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Digital transformation in the public sector encourages civil servants to utilize technology not only for administrative purposes but also to improve efficiency, accuracy, and work performance. This study examines the influence of Intelligent Learning-Based Training and Digital Training Components on the Digital Productivity of civil servants at the Bureau of Economic Affairs of the Regional Secretariat of Lampung Province, with Adaptive Competence serving as a mediating variable. A quantitative approach with a non-experimental survey design was applied, and data were collected through structured questionnaires distributed to employees engaged in digital-based work activities. The data were analyzed using structural model testing procedures. The findings reveal that Intelligent Learning-Based Training does not significantly influence Adaptive Competence or Digital Productivity. Conversely, Digital Training Components positively and significantly affect both Adaptive Competence and Digital Productivity. Adaptive Competence also has a positive impact on Digital Productivity and mediates the relationship between Digital Training Components and Digital Productivity. However, Adaptive Competence does not mediate the relationship between Intelligent Learning-Based Training and Digital Productivity. These results indicate that civil servants’ digital productivity is more effectively improved through practical, relevant, accessible, and well-evaluated digital training programs than through intelligent learning systems alone. Therefore, public institutions are encouraged to develop digital training initiatives that align with employees’ daily work demands while strengthening their adaptive competence in responding to technological changes.

This study aims to investigate the determinants of job performance by integrating the variables of capability, social interaction, and Organizational Citizenship Behavior (OCB) as a moderating variable. The phenomenon of employee turnover and discrepancies in staff discretionary behavior within the hospital setting serves as the primary rationale for this study. Using a quantitative approach, data were collected from 240 respondents at Magelang City Islamic Hospital through purposive sampling. Data analysis was conducted using Structural Equation Modeling (SEM) based on AMOS software to test the causal relationships among variables in the structural model. The research findings provide empirical confirmation that individual capabilities and the quality of social inter-actions have a positive and significant influence on stimulating the formation of OCB. Furthermore, statistical test results demonstrate that capabilities, social interactions, and OCB simultaneously make a significant contribution to improving employee work performance. The presence of OCB is identified as a crucial factor capable of strengthening organizational performance outcomes. The practical implications of this study emphasize the need for hospital management to formulate human resource development strategies focused on strengthening technical skills and social cohesion to mit-igate the impact of turnover and accelerate the sustainable performance of healthcare services.

The increasing integration of internet technology in educational institutions requires structured network governance to ensure that digital resources support academic activities effectively. Unrestricted access to online platforms often leads to non-academic usage such as online gaming and social media engagement during instructional hours, which may reduce learning concentration and degrade network performance. This research develops and evaluates a network access control simulation using a MikroTik RouterBoard RB951Ui-2HnD device. The system applies firewall filtering mechanisms, hotspot-based authentication, and bandwidth allocation strategies through Simple Queue configuration. Network segmentation is implemented to differentiate teacher and student access privileges. The study adopts a Research and Development (R&D) approach to design, configure, test, and evaluate the proposed system. Testing results indicate that the firewall configuration successfully restricts access to selected online games (Mobile Legends, Clash of Clans, Roblox) and social media platforms (YouTube, TikTok, Shopee, Instagram, Telegram). Furthermore, bandwidth management demonstrates effective traffic prioritization, ensuring more stable allocation for teacher accounts in accordance with configured maximum limits. The findings confirm that structured firewall and bandwidth policies can improve network discipline, enhance performance stability, and support a controlled digital learning environment in schools.

This study aims to review the perspectives of MSME owners in the Gonilan area, particularly regarding part-time workers and their use in improving operational cost efficiency. The Gonilan area is known to have many MSMEs operating in various sectors, making this study relevant for understanding the challenges they face. A qualitative method was chosen so that the researcher could conduct in-depth interviews with three MSME owners. The informants were selected because they employed both full-time and part-time workers. The interview results showed that part-time workers were effective in reducing operational costs, such as more flexible hourly wages, although there were some disadvantages. The main disadvantages of part-time workers included lack of experience and limited working hours, which could be overcome through extra training and clear task distribution so that they could focus and increase productivity. The study concluded that the use of part-time workers has a significant impact on the operational cost efficiency of MSMEs, helping owners navigate the market without excessive financial burdens and encouraging long-term business growth.

Human Resource Management (HRM) plays a crucial role in ensuring that a company is able to grow, compete, and sustain its operations in an increasingly dynamic business environment. Effective HRM practices help organizations optimize employee performance, improve productivity, and maintain workforce stability. One of the key aspects of HRM that significantly influences employee performance is workload and job satisfaction. An imbalance in workload or low levels of job satisfaction may lead to decreased motivation, stress, and reduced work performance. This research aims to explore and evaluate the levels of workload and job satisfaction among employees at PT Indomarco Tangerang 1. Understanding these factors is essential to identify potential problems that may affect employee performance and organizational effectiveness. The study employs a quantitative research approach, which involves collecting numerical data that can be statistically analyzed to provide objective and measurable results. Data were gathered through structured questionnaires distributed to employees. A total of 30 employees from various divisions at PT Indomarco Tangerang 1 participated in this study. Statistical analysis was used to assess the relationship between workload and job satisfaction, as well as their overall condition within the company. The findings of this research are expected to provide useful insights for management in developing appropriate strategies to manage workload effectively and enhance job satisfaction. Ultimately, improving these aspects is expected to contribute to higher employee performance and support the long-term success of the company.

This study was carried out at RS Hj. Fatimah Sulhan in Kabupaten Demak, Jawa Tengah, which functioned as both the research site and the moderating context of the investigation. The research aims to examine how personal compensation, Organizational Citizenship Behavior (OCB), and organizational commitment influence employee work performance within the hospital environment. A quantitative research design was implemented, involving 150 employees selected as respondents through appropriate sampling procedures. Data were collected using structured questionnaires and subsequently analyzed using Structural Equation Modeling (SEM) with the AMOS software to test the hypothesized relationships among variables. The findings reveal that personal compensation, OCB, and organizational commitment each exert a positive and statistically significant impact on employee performance. These results indicate that fair and competitive compensation, strong voluntary work behaviors, and a high level of commitment to organizational goals collectively enhance productivity, service effectiveness, teamwork quality, and overall institutional performance in the healthcare setting.

This study aims to review the perspectives of MSME owners in the Gonilan area, particularly regarding part-time workers and their use in improving operational cost efficiency. The Gonilan area is known to have many MSMEs operating in various sectors, making this study relevant for understanding the challenges they face. A qualitative method was chosen so that the researcher could conduct in-depth interviews with three MSME owners. The informants were selected because they employed both full-time and part-time workers. The interview results showed that part-time workers were effective in reducing operational costs, such as more flexible hourly wages, although there were some disadvantages. The main disadvantages of part-time workers included lack of experience and limited working hours, which could be overcome through extra training and clear task distribution so that they could focus and increase productivity. The study concluded that the use of part-time workers has a significant impact on the operational cost efficiency of MSMEs, helping owners navigate the market without excessive financial burdens and encouraging long-term business growth.

This study aims to analyze the differences in motorcycle traffic flow (Q) during the morning and afternoon peak hours as an indicator of roadway operational performance, referring to the Indonesian Road Capacity Guidelines (PKJI) 2014, with a case study on Mawar Street–Wijaya Kusuma Street, Jember Regency. The research data were obtained from 12 observation points through traffic surveys that recorded motorcycle traffic flow in vehicles per hour (veh/h). The analytical methods used include descriptive statistical analysis, normality testing, and paired sample t-test. The results show that the average motorcycle traffic flow during the morning peak hour is 115.58 veh/h with a standard deviation of 62.97, while during the afternoon peak hour it is 63.25 veh/h with a standard deviation of 28.57. The paired sample t-test yields a significance value of 0.015 (p < 0.05), indicating a statistically significant difference between morning and afternoon traffic flows. These findings suggest that the level of roadway capacity utilization is higher during the morning peak hour, which is closely associated with dominant routine travel activities such as commuting to work and school. The results of this study are expected to serve as a basis for evaluating roadway operational performance and to support traffic management and traffic engineering planning aimed at improving road network performance and reducing congestion.

The rapid development of network infrastructure demands high Quality of Service (QoS), especially in Metro Ethernet networks widely utilized by telecommunication service providers. A primary challenge is efficient bandwidth management to ensure network stability and performance. This research aims to optimize bandwidth management by implementing the Y.1731 method based on Ethernet Operations, Administration, and Maintenance (OAM) on Raisecom devices. The methodology employed is a quantitative experimental approach based on technical simulation within an Professional Network Emulator Tool Lab (PNET Lab), where real-time network performance measurements are conducted using the ITU-T Y.1731 protocol for key parameters such as delay, jitter, and packet loss on Raisecom devices (represented by Cisco routers). The expected outcomes include increased efficiency in bandwidth utilization through more adaptive allocation, comprehensive and accurate real-time network performance monitoring capabilities, validation of OAM functions on Raisecom devices, improved Quality of Service (QoS) and better Service Level Agreement (SLA) attainment, and the provision of technical recommendations for network management. The implementation of Y.1731 is anticipated to quickly detect and respond to service degradation, thereby providing a strong basis for decision-making in network management and contributing to the enhancement of service quality in Metro Ethernet networks through optimization based on proactive monitoring.

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

This study aims to analyze the influence of performance appraisal, supervision, and non-physical work environment on employee performance at PT Pos Indonesia (Persero) Kediri Branch Office. A quantitative approach was employed with saturated sampling, in which all 64 employees were included as respondents. The research instrument was a questionnaire based on validated theoretical and empirical indicators. Data were analyzed using multiple linear regression, t-test, F-test, and the coefficient of determination. The findings indicate that, partially, performance appraisal, supervision, and non-physical work environment have a positive and significant effect on employee performance. Simultaneously, these three variables contribute 70% to the variation in employee performance, with the non-physical work environment being the most dominant factor. These results highlight the importance of integrating transparent performance appraisal systems, consistent supervision, and a supportive organizational climate to improve employee productivity. This research contributes academically by reinforcing the Goal Setting theory and Perceived Organizational Support, and provides practical implications for PT Pos Indonesia’s human resource management.

This research is motivated by the decline in employee performance at PT Tracon Industri which is allegedly caused by weak teamwork and low work motivation. The main objective of this study is to analyze the influence of teamwork and work motivation on employee work performance, both partially and simultaneously. This study uses a quantitative approach with a descriptive method. A total of 53 respondents from the operational division were involved through saturated sample techniques. Data collection was carried out using a questionnaire, then analyzed through validity, reliability, classical assumptions, multiple linear regression, as well as t-test and F-test with the help of SPSS software version 25. The results of the study show that teamwork and work motivation have a positive and significant influence on employee work performance. Partially, teamwork had a tcal value of 4.337 and work motivation of 5.511, both greater than the ttable of 1.674, with a significance value of 0.000 < 0.05. Simultaneously, the two variables contributed 84.3% to work performance. These findings indicate that increased team synergy and work motivation are key factors in driving productivity and achieving organizational goals. Based on these results, companies are advised to strengthen the culture of cooperation and create an effective motivation system to continuously improve work performance and support the company's operational success.

This study aims to analyze the influence of job satisfaction and productivity on hybrid work performance at PT Asuransi Jiwa Generali Indonesia, especially in the Finance department. The method used is descriptive quantitative with data collection techniques through questionnaires and documentation. The research sample amounted to 66 respondents. There are three main variables: X1 (Job Satisfaction), X2 (Productivity), and Y (Work Performance). The results of the analysis showed that partially, job satisfaction had a significant effect on work performance, as evidenced by a probability value of 0.000 < 0.05 and a Thcal value of 5.437 > Ttable 1.99834. Productivity also showed a partially significant influence on work performance, with a probability value of 0.000 < 0.05 and a Thcount of 4.213 > Ttable 1.99834. Simultaneously, job satisfaction and productivity have a significant effect on work performance, as shown by the results of the F test with a probability value of 0.000 < 0.05 and Fcal 998.377 > Ftable 3.14. These findings confirm that increasing job satisfaction and productivity simultaneously can drive more optimal work performance in a hybrid work system. The practical implication of this research is the need for a managerial strategy that focuses on improving employee well-being and work efficiency to support organizational performance on a sustainable basis.

The digital transformation in education has encouraged the adoption of computer-based tests (CBT) using video content, which demands stable and efficient network performance. This study aims to evaluate the performance of two queue management algorithms, namely Random Early Detection (RED) and Per Connection Queue (PCQ), in maintaining the quality of service (QoS) of school networks during online video-based examinations. A case study approach was applied using a real network topology in a school environment, and QoS parameters such as throughput, delay, packet loss, and jitter were measured. The implementation was conducted using a MikroTik RB450Gx4 router configured with simple queue settings for each algorithm. The results show that PCQ provides more consistent performance under high user loads, achieving an average throughput of 56,482 bps and lower delay compared to RED. Conversely, RED performs better in scenarios with a small number of users. The study recommends using PCQ for networks with dynamic and dense user environments, while RED is more suitable for low-traffic conditions where latency stability is crucial. These findings offer practical guidance for managing bandwidth and improving the quality of CBT delivery in educational settings.

Wireless networks have become an important part of modern communication infrastructure. However, their performance is often influenced by various environmental factors, including extreme weather conditions. This study aims to analyze the impact of various weather conditions such as heavy rain, high humidity, and extreme temperatures on the stability and quality of wireless networks. The method used is a quantitative approach with data collection of network performance under various weather conditions over a certain period of time. The parameters analyzed include latency, jitter, throughput, and packet loss rate. Initial results show that extreme weather, particularly heavy rain and high humidity, can lead to a significant decrease in network connection stability. These findings are expected to contribute to the planning and optimization of network systems, especially in areas with unpredictable climates.

This study aims to analyze the influence of Organizational Citizenship Behavior (OCB) and Adversity Quotient on employee performance at CV. Mitra Pratiwi. OCB refers to employee voluntary behavior that goes beyond their formal duties, while Adversity Quotient describes an individual's ability to face challenges and work pressures. The research method used is quantitative with data collection techniques through questionnaires. The sample of this study consisted of 50 employees selected using purposive sampling techniques. The results of the study indicate that OCB and Adversity Quotient have a positive and significant influence on employee performance, both simultaneously and partially. This finding confirms that employees with high levels of OCB and good resilience in facing difficulties are more likely to have superior work performance. Therefore, companies need to improve a work culture that encourages positive voluntary behavior and builds employee mental resilience in facing work challenges.                              

This study aims to analyze the influence of Organizational Citizenship Behavior (OCB) and Adversity Quotient on employee performance at CV. Mitra Pratiwi. OCB refers to employee voluntary behavior that goes beyond their formal duties, while Adversity Quotient describes an individual's ability to face challenges and work pressures. The research method used is quantitative with data collection techniques through questionnaires. The sample of this study consisted of 50 employees selected using purposive sampling techniques. The results of the study indicate that OCB and Adversity Quotient have a positive and significant influence on employee performance, both simultaneously and partially. This finding confirms that employees with high levels of OCB and good resilience in facing difficulties are more likely to have superior work performance. Therefore, companies need to improve a work culture that encourages positive voluntary behavior and builds employee mental resilience in facing work challenges.

This study aims to evaluate the effectiveness of employee training at PT XYZ, particularly in enhancing work performance and motivation. The research employs a descriptive qualitative method using purposive sampling. Informants consist of one team leader and three staff members selected through in-depth interviews, observation, and documentation. The results indicate that the training provided remains one-way, lacks interactivity, and is not entirely relevant to employees’ daily tasks. This leads to low motivation and minimal effectiveness in improving performance. Several challenges were also identified, including the absence of post-training follow-up, monotonous delivery methods, and limited time due to workload constraints. The study suggests that organizations should improve their training systems by aligning materials with job relevance, adopting more engaging methods, and ensuring continuous support from management.    

Cybersecurity is continuously challenged by increasingly sophisticated and dynamic cyber-attacks, necessitating advanced adaptive defense mechanisms. Deep Reinforcement Learning (DRL) has emerged as a promising approach, offering significant advantages over traditional intrusion detection methods through real-time adaptability and self-learning capabilities. This paper presents an advanced adaptive cybersecurity framework utilizing five prominent DRL algorithms: Deep Q-Network (DQN), Proximal Policy Optimization (PPO), Twin Delayed DDPG (TD3), Soft Actor-Critic (SAC), and Asynchronous Advantage Actor-Critic (A3C). The effectiveness of these algorithms is evaluated within complex, realistic simulation environments using live-streaming data, emphasizing key metrics such as accuracy (AUC-ROC), response latency, and network throughput. Experimental results demonstrate that the SAC algorithm consistently achieves superior detection accuracy (95% AUC-ROC) and minimal disruption to network performance compared to other approaches. Additionally, A3C provides the fastest response times suitable for real-time defense scenarios. This comprehensive comparative analysis addresses critical research gaps by integrating both traditional and novel DRL techniques and validates their potential to substantially improve cybersecurity defense strategies in realistic operational settings.

The background of this research is the employee performance of the Inspectorate Office in Sikka Regency has not been maximized. This research aimed to (1) determine the decription of work performance, work load, and work stress at the Inspectorate Office In sikka Regency and (2) analyze the influence of workload and work stress on the employee performace of the Inspectorate Office in Sikkaregercy both partially and simultaneously. The population in this research were employess of the Inpectorate Office in Sikka Regency totaling 43 people . This research was carried out by continuing to census or saturated sampling because the population was limited. Data were coocted though questionnaires and analyzed thoghdescriptive  and inferential statistical methods, namely multiple linear regression. Hypothesis testing was done though the F and t-tests. The result of descriptive analysis indicatend that the employe performance, workload,and work stress variables  were categorized as good. The statistical results of the F-test showed that together ( simultaneously ) all independemt variables consisting of workload variable (X1) and work stress variable ( X2) had a significant influence on employee performance.The statistical result of the t-test showed that individually (partially ) the workload variable ( X1) had a significant influence on the employe performance variable and then partially the work stress variable had a significant influence on the employee performance variable at the Inspectorate Office in Sikka Regency . The results of the determination analysis showed that the two independent variables in this research were able to explain the variation in the variation in the ups and downs of employee performance of 28.2%.