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Poultry agribusiness is a key driver of food security and rural economic development in developing countries. However, the sector remains vulnerable to infectious diseases such as avian influenza and Newcastle disease, which can disrupt production systems and supply chain continuity. Although previous studies have examined poultry disease control, biosecurity, and supply chain disruption, evidence on how risk and crisis communication supports outbreak management and resilience in developing-country poultry agribusiness remains fragmented. This study applied a systematic literature review (SLR) approach under PRISMA guidelines to synthesize risk and crisis communication strategies in poultry disease management and their contribution to supply chain resilience. Only seven relevant studies published between 2020 and 2025 met the inclusion criteria and were analyzed using the PICO framework. Quality assessment using the Mixed Methods Appraisal Tool (MMAT), combined with systematic data extraction in Microsoft Excel 2021, was conducted to improve methodological transparency and consistency. The novelty of this review lies in integrating communication strategies, enabling and constraining factors, digital tools, One Health perspectives, and public–private collaboration within a single analytical synthesis. The findings indicate that participatory, transparent, and coordinated communication can support disease prevention and crisis preparedness, particularly when strengthened by stakeholder trust, policy support, training, and accessible information channels. However, limited digital literacy, inadequate infrastructure, and cultural barriers may reduce communication effectiveness. Overall, this review highlights the need for inclusive communication systems and collaborative governance to strengthen poultry supply chain resilience in developing countries, while recognizing that the small evidence base limits broad generalization.

The increasingly dynamic organizational environment demands strategic human resource management to maintain competitiveness and achieve organizational goals. Performance appraisal serves not only as an evaluation tool but also as the basis for decision-making regarding employee career development. This study aims to analyze the impact of performance appraisal on career development based on various empirical research findings. The method used is a Systematic Literature Review (SLR) with the PRISMA framework and a descriptive-qualitative approach. Data were obtained from scientific articles on Google Scholar, Garuda, and ScienceDirect containing quantitative studies from the 2022–2026 period. The data were then analyzed using narrative synthesis to identify patterns of relationships between performance appraisal and career development. The results of the study indicate that performance appraisal has a positive and significant effect on employee career development. An objective, transparent, and measurable appraisal system helps organizations identify employee potential, enhance competencies, determine training needs, and support promotions and career opportunities. These findings align with Performance Management Theory, Human Capital Theory, Goal-Setting Theory, and Expectancy Theory. Therefore, the integration of performance appraisal and career development is a key strategy in building a competent, productive, and sustainable workforce.

The high number of elderly people has led to various health problems that must be faced. However, there are still elderly people who are reluctant to carry out regular physical activity, so the health status and quality of life of the elderly also decline. Aims: This systematic review aims to identify the relationship between social cognitive theory (SCT) on physical activity in the elderly. Methods: This systematic review method approach is based on PRISMA. This systematic review examines several research articles from journal databases, namely PubMed and ScienceDirect, and obtained 13 articles in 2019-2024. The keywords used in the search are “Social Cognitive Theory”, “SCT”, “Physical Activity”, “PA”, and “Elderly”. The articles reviewed met the inclusion criteria, namely relevant article topics, original research articles in English, and publications in the last five years. The eligibility criteria were then assessed separately using the JBI Critical Appraisal Checklist tool.  Results: From a total of 13 articles reviewed, it can be concluded that the majority of articles explain how important the social cognitive patterns that elderly people must have in relation to the physical activity of the elderly, such as predicting the physical activity of the elderly, increasing the exercise behavior of the elderly, influencing the level of physical activity for people with chronic diseases, and adjusting physical activity with the abilities of the elderly. The higher an elderly person's social cognition, self-efficacy, encouragement, and social support to be able and willing to carry out physical activities in accordance with the elderly's abilities and physical condition. Conclusion: The social cognition of the elderly places more emphasis on the ability of the elderly to learn things around them, so that the elderly have self-efficacy, encouragement, and social support to do things in according to their goals and beliefs. Health workers in provide health services to the community, social cognitive theory can be used for alternative to increase the physical activity of the elderly. A personalized smartphone-based intervention based on SCT is highly effective for promoting physical activity in older adults.  

Flight crew productivity is a strategic factor in maintaining flight safety, operational efficiency, and airline competitiveness in the high-reliability aviation industry. This study aims to analyze and synthesize factors influencing flight crew productivity through a conceptual approach based on literature review. The research method used is library research with a systematic literature review technique. The type of data used is secondary data in the form of scientific articles, proceedings, and relevant previous research reports. Data sources were obtained from scientific databases such as Scopus, EBSCO, Copernicus, and SINTA. The results of the study indicate that adequate individual capabilities, a high level of work engagement, a measurable KPI system, and a fair and competitive remuneration scheme have a positive relationship with increasing aircrew productivity. Managerial implications emphasize the importance of designing integrated human resource policies, particularly in competency development, a safety- and efficiency-based performance appraisal system, and compensation management oriented towards sustainable performance.

Agentic artificial intelligence (AI) systems capable of autonomous goal-directed behavior, multi-step planning, tool use, multi-agent coordination, and iterative self-correction represent a transition from passive clinical AI tools toward systems that can participate in complex healthcare workflows. However, empirical evidence remains fragmented across clinical decision support, patient monitoring, and administrative applications, and no systematic synthesis has evaluated which agentic principles have been technically demonstrated and which have accumulated sufficient evidence to support responsible clinical deployment. We conducted a PRISMA-informed systematic review of peer-reviewed empirical studies published between January 2025 and April 2026. Searches across five bibliographic databases and Google Scholar, supplemented by citation tracking, identified 443 unique records for screening, of which 25 met the predefined PICOS and quality appraisal criteria. Evidence was synthesized using an evidence-informed seven-principle framework derived from the integration of agentic AI, clinical AI, and healthcare governance literature. This framework provides a structured lens for examining how agentic principles are evaluated individually and in combination, enabling a deployment-readiness perspective that extends beyond capability-focused assessments alone. The evidence base was concentrated on technical capability principles, whereas human oversight, safety, compliance, and equity-related evaluation received comparatively limited attention. Most studies remained at the laboratory, benchmark, or proof-of-concept stage, and none reported demographic-stratified performance outcomes. Overall, the findings suggest a structural asymmetry in agentic healthcare AI: empirical research is advancing agentic capabilities more rapidly than it is generating evidence for the oversight, safety, equity, and governance mechanisms required for responsible clinical translation.

This study aims to describe the role of the principal in implementing teacher performance appraisal and its impact on the quality of learning at TK Islam Al-A’raaf Gentan. The research employed a qualitative approach with a descriptive design, in which data were collected through observation, interviews, and documentation. The subjects of this study were the principal and teachers, focusing on the implementation of teacher performance appraisal and its follow-up processes. The findings indicate that the principal plays a strategic role in planning, implementing, and evaluating teacher performance appraisal through systematic academic supervision, including pre-observation, observation, and post-observation stages. The follow-up actions are carried out in a structured manner, ranging from guidance and warnings to rewards for high-performing teachers. The implementation of teacher performance appraisal has a positive impact on the quality of learning, such as improving teacher professionalism, creating active and engaging learning environments, and enhancing students’ motivation and learning outcomes. Therefore, the effective role of the principal in teacher performance appraisal is a crucial factor in improving educational quality.

This study investigates the role of motivation and leadership in shaping employee performance, drawing on synthesized findings from prior scholarly research. A qualitative approach employing systematic literature review was adopted. Source materials were gathered from credible academic repositories including national and international journals covering topics of motivation, leadership, and workforce performance. Data were gathered through identification, screening, and critical appraisal of relevant literature, followed by content analysis to surface recurring patterns and relationships. Findings confirm that motivation both intrinsic and extrinsic consistently strengthens employees' work ethic, productivity, and organizational commitment. Effective leadership, meanwhile, fosters a conducive work climate, supplies clear direction, and cultivates employee engagement toward organizational objectives. The two variables function as mutually reinforcing drivers: strong leadership amplifies motivational forces, while a highly motivated workforce is more responsive to quality leadership. Together, they serve as pivotal pillars for sustained performance improvement. This study contributes a comprehensive synthesis of existing evidence that may guide organizations in crafting more effective human resource management strategies.

The development of the retail sector has created a highly competitive environment that demands human resource management (HRM) to be professional, efficient, and service oriented. However, conventional management practices that focus solely on short-ter efficiency and profit often overlook moral and spiritual values. This paper aims to analyze the implementation of Sharia principles in human resource management within the retail industry, including the principles of justice (adl), trustworthiness (amanah), excellence (ihsan), responsibility(mas’uliyyah), and transparency. This study employs a qualitative approach with literature review as the primary method, using data from books, academic journals, scholarly articles, and official documents related to HRM and Sharia principles. Data analysis techniques include descriptive, comparative, and content analysis, enabling the identification of patterns in implementing Sharia principles in HRM functions such as recruitment, training, performance appraisal, compensation, and internal supervision. The findings indicate that applying Sharia principles provides not only a normative foundation for management practices but also cultivates an ethical, professional, and sustainable organizational culture. Integrating justice, trustworthiness, excellence, responsibility, and transparency in retail HRM enhances service quality, builds public trust, and supports business sustainability. Therefore, the integration of Sharia values into modern management contributes significantly both academically and practically, serving as a guideline for retail managers to develop HRM systems that are fair, effective, and morally grounded.

Human resource management (HRM) in education plays a strategic role in determining the quality and success of educational implementation. Educators and educational staff are the main assets of educational institutions that directly influence the quality of learning processes and outcomes. This article aims to examine the concept of educational human resource management, its scope, and the urgency of implementing effective HRM in improving educational quality. This study employs a qualitative approach using library research by reviewing relevant books, scientific journals, and educational regulations related to human resource management and education. The results indicate that the scope of educational HRM includes human resource planning, recruitment and selection, placement and organization, training and development, performance appraisal, compensation and rewards, coaching and maintenance, as well as termination and retirement. The implementation of professional, systematic, and sustainable educational HRM contributes significantly to improving the professionalism of educational personnel, institutional effectiveness, and the achievement of educational goals. Therefore, educational human resource management is a key factor in realizing high-quality and sustainable education.

This study aimed to analyze efforts to optimize official residence rental retribution as one of the sources of Local Own-Source Revenue (PAD) in Sikka Regency. The main problem identified was the accumulation of official residence rental arrears due to the low awareness of Civil Servants (ASN) in fulfilling their payment obligations. The method used was qualitative, with data collection techniques conducted through observations and interviews during the internship program. The results of the study showed that the Regional Financial and Asset Management Agency (BPKAD) had implemented various strategic measures, such as mapping priority areas in six sub-districts, standardizing rental values through an appraisal team, and implementing a non-cash payment system through Bank NTT based on Sikka Regent Regulation No. 22 of 2024. However, strengthening law enforcement and the digitalization of asset management still need to be improved to minimize arrears

This article aims to analyze the role of human resource management in improving organizational performance and formulate strategic recommendations based on improvements in human resource management practices. The theoretical foundations used include strategic human resource management theory, organizational performance theory, and work motivation theory, which are used to examine the functions of workforce planning, competency development, performance appraisal, and reward systems. This study employed a qualitative, descriptive-analytical approach, with data collection techniques including in-depth interviews, non-participant observation, and documentation studies. Data analysis was conducted using an interactive qualitative analysis model that encompasses data reduction, data presentation, and conclusion drawing. The analysis results indicate that workforce planning based on organizational needs, continuous competency development, an objective performance appraisal system, and a performance-based reward system are directly related to increased effectiveness, productivity, and stability of organizational performance. Furthermore, efforts to improve human resource management practices through policy evaluation, strengthening strategic planning, enhancing internal communication, and data-driven decision-making have proven to be a strong foundation for formulating strategic recommendations for the organization. The study's conclusions confirm that the systematic and strategic integration of human resource management functions is a key factor in achieving sustainable organizational performance and adapting to changes in the work environment.

Mining companies are increasingly required to demonstrate environmental, social, and governance (ESG) accountability through sustainability reporting (SR). However, empirical evidence regarding the impact of SR on firm value in Indonesia’s mining sector remains inconsistent. This study aims to systematically examine the relationship between sustainability reporting and firm value using legitimacy theory as the conceptual framework. A Systematic Literature Review was conducted following the PRISMA 2020 protocol, employing narrative and thematic synthesis. Peer-reviewed articles published between 2018 and 2025 were retrieved from Google Scholar, Garuda Portal, and SINTA databases using relevant keywords. From 4,260 initial records, 11 studies met the inclusion criteria after screening, deduplication, and quality appraisal using an adapted CASP checklist. The findings reveal three dominant patterns: most studies report a positive effect of SR on firm value through improved transparency, corporate reputation, and investor confidence; several studies find no significant relationship due to short-term investor orientation; while a minority report negative effects associated with low disclosure quality and greenwashing concerns. Furthermore, the effectiveness of SR is influenced by disclosure quality, corporate governance, profitability, and leverage. This study implies that sustainability reporting can enhance firm value when disclosures are credible, consistent, and material, supporting legitimacy theory and encouraging alignment with the GRI 14: Mining Sector 2024 standard.

Long-term treatment adherence is critical for schizophrenia patients, yet non-adherence remains a significant global challenge, contributing to relapse, re-hospitalization, and increased healthcare costs. Understanding the underlying multidimensional factors is crucial for developing effective interventions. This systematic literature review aims to identify and categorize the dominant factors contributing to medication non-adherence among schizophrenia patients, based on current quantitative evidence (2019-2024). A systematic search of Google Scholar and PubMed targeted quantitative cross-sectional studies using the PICOST framework. Article selection followed PRISMA guidelines, and quality was assessed using the JBI Critical Appraisal Checklist. Seven articles were included in the final narrative synthesis. The synthesis confirms that non-adherence is multifactorial. Identified factors were categorized into three groups: (1) Patient-related factors (e.g., poor illness insight, feeling cured, treatment fatigue); (2) Treatment-related factors (e.g., medication side effects, therapy duration); and (3) System and social factors (e.g., low family support, stigma, poor therapeutic alliance). Non-adherence is a complex issue arising from the interplay of patient, treatment, and social factors. Low family support and poor patient knowledge consistently emerge as key determinants. Interventions require a holistic approach extending beyond pharmacotherapy, focusing on comprehensive psychosocial education for patients and families, active side-effect management, and strengthening the family's role in care.

The Bulusari Film Village Community possesses considerable potential as a community-based creative space, yet it continues to face limitations in technical film production skills and community management. This community engagement program aims to strengthen the community’s creative capacity and professionalism through training in scriptwriting, cinematography, production, and film editing, as well as reinforcing organizational management using the Participatory Community Appraisal (PCA) approach. The activities were implemented through five major stages, namely needs identification, formulation of alternative solutions, technical training, short film production mentoring, and strengthening of the community’s management system. The results demonstrate significant improvements in members’ technical competencies across all stages of film production, from pre-production to post-production. The community successfully produced a script and one short film with enhanced visual and narrative quality compared to their earlier works. In addition, the establishment of a new organizational structure, operational SOPs, and a simple administrative system effectively improved community governance. The program also broadened the community’s collaborative network with local government, educational institutions, and other creative groups. These findings indicate that PCA-based empowerment supports increased creativity, autonomy, and competitiveness among local creative communities in alignment with the SDGs, particularly SDG 4 (Quality Education), SDG 8 (Decent Work and Economic Growth), and SDG 11 (Sustainable Communities).

The work behavior of health workers is a key factor in determining the quality of service and patient safety in hospitals. In healthcare organizations with high work demands, feedback and rewards are important instruments of human resource management to form positive work behaviors. However, empirical evidence on the role of rewards as a mediating variable in the relationship between feedback and work behavior of health workers, particularly in Indonesian regional hospitals, is limited. This study aims to analyze the influence of feedback on work behavior through the role of reward mediation in health workers at Konawe Hospital, Southeast Sulawesi Province, Indonesia. This study used a quantitative approach with a cross-sectional design. Data was collected through a survey using a structured questionnaire based on the Likert scale of 170 health workers with ASN status at Konawe Hospital. The sampling technique used a combination of purposive and accidental sampling. Data analysis was carried out with Partial Least Squares–Structural Equation Modeling (PLS-SEM) using SmartPLS software version 4.0. The results showed that rewards had a positive and significant effect on work behavior (β = 0.579; t = 10.308; p = 0.000), and feedback had a positive and significant effect on rewards (β = 0.805; t = 25.851; p = 0.000). In addition, feedback also had a positive and significant effect on work behavior through rewards (β = 0.466; t = 8.362; p = 0.000), which confirms the mediating role of rewards. There is an influence of appraisal on work behavior and feedback on awards and awards has been shown to significantly mediate the influence of feedback on the work behavior of health workers. These findings emphasize the importance of effective feedback management and an integrated reward system as a managerial strategy to encourage positive work behavior and improve the quality of health services in regional hospitals.

The Community Service Program (KKN) of the Faculty of Islamic Economics and Business, State Islamic University of North Sumatra, in Aek Kota Batu Village, North Labuhanbatu Regency, was carried out as a form of community service focusing on digital-based economic empowerment. This program originated from the low level of digital literacy and the limited ability of micro-entrepreneurs to utilize technology as a means of promotion and financial transactions. The main objective of this activity is to enhance the community’s ability to use digital maps and the QRIS (Quick Response Code Indonesian Standard) payment system as a strategy to expand market reach and create transaction efficiency. The method used is the Participatory Rural Appraisal approach, with stages including observation, socialization, training, mentoring, and evaluation. The results of the activity show that the community experienced an increased understanding of digital technology and was able to apply digital mapping to ten local business units. In addition, several business actors have implemented QRIS in daily transactions, which has proven to improve convenience and security in financial dealings. From the perspective of Islamic economics, this activity represents the values of maslahah (public benefit), itqan (excellence), and tawazun (balance) in the community’s economic life. Thus, this program successfully created a socio-economic transformation based on Islamic values and can serve as a model for digital economy-based community service programs at the village level.

The implementation of patient safety culture in hospitals remains a significant challenge, often leading to adverse events. Establishing a strong patient safety culture requires effective interprofessional collaboration among healthcare professionals to deliver patient-centered care. However, factors such as organizational distrust and job dissatisfaction continue to hinder collaborative efforts and negatively affect the quality of care and patient safety outcomes.This study aims to examine the influence of organizational trust and job satisfaction on patient safety culture, with interprofessional collaboration serving as an intervening variable at MP hospital.  This quantitative associative research used a causal approach involving 93 inpatient nurses as respondents. Primary data were obtained through questionnaires using an ordinal scale based on a 4–1 Likert scale. Data processing employed the three-box method, and data analysis was conducted using Structural Equation Modeling (SEM).The results revealed that organizational trust, job satisfaction, and interprofessional collaboration simultaneously and partially influence patient safety culture. Moreover, interprofessional collaboration was found to mediate the relationship between organizational trust, job satisfaction, and patient safety culture.The study concludes that enhancing patient safety culture can be achieved by strengthening organizational trust and job satisfaction through effective interprofessional collaboration. Hospitals should develop supportive systems that foster care and concern among staff, enhance conflict management, improve performance appraisal mechanisms, and promote open, effective communication across all professional groups involved in patient care. These strategies can create a safer, more collaborative, and high-quality healthcare environment

In an era of increasingly intense business competition, an organization's success heavily depends on the quality of individual performance within it. Achieving optimal performance becomes key in realizing organizational goals. In the golf industry, the role of service staff, particularly caddies, is vital as the frontline service that directly interacts with customers. This ongoing research aims to analyze the influence of performance management systems on employee performance of golf caddies at Senayan golf Club. Using a quantitative approach, this research involved 167 respondents and employed multiple regression analysis. The research results show that goal setting, performance feedback, performance assessment, and rewards have a significant positive effect on employee performance, while training has a positive but low significant effect. Meanwhile, the simultaneous influence of independent variables positively affects employee performance. The implications of this research demonstrate the importance of developing a comprehensive performance management system focusing on goal setting, feedback, performance assessment, training, and effective reward systems

This Community Service Program aims to enhance the practical abilities of educational staff in understanding and implementing the Electronic Employee Performance Target (e-SKP) system within the Faculty of Economics and Business, Cenderawasih University. The training program was designed to meet the needs of staff for practical knowledge regarding digital performance appraisal systems in accordance with the latest civil service regulations. The training applied an andragogical approach, emphasizing adult learning experiences through simulations, focused group discussions, and hands-on practice in using the e-SKP application. The resource person, Sukrisman, S.T., M.Cs., provided technical guidance and interactive assistance throughout the activity. The results indicated an improvement in participants’ knowledge and skills in operating the e-SKP application, as evidenced by their ability to independently prepare performance reports and actively engage in evaluation discussions. Moreover, participants gained a better understanding of the relationship between job descriptions, positions, and daily logs with performance indicators measured through e-SKP. Future development of this program will focus on implementing a study-program-based approach and integrating the e-SKP system with the faculty’s overall performance planning framework.

This research analyses the optimisation of the electronic performance appraisal system (e-Kinerja) implementation within the context of the Civil Servant (ASN) performance management transformation at the Sidoarjo Regency Regional Civil Service Agency. The e-Kinerja system represents a digital innovation in ASN performance appraisal, developed in accordance with the Minister of State Apparatus Utilisation and Bureaucratic Reform Regulation Number 6 of 2022. This qualitative research, employing a case study approach, utilised purposive sampling for informant selection, with data gathered through participant observation and documentary analysis. Data analysis followed the Miles and Huberman model, encompassing data reduction, data display, and conclusion drawing. The research findings indicate that the e-Kinerja implementation faces challenges regarding system integration with the Personnel Information System (SIMPEG), synchronisation of personnel data, and equitable dissemination of information to all Civil Servants. Nevertheless, the system is proven to enhance accountability, transparency, and work productivity of Civil Servants through measurable daily reporting mechanisms and monthly targets. This study contributes theoretically to the literature on technology-based public sector performance management and practically through recommendations for developing a more integrated e-Government system. Policy implications include the necessity for accelerating the digitalisation of personnel services, strengthening the capacity of civil service human resources in digital literacy, and developing an information technology infrastructure that supports bureaucratic transformation towards a more efficient, accountable, and responsive.