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This article delves into the application of gamification in Islamic Religious Education (IRE) for primary school students, focusing on its impact on motivation, emotional engagement, and learning psychology. It offers a systematic review of relevant studies, evaluating both the positive outcomes and challenges of using gamification in IRE. A thorough library research approach was used, drawing from academic journals, books, and conference papers. Key databases like Google Scholar, JSTOR, and ERIC were searched to identify studies published between 2010 and 2025. Studies that met specific criteria relevance to the topic, educational level, and a focus on gamification, motivation, emotional engagement, and learning psychology were selected. The findings suggest that gamification in IRE can significantly enhance student motivation, emotional engagement, and learning outcomes. Elements such as rewards, challenges, and interactive activities help create a positive learning environment, promoting better retention and understanding of Islamic teachings. Emotional engagement is particularly heightened when gamification is tailored to the cultural and religious contexts of the students, fostering a deeper connection to the material. The study emphasizes that incorporating gamification in IRE could enhance the overall educational experience for primary students, boosting their motivation and emotional involvement in learning. It also highlights the importance of designing gamified content that is culturally relevant and contextually appropriate to maximize the positive effects on student learning. The study recommends that educators, curriculum developers, and policymakers consider using gamification to improve the quality of Islamic education in primary schools.

The findings of this study indicate that work environment, job satisfaction, and motivation simultaneously have a significant effect on the commitment of teachers and staff at Petukangan Selatan 01 Public Elementary School. This shows that a conducive work environment, such as adequate facilities, supportive colleagues, and a comfortable atmosphere, can increase the sense of belonging and loyalty among employees. Job satisfaction, which includes aspects such as fairness in rewards, recognition of achievements, and appropriate workloads, also contributes to strengthening work commitment. In addition, motivation, both intrinsic and extrinsic, plays a central role in encouraging employees to perform their duties with responsibility and enthusiasm. These findings also reinforce the importance of creating a balance between external factors (such as work environment) and internal factors (such as motivation and job satisfaction) to achieve strong commitment. Therefore, the implication of this research is that school management needs to continuously improve working conditions, develop fair reward systems, and provide opportunities for career development. By doing so, the commitment of teachers and staff can be maintained and even enhanced, which in turn will support the achievement of school goals more effectively.

This study aims to describe the implementation of discipline values and the obstacles faced at MI Darul Hikmah Agung Jaya. Using a descriptive qualitative approach, data were collected from teachers, students, and parents through interviews, observations, and documentation, then analyzed through data reduction, display, and conclusion drawing. Data validity was ensured by triangulation of techniques and sources. The findings show that teachers instill discipline values through two main techniques. First, external control, in which teachers give warnings, threats, or punishment to undisciplined students and provide rewards or praise to those who obey the rules. For example, students who consistently complete homework may receive additional grades or verbal appreciation. Second, teachers also become role models, demonstrating punctuality, neat appearance, polite language, and respectful attitudes, thereby fostering discipline by example. Furthermore, teachers apply cooperative control, emphasizing collaboration and agreements between teachers and students. This approach promotes tolerance, respect, and responsibility by involving students in creating and maintaining classroom rules. However, some obstacles were identified. Teachers were sometimes less assertive in enforcing discipline, and limited variation in teaching methods led to student boredom. In addition, inadequate attention, motivation, and parental support negatively influenced students’ discipline, resulting in lateness, incomplete assignments, and other undisciplined behaviors.

This study aims to identify and analyze the leadership style of the Cilampunghilir Village Head in implementing village governance. The study used a descriptive qualitative approach, with data collected through interviews, observation, and documentation. Informants were selected purposively, including the village head, village secretary, village officials, hamlet heads, and relevant community leaders. Data analysis was conducted using an interactive model that included data reduction, data presentation, and conclusion drawing. The results show that the village head's leadership style tends to be democratic and participatory. The village head emphasizes collective decision-making by prioritizing consensus through deliberation and encouraging citizen involvement in every step of governance. In decision-making, the village head strives to involve the wider community so that policy outcomes are well-received. In terms of motivation, the village head actively provides encouragement, rewards, and builds reciprocal cooperation with village officials and residents. He recognizes the importance of appreciation and trust in order to build a cooperative work environment. Furthermore, in communication, the village head is known for being open, accessible, and willing to listen to the aspirations of villagers. In terms of controlling subordinates, the village head provides clear direction, delegates tasks according to competence, and enforces discipline to ensure the smooth implementation of village programs. This indicates a leadership style that balances authority with empowerment. However, the study also identified several weaknesses, including a lack of representation of marginalized groups, low frequency of outreach activities, and unequal access to information. Therefore, it is recommended that deliberation forums be strengthened with a more inclusive approach, diversified outreach methods through the use of digital channels, and increased transparency be implemented to optimize village governance.

This study explores the relationship between religiosity and Organizational Citizenship Behavior (OCB) within contemporary organizations by adopting a positive psychology perspective. OCB is defined as discretionary behaviors by employees that go beyond their formal job duties and contribute positively to the overall functioning and success of the organization. Examples include helping colleagues, being punctual, and demonstrating initiative, which foster a cooperative and productive work environment. Religiosity, on the other hand, is understood as a belief system that shapes an individual’s values, attitudes, and behaviors, both intrinsically—stemming from internal spiritual commitment—and extrinsically—motivated by external social or cultural influences. Through a systematic review of ten national and international academic journals, this study identifies several common dimensions of OCB, such as altruism (helping others selflessly), civic virtue (active and responsible participation in organizational affairs), and conscientiousness (going beyond minimal job requirements). The findings reveal a consistent positive correlation between religiosity and OCB, especially in sectors like education, Islamic banking, and healthcare, where religious principles strongly influence organizational culture. The integration of religious values into organizational practices encourages employees to exhibit behaviors that promote harmony, ethical conduct, and a sense of community within the workplace. This is particularly evident in employees who possess high levels of intrinsic religiosity, as their internalized beliefs motivate them to engage in prosocial actions that benefit the organization. The study recommends that human resource management strategies incorporate religious or spiritual values to cultivate a positive organizational culture. Such integration can be achieved through training programs, leadership development, and reward systems that emphasize ethical behavior and social responsibility, ultimately leading to improved employee satisfaction, loyalty, and overall organizational performance.

The growth of the digital sector during the Coronavirus Disease (COVID) 19 pandemic has an impact on how individuals use technology and behave in social situations, introducing new work opportunities.  However, work participation in the digital industry based on gender at the global level is still significant which can have an impact on gender gaps and the role of female workers. In terms of access to production and distribution of roles, female workers in the digital industry make widespread similarities with the presence of male workers. In-depth research is required to understand whether or not there is a gender gap in the digital industry, especially in the context of Indonesia, as a modern phenomenon. Previous studies have begun to discuss gender participation in non-digital industries, such as the garment sector, but have not yet discussed the dynamics of the gender gap and the role of women. This study utilizes social role theory to quantify the extent of the gender gap and the dynamics of women's roles in industrial technology. This study examines 3 female workers in 3 distinct digital technology companies using a qualitative method and a multiple case study approach. The results of this study reveals that the digital technology industry in the education, technology, and transportation sector is inclusive and promotes the role of women despite the fact that woman constitute a minority of workers. The role of women is supported by the equal of expectations towards the role of female workers, including the system of labor allocation and rewards that do not take gender into account. This research can further serve as a reference for other digital enterprise sectors and other industries when developing policies and programs to support and enhance the work role of women.

The working relationship/coordination between Satreskrim and Satintelkam in uncovering criminal offences at Pohuwato Police Station has not gone well. Field Guidelines (Juklap) of the National Police Chief number 189 of 1993 regulates the Relationship between the Working Procedures of the Resersepol Function (Police Detection) and the Intelpampol Function (Police Intelligence and Security) in the context of integrated crime handling, which should be the basis for implementing working relationships, not implemented. The level of coordination and collaboration between Satreskrim and Satintelkam at Polres Pohuwato shows an unstable and often situational cooperation. Collaboration is optimal in large or urgent cases, but is minimal in normal situations. The level of effectiveness of criminal offence disclosure is largely determined by how strong cross-unit collaboration is built on an ongoing basis. The need for a formal HTCK (Working Procedure Relationship) between Satreskrim and Satintelkam to clarify authorities, responsibilities, and cooperation mechanisms. Increased integrated and cross-functional training to equalise perceptions, increase trust, and reduce sectoral ego. And Polres leaders need to play an active role as mediators and motivators in building open and collaborative communication between units. Establish a permanent cross-unit coordination team facilitated by the Chief of Police and Deputy Chief of Police, to ensure continuity of coordination, not just during major cases. Regular evaluation and monitoring of the quality of coordination, through periodic cross-functional communication forums. And the implementation of a reward and punishment system to increase the commitment of members to the importance of collaboration in disclosing criminal offences.

This study aims to describe and analyze: The Implementation of Good Corporate Governance in Improving Public Services at Blambangan Banyuwangi Hospital.  The type of research used is qualitative research. The data analysis technique in the study uses techniques developed by McNabb (2002), namely Grouping the data according to key constructs, Identifying bases for interpretation, Developing generalizations from the data, Testing Alternative interpretations and Forming and/or refining generalizable theory from case study. The results of the study show that in principle, the implementation of Good Corporate Governance (GCG) at Blambangan Banyuwangi Hospital has gone well, but there are still things that need to be improved. In the principle of accountability, Blambangan Banyuwangi Hospital has implemented it well. This is shown by the organizational structure and clear duties and responsibilities by providing a job description. The hospital conducts performance evaluations on employees. The reward and punishment system has been implemented in the company well. On the principle of accountability, Blambangan Banyuwangi Hospital is well responsible because nurses and employees carry out their duties based on the law. The hospital delivers LAKIP every year.  In the principle of responsibility, Blambangan Banyuwangi Hospital has accounted for all related resources within the scope of the hospital to comply with the policies and regulations that apply in the hospital. In the provision of services in hospitals, there are duties and functions of each of the related elements in the hospital. On the principle of independence, Blambangan Banyuwangi Hospital has managed services professionally by not including the involvement of the owner's family to make a decision. On the principle of fairness, Blambangan Banyuwangi Hospital has provided an opportunity for all stakeholders to give their suggestions and opinions to advance the hospital.  In the principle of service transparency at Blambangan Banyuwangi Hospital, the availability of service information is substantially adequate and the media for its presentation, the certainty of service time, the cost of e-services that are not transparent and the available service complaint mechanism. Then connected to the website of the hospital, the entity already has a website which contains information about the facilities provided by the hospital and information about the doctors who serve, etc.

Education in Indonesia faces various challenges to meet the demands of a growing society. One of the important aspects in improving the quality of education is teacher competence. The leadership of the principal plays a significant role in encouraging the improvement of teacher competence, which in turn will have an impact on the quality of learning in schools. This study aims to describe how the principal's leadership in improving teacher competence at State Elementary School 09 Pemouthan, as well as the factors that support and hinder the process and how to overcome these obstacles. This research uses a qualitative descriptive approach through observation, interviews and documentation. The results of the study show that the principal of State Elementary School 09 Pemouthan in improving teacher competence has implemented various leadership strategies, including by acting as an educator, manager, administrator, supervisor, leader, innovator and motivator to improve teacher competence. The supporting factors encountered include the provision of resources, the use of technology in learning, and creating a positive work environment. Meanwhile, inhibiting factors include budget limitations, resources, time, lack of self-motivation and resistance to change. To overcome this, the principal encourages teachers to optimize the use of technology and the internet to access online training materials, build a positive learning culture by forming a learning community and involving driving teachers as resource persons, as well as providing rewards as competency support.

This study aims to describe and analyze: the implementation of Good Corporate Governance and how it affects the performance of the Surabaya City Fire and Rescue Service.  The type of research used is qualitative research. The data analysis technique in the study uses a technique developed by McNabb (2002), namely Grouping the data according to key constructs, identifying bases for interpretation, developing generalizations from the data, Testing Alternative interpretations and forming and/or refining generalizable theory from case study. The results of the study show that in principle, the implementation of Good Corporate Governance (GCG) at the Surabaya Fire and Rescue Service (Dinas Pemadam Kebakaran Dan Penyelematan - DPKP) has been running well. In terms of administrative transparency, the availability of service information is substantially adequate and the media of its presentation, the certainty of service time and the available service complaint mechanism. Legal accountability and honesty at the Surabaya City Fire and Rescue Service are good.  The Surabaya City Fire and Rescue Service is responsible for carrying out fire and disaster handling tasks. The 7-Minute Time Responsibility implemented by the Surabaya Fire and Rescue Service (DPKP) not only prioritizes response speed in extinguishing fires, but also respects the safety and welfare of all residents. The professionalism of service at the Surabaya City Fire and Rescue Service is shown through service innovation and fire handling. The "Roti 7 Lapis" (Reaction On Time - Roti and Free Fighting Fires Service - Layanan Pemadaman Gratis/Lapis) program from DPKP Surabaya emphasizes its commitment to rewarding citizens more than just prioritizing financial gain or personal excellence. The performance of the service at the Surabaya Fire and Rescue Service (DPKP) is quite good. The achievement of the response time for fire incidents in Surabaya for all incidents is 100%, which is less than 7 minutes.  The achievement of the fire management area of the city of Surabaya is 94% until 2024.  Achievement of Minimum Service Standards of Surabaya City DAMKAR 100% in 2023.

This study aims to understand the influence of ethical leadership on the performance of Civil Servants (PNS) in government organizations. Ethical leadership is considered important to create a conducive work environment, increase job satisfaction, productivity, and efficiency. The method used is a literature study, which examines various previous research sources to identify the influence of ethical leadership on PNS performance and factors that can strengthen or weaken the relationship. The results of the study indicate that ethical leadership has a positive effect on PNS performance through increased motivation, commitment, and job satisfaction. This finding also shows that the influence of ethical leadership can be strengthened by an organizational culture that supports ethical values and a fair reward system. The implications of this study indicate that strengthening ethical leadership needs to be accompanied by character development policies and training for leaders and employees in order to create an effective and accountable work environment. Overall, this study supports the application of ethical leadership as a strategy to improve performance in the public sector and improve the quality of public services.