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The lack of learning motivation of Madrasah Ibtidaiyah Darussalam students Regency towards PAI lessons causes their learning outcomes to be less than optimal. Low learning motivation, lack of commitment and responsibility as well as active participation of students in responding to learning are obstacles in achieving learning success. To overcome these problems, Islamic Religious Education Learning requires innovative strategies to motivate students to learn. One method that can be used is religious tourism, which combines learning with direct experience at historical and religious sites. This research is a literature study which aims to analyze efforts to increase student learning motivation in PAI learning through religious field trips. In this research, literature was searched and analyzed related to the concept of learning motivation, PAI learning and religious tourism work methods. The results of the literature study show that the religious field trip method can increase students' learning motivation through direct experience and enrich their understanding of Islamic teachings and spiritual values.

This study aims to analyze the effect of organizational commitment, personal cost, seriousness of fraud, and professional commitment on whistleblowing intention with whistleblowing incentives as a moderating variable. The study involved 186 respondents from employees working in ministries and employees of private offices engaged in banking, services, trade, and manufacturing industries in Jakarta.  Data were collected using questionnaire techniques and analyzed using spss software with multiple regression analysis, descriptive, classical assumption tests and hypotheses. The results showed that organizational commitment has a positive effect on the intention of whistleblowing. Personal cost has no significant effect on the intention of whistleblowing. The seriousness of fraud has a positive effect on the intention to whistleblowing. Professional commitment has a positive effect on the intention to whistleblowing. Whistleblowing incentives strengthen the positive effect of organizational commitment on whistleblowing intentions. Whistleblowing incentives do not strengthen the effect of personal cost on whistleblowing intentions. Whistleblowing incentives strengthen the positive effect of fraud seriousness on whistleblowing intentions. Whistleblowing incentives do not strengthen the effect of professional commitment on whistleblowing intentions.    

Human resource accounting is considered strategic because employees are not only considered as operational costs, but also as assets that make a real contribution to the company's success. This means that human resource management does not only revolve around recording employee-related expenses, but also involves measuring the added value provided by the workforce towards achieving company goals. This research uses a descriptive qualitative research method, in the research "Implementation of Human Resources Accounting at PT. Perkebunan Nusantara III (Persero) Medan," this research will focus more on an in-depth understanding of various aspects of the implementation of human resources (HR) accounting in the company. . It can be concluded that this company has succeeded in managing human resources (HR) through the human resource accounting function with a structured approach. Involving employee performance measurement, value identification, and contribution costs, the company shows a commitment to measurable HR management. The strategy aims to create an environment where employees feel valued and can make significant contributions.

This research is motivated by the low effectiveness of employee work. This is thought to be due to the lack of productivity in the implementation of main tasks and functions due to the lack of knowledge, insight and technology which of course relates to employee competence. The low effectiveness of employee work is also thought to be due to the slow implementation of work programs from the planning that has been set on the grounds that there are many jobs that are difficult to do. The purpose of this study is to determine how employee competence affects employee work effectiveness, how commitment affects employee work effectiveness, and how employee competence and commitment together affect employee work effectiveness. The method used in this study uses a quantitative descriptive method. To analyze it, statistical correlation and multiple regression test data analysis was used using SPSS version 22.00. The results of the study obtained provide the conclusion that employee competence has a positive and significant effect on employee work effectiveness, commitment has a positive and significant effect on employee work effectiveness, and employee competence and commitment have a positive and significant effect on employee work effectiveness.  

XYZ is a multi-disciplinary company operating in the fields of mining contracts, engineering, procurement and construction as well as oil and gas services. This business entity, which has been established since 1972, has a strong commitment to Occupational Safety and Health (K3) which has become a culture in every element of the company. Basically, K3 is an effort to prevent/avoid/reduce accidents by stopping/removing/eliminating risks (risks). K3 is one of the requirements for increasing employee work productivity, this is closely related to achieving work or production targets. This research was conducted at the company PT. XYZ in the Balikpapan area. The aim of this research is to measure the level of employee concern for K3, with the efforts that the company has made through the rewards system, digitalization and audio-visual campaign methods. The research population is employees of PT. XYZ in the Balikpapan area. Sampling was carried out using a two-stage multi-stage cluster random sampling technique. The first stage is separated based on department cluster; Asset Management, SHE, SCM, HCBS, and Finance. The second stage is PT employees. XYZ is separated based on work environment stratification; office and field. Respondent data was analyzed with SEM-PLS using Smart PLS 3.0 software. The model developed illustrates that the rewards system, digitalization and audio-visual campaigns have a positive influence on worker safety motivation and indirectly influence worker safety behavior through worker safety motivation which acts as a mediating variable. Meanwhile, work safety motivation has a positive effect on work safety behavior.    

Digital literacy has become a key foundation for educational innovation and economic participation in the 21st century. As global economies transition toward digitalization, integrating digital competencies into senior high school curricula is increasingly viewed as essential for supporting Sustainable Development Goal 8 (SDG 8), which emphasizes decent work and inclusive economic growth. This study investigates the role of public policy in shaping digital literacy education in senior high schools through a comparative case study of Indonesia, the Philippines, and Canada. Employing qualitative policy analysis, the research explores how each country’s policy framework conceptualizes, implements, and evaluates digital literacy initiatives. The analysis focuses on curriculum integration, resource allocation, and stakeholder involvement, while also examining how these programs contribute to employability and economic resilience. The findings reveal notable differences in policy design and institutional commitment, with Canada demonstrating a more systematic integration of digital literacy, the Philippines emphasizing access and equity, and Indonesia facing challenges related to resource disparities and curriculum consistency. These variations illustrate how national contexts influence the inclusiveness and effectiveness of digital literacy policies. The study concludes with recommendations for policymakers to design context-sensitive, equitable, and future-oriented digital literacy strategies that align with labor market demands and promote sustainable economic growth.

This study aims to conduct a literature review on previous research related to factors influencing employee turnover intention in human resource management. This research falls under the category of library research,. The analysis of theory and relationships between variables is carried out through journals obtained from sources such as Publish or Perish, Mendeley, Google Scholar, and e-books. The findings of the research indicate that employee competency levels have a positive impact on turnover intention, indicating that despite possessing high skills, factors such as employee motivation, salary satisfaction, and organizational climate also play a significant role in influencing turnover intention. Furthermore, work stress, organizational commitment, and job satisfaction were identified as factors having a negative impact on turnover intention. The study also underscores that a positive organizational culture can diminish turnover intention, emphasizing the need to consider other variables such as work environment, leadership style, and organizational commitment. Additionally, the research highlights emotional labor and burnout as significant factors, wherein heightened emotional exhaustion can amplify employees' inclination to leave their jobs. Subsequent research endeavors could explore contextual factors that may moderate or alter the relationship between the identified variables (such as competence, motivation, job satisfaction) and turnover intention.

This paper aims to find out about the influence of organizational culture and organizational commitment together on employee performance. performance is the success of an employee's work that has been carried out on the tasks or work assigned to the employee with indicators a. Work quantity includes completing work programs, completing work, making work reports, achieving work quantities, and adjusting work plans; b. Work quality includes developing competence, creating work strategies, having work quality standards, and being motivated to complete the leader's work immediately; c. Efficiency includes the amount of funds provided, working methods, competition with other employees, paying attention to work needs, suitability of work schedules, and completion of work administration; d. Effectiveness, including achieving work targets, utilizing potential, utilizing work time, setting work goals and work responsibilities, and e. Initiative includes several aspects such as the ability to take appropriate steps in the face of difficulties, the ability to do work without assistance, and the ability to take the first step in an activity. There is a positive and very significant influence between organizational culture and organizational commitment together with employee performance.

Research Organizational change management is a process for managing changes carried out by an organization. Organizational change management can help organizations to increase work productivity by increasing employee skills and knowledge, employee training and development can increase employee abilities to carry out their duties and work better. This can increase employee work productivity because employees can complete their tasks and work more quickly and efficiently, increase employee motivation and commitment, employee motivation and commitment programs can increase employees' sense of belonging and pride in the company. This can increase employee motivation and commitment to work harder and produce better performance, improve the work environment, a comfortable and safe work environment can increase employee work productivity because employees can work more focused and efficiently. PT. Mayora Indah Tbk has implemented organizational change management effectively to increase the work productivity of its employees. These efforts have produced positive results. PT employee work productivity. Mayora Indah Tbk will increase by 20% in 2023. This is proven by an increase in added value per employee by 20%. Organizational change management as an effort to increase work productivity at PT. Mayora Indah Tbk: Stay focused on change goals, ensure support from leadership, effective communication, support from employees, evaluate success. By implementing these suggestions, PT. Mayora Indah Tbk can increase the effectiveness of organizational change management and achieve its goal of increasing employee work productivity.

Commitment to the community is a real form of the University's contribution to society, industry, local government and community groups struggling for economic and social independence. KKN demands Field Supervisors (DPL) and students to play an active role in recognizing the problems faced before joining the community for one and a half months. With Social Approach is an approach through the process of communication to the student Nurul Falaah Smas to explain the purpose and purpose of devotion, interacting directly with the student in the village cibadung area to introduce members to children and adolescents about the work programme of Vokasi exhibition activities. 18 August 2022 The teaching and learning activities were implemented which began with the introduction of several majors at the Muhammadiyah University of Jakarta. Real Work College (KKN) is an additional activity in the curriculum as a prerequisite for graduation for students. This is also one of the activities in which students truly respect and devote themselves to the tri dharma of the college.

The business understanding is one of the foundations of the work relationship that leads to an understanding or lawful relationship for the gatherings leads to freedoms and commitments. With It is trusted that the presence of a work understanding can understand the execution of the freedoms and commitments of representatives parties decently. Nonetheless, practically speaking it has not been completely understood. For get it going, in addition to other things: With government mediation, this is as per the quality of business regulation in Indonesia is that it is blended, in particular both private and public. Aside from that, the standards contained in the work understanding should be as one with every one of the standards contained in the law arrangements, including: The rule of opportunity of agreement, the standard of consensualism, the guideline of assurance regulation, the rule of honest intentions, the guideline of character, the standard of trust, the standard of lawful fairness, the standard of balance, the rule of lawful assurance, the ethical guideline, the standard of fairness and the standard of security. These standards are interconnected with each other, can't be isolated, are applied at the same time, and utilized as a limiting casing for the items in the work understanding.