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Leadership is one description of an institution as a process of influencing other people in a certain scope to work together in a productive way and in pleasant conditions. (Tappen, 1995 in Sitorus and Panjaitan, 2011). As a leader you should be able to create an atmosphere work that creates a new and innovative atmosphere for its staff in achieving goals to be better and obtain higher results than before. It is described that an effective leader is considered to be a person who can read situations and conditions and is able to overcome problems with responsibility and integrity and has good ethics (Muninjaya, 2004). Innovative work behavior is the creation, introduction and implementation of new ideas or ideas in work, either as a group or organization in an effort to improve performance in an organization (Jansen, 2000). As explained above, assistance is needed for business actors or employees who are willing to become respondents to take part in Democratic Leadership Training carried out by researchers. The output target achieved from this research is the production of scientific publications in national journals with ISSN.

Employee performance in an organization cannot be separated from experience, motivation and leadership style. The Ministry of Religion of Cilacap Regency really needs effective leaders, who have the ability to influence the behavior of their subordinates in increasing motivation in order to increase their work experience, so that they can improve the performance of their employees to achieve organizational goals. This research aims to determine the influence of experience on employee performance, the influence of motivation on employee performance, the influence of leadership style on performance and the influence of experience, motivation and leadership style together on employee performance at the Cilacap Regency Ministry of Religion Office. The research method uses quantitative descriptive methods. Meanwhile, the data collection technique uses a questionnaire, and data analysis uses multiple linear regression. The research results show that there is an influence between experience, motivation and leadership style together on employee performance at the Cilacap Regency Ministry of Religion Office. This means that the more employee work experience and the higher the employee's work motivation and the better the leadership, the better the employee's performance at the Cilacap Regency Ministry of Religion Office. Vice versa.

This study aims to determine the simultaneous and partial effect of Work Motivation and Organizational Citizenship Behavior (OCB) on Employee Performance in the State Civil Apparatus of the Tasikmalaya City Health Service. The research method used in this study is to use quantitative research methods with descriptive methods. Respondents in this study were civil servant employees at the Tasikmalaya City Health Office as many as 90 employees. The type of data used in this study is primary data obtained through questionnaires. The data testing technique used in this study uses the validity test, reliability test and classic assumption test. Data analysis in this study used multiple regression analysis using SPSS software version 25. Data collection techniques used library research, interviews, and questionnaires. The results of the study show that work motivation and organizational citizenship behavior (OCB) simultaneously have a significant effect on employee performance. Work motivation partially has a significant effect on employee performance. Organizational Citizenship Behavior (OCB) partially has a significant effect on Employee Performance.

Ethics relates to good living habits, both in a person and in a society or community group. This means that ethics are related to values, good ways of life, good rules of life, and all habits that are adopted and passed from one person to another or from one generation to another. Islamic Bank Services In Indonesia (BPRS) formulates ethical Islamic work ethics  which in the form of its main values is an elaboration of ethical values applied by all BPRS employees (employees). This study conducted a qualitative mapping  of research articles on ethical behavior in service from 2019 to 2023, focusing on the year of publication, theories used and research variables. A total  of 100 articles from accredited journals on Google Scholar were included in the analysis. In this study assisted by two software including publish or perish software and VOSviewer. The theory of ethical behavior in Islamic banking services  is found to be a theory  that  is considered to be used quite often, but the relationship between the ethical behavior of servants in Islamic banks and fukus is that BPRS is still very rare. Software publish or perish and VOSviewer. Publish or perish software for data collection while VOSviewer software to get 3 outputs that will be analyzed with a bibliometric approach including Network Visualization, Overlay Visualization and Density Visualization. From the results of the analysis of the three outputs, it can be concluded that the theory or topic of ethical behavior and Islamic banking was found to be a theory that has been used since 2019  and is quite often used, but the relationship of the theory of Islamic bangking ethical behavior is not found related, or you could say the theory of Islamic bangking ethical behavior theory has never been made as a research topic in the span of 2019 until 2023.  

This research is motivated by the importance of organizational citizenship behavior to increase productivity and effectiveness in an organization. High human fighting power will encourage the emergence of OCB behavior, namely someone who is able to survive in the face of difficulties while working will be able to carry out their obligations properly. However, according to the findings of this research conducted on employees of the Grand Rocky Hotel Bukittinggi, some employees with high OCB levels are still not able to do their jobs optimally. Therefore this research was conducted to find out whether adversity quotient and emotional intelligence affect organizational citizenship behavior of Grand Rocky Hotel Bukittinggi employees. The sample in this study were all 113 employees of the Grand Rocky Hotel Bukittinggi. Data analysis used in this study is multiple linear regression analysis. The results showed that there was a positive and significant adversity quotient with organizational citizenship behavior of employees. There is a positive and significant influence of emotional intelligence on organizational citizenship behavior of employees. Then adversity quotient and emotional intelligence both have a significant influence on organizational citizenship behavior of employees

This study investigates the relationship between employee performance, training, and human resource development at PT. Perkebunan Nusantara XIV in Makassar City. The study reveals findings with major significance for organizational improvement through meticulous data analysis and statistical evaluation. The research conclusively shows a link between employee performance and training. Statistics highlight the crucial influence that training plays in improving employee skills and work effectiveness. These findings support the constancy of this correlation by being in line with earlier studies. It advances our knowledge of organizational behavior and performance dynamics by clarifying the relationship between training and employee performance. The study's findings are insightful for businesses looking to maximize staff productivity through strategic training and human resource development programs. It acts as a manual for businesses hoping to use training to boost productivity and encourage staff development.

Work loyalty is an employee's loyalty to the company and the responsibility given by the company in the form of trust that keeps company secrets and the employee's willingness to advance the company Communication is a process of delivering messages from a person who gives or sends messages to the recipient of the message in the form of ideas or information transfer. Organizational climate is a condition, condition and characteristic of the work environment that characterizes an organization which is formed from the attitudes, behavior and personality of all members of the organization.This research uses quantitative descriptive research. The sampling technique uses a saturated sample where the entire population will be used as the research sample. The measurement scale used is a Likert scale.Partially and simultaneously there is a significant influence between communication variables and organizational climate on work loyalty.    

Leadership is the ability to influence the behavior of a group towards achieving goals. The main focus of this research is the behavioral approach of leadership in the context of management. This approach emphasizes the behavior and actions of leaders as the main factors in influencing individual and group performance in organizations. The purpose of this study is to analyze various theories and research related to the behavioral leadership approach, the concept of leadership behavior approach, leadership style based on the behavioral approach, various behavioral approach theories, such as the Michigan study, the Ohio study, and the Managerial Grid/Leadership grid, as well as various case studies from previous studies. The method used is a literature review study method, such as from books, journals, and several previous studies. The results of this study emphasize the importance of an effective leadership behavior approach in achieving organizational goals. Leader behavior has a significant influence on employee motivation, performance, and satisfaction. Therefore, it is important for organizations to understand and implement effective leadership principles and styles to create a productive and motivating work environment.

Research shows that Work Discipline and Organizational Citizenship Behavior (OCB) together have a positive and significant effect on employee performance. By testing the coefficient of determination, the R-Square value is 0.402 or 40.2%. Which means that the influence of the Work Discipline (X1) and Organizational Citizenship Behavior (OCB) (X2) variables on the dependent variable Employee Performance (Y) is 40.2% and the remaining 59.8% is influenced by other variables outside the regression or other factors not examined in this study. Partially, the work discipline variable has a significant influence on employee performance with a t-test value of 3.400 > 1.998 ttable. Partially the results of the Organizational Citizenship Behavior (OCB) variable have a significant influence on Employee Performance with a t-count of 3.008 > 1.998 t-table. Meanwhile, based on the results of the simultaneous test obtained from this study on the variables of Work Discipline and Organizational Citizenship Behavior (OCB) it has been obtained that the calculated F value is 20.850 > 3.15 F table and sig 0.000 <0.05.

This study aims to provide insights and understanding of the importance of the relationship between leaders and members in creating a healthy and productive work environment, as well as assisting organizations in designing more effective leadership development programs. The study utilizes a literature review method to compile research frameworks based on relevant previous studies. The findings of the study indicate that the quality of the relationship between leaders and members significantly influences organizational performance. A better relationship between leaders and members has positive impacts on employee performance, innovative attitudes, work ethics, employee loyalty, job engagement, employee performance, organizational citizenship behavior, effective communication, job satisfaction, and significant reduction in turnover intention. This highlights the importance for organizations to pay attention to the quality of the relationship between leaders and members in creating a healthy and productive work environment. Additionally, organizations should also focus on leadership development that enhances the quality of the relationship between leaders and members.    

Catering Mrs. Kokom was established from 2019 until now, but there was a decline in sales at the time of the COVID-19 pandemic that caused the mentality and quality of human resources among employees to decline. In order to be able to improve the performance of employees, they need motivation or an incentive that makes them engaged and improves the quality of their work. The method used to compile this article uses descriptive and qualitative methods by interviewing business owners. The result is an increasingly motivated role to give reinforcement to desires that lead to better work performance and can guide individual behavior in the achievement of goals

This purpose of this study is to analyze the role of behavioral accounting in addressing organizational performance at PT Indofood, a leading food and beverage company in Indonesia. Behavioral accounting focuses on understanding and influencing the behavior of individuals within an organization to improve performance. The study explores the application of behavioral accounting techniques and their impact on the overall performance of PT Indofood. By examining the relationship between behavior and organizational outcomes, this analysis provides insights into the effectiveness of behavioral accounting in enhancing performance and achieving organizational goals. The findings highlight the importance of integrating behavioral accounting practices in PT Indofood's management strategies to foster a positive work environment, enhance employee motivation, and ultimately improve organizational performance

Even though the Covid-19 pandemic has ended, awareness about cleanliness remains an important factor in people's lives. At the tofu factory in Karanglo Village there is no special hand washing area for employees, this certainly supports the spread of disease due to lack of cleanliness. This problem can be overcome by making special hand washing facilities for employees so that cleanliness can be maintained. The method used in this research is the observation method which is done by observing the behavior and activities of a person directly. With the existence of hand washing facilities at the tofu factory in Karanglo Village, it is hoped that it will be able to provide knowledge and insight regarding awareness of maintaining cleanliness and solutions in overcoming the hygienic problems of processed products. Evaluation is carried out by periodic checking to find out whether the tool can function properly. From the activity of making a hand washing station for the tofu factory in Karanglo Village, the factory employees can easily wash their hands both before and after work so that the hygiene of processed products is guaranteed.

Each agency in carrying out its activities has goals that must be achieved. To achieve or realize these goals, each agency must be good at choosing strategies, especially there is human resource planning which in essence is focused on certain steps taken by management. For the availability of a permanent workforce to occupy the position and the right time in order to achieve the goals and various targets set. Employee placement is expected to make an adequate contribution to the organization in addition to being an effort to develop human resource competencies in the organization. With improper placement, a person's performance will not match the expectations of management and organizational demands, thus they display low work productivity which can result in boredom and boredom. Theoretically, the placement of employees in an organization must have an adjustment between the qualifications or educational background of employees with the qualifications of the job they will carry. To find out whether the placement process is successful or not, what the company can do is to evaluate employee behavior and work performance in the form of a work presentation assessment. The ability of employee resources is often hampered if faced with job placement problems.  

Cyberloafing behavior is a form of withdrawal deviance in the workplace which is increasingly surfacing along with technological developments. Cyberloafing behavior not only has a positive impact but also has a negative impact on the company. To maximize the positive impact and minimize the negative impact, this research has an urgency to examine predictors that can explain the occurrence of cyberloafing behavior. The study was conducted using employees from various companies in various industries as research samples. The results of this study indicate that cyberloafing behavior is explained by role ambiguity, role conflict and role overload.

Internal communication that occurs at PT. XYZ will affect work behavior which is indicated by employee performance towards the company. The formulation of the problem in this study is how internal communication influences employee performance at PT. XYZ, how much influence does internal communication have on employee performance at PT? XYZ. The type of research method used in this study is a quantitative method with data collection techniques through questionnaires, literature study, and documentation study. The object of this research is all employees totaling 43 people. The analysis technique used is an instrument test (validity test and reliability test), simple linear regression analysis, F test, and correlation analysis. The results of data analysis show a simple linear regression equation Y = 42.116 + 0.510, which means that for every 1 unit increase in internal communication (X) then the performance (Y) increases by 0.510, with a correlation coefficient value of r = 0.528 meaning that internal communication simultaneously has a moderate effect on employee performance. which is also evidenced by count 15.825 > table of 4.08 with a significance level of 5%, Ho is rejected and Ha is accepted.

Employee performance is a description of the level of achievement of the implementation of an activity program or policy to realize the goals, objectives, vision and mission of an organization as outlined in a strategic plan. Punishment or punishment is a form of procedure or action given to individuals or groups for mistakes, violations or crimes that are made in the form of negative reinforcement or suffering in the context of fostering and improving behavior so that it does not happen again. This study aims to determine the effect of work discipline partially on employee performance at PT. Deli Rubber Industry especially in the R1B section. The method in this study used a quantitative approach and the number of samples taken in this study were 104 respondents, the data collection technique in this study used a questionnaire. Data analysis used multiple linear regression tests with the SPSS 25 program, so that research shows that work discipline partially affects employee performance.

The purpose of this study is to describe Organizational Citizenship Behavior, work engagement, organizational support and quality of work life of employees at the Department of Public Works, Bina Marga and Spatial Planning, Bojonegoro Regency. And to analyze the effect of organizational support and quality of work life on Organizational Citizenship Behavior through work engagement. This type of research uses explanatory research with a quantitative research approach. The population in this study were all employees of the Department of Public Works, Highways and Spatial Planning, Bojonegoro Regency, totaling 52 people and the sample was also 52 people using a census sampling technique. Methods of data collection using questionnaires and documentation. Methods of data analysis using SEM with PLS. The results showed Organizational Citizenship Behavior, work engagement, organizational support and quality of work life of employees in the high category. Organizational support for work engagement has a positive but not significant effect. Quality of work life has a significant effect on work engagement. Organizational support, quality of work life and work engagement have a significant effect on OCB. Organizational support for OCB through work engagement has an insignificant effect, quality of work life for OCB through work engagement has a significant effect.

Transformational leadership encourages employees to take initiative, think creatively, and take risks in achieving organizational goals. The aim of this study is to provide an overview of transformational leadership and innovative behavior, explore the factors that mediate the relationship between transformational leadership and innovative behavior, and evaluate the influence of transformational leadership and innovative behavior by conducting a review of journals published in Scopus through "Publish or Perish" in the period 2017-2023. After conducting a systematic review using the PRISMA method, 31 relevant journals were found for this study. The search keywords used were "Transformational Leadership" and "Innovation Behaviour". The results of the study showed that transformational leadership is an important factor in promoting innovative work behavior. Several factors that mediate the relationship between transformational leadership and innovative behavior include organizational support for innovative behavior, innovation orientation and goal culture, meaningful work, digital literacy, team work quality, psychological empowerment, and motivation in general. In conclusion, transformational leadership has a significant impact on innovative work behavior.

Entrepreneurship learning is the process of acquiring knowledge and skills related to entrepreneurship, including the ability to recognise and develop new business opportunities, effectively manage resources, and take calculated risks in order to achieve success in business ventures often associated with intentional entrepreneurship refers to a person's motivation or inclination to launch a new business venture. The focus of this study is on entrepreneurial learning and intention, and it employs a systematic review methodology from 2021 to 2023 scopus database. The focus of research related to entrepreneurship learning and entrepreneurship intention focuses on several things such as experiential learning practice, individual characteristics such as gender, age, proximity to entrepreneurship, academic performance, previous work experience, and propensity for risk and observe the change, innovation, one-day female-focused STEM-based entrepreneurship program, entrepreneurial self-efficacy, young employees’ perception of their current paid jobs, creativity among female learners, cognitive and social conditions, creative self-efficacy, and theory of planned behavior.