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A company's financial performance is one of the main indicators in assessing the health and sustainability of a business entity's operations. Evaluation of financial performance is crucial, especially for large companies operating in strategic sectors such as telecommunications. PT. XL, as a telecommunications company listed on the Indonesia Stock Exchange, requires regular performance assessments to provide a clear picture of the effectiveness of its business strategy and its ability to generate profits. This study aims to analyze PT. XL's financial performance using a profitability ratio approach. The research method used is descriptive quantitative, utilizing secondary data sourced from the company's financial statements, including the balance sheet, income statement, and other financial statements for the 2021–2023 period. The profitability ratios analyzed include Net Profit Margin (NPM), Return on Assets (ROA), Return on Equity (ROE), Gross Profit Margin (GPM), and Earnings Per Share (EPS). These five ratios were chosen because they are able to describe the company's ability to generate profits, both in terms of sales, total assets, and shareholder equity. The analysis results indicate that PT. XL's financial performance during the study period is still less than optimal. This is reflected in the profitability ratio, which is below the average standard for the Indonesian telecommunications industry. This condition indicates that the company has not been able to optimally manage its resources to generate competitive profits. This finding has important implications, namely the need to evaluate financial management strategies, operational cost efficiency, and improve service quality to increase company profitability in the future. Therefore, this study confirms that profitability ratio analysis is a crucial instrument for assessing a company's financial condition and serves as a basis for formulating performance improvement strategies.  

The high consumer interest in food makes culinary businesses play a crucial role in meeting consumer purchasing interest in culinary. This is a crucial concern and task for all parties, both the government and food producers, to maintain the safety of the food they produce. Both in terms of nutrition, hygiene, safety, halal certification, and so on must be a serious concern for producers. One of the government's programs to ensure food products are safe for public consumption is by issuing distribution permits in the form of PIRT (home industry food) permits and Halal Certification, which are official guarantees from the government, so that food products can be distributed and are safe for consumption by all consumers. PIRT is issued through a supervisory body, namely the Health Office located in a Regency. Along with this, various opportunities to improve marketing performance arise through the marketplace platform. This community service approach uses an empowerment approach to the benefits of PIRT, Halal Certification and digital marketing through the marketplace platform to increase consumer trust in products and marketing performance. Through this service, the product value increases, by obtaining PIRT permits and Halal Certification, and the STIE Gentiaras student product has a wider marketing reach through the marketplace platform.

Ensuring the delivery of high-quality public services within educational institutions is a critical factor for sustaining student satisfaction, institutional reputation, and overall organizational credibility. Service quality in higher education is often multidimensional and subjective, making its evaluation a challenging process. To address this complexity, the present study integrates the traditional Servqual model with fuzzy logic in order to handle the uncertainty and vagueness associated with human perceptions. The Servqual framework emphasizes five core dimensions of service quality, namely tangibles, reliability, responsiveness, assurance, and empathy, which together provide a comprehensive understanding of institutional service performance. The research was conducted at ITESA Muhammadiyah Semarang, where data collection was carried out through structured questionnaires designed to measure both student expectations and actual perceptions regarding institutional services. In order to capture the imprecise nature of these responses, three types of fuzzy numbers—triangular, trapezoidal, and shoulder fuzzy numbers—were applied to convert the linguistic assessments into measurable values. Subsequently, fuzzy gap analysis was performed to evaluate the discrepancy between expectations and perceptions across the five Servqual dimensions. The results of this analysis highlight that the integration of fuzzy logic into the Servqual model provides a more nuanced and flexible framework for assessing service quality compared to the conventional approach. It reduces the ambiguity in interpreting survey responses, thereby yielding more reliable insights into areas where service performance falls short of expectations. Furthermore, the study demonstrates that each dimension contributes differently to overall satisfaction, with responsiveness and assurance emerging as critical aspects requiring attention. In conclusion, the fuzzy-based Servqual model offers a robust methodological advancement in evaluating service quality within educational settings. The findings not only inform institutional leaders about current performance gaps but also provide actionable insights for continuous quality enhancement, policy formulation, and strategic decision-making to strengthen institutional competitiveness and credibility.

This study aims to examine the effect of work environment, work discipline, and work motivation on the performance of vocational school teachers in the Office Management and Business Services program in the Special Region of Yogyakarta, Indonesia. A quantitative, explanatory research design was employed to analyze the causal relationships among variables. The research involved 100 vocational teachers selected through simple random sampling from both public and private schools. Data were collected using a validated questionnaire and analyzed using multiple regression analysis.The results indicate that all three independent variables have a significant positive impact on teacher performance. Work motivation contributed the most, with a standardized coefficient of 0.351, followed by work discipline (0.366), and work environment (0.327). Collectively, these variables explained 67.8% of the variance in teacher performance. These findings suggest that teacher effectiveness is strongly shaped by both individual psychological factors and institutional conditions. Future studies should explore additional mediating variables such as leadership style, digital readiness, or organizational commitment, and consider conducting longitudinal research across different vocational disciplines to enhance generalizability.

This study aims to evaluate the effectiveness of the Nutritious Meal Program as a public service policy in enhancing the academic achievement of elementary school students in Wonopringgo District. The research adopts a descriptive qualitative approach, with data collected through in-depth interviews, participant observation, and documentation across 19 educational institutions participating in the program. Findings reveal that the program has a significant positive impact on students’ nutritional status, learning motivation, and overall academic performance. Improvements were observed in student concentration, attendance, and classroom participation, indicating a direct link between adequate nutrition and cognitive development. Despite these positive outcomes, several challenges were identified. Issues such as delayed meal distribution, inconsistency in the quality and variety of menus, and limited coordination among stakeholders hinder the program’s optimal implementation. Furthermore, the engagement of parents and community members, while beneficial, was found to be uneven across schools, highlighting the need for stronger collaboration mechanisms. The study identifies three key factors that determine the success of the program: the quality of services provided, the managerial capacity of schools to coordinate and monitor implementation, and active participation from both parents and school committees. To address existing barriers, the research recommends enhancing cross-sectoral collaboration among government agencies, improving managerial competence at the school level, and establishing participatory evaluation systems. These measures would ensure program sustainability, responsiveness to local needs, and greater accountability. Overall, the Nutritious Meal Program demonstrates the potential of inclusive and collaborative public service policies in fostering both student well-being and academic achievement. It reflects a practical example of how government-community partnerships can contribute to creating a healthy, equitable, and sustainable educational ecosystem.

Employees at the Wajo Regency Youth, Sports, and Tourism Office are part of the public bureaucracy at the district/city level who have important responsibilities in carrying out service functions to the public. Based on initial observations, it appears that the implementation of management functions and employee work creativity are still not optimal. This is primarily related to the implementation of management functions in creating a dynamic work atmosphere and in terms of making the best use of time. Effective management is essential to ensure that public organizations can achieve their goals efficiently and innovatively. This study aims to determine the effect of the implementation of management functions on employee work creativity at the Wajo Regency Youth, Sports, and Tourism Office. The study population was all employees at the office, using a survey method and an associative quantitative approach. This technique was chosen to obtain an objective picture of the relationship between management variables and work creativity. The results show that the management functions variable, based on respondents' responses, is in the very good category. Meanwhile, the employee work creativity variable is in the good category. The findings indicate that the proper application of management functions can significantly foster employee creativity. Based on statistical testing, the null hypothesis (Ho) is rejected and the alternative hypothesis (Ha) is accepted. Thus, it can be concluded that the implementation of management functions has a positive and significant impact on employee creativity at the Wajo Regency Youth, Sports, and Tourism Office. This research provides practical implications: public organizations need to strengthen the implementation of management functions, such as planning, organizing, directing, and controlling, to continuously improve employee creativity. This research highlights the importance of integrating managerial functions with innovative practices in the public sector.

This study aims to analyze how internal strategies and external challenges can influence the achievement of Regional Original Revenue targets at the Laboratory Technical Implementation Unit (UPTD) of the Public Works and Public Housing Agency (Dinas Pekerjaan Umum dan Perumahan Rakyat) of Cilacap Regency. The research object is the performance of the Laboratory Technical Implementation Unit (UPTD), a technical unit providing construction material testing services, which directly contributes to Regional Original Revenue in Cilacap Regency. The qualitative approach employed a case study method, and data collection techniques included interviews, observation, and documentation. The sample in this study was obtained purposively. The results indicate that internal strategies focused on superior testing methods such as core drilling, abrasion, and concrete compressive strength have been conducted. However, limited equipment, human resources, and the lack of accreditation are major obstacles. On the other hand, external challenges include the lack of updated Regional Regulation tariff regulations, the absence of formal obligations for the use of laboratory services for regional budget projects, and a saturated local market. These findings provide important implications for the Laboratory Technical Implementation Unit (UPTD) in emphasizing policy revisions, increasing internal capacity, and strengthening inter-agency coordination to increase Regional Original Revenue realization.

This study aims to analyze the performance of village government officials in providing services to the community in Watutoa Village, Marioriwawo District, Soppeng Regency. Village officials play a crucial role in delivering optimal services to the public. To achieve this, several supporting and hindering factors are needed, including external factors such as limited resources, government policies, and social environment, as well as internal factors like the skills and knowledge of officials, motivation and commitment, and the systems and procedures used. The purpose of this study is to analyze the factors that hinder the performance of village officials in providing services to the community in Watutoa Village, as well as to identify the supporting factors that facilitate the implementation of services. This research employs a descriptive qualitative method with a community study design. Data were collected through interviews, observations, and documentation. The research participants included the officials of Watutoa Village (the head of the village and the head of sections) and the community members who had received services from the village officials. The results of the study indicate that, overall, the performance of village officials is quite good. However, there are several areas that need attention, such as limited resources, where digital services have not yet been optimized. Although government policies regarding attendance, working hours, sanctions, and training have been effective, there are still areas that need improvement. Infrastructure is sufficiently adequate to support the smooth delivery of services, but the technical skills and utilization of technology by village officials need to be enhanced. Furthermore, the motivation and commitment of the officials in delivering services should be strengthened. The existing service systems and procedures are not fully efficient, so continuous evaluation and improvement are necessary to enhance the quality of services in the future.

This study aims to analyze the influence of employee performance and public service quality on public satisfaction at the Banjar Tanggul Village Office, Pungging District, Mojokerto Regency. The background of this study is based on the understanding that village employees are the spearhead of public services, so good performance is a crucial factor in building public trust. In addition, professional public service quality is also a key component in creating public satisfaction. Good public service quality is a fundamental requirement for increasing citizens' trust in government institutions. The research method used is quantitative with an associative approach. The research sample consisted of 38 respondents determined using a purposive sampling technique. Data collection was carried out through questionnaires, then analyzed using multiple linear regression methods to test the effect of independent variables on the dependent variable. The results showed that employee performance has a positive and significant effect on public satisfaction. Similarly, the quality of public services has a significant positive effect on the level of public satisfaction. Simultaneously, these two variables have been proven to play an important role in increasing public satisfaction with village government services. The conclusion of this study is that the better the employee performance and the higher the quality of public services, the higher the public satisfaction. Therefore, village governments are advised to continuously improve their staff performance and service systems. Continuous improvement is key to achieving professional and satisfying public services. The implications of this research emphasize that employee professionalism, public service quality, and good village governance are crucial for building public satisfaction and trust.

This study aims to analyze the role of organizational culture in optimizing employee performance in Lebak Bulus Village, South Jakarta. A strong organizational culture is considered to have a significant contribution in improving the effectiveness of government officials and the quality of public services to the community. This study uses a qualitative descriptive approach with a phenomenological method, which emphasizes an in-depth understanding of the experiences, views, and behaviors of employees in carrying out their duties in their work environment. The research focuses on actors (employees), social situations, and activities that occur within the village environment. Data collection techniques were carried out through observation, in-depth interviews with key and primary informants, and documentation. Data validity was tested through triangulation of sources and techniques to increase the validity of the research results. The results show that the organizational culture in Lebak Bulus Village has strengths in the aspects of innovation and risk-taking, orientation towards results, orientation towards people, and stability. However, several weaknesses were still found, such as low individual initiative, lack of attention to detail, weak team orientation, minimal levels of aggressiveness, and limited employee experience and accuracy. Opportunities for improvement can be pursued through ongoing training and the digitalization of public services, although challenges remain, including a passive work culture and resistance to policy change. Overall, organizational culture plays a crucial role in supporting employee performance improvement, but a sustainable strategy is needed to strengthen professionalism and build a more adaptive and progressive work culture. Efforts to address identified weaknesses, such as improving communication between employees, developing leadership skills, and enhancing discipline in carrying out tasks, are essential for the continued development of a positive organizational culture. Furthermore, awareness of the importance of collaboration across organizational divisions must be instilled to create a more productive and efficient work environment.

The rapid development of globalization has significantly increased the utilization of technology and information, particularly in various organizational activities. This advancement impacts how organizations manage human resources to achieve optimal performance. This study aims to analyze the influence of work quality, team support, and organizational culture on the performance of employees at the Ponorogo Tourism Office. The research adopts a quantitative approach with a case study design. The population in this study comprises employees of the Ponorogo Tourism Office who hold civil servant status. Using a nonprobability sampling technique, a total of 42 respondents were selected as the research sample. Data collection was conducted through questionnaires, while data analysis employed multiple linear regression using the SPSS 25 program. The results of the partial (t-test) analysis show that work quality (p = 0.011), team support (p = 0.003), and organizational culture (p = 0.010) each have a positive and significant effect on employee performance. These findings indicate that employees who demonstrate high work quality, receive adequate support from their teams, and operate within a strong and positive organizational culture are more likely to exhibit better work performance. The research highlights the importance of maintaining high work standards, fostering collaboration among team members, and strengthening cultural values within the organization to improve employee performance outcomes. Practical implications suggest that the Ponorogo Tourism Office should focus on continuous professional development, effective teamwork strategies, and reinforcing organizational values to enhance productivity and service quality. This study contributes to the broader understanding of human resource management in the public sector, particularly within the tourism department, and serves as a reference for similar agencies seeking to optimize employee performance through organizational and interpersonal factors.

This study presents a systematic literature review (SLR) of public administration and policy implementation in Indonesia from 2009 to 2025, following the PRISMA framework. Drawing on 44 peer-reviewed articles indexed in Scopus, the review examines the impact of decentralization, digital transformation, and governance innovation on policy outcomes and administrative reform. The findings indicate that decentralization has enabled local experimentation and improved service responsiveness. However, it has also resulted in uneven policy capacity and governance disparities across regions. Sectoral implementation, especially in health, welfare, and food safety, remains inconsistent, largely due to institutional fragmentation, political interference, and capacity limitations. Although efforts to implement New Public Management (NPM) principles and digital tools have been made, bureaucratic inertia, coordination failures, and limited flexibility hinder reform progress. The rise of e-government and agile governance shows promise in enhancing efficiency and public participation. However, these advancements are still hampered by digital divides and regulatory uncertainties. The COVID-19 pandemic further exposed critical vulnerabilities in policy execution, underscoring the need for resilient, adaptive governance models capable of responding to unforeseen crises. This review contributes to the understanding of Indonesia’s evolving administrative landscape and offers several practical recommendations. These include strengthening intergovernmental coordination, investing in local administrative capacity, fostering participatory governance, and institutionalizing agile, collaborative practices. The study highlights the importance of integrated, inclusive, and data-driven governance to improve public sector performance and ensure democratic accountability. By focusing on these areas, Indonesia can better address the challenges of public administration and policy implementation, driving long-term sustainable development and effective governance in the country.

Digital transformation in the public sector has become a strategic agenda to improve the efficiency, transparency, and quality of government services, including in regional revenue management. This study aims to analyze the implementation of digital transformation in the Regional Revenue Agency (Bapenda: Badan Pendapatan Daerah) of East Java Province, especially in the Gresik Technical Implementation Unit (UPT: Unit Pelaksana Teknis), as well as its impact on administrative efficiency, transparency, and increasing Regional Original Revenue (PAD: Pendapatan Asli Daerah). This study uses a non-empirical qualitative approach with a literature study method, which involves the analysis of secondary data from scientific journals, policy documents, government performance reports, and community digitalization indicators such as the Indonesian Digital Society Index (IMDI: Indeks Masyarakat Digital Indonesia). The results show that digital transformation through e-payment systems and web-based administration has significantly accelerated the service process, improved taxpayer compliance, and reduced revenue leakage. The receipt of PAD through digital channels increased by 60% in one year, while service efficiency increased by reducing administrative process time from three days to one day. The implementation of this digital transformation is also influenced by the readiness of infrastructure, apparatus competence, and community digital literacy, as described in the theoretical framework of the Technology Acceptance Model (TAM), Dynamic Capabilities, and TOE Framework. Despite positive achievements, challenges such as digital skills gaps, resistance to change, and system security issues are still obstacles in optimizing digital transformation. This research makes a theoretical contribution to the development  of e-governance literature  and digital public policy practices at the local level. These findings also provide concrete recommendations for other regions to replicate good practices of digital transformation that have succeeded in improving regional financial performance. Thus, digital transformation is not only a technological instrument, but also a governance strategy that requires synergy between technology, organizations, and society

This study aims to analyze the effect of training and human resource development on employee performance at the Social Service Office of Bima City. The research was motivated by the low level of employee productivity, limited budget allocation for development programs, and the tendency of some employees to delay task completion. The study employs a quantitative approach with an associative method. The population consists of 59 employees, with a sample of 35 civil servants selected through purposive sampling. Data were collected using questionnaires, observation, interviews, and documentation. The analysis techniques include validity and reliability tests, classical assumption tests, multiple linear regression, t-test, and F-test. The findings show that both training and human resource development have a significant and positive impact on employee performance. Training improves employee skills, while development efforts enhance competencies to meet organizational demands. The study suggests that structured training and development programs should be optimized to improve public service performance.

This study examines the empowerment of civil servants and its contribution to improving the quality of public services in Southwest Papua Province, with particular focus on the Human Resources Development Personnel Agency (BKPSDM: Badan Kepegawaian Pengembangan Sumber Daya Manusia). The research employs a qualitative descriptive approach to capture and analyze empowerment practices as well as their supporting and inhibiting factors. Data collection was carried out through interviews, observations, and documentation, involving key informants such as the Head of BKPSDM and relevant staff members. The data were analyzed using the interactive model of Miles, Huberman, and Saldana, which consists of three stages: data condensation, data display, and conclusion drawing/verification. The findings reveal that empowerment practices at BKPSDM encompass structured recruitment policies for both Indigenous Papuans (OAP) and non-OAPs, systematic career development, provision of education and training programs, and implementation of fair compensation mechanisms. These initiatives are aimed at enhancing civil servants’ competencies, professionalism, motivation, and accountability, ultimately contributing to better service delivery to the public. Supporting factors identified include the existence of strong regulatory frameworks, leadership commitment, competency-based training opportunities, high internal motivation, and the establishment of a collaborative work culture. On the other hand, several inhibiting factors persist, such as limited and unequal access to training, inadequate infrastructure, frequent changes in regulations, discriminatory practices, and low levels of digital literacy among some employees. The study concludes that civil servant empowerment represents a strategic pathway to building a professional, accountable, and responsive state apparatus capable of delivering high-quality public services. To strengthen these efforts, recommendations highlight the importance of expanding training access, improving digital skills, ensuring infrastructure readiness, and maintaining inclusive and transparent policies. By addressing these challenges, civil servant empowerment can be optimized to achieve sustainable improvements in public service performance across Southwest Papua Province.

This study aims to analyze the sentiment of customer reviews of the Grand Jatra Hotel Pekanbaru on the Google Review platform using the Naïve Bayes algorithm. Social media and online review platforms are increasingly becoming the primary source of information for potential customers in making purchasing decisions, particularly in the hospitality sector. Therefore, sentiment analysis of customer reviews is crucial for understanding consumer perceptions and providing strategic input for hotels in improving service quality. The research data was collected using web scraping techniques to obtain publicly available customer reviews. The obtained data was then processed through text preprocessing stages including case folding, tokenizing, normalization, stopword removal, and stemming. The Term Frequency-Inverse Document Frequency (TF-IDF) method was then used to weight each word, so that more relevant words have a greater influence in the classification process. The sentiment classification process was carried out into two main categories, namely positive and negative. The Naïve Bayes model was trained using training data and then tested with test data to measure the algorithm's performance in classifying sentiment. The evaluation results show that the model built is able to achieve an accuracy level of 98%, with a precision value of 97% and a recall of 100% in the positive class, and 92% in the negative class. These findings confirm that the Naïve Bayes algorithm can be effectively used in analyzing customer sentiment towards hotel services and facilities. Practically, the results of this study are expected to provide insight for the management of Grand Jatra Hotel Pekanbaru in understanding customer perceptions, identifying service strengths and weaknesses, and formulating more targeted marketing strategies. In addition, this study can also be a reference for the development of similar studies in the hotel industry and other service sectors.

The Maternal Mortality Rate (MMR) and Infant Mortality Rate (IMR) are critical indicators in assessing the quality of public health services. In 2024, both MMR and IMR in Lamongan Regency remained relatively high, indicating the need for strengthened health interventions. Health workers, especially midwives, play a vital role in improving maternal and child health. One of the government’s strategies to reduce maternal and infant mortality is expanding midwife service coverage at primary health facilities and ensuring the presence of village midwives as the frontline providers across the region. Village midwives are expected to meet established service standards to ensure the quality of maternal and child health care. Service effectiveness and efficiency are commonly measured through indicators such as first antenatal visit coverage (K1), fourth antenatal visit coverage (K4), postpartum visit coverage (KF3), and delivery assistance by health workers. However, in Lamongan Regency, the performance of village midwives has not been optimal, with several indicators falling short of set performance targets.This study aimed to analyze the relationship between the quality of work life and the performance of village midwives in Lamongan Regency in 2025. The research used a quantitative method with a cross-sectional study design. The study population comprised all village midwives in Lamongan Regency, with a sample of 80 respondents selected randomly. The independent variable in this study was the quality of work life, while the dependent variable was village midwife performance. Data were collected through questionnaires and analyzed using the chi-square statistical test. The results showed no significant relationship between the quality of work life and the performance of village midwives in Lamongan Regency in 2025. These findings suggest that other factors beyond work life quality may influence midwives’ performance.  

The radical transformations toward business economies and knowledge-based information have become a focal point for writers and researchers, particularly in the fields of public administration and financial management. These changes have significantly affected the banking industry, especially with the liberalization of global markets for financial and banking organizations, along with the rapid technological advancements and information shifts. Such transformations have inevitably led to alterations in banking performance, with new methods being adopted to address emerging challenges in the banking sector. In this context, Total Quality Management (TQM) has emerged as a crucial concept with a clear impact on banking performance. Its significance is particularly evident within Islamic banks, as they play a vital role in the global banking system, operating under a set of unique principles and practices. The effectiveness of TQM in improving the operational efficiency and risk management strategies of these institutions cannot be overstated, as these banks consistently demonstrate financial sufficiency, often exceeding required ratios. However, despite their financial stability, Islamic banks face challenges in fully implementing the principles of TQM. This study seeks to explore how the requirements of TQM can help reduce financing risks in Islamic banks by enhancing service quality, improving customer satisfaction, and optimizing internal processes. By examining the relationship between TQM practices and risk management strategies, this research aims to offer insights into how Islamic banks can better navigate the complexities of modern financial landscapes while ensuring continued growth and stability. Through this study, the potential for TQM to serve as a strategic tool for reducing financing risks in Islamic banks will be assessed, contributing to a more sustainable and competitive banking environment.

According to Law Number 6 of 2023, which stipulates a maximum of 40 working hours per week, a survey conducted by the Kompas Daily Data Journalism Team reveals that the average working hours of lecturers in Indonesia reach 69.64 hours per week throughout 2024. This data highlights a significant discrepancy between the legal provisions and the reality of lecturers' workloads. Despite the law setting limits, many lecturers at Indonesian state universities are facing workloads that far exceed the stipulated working hours. These workloads consist of teaching responsibilities, research, community service, campus administration, and even side jobs, making it clear that the working conditions for lecturers are far from ideal. Moreover, the low salaries, especially for lecturers in private universities, have severe implications not only on individual welfare but also on the broader educational system. The low income of lecturers contributes to a looming teaching crisis on campus, which will inevitably affect the quality of education and lecturer performance. This crisis is further reflected in public sentiment. Google Trend data shows a sharp increase in searches for the phrase "don't be a lecturer," reaching a peak of 100 at the end of January 2025, indicating a growing disillusionment with the profession. In addition, a staggering 76.5% of lecturers have side jobs outside of their academic duties. The most common side jobs include consulting (32.4%), teaching (18.9%), research (16.2%), and writing (2.7%). A smaller percentage (5.41%) are engaged in informal work, such as being online motorcycle taxi drivers. These figures reveal the heavy burden on lecturers to seek additional income, which ultimately compromises their focus and performance in their primary academic roles.

This study aims to examine the mediating role of Organizational Citizenship Behavior (OCB) in the relationship between Perceived Organizational Support (POS), Perceived Organizational Commitment (POC), and employee performance in a state-owned enterprise in Indonesia. In the context of growing public expectations for improved service quality, organizations are challenged to enhance employee performance not only in formal roles but also in discretionary behaviors. Based on Social Exchange Theory (SET), this research proposes that POS and POC can affect performance both directly and indirectly through OCB. Data were collected through a census of 138 permanent employees at PT Jasa Raharja, East Java Branch. The analysis employed Partial Least Squares Structural Equation Modeling (PLS-SEM) to test the hypothesized relationships. The findings show that POS has a significant positive influence on both OCB and employee performance. On the other hand, POC significantly influences OCB but does not have a direct impact on performance. The results also reveal that OCB plays a partial mediating role in the relationship between POS and performance, while it acts as a full mediator in the relationship between POC and performance. These findings emphasize the importance of fostering OCB within the organization to optimize the impact of support and commitment on employee performance. Encouraging voluntary, extra-role behaviors can bridge the gap between how employees perceive organizational treatment and how they perform. The study suggests practical implications for human resource management in public sector institutions. Policies should focus on building a supportive and engaging work climate that enhances affective commitment and acknowledges employee contributions beyond formal duties. Doing so will not only improve individual performance but also contribute to broader organizational effectiveness in a competitive and service-oriented environment.