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Developments in the digital era require communities to have the ability to access, understand, and utilize technology as part of their preparedness for global change. However, not all community groups have equal access and digital skills, particularly regional communities such as the Central Mamberamo Community Association (HMMT) in Sorong City. This community service activity aims to empower members of this community through training in developing mobile learning-based digital teaching materials using the Thunkable application. The method used was a direct, participatory, project-based approach, allowing participants to be actively involved in every stage of the activity. The results of the activity showed an increase in participants' understanding of the concept of mobile learning, their ability to use the Thunkable platform, and the creation of simple teaching material prototypes relevant to the local context. The training also succeeded in increasing learning motivation and a sense of ownership of the developed digital products. These findings support the effectiveness of no-code and project-based learning approaches in improving digital literacy in non-technological communities. This activity serves as an initial model for inclusive and sustainable technology-based community empowerment. Furthermore, this activity also had a positive impact on strengthening collaboration among HMMT community members. By working together in teams, participants not only improved their technical skills but also developed more effective collaboration and communication skills. Using the no-code Thunkable app allows them to create digital learning materials without requiring a deep technical background, making them more accessible to a wide range of communities. The success of developing a prototype of learning materials tailored to local needs also opens up opportunities for the community to continue developing their digital products in the future, with the hope of expanding access to more equitable and quality education in the region.

In addition to improving interpersonal communication skills, this training also emphasized the importance of strategic communication in the context of advocacy and social mobilization. NGO administrators were trained to design campaign messages tailored to audience segments, including potential donors, corporate partners, and government stakeholders. An understanding of the importance of framing and emotional appeal was also emphasized, so that the messages delivered were not only informative but also able to inspire empathy and concrete action from the audience. During the training process, participants were also equipped with a basic understanding of digital communication, particularly in utilizing social media platforms as a tool to expand the reach of messages. Creative content strategies, effective posting scheduling, and the use of visual storytelling were introduced so that NGO administrators could build a positive image of their institutions in the digital space. These skills are crucial considering that the dynamics of public communication today are influenced by the speed and reach of social media.The positive impact of this activity was felt not only individually, but also institutionally.The NGO "Kakak Asuh" began to show an increase in public engagement through social media, an increase in the number of new volunteers, and the opening of opportunities for partnerships with external parties. This demonstrates that persuasive communication is not merely a means of conveying a message, but also a strategy for building strong, credible, and sustainable relationships with the wider community. Going forward, the sustainability of this training program is designed through a system of ongoing mentoring and support. This approach is expected to strengthen the implementation of the communication strategies learned and enable a comprehensive transformation of organizational communication. Thus, this PKM activity will not only have a short-term impact but also build a solid communication foundation to support the NGO's social mission in the future.

In addition to improving interpersonal communication skills, this training also emphasized the importance of strategic communication in the context of advocacy and social mobilization. NGO administrators were trained to design campaign messages tailored to audience segments, including potential donors, corporate partners, and government stakeholders. An understanding of the importance of framing and emotional appeal was also emphasized, so that the messages delivered were not only informative but also able to inspire empathy and concrete action from the audience. During the training process, participants were also equipped with a basic understanding of digital communication, particularly in utilizing social media platforms as a tool to expand the reach of messages. Creative content strategies, effective posting scheduling, and the use of visual storytelling were introduced so that NGO administrators could build a positive image of their institutions in the digital space. These skills are crucial considering that the dynamics of public communication today are influenced by the speed and reach of social media.The positive impact of this activity was felt not only individually, but also institutionally.The NGO "Kakak Asuh" began to show an increase in public engagement through social media, an increase in the number of new volunteers, and the opening of opportunities for partnerships with external parties. This demonstrates that persuasive communication is not merely a means of conveying a message, but also a strategy for building strong, credible, and sustainable relationships with the wider community. Going forward, the sustainability of this training program is designed through a system of ongoing mentoring and support. This approach is expected to strengthen the implementation of the communication strategies learned and enable a comprehensive transformation of organizational communication. Thus, this PKM activity will not only have a short-term impact but also build a solid communication foundation to support the NGO's social mission in the future.

Digitalization has become the driving force behind transformation in the logistics sector, particularly at seaports, which serve as key nodes in the global supply chain. Indonesian ports face persistent challenges such as high logistics costs and long vessel turnaround times. By implementing digital technologies such as the Port Community System (PCS), Artificial Intelligence (AI), and Blockchain, ports can enhance operational efficiency, accelerate service processes, and improve transparency and accountability. Digital systems also enable real-time integration among stakeholders, contributing to faster cargo flow and reduced national logistics costs. However, the implementation of digitalization is not without significant barriers, including limited information and communication technology (ICT) infrastructure, low digital competencies among the workforce, and high initial investment costs. Furthermore, ports face organizational cultural resistance to change and cybersecurity risks that threaten operational continuity. Smaller ports in developing countries often struggle to adopt these technologies independently due to budget constraints. To overcome these challenges, synergy between the government, port operators, and technology providers is essential. Programs such as the National Logistic Ecosystem (NLE) represent a strategic step to accelerate sustainable digital adoption. With a holistic approach encompassing technology, human resources, and business processes, digitalization can become a key catalyst in enhancing the competitiveness of Indonesian ports on a global scale.

Th Advances in information technology have had a significant impact on various aspects of life, including organizational operations. The Mobile Attendance Application (K-Mob) is one implementation of information technology designed to simplify the process of recording attendance in real-time. However, this application is vulnerable to risks that can hamper operations, such as hacking, system failures, and data security issues. This study aims to identify, analyze, and evaluate risks that may affect K-Mob's performance using the ISO 31000 framework. The analysis process is carried out through communication with stakeholders, risk identification, and risk evaluation based on the frequency of occurrence and impact. The results show that significant risks faced include hardware damage, server disruptions, and data misuse. Risk management is carried out through mitigation strategies, such as system updates, infrastructure strengthening, and increasing human resource capacity. With this approach, risks can be minimized, ensuring the sustainability of K-Mob's operations, and improving system reliability. This study recommends regular risk evaluation and the development of adaptive strategies to address evolving threats. The implementation of ISO 31000 has been proven to provide effective guidance in information technology risk management.is.

Employee resistance remains one of the most significant barriers to successful organisational change implementation. Despite extensive theoretical frameworks, organizations continue to struggle with change initiatives, with failure rates ranging from 60-70%. His study investigates the key factors contributing to employee resistance during organizational change and evaluates the effectiveness of various management strategies in overcoming such resistance. A mixed-methods approach was employed, combining quantitative surveys (n=450) from employees across 15 organizations undergoing major changes and qualitative interviews (n=35) with change management leaders. Data collection occurred over 12 months during active change implementation periods. The study identified five primary resistance factors: fear of job security (78%), lack of communication (65%), insufficient training (58%), past negative experiences (52%), and loss of autonomy (47%). Organizations employing comprehensive communication strategies, participative change approaches, and structured training programs showed 40% higher success rates in change implementation. Effective resistance management requires a multi-faceted approach combining proactive communication, employee participation, skill development, and emotional support. Organizations that address resistance systematically achieve significantly better change outcomes.

This study aims to analyze the importance of building trust and mutual understanding among organizational members to enhance team performance and work effectiveness at Greet Bear Bowl Restaurant. Trust is developed through open communication, organizational justice, and recognition of individual contributions. Meanwhile, mutual understanding is supported by active participation, aligned goals, and a positive organizational culture. The study adopts a qualitative approach using in-depth interviews with four permanent employees. The results indicate that trust and understanding play a crucial role in strengthening work relationships, improving coordination, and supporting the effective and sustainable achievement of organizational goals.

This study aims to systematically review the literature that discusses the influence of social media on adolescent communication patterns, especially in the context of organizational learning. Social media as part of the digital transformation has changed the way adolescents interact, not only in social aspects but also in informal learning processes. Through a Systematic Literature Review approach, this study maps key concepts, identifies research gaps, and explores future research directions. The results of the study indicate that social media plays an important role in shaping interpersonal communication, digital ethics, and adolescent self-identity. However, most previous studies are still geographically limited, descriptive, and have not linked social media use to organizational learning comprehensively. Therefore, it is necessary to develop an integrative theoretical model and longitudinal studies that consider the cultural, psychological, and social contexts of adolescents in the digital era.

This study aims to systematically review the literature related to teamwork in the context of formal organizations, with a focus on concept mapping, identification of key factors, and remaining research gaps. The method used is Systematic Literature Review (SLR) by analyzing 797 articles published in 2021-2025. The selection process was rigorous using inclusion and exclusion criteria, followed by thematic coding to identify key patterns. The analysis showed that effective communication, participative leadership, and psychological safety are the main factors that shape solid teamwork and positively impact employee performance and job satisfaction. However, there were a number of organizational contexts where teamwork did not contribute significantly, indicating the need for attention to contextual factors, organizational culture and psychosocial dynamics. This study makes theoretical and practical contributions to designing evidence-based organizational interventions to sustainably improve teamwork effectiveness.

Relationships between coworkers are one of the important elements in the work environment that affect employee performance. A harmonious work environment and good social relations can create psychological comfort, increase motivation, and encourage effective teamwork. This study aims to determine the effect of the environment of coworkers on employee performance at PT. Pilar Blessing Indonesia located in Karawang. The method used is a descriptive qualitative approach with data collection through observation, interviews, and documentation. The results of the study indicate that relationships between coworkers based on mutual trust, openness, and smooth communication can improve individual and team performance. Conversely, less harmonious work relationships can reduce work enthusiasm and hinder productivity. These findings indicate the importance of managing interpersonal relationships in the workplace as part of a strategy to improve overall organizational performance.

Participative leadership in dakwah institutions offers clear benefits. Literature indicates this style improves decision quality and spurs innovation, as members with relevant knowledge contribute creative solutions. It fosters an inclusive culture where stakeholders feel valued, responsible, and committed to collective decisions. Organizational effectiveness and efficiency rise with increased participation and member engagement. However, full implementation encounters practical challenges. In dakwah organizations with hierarchical traditions, resistance to power-sharing and trust deficits can cause conflict and decision delays. Limited leadership capacity and communication skills among members become obstacles if leaders are untrained in participative methods. Organizational theory thus recommends adaptive strategies: leaders should establish effective communication channels, empower teams, and implement context-specific leadership training programs. Case studies suggest these measures build a sustainable collaborative culture that supports innovation in dakwah programs. In summary, participative leadership, when combined with appropriate training and a supportive culture, can enhance effectiveness, foster creativity, and ensure organizational sustainability in religious outreach.

Internal communication is one of the important elements in human resource management, playing a role in shaping organizational culture, increasing employee involvement, and supporting overall organizational performance. This article reviews five selected scientific journals that highlight the relationship between internal communication and organizational performance, focusing on employee engagement as an intermediate variable. From the analysis of the five journals, it was found that effective communication has a positive influence on employee loyalty, motivation, and productivity. These studies also highlight the importance of the role of digital technology, communicative leadership, and an open organizational culture in strengthening internal communication.

.Public Relations (PR) plays a central role in shaping and maintaining the reputation and public trust of an organization. Through a conceptual approach and literature review, this article explores how PR functions as a strategic pillar in organizational communication. PR is not only responsible for delivering information but also for building mutual trust between organizations and the public through open, honest, and continuous communication. A strong reputation and high public trust are the result of consistent and responsive communication strategies. In the digital era, where misinformation and rapid information flow pose significant challenges, the role of PR becomes increasingly vital. The findings of this article suggest that strengthening the role of PR as a pillar of reputation and public trust should be a top priority in modern organizational communication strategies.

This study aims to analyze the application of Organizational Theory at PT Kereta Api Indonesia (Persero) in the context of organizational communication, organizational culture and employee performance. PT Kereta Api Indonesia as a state-owned company engaged in the transportation sector has unique challenges and opportunities in managing its human resources and operations. Through a qualitative approach, this study collected data from interviews with managers and employees, as well as analysis of internal company documents. The results of this study indicate that effective communication and a strong organizational culture contribute significantly to improving employee performance. In addition, the implementation of clear organizational values ​​and ongoing training are key factors in creating a productive work environment. This study is expected to provide insight for PT Kereta Api Indonesia management in optimizing organizational strategies to achieve better company goals.  

Social fragmentation within community organizations in Kampung Bojong, Bojongsari Village, Kedungwaringin Subdistrict, Bekasi Regency, has led to social polarization that hinders community cohesion and inclusive participation. This study aims to formulate strategies for strengthening collaboration to build inclusive and equitable organizations. The method used is a qualitative approach with a participatory case study design. Data was collected through participatory observation, in-depth interviews, and focused group discussions (FGDs), using purposive sampling techniques. Analysis was conducted thematically, and validity was ensured through triangulation and member checking. The results indicate that social polarization encompasses aspects of power, age, politics, economics, geography, and symbolism, reflected in exclusion, information inequality, and weak communication. Factors contributing to low collaboration include lack of trust, dominance of central figures, and limited member capacity. Interventions were implemented through a community-based action research model involving dialogue facilitation, collaborative training, and organizational strategy mentoring. Evaluations showed increased cross-group participation, the formation of communication forums, and reduced social tension. This study contributes practically and theoretically to building resilient organizations through participatory and transformative approaches.

This research study examines the dynamics of organizational communication and public communication in the recruitment process in State-Owned Enterprises (SOEs), with a particular focus on the tension between transparency efforts and the ongoing practice of entrusting positions. Despite the government's introduction of the Joint Recruitment of SOEs (RBB) program, which aims to digitize and standardize the selection of employees, a discrepancy emerges between the program's stated objectives and the perceptions of both the government and the public. The prevalence of complaints pertaining to the absence of information transparency, the lack of feedback mechanisms regarding unsuccessful outcomes, and the emergence of the term "insider" within the digital domain are indicative of deficiencies in two-way communication and a decline in public trust in the BUMN recruitment process. The present research employs a descriptive qualitative approach, utilizing a case study method and thematic analysis. The data presented herein were obtained through meticulous documentation studies of official documents from the FHCI, the Ministry of SOEs, and online media, as well as netnographic observations of public interactions on social media such as Instagram and Twitter. The analysis focused on public narratives, institutional communication patterns, and their impact on institutional reputation and legitimacy. The findings indicate that organizational communication within the RBB process remains hierarchical, failing to align with the ideal of reciprocal communication. The absence of information disclosure and the lack of a designated public forum for clarification engender significant discord between the assertions of institutional entities and the actual experiences of participants. This research recommends the implementation of measures to enhance the effectiveness of the aforementioned processes.

PT Perkebunan Nusantara I (PTPN I) is an Indonesian State-Owned Enterprise (BUMN) specializing in plantation operations, particularly the cultivation and processing of primary commodities, including rubber, coffee, and tea. Additionally, the company engages in secondary ventures such as tobacco production, plastic sack manufacturing, and asset optimization. As of December 1, 2023, PTPN I functions as a subholding entity with regional offices strategically located in Sumatra, Java, and Sulawesi to enhance operational efficiency. The company was originally established in Aceh in 1961 as PPN Kesatuan Aceh, marking the beginning of its long-standing presence in the industry.This study aims to analyze the impact of transformational leadership, internal communication, and work ability on both organizational commitment and organizational performance at PTPN I’s Surabaya region. Utilizing a quantitative causal-explanatory approach, primary data was collected through structured questionnaires. The target population comprised employees of PTPN I in Surabaya, with 100 respondents selected via purposive sampling. Data analysis techniques included descriptive statistics and SEM-PLS (Structural Equation Modeling-Partial Least Squares). Findings reveal that transformational leadership, internal communication, and work ability significantly and positively influence organizational commitment. Likewise, transformational leadership, work ability, and organizational commitment exhibit a significant positive relationship with organizational performance. However, although internal communication has a favorable effect, its impact on organizational performance is not statistically significant in this context.

The development of information and communication technology has led to major disruption in the mass media industry. Digitalization has not only changed the way information is produced and distributed, but also influenced the organizational structure, business model, and overall media management strategy. This study aims to analyze the forms of mass media management transformation in responding to changes in the modern communication landscape. Using a qualitative approach and case study method in two mass media in Indonesia, data was obtained through literature studies and observations. The results of the study indicate that the mass media are restructuring their organizations by forming digital divisions, implementing revenue diversification strategies, and utilizing digital technology in content production and distribution. In addition, it was also found that the media faces serious challenges such as the digital competency gap, algorithmic pressure, and ethical dilemmas related to journalistic professionalism. This transformation requires media management to be adaptive, data-based, and to maintain the principles of journalistic ethics in the decision-making process. This study contributes to the development of media management theory and offers practical recommendations for industry players in facing the increasingly complex digital communication ecosystem.

Organizational behavior plays an important role in determining the level of success of the Management Student Association (HMJ Manajemen) organization. By implementing good organizational behavior, members of the organization can work together and communicate effectively, so that each work program can run smoothly and common goals are more easily achieved. In addition, positive organizational behavior can also increase the enthusiasm and activeness of members in participating in various activities. A comfortable and open organizational environment will make members feel appreciated, so that new ideas can emerge and be implemented properly. The decision-making process becomes more participatory and transparent when organizational behavior runs well, so that decisions taken can be accepted by all members. Interaction within the organization also helps members develop various important skills such as leadership, communication, and the ability to work in a team. Not only that, professional organizational behavior will strengthen the image and reputation of HMJ Manajemen on campus and off campus. This will make it easier for the organization to establish cooperation and gain support from various parties.

The Padat Karya (Labor-Intensive) Program is one of the strategies implemented by the Surabaya City Government to reduce poverty through local economic empowerment. This study aims to analyze the implementation of the Paving Production Padat Karya Program in Siwalankerto Sub-District, Wonocolo District, Surabaya City. The research used a descriptive qualitative approach with data collected through observation, interviews, and documentation. The analysis was based on Van Meter and Van Horn’s policy implementation model, which includes six indicators: policy standards and objectives, resources, inter-organizational communication, characteristics of implementing agents, social-economic-political environment, and disposition of implementers. The findings indicate that the program has not been implemented optimally. There is a lack of measurable operational indicators, limited available resources, and ineffective inter-agency coordination. Moreover, the absence of a dedicated implementation unit and weak affirmative policy support have hindered the program's sustainability. Both implementers and participants tend to be passive due to the lack of tangible economic outcomes. The study recommends strengthening institutional frameworks, improving capacity, and developing affirmative market-based policies to ensure the program's sustainability.