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This study aims to analyze the influence of work discipline, professionalism, and organizational culture on organizational commitment among employees in the Public Service Sector. Organizational commitment is an important factor that reflects employee loyalty and attachment to the institution, while the three independent variables are considered as internal factors that can strengthen this commitment. The method used in this study is associative quantitative with a multiple linear regression approach. Data were collected through distributing questionnaires to 46 respondents based on probability sampling techniques. Data processing and analysis in this study used SPSS software version 27. Based on the results of the study, it was found that there is a significant influence of work discipline on organizational commitment. In addition, professionalism has a significant effect on organizational commitment, organizational culture has a significant effect on organizational commitment. Based on simultaneous hypothesis testing, it is proven that work discipline, organizational culture, and professionalism jointly influence organizational commitment. While the amount of contribution is 54% to organizational commitment, while the remaining 46% of organizational commitment is influenced by other factors such as leadership style, motivation, competence, rewards, job satisfaction, and employee performance. Thus, this study confirms that to increase organizational commitment, government agencies need to strengthen a healthy work culture, enforce discipline, and encourage a professional attitude in the work environment.

Kota Pari Village, Pantai Cermin Sub-district, Serdang Bedagai Regency, holds promising tourism potential; however, this potential has not been optimally utilized due to a number of issues faced by the residents, such as low work competence, limited access to information on business development management training, residents' insufficient responsiveness to changes in the management system of the village-owned enterprise, and low willingness among residents to apply the knowledge provided, which frequently leads to disagreements during work competence training activities. Therefore, this community service program aims to identify these issues and provide appropriate solutions for the residents of Kota Pari Village and its surrounding areas. Through this program, it is expected that residents will be able to apply work competence to improve employee performance within the Village-Owned Enterprise, actively engage in business development management through creative craftsmanship, and make this a cornerstone for improving their standard of living and economic welfare, with support and facilitation from the Kota Pari Village Office, Pantai Cermin Sub-district, Serdang Bedagai Regency. 

This study aims to identify how e-government and competence affect employee performance at the Jambi City Regional Tax and Retribution Management Agency. This study is based on the fact that government agencies need to utilize information technology and improve their human resource capabilities to improve their work efficiency. The method used in this study is quantitative with multiple linear regression analysis techniques used. After the questionnaire was distributed to 54 members of the Jambi City BPPRD, the data were processed using the SPSS version 25 program. The results of the study indicate that e-government partially has a positive and significant influence on employee performance, and competence also partially has a positive and significant influence on employee performance at the Jambi City Regional Tax and Retribution Management Agency, and simultaneously, e-government and competence together provide a positive and significant influence on employee performance at the Jambi City Regional Tax and Retribution Management Agency.

This study aims to assess extent to which leadership, communication, and competence influence employee performance at Point Coffee Medan. The research was motivated by field findings that indicated a decline in work quality, such as delays in task completion, miscommunication among employees, and a lack of capability in carrying out tasks effectively. These issues highlight the need for improvements in human resource aspects, particularly in leadership style, communication effectiveness, and employee competence. A quantitative research method with a descriptive approach was employed. Data were collected through questionnaires distributed to 38 employees of Point Coffee Medan. The research instruments were tested for validity and reliability, and the data were analyzed using multiple linear regression. The goal of the study was to determine both the partial and simultaneous effects of the three independent variables on employee performance. The analysis results indicate that leadership, communication, and competence have a positive and significant impact on performance, both individually and collectively. Effective leadership helps guide and motivate employees in completing their tasks. Clear and open communication fosters collaboration and a harmonious work environment. Meanwhile, strong competence enables employees to work more efficiently, accurately, and productively. In conclusion, the improvement of employee performance is strongly influenced by the leader's ability to manage the team, the quality of internal communication, and the mastery of work-related competencies. Therefore, the company is advised to enhance these three aspects as part of its human resource management strategy

This study aims to determine the effect of training and work motivation on the performance of employees at the Jambi Province Public Works and Public Housing Agency. The background of this research is the decline in employee performance target achievements, which is influenced by budget constraints, limited training opportunities, and low work motivation due to a lack of recognition and organizational support. The research method used is a quantitative method with a descriptive approach and a case study, conducted on employees of the Public Works and Public Housing Agency of Jambi Province. The results show that training has a positive and significant effect on improving employee performance. Training not only serves as a means of instruction but also as a tool for developing employee skills and competencies. Conversely, work motivation has a negative and insignificant effect on employee performance, which is influenced by unmet needs for security, recognition, and encouragement to achieve goals. However, simultaneously, training and work motivation have a positive and significant effect on employee performance. This study concludes that effective training management and appropriate motivational strategies are crucial for improving the performance of employees at the Public Works and Public Housing Agency of Jambi Province.

This study aims to analyze the influence of work motivation and work ability on employee job satisfaction at the Department of Marine and Fisheries of Bima Regency. The research employed a quantitative approach with an associative type of study. The population consisted of 67 employees, and a sample of 38 civil servants was selected using a purposive sampling technique. Data were collected through a closed-ended questionnaire using a five-point Likert scale and analyzed using multiple linear regression with SPSS version 26. The validity and reliability tests confirmed that all items were valid and reliable. The results indicate that work motivation has a positive and significant effect on job satisfaction, and work ability also shows a positive and significant impact. Simultaneously, both variables significantly influence job satisfaction with a coefficient of determination (R²) of 0.967, meaning that 96.7% of job satisfaction variation is explained by motivation and work ability. These findings confirm that enhancing employee motivation and competence is a strategic factor in improving job satisfaction and performance in public sector organizations.

This study aims to determine the influence of motivation on employee performance at the Regional Disaster Management Agency (BPBD) Office of Sidenreng Rappang Regency. Motivation is seen as one of the fundamental factors in human resource development because it can encourage increased work morale, effectiveness, and efficiency in carrying out employee duties and responsibilities. Highly motivated employees will be encouraged to work more disciplined, creative, and productive, so that they can make a positive contribution to the achievement of organizational goals, especially in public service and disaster management.nThis study uses a quantitative approach with a survey method. The sampling technique chosen is a saturated sample, namely all employees and honorary personnel at BPBD Sidenreng Rappang Regency are made respondents. This consideration is made because the population is relatively small so that it can be reached as a whole. The research data was collected using a questionnaire compiled based on indicators of work motivation and employee performance, then analyzed using a simple regression test to determine the relationship and influence between variables.nThe results showed that the calculated t value of 2.167 was greater than the t table of 2.048 at a significance level of 5%. This proves that there is a positive and significant influence between motivation on employee performance. Motivation contributes 15.7% to performance improvement, while the rest is influenced by other factors such as work discipline, work environment, competence, and leadership. Nevertheless, these findings emphasize that motivation continues to play an important role as the main driver of employee performance.nThus, increasing motivation through the provision of awards, incentives, and continuous coaching can be an important strategy in strengthening the quality of performance of BPBD employees in Sidenreng Rappang Regency.

Human resources are a crucial asset for organizations, as their competence and professionalism greatly influence employee performance and the achievement of organizational objectives. At the MKG Office of Region III, several performance issues have been identified, including skill mismatches, high absenteeism rates as an indicator of low professionalism, and limited adaptability to information technology systems. These challenges underscore the need for strategic human resource development. This study aims to analyze the impact of competence and professionalism on employee performance, with information technology mastery serving as a mediating variable. A quantitative research approach was applied, involving all 115 employees as respondents through questionnaires, interviews, and documentation. Path analysis was used to evaluate the relationships between the variables. The findings reveal that both competence and professionalism have a positive and significant influence on employee performance. Furthermore, these variables also positively affect information technology mastery, which in turn significantly improves performance. The analysis demonstrates that information technology mastery mediates the relationship between competence and professionalism with employee performance, indicating the importance of digital skills in modern workplaces. In conclusion, enhancing competence and professionalism, alongside strengthening information technology mastery, is essential for improving employee performance at the MKG Office of Region III. The study recommends implementing strategic human resource programs that focus on digital proficiency to support organizational effectiveness and adaptability in the digital era.

This study aims to examine the influence of competence, job placement, and work discipline on employee performance at the Samsat Office of Bima Regency. The research applies a quantitative approach using a survey method. Data were collected through questionnaires distributed to 30 civil servants selected using purposive sampling. The data analysis techniques include validity and reliability tests, multiple linear regression, t-test, and F-test. The results show that competence, placement, and work discipline each have a positive and significant influence on employee performance, both partially and simultaneously. The coefficient of determination indicates that 45.2% of the variance in performance is explained by the three variables. These findings suggest that improving employee competence through training, placing staff according to their skills, and consistently enforcing work discipline can enhance employee effectiveness and productivity. The study has important implications for human resource management in public institutions, particularly in improving service quality through better employee performance.

This study highlights the paradigmatic shift in human resource management (HRM) in response to the complexities of globalization. Globalization has not only expanded the geographical scope of business but also reconfigured demands for competencies, technology, and cultural dynamics within organizations. Using the systematic literature review (SLR) method, this article examines adaptive HRM strategies focused on three pillars: (1) developing global competencies through cross-cultural training and digital literacy, (2) integrating technologies such as artificial intelligence (AI) in recruitment and performance evaluation, and (3) managing cultural diversity to create an inclusive work ecosystem. Analytical findings reveal that organizations with holistic HRM approaches combining strategic agility, investment in employee upskilling, and data-driven systems tend to excel in mitigating risks of global market disruptions. Critical insights emphasize that success relies not only on technology adoption but also on managerial capabilities to address cultural conflicts and facilitate cross-border collaboration. The research concludes that strategic HRM serves as a driver of organizational innovation and sustainability, with practical recommendations for companies to develop evidence-based HRM frameworks aligned with global trends. 

This study explores leadership psychology within the context of education, focusing on the relationship between leadership styles, psychological empowerment, and organizational performance. Using a literature review method, the findings reveal that leadership styles such as transformational, democratic, and situational have a significant impact on creating a supportive and collaborative work environment. Effective leadership fosters psychological empowerment by enhancing employees' sense of meaning, competence, self-determination, and influence. This, in turn, directly contributes to increased motivation, job satisfaction, and overall performance within educational institutions. Therefore, a psychological approach to leadership is a crucial element in building competitive and adaptable educational organizations.

This research analyzes the influence of leadership, work facilities, competence and motivation on the performance of employees of the Ketakasi Fruit Cooperative in Jember. Effective leadership, adequate work facilities, employee competence, and motivation are the main factors that influence productivityThis research used a total population of 69 employees of the Ketakasi Fruit Cooperative in Jember. This research uses a saturated sample method. The results of the research show that leadership, work facilities, competence and work motivation have a significant influence on lecturer performance and together these factors have a significant influence on lecturer performance. From the results, it is concluded that the research emphasizes the importance of competency-based leadership (communication, analysis, decision making) to create a supportive work environment, increase employee motivation and performance. The results can help design more effective leadership development programs. Adequate work facilities increase employee comfort, efficiency and productivity. These findings encourage organizations to improve relevant facilities to create a conducive work environment and reduce turnover rates. Employee competencies (knowledge, skills, attitudes) have a significant influence on performance. Organizations can use these results to develop training that focuses on increasing competency, supporting productivity, and increasing competitiveness. And work motivation has a no direct impact on employee performance. Institutions can leverage these results to design motivation-enhancing programs, such as rewards or recognition, to create a more productive work environment.

This study aims to analyze the effect of employee competence and job satisfaction on employee performance, with employee engagement as a mediating variable at PT Perkebunan Nusantara XII Surabaya. Employee competence and job satisfaction are crucial factors in improving employee performance, while employee engagement plays a role in strengthening this relationship. This research adopts a quantitative approach using secondary data from employee competency measurement reports for the 2020-2022 period. The analysis method employed is Structural Equation Modeling (SEM) with the Partial Least Squares (PLS) approach. The findings indicate that employee competence and job satisfaction have a positive and significant impact on employee performance. Furthermore, employee engagement has been proven to play a significant mediating role in the relationship between employee competence and employee performance, as well as between job satisfaction and employee performance. In other words, employees with high competence and job satisfaction tend to be more engaged in their work, ultimately enhancing their performance. These findings have practical implications for companies to improve employee competence and job satisfaction through training, fair incentive distribution, and creating a work environment that fosters employee engagement. This study also contributes to the development of human resource management theory, particularly regarding employee engagement as a mediating factor in enhancing employee performance.

This study aims to analyze the influence of discipline, competence, and work environment on employee performance at the Southwest Aceh Regency Secretariat. The method used is quantitative with a survey approach. Data was collected through a questionnaire using the Likert scale and involved 30 respondents who were secretariat employees. Data analysis was carried out using the Partial Least Squares-Structural Equation Modeling (PLS-SEM) method. The results of the study show that discipline, competence, and work environment have a positive effect on employee performance. The reliability test of the instrument showed a Composite Reliability value of more than 0.7, which indicates that the research instrument has a good level of internal consistency. These findings show that improving discipline, competence, and a conducive work environment can improve employee performance at the Southwest Aceh Regency Secretariat. This research has implications for local governments in designing policies that focus on improving work discipline, developing employee competencies, and creating a more productive work environment to increase organizational work effectiveness.

This study aims to see the Effect of Training on Teacher Performance with Employee Engagement as an Intervening Variable at MAN Insan Cendekia Jambi. This study uses a quantitative method with data collection techniques by distributing questionnaires to 35 respondents. Hypothesis testing uses Descriptive Analysis Techniques using SmartPLS software as a data processing tool. The results of this study indicate that Training has a significant positive effect on MAN Insan Cendekia Jambi Teacher Performance. Training has a significant positive effect on Employee Engagement. Employee Engagement has a significant positive effect on Teacher Performance. Training has a significant positive effect on Teacher Performance through Employee Engagement as an intervening variable. Suggestions in this study: teacher performance variables to be more skilled in completing each job and must also have ideas that can solve problems in schools. The principal recommends that the training that has been programmed can be carried out properly to all existing teachers and the training carried out is in accordance with the teachers' areas of expertise so that the results of the training are more optimal and the teachers continue to develop and have better competence. Employee Engagement Variables are recommended by schools in providing support to teachers, namely by providing a comfortable and conducive work environment, clear communication, giving appreciation to teachers, and existing policies that are not focused on one party.  

Every company, whether public or corporate, is established to achieve certain goals. To achieve success, the foundation of competence needs to be considered. Factors are useful to help organizations improve performance. To support the performance of an employee, employees are needed who have performance factors in accordance with the needs needed in a company. This study aims to determine the factors of employee performance seen from indicators of performance knowledge, motivation, organizational culture of the performance of employees of the advanced palm oil plantation cooperative Pirbun West Pasaman in carrying out their duties or work. The research motede used is a qualitative method, data collection techniques are interviews, observations, and document studies. The results of this study obtained the conclusion that the performance factors of employees in the advanced palm oil plantation cooperative (KPS) advanced pirbun pasaman barat are adequate. This can be seen based on indicators put forward by Spencer, namely performance knowledge, motivation, employee performance organizational culture. each of these indicators has been fulfilled in the employees of the advanced palm oil plantation cooperative (KPS) pirbun west pasaman.

This research reveals that effective Human Resource Management (HRM) is essential to improve the competitiveness of MSMEs. In this research that uses descriptive qualitative methods, researchers review how improving the competence and quality of HRM through continuous training and development can help MSMEs adapt to market changes and improve their performance. The result of this study is how good HR Management not only improves the quality of the workforce, but also contributes to the sustainability and competitiveness of MSMEs in an increasingly competitive market. So that by optimising HR management, MSMEs can create a positive work environment, which in turn increases employee motivation and productivity.

The development and progress of Village Credit Institutions (LPD) can be seen through various achievements such as financial performance and operational results. A good Village Credit Institution (LPD) is recognized from its financial reporting system and services. In reality, not all (LPD) are able to use AIS wisely and accurately. The purpose of this research is to understand the influence of employee competence, work motivation, and job satisfaction on the performance of the accounting information system. The population consists of LPDs in Ubud Regency, Bali with a representation of 96 people. The data collection techniques used in this study include quantitative. The studies that have been carried out prove that employee ability has a positive effect on AIS performance, work motivation has a positive effect on the use of AIS, and job satisfaction has a positive effect on the use of AIS. We found that it had a positive impact. The magnitude of the influence of independent variables on the use of AIS is 65.4%.

This study will analyze the influence of digital competence (E-Skills) as an important factor in improving the performance of educational staff through the moderating role of digital leadership or E-Leadership. This research uses the Structural Equation Modeling (SEM) method based on Partial Least Square which involves 120 respondents who work as Education Personnel at Pancasakti University Tegal as research samples using a questionnaire with a Likert scale of 1-5. Data analysis was processed using the SmartPLS v.4 program using the Second Order method approach. The research results show that 1) digital competence has a positive influence on the performance of educational staff, 2) The role of E-Leadership in moderating the influence of digital competence on employee performance is not statistically significant in this research. This is caused by variability in the application of E-Leadership, varying levels of digital competence among employees, as well as other contextual factors outside of the more dominant research. 3) The level of respondents' perception of Access, Use, Communication and Creation as dimensions of Digital Competence is in the medium category so efforts need to be made to increase it through developing digital competence.

The purpose of this study was to evaluate the impact of Competence and Work Motivation on Employee Performance and also the role of Work Discipline as a moderator variable. The population used in this study were all civil servants at the Senori District Office, Tuban Regency, and the sample taken using saturated or census sampling techniques, with a total of 37 respondents. Data analysis used Smart Partial Least Square (PLS) software.The results of this study indicate that good competence will improve employee performance, also with good motivation will improve employee performance. This study also found that work discipline can improve employee performance. Furthermore, it was also found that work discipline has a strong moderating role on competence towards employee performance, and has a moderating role on motivation towards employee performance at the Senori District Office, Tuban Regency.