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Financial technology growth via digital wallets in Indonesia offers transaction convenience but challenges Sharia compliance. The main issues involve managing floating funds and cashback rewards, which risk exposure to riba. This study aims to examine and compare riba risk mitigation strategies in both areas. Employing normative legal research with qualitative, comparative, and conceptual approaches, it utilizes library research from DSN-MUI Fatwas, the Qur’an, Hadith, and fiqh muamalah literature. The findings reveal that floating fund riba risks can be minimized by depositing assets in Islamic financial institutions using wadiah or mudharabah contracts to avoid riba nasi’ah. Meanwhile, cashback riba risks are prevented by shifting the contract from qard to ju’alah or hibah mu’allaq, treating incentives as transaction rewards rather than loan benefits. Comparative analysis shows floating fund mitigation is structural, while cashback is reconstructive. Both work effectively under Sharia Supervisory Board monitoring. In conclusion, compliance requires practical execution via appropriate contracts, transparent supervision, and public education. Therefore, contract standardization by DSN-MUI and OJK, alongside enhanced Islamic financial literacy, is necessary.

This study aims to analyze the comparison of the impact of financial and non-financial compensation effectiveness on turnover intention among Generation Z employees. The high turnover rates within Generation Z, despite receiving adequate financial compensation, indicate a shift in their preferences regarding the workforce. Generation Z tends to seek more than just financial compensation, such as flexibility, a supportive work environment, and opportunities for growth. The method used in this study is a literature review, analyzing various relevant scholarly journals related to strategic compensation, Generation Z characteristics, and turnover intention. The research findings show that non-financial compensation has a more significant impact in reducing turnover intention among Generation Z compared to financial compensation. Therefore, companies need to focus on aspects such as work-life balance, career development opportunities, and an inclusive and supportive work culture. These findings provide valuable insights that companies should adopt a more holistic reward approach through the total rewards concept, which includes both financial and non-financial compensation, in order to enhance loyalty and retention of Generation Z employees in the long term.

This study aims to analyze the influence of the work environment, training, and incentives on employee performance at PT. Erela Semarang. The research population includes 877 production employees working at the company. A random sampling technique was applied to ensure representative data, resulting in a sample of 100 production employees. The study adopts a quantitative approach, with data analyzed using multiple linear regression to examine the relationship between the independent variables and employee performance as the dependent variable. The findings reveal that the work environment has a positive and significant effect on employee performance, indicating that comfortable and supportive workplace conditions can improve productivity and job outcomes. In addition, training is proven to have a positive impact on employee performance, showing that skill development and knowledge improvement contribute to better work effectiveness. Furthermore, incentives also demonstrate a positive influence on employee performance, suggesting that financial or non-financial rewards can motivate employees to achieve higher performance levels and support organizational goals.

This study aims to analyze the effectiveness of the reward program in improving employee loyalty and work discipline at Bank Mandiri. The research employs a qualitative descriptive approach using the literature study method, through the collection and analysis of secondary data obtained from official Bank Mandiri reports, academic journals, labor regulations, and media articles related to human resource management policies. The findings reveal that the implementation of both financial rewards (competitive salaries, performance-based bonuses, and welfare benefits) and non-financial rewards (recognition, promotions, and career development programs) has a positive impact on enhancing employee loyalty and work discipline. A fair, transparent, and sustainable reward system fosters a sense of belonging, strengthens affective commitment, and cultivates a productive and professional work culture. Moreover, the data indicate a decline in disciplinary violations over the past three years, demonstrating the effectiveness of the reward system as a form of positive reinforcement. This study highlights the importance of reward policies as a strategic instrument in human resource management and recommends that companies continuously adapt their reward systems to align with employee needs and the evolving work environment.

This study aims to explore the meaning of hospitality as experienced by front office employees of five-star hotels in South Kuta, Bali, using a phenomenological approach. As the frontline in guest interactions, the subjective experience of employees significantly influences service quality, guest satisfaction, and the hotel's image. Data collection was carried out through semi-structured interviews with 18 informants, observation, and internal documentation. Data analysis followed a descriptive phenomenological procedure to produce rich contextual descriptions. The findings indicate that hospitality for front office employees is complex and influenced by both internal and external factors, including professional identity, emotional labor, and the quality of interpersonal relations with guests. Although existing theoretical frameworks are relevant, there are gaps between theory and practice in stress management and the effectiveness of compensation. Recommendations include the development of emotional training programs, non-financial rewards, and employee involvement in job redesign and retention strategies based on competence development. These strategies are expected to improve job satisfaction, service quality, and guest loyalty.

This study aims to analyze the reward system in improving the performance of educators at State Islamic Senior High Schools (Madrasah Aliyah) in Jambi Province. The research focuses on the reward mechanism, its implementation, and the factors that determine its effectiveness in improving educator performance. This study uses a descriptive qualitative approach with data collection techniques through observation, in-depth interviews, and documentation. The research locations include three madrasas: MAN 1 Tanjung Jabung Barat, MAN 1 Kota Jambi, and MAN 1 Merangin. The results show that the implemented reward system includes financial rewards (such as incentives and allowances) and non-financial rewards (such as certificates, training, and job promotions). Rewards have been shown to play an important role in improving educator motivation, discipline, loyalty, and performance. However, the implementation of the reward system has not been optimal due to several obstacles, such as budget constraints, lack of transparency in assessments, and the incompatibility of the types of rewards with the needs of educators. On the other hand, madrasas that implement the reward system appropriately and fairly show an increase in the quality of educator work, marked by increased participation, work performance, and professional responsibility. This study concludes that an effective reward system is one that has clear criteria, is transparent, and responsive to the needs of educators. Recommendations are directed to madrasah principals and the Ministry of Religious Affairs to build a strong culture of appreciation and allocate an adequate reward budget to improve the quality of education in madrasahs.

This study is a qualitative research employing a case study approach to explore the leadership management of a madrasah principal in improving teacher performance. The data analysis technique used consists of four main steps: data collection, data reduction, data presentation, and drawing conclusions. To ensure the validity and reliability of the findings, source triangulation was applied. The research findings reveal that the madrasah principal plays a multifunctional role encompassing that of a manager, supervisor, and motivator, all of which are central to the effective management of the institution. The principal’s leadership is characterized by a strong orientation toward the achievement of the institutional vision, optimal resource management, and the establishment of a conducive and productive learning environment. Several strategic efforts have been implemented to enhance teacher performance, including the enforcement of work discipline, organizing continuous professional development through teacher training, offering rewards and incentives for achievements, cultivating positive attitudes and mental resilience among staff, and providing financial support to facilitate teaching activities. These strategies reflect a proactive and visionary leadership model that emphasizes communication, motivation, and collaboration. The effectiveness of this leadership approach is evidenced by the significant improvement in teacher performance, contributing to the overall enhancement of educational quality within the madrasah. This study concludes that leadership which is visionary, communicative, and supportive is essential in fostering an environment that promotes teacher development and institutional progress. The results of this research provide valuable insights for education stakeholders, particularly in Islamic educational institutions, on how strategic leadership practices can drive meaningful change and improve educational outcomes. This study also highlights the importance of ongoing support, recognition, and empowerment of teachers as key elements in building a high-performing and motivated teaching workforce.

This study examines the challenges in implementing contract theory, particularly related to corporate performance pay as a solution to promotion risk in a competitive environment. Performance-based pay serves to increase employee motivation and reduce uncertainty in promotion, but has the potential to create unhealthy competition and reduce teamwork. This study suggests that a balanced incentive contract design, which combines financial and non-financial rewards, can optimize individual performance without sacrificing team harmony. Although performance-based pay can provide short-term benefits, it is important for companies to consider its long-term impact on employee satisfaction and collaboration within the organization. This study provides theoretical and practical insights for companies in designing fair and effective promotion systems

Penelitian ini untuk menganalisis pengaruh insentif, non finansial – reward dan disiplin kerja terhadap motivasi kerja salesperson toko candi elektronik 310 Surakarta. Hipotesis yang diajukan dalam penelitian ini, yaitu H1 : diduga intensif berpengaruh terhadap motivasi kerja, H2 : diduga non finansial - reward berpengaruh terhadap motivasi kerja, H3 : diduga disiplin kerja berpengaruh terhadap motivasi kerja, dan H4 : diduga insentif, non finansial - reward, dan disiplin kerja secara simultan berpengaruh terhadap motivasi kerja. Metode penelitian yang digunakan adalah penelitian kuantitatif dengan menggunakan observasi, wawancara dan angket kuesioner, yang bertujuan untuk memberikan penjelasan. Penelitian survei merupakan penelitian yang mengambil sampel dari suatu populasi dan menggunakan kuesioner sebagai alat pengumpulan yang pokok. Pengambilan sampel menggunakan teknik total sampling atau sensus yaitu teknik penentuan sampel bila semua anggota populasi digunakan sebagai sampel. Penelitian melibatkan sebanyak 34 orang karyawan sebagai responden, data dianalisis dengan model regresi linear berganda dengan menggunakan aplikasi SPSS v26. Hasil analisa data menunjukkan bahwa nilai Thitung variabel Insentif sebesar 4,217, variabel Non Finansial - Reward sebesar 2,955 dan Disiplin Kerja sebesar 3,638. Sedangkan untuk nilai ttabel sebesar 2,042. Dari hasil penelitian tersebut dapat disimpulkan bahwa insentif, non finansial – reward dan disiplin kerja secara parsial dan simultan berpengaruh terhadap motivasi kerja Toko Candi Elektronik 310 Surakarta.

The interest in choosing a career as a public accountant is driven by an understanding of job opportunities, good income prospects, professional recognition, and the alignment between individual abilities and the demands of the accounting profession. This study aims to analyze the factors of labor market considerations, soft skills, financial rewards, and social values on students' interest in working as public accountants. This research was conducted at five nationally ranked universities in Bali in 2024, based on uniRank, with a sample of 315 respondents determined using purposive sampling. This study proves that the theory of planned behavior can be a consideration in career choice determination and that expectancy theory can explain that students consider the outcomes they will receive in that career. Additionally, this research can positively contribute to universities in Bali by identifying the factors influencing students' interest in work, thereby improving the education system to be more focused on the choices or interests of each accounting student. The analysis results show that labor market considerations, soft skills, financial rewards, and social values have a significant positive impact on students' interest in becoming public accountants.  

Employee performance is a crucial aspect that plays a crucial role in maintaining the sustainability, productivity, and competitiveness of a company, including in the micro, small, and medium enterprises (MSMEs) sector. Optimal performance levels not only impact the achievement of company targets but also influence customer satisfaction and business churn. One factor believed to be able to improve employee performance is the provision of rewards and motivation. Rewards can be financial or non-financial, which serve as a form of company appreciation for employee contributions. Meanwhile, motivation functions as an internal driver that raises work enthusiasm to achieve the best results. This study aims to analyze the effect of rewards and motivation on employee performance at the Nasi Kulit Syuurga MSME. The study used a quantitative descriptive approach with a saturated sampling technique, where the entire population of 32 employees were used as respondents. The research instrument was a structured questionnaire, and the data obtained were analyzed using multiple linear regression methods using SPSS version 25 software. The results showed that rewards have a significant influence on employee performance. This indicates that appropriate recognition can improve work quality and productivity. However, motivation partially did not have a significant effect on employee performance, which is likely caused by other factors such as working conditions, organizational culture, or suboptimal job satisfaction. Nevertheless, rewards and motivation have been shown to simultaneously contribute to improved employee performance. This finding underscores the importance of designing an effective reward system, coupled with more targeted motivation strategies, to enable MSMEs to retain high-performing employees and increase their competitiveness.

Remote work has expanded rapidly in Indonesia and created new challenges for sustaining employee performance in digitally mediated work settings. This study examines the role of employee engagement in mediating the effects of compensation and career development on the performance of remote workers. A quantitative approach was employed using survey data from 200 Indonesian remote workers, and the relationships among variables were analyzed through Partial Least Squares Structural Equation Modeling. The results show that compensation and career development both have significant positive effects on employee engagement, while employee engagement has a strong positive effect on employee performance. The direct effect of compensation on performance is not significant, indicating that its influence operates mainly through engagement. In contrast, career development affects performance both directly and indirectly through engagement. These findings indicate that employee engagement is a key mechanism linking organizational support to remote employee performance. The study implies that organizations should not rely solely on financial rewards, but also provide clear career pathways, continuous learning opportunities, regular feedback, and meaningful recognition to strengthen engagement and improve performance in remote work environments.

This research aims to  evaluates a financial performance at PT Alkindo Naratama Tbk, PT Toba Pulp Lestari Tbk, and PT Tjiwi Kimia Paper Mill Tbk in the Indonesian chemical manufacturing industry for the 2019–2023 period using descriptive methodologies and a qualitative approach. In addition to other sources like articles and journals, secondary data was collected from the financial and annual reports of businesses listed on the Indonesia Stock Exchange (IDX). The results of the analysis show that PT Alkindo Naratama Tbk has excellent liquidity and operational efficiency, indicating the company's ability to meet short-term obligations and practice prudent asset management. The most successful business, as determined by ROA and ROE, is PT Toba Pulp Lestari Tbk, which makes efficient use of equity and assets. With the highest dividend and the lowest debt-to-asset ratio, PT Pabrik Kertas Tjiwi Kimia Tbk stands out in terms of funding stability and offers investors alluring rewards. In order to increase the competitiveness of Indonesia's chemical manufacturing industry, managers, investors, and policymakers should utilize this study's summary of financial performance as a strategic guide.    

This research was conducted to determine the influence of financial rewards, job market considerations, and the work environment on accounting students' interest in choosing a career as a public accountant. Case study accounting students at the Lampung State Polytechnic. This research uses a quantitative approach method obtained from primary data by distributing questionnaires to respondents. Sampling in this study used probability sampling with a simple random sampling technique and a sample of 90 respondents was obtained using the Slovin formula. The data analysis technique used is Structural Equation Modeling (SEM) using smart-PLS 3.2.9 software. The results of this research show that financial rewards and job market considerations do not influence accounting students' interest in choosing a career as a public accountant. Meanwhile, the work environment has a significant influence on accounting students' interest in choosing a career as a public accountant

The Covid-19 pandemic has resulted in an economic downturn, causing changes in work patterns. This has an impact on employee resilience, to improve resilience a high-performance work system is needed. In practice, PDAM Way Rilau Bandar Lampung City implements this system, but there is gender inequality in its implementation. The purpose of this study is to see if there is an effect of a high-performance work system on employee resilience and whether gender differences moderate this effect. The method in this study uses simple linear regression analysis and MRA which is processed by SPSS software version 23. The results of this study support the proposed hypothesis that a high-performance work system has a positive and significant effect on employee resilience and gender differences strengthen the effect of a high-performance work system on employee resilience. Suggestions for PDAM Way Rilau Bandar Lampung City to further consider providing financial rewards based on individual performance. Suggestions for PDAM Way Rilau employees of Bandar Lampung City to share some things with friends, it is hoped that the burden of problems borne by oneself will become lighter, so that it can increase resilience.

Education plays a crucial role in the development and survival of a nation. Teachers as the main actors in the educational process have a big responsibility in achieving successful quality education. This research aims to examine the impact of awards and recognition on the achievement motivation and professionalism of Indonesian language teachers. The research method is a qualitative approach with in-depth interview techniques, a hypothetical case study conducted on five Indonesian language teachers from two different schools. The research results reveal that awards increase work morale, encouragement to innovate, and teachers' intrinsic motivation. Recognition also has a significant impact on professionalism by increasing commitment, performance standards, and collaboration between teachers. Effective forms of reward include financial rewards, public recognition, and personal development opportunities. However, challenges such as consistency, fairness and sustainability in reward systems still need to be addressed. This research confirms the importance of rewards and recognition in increasing teacher motivation and professionalism, as well as contributing to improving the overall quality of education.  

Wages or salaries are financial rewards that workers receive as compensation for their efforts in the production process. According to various sources, workload is defined as the number of activities or responsibilities that must be completed in a certain time. This research used a quantitative approach by distributing questionnaires to 31 respondents taken randomly via social media. The data obtained was analyzed using simple linear regression analysis to determine the relationship between work wages (variable X) and workload (variable Y). This research makes an important contribution to understanding the relationship between wages and workload among young workers. The practical implication of this research is the need to improve the wage system that is fairer and more balanced with workload to increase worker productivity and welfare. Apart from that, it is hoped that the results of this research can be used as consideration for policy makers in formulating better and fairer employment policies. Keywords: Wages, Workload

This study examines the challenges in applying contract theory, particularly regarding firm performance-based pay as a solution to promotion risk in a competitive environment. Performance-based compensation aims to enhance employee motivation and reduce promotion uncertainty, but it can also lead to unhealthy competition and undermine team collaboration. This study suggests that a balanced incentive contract design, which combines financial and non-financial rewards, can optimize individual performance without sacrificing team harmony. While performance-based pay can offer short-term benefits, it is important for companies to consider its long-term impact on employee satisfaction and collaboration within the organization. This research provides theoretical and practical insights for firms in designing fair and effective promotion systems.

This research aims to determine the influence of education on creativity and innovation in entrepreneurship. Entrepreneurship education can arouse the spirit of entrepreneurship. An entrepreneur requires tenacity and skills in running a business. Mastering, understanding and applying one's abilities in running an entrepreneur cannot be separated from the ability to understand entrepreneurial knowledge. Entrepreneurship education is a process of motivating students to recognize the environment and open their own business (entrepreneurship), create different values by devoting the necessary time and effort, also bear financial risks, bear the accompanying psychological and social impacts, and receive monetary rewards. . Entrepreneurship education has a big influence on entrepreneurial motivation, being motivated to become an entrepreneur, being able to create your own business activities, building attitudes, mentality and character.

The purpose of this study was to find out how work discipline, leadership and appreciation for the achievements of employees of the Regional Finance and Assets Section. In this study, the author employed a quantitative descriptive methodology, which means that they used numbers to describe the study's condition. Techniques for gathering data include observation, interviews, exchanging surveys with staff, and studying the literature. 25 respondents in the Office and Finance Section of the Mayor of Medan Properti region were given questionnaires by the author. A Likert scale is used to measure the variables. he goal is to quantify the independent variable's influence on the dependent variable's dependability, which is 90% ( = 0.05). Taking the test findings collectively, it can be shown that the Medan Mayor's Office of Finance and Regional Assets' employee performance is positively and significantly impacted by work discipline, supervision, and reward.