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Employee performance is a strategic factor in the success of regional banking organizations that are oriented towards service and achieving business targets. However, empirical evidence at PT Bank Sumut Kantor Cabang Koordinator Medan, indicates that employee performance tends to stagnate in the "Good" category during the 2021–2024 period. This condition is thought to be related to career development that is not yet optimally structured, organizational commitment that has not been fully actualized in work behavior, and inadequate extrinsic motivation. This study aims to analyze the effect of career development and organizational commitment on employee performance through extrinsic motivation as a mediating variable. The study used a quantitative approach with a survey method of employees at PT Bank Sumut Kantor Cabang Koordinator Medan. Data were analyzed using Structural Equation Modeling. The results show that career development and organizational commitment influence extrinsic motivation, and extrinsic motivation plays a role in improving employee performance and mediating the relationship between variables. These findings strengthen the role of extrinsic motivation as an important mechanism in bridging human resource policies and employee performance in regional banking.

This study aims to examine the effects of workload, job stress, and work spirit on employee performance at PT Victory International Futures Surabaya, a financial services company operating in the highly demanding futures trading industry. Employing a quantitative descriptive–correlational approach, data were collected using a Likert-scale questionnaire and analyzed through multiple linear regression using JASP and Partial Least Squares–Structural Equation Modeling (PLS-SEM) using WarpPLS, which is suitable for addressing multicollinearity issues and relatively small sample sizes (n = 37). The findings reveal that workload and job stress have significant negative effects on employee performance, whereas work spirit has a significant positive effect and emerges as the most dominant predictor. These results reinforce the Job Demands–Resources (JD–R) theory, which posits that job demands such as workload and stress can reduce performance when not balanced with adequate psychological resources like work spirit. Practically, the study recommends that management optimize workload distribution, implement stress management strategies, and strengthen employee motivation to improve performance sustainably. The study is limited by its small sample size and single-company focus, suggesting that future research should expand the organizational context and incorporate additional variables such as job satisfaction or organizational commitment.  

Transformational leadership is an important paradigm in strengthening modern governance that is oriented towards innovation, accountability, and public service. This research aims to examine the concepts, roles, and challenges of transformational leadership in the context of the Indonesian public sector through a literature study approach. The study was conducted on 15 open academic sources relevant to digital bureaucratic issues, apparatus work motivation, and organizational reform. The results of the study show that transformational leadership is able to increase performance effectiveness, strengthen employee commitment, and accelerate the digital transformation of the bureaucracy through an inspiring vision, intellectual stimulation, and individual attention to subordinates. In addition, this leadership contributes to the formation of a collaborative work culture and the improvement of public service innovations that are adaptive to the needs of the community. However, its implementation still faces structural obstacles, such as hierarchical culture, resistance to change, weak digital competence of the apparatus, and limited policy and human resource support. Therefore, a strong integration between transformational values, adaptive leadership competencies, and good governance principles is needed to drive sustainable and performance-oriented bureaucratic change that is superior to public performance.

Organizational Citizenship Behavior (OCB) plays a vital role in supporting organizational effectiveness and efficiency, as it reflects employees’ voluntary behaviors that go beyond formal job responsibilities and contribute to overall organizational performance. Therefore, it is important for organizations to understand the factors that can enhance OCB among their employees. This study aims to analyze the influence of Work-Life Balance, Work Environment, and Work Motivation on Organizational Citizenship Behavior at PT Gogomedia Visindo Tangerang. The research employed a quantitative approach with a sample of 100 respondents selected through non-probability sampling using a snowball sampling technique. Data were collected through questionnaires measured on a Likert scale and analyzed using Microsoft Excel 2021 and SPSS version 22. The data analysis methods included correlation tests and multiple linear regression analysis to examine both the relationships and effects among the variables. The results indicate that Work-Life Balance, Work Environment, and Work Motivation have a positive and significant influence on Organizational Citizenship Behavior, both partially and simultaneously. This finding suggests that better work-life balance, a supportive work environment, and higher motivation levels encourage employees to demonstrate stronger OCB. The study emphasizes the strategic importance of organizational initiatives that foster employee well-being, provide conducive working conditions, and maintain high levels of motivation. By doing so, organizations can strengthen employee commitment, maximize contributions, and enhance long-term organizational performance.

This qualitative research investigates the influence of work motivation and work environment on employee performance within PT Yusen Logistic Indonesia's warehouse division. Through comprehensive interviews with maritime professionals, educators, and industry experts, this study addresses critical gaps in understanding workforce dynamics in maritime logistics operations. The research employed thematic analysis of semi-structured interviews with 45 participants across three stakeholder groups: operational staff, maritime educators, and industry professionals. Findings reveal that intrinsic motivation factors, particularly career development opportunities and safety recognition, demonstrate stronger correlation with sustained performance than monetary incentives. Work environment quality, including infrastructure adequacy and shift management, serves as a significant moderator affecting motivation–performance relationships. In addition, this research highlights that supportive leadership and open communication further strengthen employee engagement and commitment in high-pressure warehouse operations. Respondents consistently emphasized the importance of aligning organizational goals with individual career aspirations, particularly in a sector where safety and efficiency are paramount. The study also identifies that investment in ergonomic facilities, digital monitoring systems, and structured training programs reduces fatigue and error rates, thus promoting both productivity and safety compliance. The implications extend beyond company-level management to broader maritime education and policy-making. The integration of motivational strategies into vocational curricula can better prepare graduates for the realities of port and logistics operations. Moreover, the findings contribute to developing sustainable logistics practices that balance efficiency, employee well-being, and long-term organizational competitiveness. Overall, the research provides evidence-based recommendations for maritime vocational training programs, human resource management, and port operations strategies in Indonesia’s rapidly growing logistics sector.

This study aims to analyze the effect of job satisfaction and organizational commitment on employee productivity at the Semarak Dana Mojokerto Savings and Loan Cooperative.  The problem of low discipline and performance of marketing staff is an important background, given the limited empirical studies on human resource factors in micro cooperatives in Indonesia.  This study uses a quantitative approach with a total sampling technique on 35 respondents.  The instrument, in the form of a questionnaire, consisted of 28 statement items measured on a 1–5 Likert scale, with validity and reliability tests showing good results (Cronbach's Alpha > 0.70). Multiple linear regression analysis was used with the help of SPSS 26. The results of the study show that job satisfaction has a significant positive effect on productivity (β = 0.723, p < 0.05), as does organizational commitment (β = 0.555, p < 0.05). Simultaneously, these two variables contribute to an increase in employee productivity with a coefficient of determination of 77.8%.  These findings support the theories of Locke (1976) and Meyer & Allen (1991) and are in line with previous studies, although the context of micro cooperatives provides unique characteristics. The practical implications of this study encourage cooperatives to strengthen their reward systems, provide training, and improve work SOPs, particularly in marketing services. The limitations of this study lie in the small sample size and cross-sectional design. Future research is recommended to use a larger sample, a longitudinal approach, and include moderator variables such as work motivation or organizational culture.

This study is motivated by the importance of organizational commitment in supporting the success of educational institutions, particularly at MTs Unggulan Darul Hikam Mojokerto. Organizational commitment is essential for achieving the long-term goals of an institution, and it is influenced by various factors, including teamwork and employee loyalty. Work motivation plays a critical role as a mediating variable that connects these factors. The purpose of this research is to analyze the influence of teamwork and employee loyalty on organizational commitment, with motivation as an intervening variable. To achieve this, a quantitative approach was employed with a census method, involving 52 employees as respondents. Data were collected using questionnaires, which were tested for validity and reliability. The analysis utilized multiple linear regression, path analysis, and the Sobel test to determine the relationships between the variables. The results revealed that both teamwork and employee loyalty significantly impact organizational commitment, both directly and indirectly through motivation. This suggests that enhancing teamwork and employee loyalty can lead to higher motivation, which, in turn, strengthens organizational commitment. The study's practical implications highlight the need for educational institutions to focus on improving human resource management strategies by fostering better teamwork, increasing employee loyalty, and motivating staff. These measures are vital for building a workforce that is deeply committed to the institution’s mission and vision, thus ensuring its success in the competitive educational landscape. This study contributes valuable insights for administrators aiming to optimize employee engagement and performance within educational settings.

This study aims to analyze the impact of generational diversity, organizational culture, and leadership style on employee retention at PT Idea Solusi Indonesia in Tangerang City. This research employs a quantitative approach with descriptive data analysis, correlation, and hypothesis testing using multiple linear regression. The sampling method used is Non-Probability Sampling with a Total Sampling technique, where data is collected through questionnaires using a Likert scale. The collected data is then processed using Microsoft Excel software for further analysis. The results of this study show that the generational diversity variable does not have a significant impact on employee retention. Despite differences in age and background among employees, these factors do not significantly affect their decision to stay with the company. On the other hand, organizational culture and leadership style have a significant influence on employee retention. An inclusive organizational culture that supports teamwork, open communication, and recognition of individual contributions has been shown to improve employee satisfaction and loyalty. Additionally, a leadership style that supports individual development, provides support, and focuses on employee empowerment helps strengthen employee commitment to remain with the company. This study offers important managerial implications for PT Idea Solusi Indonesia in formulating policies to improve employee retention. The company needs to strengthen an organizational culture that promotes well-being and inclusivity, while also enhancing leadership styles that motivate and empower employees. By implementing these measures, the company can create a more conducive work environment that not only encourages loyalty but also boosts employee motivation and productivity in the long run. This is expected to improve the overall performance of the company and ensure more stable operational continuity.

In today’s highly competitive era, companies strive to develop their businesses to stay ahead in the market. One of the most effective ways to achieve business development is by maximizing the management of available resources, with human resources (HR) playing a critical role in this process. Proper HR management can lead to optimal performance and enhance the company’s competitiveness. Several factors influence employee performance, including work environment, work discipline, and motivation. This study aims to examine the impact of work environment and work discipline on employee performance, with work motivation as a mediating variable at UD. EKA DWI TERPAL. The research was conducted by distributing questionnaires to all employees of UD. EKA DWI TERPAL, with a sample size of 48 employees using a saturated sampling technique. The data analysis technique used is Structural Equation Modeling Partial Least Squares (SEMP-PLS), supported by the SmartPLS software. The findings of the study are as follows: First, work environment has a direct positive and significant effect on motivation; second, work discipline has a direct positive and significant effect on motivation; third, work environment has a direct positive and significant effect on employee performance; fourth, work discipline has a direct positive and significant effect on employee performance; fifth, motivation has a direct positive and significant effect on employee performance; sixth, work environment has an indirect positive and significant effect on employee performance through motivation; and seventh, work discipline has an indirect positive and significant effect on employee performance through motivation. Overall, the study suggests that good management of work environment and work discipline can improve employee motivation and performance, enabling companies to achieve optimal performance.

This study aims to describe the transformational leadership strategy implemented in Masohi hospital and analyze its impact on the performance of human resources (HR). The research approach used is qualitative with case study design, which allows researchers to understand the phenomenon in depth in a real context. The Data was collected through in-depth interviews with eight informants, consisting of directors, field heads, room heads, and implementing staff, so that diverse perspectives were obtained from various levels of management and implementers. The data analysis process is carried out through three main stages, namely data reduction, data presentation, and conclusion/verification. The results showed that transformational leadership strategies in Masohi hospital include exemplary, inspirational motivation, innovative thinking encouragement, and attention to individual employee needs. Implementation of this strategy can improve discipline, work ethic, teamwork, and a sense of responsibility of employees in providing services to patients. In addition, it was found that the work culture built through transformational leadership can strengthen organizational commitment and improve overall service quality. However, the implementation of this strategy is not free from challenges. The obstacles that arise include complex bureaucracy, managerial competence gaps between units, as well as resistance to change among staff. This challenge requires an adaptive approach and effective communication so that the strategy can run optimally. Overall, the findings of this study confirm that transformational leadership has a positive impact on strengthening work culture and improving service quality in regional hospitals. This research is expected to be a valuable input for the development of leadership and HR management policies, not only in Masohi hospital, but also in other regional hospitals that face similar challenges.

This study examines the empowerment of civil servants and its contribution to improving the quality of public services in Southwest Papua Province, with particular focus on the Human Resources Development Personnel Agency (BKPSDM: Badan Kepegawaian Pengembangan Sumber Daya Manusia). The research employs a qualitative descriptive approach to capture and analyze empowerment practices as well as their supporting and inhibiting factors. Data collection was carried out through interviews, observations, and documentation, involving key informants such as the Head of BKPSDM and relevant staff members. The data were analyzed using the interactive model of Miles, Huberman, and Saldana, which consists of three stages: data condensation, data display, and conclusion drawing/verification. The findings reveal that empowerment practices at BKPSDM encompass structured recruitment policies for both Indigenous Papuans (OAP) and non-OAPs, systematic career development, provision of education and training programs, and implementation of fair compensation mechanisms. These initiatives are aimed at enhancing civil servants’ competencies, professionalism, motivation, and accountability, ultimately contributing to better service delivery to the public. Supporting factors identified include the existence of strong regulatory frameworks, leadership commitment, competency-based training opportunities, high internal motivation, and the establishment of a collaborative work culture. On the other hand, several inhibiting factors persist, such as limited and unequal access to training, inadequate infrastructure, frequent changes in regulations, discriminatory practices, and low levels of digital literacy among some employees. The study concludes that civil servant empowerment represents a strategic pathway to building a professional, accountable, and responsive state apparatus capable of delivering high-quality public services. To strengthen these efforts, recommendations highlight the importance of expanding training access, improving digital skills, ensuring infrastructure readiness, and maintaining inclusive and transparent policies. By addressing these challenges, civil servant empowerment can be optimized to achieve sustainable improvements in public service performance across Southwest Papua Province.

This study explores the impact of organizational commitment, rewards, and punishment on employee performance at Perum DAMRI Bandar Lampung, a branch of the state-owned enterprise specializing in land transportation services for passengers and cargo. The research arises from the necessity to improve employee performance by leveraging both internal and external motivational factors, including employee loyalty, reward systems, and disciplinary actions. Using a quantitative research design, data were collected through a structured survey distributed to 168 active employees of the organization. The collected data were then analyzed using multiple linear regression through SPSS version 24. The study found that organizational commitment and rewards have a significant and positive influence on employee performance. These findings support the proposed hypotheses and highlight the importance of fostering employee loyalty and implementing an effective reward system to boost performance outcomes. In contrast, the analysis revealed that punishment does not have a significant positive effect on employee performance. This suggests that punitive measures alone may not be effective in encouraging desired work behaviors or improving overall performance. Based on these findings, it is recommended that Perum DAMRI Bandar Lampung prioritize initiatives that strengthen organizational commitment and develop a fair, transparent, and performance-based reward system. Such efforts are likely to enhance employee motivation and productivity. Additionally, the current approach to punishment should be critically evaluated to determine its role and effectiveness in supporting performance goals. A more constructive disciplinary framework may be needed to align with modern human resource management practices. This study contributes to the broader understanding of performance management in state-owned enterprises, especially in the transportation sector.

Minister of Health Regulation No. 269 of 2008 explains that medical records are defined as a collection of documents containing complete information regarding patient identity, examination results, therapy, medical procedures, and health services received. In working, an employee should be able to balance their workload to achieve work harmony that contributes to increased productivity. Job satisfaction reflects the appreciation and comfort felt by an individual for the tasks they perform. Conversely, dissatisfaction at work can trigger negative reactions in the form of aggressive behavior or a tendency to withdraw from social interactions around them. Job satisfaction also greatly influences employee motivation and commitment to continue working with enthusiasm and achieve the desired goals. The purpose of this study was to determine the relationship between workload and job satisfaction with employee performance in the Medical Records Installation of Cut Meutia Hospital, Lhokseumawe in 2023. The research method was an analytical survey with a cross-sectional approach. The study was conducted at Cut Meutia Hospital, Lhokseumawe from September to December 2023. The study population was 40 Medical Records Installation employees. The sampling technique used total sampling, namely 40 respondents. Data analysis used univariate analysis and bivariate analysis. The results of the study based on the chi-square test showed a relationship between workload and employee performance at the Medical Records Installation of Cut Meutia Hospital, Lhokseumawe with a p-value = 0.001 <0.05 and a relationship between job satisfaction and employee performance at the Medical Records Installation of Cut Meutia Hospital, Lhokseumawe with a p-value = 0.000 <0.05. Conclusion; The conclusion in the study is that there is a relationship between workload and job satisfaction with employee performance at the Medical Records Installation of Cut Meutia Hospital, Lhokseumawe in 2023.

This study aims to examine the mediating role of Organizational Citizenship Behavior (OCB) in the relationship between Perceived Organizational Support (POS), Perceived Organizational Commitment (POC), and employee performance in a state-owned enterprise in Indonesia. In the context of growing public expectations for improved service quality, organizations are challenged to enhance employee performance not only in formal roles but also in discretionary behaviors. Based on Social Exchange Theory (SET), this research proposes that POS and POC can affect performance both directly and indirectly through OCB. Data were collected through a census of 138 permanent employees at PT Jasa Raharja, East Java Branch. The analysis employed Partial Least Squares Structural Equation Modeling (PLS-SEM) to test the hypothesized relationships. The findings show that POS has a significant positive influence on both OCB and employee performance. On the other hand, POC significantly influences OCB but does not have a direct impact on performance. The results also reveal that OCB plays a partial mediating role in the relationship between POS and performance, while it acts as a full mediator in the relationship between POC and performance. These findings emphasize the importance of fostering OCB within the organization to optimize the impact of support and commitment on employee performance. Encouraging voluntary, extra-role behaviors can bridge the gap between how employees perceive organizational treatment and how they perform. The study suggests practical implications for human resource management in public sector institutions. Policies should focus on building a supportive and engaging work climate that enhances affective commitment and acknowledges employee contributions beyond formal duties. Doing so will not only improve individual performance but also contribute to broader organizational effectiveness in a competitive and service-oriented environment.

Organizational success will be achieved if a positive work culture motivates individuals to work with high intensity. The purpose of this study is to measure how much influence organizational culture has on the performance of employees of the South Sulawesi Provincial Health Office. The research method used is a case study where variables are measured on a Likert scale of 1-5. The population taken was 263 employees then selected based on a 10% significant level sampling to 73 people. Data collection used survey, observation and documentation methods, while data analysis used a multiple regression model through SPSS version 29. The results of the study obtained 1) The simultaneous influence of organizational culture on performance has an impact of 47.78% (moderate). 2) The partial influence of the dimensions of Involvement, Consistency and Adaptability does not show a significant influence on Performance. However, the Mission dimension is proven to have a significant impact so that employees tend to focus more on working effectively and efficiently. 3) Descriptive analysis of Denison's organizational culture model at the South Sulawesi Provincial Health Office emphasizes Involvement which tends towards team orientation on cooperation, collaboration and involvement of team members so as to create employee satisfaction to prevent conflict in the organization. A good organizational culture will create a balanced atmosphere, which is reflected in work productivity, motivation, and employee commitment.

Human resources play a fundamental role as a key component in supporting the success of an organization or agency, including village governments, as they serve as the link between formulated visions, missions, and targets and their actual implementation in the field. This study specifically focuses on examining the influence of transformational leadership, communication, and the work environment on the performance of village officials, with job satisfaction as a key mediating variable. The research method employed a quantitative approach with purposive sampling, involving 79 village officials deemed representative of the population. The findings indicate that transformational leadership partially has a significant impact on increasing the motivation, loyalty, and work ethic of village officials, as visionary leaders are able to direct, inspire, and encourage employees to work more optimally. Communication has also been shown to play a significant role, as open, two-way, and transparent communication minimizes misunderstandings and creates harmonious working relationships among employees and between superiors and subordinates. A conducive work environment, both physically, psychologically, and socially, contributes to a sense of security, comfort, and higher work morale. Furthermore, this study confirms that job satisfaction is a crucial mediating factor in linking transformational leadership, communication, and the work environment with the performance of village officials. This is because when employees are satisfied with their jobs, their commitment, productivity, and dedication to their tasks increase significantly. Therefore, this study emphasizes the need for an integrated strategy in human resource management at the village level, with an emphasis on an inspirational leadership style, an effective communication system, the creation of a healthy work environment, and increasing job satisfaction as a sustainable effort.

Guest comfort is a key indicator of hotel service quality, strongly influenced by the professionalism of Room Attendants and the cleanliness of guest rooms. This study aims to analyze the role of Room Attendant professionalism in maintaining room cleanliness standards at Hotel Grand Mercure Solo Baru. Using a qualitative approach, in-depth interviews with three housekeeping staff members were conducted. The findings show that Room Attendant professionalism contributes directly to room cleanliness and positively impacts guest comfort. Professional attitude, discipline, and responsibility are crucial in ensuring room quality. Additionally, the study highlights the importance of attention to detail, commitment to cleanliness standards, and proactive approaches to maintaining guest rooms. The research also found that regular training and management support are vital for improving Room Attendant professionalism. Encouraging staff to take ownership and motivating them to uphold cleanliness standards is essential. Effective communication between staff and management helps identify and address challenges in room cleanliness practices. The study emphasizes that a motivated and well-trained team contributes significantly to guest satisfaction and loyalty, which in turn supports the hotel's reputation and encourages repeat business. The study suggests that investing in the professional development of Room Attendants is crucial for long-term success in the hospitality industry. It also recommends ongoing performance evaluations, regular feedback, and motivational initiatives to continuously improve service quality. These measures are essential for enhancing guest satisfaction, improving employee morale, and maintaining a competitive edge in the hospitality sector, ultimately contributing to sustainable growth, success, and better overall guest experiences for the hotel.

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

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

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