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The aim of this research was to determine and analyze the role of self-control in mediating the influence of organizational commitment, work environment, and work stress on cyberloafing behavior among employees of the Religious Court Regional Coordinator I of the High Religious Court of Bandung. The method used in this study was a survey with a descriptive quantitative approach. The sample size in this study was 230 respondents, determined using the saturated sample technique. Using Partial Least Square-Structural Equation Model (PLS-SEM), the study found that organizational commitment and work environment had a significant positive effect on self-control, while work stress had a significant negative effect on self-control. Organizational commitment had a significant negative effect and work stress had a significant positive effect on cyberloafing behavior, while work environment had no effect on cyberloafing behavior. Self-control had a significant negative effect on cyberloafing behavior. Self-control was able to mediate the influence of organizational commitment, work environment, and work stress on cyberloafing behavior among employees of the Religious Court Regional Coordinator I of the High Religious Court of Bandung.

Cyberloafing, or employees engaging in non-work-related internet activities, has become a prevalent issue for many companies. Finding out how organizational commitment and workload affect cyberloafing behavior in nurses at the Lampung Province Regional Mental Hospital (RSJD) is the goal of this study. The basic data for this study came from a Likert scale questionnaire. There were 115 nurses in the research sample, and SPSS 29 software was utilized for the multiple linear regression analysis of the data. The study's findings provided evidence in favor of the premise that organizational commitment and workload significantly and negatively influence cyberloafing behavior. The recommendation for the Lampung Province Mental Hospital is to help create an atmosphere where nurses can feel content and at ease at work, as well as to inculcate positive values in them. The Lampung Provincial Mental Hospital ought to establish guidelines for the equitable distribution of nursing responsibilities. To lower the amount of cyberloafing among nurses, the Lampung Provincial Mental Hospital must also implement specific internet usage guidelines.

The purpose of this study is to ascertain how innovatice behavior and creativity affect the productivity of millennial workers in Bandar Lampung's tourist and hospitality sector. In order to accomplish this, a quantitative technique was used in the research, and data was gathered via a Likert scale questionnaire. Because the exact number of population members is unclear, the study used a purposive sampling method to establish the sample size, which amounted to 150 respondents. Software called SPSS 26 was used to examine research data, instruments, and hypothesis testing. This study employed multiple linear regression analysis as its analysis approach. The study's findings demonstrate that innovative and creative behavior benefit millennial workers' performance in the tourism and hospitality sectors in Bandar Lampung. Workers show efficacy in putting ideas into practice, but they are not as proactive in seeking out novel chances. Despite a propensity to be cautious when attempting new ideas, employee innovation has proved to be crucial to organizational success. As a result, encouraging innovation is crucial for raising employee performance and fostering organizational expansion.

Government agencies are organizations chosen to carry out state functions. The most valuable possession of any organization is the human resources employed in its activities. Human resource management is thus needed in the control and rationalization of the administration of human resources in an organization. Emotional intelligence refers to the capability to identify and know one's own emotions and feelings. The work environment, too, might affect employees in the demonstration of OCB. OCB refers to employee behavior beyond their routine activities. It involves displaying personal interest in fellow employees, giving suggestions for the better performance of fellow employees, and respecting and committing to the company. This study, therefore, aims at ascertaining the extent to which Emotional Intelligence and Work Environment influence the organizational citizenship behavior of Disdukcapil employees. The research design employed in this research is quantitative, with primary data sources. The sample used in this research includes all staff members from the Disdukcapil in Surakarta City. Data obtained by the researcher were analyzed using SPSS version 27. The results of this study conclude that emotional intelligence has a significant effect on OCB, work environment has a significant effect on OCB, and emotional intelligence and work environment both have a significant influence on OCB.

This study aims to analyze the problems faced by this business in the last few months and analyze employee behavior that appears in the work environment and identify effective strategies to overcome these problems. The research method used includes direct observation, namely interviews with employees. The research results show that factors such as less effective communication and lack of equipment facilities in a business. To overcome this problem, it is recommended to repair internal communication channels and equip all the necessary equipment.

Quality human resources are the result of good work motivation and work discipline. Good work discipline is the result of behavior carried out with awareness and a sense of willingness to comply with all regulations. The aim of this research is to determine the relationship between work motivation and work discipline in companies. The type of research used is quantitative research with a correlational approach. This data collection method uses a scale of work motivation and work discipline. The data analysis method used in this research is in accordance with Karl Pearson's Product Moment correlation technique and uses the SPSS 25.0 application. The results of the product moment correlation calculation obtained a value of 0.756, meaning there is a positive relationship between work motivation and work discipline.

The purpose of this research is to empirically determine the analysis of competency and innovative work behavior on employee performance mediated by knowledge sharing by conducting a study at the Tual City Personnel and Human Resource Development Agency). This research is positivism research, with the type of research being explanatory research. The population in this study was all employees of the Tual City Personnel and Human Resource Development Agency, totaling 33 people. The data analysis technique used in this research is Partial Least Square-Structural Equation Modeling (PLS-SEM) with the SmartPLS application. The research results show that competency is empirically unable to encourage increased employee performance. Innovative work behavior is empirically unable to encourage increased employee performance. Competency can empirically encourage increased knowledge sharing. Innovative work behavior is empirically able to encourage increased knowledge sharing. Knowledge sharing is empirically able to encourage increased employee performance. Competency is empirically able to encourage increased employee performance mediated by knowledge sharing. Innovative work behavior is empirically able to encourage increased employee performance mediated by knowledge sharing.

Airplane Accident Assistance and Fire Fighting (PKP-PK) is a unit at the airport that is responsible for handling aviation emergencies and fires. This research discusses the influence of work discipline and work safety on the work effectiveness of PKP-PK unit employees at airports. Work discipline itself means attitudes and behavior that show compliance and adherence to the rules, norms, procedures and work ethic established in the workplace. Meanwhile Occupational safety itself is a series of actions, policies and procedures implemented to protect the health and safety of employees in the workplace. The aim of this research is to analyze the influence of employee work discipline and work safety on the effectiveness of the PKP-PK work unit. This research also aims to determine the effectiveness of the work of firefighters regarding obstacles and the efforts made to overcome these obstacles.The method used in this research is library research, which involves collecting and analyzing data from various relevant literature sources. This research focuses on previous studies regarding work discipline and work safety on work effectiveness in the PKP-PK unit. The research results show that good work discipline and safety have a positive effect on the work effectiveness of the PKP-PK firefighting unit employees. Discipline that is embedded in the souls of every employee increases work effectiveness and enthusiasm for work, so that responses to emergency situations can be carried out quickly and effectively. Therefore, there is a need for better personnel training and more detailed safety equipment readiness to improve operational performance.

This research begins with the discovery of problems related to the low resilience of employees in dealing with work pressure in the Pangeran Beach Hotel Padang environment. This study aims to analyze the effect of employee resilience on organizational citizenship behavior mediated by organizational commitment at Pangeran Beach Hotel Padang.  The research population was 110 employees of Pangeran Beach Hotel Padang with purposive sampling method obtained a sample of 86 respondents. The data analysis method uses descriptive statistical tests and SmartPLS 3.0. The results of the research seen from direct hypothesis testing employee resilience has a positive and significant effect on OCB with a statistical t value of 3.947, employee resilience has a positive and significant effect on organizational commitment with a statistical t value of 3.938, organizational commitment has a positive and significant effect on OCB with a statistical t value of 2.751, and indirect results employee resilience has no significant effect on OCB through organizational commitment with a statistical t value of 1.700 which is smaller than 1.96.

Employee work behavior can include their actions, attitudes, and opinions about their own work. All business organizations must understand the work behavior of their employees. Employee work behavior will influence company performance and direct the achievement of company goals. employee work behavior at PT. Indolakto Pasuruan is the subject of this research. Primary data was obtained through surveys, observations and interviews. This research involved all production department employees at PT. Indolakto Pasuruan, numbering 160 people. The results show that employees have motivation, can show work productivity, are responsible and work hard.

Effective leadership and employee discipline are essential to maintaining a productive and professional workplace environment. Leaders are expected to open up two-way communication so that employees can fully understand the Company's goals in achieving performance. Companies need to have a clear and consistent approach to employee discipline to ensure that employees understand company policies and comply with performance expectations. In addition, employee discipline helps identify and correct behavior or actions that are detrimental to the organization

The superiority of a company really depends on the human resources (HR) it has. Excellence in the field of human resources means that the company can retain, nurture and develop its quality employees from time to time in accordance with the standards they have set. Superior employees are those who have advantages compared to employees in other companies, for example abilities and behavior, so that they are able to achieve targets and even exceed what was previously set as their workload.The management of a company that has superior employees must be good at looking after, nurturing and retaining employees so that they continue to perform well and continue to survive in the company. Maintenance can be done by making employees feel happy and at home working in the company. Then by continuing to develop the competencies and talents they have, so that they have the ability, behavior and high loyalty to the company. If this is not done, it will certainly be a problem for employees to maintain and retain their employees.

Human resources as a resource in a company have a strategic role compared to other resources. Humans play a very important role in the development of a company. If a company has higher quality human resources than its competitors, then its performance will definitely increase. Human resource and competency planning in a company plays an important role in improving human resources, especially in terms of employee performance, employee performance to help achieve company goals. In this case, employee performance is a result that can be achieved by an individual or group of people in a company organization according to quantitative or qualitative aspects, considering employee compensation. Apart from that, a mismatch between an employee's competency (the employee's educational background and skills) and their job can also make the employee uncomfortable with what they are doing. This of course greatly affects the level of work productivity in the company. Competencies can clarify work standards and expectations that the company wants to achieve and can make it easier for companies to align work behavior with organizational values. Apart from that, HR planning as an activity is a process of how to meet current and future workforce needs for an organization. In meeting current workforce needs, the HR planning process means efforts to fill/cover workforce shortages both in quantity and quality. HR planning emphasizes forecasting efforts regarding workforce availability based on needs in accordance with future business plans.

This study aims to prove and analyze the effect of quality of work life, compensation, and work motivation on organizational citizenship behavior in KSP Maju Bersama Jaya Magelang employees. The research was conducted quantitatively, with the sample analyzed being 14 employees. This research method is carried out in stages starting from the introduction to the processing of data that the author and the preparation of research reports have obtained. The study's results prove that quality of work life, compensation, and work motivation do not partially or simultaneously affect organizational citizenship behavior. Other results show that the magnitude of the influence of quality of work life, compensation, and work motivation on organization citizenship behavior on organization citizenship behavior is 39.0%.

Awareness of Occupational Safety and Health (OSH) has been recognized as a key factor in the success of companies in managing risks and improving productivity. This research investigates best practices to enhance OSH awareness in the workplace and its impact on company performance. Literature review identifies that comprehensive training programs, promotion of safety culture by management, active participation of employees in OSH-related decision-making, and implementation of incentive and reward systems are effective strategies to enhance OSH awareness. These practices provide employees with a deep understanding of potential workplace risks and the importance of safe behavior. Furthermore, the promotion of safety culture by management creates a work environment where safety is prioritized. Active employee participation in OSH decision-making strengthens a positive safety culture, while the implementation of incentive systems provides additional motivation for employees to adopt safe behaviors. By implementing these strategies in combination, companies can create a safer, healthier, and more productive work environment. This research provides valuable insights for stakeholders in developing effective OSH programs and improving overall company performance.

The gap between awareness of integrity in business and lowering standards of behavior is growing. The implication is that the attribute of integrity is only given to individuals with morality that conforms to societal standards. However, assigning the attribute of integrity does not always require moral approval. This research aims to analyze the influence of a culture of behavioral integrity on the work environment. The results of this research can be used as a reference and reference regarding behavior integrity in the work environment. This research uses library research methods. The results of the discussion concluded that a culture of behavioral integrity had a positive and significant effect on performance at several institutions. A behavioral culture of integrity also has a significant influence on company performance. Integrity in the workplace has benefits such as maintaining integrity, reducing stress, increasing job satisfaction, and building a positive organizational culture for employee development.

This research examines employees of Perum Jasa Tirta I Semarang. This research aims to determine the influence of cyberloafing and leader member exchange on innovative work behavior through employee performance. The research method in this research is a quantitative research method. The population in this study was all employees with a total of 10 employees who worked at Perum Jasa Tirta I Semarang, while the sample in this study was 180 respondents. Determining the sample size used a non-probability sampling technique because the population was relatively small, so the technique taken was saturated sampling (census). Data analysis in this research used the SmartPLS version 3 program. The data analysis technique used was the Structural Equation Modeling (SEM) equation model. The results of the analysis and discussion show that the perceived quality variable influences Cyberloafing, influences Innovative Work Behavior, Leader Member Exchange influences Innovative Work Behavior, Cyberloafing influences Employee Performance, Leader Member Exchange influences Employee Performance, Employee Performance influences Innovative Work Behavior, Cyberloafing influences on Innovative Work Behavior is partially mediated by Employee Performance, and Leader Member Exchange influences Innovative Work Behavior of Perum Jasa Tirta I Semarang employees which is partially mediated by Employee Performance.

Achieving organizational targets is a major goal in an organization, including BPJS Health. With changing conditions towards digitalization, innovative behavior by employees is very necessary to make it easier to complete work. Organizational support in the form of attention and concern is an important factor in realizing innovative employee behavior. Another factor that also greatly influences employee innovative behavior is work engagement, where with this engagement employees will have passion for their work. This research aims to determine the influence of these two variables on employee innovative behavior. The method and analysis used in the research is a quantitative method with multiple regression analysis. The data collection technique used was a questionnaire to all permanent and contract employees at BPJS Health Magelang Branch with a total of 65 respondents. The results of this research show that first, there is a significant and positive influence of perceived organizational support on employee innovative behavior as evidenced by the t value of 3.357 and a significance of 0.001. Second, work engagement has a significant and positive influence on employee innovative behavior as evidenced by the t value of 5.605 and a significance of 0.000. Third, from the results of calculating the coefficient of determination it can be concluded that perceptions of organizational support and work engagement together have an influence on employee innovative behavior by 53%.

In order to achieve effective and efficient organizational goals, it is necessary to improve employee performance at BPJS Health Magelang Branch. Suitability of workload for each employee is an important factor in creating good conditions for each employee. Apart from that, the condition of employees with low stress and high satisfaction with the organization is a key variable in realizing increased employee performance. This research aims to determine the influence of these three variables on employee performance. The method and analysis used in the research is a quantitative method with multiple regression analysis. The data collection technique used was a questionnaire to all permanent employees at BPJS Health Magelang Branch with a total of 48 respondents. The results of this research show that first, there is a significant and negative influence of workload on employee performance as evidenced by the calculated t value of -3.096 and a significance of 0.003. Second, work stress has a significant and negative influence on employee performance as evidenced by the calculated t value of -2.642 and a significance of 0.011. Third, job satisfaction also has a significant and positive influence on employee performance as evidenced by the calculated t value of 2.641 and a significance of 0.018. Fourth, from the results of calculating the coefficient of determination it can be concluded that workload, work stress and job satisfaction together have an influence on employee performance was 56.5%.

The lack of OCB behavior shown by some nurses, namely, only formal tasks that can be completed optimally without being supported by behaviors that support the creation of extra performance more than expected. The low form of OCB behavior in oneself can be seen from not caring about the work of colleagues, when the work is finished, often complaining about work and hospital policies. This study aims to analyze the effect of leader member exchange on organizational citizenship behavior of nurses at the Stella Maris Hospital. This type of research is a quantitative study using an observational study with a cross sectional study design. The samples in this study were nurses at the inpatient installation of the Stella Maris Hospital in Makassar, totaling 131 respondents. The results showed that there was an effect of leader member exchange on organizational citizenship behavior for nurses. It is recommended to the hospital management to be able to make meetings and hold workshops, by providing support to their subordinates in order to create a good relationship between superiors and subordinates so that it is easier for subordinates to convey innovative ideas and can also hold trainings for employees who can help improve creativity and innovative behavior of employees.