Publication Search

The development of digital culture has significantly changed the communication, relationships, and spirituality of the younger generation, requiring the Church to reconsider its catechetical methods in the context of social media. This article aims to analyze digital catechesis as a space where faith can develop for the younger generation, by examining the theological foundations, the dynamics of digital culture, and the challenges and models for its development. This study adopts a literature review method by conducting a systematic review of Church Magisterial documents, theological works, and academic research related to the religiosity of the younger generation in the digital environment. The research findings indicate that social media can become a place of faith encounter if catechesis focuses not only on the delivery of religious content but also offers a relational experience that is dialogical, participatory, and community-oriented. However, there are serious challenges such as the risk of superficiality, spiritual consumption, the dominance of algorithms, the commodification of religious content, and the issue of doctrinal authority in the digital space. Therefore, the development of digital catechesis must be based on Christocentrism, fidelity to Church teaching, and a combination of online guidance and concrete sacramental life. With an approach that takes context and reflection into account, digital catechesis has the potential to be a significant and transformative tool of evangelization for young people in the evolving culture of social media.

This study investigates the effects of safety leadership and work environment on patient safety culture, with work motivation as an intervening variable among nurses at Hospital X in Jakarta. A quantitative approach using a cross-sectional design was employed, with data collected from 111 nurses through structured questionnaires. The data were analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS). The results show that safety leadership and work environment have significant positive impacts on nurses’ work motivation. Additionally, work motivation directly influences patient safety culture. The study also finds that work motivation partially mediates the relationship between safety leadership and patient safety culture, as well as between work environment and patient safety culture. These findings suggest that both leadership practices and environmental conditions affect patient safety culture directly and indirectly by enhancing nurses’ motivation. The study highlights the importance of safety leadership and supportive work environments in promoting a sustainable patient safety culture through improved nurse motivation. From a practical perspective, hospital management should focus on fostering effective safety leadership practices and creating conducive work environments to enhance patient safety culture. This research contributes to the literature on patient safety and management by providing empirical evidence on the role of work motivation in strengthening safety culture in hospitals.

Occupational Health and Safety (OHS) is an important element in creating a safe, healthy, and sustainable work environment. PT. X as a logistics and port operations company has potential occupational hazards originating from physical, chemical, and biological factors that need to be managed optimally. This study aims to evaluate the implementation of OHS at PT. X based on the results of measurements of physical, chemical, and biological factors of the work environment and their compliance with the provisions of the Minister of Manpower Regulation No. 5 of 2018. This study uses a descriptive method with an evaluative approach to work environment monitoring data in 2025 in the generator and office areas. The parameters analyzed include noise, lighting, hot work climate (ISBB), inhalable and respirable dust exposure, and microbiological air quality in the form of total bacteria and fungi. The results show that most parameters meet the specified standards, with the exception of the generator area which exceeds the noise limit and the hot work climate which exceeds the Action Level (AL). The implementation of OHS at PT. X has been running quite well, indicated by most of the work environment parameters that meet the standards. However, strengthening risk controls, particularly regarding noise and hot working conditions in operational areas, is still necessary. This evaluation is expected to serve as a basis for continuous improvement in the implementation of Occupational Health and Safety (OHS) to protect workers from potential occupational hazards and support the productivity and sustainability of company operations.

Flexible work arrangements (FWAs) have gained increasing attention in contemporary organizations as a strategy to enhance employee-related outcomes in dynamic work environments. This study aims to synthesize empirical evidence on the relationship between flexible work arrangements and employee outcomes through a Systematic Literature Review (SLR) guided by the PRISMA framework. A structured literature search initially identified 200 records, of which 117 peer-reviewed journal articles were retained after excluding non-journal publications. Following full-text screening and eligibility assessment, 45 empirical studies were included in the final analysis. The review reveals that flexible work arrangements are generally associated with positive employee outcomes, particularly job satisfaction, employee well-being, work–life balance, engagement, and performance, although the strength and direction of these relationships vary across organizational contexts and implementation practices. The findings highlight key research trends and methodological gaps, offering valuable insights for future research and practical implications for organizations seeking to effectively implement flexible work arrangements.A

This study investigates the effects of transformational leadership and work-life balance on job satisfaction, with employee engagement as a mediating variable, within the context of modern organizational work environments. Increasing job demands and performance pressures have raised concerns regarding employee psychological well-being, yet previous empirical findings on how leadership and work-life balance influence job satisfaction remain inconsistent. Therefore, this research aims to examine whether employee engagement serves as a psychological mechanism that explains the relationship between transformational leadership, work-life balance, and job satisfaction. A quantitative research approach was employed, with data collected through structured questionnaires using a Likert scale. The data were analyzed using Partial Least Squares–Structural Equation Modeling (PLS-SEM) to test both direct and indirect relationships among variables. The results indicate that transformational leadership has a significant positive effect on employee engagement, which subsequently has a strong positive influence on job satisfaction. However, work-life balance does not demonstrate a significant direct or indirect effect on job satisfaction in this research context. Furthermore, employee engagement is proven to fully mediate the relationship between transformational leadership and job satisfaction. In conclusion, this study highlights employee engagement as a key psychological pathway through which transformational leadership enhances job satisfaction and provides practical implications for organizations to prioritize leadership development aimed at strengthening employee engagement.

This study aims to examine the influence of career development and work environment on employee performance through work awards as an intervening variable in the regional secretariat of Pekalongan Regency This research was conducted by a survey method of employees with job satisfaction as an intervening variable in the regional secretariat of Pekalongan Regency The sampling technique used in this study was a census of 56 respondents. Data collection through the dissemination of questionnaires, data analysis in this study uses SmartPLS The analysis used is Outer Model Test, Validity Test, Feasibility Test, Structural Model Test, Hypothesis Test. The results of the study showed that Career Development and work awards have a positive and significant effect on Job Satisfaction, Career Development and Work awards have a positive and significant effect on Employee Performance, Career Development variables and Work awards have a positive and significant effect on Employee Performance through Job Satisfaction.

The development of the palm oil industry in Indonesia typically relies on collaboration with smallholder farmers, but this collaboration often faces various problems such as poor cultivation techniques, lack of technical guidance, unclear administrative matters, and limited access to certification and markets. This study aims to develop a specific human resource management model to support collaboration with smallholder farmers, thereby improving production yields, sustainability, and engagement in the palm oil supply chain. The method used is a desk study, namely by analyzing and reconstructing information from research results, industry reports, and palm oil certification and sustainability policies. Based on the analysis, a career structure and Human Resource Management functions are proposed, consisting of collaboration supervisors, field officers, capacity training officers, collaboration administration staff, and collaboration/certification managers. This model allows for technical and administrative assistance, training for farmers, collaboration coordination, and certification and compliance management. The implementation of this model is predicted to improve cultivation quality, improve smallholder access to certification and markets, and strengthen the stability and sustainability of the supply chain. Thus, the HR model for smallholders offers a strategic solution to the various challenges of working with smallholders and supports the development of a socially, economically, and environmentally sustainable palm oil agribusiness sector.

The development of the palm oil industry in Indonesia typically relies on collaboration with smallholder farmers, but this collaboration often faces various problems such as poor cultivation techniques, lack of technical guidance, unclear administrative matters, and limited access to certification and markets. This study aims to develop a specific human resource management model to support collaboration with smallholder farmers, thereby improving production yields, sustainability, and engagement in the palm oil supply chain. The method used is a desk study, namely by analyzing and reconstructing information from research results, industry reports, and palm oil certification and sustainability policies. Based on the analysis, a career structure and Human Resource Management functions are proposed, consisting of collaboration supervisors, field officers, capacity training officers, collaboration administration staff, and collaboration/certification managers. This model allows for technical and administrative assistance, training for farmers, collaboration coordination, and certification and compliance management. The implementation of this model is predicted to improve cultivation quality, improve smallholder access to certification and markets, and strengthen the stability and sustainability of the supply chain. Thus, the HR model for smallholders offers a strategic solution to the various challenges of working with smallholders and supports the development of a socially, economically, and environmentally sustainable palm oil agribusiness sector.

The work environment and teamwork are factors that play a role in improving employee performance, especially in the administration division which has a crucial role in supporting the smooth operation of the company. Unsupportive work environment conditions and suboptimal teamwork can have an impact on declining employee performance. Therefore, this study aims to determine the effect of the work environment and teamwork on improving the performance of employees in the administration division of PT Rick Auto. The method used is a quantitative method with a data collection technique through distributing questionnaires to all employees of the administration division of PT Rick Auto as many as 60 respondents using a saturated sampling technique. Data analysis was carried out using SPSS version 26 through multiple linear regression tests, t-tests, f-tests, and coefficient of determination tests. The results of the study indicate that partially the work environment does not have a significant effect on improving employee performance, while teamwork has a positive and significant effect on improving employee performance. Simultaneously, the work environment and teamwork have a significant effect on improving employee performance in the administration division of PT Rick Auto.

The computer laboratory is an essential facility in higher education that requires efficient management of usage and environmental conditions to support the teaching and learning process. However, laboratory management at the Kalimantan Business and Technology Institute is still carried out manually, including scheduling, room condition monitoring, and report creation, which is prone to errors and time-consuming. This study aims to develop an Internet of Things (IoT)-based laboratory monitoring system prototype to improve the effectiveness of computer laboratory management. The approach used is Research and Development (R&D) with a prototype development model, allowing for design adjustments based on user feedback iteratively. Data were collected through observations, interviews, and document studies related to laboratory conditions and analyzed to determine the main system features, such as temperature and humidity monitoring, scheduling, and report generation. The results of the study show that the developed prototype can structure the laboratory workflow, provide real-time monitoring, facilitate schedule management, and simplify report preparation. This prototype is expected to serve as a foundation for developing a more comprehensive application, improving data accuracy, time efficiency, and the quality of laboratory management.

The computer laboratory is an essential facility in higher education that requires efficient management of usage and environmental conditions to support the teaching and learning process. However, laboratory management at the Kalimantan Business and Technology Institute is still carried out manually, including scheduling, room condition monitoring, and report creation, which is prone to errors and time-consuming. This study aims to develop an Internet of Things (IoT)-based laboratory monitoring system prototype to improve the effectiveness of computer laboratory management. The approach used is Research and Development (R&D) with a prototype development model, allowing for design adjustments based on user feedback iteratively. Data were collected through observations, interviews, and document studies related to laboratory conditions and analyzed to determine the main system features, such as temperature and humidity monitoring, scheduling, and report generation. The results of the study show that the developed prototype can structure the laboratory workflow, provide real-time monitoring, facilitate schedule management, and simplify report preparation. This prototype is expected to serve as a foundation for developing a more comprehensive application, improving data accuracy, time efficiency, and the quality of laboratory management.

Pneumonia remains a leading cause of morbidity and mortality worldwide, particularly in resource-limited settings and among elderly populations, where timely diagnosis and continuous monitoring are often constrained by limited clinical infrastructure. This study presents an edge–cloud–integrated framework for early pneumonia risk monitoring, leveraging multimodal wearable sensors and deep learning to support continuous short-duration monitoring. The proposed system is designed to operate in near real time under simulated deployment conditions, continuously acquiring and analyzing physiological signals (respiratory rate, heart rate, SpO₂, and body temperature) alongside event-driven acoustic biomarkers (cough sounds) within a distributed architecture. A lightweight edge module performs local signal preprocessing and anomaly triage, selectively transmitting salient information to a cloud-based multimodal deep learning model for refined risk estimation and interpretability analysis. The framework was evaluated using a multi-source dataset comprising public repositories (MIMIC-III and Coswara) and a clinically supervised wearable study conducted in two Nigerian hospitals, resulting in 718  hours of quality-controlled multimodal monitoring data. In a pooled multi-source evaluation, the system achieved an AUC of 0.95, while in a clinically realistic local-only evaluation, the AUC was 0.86, reflecting a consistent but preliminary diagnostic signal. These results highlight the importance of local data adaptation for real-world applicability and suggest that multimodal AI can provide meaningful early risk indicators under resource constraints. Beyond predictive performance, this work demonstrates the feasibility of integrating multimodal learning, edge–cloud computation, and explainable analytics into a deployment-aware, privacy-preserving monitoring framework for low-resource healthcare environments.

This study aims to determine the leadership strategies of school principals in improving the performance and discipline of teachers at Madrasah Ibtidaiyah Salafiyah Syafiiyah Hadirul Ulum Tasikrejo Pemalang, Central Java, as well as to identify the supporting and inhibiting factors when these leadership strategies are implemented. This study uses field research with a descriptive approach. The data collected was verbal data or words rather than numbers. The location of this research was at MI Salafiyah Syafi'iyah Hadirul Ulum Tasikrejo, Pemalang Regency. The informants in this study were the principal and classroom teachers. The data collection techniques used were observation, interviews, and documentation. The results of the study found by the researcher regarding the principal's strategy in improving teacher performance and discipline at MI Salafiyah Syafi'iyah Hadirul Ulum Tasikrejo, Pemalang Regency, are as follows: (a) conducting supervision (b) setting an example (c) motivating teaching staff (d) providing adequate facilities and infrastructure (e) providing opportunities to attend training or education (f) conducting evaluations. Meanwhile, the supporting and inhibiting factors are divided into several parts. First, there are two supporting factors, namely (a) a sense of togetherness and kinship within the school environment, and (b) the principal's commitment to improving school quality. Meanwhile, there are two inhibiting factors, namely (a) the suboptimal time management of teachers and (b) the work environment. Based on the results of this study, it can be concluded that the principal's leadership strategy plays a very important role in improving the performance and discipline of teachers at MI Salafiyah Syafi'iyah Hadirul Ulum Tasikrejo, Pemalang Regency. The implementation of appropriate strategies, supported by a sense of togetherness and the principal's commitment, can have a positive impact on teacher professionalism. However, there are still several inhibiting factors that need attention so that the implementation of leadership strategies can run more optimally.

This study explores the principal’s leadership strategies and the role of organizational climate in improving teacher work discipline. Teacher discipline is a crucial element in ensuring instructional quality, professional accountability, and sustainable school performance. A qualitative case study approach was employed to obtain an in-depth understanding of leadership practices implemented in the natural setting of the school. Data were collected through in-depth interviews, participatory observations, and document analysis involving the principal, vice principals, and teachers. The findings reveal that discipline improvement is shaped by exemplary leadership, dialogic communication, continuous coaching, and the application of humanistic regulations supported by moral and social rewards. In addition, a collegial and supportive organizational climate strengthens collective awareness and encourages teachers to comply with professional standards voluntarily. Discipline is therefore constructed not merely through administrative control but through shared values and social interaction. This study contributes to educational leadership literature by providing contextual evidence of how leadership practices interact with organizational environments in shaping teacher behavior. Practically, the findings offer guidance for school leaders in designing participatory and sustainable discipline development strategies.

The study analyzes the implementation of the 5S method (Seiri, Seiton, Seiso, Seiketsu, Shitsuke) in improving shoe production quality at the Assembly section of PT X through observation, interviews, and documentation. Involving supervisors, production leaders, and operators, the study aimed to assess the impact of 5S on production processes. The results showed that the implementation of 5S successfully created a more organized, cleaner, and standardized work environment. These improvements led to a reduction in potential work errors, increased process efficiency, and the establishment of an employee disciplinary culture. Employees became more aware of maintaining cleanliness and orderliness, which contributed to a smoother workflow and better quality control. The findings align with theories of quality management, organizational behavior, and operations management, demonstrating the benefits of 5S in enhancing operational effectiveness. This study confirms that integrating the 5S method into industrial practices, particularly during internships, is an effective strategy to encourage continuous improvement and enhance production quality in the industry.

The success of information systems projects in the digital transformation era is often hindered by unhealthy team dynamics, even when technical aspects have been optimally met. This study aims to analyze the synergy between inclusive communication strategies and digital leadership styles in building team health and sustainable performance. The research method employed is a qualitative literature study, integrating variables such as digital leadership, psychological safety, and knowledge management. The results indicate that digital leadership serves as a primary catalyst in creating a psychologically safe work environment, which in turn enhances the creative self-efficacy of team members. Synergy is effectively established when leaders adopt transparent communication channels through digital collaboration tools to mitigate role conflict and technostress within hybrid work environments. Furthermore, knowledge coordination is proven to strengthen team cohesiveness through the conversion of personal knowledge into strategic organizational assets. The study concludes that the integration of empathic communication and adaptive leadership is the fundamental basis for the cognitive, psychological, and operational health of the team. This research produces a managerial synergy framework to mitigate the risk of project failure caused by human factors in the digital era.

The Preliminary study results indicate that 7 out of 10, or around 70% of production workers at PT Summi Adyawinsa Indonesia experienced a high workload. This research employed a quantitative descriptive method with a cross sectional study design. The sample consisted of 132 workers, selected using a non-probability sampling technique. The study was conducted from June to July 2025. Data were analyzed using univariate analysis and bivariate analysis with the chi-square test. Primary data were collected through questionnaires as the research instrument. The univariate results showed the highest proportions was hish workload (93,9%), long working hours (65,9%), short work period (66,7%), productive age (93,2%), male gender (93,9%), high wages (53%), and good work environment (94,7%). Bivariate results show a relationship between working hours (p value 0,019), and work period (p value 0,05) with workload. There is no association between age (p value 1,000), gender (p value 0,402), wages (p value 0,147), and work environment (p value 1,000) with workload. Workload Companies need to increase the number of employess, perform routine maintenance on machinery and heavy equipment (forklifts and hoist cranes), and provide training for both new and existing workers.

This community service activity was carried out in the Parbaba White Sand Beach tourist area, Samosir Regency, with the aim of improving environmental cleanliness while fostering student awareness of the importance of preserving tourist destinations. This program is the result of a collaboration between the internship students of the Samosir Regency Tourism Office and the students of the Real Work Lecture (KKN) of Gadjah Mada University. The method used is a participatory approach, where students are directly involved in beach cleaning and waste sorting activities. The team cleaned the beach area, collected garbage, and separated waste into two categories, namely organic and inorganic. The results of the activity showed an increase in beach cleanliness and an increase in student awareness of the importance of protecting the tourist environment. In addition, this activity strengthens cooperation, social responsibility, and collaboration skills between students. This service program is expected to be a model of sustainable environmental activities that can be applied in other tourist destinations, thereby supporting the development of environmentally friendly and sustainable tourism.

Job satisfaction is one of the important factors that affect the quality of health services, especially in the context of care provided by nurses in hospitals. High job satisfaction can have a positive impact on motivation, performance, and nurse retention, thereby contributing to improved healthcare service quality. Conversely, low job satisfaction can lead to high turnover rates, which can disrupt service continuity and negatively impact patients. This study aims to analyze the relationship between years of service, employment status, and job satisfaction among nurses at RSUD Malingping 2025. The research method used is a quantitative descriptive research method. The population in this study consists of 83 nurses at RSUD Malingping, with a total sampling method applied to collect data from all 83 nurses. The analysis used the Chi-Square test. The results of the test showed that there is a significant relationship between length of service and job satisfaction among nurses (P = 0.007), as well as a significant relationship between employment status and job satisfaction among nurses (P = 0.000). The conclusion drawn is that there is a relationship between length of service and employment status with job satisfaction among nurses at RSUD Malingping in 2025. Recommendations for the hospital include paying more attention to the job satisfaction of nurses and other staff, so that healthcare services at RSUD Malingping can be more optimal.

MMP is a metal manufacturing company engaged in casting, forging, and machining processes with a three-shift work system, including night shifts that may increase mental and physical workload due to disruptions in workers’ biological rhythms. This study aims to analyze the mental and physical workload of die casting machine operators during the night shift and to propose improvement measures using the Fault Tree Analysis (FTA) method. The study involved 23 operators, with mental workload assessed using NASA-TLX and physical workload measured using CVL. The results indicate that mental workload falls into high to very high categories, with WWL values ranging from 46.6 to 97.3, where 12 operators experienced very high mental workload. The dominant contributing dimensions were effort, physical demand, and temporal demand. Meanwhile, physical workload ranged from 19.48% to 36.36% CVL, with most operators not experiencing fatigue. Although physical workload remains within acceptable limits, the high mental workload indicates the need for improvements. FTA analysis identified key contributing factors, including work methods, work systems, ergonomics, machine conditions, and the work environment. Proposed improvements include job rotation, improvements in work methods and task distribution, adjustments to the work system, enhanced machine maintenance, and ergonomics-based workplace improvements.