Publication Search

The rapid development of information technology has transformed the way financial institutions deliver services, including credit unions. To improve service quality and accessibility for its members, KSP Credit Union Bahtera Sejahtera introduced a digital platform through the ESCETE application, which enables members to conduct loan and payment transactions online. This study aims to analyze the needs and members’ interest in using the online loan and payment platform provided by the ESCETE application at KSP Credit Union Bahtera Sejahtera, Kewapante Service Office. The findings reveal that the ESCETE application significantly facilitates members in conducting financial transactions without visiting the service office. The platform also improves employees’ work efficiency and accelerates service delivery. Members demonstrate a relatively high level of interest in using the application due to its accessibility and time efficiency. However, several challenges remain, including limited digital literacy among some members and unstable internet connectivity. This study concludes that the ESCETE application plays an important role in supporting digital financial services in credit unions. Therefore, continuous socialization and user assistance are necessary to maximize the utilization of the application

This study aims to evaluate the implementation of Sidoarjo Regent Regulation Number 69 of 2017 concerning the Civil Servant Code of Ethics in the Family Planning Sector at the Sidoarjo Regency Women's Empowerment, Child Protection, and Family Planning Office. A qualitative approach with a case study was used to explore the implementation of the policy through interviews, observation, and documentation. The analysis was conducted using William Dunn's six policy evaluation indicators, namely effectiveness, efficiency, adequacy, equity, responsiveness, and accuracy. The results show that the policy has provided clear behavioral guidelines and is applied evenly in the work environment. However, the effectiveness and efficiency of implementation are not optimal due to disciplinary violations, weak supervision, and unstructured communication between superiors. The aspects of adequacy and accuracy are considered relevant to the needs of the organization, but have not been able to fully overcome obstacles such as high workloads and low internalization of ethical values ​​among employees. In general, this policy contributes to shaping the professionalism of civil servants, but still requires strengthening through continuous supervision and more systematic coaching. The originality of the study lies in the use of Dunn's evaluation model in the context of the implementation of the civil servant code of ethics at the regional level, as well as identifying gaps between normative policies and field practices. These findings confirm that the success of a code of ethics depends heavily on organizational communication, work culture, and consistency of oversight.

This research explores the meaning of leadership in employee experiences at Ayam Uleg Cak Abit outlets in Malang City using a transcendental phenomenological approach. In the context of culinary organizations operating 24 hours without formal managerial structures, leadership is understood not merely as a structural position but as relational experiences shaping daily work life. This study involves six participants (two leaders and four employees) selected through purposive sampling, with data collected through in-depth interviews, non-participatory observations, and documentation. Data analysis follows Moustakas' (1994) four stages: epoche, phenomenological reduction, imaginative variation, and synthesis of meanings and essences. Findings reveal that employees perceive meaningful leadership through leader's direct presence, involvement in operational work, emotional support during high-pressure situations, and creating work environments valuing each employee's contribution. Leadership essence emerges through authentic relationships, consistent exemplary behavior, and sincere care in daily interactions rather than formal authority or hierarchical position. This research contributes to leadership theory by providing phenomenological perspectives and offers practical implications for developing more humanistic leadership practices in informal organizations. The study concludes that meaningful leadership in culinary outlets is built through trust, open communication, and ability to build significant relationships with employees.

This final report aimed to analyze the service quality gap in ship agency services in determining customer satisfaction levels at PT Maumere Bahari Express. The study was conducted as part of the Merdeka Belajar Kampus Merdeka (MBKM) internship program using a qualitative descriptive approach. Data were collected through interviews with management, employees, and service users (ship crew), direct observation of service processes, and company document review. The analysis was carried out based on the service quality gap model, which includes gaps between customer expectations and management perceptions, management perceptions and service quality specifications, service specifications and service delivery, service delivery and external communication, as well as the gap between expected service and service received by customers.. The results showed that several service gaps still existed in the services, particularly related to administrative speed, clarity of information, service operational standards, as well internal coordination and communication. These gaps affected the level of customer satisfaction, which had not yet been optimal. Therefore, PT Maumere Bahari Express needed to make improvements through strengthening management commitment to service quality, refining standard operating procedures, and enhancini internal and external communication systems in order to improve customer satisfaction sustainably..

Work engagement is a crucial factor that supports organizational effectiveness, particularly within public institutions that bear significant responsibilities in delivering public services. This study aimed to examine the relationship between Perceived Organizational Support (POS) and Work Engagement among Civil Servants (Pegawai Negeri Sipil PNS) at the Medan Center for Drug and Food Control (Balai Besar Pengawas Obat dan Makanan BBPOM). A quantitative approach with a correlational research design was employed. The study population consisted of 127 civil servants, all of whom were included as research participants using a total sampling technique. Data were collected using the Survey of Perceived Organizational Support (SPOS) and the Utrecht Work Engagement Scale (UWES). Data analysis was conducted using the Pearson Product-Moment Correlation test. The findings revealed a positive and significant relationship between Perceived Organizational Support and Work Engagement (r = 0.266; p = 0.002). These results indicate that higher levels of perceived organizational support are associated with higher levels of employee work engagement. Descriptively, the majority of respondents reported high levels of POS (66.9%) and high levels of work engagement (73.2%). The findings suggest that organizational support manifested through fairness, concern for employee well-being, supervisory support, and recognition of employee contributions plays an important role in enhancing employees’ vigor, dedication, and involvement in their work. This study provides practical implications for BBPOM Medan to continuously strengthen organizational support as a strategic effort to improve employee work engagement and optimize the performance of civil servants.

This study aims to analyze the influence of leadership style and work motivation on employee loyalty at the Bungku Pesisir District Office, Morowali Regency. The study used a quantitative approach by distributing questionnaires to 40 employees as respondents. The research instrument consisted of 36 statement items with the variables of leadership style (X1), work motivation (X2), and employee loyalty (Y). The data were analyzed using descriptive statistics, classical assumption tests, and multiple linear regression analysis. The results of the descriptive analysis showed that leadership style and work motivation were in the high category, while employee loyalty was also classified as very good. Normality, multicollinearity, and heteroscedasticity tests showed that the regression model met the requirements of the analysis. The results of multiple linear regression showed that leadership style and work motivation had a positive and significant effect on employee loyalty, both partially and simultaneously. A determination coefficient (R²) of 0.725 showed that 73% of employee loyalty variations were influenced by these two independent variables, while the other 27% were influenced by other factors outside the study. Thus, this study concludes that improving effective leadership style and strong work motivation play an important role in strengthening employee loyalty in the Bungku Pesisir District Office. The results of this study imply that organizations need to improve the quality of leadership and create a work environment that can motivate employees optimally.

Rapid global environmental changes, especially due to advances in technology and information, have had a significant impact on various sectors of life, including the health sector. In the context of modern health services, hospitals are no longer just places of healing, but also institutions that are required to provide high-quality services, based on patient safety, and are able to adapt to the dynamics of community needs. This change requires a transformation in human resource management, especially related to the interpersonal and psychosocial competencies of nurses as the spearhead of medical services.Purposes:​ to analyze the effect of effective communication and Assertive Attitude on Nurses' Work Productivity in hospitals, with Work Fatigue as a mediating variable.Methods: This type of research is quantitative, using statistical figures to measure the influence of independent variables on dependent variables. The research design is a cross-sectional study.Results: The results of this study indicate that effective communication, assertiveness, and job fatigue collectively significantly influence nurses' work productivity. Communication and assertiveness positively contribute to job fatigue, which in turn affects productivity. Job fatigue is also shown to be a significant mediator in the relationship between communication and assertiveness on work productivity .Conclusion : The importance of strengthening effective communication as a strategy to increase productivity. Organizations need to design communication systems that support openness, transparency, and clarity of information and culture-based assertiveness training, so that employees can express their opinions appropriately without causing resistance in the team.

The Human Resource Department (HRD) plays a very important role in supporting the growth and sustainability of an organization or company. Employees represent the most valuable asset owned by the company, which means that HRD can be considered the most critical component that must be managed properly. The primary function of HRD encompasses the management of all aspects related to the workforce, including ensuring that every employee fully receives their rights. To enhance work effectiveness and efficiency, HRD requires support in the form of a computer-based technology system. Therefore, it is necessary to develop an application capable of accelerating and simplifying employee data management. This study aims to improve HRD performance through the creation of a Human Resource Information System (HRIS). The application development process adopts the Waterfall method. The final outcome of this research is an application that successfully facilitates the HRD department in carrying out its various tasks more effectively.

The utilization of digital technology in government administration is a critical measure to improve employee performance and the efficiency of public services. However, the effectiveness of implementing this technology is highly determined by the degree to which employees accept the digital systems being used. This study aims to analyze the impact of digital technology acceptance on employee performance at the Mojoroto District Office in Kediri City. The research employs a quantitative method with an explanatory design. Information was obtained through a questionnaire survey distributed to all employees at the Mojoroto District Office, totaling 30 respondents, using total sampling techniques. Indicators of digital technology adoption were evaluated based on perceptions of benefits, operational ease, social pressure, and infrastructural support, while employee performance was assessed according to the quality of work output and responsibilities. Data analysis involved descriptive statistics, validity and reliability tests, and ordinal linear regression. The study findings indicate that digital technology acceptance has a positive and significant influence on employee performance. The coefficient of determination figure reveals that digital technology adoption can explain a large part of the fluctuations in employee performance, with the remaining variation influenced by variables outside the research model. These results imply that the greater the level of digital technology acceptance, the better the resulting employee performance. This study concludes that strengthening digital capabilities, technical guidance, and institutional support are key strategies for enhancing employee performance and public service quality at the district level.

Almost all formal workers dedicate all their time and energy to their companies during their productive years. As a result, it is very difficult for workers to start other businesses besides their formal jobs. Without the skills and strategies for entrepreneurship, many workers find it difficult to survive when they reach retirement age. From a sustainable human resource management perspective, the retirement preparation period (MPP) is a strategic phase for maintaining the social welfare of employees and taking preventive measures to address post-retirement social issues such as decreased productivity, economic dependence, and individual social roles. For employees who will enter retirement age in the next two years, PT. Sindopex Perotama regularly conducts MPP training. This year, the MPP training was themed “food security to achieve food self-sufficiency in retirement.” PT. Sindopex Perotama collaborated with LS Farm, Trawas Eduwisata Center (TEC), and a team from KH. A. Wahab Hasbullah University (UNWAHA) Jombang as part of the Tridharma community service program. This activity was achieved by applying the results of evaluations from observations of previous activities so that it was on target through proper planning (identifying needs in collaboration with partners), implementing activities, and providing direct assistance at the activity location. This program is expected to bring about social change, such as greater social welfare for employees approaching retirement age, greater economic independence in terms of food, and greater awareness of the role of retirees in maintaining food availability and social harmony in their neighborhoods. In addition, this program demonstrates sustainable human resource management practices in companies that care about the welfare of their employees until they retire.

Marriage has an important role in shaping the family structure in society. However, in recent years, the marriage rate in Indonesia has experienced a significant decline, reaching 7.51% in 2023. This decline is caused by various factors, one of which is the increase in cases of Domestic Violence (KDRT), which gives a negative image to the institution of marriage. This article aims to examine the stigma of violence and the fading of the institution of marriage. This research aims to analyze the views of employees of PT. Sicepat Express Indonesia from 2018 to 2023. This study uses a qualitative descriptive method to understand employees' views on this issue.  Based on data, in 2023 there will be 289,111 cases of violence against women and 351,828 divorces, of which domestic violence is the main factor. The results show that many individuals feel worried and reluctant to get married due to the growing negative stigma. These findings reveal that domestic violence not only has a direct impact on victims, but also affects the way people, especially the younger generation, view marriage as an institution that ideally brings happiness.

Quiet quitting refers to a phenomenon in which employees do not formally resign from their jobs but intentionally limit their work efforts to the minimum required. This study aims to adapt the Quiet Quitting Scale developed by Galanis et al. (2023) into the Indonesian context. A quantitative approach was employed involving 100 respondents drawn from both private and government sectors. The adaptation process included forward translation by three linguists, synthesis of the translated versions, and cultural adjustment to ensure contextual relevance. Data were analyzed using Confirmatory Factor Analysis (CFA) based on a three-factor model consisting of detachment, lack of initiative, and lack of motivation. The results indicate that the Indonesian version of the Quiet Quitting Scale demonstrates acceptable construct validity across the proposed factors. However, several items still require refinement, suggesting that further development and validation with larger and more diverse samples are necessary to strengthen the scale’s psychometric properties.

This study aims to analyze the influence of the work environment and job satisfaction on employee performance at PT Tirtakencana Tatawarna in Karawang. The study employed a qualitative approach with descriptive methods to gain an in-depth understanding of employee perceptions and experiences regarding their working conditions. Informants were selected using purposive sampling, with the criteria being employees who had worked for at least one year and were directly involved in the company's operational activities. Data collection was conducted through in-depth interviews supported by documentation studies. Data analysis was conducted through data reduction, data presentation, and conclusion drawing, with data validity tested using source triangulation. The results indicate that a conducive work environment, both physical and non-physical, and a good level of job satisfaction have a positive effect on employee performance. A comfortable work environment and harmonious working relationships can increase employee motivation and effectiveness, while job satisfaction fosters a positive attitude and responsibility in completing tasks. Thus, the work environment and job satisfaction play a significant role in improving employee performance at PT Tirtakencana Tatawarna in Karawang.

This research seeks to investigate the effects of work discipline, work ethic, and work motivation on employee performance at BPR Adi Sedana Ayu. The study is motivated by existing challenges, including insufficient discipline, reduced work enthusiasm, and limited employee motivation, which negatively affect organizational performance. A quantitative research design was applied, involving a saturated sampling technique with 35 employees as respondents. Data were gathered through structured questionnaires and analyzed using multiple linear regression to evaluate both partial and simultaneous influences. The results demonstrate that work discipline, work ethic, and work motivation exert a positive and statistically significant impact on employee performance, both individually and jointly. Based on these findings, the study emphasizes the need for improved supervision, the development of a constructive work culture, and the enhancement of employee motivation through performance-based incentives, career development opportunities, and a supportive work environment. Therefore, this study emphasizes the importance of better supervision, the formation of a positive work culture, and strengthening employee motivation through providing incentives, career development, and creating a supportive work environment.

Teamwork is a fundamental factor in social, organizational, and educational life, because in essence humans are social creatures that require the interaction and involvement of other individuals to meet their needs and achieve life goals. In the context of work, teamwork can be defined as the result of coordinated individual efforts that are able to produce higher performance than if work is done individually, or as a group of individuals working collectively to achieve common goals that are easier to achieve through collaboration. The implementation of teamwork plays an important role in accelerating job completion, improving individual and organizational performance, and being able to prevent overlapping tasks through good synchronization. Through intensive interaction, teamwork can have a positive impact on the overall performance of the group and also improve individual abilities through the process of knowledge and experience transfer between employees. The dimension of teamwork includes active member contributions, interaction and communication, consistency in maintaining focus on goals, quality of work results, and relevance of team members' knowledge and skills. Therefore, the effectiveness of teamwork is seen as the most important competitive advantage in an organization, making it a major factor that influences the increase in work productivity.

This research was conducted to determine the extent to which leadership style, the work environment, and work conflict influence employee work productivity at Perum Perhutani, Central Java Regional Division. A quantitative approach using a survey method was applied, in which questionnaires were distributed to 80 permanent employees. The collected data were measured using a Likert scale and processed with IBM SPSS Statistics. The findings show that leadership style positively and significantly contributes to employee work productivity, while the work environment serves as the most influential factor in enhancing productivity. In contrast, work conflict has a negative and significant impact, despite the relatively low conflict level within the organization. The study found that the work environment has the strongest influence on employee productivity, followed by leadership style, while work conflict has the least impact.  Overall, the results highlight that fostering a supportive work environment, ensuring effective leadership, and minimizing conflict are essential for maintaining consistent employee work productivity.

The availability of quality human resources provides an opportunity for leaders to select the best employees for strategy implementation. However, the effectiveness of strategy implementation depends not only on human resources but also on the organizational culture and leadership style applied. Based on the results of the first hypothesis test, it was found that the organizational culture variable has a positive and significant effect on employee performance at the Pesisir Selatan Regency DPMDPPKB. Therefore, in this study, the first hypothesis (H1) is accepted. Based on the results of the second hypothesis test, it was found that the leadership style variable has a positive and significant effect on employee performance at the Pesisir Selatan Regency DPMDPPKB. Therefore, in this study, the second hypothesis (H2) is accepted. Organizational culture partially has a positive and significant effect on employee performance. Therefore, it can be concluded that if organizational culture improves, employee performance will also improve. Leadership style has a positive and significant effect on employee performance. Therefore, it can be concluded that if leadership style improves, employee performance will also improve. Organizational Culture and Leadership Style simultaneously have a positive and significant effect on employee performance at the Pesisir Selatan Regency DPMDPPKB. Therefore, it can be concluded that if Organizational Culture and Leadership Style improve simultaneously, employee performance will also improve.

This study aims to conduct a pilot evaluation of employee performance in the Raw Material Warehouse Section at PT. IKPP Serang Mill using a checklist-based performance appraisal model. Performance evaluation is a crucial aspect in ensuring the smooth operation of raw material warehouses, which involve a high level of occupational risk and have a direct impact on the continuity of the production process. The checklist method is applied because it integrates quantitative assessment through scoring results with qualitative evaluation in the form of behavioral feedback. This study employs a qualitative descriptive approach supported by quantitative data obtained from performance assessments of ten employees holding various positions, including forklift operators, checkers, shift administrators, and shift supervisors. The results indicate that employee performance falls within a diverse spectrum, categorized as “performance” and “need to improve,” influenced by compliance with standard operating procedures (SOPs), work discipline, communication, and awareness of occupational health and safety (OHS). The findings also demonstrate that the checklist-based model is effective in identifying performance gaps and serves as a basis for formulating improvement actions such as coaching, OHS training, promotions, and administrative sanctions. This study concludes that the checklist model functions not only as an administrative evaluation tool but also as a strategic instrument for human resource development and sustainable organizational performance improvement.

The research was conducted at KSP Kopdit Obor Mas Maumere. The purpose of this study is to examine the effect of employees’education level and work experience on the effectiveness of the internal control system. The research method used is a quantitative approach with multiple linear regression analysis techniques. The research result show that the Education Level variable does not have a significant effect on the Effectiveness of the Internal Control System, while the Work Experience variable has a positive and significant effect on the Effectiveness of the Internal Control System. Simultaneously, both independent variables have a significant effect on the Effectiveness of the Internal Control System. The coefficient of determination (R2) indicates that variations in the effectiveness of the internal control system can be explained by Education Level and Work Experience. These findings affirm that Work Experience plays is dominant role in enhancing the effektiveness of the intenal control system, whereas Education Level is not a key factor in the context of this study.

The increasingly rapid digital transformation demands that MSMEs optimize technology not only in business processes but also in human resource management. Although HR digitalization is believed to improve organizational effectiveness, research on the psychological mechanisms and role of leadership in the context of e-commerce MSMEs is still limited. This study used a quantitative approach with an explanatory survey method and involved 366 respondents from e-commerce MSMEs in various regions of Indonesia. Data analysis was conducted using Partial Least Squares–Structural Equation Modeling (PLS-SEM) techniques to test direct relationships, mediation, and moderation. The results showed that digital HR practices have a positive and significant effect on employee performance. The digitalization of HR functions, such as e-recruitment, e-learning, HRIS, and digital performance management, can improve work effectiveness and the quality of work output. Furthermore, work engagement was shown to mediate this relationship, meaning that employees perform better when they feel more passionate, dedicated, and involved in their work. This mediating role emphasizes the importance of psychological aspects in the successful implementation of digital HR. Leaders who possess a digital vision, provide technological support, and encourage innovation have been shown to increase employee motivation and comfort in working using digital systems. Overall, this study confirms that the success of digital transformation in e-commerce MSMEs is determined not only by the technology used, but also by leadership support and employee engagement. These findings provide important contributions to the digital HR management literature and offer practical implications for MSME owners in increasing competitiveness in the digital era.