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Working from home can improve employee performance but also pose challenges for employees. Employees who work from home will avoid distractions at the office, have a better work-life balance and avoid office politics. But on the other hand, working from home can also increase stress in employees due to the increase in video conferences compared to face-to-face meetings felt by employees, so that high organizational commitment is needed so that employees can continue to face existing challenges and maintain their performance. This study aims to determine the effect of working from home on employee performance with organizational commitment as a moderating variable in Indonesia. The method used in this research is quantitative method with purposive sampling technique. The total respondents in this study were 240 respondents from all over Indonesia. For hypothesis testing, the moderated regression test using Moderated Regression Analysis (MRA) by Hayes and t test were used. The results showed that working from home has a positive and significant effect on employee performance. Other results show that organizational commitment does not moderate the positive effect of working from home on employee performance. Therefore, companies can create monthly evaluation activities, performance support systems and involve employees in every process of formulating company policies. Therefore, companies can create monthly evaluation activities, performance support systems and involve employees in every process of formulating company policies.

This study aims to determine the effect of training, compensation, and work facilities on employee performance at the Regional Disaster Management Agency (BPBD) of Langsa City. The approach used in this research is quantitative, with a population of 156 employees. The sample determination in this study is a random sampling technique, and the calculation uses the Slovin formula with an error rate of 5% (0.05), so that the number of respondents in this study is 112 people. The data analysis method used is multiple linear regression, t test for partial analysis, F test for simultaneous analysis, and the coefficient of determination test (Adjusted R²). So from the results of multiple linear regression, the equation Y = 10.491 + 0.247X₁ + 0.275X₂ + 0.255X₃ is obtained. Thus, based on the t-test results, it shows that training has a significant value (t sig.) of 0.000 < 0.05, compensation of 0.001 < 0.05, and work facilities of 0.012 < 0.05. This result indicates that training, compensation, and work facilities significantly affect employee performance at BPBD Langsa City. Furthermore, the F test results show a significant value (F sig.) of 0.000 < 0.05, which explains that training, compensation, and work facilities simultaneously significantly influence employee performance. The coefficient of determination test (Adjusted R²) produces a value of 0.336, which indicates that the variables of training, compensation, and work facilities affect employee performance by 33.6%. The remaining 66.4% is influenced by other variables not included in this study, such as occupational safety and health (OHS), work stress, work experience, competence, workload, job satisfaction, work culture, work discipline and external organisational factors.

The background of this research aimed to: (1) determine the description of employee performance, workload, and work stress; (2) analyze the influence of Workload and Job Stress on employee performance both partially and simultaneously.The population in this research were employees of the Sikka Regency Regional Revenue Agency, totaling 61 people. This research was carried out with a sanmpling technique or saturated sampling (total sampling). Data was collected through questionnaires and analyzed using descriptive methods and inferential statistics, namely multiple linear regression. Hypothesis testing is carried out through the F-test and t-test.The results of the descriptive analysis showed that the employee performance. Work Load and Work Stress variables were categorized as good. The statistical results of the t-test showed that the Workload variable had a positive and insignificant effect on employee performance. Furthermore, the Job Stress variable has a positive and significant effect on employee performance. The statistical results of the F test showed that simultaneously the variables Workload and Job Stress had a significant effect on employee performance. The results of the determination analysis showed that the two independent variables in this research were able to explain the fluctuation ofemplovee performance of the Regional Revenue Agency of Sikka Regency by 12.5%.

This research uses a qualitative approach aimed at describing how the emotional intelligence of school principals improves teacher personality competence, to find out how teacher personality competence is and to find out the supporting and inhibiting factors in improving teacher personality competence with the emotional intelligence of school principals at SMAN 11 Muaro Jambi. The research findings indicate that the principal’s ability to recognize, manage, and express emotions effectively can create a conducive environment for the development of teacher personality. By providing motivational support, leading with empathy, and setting an example in interacting with teachers, the principal plays a role as an agent of change that enhances interpersonal relationships and teacher professionalism. Teacher personality competence is reflected in aspects of integrity and responsibility, emotional maturity, interpersonal skills, and strong commitment to the teaching profession. The main supporting factors for the principal's emotional intelligence in enhancing teacher personality competence include a conducive school environment, professional training and development, good role modeling by the principal, and social support among teachers. Meanwhile, significant inhibiting factors include limited time and resources, as well as teacher stress and workload. A principal with high emotional intelligence can play an essential role in creating positive change that supports the development of teacher personality, even though various challenges must be addressed.

Graduates competitiveness is a major factor in determining their readiness to face the increasingly competitive world of work. Management psychology plays an important role in shaping the character, skills, and mentality needed by graduates to be able to adapt to the dynamics of the industry. Through a management psychology approach, such as strengthening leadership, increasing motivation, and managing stress and emotions, graduates can develop a professional and productive attitude. In addition, the application of psychological theory in human resource management allows for the development of soft skills that support work readiness, such as effective communication, teamwork, and problem solving. The application of management psychology in the world of education can be done through various strategies, such as coaching, mentoring, and the formation of an academic culture that is oriented towards self-development. With this approach, educational institutions can create a learning environment that encourages the growth of character and competency of graduates holistically. In addition, the synergy between education and the industrial world is also an important factor in increasing the competitiveness of graduates, where learning based on practice and direct experience can strengthen their readiness to face the challenges of the world of work.

This research aims to examine self-efficacy as a measure of improving nurse performance through literature review. Literature review is the collection and analysis of data from various written sources such as books and relevant scientific journals on the topic. Data was obtained by utilizing Google Scholar without conducting field research, but rather by reviewing previously published data to support the discussion about self-efficacy and nurse performance. The results of the study indicate that self-efficacy has a significant impact on career development, work effectiveness, and stress management. Nurses with high self-efficacy tend to be more confident, assertive, and resilient in facing pressure, including during the pandemic. Competence and career development supported by self-efficacy also enhance the quality of nursing services. Although there are insignificant results, the majority of studies show that good self-efficacy plays an important role in improving the performance and professionalism of nurses.

Management psychology in education is an interdisciplinary field that integrates the principles of psychology and management to improve the effectiveness of educational institution management. This study aims to understand how management psychology plays a role in creating a conducive work environment in schools. The research method used is a literature study by analyzing various relevant academic sources. The results of the study indicate that the application of management psychology contributes to improving the leadership of school principals, understanding the needs and personalities of teachers and employees, assisting in decision making, and overcoming conflict and stress in the work environment. The main factors that influence a healthy work environment include physical, psychological, and institutional policy aspects. By implementing strategies based on management psychology, educational institutions can create a work atmosphere that supports the productivity and well-being of all stakeholders.

Noise generated by Diesel Power Plants (PLTD) is a significant environmental problem, especially in urban areas and settlements adjacent to power plant facilities. This study analyzes the noise level around the Fakfak Cotton Plant and its impact on the local community. This study uses a combination of methods, including noise level measurements using a Sound Level Meter (SLM), field observations, interviews with the community, and a SWOT analysis to evaluate the strengths, weaknesses, opportunities, and threats in noise mitigation. The measurement results show that the noise level generated exceeds the threshold of 55 dBA set by the Decree of the Minister of Environment Number 48 of 1996 for residential areas. This condition has a negative impact on the comfort, health, and social interaction of the community around the PLTD location, causing sleep disturbances, stress, and decreased quality of life. The SWOT analysis shows that although the PLTD has advantages in terms of sustainable operations and professional workers, the main weaknesses lie in the lack of soundproofing and the absence of regular noise evaluations. However, there is a great opportunity in the application of noise mitigation technologies, such as the installation of soundproofing, the use of acoustic walls, and planting vegetation as a sound barrier. In addition, collaboration with local governments and increasing environmental awareness can help manage noise impacts more effectively. The main threats identified include potential social conflicts with surrounding communities, negative health impacts, and changes in environmental policies that can affect PLTD operations. With the right mitigation strategies, such as the application of soundproofing technologies, improved communication with the community, and better integration of environmental policies, the environment around PLTDs can become more comfortable and conducive for the community. This study emphasizes the importance of regulatory and technology-based approaches in managing noise in urban environments, as well as the need for sustainable mitigation measures to maintain the well-being of communities around PLTDs..

Turnover intention refers to the desire or intention of employees to voluntarily resign or move to another workplace according to their wishes. The purpose of this study is to study how job satisfaction functions as a mediator in the relationship between job stress and the desire to resign of employees of CV. Bali Harmoni Bali Zoo. This study involved 58 employee respondents and used a survey method through questionnaires and interviews, and was analyzed using inferential statistical techniques in the form of path analysis. The results of the study indicate that job stress affects the desire to move jobs positively and significantly. In addition, Job stress has a negative and significant effect on job satisfaction, and job satisfaction has a negative and significant effect on turnover intention. Thus, the job satisfaction variable is proven to be able to mediate the effect of job stress on turnover intention.  

Working mothers, having a dual role as a housewife and a worker outside the home is certainly not an easy thing to do because working mothers are faced with two demands that must be carried out simultaneously and must be fulfilled in a balanced way, which if these demands are not met will cause conflict that has an impact on decreased well-being, stress and decreased positive emotions and increased negative emotions. The purpose of this study was to determine the effect of forgiveness training on the subjective well-being of working mothers. The research design used a pretest posttest control group design experiment with 32 subjects divided into 16 people as the experimental group and 16 people as the control group using random assignment. Data collection used the Satisfaction with Life Scale (SWLS) and the Scale of Positive and Negative Experience (SPANE) to measure subjective well-being. Data analysis used the non-parametric Mann Whitney test and the Wilcoxon test. The results of the analysis showed a p value = 0.000 (p <0.05), so it can be concluded that forgiveness training has an influence in increasing the subjective well-being of working mothers.

Generation Z has emerged as a major force in today’s workforce, known for their enthusiasm in building careers and making meaningful contributions. They tend to favor flexible job environments that align with their skill sets. Despite this, many of them face job-related stress that leads to a higher likelihood of resignation. This study adopts a literature review method, analyzing 15 scholarly articles to explore the correlation between job stress and turnover intention among Generation Z employees in the creative industry. The findings reveal a significant positive relationship between stress and turnover intention, while job satisfaction and work environment help reduce the desire to quit. Key stressors include excessive workload, lack of appreciation, and mismatch between expectations and job reality. Thus, companies are encouraged to foster a supportive workplace culture and offer appropriate compensation to retain their young workforce.

In an effort to reduce the number of work accidents, Satlantas members as the responsible party need to maintain their performance in the field. However, in reality, performance can be influenced by other variables such as work stress and OCB. This will affect the results and quality of performance carried out. The purpose of this study was to determine the relationship and influence between two variables, namely work stress (X1) and OCB (X2) on the performance (Y) of Satlantas Aceh Besar members in reducing traffic accidents. This study is a study with a quantitative approach using a survey method. Data collection was carried out by distributing questionnaires containing 50 statements to 44 respondents of Satlantas Aceh Besar. Data analysis in this study used multiple linear regression, which produced the equation Ŷ = a + b1X1 + b2X2 + e where work stress and performance have a negative relationship direction with a coefficient value of -0.247, while the tcount value> ttable (-2.020) which means H0 is rejected. Then the results of the OCB t-test on performance have a t-value of 7.465 which is greater than the t-table of 2.020 so that H0 is accepted and OCB has an effect on performance with an F-value of 52.182 greater than the Ftable of 3.226 meaning that H0 is accepted which means that work stress and OCB together have an effect on performance. Then the results of the determination coefficient are known to be 0.718 which means that work stress and OCB have an effect on performance of 71.8%. From these results it can be concluded that work stress does not have a significant effect on member performance, while OCB has a significant effect on member performance and OCB with work stress together affect member performance.

Degenerative diseases are chronic diseases that can affect a person's quality of life in the future. One example of degenerative diseases is diabetes mellitus and hypertension. Hypertension is defined as one of the most dangerous health problems worldwide because hypertension is a major risk factor that can cause cardiovascular diseases such as heart attack, heart failure, stroke. The purpose of this study was to determine the relationship between family history, type of work, and stress level on the incidence of hypertension in Kebonkalapa hamlet, Kutapohaci. The research method used a nonparametric test technique using the chi square statistical test and was processed using the IBM SPSS 25 application. The results of the analysis obtained from this study found that family history, type of work, and stress level were not associated with the incidence of hypertension in Kebonkalapa hamlet, Kutapohaci because the p-value was greater than 0.05.    

This study investigates the effect of role stress and job resources on emotional exhaustion, with work-family conflict as a mediating variable among higher education personnel. Employing a quantitative research design with a causality analysis approach, data were collected through a structured questionnaire using a five-point Likert scale. The sample consisted of 200 educational staff at XYZ institution in Bogor Regency, including civil servants, permanent employees, and contract workers. Data analysis was conducted using the Structural Equation Modeling-Partial Least Squares (SEM-PLS) technique with SmartPLS 3 software. The findings revealed that role stress has a positive and significant impact on emotional exhaustion, indicating that increased stress from role demands contributes to higher levels of emotional fatigue. Conversely, job resources were found to have no significant direct effect on emotional exhaustion. Furthermore, work-family conflict significantly mediated the relationship between role stress and emotional exhaustion, suggesting that stress from conflicting work and family demands intensifies emotional exhaustion. However, work-family conflict did not mediate the relationship between job resources and emotional exhaustion. These results emphasize the critical need for effective stress management strategies and support systems that can help reduce work-family conflict to maintain the emotional well-being of education personnel. This study contributes to understanding the psychological dynamics in the workplace and provides insight into improving employee resilience and productivity in educational institutions.

One of the causes of the high Maternal Mortality Rate (AKI) is long childbirth. If the delivery process lasts a long time, it can cause the mother to be exhausted because she runs out of energy. This results in inadequate uterine contractions (his) so that it can cause failure in the progress of labor. In addition to the inadequacy of uterine contractions (his), psychological conditions are also one of the factors that affect the length of labor progress. The psychological condition in question is the mother's perception of anxiety and pain during the childbirth process. One of the non-pharmacological therapies is self-healing , which is one of the methods used to manage emotions in order to avoid things that cause stress. This study aims to analyze the Effectiveness of Self-Healing to Reduce the Intensity of Pain in Maternal Mothers at PMB Winda Nainggolan, Hutabayu District, Simalungun Regency, North Sumatra Province in 2024. This research method uses a quantitative research approach with a quasi-experimental design research method in one group (one group prestest posttest). The research will be conducted in May 2024-July 2024. The sample size was 16 people with nonprobability sampling techniques. The data analysis used was using the Pairet t Test with an error value of α 0.05. The results of the study based on the output test statistics obtained a significance value of 0.000 which is smaller than the significance level of 5% (p-value = 0.000 < 0.05). The conclusion of the study is that Ha is accepted, which means that there is an effect of self-healing on the reduction of Period I labor pain in Primigravida mothers at PMB Winda Nainggolan, Hutabayu District, Simalungun Regency, North Sumatra Province in 2024. It is hoped that health workers can improve the quality of service, self-healing can be an intervention as one of the non-pharmacological therapies for maternal mothers.

The drama Ayahku Pulang is able to describe Indonesian families during the colonial era. This story is very stressful between family members. One of the people who experiences the most spiritual turmoil is Gunarto, a young man who is now an adult. Gunarto shows a tough, cynical nature, and does not accept his parents back who are no longer worthy of being his mainstay. In this context, the character of Gunarto is a very interesting literary object for research among teenagers. His position is so important for research on adolescent psychology because at this time they are in the midst of an identity crisis, regarding the search for identity. The purpose of this study is to analyze the character of Gunarto as a representation of the inner conflict of adolescents in the drama Ayahku Pulang using Erikson's development theory. According to Eriksonian theory, adolescence is in search of identity through protest against wrong roles. Gunarto in this case is compared with a character who not only faces external conflict in his relationship with his father, but also internal conflict about the child's self-awareness, feelings of disappointment, and the need for emotional stability. The method used in this study is a qualitative method with drama text analysis techniques. Data obtained from the original manuscript of Ayahku Pulang were analyzed descriptively-analytically to explore the dynamics of Gunarto's psychology holistically. From this study, the importance of understanding the psychology of adolescence in literary works, especially when it comes to the relationship between parents and children. Gunarto's character is the voice of a wounded youth. This study focuses on literary psychology and is codified in Indonesian families. This scope opens up criticism of the role and how consistent the parental figure is in developing the identity of the younger generation.  

This study aims to examine the role of gratitude in enhancing the psychological well-being of healthcare workers during times of crisis, particularly within the context of the COVID-19 pandemic. Using a qualitative approach through literature review and thematic analysis, the study finds that gratitude positively contributes to aspects of psychological well-being such as self-acceptance, life purpose, personal growth, and positive relationships with others. Gratitude also functions as an adaptive coping mechanism that strengthens the mental resilience of healthcare workers in facing work-related stress and high emotional risks. These findings highlight the importance of gratitude-based psychological interventions to support the mental health of healthcare professionals during crises.

This study investigates the profound impact of the protracted humanitarian crisis in the conflict zone of Syam on the mental health of healthcare professionals, employing a systematic meta-analytical approach across 47 independent studies (N = 12,487) published between 2011 and 2023. The findings reveal an alarmingly high prevalence of burnout, reaching 78.3% (95% CI [75.2–81.4]), with emotional exhaustion recorded as the most dominant dimension (M = 3.89; SD = 0.76). Additionally, secondary trauma was identified in 65.7% of all respondents (95% CI [62.4–69.0]), with the primary symptoms manifesting as post-traumatic stress disorder (PTSD) at 44.2% and depression at 39.8%. Meta-regression analysis demonstrated that the duration of exposure to conflict (β = 0.42; p < 0.001) and the intensity of workload (β = 0.38; p < 0.001) served as significant predictors of burnout. Meanwhile, the lack of psychosocial support (OR = 2.34; 95% CI [1.89–2.79]) and critical resource scarcity (OR = 1.98; 95% CI [1.65–2.31]) were strongly correlated with the emergence of secondary trauma among healthcare professionals. Furthermore, diverging from the more individualistic frameworks employed in the studies of Bdaiwi et al. (2020) and Bou-Karroum et al. (2020), this research explores the intricate entanglement of organizational and situational determinants that concurrently shape the mental health landscape of medical personnel operating in the Syam conflict zone. Moreover, the study's original contribution lies in identifying resilience adaptation patterns observed in 34.2% of participants, revealing that endurance capacity was cultivated through collective coping strategies and close peer support. According to the researchers, this study offers a new lens for designing community-based psychological interventions that are both sustainable and contextually grounded for healthcare providers affected by the protracted armed conflict in Syam.

The increasing presence of Generation Z (Gen Z) in the banking industry presents unique challenges, especially in highly regulated work environments. Gen Z employees prioritize work-life balance, seek continuous personal and professional development, and expect a more flexible and transparent workplace culture. However, the stringent regulatory requirements in the banking sector impose high job demands, administrative burdens, and intense supervision, which may lead to significant job stress among young employees. This study aims to explore the experiences of Gen Z employees in coping with regulatory pressures in the banking industry and to identify their adaptation strategies to manage workplace stress. Using a qualitative approach, the research investigates how leadership styles, job autonomy, and financial well-being influence Gen Z's stress levels and job satisfaction. Findings indicate that supportive leadership, clear communication, and flexible work arrangements can mitigate stress and enhance employee retention. The study offers practical recommendations for financial institutions to implement employee-centred policies that align with Gen Z's expectations while maintaining compliance with industry regulations.  

The background of this research is the employee performance of the Inspectorate Office in Sikka Regency has not been maximized. This research aimed to (1) determine the decription of work performance, work load, and work stress at the Inspectorate Office In sikka Regency and (2) analyze the influence of workload and work stress on the employee performace of the Inspectorate Office in Sikkaregercy both partially and simultaneously. The population in this research were employess of the Inpectorate Office in Sikka Regency totaling 43 people . This research was carried out by continuing to census or saturated sampling because the population was limited. Data were coocted though questionnaires and analyzed thoghdescriptive  and inferential statistical methods, namely multiple linear regression. Hypothesis testing was done though the F and t-tests. The result of descriptive analysis indicatend that the employe performance, workload,and work stress variables  were categorized as good. The statistical results of the F-test showed that together ( simultaneously ) all independemt variables consisting of workload variable (X1) and work stress variable ( X2) had a significant influence on employee performance.The statistical result of the t-test showed that individually (partially ) the workload variable ( X1) had a significant influence on the employe performance variable and then partially the work stress variable had a significant influence on the employee performance variable at the Inspectorate Office in Sikka Regency . The results of the determination analysis showed that the two independent variables in this research were able to explain the variation in the variation in the ups and downs of employee performance of 28.2%.