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Penelitian ini bertujuan untuk menganalisis pengaruh knowledge sharing dan pemberdayaan pegawai terhadap kinerja pegawai melalui kepuasan kerja sebagai variabel intervening pegawai di Dinas Pemberdayaan Perempuan, Perlindungan Anak, Pengendalian Penduduk dan Keluarga Berencana Kabupaten Pekalongan. Populasi yang digunakan dalam penelitian ini adalah seluruh pegawai di Dinas Pemberdayaan Perempuan, Perlindungan Anak, Pengendalian Penduduk dan Keluarga Berencana Kabupaten Pekalongan yang berjumlah 105 orang. Jumlah sampel yang digunakan adalah 84 orang yang dipilih dengan Slovin secara proporsional random sampling. Teknik analisis data yang digunakan adalah Structural Equation Modeling-Partial Least Square (SEM-PLS). Hasil penelitian menunjukkan bahwa knowledge sharing dan pemberdayaan pegawai berpengaruh positif dan signifikan terhadap kepuasan kerja dan kinerja pegawai. Kepuasan kerja juga berpengaruh signifikan terhadap kinerja pegawai. Hasil penelitian juga menunjukkan bahwa kepuasan kerja memiliki peran mediasi dalam memediasi knowledge sharing dan pemberdayan pegawai terhadap kinerja pegawai.

Penelitian ini dilatarbelakangi oleh pentingnya peningkatan kinerja pegawai sektor publik yang sering terkendala birokrasi, budaya organisasi hierarkis, dan regulasi ketat. Kepemimpinan autentik dan penyesuaian pekerjaan dipandang sebagai faktor yang dapat   memengaruhi kinerja pegawai baik secara langsung maupun melalui keterlibatan kerja. Kepemimpinan autentik berperan dalam menciptakan iklim kerja yang terbuka dan penuh integritas, sedangkan penyesuaian pekerjaan memberi ruang bagi pegawai menyesuaikan pekerjaan dengan kekuatan dan preferensi pribadi. Penelitian ini menggunakan metode kuantitatif dengan survei terhadap 153 pegawai Dinas Perhubungan Kabupaten Pemalang. Instrumen berupa kuesioner berskala Likert yang diuji validitas dan reliabilitasnya. Analisis data dilakukan dengan Partial Least Squares Structural Equation Modeling (PLS-SEM) untuk menguji hubungan langsung maupun mediasi antar variabel berdasarkan teori JD-R, COR, dan Authentic Leadership. Hasil penelitian menunjukkan empat hipotesis diterima dan satu ditolak. Penyesuaian pekerjaan berpengaruh positif dan signifikan terhadap keterlibatan kerja dan kinerja pegawai, serta menjadi prediktor paling kuat bagi kinerja (β = 0,432). Kepemimpinan autentik berpengaruh positif terhadap keterlibatan kerja (β = 0,335), namun tidak signifikan terhadap kinerja (β = 0,120). Keterlibatan kerja terbukti memediasi sebagian hubungan penyesuaian pekerjaan dengan kinerja, tetapi tidak memediasi pengaruh kepemimpinan autentik. Model penelitian mampu menjelaskan 44,2% varians keterlibatan kerja dan 60,8% varians kinerja pegawai. Temuan ini menegaskan pentingnya faktor individual seperti penyesuaian pekerjaan dibandingkan faktor kepemimpinan top-down dalam meningkatkan kinerja pegawai di sektor publik. Implikasi praktis penelitian ini adalah perlunya organisasi pemerintah mengembangkan program penyesuaian pekerjaan, memperkuat keterlibatan kerja, serta membangun kepemimpinan autentik sebagai fondasi budaya kerja yang positif.

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.

The study try to investigate what influences ATINY, followers of the South Korean idol group ATEEZ, about customer satisfaction and their decision to buy Nacific products. It investigates how brand ambassadors, fanaticism, Korean Wave, product quality, and buying decisions affect consumer pleasure. Through the use of questionnaires, 396 members of the ATINY fan group participated in the study. Structural Equation Modeling (SEM) was used in the study to analyze the data. The findings show that consumer happiness and purchasing decisions are influenced by product quality. Fanaticism, the Korean Wave, and brand ambassadors, however, had negligible effects on consumer happiness and purchase decisions. Additionally, it has been demonstrated that purchase decisions significantly and favorably affect consumer satisfaction. The study recommends that future studies examine the impact of social media and influencers on consumer behavior and take into account other factors like brand trust or customer experience. Additionally, studies using larger samples from different demographic groups can yield more broadly applicable findings.

This study explores the impact of work–life balance on job performance among Generation Z employees in Jakarta, with job satisfaction as a mediating variable and family-supportive supervisor behavior as a moderating variable. Generation Z, the largest segment of Indonesia's workforce, values flexibility and supportive leadership, but their job performance often shows inconsistency. Previous studies have yielded mixed results on the relationships between work–life balance, job satisfaction, and job performance, with limited empirical evidence on the role of family-supportive supervisor behavior, particularly in Indonesia. Using a quantitative approach, data were collected from 385 Generation Z employees in Jakarta through purposive sampling. Structural Equation Modeling (SEM) with SmartPLS 4.0 was used for data analysis. Results indicate that work–life balance positively influences both job satisfaction and job performance. Additionally, job satisfaction partially mediates the relationship between work–life balance and job performance, suggesting that a better work–life balance enhances job satisfaction, which in turn improves performance. The study also shows that family-supportive supervisor behavior significantly strengthens the positive effect of work–life balance on job performance. These findings contribute to the literature by clarifying how work–life balance affects job performance among Generation Z employees and highlighting the importance of supportive leadership.

PT Adhi Karya (Persero) Tbk is a State-Owned Enterprise (BUMN) in Indonesia that operates in the construction industry. PT. Adhi Karya (Persero) Tbk. was awarded the contract for the Yogyakarta-Bawen toll road construction project, Package 1, Section 1. Construction safety is a very important aspect in the project. The toll road construction project involves work at heights, especially on erection grider work. Erection grider work is a high-risk job, so construction safety must be guaranteed. If construction safety is not guaranteed in the work environment, workers will be more careful in working to reduce risks so that work slows down. This can reduce work productivity. However, when safety is guaranteed, workers will feel safe to work so that it can increase work productivity. This study aims to determine the effect of construction safety (X) on work productivity (Y). The data collection method was carried out by distributing questionnaires to 30 respondents of erection grider workers. Data processing used the Structural Equation Modeling–Partial Least Squares (SEM PLS) method with SmartPLS 4.0 software. The results of data processing showed that construction safety had a significant influence on work productivity with a t-statistic value of 7.329 and a p-value of 0.000.  

General practitioners play a crucial role in the delivery of healthcare services in public hospitals, where limited organizational resources and high service demands often place significant pressure on medical personnel. These conditions may disturb work–life balance, increase the risk of burnout syndrome, and ultimately lead to higher turnover intention. This study aimed to analyze the effect of work–life balance on turnover intention, with burnout syndrome acting as an intervening variable among general practitioners at RSUD Balaraja. An observational analytic design with a cross-sectional approach was applied, involving all 40 general practitioners working in the emergency department and inpatient units through a total sampling technique. Data were collected using standardized instruments, namely the Work–Life Balance Scale, Maslach Burnout Inventory, and the Intention to Quit Questionnaire. Data analysis was conducted using Spearman correlation and Structural Equation Modeling–Partial Least Squares (SEM-PLS). The results revealed a significant relationship between work–life balance and burnout syndrome, as well as between work–life balance and turnover intention. Burnout syndrome was also significantly associated with turnover intention. Further analysis showed that work–life balance had both direct and indirect effects on turnover intention, with burnout syndrome partially mediating this relationship. In conclusion, work–life balance and burnout syndrome are important determinants of turnover intention among general practitioners. Therefore, hospital management should prioritize strategies such as workload regulation, enhanced organizational support, and burnout prevention to retain medical staff and maintain the quality of healthcare services in public hospitals.

This study aims to analyze how the integration of traditional knowledge and digital knowledge shapes organizational strategies in Micro, Small, and Medium Enterprises (MSMEs) in responding to an increasingly competitive business environment. A quantitative approach was employed by applying variance-based Structural Equation Modeling (SEM) using SmartPLS 3 software to 100 MSME respondents. The research model was developed by incorporating three main latent constructs, namely digital knowledge, traditional knowledge, and organizational strategy, which were measured using several indicators relevant to the MSME context. The analysis results indicate that all research instruments meet good reliability and validity criteria, with outer loading values ranging from 0.719 to 0.902, Average Variance Extracted (AVE) values above 0.64, and composite reliability exceeding 0.87. Structural model testing reveals that digital knowledge has a strong and significant effect on organizational strategy (β = 0.799), while traditional knowledge shows a very small effect (β = 0.024). The research model explains 66.4% of the variance in organizational strategy. These findings confirm that digital transformation is the primary factor in shaping competitive strategies among MSMEs, while traditional knowledge continues to serve as a foundation for local context and cultural values. Therefore, the implementation of a hybrid management approach is considered effective in assisting MSMEs in formulating more adaptive, innovative, and sustainable strategies.

The work of health workers is a key factor in ensuring the quality and sustainability of primary health services. However, high work demands and limited resources have the potential to weaken work involvement if they are not balanced with a perception of work meaning and adequate psychological capacity. This study aims to analyze the effect of job meaningfulness on work engagement of health workers through psychological capital as a mediating variable at the Mokoau Health Center, Kendari City, Southeast Sulawesi. This study used a quantitative approach with a cross-sectional design. All health workers at the Mokoau Health Center as many as 70 people were used as research samples using the total sampling method. Data was collected through a structured questionnaire and analyzed using Partial Least Squares–Structural Equation Modeling (PLS-SEM) with the help of SmartPLS version 4.0. The results of the analysis showed that job meaningfulness had a positive and significant effect on psychological capital (β = 0.698; p < 0.05). Psychological capital was also shown to have a positive and significant effect on work engagement (β = 0.691; p < 0.05). Furthermore, job meaningfulness had a significant indirect effect on work engagement through psychological capital (β = 0.482; p < 0.05), which shows the mediating role of psychological capital in the relationship. Job meaningfulness not only contributes directly to strengthening psychological capital, but also indirectly increases work engagement of health workers. Psychological capital plays a role as the main psychological mechanism that translates the meaning of work into higher work attachment. These findings affirm the importance of a human resource management strategy that focuses on strengthening the meaning of work and psychological capital to increase the work involvement of health workers in primary health care facilities.

This study explored the impact of equal employment opportunity (EEO) on innovative work behavior, with organizational justice, psychological safety, and employee engagement as mediators, within Indonesia's banking sector. A quantitative survey design was used, gathering data from employees in both private and state-owned banks. Partial least squares structural equation modeling (PLS-SEM) was applied to analyze the proposed relationships. The findings indicated that EEO positively influenced perceptions of fairness, interpersonal safety, and work engagement. These psychological factors were found to have a positive impact on innovative work behavior. Additionally, all three variables acted as significant mediators between EEO and innovative behavior. In essence, the study highlighted how EEO policies based on fairness helped create a work environment that promotes engagement and psychological safety, thereby encouraging employees to generate new ideas and contribute to organizational improvements. These results emphasize the role of fair human resource practices in fostering innovation within organizations.

This study, titled “analysis of the influence of brand image and online promotion on generation z’s decision to purchase bsi product at bsi merr surabaya”, examines the effect of brand image (X1) and online promotion (X2) on the purchasing decisions (Y) of Generation Z consumers at the BSI Merr Surabaya branch. Using a quantitative research approach, data were collected from 100 respondents aged 20–27 years through purposive sampling. The data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with the assistance of WarpPLS 7.0 software. The results indicate that both brand image (X1) and online promotion (X2) have a significant and positive influence on Generation Z’s decision to purchase BSI products. Among the two variables, online promotion (X2) shows a stronger impact, highlighting its importance in engaging digitally savvy consumers. These findings emphasize the need for companies to strengthen digital marketing strategies while maintaining a solid brand image to effectively influence purchasing behavior. The study underscores the strategic relevance of optimizing both factors to enhance consumer engagement and drive purchase decisions among Generation Z.

This study aims to analyze the effect of product innovation, brand image, after-sales service, experiential marketing, and product quality on purchase intention and its impact on purchasing decisions of Toyota Avanza consumers in Semarang City. The research was conducted using a quantitative approach with primary data collected through questionnaires distributed to 120 respondents selected by purposive sampling. Data analysis employed the Structural Equation Modeling (SEM) technique using AMOS 18 software. The results indicate that all five independent variables—product innovation, brand image, after- sales service, experiential marketing, and product quality—have a positive and significant effect on purchase intention. Furthermore, purchase intention significantly affects purchasing decisions. Among the tested variables, product quality and product innovation were found to have the greatest influence on purchase intention, followed by brand image, experiential marketing, and after-sales service. These findings suggest that Toyota’s success in maintaining consumer interest and purchasing decisions largely depends on its ability to provide superior product quality, continuous innovation, and memorable customer experiences. The study contributes to marketing management literature by highlighting the integrated role of innovation and experiential marketing in shaping consumer behavior in the automotive sector.

This study aims to analyze the influence of Innovative Work Behaviour, Upskilling, and Work Ethic on the Health Workers Performance with Intention to Stay as an intervening variable at RSUD Sumberrejo. The background of this research stems from challenges in improving service quality, high workload, and the need to strengthen competency and retention among health workers. The study employs a quantitative approach using a survey method through the distribution of questionnaires, with data analyzed using Partial Least Squares–Structural Equation Modeling (PLS-SEM) through SmartPLS version 4.0. The population consists of 216 employees, and the sampling technique used is non-probability sampling, resulting in 140 respondents. The findings reveal that Innovative Work Behaviour, Work Ethic, and Intention to Stay have a significant positive effect on the performance of health workers. In addition, Innovative Work Behaviour and Work Ethic significantly influence Intention to Stay. However, Upskilling shows a positive but non-significant effect on both Intention to Stay and Performance, indicating that skill enhancement requires managerial support and motivation to contribute effectively to employee performance. Intention to Stay serves as a mediating variable in several relationships among the constructs. Strengthening innovative behaviour, work ethic, and competency development, accompanied by appropriate retention strategies, is essential for improving the performance of health workers in regional hospitals. Future studies are recommended to develop the research model by incorporating additional variables that may have stronger effects on Intention to Stay and Performance. Keywords: Innovative Work Behaviour; Upskilling, Work Ethic; Intention to Stay; Health Workers Performance

This study aims to examine the effect of employee competence, behavioral control, and trust on employee performance at the Bojonegoro District Health Office with Organizational Citizenship Behavior (OCB) as an intervening variable. The background of this study is related to the importance of employee performance in achieving public service organizational goals, particularly in the health sector. This study uses an explanatory quantitative method with a Partial Least Squares Structural Equation Modeling (PLS-SEM) approach. The research sample consisted of 100 employees at the Bojonegoro District Health Office. The results of the analysis show that the influence of employee competence on employee performance is not significant, but employee competence has a significant influence on OCB. Behavioral control has a significant effect on employee performance, but its effect on OCB is not significant. Trust has a significant effect on OCB, but its direct effect on employee performance does not. OCB is proven to have a significant effect on employee performance. Therefore, OCB plays an important role as a mediator in improving employee performance. This study provides a theoretical contribution by clarifying the relationship between variables in the context of public service-based government organizations. In practical terms, the results of this study are expected to form the basis for recommendations to improve the quality of human resources and develop managerial strategies at the Bojonegoro District Health Office in order to support the effectiveness and efficiency of public services.

The implementation of the Standard Inpatient Class (KRIS) policy presents challenges for hospitals in ensuring equitable service delivery. Organizational readiness depends not only on adequate physical infrastructure but also on an adaptive organizational culture and strong clinical leadership to guide change. As a referral hospital, RS BM must ensure alignment across organizational components to meet KRIS standards sustainably. This study analyzes the influence of infrastructure quality and clinical leadership on organizational readiness for KRIS implementation, with organizational culture as an intervening variable. A quantitative cross-sectional design was used, involving 136 healthcare and medical personnel working in the inpatient units of RS Bhakti Mulia. Data were collected through structured questionnaires and analyzed using Structural Equation Modeling–Partial Least Square (SEM-PLS) to examine relationships among variables. Infrastructure quality and organizational culture significantly and positively affect organizational readiness. Clinical leadership, while not directly influencing readiness, has a significant positive effect on organizational culture. KRIS readiness at RS BM is shaped by infrastructure quality, clinical leadership, and organizational culture, with culture acting as the main mediator. The hospital shows strong readiness but still faces gaps in progress monitoring, inpatient room layout and privacy, leadership direction, and team participation. Strengthening monitoring mechanisms, improving room design according to KRIS standards, enhancing clinical leadership capacity, and fostering a collaborative organizational culture are essential to support comprehensive and sustainable KRIS implementation

This study aims to analyze the effect of global diversification, exchange rates, and interest rates on the performance of mixed mutual funds in Indonesia during the period 2020–2024. The method used is a quantitative approach with the Partial Least Squares–Structural Equation Modeling (PLS-SEM) technique, using secondary data from the Financial Services Authority, Bank Indonesia, and Bareksa. The sample consists of three mixed mutual fund products that meet the criteria of portfolio data completeness, net asset value, and performance report publication. The results show that exchange rates have a positive and significant effect on mutual fund performance, indicating that exchange rate fluctuations play an important role in determining changes in portfolio returns. The global diversification variable proved to have no significant effect, illustrating that exposure to international markets has not provided stable benefits in improving the performance of mixed mutual funds. Interest rates also did not show a significant effect because the composition of mixed portfolios was able to withstand the impact of monetary policy changes. Simultaneously, the three independent variables were able to explain 66.7 percent of the variation in mixed mutual fund performance, indicating that macroeconomic dynamics and portfolio strategies have an important contribution in influencing the performance of this collective investment instrument.

This study aims to investigate the factors influencing the continuance intention of Al-Kautsar Senior High School students in using metaverse-based learning media. The background of this research lies in the rapid adoption of immersive technologies in education, while students’ levels of acceptance have not yet been fully understood. The objective is to identify the antecedents of satisfaction, which subsequently influence continuous intention. The research model examines the effects of perceived interactivity, perceived sociability, perceived enjoyment, perceived ease of use, perceived security, and social influence on satisfaction. A quantitative approach was employed by distributing questionnaires to students, and the data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The results indicate that satisfaction is a very strong and statistically significant predictor of continuous intention to use metaverse applications (β = 0.716, p < 0.001). The six hypothesized antecedent variables were not found to have a significant individual effect on satisfaction. In conclusion, for digital native students at Al-Kautsar Senior High School, factors such as ease of use, interactivity, and enjoyment have shifted from being drivers of satisfaction to becoming basic expectations (hygiene factors). Satisfaction itself emerges as the primary determinant, likely influenced by more substantive elements such as content quality or pedagogical design rather than merely the technical features of the platform.

This study is intended to investigate the impact of Digital Marketing and Electronic Word of Mouth (e-WOM) on Purchase Decisions, with Brand Image as a mediating variable in Fore Coffee consumers in Surabaya. This study applied a quantitative approach through causal methods, involving 100 respondents who had made transactions at Fore Coffee Sulawesi Street. The data was analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with the help of SmartPLS 4 software. The findings of the study show that Digital Marketing and e-WOM have a positive and significant effect on Brand Image and Purchase Decisions. Brand image also has a significant influence on Purchase Decisions. In addition, Brand Image has proven to be a partial mediator, so Digital Marketing and e-WOM continue to have a direct influence, but the effect increases when through Brand Image. The research model produced an R² value of 0.671, which indicates good explanatory ability of the model. Overall, this study emphasizes that strengthening digital marketing strategies, managing e-WOM, and building a consistent brand image is very important in improving consumer purchasing decisions of Fore Coffee.

This study aims to analyze the influence of emotional intelligence and spiritual intelligence on the performance of Generation Z employees, with employee engagement as a mediating variable in the hybrid work era. The phenomenon of changing work patterns due to technological developments and the global pandemic has created a new work model that demands adaptive skills and emotional and spiritual balance within individuals. Generation Z, known for being technologically savvy but prone to digital fatigue, requires internal support in the form of emotional and spiritual intelligence to increase work engagement and optimal performance. This research method used a quantitative approach, collecting data through questionnaires from 120 Generation Z employees in various industrial sectors implementing a hybrid work system. Data analysis was conducted using Structural Equation Modeling (SEM). The results showed that emotional intelligence and spiritual intelligence have a significant positive effect on employee engagement and performance. Furthermore, employee engagement was shown to mediate the relationship between these two forms of intelligence and performance. These findings emphasize the importance of developing emotional and spiritual dimensions in human resource management to address the dynamics of the modern workplace.

Employee performance is a strategic factor in the success of regional banking organizations that are oriented towards service and achieving business targets. However, empirical evidence at PT Bank Sumut Kantor Cabang Koordinator Medan, indicates that employee performance tends to stagnate in the "Good" category during the 2021–2024 period. This condition is thought to be related to career development that is not yet optimally structured, organizational commitment that has not been fully actualized in work behavior, and inadequate extrinsic motivation. This study aims to analyze the effect of career development and organizational commitment on employee performance through extrinsic motivation as a mediating variable. The study used a quantitative approach with a survey method of employees at PT Bank Sumut Kantor Cabang Koordinator Medan. Data were analyzed using Structural Equation Modeling. The results show that career development and organizational commitment influence extrinsic motivation, and extrinsic motivation plays a role in improving employee performance and mediating the relationship between variables. These findings strengthen the role of extrinsic motivation as an important mechanism in bridging human resource policies and employee performance in regional banking.