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

The purpose of the study was to determine the role of compensation and healthy work environment in encouraging teacher work loyalty. Case study at RA H. Achmad Ali, Surabaya. The analysis technique used is qualitative descriptive analysis technique, with data collection techniques conducted through interviews and observations. This research method uses a qualitative descriptive approach. The results of the analysis obtained that the compensation obtained by RA H. Achmad Ali teachers is in the form of salaries, allowances, and transportation given once a month. Although with a relatively low nominal compensation does not have a significant impact as a driver of teacher work loyalty, because their commitment is grown from healthy work environment factors that they experience while working. This is evidenced by the running of the learning process in accordance with the rules and objectives, and proven by the length of service of teachers at RA H. Achmad Ali, Surabaya. So it can be concluded that the role of compensation is not significant in encouraging teacher work loyalty, while the role of a healthy work environment is significant and influential in encouraging teacher work loyalty at RA H. Ach Ali, Surabaya.

Accounting procedures have proven their importance for all economic units, through the quality of information they provide and their commitment to instructions and laws or through providing consultations to avoid making mistakes by decision makers. The spread of the phenomenon of corruption has become a clear phenomenon in varying proportions in many economic units, and therefore its effects Corruption on economic and social life has led to obstructing the wheel of progress and construction, loss and waste in financial and technical terms, and moving away from achieving the goals and development plans drawn up for the progress of the Iraqi environment and moving it towards the framework of the public interest and activating the wheel of progress. The research aims to demonstrate the ability of accounting through its procedures and the auditing process followed and the professional ability of the accountant through his acquired experiences to limit this phenomenon and work to reduce and limit it, since the accounting profession is the basic foundation that can access real and confidential numbers and documents and ensure the extent of management’s commitment to instructions. The laws and regulations in force are within the legislation and laws to limit any deviation in work that could lead to loss of opportunities for progress in completing work, and moving away from personal interests to reach the public interest.The research also focused on the methods that can be followed to reduce the administrative and financial corruption gap. The researcher relied on a questionnaire distributed to a group of accountants and auditors, academics and professionals, and relying on SPSS statistical analysis to reach the research requirements and reach the most important conclusions and recommendations. Among the most important Conclusions: There is a relationship between the accumulated experience of those working in accounting and oversight to reduce the phenomenon of administrative corruption. The researcher also recommended the importance of relying more on those with accumulated experience at work, especially in the field of oversight within the formations of economic units.

This study aims to prove and analyze the effect of organizational commitment and job satisfaction on employee performance through motivation as an intervening variable. In this study, several employees of the Jambi Provincial Education Office were selected as samples using a purposive sampling method. The data analysis technique used in this research is path analysis or Structural Equation Model (SEM) which is processed using Smart PLS. Based on the results of hypothesis testing, it was found that organizational commitment and job satisfaction had a positive and significant effect on the work motivation of Jambi Province Education Office employees. At the hypothesis testing stage it was also found that organizational commitment, job satisfaction and motivation had a positive and significant effect on the performance of Jambi Province Education Office employees. Besides that, in testing the indirect effect, it can be proven that motivation is able to mediate the relationship between organizational commitment and job satisfaction with the performance of Jambi Provincial Education Office employees.

In an increasingly competitive business situation, companies need employees who have a high commitment to the organization. Allen and Meyer (1990) stated that commitment to an organization is displayed in the components of affective commitment, rational commitment and nomative commitment. From several studies it has been proven that work experience has quite a big influence on employee commitment to the organization. This research will look at the contribution of human resource management as a form of work experience to employee commitment to the organization. What is meant by human resource management is a series of processes, applications and evaluations of the utilization and actualization of human resources in order to optimize the performance and contribution of human resources in achieving company goals. The contribution that will be seen is the contribution of human resource management in the form of employee perceptions of human resource management. As well as discrepancies in employee expectations and perceptions of human resource management. In particular, human resource management will be seen from the functions of managing employee development, managing work assessment, and management.

This research aims to analyse organizational commitment as a mediator between compensation and work environment to employees job satisfaction. The population in this research are all employees of PT Sandang Asia Maju Abadi Semarang, which are number 265 people. Sample which is obtained with using Slovin formula in the research are as many as 159 respondents, and data that can be processed as many as 151 respondents. Sampling technique of the research is using random sampling. The method of its data analysis is using regression analysis and to analyse its mediation is using sobel, while its data processing is using the aid of SPSS program. Hypothesis testing results show that the employees organizational commitment of PT Sandang Asia Maju Abadi Semarang is positively and significantly influenced by compensation and work environment, this means that the fairer the compensation and the more comfortable the work environment, then the higher the organizational commitment. Employees job satisfaction of PT Sandang Asia Maju Abadi Semarang is positively and significantly influenced by organizational commitment, compensation, and work environment, this means that the higher the organizational commitment, the fairer the compensation, and the more comfortable the work environment, then the higher the employees job satisfaction. Testing result of the organizational commitment as mediator shows that organizational commitment can be mediator between compensation and work environment to employees job satisfaction, this means that the higher the organizational commitment, then the greater the positive effect of compensation and work environment to employees job satisfaction.

Infrastructure management is coordination between the physical work environment and employees and work in an organization to maintain the quality of an integrated work environment in operating, maintaining, improving and adapting through the organizational restructuring process so that employee contributions can be realized in achieving company goals. Strength in the form of commitment and individual strength is individual capital that is important for management. This shows that the organizational role of employee contributions as superior employees (store employees) creates intellectual capital through greater effort and hard work which is closely related to the creation of intellectual capital.

This study aims to analyze the impact of the implementation of sustainable human resource management (HR) on organizational performance in the Kerinci tourism sector. The research method used is qualitative with a case study approach, where data is collected through in-depth interviews with HR managers, employees, and company leaders in the tourism sector, as well as direct observation in the field. The results of the study show that organizations that implement sustainable HR management experience increased employee productivity, workforce welfare, and business competitiveness. Training programs related to sustainable skills and employee involvement in corporate social responsibility (CSR) initiatives play an important role in increasing employee motivation and commitment. In addition, organizations that focus on work-life balance tend to have higher levels of employee loyalty and reduced turnover. However, the study also found that small and medium enterprises (SMEs) in the Kerinci tourism sector still face challenges in implementing sustainable human resource management, mainly due to limited resources and lack of understanding of the concept of sustainability. This research recommends the need for collaboration between the government, companies, and local communities to promote sustainable HR management more broadly in Kerinci.

Companies need human resources who are educated, skilled and competent in their fields. Company management must pay attention to managing the company's human resources. The problem with employee performance in several Indonesian companies is that there is still a high level of absenteeism, this creates problems for leaders to increase employee motivation and organizational commitment to carry out work optimally. The method in this research is literature study or library search. Examine journals that are in accordance with the theory discussed, especially in the area of ​​employee motivation and commitment. All journals cited are sourced from Sinta, Google Scholar, and Garuda. The research results show that the positive influence of organizational commitment on employee performance states that motivation and organizational commitment have a significant effect on increasing employee performance.

Low compensation given to companies is the cause of low employee commitment to the company. Many organizations are found to consider employees as not their main asset. This is evidenced by the large number of workers complaining about the amount of compensation they receive which is not fair, appropriate and reasonable, so that many employees look for other jobs which they think are more prosperous, ultimately turnover increases, this indicates that company management is unhealthy. The formulation of the problem in this research is How does employee compensation contribute to employee commitment at STIE IBMI Medan. This research aims to find out and analyze how employee compensation contributes to employee commitment at STIE IBMI Medan. Based on observations and interviews, research results show that compensation contributes to employee commitment, meaning that if employee compensation is fair, appropriate and reasonable then employee commitment will increase to the company, so that employees will devote all their energy, thoughts and knowledge to the company to the fullest so that the company can progressing rapidly. The hypothesis in this research is that employee compensation contributes to employee commitment. This research uses a qualitative descriptive method, namely descriptive research that tends to use analysis. Data was obtained by observation and interviews.

Starbucks is one of the international coffee companies affected by falling shares due to a boycott triggered by their alleged support for alleged Israeli crimes. To overcome this market turmoil, Starbucks is trying to carry out a series of strategies so that it can still be accepted by the market. This research aims to analyze Starbucks' marketing strategy regarding the decline in shares due to product boycotts. The research was conducted using a descriptive qualitative approach. Data was obtained through search results and observations on various sites and related databases. The research results show that Starbucks has implemented a marketing strategy that focuses on clarifying its stance and commitment to human values, launching aggressive promotions, launching new products, collaborating with K-Pop idols, improving customer service, and taking advantage of the Ramadan momentum. In addition, Starbucks has also emphasized its dedication to social responsibility and human rights through statements on Starbucks' official website and Instagram. The company is concerned about all forms of actions that incite hatred and violence, and also expresses sympathy for the victims and support for global peace initiatives. These efforts aim to restore Starbucks' brand image and rebuild customer trust, while addressing the concerns that led to the product boycott. By focusing on these human values, promotions, and improving customer service, Starbucks is working to regain its market position and continue to grow in the international coffee industry

Abstract. This case study explores the influence of transformational leadership style in facilitating innovation and synergy in an institution. Through the analysis of conceptual relationship diagrams among various operational elements within the organization, this study demonstrates how transformational leadership impacts decision-making processes, innovation, and competency enhancement. In this context, leadership acts not only as a decision maker but also as a motivator inspiring active participation and commitment from team members. The emphasis on consultation and coordination in decision-making illustrates the implementation of democratic practices supporting a collaborative and inclusive work environment. Furthermore, the study identifies innovation as a central pillar driving the institution to adapt to changes and meet the dynamic market needs. Initiatives such as the implementation of modern technology and new approaches in human resource management are illustrated as key components in the organization’s innovative strategy. The findings of this case study underscore that transformational leadership is effective in triggering organizational growth and sustainability by integrating innovation and collaboration. The implications of these findings provide important insights for other institutional leaders in designing leadership strategies that not only direct the organization to achieve its targets but also ensure ongoing adaptation and growth in a continually changing environment. This study offers valuable contributions to the literature on organizational leadership, particularly in the context of institutions operating in the era of globalization and digital transformation.

This research aims to determine the influence of Work Motivation, Work Discipline, and Communication on Employee Organizational Commitment. This type of research is a descriptive qualitative study using a literature review method based on previous research journals. The results of this study explain that there is a relationship between work motivation, work discipline, and work communication in enhancing organizational commitment. To determine an employee's organizational commitment, one must consider their motivation to work, discipline in adhering to existing regulations, and ability to communicate well to take necessary actions in achieving the company's vision and mission. In this regard, it is necessary to instill a sense of responsibility in all employees, making them aware of their significant role within the organization, involving employees in every activity aimed at achieving organizational goals, and fostering a sense of belonging to the organization. This is intended to cultivate a strong emotional bond between employees and the organization, making it easier to achieve organizational goals if every employee has a strong commitment to the organization.  

The aim of this research is to find out what factors cause turnover and also to find out the impacts of high turnover. The research approach uses descriptive research with a sample size of 138, data analysis techniques use quantitative and qualitative analysis techniques. The research results show that the factors that influence employee turnover are job satisfaction, job demands and opportunities, work environment, commitment and leadership. High turnover will have impacts including the loss of several highly experienced and skilled employees, causing a decrease in employee productivity and a decrease in the quality of services provided and ultimately will have an impact on decreasing organizational performance and hampering the achievement of organizational goals.

Career management is a crucial process for both individuals and organizations. For individuals, it facilitates the achievement of career goals and enhances job satisfaction. For organizations, it aids in attracting, developing, and retaining qualified employees. This study delves into the factors influencing career management, encompassing individual factors (abilities, skills, interests, values, and personality), organizational factors (organizational culture, structure, career opportunities, and career policies), and environmental factors (economic, socio-political, and technological conditions). The findings demonstrate that effective career management can enhance employee career effectiveness, job satisfaction, and organizational performance. The study also provides recommendations for improving career management, including regular career assessments, career development program development, information and training, a supportive organizational culture, and encouraging employees to proactively manage their careers. Further research is warranted to develop more effective and contextual career management models and investigate the impact of career management on other factors such as organizational commitment, employee turnover, and gender equality in the workplace.    

In the context of the industrial revolution 4.0 and the introduction of new technology, workplace safety has become a crucial aspect, especially in the manufacturing sector. In facing these challenges, it is important for the manufacturing industry to integrate proactive and integrated safety strategies. Employee safety and welfare is not only a moral responsibility, but also reflects the company's commitment to protecting human assets, in accordance with the values and principles of the 1945 Constitution. This research aims to provide a systematic, factual and accurate picture of strategy implementation safety management at PT Denso Indonesia in achieving Zero Accident, in line with Law of the Republic of Indonesia Number 1 of 1970 concerning Work Safety. The research results highlight that most work processes at PT Denso Indonesia have a high level of risk, however, the company has adopted safety management strategies to prevent accidents that are detrimental to employees and the company. In implementing this strategy, PT Denso Indonesia prioritizes national values by considering the principles of the 1945 Constitution. Efforts such as Safety Dojo and SCW are used to improve safety, while technology such as PIR sensors are also applied to prevent accidents. Success in achieving Zero Accident is influenced by consistency, employee participation, and strategy integration into a company culture that is based on national values. Thus, safety in the workplace is not only a goal, but also reflects the spirit of harmony between the interests of the company, employees and the nation, in accordance with the principles of the 1945 Constitution.

Job insecurity is a major concern among employees in various organizations, including public health centers in Banjarmasin City, Indonesia. A systematic literature review was conducted to investigate the influence of job insecurity on turnover intention among community health center employees in Banjarmasin. The results of the analysis carried out on 14 articles showed that job insecurity had a positive effect on turnover intention. Job insecurity can lead to stress, anxiety, and dissatisfaction, which can negatively impact an employee's commitment to their organization and increase their intention to leave. All studies used quantitative research methods with survey techniques for data collection. Strategies to enhance job security perceptions, such as improving communication transparency, offering career development opportunities, and implementing fair and consistent human resource practices, may help mitigate turnover intentions. The findings of the studies highlight the importance of addressing job insecurity to reduce turnover intention and improve employee retention in primary health care in Banjarmasin. Investing in initiatives that cultivate a sense of job security and stability among health workers can contribute to the long-term sustainability and effectiveness of primary healthcare service delivery in the region.

This study investigates the factors that influence the formation of PT's corporate image. Pal Indonesia (Persero) and how this perception is related to employee work motivation. Through a literature analysis approach, this research analyzes the perceptions of various stakeholder groups, including prospective employees, customers, suppliers and the general public. The results of the analysis show that company reputation, product and service quality, relationships with stakeholders, organizational values, and commitment to social responsibility are the main factors that influence the company's image. Positive perceptions of the company's image can increase trust, reputation and support from various parties, which in turn can motivate employees to provide their best contribution. Conversely, negative or ambiguous perceptions can reduce employee interest and motivation. Therefore, company management must actively monitor and manage these factors, and strive to build good relationships with various stakeholders to create a motivating work environment that contributes to the company's long-term success.

The aim of this research is to find out the influence of work motivation, work discipline and learning organization on the performance of PDAM Tirta Musi Palembang Unit 3 Ilir employees. The data collection technique used in this research is using a questionnaire method with closed questions so that respondents choose the answers that have been provided and the analysis method used is Multiple Linear Regression Analysis. The results of this research are that the variables Motivation, Work Discipline, and Learning Organization influence employee performance. Based on the f test results of 0.022, the value of 0.022 is smaller than 0.05, so it can have an influence on employee performance. Increasing high employee performance is very important in a company, because with high employee performance it will be possible to increase employee work productivity. With increased productivity, the company's goals will be achieved automatically. Therefore, a company always tries to improve the performance of its employees, so that the company's goals can be achieved immediately. Factors that can influence performance itself are motivation, employee work discipline, and learning organization.

To avoid the risk of accidents and improve work safety in the work environment, every transport company must comply with applicable regulations in accordance with the regulations of related agencies or authorized entities. The purpose of this study is to determine the extent to which the management system (K3) has been implemented in the company PT. Multi Jaya Samudera Belawan. Thus the company hopes that the risk of work accidents in the company can be prevented so as not to cause losses or accidents. In analyzing and explaining the application of Occupational Safety and Health Management System (SMK3) in improving work safety at PT Multi Jaya Samudera Belawan, the method used in this study is field research and library research. The results of the study that the application of the Health Management System, Occupational Safety (K3) in improving occupational safety at PT. Multi Jaya Samudera Belawan has not been running optimally which is marked by the existence of several staff in this company who do not use PPE in carrying out their work. PT. Multi Jaya Samudera only declared K3 commitment orally, so that the K3 organization in writing has not been formed. For this reason, a written commitment is needed in the application of K3 at PT. Multi Jaya Samudera Belawan to immediately form a responsible K3 organization and its function can be carried out well to reduce disease and work accidents, so that it is expected to be a reference for work safety management systems.