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Work stress is a critical occupational health concern among midwives working at primary healthcare facilities. This cross-sectional study aimed to analyze factors associated with work stress among 30 midwives, including age, marital status, length of service, and dual-role conflict. Data were collected using structured questionnaires measuring work stress (9 valid items) and dual-role conflict (6 items), and analyzed through univariate, bivariate (Fisher's Exact Test and Chi-Square), and multivariate (binary logistic regression) analyses. Results showed that 43.3% of midwives experienced high work stress and 53.3% reported high dual-role conflict. Bivariate analysis revealed significant associations between work stress and marital status (p=0.009) and dual-role conflict (p=0.004), while age (p=0.633) and length of service (p=0.586) were not significant. Multivariate analysis identified dual-role conflict as the primary determinant of work stress (OR=15.762; 95% CI: 2.149–115.631; p=0.007). Healthcare facility management should develop gender-responsive policies and workplace stress intervention programs to reduce dual-role conflict and work stress among midwives.

Artikel ini membahas pemikiran filsafat politik dalam menghadapi krisis global dari dua perspektif utama: konservatif dan liberal. Dalam konteks krisis global yang mencakup perubahan iklim, ketidaksetaraan ekonomi, dan konflik geopolitik, pandangan filsafat politik menawarkan solusi yang beragam. Perspektif konservatif menekankan pada pentingnya stabilitas sosial, nilai tradisional, dan peran negara yang kuat dalam menjaga tatanan sosial. Sebaliknya, perspektif liberal menekankan pada kebebasan individu, hak asasi manusia, dan pentingnya kerjasama internasional untuk mengatasi tantangan global. Artikel ini mengkaji kedua perspektif tersebut, mengidentifikasi kekuatan dan kelemahannya, serta memberikan refleksi tentang bagaimana keduanya dapat memberikan wawasan dalam merespons tantangan politik kontemporer.

This study aimed to analyze the relationship between nurses’ interpersonal conflict and job satisfaction at Hospital X Depok in 2025. Interpersonal conflict in the workplace may negatively affect nurses’ psychological well-being, performance, and quality of healthcare services, thereby reducing job satisfaction. This research employed a correlational analytic design with a cross-sectional approach. The study population consisted of all nurses working at Hospital X Depok, totaling 151 individuals, with a final sample of 121 respondents selected using purposive sampling. Data were collected using three instruments: a demographic questionnaire, an interpersonal conflict questionnaire based on Wexley’s theory, and the Minnesota Satisfaction Questionnaire (MSQ) short form to measure job satisfaction. Data analysis was conducted using univariate statistics and the Chi-Square test with a significance level of 0.05. The results showed that 55.4% of respondents experienced low interpersonal conflict, while 44.6% experienced high interpersonal conflict. Job satisfaction levels were relatively balanced, with 50.4% of nurses reporting high satisfaction and 49.6% reporting low satisfaction. The Chi-Square test indicated a significant relationship between interpersonal conflict and job satisfaction (p = 0.000). Nurses experiencing low interpersonal conflict tended to have higher job satisfaction, whereas those experiencing high interpersonal conflict predominantly reported low satisfaction. These findings highlight the importance of effective conflict management strategies, supportive leadership, and strengthened interpersonal communication to enhance nurses’ job satisfaction and improve the quality of healthcare services.

This research intends to examine conflict resolution and collaboration between units in the Department of Education and Culture of Sidoarjo Regency while carrying out regional priority programs. The research background arises from the increasing intricacy of bureaucracy and the overlapping jurisdictions among divisions, which impact the efficiency of implementing educational programs. This research utilizes a qualitative case study method, gathering data through comprehensive interviews, participatory observation, and analysis of institutional documents. Informants consist of structural officials, operational staff, and external partners like school leaders and education inspectors. The results indicate that conflicts can be functional or dysfunctional; functional conflicts encourage creativity in problem-solving, whereas dysfunctional ones obstruct cross-sector collaboration. Collaboration between units is successful on a technical basis but still lacks strength in the stages of planning and policy assessment. The conversation emphasizes that transformational leadership, transparent communication, and teamwork are vital for minimizing conflicts and improving coordination. In summary, the success of implementing regional priority programs in the Sidoarjo Education and Culture Office significantly relies on flexible conflict resolution and inter-sector cooperation founded on teamwork and openness.

The Israel–Palestine conflict continues to generate widespread human rights violations, yet international responses are often fragmented due to the political dominance of developed nations, raising critical questions about the effectiveness of human rights protection. This study aims to conduct an in-depth analysis of how such dominance, particularly the use of veto power in the UN Security Council and the provision of direct political and military support, it affects the asymmetry of civilian protection and delays the cessation of hostilities. Using a doctrinal method with normative–qualitative analysis of resolutions, official reports, and global justice frameworks, this research also evaluates the effectiveness of normative diplomacy carried out by Indonesia and the Organization of Islamic Cooperation (OIC) in promoting ceasefires, accountability, and victim recovery. The findings indicate that vetoes and material support create systemic barriers to compliance with humanitarian law, significantly weakening efforts to protect human rights. Nevertheless, Indonesia’s and the OIC’s consistent diplomacy contributes to mobilizing international support, although their policy leverage remains limited in the absence of concrete enforcement mechanisms. The main implication of this study underscores the urgent need for a stronger architecture of global compliance, including restrictions on arms support that prolong conflict, conditioning international aid on human rights compliance, ensuring humanitarian access, and reinforcing the implementation of rulings and provisional measures of international judicial bodies, in pursuit of effective accountability and human rights protection.

This study aims to analyze the influence of work facilities, competence, and work conflict on employee productivity at UD Karya Pala Kediri, both partially and simultaneously. The research employed a quantitative approach with a causal associative design. The population consisted of 36 employees, all of whom were included as respondents using a saturated sampling technique. Data were collected through questionnaires using a five-point Likert scale and analyzed using validity, reliability, classical assumption tests, and multiple linear regression analysis. The results indicate that work facilities, competence, and work conflict have a positive and significant effect on work productivity, both partially and simultaneously, with a coefficient of determination (R²) value of 0.862. This means that 86.2% of the variation in work productivity is explained by these three variables, while the remaining 13.8% is influenced by other factors outside the research model. The findings highlight that improving employee productivity can be achieved through adequate work facilities, continuous competence development, and constructive conflict management within the workplace.

Perang siber adalah suatu kondisi konflik dengan menggunakan perkembangan teknologi informasi dan komunikas dimana menjadi sebuah fenomena sosial dalam relasi internasional yang menjadi masalah serius bagi bangsa-bangsa di dunia dalam membangun stabilitas internasional. Mmenghadapi variasi bentuk perang siber, dibutuhkan adanya proses pembangunan nasional berbasis keamanan siber/cyber security sebagaimana telah dilakukan oleh beberapa bangsa-bangsa di dunia. Perang siber sesungguhnya merupakan bentuk dari perang dunia ketiga yang sudah terjadi. Kekosongan dalam literatur hukum internasional membuat model serangan siber semakin menunjukkan kesiapannya untuk terlibat dalam konflik bersenjata. Konflik siber, yang melibatkan serangan terhadap sistem komputer dan jaringan digital, menimbulkan pertanyaan kompleks mengenai bagaimana prinsip-prinsip hukum humaniter yang ada dapat diterapkan dalam konteks konflik ini. Menggunakan metode penelitian yuridis normatif (legal  study  research) yang bersifat kualitatif dengan pendekatan perundang-undangan, konseptual dan kasus dari bahan primer dan sekunder. Tantangan HHi dalam mengatur konflik siber mulai dari definisi, pelacakan pelaku, perlindungan masyarakat, sampai penyesuaian hukum dengan teknologi baru. Diperlukan pembaruan hukum, peningkatan kerja sama antar negara, dan penguatan cara penegakan hukum agar perlindungan kemanusiaan tetap terjaga di zaman digital. HHI dapat diterapkan pada konflik siber tetapi perlu adaptasi melalui instrumen baru atau interpretasi progresif sebagaimana Kasus Rusia-Ukraina yang menjadi bukti urgensi penyesuaian hukum.

This study aims to determine the relationship between conflict management, occupational safety and health (OHS), and work motivation towards increasing employee productivity at PT. Ratna Beton Giriwoyo. The background of this study is based on the importance of human resource management as a company's main asset in achieving optimal productivity targets, especially in the construction industry sector which has its own challenges in creating a safe and productive work environment. This study uses a quantitative approach with data collection techniques through distributing questionnaires to all company employees as respondents. The data obtained are then analyzed statistically to determine the effect of each variable on employee work productivity. The results show that conflict management has a significant relationship with employee productivity. Properly managed conflict not only avoids a decline in performance but can also increase morale and cooperation between employees. In addition, the implementation of good occupational safety and health (OHS) contributes to a sense of security and comfort at work, thereby reducing workplace accidents and increasing employee focus and work efficiency. Work motivation has also been shown to have an important role in encouraging employees to achieve predetermined performance targets. These three variables, both partially and simultaneously, have a significant effect on employee work productivity. These findings suggest that an integrated approach to conflict management, OSH implementation, and increased work motivation can be an effective strategy for improving company performance. This research is expected to provide practical contributions to the management of PT. Ratna Beton Giriwoyo in formulating human resource development policies, as well as serve as an academic reference for researchers and students interested in human resource management, particularly in the construction sector.

An employee's performance can affect the company's success in competing with its competitors to achieve its goals. However, there are several factors that can affect the rise and fall of employee performance. This study aims to determine the effect of the work environment, work discipline, and work conflict on employee performance. This study uses quantitative methods to evaluate the relationship between variables. Data were obtained through questionnaire results analyzed using SPSS Version 25 software. The total questionnaire data was 31 respondents from the number of J&T Express and J&T Cargo employees at the Kras, Ngadiluwih, and Mojo Branches. The results of this study prove that the work environment, work discipline, and work conflict have a partial and simultaneous effect on employee performance. The coefficient of determination supports the results of this study with a percentage level of 81.9% of variable (X) affecting variable (Y). Also, the work environment successfully dominates its influence on employee performance.

This research was conducted at the Civil Service Police Unit Office (Satpol PP) in Solok City. The purpose of this research was to find out the effect of personality and work conflict simultaneously on the performance of the Civil Service Police Unit Office staff in Solok City. In this study, the population in this study were all civil servants at the Civil Service Police Unit Office, Solok City, namely 39 people. By using a total sampling of 39 employees of the civil service at the Civil Service Police Unit Office, Solok City. Data collection techniques using a questionnaire / questionnaire. Based on multiple linear regression analysis of the variables Personality and Work Conflict Influence Employee Performance Y = -3.478 + 0.765X1 + 0.308X2+ e. From the t test conducted, it was found that the variable X1 Personality had an effect on employee performance with a known variable value tcount 5.557 > ttable 1.688 and sig 0.000 <0.05. Variable X2 Work Conflict on Employee Performance with a tcount of 1.975> ttable of 1.688 and sig 0.002 <0.05. From the F test conducted, it was found that personality and work conflict simultaneously influence employee performance. The F count is 58.836 > 3.259 and a significance value (0.000 < 0.05).    

Penelitian ini mengeksplorasi implementasi ajaran Buddha dalam pengembangan budi pekerti di kalangan siswa beragama Buddha di sekolah-sekolah menengah di Jawa Tengah. Dengan menggunakan pendekatan metode campuran melalui survei (n=135) dan wawancara (n=12), penelitian ini meneliti bagaimana prinsip-prinsip Buddha diintegrasikan ke dalam pendidikan formal untuk mengembangkan nilai-nilai etika dan karakter moral pada siswa Buddha. Temuan menunjukkan bahwa sekolah yang menerapkan program pendidikan karakter berbasis ajaran Buddha secara terstruktur menunjukkan peningkatan signifikan dalam perilaku etis siswa, perhatian penuh (mindfulness), dan tanggung jawab sosial dibandingkan dengan pendekatan konvensional. Strategi yang paling efektif meliputi praktik meditasi harian, integrasi etika Buddha ke dalam kurikulum reguler, proyek pembelajaran layanan, dan resolusi konflik secara mindful. Penelitian ini mendemonstrasikan bagaimana ajaran Buddha dapat diadaptasi secara efektif untuk lingkungan pendidikan kontemporer sambil mengatasi tantangan remaja modern. Studi ini memberikan kerangka kerja untuk mengembangkan program pendidikan karakter yang berakar pada kebijaksanaan Buddha yang relevan dengan kebutuhan pendidikan saat ini.

Creating a positive work environment through effective conflict management plays a crucial and important role in fostering a productive and harmonious workplace. It was found that conflict resolution techniques such as mediation, negotiation, and a collaborative approach can reduce tension and strengthen relationships among employees. Open communication also proves to be a key factor in managing conflicts constructively, with companies that have transparent communication policies being more capable of creating a harmonious work atmosphere. A proactive approach by managers in handling potential conflicts, as well as ongoing training in conflict resolution, also plays a significant role in creating a healthy and productive environment.

This study aims to analyze the impact of workload and role conflict on burnout in students of the Recognitive Learning of Past (RPL) program of the University of UKI. Burnout, a condition of mental, emotional, and physical exhaustion, can have a significant impact on the academic performance of RPL students who have generally had work experience. Using a quantitative approach, the study involved a sample of 66 RPL students selected through cluster sampling. The data is collected using validated questionnaires and analyzed using the double linear regression method. The results of the t test showed that the workload had a significant influence on burnout with a t count value of 9,252 > 1,669 t tables. Similarly, the conflict of roles proved to have a significant impact on burnotes with the t count of 11,392 > 1,669 t tabels. These findings indicated that both independent variables had a strong positive influence upon burnout, with the role conflict showing a greater influence. The results of this study emphasize the importance of workload management and role conflict resolution in the context of RPL education to prevent burnout, improve student academic success and improve the quality of work.

This research is motivated by the less than optimal performance of the organization which is marked by the less than optimal achievement of the planned work targets according to the time and proportion that has been set. The less than optimal performance of the organization is thought to be caused by the less effective conflict management and low work culture in the Pangandaran port office. Conflict management managed by the leadership is less effective in controlling the running of the organization which is full of conflicts between employees, both openly and secretly. Employees at the Pangandaran port office seem to form groups that create a gap so that there is no compact cooperation among employees in carrying out their main tasks and work programs. The purpose of this study is to determine how conflict management affects organizational performance, how work culture affects organizational performance, and how conflict management and work culture affect organizational performance. The method used in this study uses a quantitative descriptive method. To analyze it, statistical correlation and multiple regression test data analysis was used using SPSS version 22.00. The results of the study obtained provide the conclusion that conflict management has a positive and significant effect on organizational performance, work culture has a positive and significant effect on organizational performance, and conflict management and work culture have a positive and significant effect on organizational performance.

The research was conducted to determine the influence of motivation, non-physical work environment and work conflict on employee job satisfaction at PT. Karya Sukses Usaha Mandiri. The data in the study were obtained through questionnaires, observations and interviews. The sampling technique used in this study is Nonprobability Sampling with a total sample technique. The results of the study show that 1. The results of the T test calculated for the work motivation variable of 5,336 > T-table 2,024 and the sig value of 0.000 < 0.025, namely work motivation had a significant effect on job satisfaction. 2. The results of the T test calculated on the non-physical work environment variable of 2,955 > t-table 2,024 and the sig value of 0.005 < 0.025, namely the non-physical work environment had a significant effect on job satisfaction. 3. The results of the T test calculated on the work conflict variable of 3,269 > t-table 2,024 and The SIG value is 0.002 < 0.025, namely work conflict has a significant effect on job satisfaction. The results of the determinant coefficient showed that work motivation, non-physical work environment and work conflict had an influence on the job satisfaction variabel of 49.7% while 50.3% was influenced by other variabels that were not studied in this research

Performance is the result of work that can be achieved by an individual or a group within an organization, both quantitatively and qualitatively, in accordance with their authority and responsibilities, in an effort to achieve the organization's goals legally, without violating the law, and in accordance with morals and ethics. The purpose of this study is to determine the effect of work conflict, work quality, and job stress on employee performance at CV. Maha Surya Motor Penarukan. This study uses a quantitative approach. The data collection technique used in this study is a questionnaire with measurement tools tested for validity and reliability, with 42 employees of CV. Maha Surya Motor Penarukan selected as respondents.The data analysis techniques used in this study are Descriptive Statistics, Classical Assumption Tests, and Multiple Linear Regression. Based on the research results, it is shown that the work conflict variable has a positive but not very significant effect on employee performance, the work quality variable has a positive but not significant effect on employee performance, and the job stress variable has a positive and significant effect on employee performance. This study concludes that to improve employee performance at CV. Maha Surya Motor Penarukan, the company needs to manage work conflict well, enhance work quality through training and development, and reduce job stress by creating a more conducive work environment.

This research aims to improve work stress at PT Jamkrindo with the title research into the influence of Work Load, Work Life Balance, and Work Conflict on work stress in employees of PT Jamkrindo Tangerang Regency branch. The population used in this research were employees of PT Jamkrindo Tangerang Regency branch. The sample in this study was 54 respondents and the technique used was nonprobability sampling technique. The analytical tool used is quantitative analysis, namely multiple linear regression analysis using the SPSS version 22.0 program and Microsoft Excel 2021. The results of this research show that workload (X1), work life balance(X2), and work conflict have a significant effect (X3) on work stress (Y)

Human resource management (HR) is a method of managing human resources in an organization so that it is able to achieve the organization's goals optimally through developing human resources themselves. Based on the results of testing the first hypothesis, it was found that the motivation variable had a positive and significant effect on nurses at RSU Bunda Padang. So, in this study the first hypothesis (H1) was accepted. Based on the results of testing the second hypothesis, it was found that the Job Stress variable had a positive and significant effect on nurses at RSU Bunda Padang. So, in this study the second hypothesis (H2) was accepted. Role Conflict partially has a positive and significant effect on employee performance at RSU Bunda Padang. Thus, it can be concluded that if role conflict among employees increases, nurse performance will decrease. Job Stress partially has a negative but not significant effect on the performance of nurses at RSU Bunda Padang. Thus it can be concluded that if work stress increases it will not affect employee performance. Role Conflict, Multiple role work stress simultaneously has a positive and significant effect on Nurse Performance at RSU Bunda Padang. Thus it can be concluded that if Role Conflict, Job Stress and Performance increase together, then the performance of nurses will increase.

This study aims to analyze the effect of work atmosphere and interpersonal conflict on employee performance at the Surakarta City Population and Civil Registration Office (Dukcapil). The research population includes all employees of Dukcapil Surakarta, totaling 74 people. The variables studied include work atmosphere, interpersonal conflict, and employee performance. Data collection was conducted through a combination of primary and secondary data. Primary data collection methods used interviews and questionnaires, while secondary data were obtained through documentation. Data analysis used Structural Equation Modeling method with Partial Least Squares (SEM-PLS) approach, and data processing was done using SmartPLS software. The results showed that. Interpersonal conflict and work atmosphere are proven to have a significant impact on the performance of employees of the Surakarta City Dukcapil Office.

Bangladesh merupakan negara tujuan utama untuk menjadi tempat pengungsian dari etnis Rohingya. Kehidupan di kamp-kamp pengungsian di Cox’s Bazar, Bangladesh, sangat mengkhawatirkan akibat tingginya angka kekerasan berbasis gender yang terjadi. United Nations High Commissioner for Refugees (UNHCR) sebagai salah satu badan dari Perserikatan Bangsa-Bangsa (PBB) yang bertanggungjawab terhadap seluruh pengungsi di dunia hadir untuk memberikan solusi melalui kerjasama dengan pemerintah Bangladesh dan Lembaga Swadaya Masyarakat (LSM) dalam mengatasi isu kekerasan berbasis gender. Dengan menggunakan metode kualitatif, penelitian ini menjelaskan bagaimana UNHCR menjalankan fungsi dan tanggung jawabnya di Bangladesh. Teori yang digunakan sebagai landasan adalah liberalisme internasional dan feminisme radikal. Hasil penelitian memberi gambaran, bahwa perlindungan bagi para pengungsi belum dapat dikatakan aman jika dilihat dari beberapa konflik yang telah terjadi hingga merenggut nyawa etnis Rohingya.