievement of educational goals. This research employs a quantitative approach with a descriptive method. Data were collected through the distribution of questionnaires to all 32 teaching and educational staff as research respondents. Data analysis was carried out using simple linear regression with the help of the SPSS application to determine the extent of the influence of organizational culture on educational productivity. The results of the study show that the SAKTI organizational culture has a significant influence on educational productivity. This is indicated by the value of the coefficient of determination (R²) of 0.650, which means that 65% of the variation in educational productivity can be explained by organizational culture. Meanwhile, the significance value of 0.000 (p < 0.05) and the t-count of 10.211, which is greater than the t-table of 2.042, indicate that the null hypothesis (H₀) is rejected and the alternative hypothesis (Hₐ) is accepted. These findings confirm that the higher the implementation of organizational culture with SAKTI values in madrasah, the higher the level of educational productivity achieved. Therefore, Islamic educational institutions need to continuously instill, internalize, and strengthen organizational culture based on SAKTI values in order to improve the quality of educators and encourage the creation of more effective, efficient, and competitive education.

This study investigates the influence of employee engagement, digital training, and reward systems on employee productivity at the Central Statistics Agency of Kediri Regency. The research adopts a quantitative approach with a questionnaire as the primary data collection tool. A total of 33 employees participated as respondents, determined using a saturated sampling technique, which ensures that all members of the population were included. The instrument utilized was a Likert-scale questionnaire, designed to capture perceptions and experiences related to engagement, training, and rewards. The data were analyzed using multiple linear regression to measure both the partial and simultaneous effects of the independent variables on productivity. The results reveal that employee engagement plays a significant role in enhancing productivity, with a significance value of 0.003. Similarly, digital training and reward systems also exert a positive and significant influence, with significance values of 0.037 and 0.0002, respectively. When tested simultaneously, the three independent variables collectively demonstrate a substantial impact on employee productivity, as evidenced by an F-value of 76.069. Furthermore, the Adjusted R Square value of 87.6% indicates that the research model possesses strong explanatory power, meaning that most variations in productivity can be explained by employee engagement, digital training, and reward systems. These findings highlight the strategic importance of integrating engagement initiatives, continuous digital skill development, and fair reward mechanisms to foster higher levels of productivity. For organizations, particularly government institutions, the study underscores the necessity of adopting a holistic human resource development framework that addresses both intrinsic and extrinsic motivational factors to maximize employee performance.

In this study, a quantitative research approach was used, with two variables: motivation as the independent variable and work productivity as the dependent variable. The survey method was employed, with a sample of 26 employees from the Wajo Intellectual Mandiri Job Training Institute. The data analysis techniques used included quantitative descriptive analysis, correlation analysis, and simple regression analysis. Data collection was carried out through observation, questionnaires, and documentation. The findings indicate that both the motivation and work productivity variables are rated highly, based on the respondents' answers from the questionnaire distribution. The results demonstrate a positive relationship between motivation and employee work productivity at the Wajo Intellectual Mandiri Job Training Institute in Wajo Regency. This study highlights the importance of motivation in enhancing work productivity and provides valuable insights for improving organizational performance by fostering motivation among employees. The findings can be used as a basis for developing strategies to optimize employee productivity in similar organizational settings. 

The agricultural sector plays a crucial role in the Indonesian economy, contributing significantly to Gross Domestic Product (GDP), employment, and national food security. Conventional financing is often poorly suited to the unique characteristics of the agricultural sector, prompting the exploration of more adaptive alternatives. Islamic banking, with its principles of fairness and risk-sharing, offers innovative financing solutions. One such contract with significant potential but underutilized is the Salam contract, a purchase-and-sell contract where payment is made upfront and goods are delivered at a later date. This study aims to analyze the characteristics of the Salam contract in depth, identify challenges and opportunities in its implementation in the Islamic agricultural sector, and formulate strategies for optimizing its application. Using a qualitative descriptive research method based on literature review and comparative analysis, this article finds that the Salam contract offers an effective financing solution for farmers' working capital needs, price risk mitigation for farmers, and supply security for buyers. Key challenges include the risk of crop failure, quality risk, moral hazard risk, and limited supporting infrastructure and market understanding. Optimizing the Salam contract can be achieved through the development of innovative contract models, strengthening risk management through takaful instrumentation, utilizing digital technology, improving Islamic financial literacy, and collaboration between stakeholders. The implications of this research are expected to provide practical guidance for Islamic financial institutions, farmers, and policymakers to create a more inclusive and sustainable Islamic agricultural financing ecosystem. With the right approach, the Salam contract has the potential to become a key instrument in Islamic agricultural financing. Its widespread implementation can drive the transformation of the agricultural sector toward a more productive and equitable direction. Sustainable efforts are needed to ensure its effective implementation in the field.

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.

In manufacturing industries, machining processes play a critical role in ensuring product quality, precision, and production efficiency. However, in the production of swing arm parts, the machining process has been identified as a bottleneck due to its non-optimal cycle time. One of the main issues contributing to this inefficiency is the disorganized handling of circlip inner parts. These components are often scattered without a designated placement system, which creates significant difficulties for operators when retrieving and installing circlips onto the swing arm. Such abnormalities disrupt workflow continuity, extend production time, and reduce overall productivity. To address this challenge, a circlip feeder machine was designed as a supporting device to assist operators and streamline the machining process. The design emphasizes efficiency, integration, and systematic operation by utilizing readily available workshop materials. The developed feeder machine is equipped with a robust frame construction and has a storage dimension capable of accommodating up to 200 circlips. In addition, mechanical analysis demonstrates that the feeder structure can withstand a maximum applied force of 31,475 N, ensuring durability and reliability during operation. The introduction of this circlip feeder machine directly impacts the production process by reducing operator workload, minimizing delays caused by disorganized parts, and ensuring faster and more accurate installation of circlips. Consequently, the overall machining cycle time is shortened, thereby improving production flow and enhancing the efficiency of swing arm part manufacturing. Beyond immediate time savings, the use of the feeder machine contributes to better resource utilization, reduced ergonomic strain on operators, and improved consistency in product quality. This study highlights the significance of simple yet effective mechanical innovations in overcoming production bottlenecks and optimizing manufacturing processes in automotive component industries.

Compensation and the work environment are two essential factors that significantly affect employee productivity, particularly in community-owned enterprises (BUMDes) engaged in the tourism sector. A fair remuneration system motivates employees to work optimally, while a supportive physical and psychosocial work environment creates comfort that enhances job performance. This study aims to examine the influence of compensation and work environment on employee productivity in BUMDes Kedungudi, which serves as one of the local driving forces in developing tourism-based community economic empowerment. This research employed a quantitative approach using a survey method with a total sample of 37 tourism sector employees of BUMDes Kedungudi. Data were collected through structured questionnaires, which were subsequently analyzed using SPSS version 28. The analytical procedures included validity and reliability testing, classical assumption testing such as normality, multicollinearity, and heteroscedasticity checks, as well as multiple linear regression analysis to determine the effect of independent variables on employee productivity. The results revealed that both compensation and work environment had a positive and significant influence on productivity. Specifically, compensation demonstrated a coefficient value of β = 0.205 with a significance level of p = 0.007, while the work environment showed a stronger effect with β = 0.281 and p = 0.002. Furthermore, the regression model indicated that the combination of these two variables was able to explain 68.0% of the variance in employee productivity (Adjusted R² = 0.680; p < 0.001). This finding highlights the strategic importance of remuneration policies and workplace conditions in enhancing organizational performance within community-owned enterprises.

The Depok City Social Service is a local government agency with important responsibilities in providing various social services for the community, including services for vulnerable groups, social empowerment, and handling welfare issues. Employee performance in this agency is a key factor in the successful implementation of planned programs. This study aims to analyze the effect of workload and internal communication on the work productivity of Depok City Social Service employees. The study used a quantitative approach with 34 respondents, where the entire population was sampled through a saturated sampling technique. Data were collected using a Likert-scale questionnaire instrument, designed to measure employee perceptions regarding the level of workload, the effectiveness of internal communication, and the level of work productivity. The results of the analysis show that the workload variable (X1) has a positive and significant effect on work productivity (Y), as evidenced by the calculated t value of 4.235, which is greater than the t table of 1.695, and a significance level of 0.000 <0.05. These findings indicate that proper workload management can encourage increased employee productivity. The internal communication variable (X2) was also proven to have a positive and significant influence on work productivity, with a calculated t of 2.332 > ttable 1.695 and a significance value of 0.026 < 0.05, which confirms the importance of effective information flow and coordination in the work environment. Simultaneously, workload and internal communication have a significant influence on employee work productivity, with an Fcount value of 41.065 greater than the Ftable of 3.29 at a significance level of 0.000 < 0.05. The coefficient of determination (R²) value of 0.726 indicates that the two variables together are able to explain 72.6% of the variation in employee work productivity, while the remaining 27.4% is influenced by other factors not examined in this study.

Perkembangan produktivitas tenaga kerja Indonesia menunjukkan tren positif dalam beberapa tahun terakhir, di mana pada periode 2018–2022 produktivitas meningkat sebesar 4,8% dengan capaian tertinggi pada tahun 2022 mencapai Rp86,55 juta per pekerja per tahun. Potensi kelautan dan perikanan yang besar menjadi salah satu modal penting dalam mendorong pertumbuhan ekonomi nasional. Proyeksi pertumbuhan Produk Domestik Bruto (PDB) Indonesia pada tahun 2025 diperkirakan berada pada kisaran 4,9% hingga 5%, yang didorong oleh belanja publik yang terarah serta peningkatan investasi di berbagai sektor strategis. Pada tahun 2024, jumlah lapangan kerja diperkirakan mencapai 144,64 juta orang dengan pertumbuhan lapangan kerja baru yang berkontribusi terhadap penurunan tingkat pengangguran. Indeks Pembangunan Manusia (IPM) mengalami peningkatan dari 71,92 pada tahun 2023 menjadi target 72,51 pada tahun 2025, yang mencerminkan perbaikan kualitas pendidikan, kesehatan, dan standar hidup masyarakat. Rasio Gini, sebagai indikator ketimpangan pendapatan, menurun menjadi 0,380 pada akhir tahun 2024, menunjukkan peningkatan pemerataan pendapatan. Dari sisi pelayanan kesehatan, data alokasi BPJS Kesehatan pada tahun 2024 mencatat 102,8 juta data sampel yang tersedia, mencerminkan cakupan layanan kesehatan yang luas. Sementara itu, dari sisi fiskal, total penerimaan pajak dalam APBN 2024 diperkirakan mencapai Rp2.309,86 triliun dengan realisasi sementara sebesar Rp869,50 triliun, di mana penerimaan pajak termasuk pajak penghasilan dan pajak pertambahan nilai menunjukkan tren peningkatan dalam beberapa tahun terakhir. Belanja negara diperkirakan mencapai Rp3.325,12 triliun yang diharapkan mampu mendukung pemerataan dan keberlanjutan pembangunan nasional.