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Nurses who have the willingness to do work beyond their obligations due to nurses high commitment to the hospital are an advantage for hospitals to improve performance effectiveness and efficiency, but factors that can create such behavior such as hospital support for nurses, nurse career development and teamwork atmosphere are less considered, making nurses unable to realize citizenship behavior towards the hospital. This study aims to analyze the effect of perceived organizational support, career development, and teamwork on organizational citizenship behavior with organizational commitment as an intervening variable in nurses at Duta Indah Hospital. This research method is quantitative with a cross-sectional approach. The sample in this study were nurses at Duta Indah Hospital totaling 95 respondents. Data collection with questionnaires and analysis techniques with SEM-PLS. The results showed that organizational commitment is able to mediate the effect of perceived organizational support, career development and teamwork on organizational citizenship behavior, perceived organizational support has no significant effect on organizational citizenship behavior, career development has no significant effect on organizational citizenship behavior, teamwork has a positive and significant effect on organizational citizenship behavior, perceived organizational support has a positive and significant effect on organizational commitment, career development has a positive and significant effect on organizational commitment, teamwork has a positive and significant effect on organizational commitment, and organizational commitment has a positive and significant effect on organizational citizenship behavior. Organizational commitment is able to mediate the effect of perceived organizational support, career development and teamwork on organizational citizenship behavior.

Working from home can improve employee performance but also pose challenges for employees. Employees who work from home will avoid distractions at the office, have a better work-life balance and avoid office politics. But on the other hand, working from home can also increase stress in employees due to the increase in video conferences compared to face-to-face meetings felt by employees, so that high organizational commitment is needed so that employees can continue to face existing challenges and maintain their performance. This study aims to determine the effect of working from home on employee performance with organizational commitment as a moderating variable in Indonesia. The method used in this research is quantitative method with purposive sampling technique. The total respondents in this study were 240 respondents from all over Indonesia. For hypothesis testing, the moderated regression test using Moderated Regression Analysis (MRA) by Hayes and t test were used. The results showed that working from home has a positive and significant effect on employee performance. Other results show that organizational commitment does not moderate the positive effect of working from home on employee performance. Therefore, companies can create monthly evaluation activities, performance support systems and involve employees in every process of formulating company policies. Therefore, companies can create monthly evaluation activities, performance support systems and involve employees in every process of formulating company policies.

Motivating human resources is essential for enhancing organizational performance and achieving company objectives. This study explores the influence of work motivation and organizational commitment on organizational citizenship behavior among employees at RRI Bandar Lampung. Data were collected through a Likert-scale questionnaire from 84 respondents and analyzed using multiple linear regression. The findings support the first hypothesis, indicating that work motivation positively and significantly affects organizational citizenship behavior. However, the second hypothesis reveals that organizational commitment has a negative and statistically insignificant impact on organizational citizenship behavior. The study recommends that organizations actively engage employees in decision-making processes and ensure equal opportunities for all. Additionally, providing employee training programs to support career development is advised. A limitation of this research is its relatively small sample and population size. Future studies should consider incorporating additional variables that could affect motivation, commitment, and citizenship behavior.

This research uses a qualitative approach aimed at describing how the emotional intelligence of school principals improves teacher personality competence, to find out how teacher personality competence is and to find out the supporting and inhibiting factors in improving teacher personality competence with the emotional intelligence of school principals at SMAN 11 Muaro Jambi. The research findings indicate that the principal’s ability to recognize, manage, and express emotions effectively can create a conducive environment for the development of teacher personality. By providing motivational support, leading with empathy, and setting an example in interacting with teachers, the principal plays a role as an agent of change that enhances interpersonal relationships and teacher professionalism. Teacher personality competence is reflected in aspects of integrity and responsibility, emotional maturity, interpersonal skills, and strong commitment to the teaching profession. The main supporting factors for the principal's emotional intelligence in enhancing teacher personality competence include a conducive school environment, professional training and development, good role modeling by the principal, and social support among teachers. Meanwhile, significant inhibiting factors include limited time and resources, as well as teacher stress and workload. A principal with high emotional intelligence can play an essential role in creating positive change that supports the development of teacher personality, even though various challenges must be addressed.

This study aims to analyze the influence of brand equity, brand loyalty, work productivity, and organizational commitment on consumer satisfaction at the Medan Palm Oil Research Center. The research method used is a survey with data collection through questionnaires distributed to consumers who interact with the Medan Palm Oil Research Center. The results of this study are compiled based on data analysis conducted to test the influence of brand equity, brand loyalty, work productivity, and organizational commitment on consumer satisfaction at the Medan Palm Oil Research Center. This study involved 177 respondents who were consumers of products from the Medan Palm Oil Research Center. The results of the validity test shown in the table above obtained the results of the correlation coefficient with the highest validity of 0.9123 and the lowest correlation coefficient of 0.0520. The results of the validity test show that the correlation coefficient between the score of each instrument item and the total score of all statement items is greater than 0.3. This means that it can be concluded that all indicators in this study are declared valid. The results of the reliability test shown in Table 3 can be concluded that all of the instruments are reliable because the Cronbach's Alpha of each instrument is greater than 0.60 so that it can be used to conduct research.

This study aims to analyze the types of illocutional speech acts contained in the lyrics of the song Hati-Hati di Jalan karya Tulus. The background of this research is based on the importance of understanding song lyrics as a form of communication that is full of pragmatic meaning, especially in the context of emotions and interpersonal relationships. The method used is qualitative descriptive with a content analysis technique based on the theory of classification of illocutional speech acts by Searle. Data were taken from all song lyrics and analyzed based on five types of illocution speech acts, namely representative, directive, expressive, commissive, and declarative. The results of the study show that in the lyrics of this song there are four types of illocutional speech acts, namely representative, directive, expressive, and commissive, with a dominance of representative and expressive types. The act of speech reflects various communication functions such as expressing beliefs, expressing feelings, giving hope, and showing commitment. This research implies that song lyrics can be a valuable object of pragmatic study, as well as enriching the understanding of communication strategies through language in popular literary works. This study has limitations on the scope of a single song and the interpretation of the researcher, so it is recommended that the next study examine other songs to broaden the perspective.

This study analyzes the influence of Islamic work ethics on employee performance, with affective commitment as a mediating variable. Using a descriptive quantitative approach, the study involved 165 employees from a total population of 279, selected through purposive sampling. Data were analyzed using the PLS-SEM method. The results indicate that Islamic work ethics have a positive and significant effect on both employee performance and affective commitment. Additionally, affective commitment has a positive and significant impact on employee performance. Affective commitment mediates the influence of Islamic work ethics on employee performance, suggesting that the implementation of Islamic work ethics can enhance both affective commitment and employee performance within an organization.    

This study aims to analyze employee performance at the Batuceper District Office, Tangerang City, using a qualitative descriptive approach. Performance analysis refers to six indicators according to Robbins: work quantity, work quality, timeliness, effectiveness, independence, and work commitment. Data were collected through in-depth interviews with sub-district officials and the community as service recipients, direct observation of work processes, and documentation of ongoing service activities. The results indicate that employee performance is generally in the fairly good category, particularly in terms of work quantity and timeliness. Employees are able to complete their workload according to targets and most services are provided on time. However, in terms of effectiveness, obstacles were found in optimal resource utilization. Some employees still show a dependence on superiors' directions in decision-making, so work independence has not been fully realized. Work quality is considered quite adequate, although there are still complaints from some members of the public regarding the consistency and detail of services. Employee work commitment is generally maintained, reflected in high attendance rates and a willingness to work outside operating hours when needed. However, improvements in the provision of supporting facilities, including the use of information technology, are considered important to support more effective performance. This study recommends ongoing training focused on improving technical skills, problem-solving abilities, and independent decision-making. Furthermore, improvements to service infrastructure, such as modern work equipment and digital administration systems, are needed to expedite public service delivery. Implementing these recommendations is expected to create more professional, responsive staff performance that aligns with the principles of excellent service, while simultaneously increasing public trust in government performance at the sub-district level.

The improvement of education quality has become a major challenge in modern education, where elementary schools are required to continuously adapt to the developmental needs of students and societal demands. This study aims to describe and analyze the management strategies for improving education quality at SD Negeri 64 Prabumulih, as well as to identify the supporting factors and obstacles influencing its implementation. The research method used is qualitative with a descriptive approach, employing data collection techniques such as in-depth interviews, observation, and document analysis. The results indicate that the management strategies implemented at SD Negeri 64 Prabumulih include participatory planning, teacher capacity building, resource optimization, and continuous evaluation. The main supporting factors for success are visionary school leadership, teacher commitment, and community support, while the challenges faced include limited infrastructure, a high administrative workload for teachers, and uneven parental involvement. This study provides an important contribution to enriching the understanding of the implementation of quality management in elementary schools with limited resources.

This community service program aims to empower student entrepreneurs through digitalization and strengthening sustainable business capacity. The activities are comprehensively designed with a participatory and experiential learning approach, so that participants not only understand the concepts theoretically but also are able to apply them practically. The program consists of various activities, such as interactive workshops on digital marketing and sustainable business models, business clinics to analyze current business problems, digitalization simulations using online platforms, individual mentoring sessions by business practitioners, and presentations of business plans developed by each participant. A total of 30 students from various study programs were actively involved and demonstrated high enthusiasm throughout the process. A total of 30 students from various study programs were actively involved and demonstrated high enthusiasm throughout the process. Program evaluation was conducted through observation, questionnaires, and assessments of the developed digital action plans. The evaluation results showed significant improvements in cognitive aspects (understanding of digitalization concepts, sustainable business models, and digital marketing strategies), affective (interest and commitment to business development), and application (the ability to develop and present innovative business plans relevant to digital challenges). Ninety percent of participants were able to develop digital action plans that encompassed the use of social media, e-commerce, digital payment systems, and technology integration in business operations. Furthermore, the program encouraged collaboration among students in building business networks and young entrepreneur communities. Positive participant feedback demonstrated that the participatory approach and hands-on practice were effective in increasing student motivation and readiness to face business challenges in the digital era. The program has proven effective in enhancing students' entrepreneurial competencies and fostering an adaptive business mindset.

This study aims to analyze the effect of job satisfaction and affective organizational commitment on job performance at PTSP in the Ministry of Religious Affairs of Semarang Regency. Job satisfaction reflects employees' positive feelings towards their work, while affective organizational commitment reflects employees' emotional attachment to the organization. Both of these factors are believed to play an important role in improving job performance, especially in the public service sector. This study uses a quantitative method with multiple linear regression analysis techniques. Data were collected through questionnaires distributed to 60 PTSP employees as respondents. The results of the analysis show that job satisfaction has a positive and significant effect on job performance, which means that the higher the job satisfaction, the better the job performance. In addition, affective organizational commitment also has a positive and significant effect on job performance, indicating that employees with high emotional commitment to the organization tend to be more productive and dedicated. These findings confirm that increasing job satisfaction and affective organizational commitment can be an effective strategy in improving job performance in the public service sector. Therefore, organizations are advised to create a work environment that supports and strengthens employees' emotional ties to the organization.

Management and characteristics of B3 waste at PT Ketenagalistrikan based on the potential hazards produced have been carried out by grouping and storing B3 waste based on physical, chemical and based on potential hazards with the aim of security and safety in the Temporary Storage Warehouse for B3 Waste. PT. Ketenagalistrikan has implemented a comprehensive Hazardous and Toxic Materials (B3) waste management system based on Government Regulation No. 22 of 2021 and Regulation of the Minister of Environment and Forestry No. 6 of 2021. Power plant operational activities produce various types of B3 waste such as used oil, used batteries, and other contaminated materials. B3 waste management is carried out through the stages of identification, sorting, containerization, labeling, temporary storage at licensed B3 TPS, as well as transportation and processing by licensed third parties. A quarterly recording and reporting system to environmental agencies is also carried out routinely. This program has succeeded in reducing the risk of environmental pollution and increasing the company's compliance with applicable B3 waste management regulations. Occupational Safety and Health (K3) at PT. Electricity, especially in the handling and storage of Hazardous and Toxic Materials (B3) waste, also plays an important role in avoiding unwanted things. B3 waste generated from PT. Ketenagalistrikan office operations such as used lubricants, batteries, used TL lamps, printer cartridges, and other electronic equipment require special handling in accordance with Government Regulation No. 22 of 2021. Compliance with K3 standards in the storage of B3 waste is an effort to minimize the risk of environmental pollution and potential health problems for workers. The implementation of K3 in the storage of B3 waste in PT. Ketenagalistrikan offices not only fulfills regulatory obligations but also supports the company's commitment to environmental sustainability in accordance with ISO 14001:2015, as well as ensuring the safety and health of its workers.

This study explores the application of spirituality-based leadership within the context of a philanthropic organization, focusing on the integration of spiritual values such as honesty, justice, discipline, humility, and openness to change. Utilizing a qualitative case study approach, the research was conducted through interviews and observations at a leading philanthropic foundation. The findings reveal that spiritual values are effectively integrated into leadership practices, contributing to increased organizational integrity, accountability, and productivity. Honesty and justice in decision-making strengthen employee trust and commitment, while openness to change and discipline support adaptation and the effectiveness of the work culture. The humility of leaders creates a conducive and egalitarian work environment, fostering collaboration and job satisfaction. These findings highlight the importance of spirituality-based leadership in reinforcing the ethical and spiritual identity of the organization, as well as enhancing its operational effectiveness.

This study aims to examine and analyze the influence of organizational culture, work environment, psychological capital, and employee empowerment on organizational commitment. This research was conducted on private company employees in Solo Raya using a quantitative method with 190 respondents. Data were collected through questionnaire distribution, and the data analysis used was multiple linear regression analysis. The results of this study indicate that organizational culture has no effect on organizational commitment, work environment has no effect on organizational commitment, psychological capital has a positive and significant effect on organizational commitment, and employee empowerment has a positive and significant effect on organizational commitment.

This study aims to systematically examine the influence of transformational leadership and organizational culture on nurses' performance in hospitals. The method used is a Systematic Literature Review (SLR) with a qualitative approach. The findings indicate that transformational leadership has a significant impact on improving nurses’ performance, particularly through enhanced work motivation, job satisfaction, loyalty, and team effectiveness. Transformational leaders inspire nurses by providing a vision, encouraging innovation, and fostering a supportive environment that aligns with their values and goals. As a result, nurses exhibit increased commitment to their work, higher engagement levels, and a proactive attitude toward their tasks, leading to better overall performance. Organizational culture also plays a crucial role, especially values such as collaboration, human orientation, and integrity, which have been shown to support a positive work environment and nurse productivity. A culture that prioritizes teamwork, shared responsibility, and mutual respect enables nurses to work more cohesively and efficiently. Hospitals with a supportive and inclusive culture experience reduced turnover rates and higher job satisfaction, as nurses feel valued and respected within the organization. Additionally, when the culture encourages continuous learning and professional development, nurses are more likely to stay updated on best practices and provide high-quality care to patients. However, differences in findings across studies suggest the need for contextual understanding and consistent internalization of cultural values. Factors such as geographical location, hospital size, and leadership styles may influence the degree of impact that transformational leadership and organizational culture have on nurse performance. Therefore, it is essential to adapt leadership strategies and cultural initiatives to the unique needs and challenges of each healthcare setting.

"Insider" practices and "privileges" are often overlooked in human resource management (HRM) discourse, despite their significant impact on organizational justice, employee motivation, and overall performance. This article explores how informal connections and preferential treatment undermine meritocratic systems, distort perceptions of fairness, and reduce job satisfaction and employee commitment. Using a qualitative case study approach, the findings reveal that perceptions of injustice caused by informal practices—such as promotions based on personal ties, biased performance evaluations, and exclusive access to opportunities—can significantly weaken both intrinsic and extrinsic employee motivation. The study highlights the urgency of implementing transparent, accountable, and performance-based reward systems as strategic efforts to foster a fair and healthy organizational culture. Practically, organizations must develop HRM policies that are not only procedurally fair but also perceived as equitable to sustain long-term employee productivity and retention.

This study aims to analyze the role of Christian Religious Education (PAK) teachers' work ethic in character building of students at SMP Negeri 4 Tuhemberua, North Nias Regency. The work ethic possessed by a teacher not only affects the quality of learning, but also has a significant impact on the formation of students' character, in terms of discipline, responsibility, and integrity. PAK teachers have a strategic role in instilling moral and spiritual values ​​through role models and teachings applied in everyday life. This study uses a qualitative approach with a literature study method to describe the work ethic of PAK teachers that contributes to the formation of students' character. The results of the study indicate that the work ethic of PAK teachers, which includes exemplary behavior, discipline, and commitment to the profession, has an impact on the formation of students' character at SMP Negeri 4 Tuhemberua. Students who are equipped with the basic work ethic of teachers show an increase in attitudes of discipline, responsibility, and honesty. The conclusion in this study is that strengthening the capacity of PAK teachers in integrating work ethic in all aspects of learning is useful for supporting the formation of students' character.

This ponder analyzes the impact of execution estimation framework on work inspiration and representative efficiency at the Staff of Military Coordinations, Indonesia Defense College, and tests the intervening part of work inspiration. The inquire about strategy employments a quantitative approach with a study of 125 respondents (teachers, scholastic staff, and bolster staff). Information were analyzed utilizing SEM. The comes about appeared that the execution estimation framework incorporates a positive and noteworthy impact on work inspiration (β = 0.52, p < 0.001), and work inspiration encompasses a positive impact on representative efficiency (β = 0.64, p < 0.001). Work inspiration moreover altogether intercedes the relationship between execution estimation framework and worker efficiency (β = 0.33, p < 0.01). This finding bolsters Self-Determination hypothesis which emphasizes the significance of satisfying mental must  increment natural inspiration. Show approval through the goodness-of-fit test appeared a great fit with the observational information (Chi-Square/df = 2.15, RMSEA = 0.06, CFI = 0.95, TLI = 0.93). For all intents and purposes, this ponder suggests an moved forward execution estimation framework that's  more transparent and reasonable to extend worker inspiration and efficiency. The investigate suggestions give hypothetical and commonsense commitments to the advancement of execution administration within the military and comparative organizations.

Government institutions play a crucial role in providing public services, implementing state policies, and managing public administration. Human resource management in institutions aims to enhance employee productivity to support the achievement of organizational goals. This study aims to analyze the influence of discipline, commitment, and organizational climate on employee performance at the Kesyahbandaran and Port Authority Office Class III Tanjung Wangi. The research employs a quantitative approach with a causal study design. Data were collected from 90 respondents using a sampling technique and analyzed using multiple regression analysis. The results indicate that work discipline has a significant partial effect on employee performance, where higher discipline enhances productivity. Commitment has a significant partial effect, showing that employees with high loyalty and moral responsibility tend to perform optimally. A positive organizational climate significantly increases employee performance by creating a conducive work atmosphere. Simultaneously, discipline, commitment, and organizational climate significantly influence employee performance, suggesting that these three variables complement each other in enhancing work efficiency and effectiveness. The findings are expected to serve as a reference for government institutions in formulating policies and strategies to improve employee performance through discipline management, commitment reinforcement, and the establishment of a positive organizational climate.

According to data from the International Labor Organization (ILO), every year there are more than 2.78 million deaths and 378 million injuries due to work accidents or occupational diseases. At PT. XXX, since the site opened in 2014, there have been 16 accident cases, while in 2021 there were 9 cases recorded. OB removal production in 2014 reached 4,105,279 tons, and in 2021 it will increase to 16,942,212 tons. This research aims to analyze the relationship between implementing ISO 45001:2018 and efforts to increase productivity. The research instrument was a questionnaire with a sample of 30 people and an ISO 45001:2018 audit checklist to carry out gap analysis. The validity test using Bivariate Pearson correlation showed good validity (r > 0.5, p < 0.01), and the reliability test showed very high internal consistency with a Cronbach's Alpha value of 0.993. The gap analysis results show that most of the standard clauses have been implemented well (value > 3.00), such as leadership and commitment (3.77), participation and consultation (3.83), and hazard identification (3.25). However, determining the scope of the system needs improvement (value 2.80). The total gap analysis score reached 84%, which shows good implementation. Optimal implementation of ISO 45001:2018 has been proven to reduce accidents and injuries, which contributes to increasing productivity at PT. XXX.