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This quantitative study examines the impact of transactional leadership and reward systems on employees' extrinsic motivation at PT Konigs Multi Teknik, addressing earlier observations of low staff motivation. Utilizing a saturated sampling technique, the research involved the entire company population of 31 employees. Data collected through five-point Likert-scale questionnaires were analyzed via multiple linear regression using SPSS version 27, successfully satisfying all required classical assumption tests The partial test (t-test) results revealed that both transactional leadership and rewards exert a positive and significant influence on extrinsic motivation, with rewards standing out as the more dominant factor. Furthermore, the simultaneous test (F-test) confirmed that both variables jointly and significantly drive employee motivation, accounting for exactly 80.9 percent of its variance according to the adjusted R-square value. Ultimately, these findings suggest that companies must strategically combine consistent transactional leadership practices with a fair, transparent reward system to effectively boost overall motivation.

This qualitative study aims to explore the effectiveness of reward-and-punishment-based Islamic Religious Education in strengthening students' learning motivation at SMA Negeri 1 Bukateja using Travis Hirschi's social control theory framework. This research was conducted through a case study approach in one of the public high schools in Purbalingga Regency. Data were collected through interviews, participant observation, and documentation studies. The results of the study indicate that the implementation of rewards and punishments functions as a social control mechanism that is able to activate four elements of social bonds: attachment, commitment, involvement, and trust. The reward system in the form of praise, certificates, and gifts has been proven to strengthen the emotional bond between students and teachers, thereby increasing active participation and enthusiasm for learning. Meanwhile, educational punishments, such as reprimands, additional assignments, and community service, are able to build student commitment to rules and reduce indiscipline behavior.This study contributes to the development of Islamic education theory through a social control perspective and serves as a practical reference for Islamic Religious Education teachers in designing effective, fair, and sustainable learning systems.

Good study habits are an important factor in achieving success in elementary school learning. However, based on observations in class 3 of SDN 1 Bugel, it was found that students still show less disciplined behavior during the learning process, especially during group activities, such as talking without permission, not paying attention, and not following classroom rules. This study aims to improve students' study discipline in grade 3 of SDN 1 Bugel by using the Star Rewards system within the cooperative learning model called Numbered Heads Together (NHT). This study uses the Classroom Action Research (PTK) approach with a two-cycle design following the Kemmis and McTaggart model. The research subject is 17 third-grade students from SDN 1 Bugel. Data collection was done through observation, questionnaires, documentation, field notes, and interviews. Data analysis was done using both quantitative and qualitative descriptive techniques. The research results show that using the Star Rewards system in cooperative learning type NHT has significantly improved students' discipline in studying. The average score on the discipline questionnaire increased from 69.5 in cycle I to 85.5 in cycle II, showing an increase of 16.03 points. The minimum score for students has gone up from 50 to 75, showing that all students have improved in terms of discipline. Giving positive reinforcement through stars has been proven to motivate students to be more disciplined, focused, and responsible during learning. This finding suggests that combining the NHT model with the Star Rewards system can be an effective strategy for helping build discipline in elementary school students.

Corruption committed by the leader of an independent state oversight institution represents a paradox that fundamentally undermines the legitimacy of government governance. This study examines the case of Hery Susanto, Chairman of the Ombudsman of the Republic of Indonesia, who was designated as a corruption suspect by the Attorney General's Office on April 16, 2026—merely six days after his inauguration—in connection with alleged bribery of Rp1.5 billion from PT Toshida Sulawesi Hijau Indonesia involving the management of Non-Tax State Revenue (PNBP) in the nickel mining sector for the period 2013–2025. This study aims to analyze the manifestation of the three elements of the Fraud Triangle—pressure, opportunity, and rationalization—within this case, and to formulate systemic implications for corruption prevention in independent state institutions. Employing a normative-empirical legal research approach with a case study method, data were collected through documentation and qualitative content analysis of legal documents, official press releases from the Attorney General's Office, and verified media reports. The findings reveal that pressure stemmed from financial motivation and career ambition; opportunity arose from weak internal oversight mechanisms, the perpetrator's strategic position, and regulatory gaps in Law Number 37 of 2008; while rationalization manifested through cognitive justification that framed the receipt of compensation as a reasonable reward for services rendered. This study contributes to the literature on forensic accounting and corruption criminology, while recommending the establishment of an independent Ombudsman Supervisory Board and the strengthening of a digital-based early detection system.

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.

A research team at BCA KCU Veterans Company in Surabaya conducted a study to determine how job satisfaction and their participation in recognition and reward programs affect their performance at work. By sending a survey to 66 workers in the business sector, this study applied quantitative survey stages. Multiple linear regression evaluation was performed on the collected data. Workplace performance was the dependent variable, while factors such as salary, appreciation, and overall job satisfaction were the independent variables. The findings revealed that all three independent variables simultaneously impact employee productivity. Salary, benefits, bonuses, and incentives serve to motivate employees to work harder. Employees feel psychologically motivated when their efforts and achievements are recognized through awards. Job satisfaction makes people more dedicated and efficient. The coefficient of determination (R²) of 0.629 indicates that factors other than recognition, appreciation, and job satisfaction influence the remaining variation in employee performance, accounting for 62.9%. To motivate employees to perform at their best, this study highlights the importance of implementing efficient recognition and appreciation programs and creating a work environment that supports job satisfaction.

Nursing care in hospitals is still below the established standard of 80%, thus reflecting suboptimal nurse performance. This condition is thought to be influenced by factors such as rewards, workload, length of service and supervision. This study aims to analyze the relationship between rewards, workload, length of service, and supervision with nurse performance in the Inpatient Unit of Ratu Zalecha Martapura Regional Hospital. This study used a quantitative method with an observational analytical design using a cross-sectional approach. The study sample consisted of 152 nurses selected using cluster proportional random sampling technique. Data were collected using a questionnaire and analyzed using the chi-square test and multiple logistic regression. The results showed a significant relationship between rewards and nurse performance (p-value=<0.001), workload and nurse performance (p<0.001), and supervision and nurse performance (p-value=<0.001). Length of service did not show a significant relationship with nurse performance (p-value=0,968). Multivariate analysis showed that supervision was the most dominant factor related to nurse performance. Thus, compensation, workload, and supervision are related to nurse performance, while length of service is not related to nurse performance in the Inpatient Unit of Ratu Zalecha Regional Hospital, Martapura. The hospital is expected to improve supervision, workload management, and training and recognition for nurses to improve the quality of nursing services.

The rapid expansion of social media has intensified the phenomenon of Fear of Missing Out (FOMO), a form of anxiety arising from the perception that others are experiencing more rewarding lives. With more than 5.17 billion active social media users worldwide in 2024, including Indonesians who spend over three hours daily on social media, FOMO has become an increasingly prevalent psychological and social issue. This study employs a qualitative approach using a systematic literature review to examine the relationship between social media use, FOMO, and psychological well-being, while exploring its spiritual dimensions from an Islamic perspective. The analysis draws on Social Comparison Theory, Self-Determination Theory, and Islamic psychospiritual concepts, particularly qana'ah (contentment) as articulated by Ibn Qayyim al-Jawziyyah. The findings indicate that FOMO is strongly influenced by social comparison, declining self-esteem, and compulsive engagement with digital platforms, all of which contradict Islamic values such as qana'ah, tawakkul (reliance on God), shukr (gratitude), and zuhd (detachment from excessive worldly attachment). The study argues that FOMO should be understood not only as a psychological problem but also as a spiritual challenge resulting from the erosion of inner contentment. To address this issue, the study proposes integrating evidence-based digital well-being strategies with Islamic spiritual practices, including mindful dhikr, structured digital detox, and gratitude cultivation. This research contributes to the growing field of Islamic digital psychology by offering an integrative framework for promoting psychological resilience and spiritual well-being in Muslim communities.

This study aims to analyze the role of talent management and employee experience in enhancing employee loyalty in the e-commerce industry through a non-empirical, conceptual approach. The study employs a qualitative design with a mixed-methods literature synthesis to construct a model of the relationship between talent management, work experience, and digital workforce loyalty. Data were obtained through a review of reputable international and national scientific literature addressing talent management, employee experience, employee engagement, retention, and employee loyalty in the digital and e-commerce sectors from 2020 to 2026. Analysis was conducted using thematic synthesis and comparative conceptual analysis, with the high turnover rate in the e-commerce industry serving as the primary interpretive context. The research findings indicate that employee loyalty is fostered through the integration of competency development, career development, rewards and recognition, employer branding, work flexibility, organizational communication, and psychological safety. Employee experience strengthens employee engagement and organizational commitment, while talent management enhances perceptions of organizational support and professional career sustainability. The study’s conceptual model demonstrates that the integration of these two variables contributes to workforce retention, organizational stability, productivity, and the enhancement of e-commerce companies’ competitiveness in a competitive digital business environment

Improving the quality of graduates in the Doctoral Program in Law requires effective, adaptive, and quality-based higher education governance. This study aims to analyze the role of management performance evaluation in the management of the Doctoral Program in Law based on transformational leadership and a reward system to improve graduate quality. The study used a qualitative method with a literature study approach through analysis of scientific journals, higher education regulations, and literature related to higher education management. The results indicate that management performance evaluation plays a strategic role in measuring the effectiveness of academic governance, research achievements, the quality of educational services, and graduate success. Transformational leadership plays a role in building an innovative, collaborative, and change-responsive academic culture, while the reward system encourages motivation and productivity among the academic community. The integration of performance evaluation, transformational leadership, and the reward system can improve research quality, scientific publications, accelerated study periods, and the competitiveness of doctoral graduates in law. This study recommends the development of an evaluation system based on key performance indicators integrated with digital transformation and a sustainable reward policy to create superior and quality-oriented management of the Doctoral Program in Law.

This study aims to develop a financial saving application to improve the saving habits of students, particularly in Islamic boarding schools, through an adaptive challenge approach. The system integrates a mobile iOS application with a backend service and Large Language Model (LLM) processing via Ollama. Transaction data entered by users is processed by the backend to generate contextual and personalized saving challenges, applying Reinforcement Learning concepts in an adaptive and data-driven manner. The research adopts a descriptive quantitative method using surveys and system testing with 50 respondents. Results indicate that the application functions as designed, with no significant bugs detected. User evaluation shows high satisfaction, with an average score of 4.3 out of 5, covering ease of use, interface design, and increased awareness of saving. The combination of gamification, reward systems, and adaptive personalization successfully motivates users to save regularly. This system demonstrates the potential of integrating AI-driven personalization to strengthen financial literacy and healthy financial habits among students in a fun and interactive way.methods, and a summary of the results. The abstract should end with a comment about the significance of the results or conclusions brief.

Low student discipline, such as frequenttardiness, non-compliance with rules, and negligence in completing assignments,is an important topic that needs to be studied. This study aims to analyze the influence of parental attention and learning motivation onthe discipline of high school students. The research method usedis a Systematic Literature Review (SLR) with a descriptive qualitative approach. Data were obtained from various articles, journals, and previous studiesrelevant to the topic in the range of 2012–2025. The results of the studyshow that parental attention as an external factor, throughsupervision, guidance, and emotional support, has a positive andsignificant effect on the formation of student discipline. On the other hand, learning motivationas an internal factor, both intrinsic in the form of motivation to achieve andperseverance, as well as extrinsic in the form of rewards and environmental support,has been proven to encourage students to be orderly, consistent, and responsible intheir studies. These findings confirm that the synergy between parental attention andlearning motivation contributes greatly to shaping student discipline, whichultimately has a positive impact on improving academic achievement andcreating an orderly and conducive school climate.

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

This study aims to analyze the perspective of TMI Putri Al-Amien Prenduan in increasing the learning motivation of intensive class I students and identify the obstacles and supporting elements. The approach used is qualitative with the type of case study. Data were collected through observation, semi-structured interviews, and documentation, then analyzed through condensation, presentation, and conclusion drawing with source triangulation for data validation. The results of the study show that the homeroom teacher of TMI Putri Al-Amien Prenduan perspective has three special tasks, namely in the educational, functional, and structural fields. Furthermore, the role of homeroom teachers in increasing the learning motivation of intensive class I students at TMI Putri Institution includes: homeroom teachers as educators, motivators, good role models, substitutes for parents at home, companions, facilitators, building positive relationships, and providing rewards and punishments. And the obstacles faced by homeroom teachers in increasing the learning motivation of Intensive I students include: inability to participate in learning and cottage activities, the nature of students is less open, and students are difficult to regulate. Meanwhile, the supporting elements of homeroom teachers in increasing learning motivation I Intensive are: The existence of facilities, homeroom training, homeroom teacher seriousness, support for homeroom teachers and involving the role of parents.

The purpose of this study is to investigate how Islamic Religious Education (PAI) instructors at Madrasah Diniyah Takmiliyah (MDT) Nurhidayatullah perceive incentive strategies as boosting student learning motivation. The poor learning motivation of students at non-formal Islamic educational institutions serves as the study's backdrop. Teachers must use a variety of tactics, including rewarding students. In this study, descriptive approaches are combined with a qualitative approach. Participant observation, documentation studies, and in-depth interviews were used to gather data. Purposive sampling was used to choose five PAI instructors from MDT Nurhidayatullah to serve as study informants. The Miles and Huberman approach, which covers data reduction, data presentation, and conclusions/verification, was used to analyze the data. The study's conclusions showed that instructors see incentive systems favorably and believe they are a useful tactic for boosting students' interest in and engagement with PAI learning. Verbal compliments, award stickers, extra credits, little presents, and public acknowledgment in front of the class are some of the prizes that are offered. Teachers believe that rewarding children may boost their intrinsic motivation, boost their self-esteem, improve the classroom environment, and promote healthy competition among students. However, teachers also identify several challenges, including the potential for students to become dependent on rewards, the need for fairness in reward distribution, and budget limitations. The implication of this research suggests that the reward method should be implemented systematically with clear criteria and gradually directed toward building students' intrinsic motivation in learning Islamic religious education.

Islamic education emphasizes the formation of disciplined character, which can be developed through habituation from an early age. This study aims to describe the process of forming students’ disciplined character through daily worship habituation at Madrasah Ibtidaiyah Guppi Pagerlor 2. The school was selected due to its relatively small number of students and its structured and intensive worship programs. This study employed a descriptive qualitative approach, with data collected through interviews, observations, and documentation. The findings indicate that the consistent and routine practice of daily worship contributes to the development of students’ discipline, particularly in terms of punctuality, compliance with rules, and responsibility. A structured guidance system, the role of teachers as educators, and the implementation of rewards and educational sanctions were identified as the main supporting factors. However, limitations in facilities and lack of family support remain challenges. Therefore, daily worship habituation plays a significant role in fostering students’ disciplined character and strengthening character education in the madrasah.

 The development of digital technology and social media has driven changes in Generation Z's consumption behavior, particularly through self-reward lifestyle, shopaholic behavior, and Fear of Missing Out (FOMO). These three factors have the potential to increase consumptive spending patterns and decrease the quality of financial management. This study aims to analyze the influence of self-reward lifestyle, shopaholic behavior, and FOMO on consumptive spending patterns and financial management of Generation Z. This study uses a quantitative method with a causality approach. The research sample consisted of 152 Generation Z students majoring in Islamic Banking at UIN North Sumatra who were selected using the Slovin formula. Data were collected through a Likert scale questionnaire and analyzed using multiple linear regression with the help of IBM SPSS 26. The results showed that self-reward lifestyle, shopaholic behavior, and FOMO have a positive and significant effect on consumptive spending patterns. In addition, the third variable also has a negative and significant effect on Generation Z's financial management. These findings emphasize the importance of controlling consumptive behavior and increasing financial literacy to create more rational and sustainable financial management.

Employee engagement is critical to organizational performance, employee well-being, and long-term sustainability. In hybrid work contexts, generational differences have become increasingly evident, particularly between Generation Y and Generation Z employees. Generation Y tends to emphasize work–life balance, career development, and meaningful collaboration, while Generation Z prioritizes flexibility, job security, digital integration, and the use of technology in the workplace. This study adopts a systematic literature review (SLR) approach by synthesizing findings from various peer-reviewed studies related to employee engagement and hybrid work practices across generations. The review focuses on identifying key factors that influence employee engagement in modern work environments. The results indicate that hybrid work can significantly enhance employee engagement when organizations provide flexibility, autonomy, adequate technological support, professional development opportunities, and fair reward systems. In addition, supportive organizational culture and effective leadership are important in maintaining employee motivation and commitment. However, differences in generational expectations require organizations to implement adaptive managerial strategies, including flexible work policies, personalized communication approaches, and inclusive leadership practices to strengthen employee engagement across different generations in hybrid work settings.

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.

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.