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Occupational Health and Safety (OHS) is an important element in creating a safe, healthy, and sustainable work environment. PT. X as a logistics and port operations company has potential occupational hazards originating from physical, chemical, and biological factors that need to be managed optimally. This study aims to evaluate the implementation of OHS at PT. X based on the results of measurements of physical, chemical, and biological factors of the work environment and their compliance with the provisions of the Minister of Manpower Regulation No. 5 of 2018. This study uses a descriptive method with an evaluative approach to work environment monitoring data in 2025 in the generator and office areas. The parameters analyzed include noise, lighting, hot work climate (ISBB), inhalable and respirable dust exposure, and microbiological air quality in the form of total bacteria and fungi. The results show that most parameters meet the specified standards, with the exception of the generator area which exceeds the noise limit and the hot work climate which exceeds the Action Level (AL). The implementation of OHS at PT. X has been running quite well, indicated by most of the work environment parameters that meet the standards. However, strengthening risk controls, particularly regarding noise and hot working conditions in operational areas, is still necessary. This evaluation is expected to serve as a basis for continuous improvement in the implementation of Occupational Health and Safety (OHS) to protect workers from potential occupational hazards and support the productivity and sustainability of company operations.

The phenomenon of burnout has evolved into a significant occupational health problem with a prevalence reaching 82% across various global work sectors, especially post-COVID-19 pandemic. This study aims to identify and analyze the causal factors of burnout through a systematic literature review approach using PRISMA 2020 guidelines. Literature search was conducted on four main electronic databases yielding 309 articles which were then selected down to 10 high-quality articles meeting inclusion criteria for the 2021-2025 publication period. Synthesis results indicate that burnout is a multidimensional phenomenon influenced by complex interactions between organizational and individual factors. Dominant organizational factors include work overload, lack of managerial support, unsafe working conditions, and resource inadequacy with burnout prevalence ranging from 17-94%. Individual factors encompass demographic characteristics, coping strategies, resilience, and internal psychological conflicts that serve as moderator variables. Job satisfaction and work meaningfulness function as mediator variables connecting organizational conditions with burnout outcomes. These findings provide theoretical contributions in understanding burnout etiology and can practically serve as a foundation for developing evidence-based preventive interventions to reduce burnout prevalence in work environments.

Problems in the meatball dough grinder are low production, increasing maintenance costs and disappointed meatball dough customers who receive orders late due to problems with the electric motor, Pulley, V belt, cutting knife. The purpose of the replacement scheduling is to obtain costs, maintenance-repair schedules in the period 2026, and the ratio of maintenance costs to profits. The replacement scheduling method includes collecting previous period maintenance data, applying the inspection-replace-repair-overhaul (IRRO) method, evaluating component working conditions, predicting component life, predicting repairman costs, predicting supporting equipment that will be used in maintenance, predicting the time to replace spare parts or reinstall components after repair, estimating maintenance and repair costs in 2026, and calculating the ratio of maintenance costs to profits. The results of the replacement scheduling show that the maintenance costs in 2026 are IDR 2,530,000 with an estimated rental rate for the meatball dough grinder of IDR 10,000/kg which has the potential to be rented for 1300 hours/year, and the ratio of maintenance costs to profits is 4.9% which implies that the meatball dough grinder with a capacity of 5 kg/hour still has the potential to sell well and is suitable for use in the coming years.

Management of household waste in Final Disposal Sites (TPA) faces a serious problem, where most of the waste accumulates and is difficult to decompose due to its complex nature. This condition substantially inhibits natural decomposition processes and limits the effectiveness of recycling efforts. Pre-processing operations, such as sorting and crushing, which are still dominated by manual methods, are proven to be inefficient, high-risk, and require large allocations of land resources and manpower. Therefore, automated technological innovation is needed to facilitate the efficient separation of organic components from inorganic materials (packaging). This research was conducted to determine the design and structural strength analysis of a hammer mill type depackaging machine, carried out using Solidworks software. Structural analysis simulation utilizes Finite Element Analysis (FEA) to determine the structural strength of the machine. The specifications of the hammer mill type depackaging machine include a capacity of 3000 kg/hour, a hammer mill input power of 12 KW, and a rotational speed of 2500 rpm with a torque of 34.54 Nm. Meanwhile, the screw conveyor input power is 0.75 KW and the rotational speed is 20 rpm. The FEA simulation analysis results for the hammer mill type depackaging machine showed that the maximum Von Mises stress value recorded is 3,022×10^7   N⁄m^2 , the maximum displacement value measured is very minimal, namely 2,793×10^(-1)  mm, and the Factor of Safety (FOS) obtained is 8.3. This FOS value significantly exceeds the required minimum safety limit (>3), confirming that the machine design has optimal reliability, fatigue resistance, and structural integrity for operation under intensive working conditions at the TPA. The conclusion of this study indicates that the engineering design of this hammer mill type depackaging machine is safe and meets structural technical requirements to proceed to the implementation phase, potentially becoming a sustainable technological solution in improving the efficiency of waste pre-processing.

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.

Each workplace has a different potential risk of work accidents depending on the type of industry, technology used, and risk control efforts undertaken by the company. Work accidents are generally caused by two main factors: unsafe acts by humans and unsafe working conditions. In this context, occupational safety and health (K3) is an important aspect that must be implemented in every company to protect workers from hazards that can cause losses, both physical and work productivity. Law No. 13 of 2003 concerning Manpower mandates that every worker has the right to occupational safety protection. This study focuses on UD. Fuad Las Jaya, a company engaged in construction and welding services. This company has a fairly high potential for work accidents considering the type of work performed. Based on employee attendance data in 2025, there is a level of discipline that can be related to working conditions and perceived safety. The severity of accidents is classified into three categories: light, moderate, and severe, which indicates the importance of implementing an effective K3 system. It is hoped that consistent awareness and implementation of K3 will create a safe, healthy, and productive work environment, as well as reduce the number of work accidents in the construction sector.

At PT Win Access Telecommunication Banjarmasin, the target-based salary system that drives performance actually causes stress and dissatisfaction due to the imbalance of compensation and a less supportive work environment, which has a negative impact on motivation, productivity, and stability of the company, so a comprehensive assessment is needed to create optimal working conditions according to the needs of employees and the organization. The objectives of this study are to: 1) Determine and test the effect of salary on employee performance at PT Win Access Telecommunication Banjarmasin; 2) Determine and test the effect of the work environment on employee performance at PT Win Access Telecommunication Banjarmasin, and; 3) Determine and test the effect of salary and work environment on employee performance at PT Win Access Telecommunication Banjarmasin. This quantitative study examines the effect of salary and work environment on employee performance at PT Win Access Telecommunication Banjarmasin in March-June 2025 with a sample of 84 out of 509 employees using a Likert scale questionnaire, data were analyzed through descriptive statistics, validity tests, reliability, classical assumptions, multiple linear regression, and partial and simultaneous hypothesis tests to determine the relationship between variables significantly. The results of this study are: 1) There is a significant influence between Salary partially on the performance of PT Win Access Telecommunication Banjarmasin; 2) There is a significant influence between Work Environment partially on the performance of PT Win Access Telecommunication Banjarmasin), and; 3) There is a significant influence between salary and work environment simultaneously on the performance of PT Win Access Telecommunication Banjarmasin.

This research utilizes waste from PLTU Tanjung Jati B Jepara, namely FABA (Fly ash Bottom Ash) as an alternative to fine and coarse aggregate. From this research, the physical properties of faba aggregate can be seen from the results of the faba aggregate sieve analysis test, which obtained a fineness modulus value of 1.74, which is included in the medium aggregate type. The water content of fine aggregate (fly ash) obtained a value of 3.63% and coarse aggregate (bottom ash) obtained a value of 1.5%. The fine aggregate sludge content (fly ash) obtained a value of 0%. The fine aggregate organic substance (fly ash) acquires a reddish brown NaOH color, therefore it must be washed before being used as a concrete mixture. The face dry specific gravity of fine aggregate (fly ash) obtained a value of 2.63 gr/cm2 and coarse aggregate 2.52 gr/cm2. From the data that has been obtained, faba aggregate is considered to have physical properties that meet the requirements for fine aggregate and can be used as a substitute for sand. The results of the final compressive strength of faba concrete and normal concrete at the age of 7 days and 28 days showed that the compressive strength of normal concrete (control) was higher than that of faba concrete. The standard deviation values ​​at the ages of 7 and 28 days are included in perfect working conditions because they have a standard deviation value of less than 3 MPa. From the results of the concrete flexural strength test, only the control concrete was 1;1.5 with a flexural strength of 4.18 MPa, which is close to SNI 2847:2013, namely with a minimum flexural strength of fs = 4.4 MPa. Normal concrete has a higher flexural strength than faba concrete. Based on tests carried out with the planned mix design, the 1:1.5 variation obtained the highest results.

Ergonomics is a final result that ergonomics itself wants to achieve. Ergonomics is defined as an effort in the form of science, technology, and art to harmonize equipment, machines, work, systems, organizations and the environment with human abilities, expertise, and limitations so that a healthy, safe, comfortable, efficient and productive condition and environment is achieved, through optimal and maximum functional utilization of the human body (Manuaba, 2000). Home is a basic need for every human being, this is in accordance with the concept of basic human needs, namely clothing, food and shelter. Kitchens built in simple houses generally only meet the requirements for having a kitchen. Even the height of the kitchen work table and the height of the cupboard for equipment vary according to the taste of the carpenter or bricklayer. Thus, safe, comfortable, healthy and efficient working conditions can be achieved. In the case of incompatibility of work tools with body ergonomics, it can be overcome with appropriate technology. Most importantly, from the beginning of kitchen planning, ergonomics must be included so that the working environment and conditions can be made effective and efficient for its users.  

The aim of this research is to determine the influence of the work environment, individual characteristics and employee performance at Bank Syariah Indonesia. This research uses a qualitative approach using literature study and technical content analysis. In the work environment at Bank Syariah Indonesia there is a huge support for the creation of a company's activity processes. With a good working environment, good and pleasant working conditions will be created, this can provide employee morale. According to (Rahmawanti et al., 2014). a work environment that is always around workers who are able to influence them in carrying out the tasks they have been burdened with. Meanwhile, individual characteristics are that each person must have different views, goals, abilities and needs from each other. These differences will bring habits into the world of work, which will cause self-satisfaction and cause differences between each other even though they work in the same place. An employee's performance is the result of a person's work during the period of work, for example standards, targets or target criteria that have been determined in advance and have been mutually agreed upon.

work stress is becoming an increasingly important issue in the workplace safety (K3) perspective. Factors that influence work stress have a significant impact on employee health and organizational productivity. This study aims to identify and analyze the factors that contribute to the level of work stress and its impact on K3. The research method used is a literature study that investigates various factors that can cause work stress, including excessive workload, role conflict, lack of control over work, lack of social support, job insecurity, and unsafe working conditions. In addition, the impact of work stress on K3 has also been analyzed, including an increased risk of work accidents, reduced attention span, and increased risk of physical and mental illness. Research shows that factors such as high job demands, lack of job control, and unsafe work environments contribute significantly to workplace stress levels. In addition, work stress also negatively affects K3, increasing the risk of accidents and occupational diseases. The practical implications of these findings are that organizations can influence workplace stress through intervention programs such as stress management training, encouraging work-life balance, increasing social support, and improving managed work conditions. Therefore, these initiatives not only improve K3 and employee well-being, but also help improve productivity and performance throughout the organization.

A nurse is someone who works and provides excellent and quality service 24 hours a day, so a nurse must be in good physical condition. The condition of the body which should be in the rest phase must be conditioned on working conditions which can result in work stress and end in work fatigue. Work fatigue is a tired condition felt by a person which is also characterized by a decrease in work productivity. Workload is the volume of work of nurses in a hospital unit. This study aims to determine the relationship between nurse characteristics and workload with work fatigue in inpatient rooms at the Tanjungpinang City Regional Hospital. The design of this research is cross sectional. The sample in this study was 86 patients treated at the Tanjungpinang City Regional Hospital using a total sampling technique and the data were analyzed using the chi square test. The results show that there is a relationship between workload and the level of fatigue in inpatient nurses at Tanjungpinang City Regional Hospital with a p value of 0.000. It is recommended that nurses should carry out Benson therapy after providing nursing care so that the level of fatigue can be reduced, understand the work and duties of nursing so that nurses can carry out their duties according to applicable regulations, and make the best use of rest time.

Motivation is the driving factor to achieve a quality services, especially in health. Work motivation is desirable in order to improve public health, it also can be expected to produce socially optimal production in accordance with the goals and ideals of the organization in the future. Research Purposes to determine the influence of work motivation on employee performance at Puskesmas Kairatu Method. This type of research used in this study was cross sectional. This research was conducted at the health center Kairatu West Seram regency. The population in this study were all employees of the health center Kairatu totaling 84 people. While the sample is done purposive sampling amounted to 69 people. The survey results revealed that respondents are less intensive relationship with the motivation to work as much (100%). For quite intensive relationship with the motivation does not support as many (10.8%) and motivational support as many (89.2%). known relationship with the working conditions are less motivation to work as much support categories (100%). For good working conditions to do with the motivation that does not support as many (11.4%) and support as many (88.6%). it is known that the relationship is less motivated colleagues support as many categories (100%). For a good relationship with co-workers motivation does not support as many (11.1%) sedangan motivational support as many (88.9%). Chi-square test results note that there is no significant relationship between the variables relationships with colleagues with the motivation which means p = 1.000 p> 0.05.