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This study identifies and validates critical risk factors in storage tank construction projects through a Systematic Literature Review (SLR) and expert judgment using Aiken’s V method. Initially, 103 journal articles were screened, with 43 selected for in-depth analysis, revealing 33 causal factors and six key risk categories. A Focus Group Discussion (FGD) involving industry professionals (project managers, QA personnel, safety officers) enriched the findings by incorporating practical insights missing in academic literature. Eight experts then evaluated these factors using Aiken’s V, validating 13 causal factors and four risk factors as highly significant. Key causal factors included Structure Design, Material Delivery, and Foundation Design, while major risk factors were financial loss, non-compliance, workplace accidents, and poor-quality outcomes. The study establishes a structured risk model for storage tank projects, supporting future quantitative risk analysis and mitigation strategies.

The analysis intends to evaluate the impact of company values also workload on staff performance at Bank Syariah Indonesia KC Depok Margonda 2. Utilizing a quantitative statistical method, data collection involves observations and surveys provided to 33 employees. Using SPSS version 27, data assessment included aNOVA, correlation analysis, chi-square test, and R-squared value. Outcomes from the t-test reveal workplace culture (X1) adversely affects employee output (Y), yielding a t-value of -5.266, greater t-table 1.697 a significance value of 0.000. In conclusion, workload (X2) contributes positively and considerably to performance, reflected by a t-value of 5.765 > t-table 1.697 also a significance of 0.000. The F-test confirms that both variables jointly affect performance significantly (F-value 16.700 > F-table 3.316). The coefficient of determination (R²) measures 52.7%, revealing that work culture and workload together affect performance, with the remaining 47.3% influenced by different variables.

Tritya Eye Clinic Surabaya, as one of the developing eye health service providers today, faces a major challenge in providing optimal services for various patient segments, including BPJS Kesehatan participants, private insurance users, and general patients. Problems that occur with employees at the Tritya Eye Clinic, based on the results of a psychological test on September 9, 2024 on 24 employees, it was found that 22 employees had low/lacking emotional stability, in addition, based on personnel data in 2024, it was found that there were employees who committed violations with one of the causes being emotional stability based on the results of counseling conducted by the Head of HR. From the counseling, it was also found that employees have a desire for their well-being in the workplace, which is a trigger for expectations related to employee well-being and digitalization requires Tritya Eye Clinic to make changes that are expected to simplify work and minimize errors in work. The purpose of this study was to determine the effect of employee well being , emotional intelligence and job simplification on employee performance with employee achievement as an intervening variable on employees of Tritya Eye Clinic Surabaya. This study uses a quantitative method with primary data sources obtained from distributing questionnaires. The population of the study was employees of Tritya Eye Clinic Surabaya. The selection of respondents was carried out using the saturated non-probability sampling method with a total of 67 respondents . The data analysis method used descriptive analysis and SEM-PLS analysis. The results showed that the variables employee well being , emotional intelligence and job simplification had a positive and significant effect on employee performance through employee achievement on employees of Tritya Eye Clinic Surabaya.

Occupational diseases continue to pose significant challenges to worker health and productivity worldwide. This integrative literature review analyzes ten selected journal articles from 2019 to 2025 that discuss the role of early detection and workplace health interventions in preventing occupational diseases. Findings reveal that medical surveillance, routine check-ups, and AI-based stress detection technologies are effective tools for identifying health risks at an early stage. Workplace interventions such as ergonomic programs, chemical exposure controls, and community-based health promotion show measurable improvements in worker health and compliance with safety protocols. The Total Worker Health® framework by NIOSH emerges as a comprehensive strategy to integrate health protection and promotion in the workplace. However, implementation gaps remain, particularly in the informal sector, due to limited infrastructure and low awareness. This study concludes that combining early detection with structured health interventions, supported by strong policy and stakeholder involvement, is key to reducing occupational disease burdens.

This study evaluates the implementation of Behavior Based Safety (BBS) in improving occupational safety compliance at PT Wichindo Pratama, a heavy equipment manufacturing company with high work risks. The topic was chosen due to frequent violations of safety procedures, such as the improper use of Personal Protective Equipment (PPE) and neglect of Standard Operating Procedures (SOP), which increase the risk of accidents. A qualitative method was used through direct observation, in-depth interviews with 12 shift workers, and field assessments of safety facilities. The findings show that although the company has an Occupational Health and Safety (OHS) management system, non-compliance still occurs. Issues include incomplete PPE usage, disorganized work tools, and unsafe rest habits. Observations revealed potential hazards such as physical (noise), chemical (oil exposure), ergonomic (awkward postures), mechanical (machine use without full PPE), biological, and psychological risks (stress from shift work). BBS is seen as a strategy to connect existing OHS policies with safe work behavior by focusing on mindset and daily habits. The implementation of BBS is expected to reduce accidents and support the creation of a safer, more sustainable workplace.

Small-scale industries such as tofu and tempeh factories play a significant role in the local economy but often face serious issues such as workplace accidents. This study aims to describe the working conditions and their relation to unsafe acts by workers at the XYZ tofu and tempeh factory. A descriptive qualitative approach was used through direct observation and interviews with four workers. The findings show that a hot and noisy work environment, poor ventilation, and disorganized workspace affect workers’ behavior in carrying out tasks without using proper personal protective equipment (PPE). Unsafe work practices have become a common habit due to factors such as routine behavior, limited facilities, and demands for work efficiency. The study concludes that an unsupportive work environment is directly associated with the increase in unsafe behavior. Therefore, efforts are needed to improve the working environment, including ventilation, workspace layout, and adequate provision of PPE, as well as to increase workers’ awareness of occupational health and safety through regular training and outreach. These measures are essential to foster a safe and healthy work culture in small-scale industrial settings.

This study examines the importance of work ethos and professional ethics and their influence on career development and professionalism in the workplace. A strong work ethos, characterized by dedication, discipline, and responsibility, alongside the application of ethical principles such as integrity and honesty, positively contributes to increased productivity, reputation, and career opportunities. Using a qualitative approach through literature review and semi-structured interviews with professionals from various fields, the findings reveal that work ethos and ethics not only shape individual character but also serve as essential assets in navigating the competitive dynamics of the modern workplace. The implications of this study emphasize the need for both organizations and individuals to consistently instill these values to ensure sustainable career growth and professional excellence.

Occupational health and safety (OHS) is a crucial aspect that must be addressed by companies to protect employees from the risks of accidents and health issues in the workplace. This study aims to examine the legal responsibilities of companies regarding the implementation of OHS and to explore the challenges they face in fulfilling these obligations. The research method used is descriptive qualitative, by collecting data through literature studies and in-depth interviews with relevant parties. The results show that companies generally have a good understanding of their legal obligations related to OHS, which is reflected in policies and routine training provided to employees. However, the implementation still faces several obstacles such as limited facilities, lack of supervision, and low work discipline, all of which affect the effectiveness of OHS practices. Legally, the regulations governing OHS are adequate, but law enforcement and monitoring must be improved to ensure that companies fulfill their responsibilities optimally. Furthermore, the social and ethical dimensions are also essential in building a safety culture that supports employee well-being and business continuity. In conclusion, the legal responsibility of companies for OHS must be implemented comprehensively and sustainably to ensure a safe and productive work environment.

Maintenance and industrial relations are two crucial aspects in human resource management that are interrelated and play an important role in maintaining the continuity and success of the organization. Effective maintenance not only maintains the quality of employee performance but also contributes to the creation of harmonious industrial relations. Good industrial relations, in turn, create a conducive work environment, increase productivity, and reduce the potential for conflict in the workplace. The purpose of this study is to dig deeper into the understanding of maintenance and industrial relations. This study uses qualitative and quantitative methods. Data collection techniques are carried out through a review of several journals that have been searched, which are related to the importance of maintenance and industrial relations. From the data that has been successfully collected, maintenance of industrial relations in the entire process of human resource management focuses on the belief that good and harmonious relations between employers and workers in the organization are very important to be fostered and maintained for the benefit of all parties involved. Failure to maintain harmonious relations can cause losses for many parties, especially employers and workers involved. Effective maintenance and good industrial relations play an important role in the success and survival of the company. Therefore, maintenance is a vital element in today's business world and needs to be managed properly.

As one of the banking service providers in Indonesia, PT ABC employs more than 30,000 employees nationwide. As one of the largest banking institutions in the country, PT ABC encounters various challenges, particularly in the area of human resources. The increasing trend of employees leaving the company has led to a higher turnover intention rate at PT ABC compared to its competitors. This elevated intention to resign has become a critical concern for the company, as it directly impacts workplace stability and overall productivity. As a result, retaining employees has become a continuous challenge for the organization. This study aims to examine the influence of career advancement and compensation on employee turnover intention at PT ABC Area XYZ. In this research, career advancement and compensation are considered two key factors that affect employee loyalty. The research adopts a quantitative method with a descriptive approach. The sample consisted of 150 permanent employees of PT ABC Area XYZ, and data were collected using a questionnaire distributed via Google Forms. The data analysis techniques applied in this study include descriptive statistical analysis and the Structural Equation Modeling Partial Least Squares (SEM-PLS) method, using SmartPLS Version 4 software. The findings reveal that career advancement has a negative but statistically insignificant effect on turnover intention, whereas compensation has a significantly negative effect on turnover intention. This research is expected to provide valuable input, particularly for the Human Capital Management department, in developing strategies to retain employees and reduce turnover intention within the company.

This study examines the influence of emotional happiness culture on workplace happiness, with resilience as a mediating factor, among Generation Z employees in the private sector. As Generation Z enters the workforce, their unique emotional needs and challenges necessitate a deeper understanding of psychological factors that contribute to workplace well-being. Using a quantitative survey approach, data from 110 private sector Generation Z workers were analyzed to test the direct effects of emotional happiness culture on workplace happiness and resilience, as well as the mediating role of resilience between these variables. Results indicate that a positive emotional culture significantly enhances both resilience and workplace happiness. Moreover, resilience partially mediates the relationship, suggesting that resilience strengthens the impact of emotional culture on employees’ happiness. These findings highlight the importance of fostering an emotional culture that promotes positive emotions such as joy, empathy, and optimism to build resilient and satisfied young employees. This research contributes practical insights for organizations aiming to design psychologically supportive workplaces tailored to Generation Z, ultimately improving employee well-being and organizational sustainability.

The comparison of health law between Indonesia andMalaysia covers critical aspects of the healthcare system that influence the quality of life of their citizens. This study primarily focuses on occupational health and safety (OHS) for healthcare workers. According to global data, Malaysia has a better healthcare system compared to Indonesia, as reflected in its higher ranking on the Health Care Index. In Indonesia,health law regulations often undergo changes and revisions,such as the enactment of the Omnibus Law, which consolidates various health sector regulations. However, this has raised concerns about the diminishing legal protection for healthcare workers. In contrast, Malaysia presents a more structured system, with the integration of health and labor institutions through the Department of Occupational Safety And Health (DOSH), which ensures better workplace safety and clearer standards. This research adopts a descriptive qualitative approach by analyzing legal documents such as Law Number 17 of 2023 on Health in Indonesia and the Occupational Safety and Health Act in Malaysia. The Malaysian approach is more preventive and promotive in nature, differing from Indonesia’s curative-dominated model. The study aims to compare the legal health regulations of both countries, assess their implementation effectiveness, and offer policy recommendations based on best practices applied inMalaysia to improve the quality of healthcare services inIndonesia. The findings reveal that although Indonesia has significant potential in the health sector, weak regulation implementation and supervision remain major obstacles. Therefore, a more structured and efficient regulatory reform is needed to enhance legal protection for healthcare workers and improve health services.

In today’s rapidly changing global context, employee motivation has emerged as a strategic issue in human resource management, particularly in sustaining organizational productivity and competitiveness. Developments such as digitalization, economic uncertainty, and workplace transformation have prompted companies to focus more deeply on effective motivational approaches. Recognizing the role of motivation in influencing employee retention, productivity, and operational efficiency, this study conducts a Systematic Literature Review (SLR) to map key concepts and empirical trends regarding the relationship between employee motivation and organizational performance. Grounded in theoretical frameworks such as Maslow’s Hierarchy of Needs, Herzberg’s Two-Factor Theory, and Self-Determination Theory, the study examines major drivers including leadership, compensation, and work-life balance. Findings reveal paradoxes in motivational strategy effectiveness across sectors and highlight research gaps, particularly in cross-industry approaches and integrative synthesis. This study provides valuable contributions for academics and practitioners in designing evidence-based, context-relevant motivation strategies aligned with the dynamics of modern organizations.

This study aims to examine the effect of Work Life Balance (WLB) and Job Satisfaction (JS) on employee performance at PT PLN ULP Banjarbaru, both jointly and individually, while also identifying the most dominant factor influencing performance. The research background is based on theoretical frameworks, expert opinions, and the researcher’s direct observations of workplace conditions. To achieve the research objectives, hypotheses were formulated and tested using empirical data. The study employed a quantitative approach with a saturated sampling technique, involving the entire employee population. A total of 37 respondents participated as the research sample. The collected data underwent validity and reliability testing to ensure the accuracy and consistency of the measurement instruments. Furthermore, classical assumption tests were performed to meet the requirements of multiple linear regression analysis. The results of the analysis demonstrate that both Work Life Balance and Job Satisfaction have a significant effect on employee performance, both simultaneously and partially. Among the two independent variables, Work Life Balance was identified as the most dominant factor influencing performance, indicating that employees who maintain a better balance between their personal and professional lives tend to perform better in their work. The adjusted R² value of 0.862 signifies that 86.2% of the variation in employee performance can be explained by the two independent variables studied, while the remaining 13.8% is influenced by other variables not included in this research model, such as leadership style, work motivation, or organizational culture. These findings highlight the importance of maintaining a healthy work-life balance and ensuring job satisfaction to optimize employee performance. The study suggests that organizations should implement policies and practices that promote flexibility, support employee well-being, and foster a positive work environment to enhance both individual and organizational outcomes.

This study examines the implementation of the local workforce priority policy in Bekasi Regency during the first six months of the new Regent's leadership (January–June 2025). Although Bekasi is known as a large industrial area with extensive job opportunities, February 2025 data shows that the Open Unemployment Rate (TPT) remains high, at 8.87%, or far above the national average. This condition indicates that the policy based on Regional Regulation (Perda) No. 4 of 2016 has not been running optimally. The analysis results show that the policy implementation faces structural obstacles, one of which is the practice of co-optation in the form of brokering, nepotism, and rent-seeking, which undermine the principle of meritocracy. This situation has resulted in a decline in the quality of human resources recruited by companies and limited opportunities for local job seekers who actually have adequate competence. This report also discusses the legal aspects of the local priority policy, which essentially must be consistent with the principle of non-discrimination and the Supreme Court's decision emphasizing the importance of professionalism in the workplace. Thus, the existence of this policy is not only related to job opportunities, but also concerns the integrity of labor governance. To increase its effectiveness in the future, a comprehensive strategy is needed that includes strengthening regulations to be more adaptive to industry dynamics, increasing transparency and accountability in the recruitment process, developing the capacity of local human resources through targeted training programs, and strict monitoring and law enforcement mechanisms against abuses of authority. Through this integrated effort, it is hoped that the local labor priority policy in Bekasi Regency will not only be a formal instrument but will also be able to have a real impact in reducing unemployment and strengthening the competitiveness of the local workforce amidst the currents of industrial globalization.

In the scope of the workplace, job satisfaction plays a significant role, believed to influence both Organizational Citizenship Behavior (OCB) and workload levels. The study adopts a quantitative approach with a causal associative method, involving the entire population of 97 employees through total sampling technique. Data collection is conducted using a structured questionnaire that utilizes the Likert scale to ensure the validity and reliability of the instrument. Data analysis is performed using SPSS software version 25.00, which yields an R-square value of 0.345 for the job satisfaction variable. Hypothesis testing supports the positive influence of organizational citizenship behavior on job satisfaction (with a t-statistic value of 2.773 > 1.96) and the positive impact of workload levels on job satisfaction (with a t-statistic value of 6.187 > 1.96).

In the context of modern organizations that increasingly demand high productivity, employees’ emotional well-being is often overlooked in organizational design. This study aims to explore how a humanistic approach can be integrated into organizational design to create a work environment that is not only efficient but also supportive of emotional well-being. Using a literature review method complemented by interviews and observations of workplace dynamics, this study finds that organizations still tend to adopt bureaucratic and technocratic approaches that neglect employees’ psychological dimensions. As a result, issues such as burnout, decreased motivation, and low work engagement emerge. The findings highlight the need for a paradigm shift in organizational design—from a purely structural system toward a humanistic design that considers emotional needs. This study emphasizes that emotional well-being must be positioned as a strategic element in organizational design, not merely as a supplementary effort. Thus, work effectiveness and emotional well-being can be sustainably aligned.

This study analyzes the effectiveness of competency certification training programs for students of the Faculty of Islamic Economics and Business (FEBI), UIN KHAS Jember, in enhancing their job readiness. Using a qualitative approach and case study design, the research gathered data through interviews, observations, and documentation of training processes and outcomes. The findings reveal that the training significantly improved students' technical skills, self-confidence, and adaptability to workplace dynamics. Moreover, the national certification issued by the National Professional Certification Agency (BNSP) provided added value in terms of industry recognition. The study highlights the strategic role of partnerships with certified training institutions in aligning academic learning with industry demands. It also underscores the need for continuous curriculum updates and institutional support to maximize the training's impact on student career development.

Based on the background of the title I took, and I am an employee at one of the manufacturing companies in Batam. Therefore, I raised the title about translating Occupational Health and Safety documents in order to provide a breakthrough for employees to understand and comprehend, even though they do not fully understand foreign languages, especially English, so that there is no misunderstanding of communication that has fatal consequences for employees and the company where we work. Rojak and Handayani (2023) stated that language barriers in translating Occupational Health and Safety (OHS) technical documents can affect the effectiveness of safety communication in the workplace. This study aims to analyze the level of accuracy of translating Occupational Health and Safety (OHS) terms from English to Indonesian in the manufacturing industry based on a literature review of 15 recent journals, where the results of this study explain that incompatibility or dissimilarity in translation has the potential to cause miscommunication that is very dangerous to the safety of employees and employees in a company. The research that I did is not solely for employees and employees in the company where I work, but for all employees and employees wherever they work, especially in the manufacturing industry. The definition of manufacturing industry is a company or industrial body that processes raw materials into products or semi-finished materials and from semi-finished materials into products, which processing can be done mechanically or chemically.

This article explains about Deborah's leadership as reflected in the narrative with Barak in the Book of Judges chapter 4 verses 1 to 24. Deborah was a woman chosen by God to lead the Israelites against the oppression carried out by King Jabin and the army under the leadership of Sisera. In this story, Deborah shows that a true leader must have strong faith, courage in making decisions, and wisdom in giving guidance. Although Barak had doubts at first, he eventually obeyed Deborah's orders with the belief that God would give him victory. Deborah's leadership teaches us that a leader does not only depend on their strength or position, but also on obedience to God and the ability to collaborate with others. This article also discusses how Deborah's leadership principles can be applied in our lives today, both in the church, society, and the workplace. The main message is that good leaders are those who have faith, courage, wisdom, and the ability to build solid cooperation.