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Human trafficking is a serious crime that continues to evolve at both national and international levels. In Belu Regency, East Nusa Tenggara, human trafficking has become a major issue, particularly concerning the illegal trafficking of Indonesian migrant workers (IMWs). This research employs a juridical-empirical approach, using interviews and document studies as data collection techniques. The findings of this study reveal that: (1) The factors contributing to human trafficking in Belu Regency can be categorized into internal and external factors. Internal factors include the perpetrators' motivation to gain quick financial benefits without considering the consequences and the victims' poor economic conditions and lack of awareness of their rights. External factors encompass poverty, low levels of education, limited job opportunities, and weak law enforcement, which creates opportunities for the perpetrators. (2) The modus operandi of the perpetrators involves deception, such as promising high-paying jobs with good working conditions, which ultimately leads to the exploitation of victims. (3) Efforts to combat human trafficking involve preemptive, preventive, and repressive measures. Preemptive efforts include public awareness campaigns, preventive measures focus on monitoring illegal recruitment activities, and repressive measures involve law enforcement actions against the perpetrators.

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.

During the recent pandemic (Covid-19), Bangladesh's Ready-Made Garments (RMG) industry, which employs mostly women, faced great challenges. This examines the resilience and resistance demonstrated by female RMG workers in Bangladesh during and after the epidemic, focusing on their efforts to seek improved working conditions and social protection. The research brings to light women's agency and activism in the industry, wherein women cooperatively undertake various actions against the oppression like protests as well as cognitions for better rights and conditions. The paper considers the role of policy-making and private firms in existing industries within workers' support, looking at the performance of the schemes geared towards safety nets and gender equality. Concentrating on different problems of the female workers of readymade garments sector, the study recommends the combined approach to deal with factors like class, ethnics and migration. In conclusion, this research affirm that female RMG workers are strong and active fighter, not the female as a passive victim and give strategies how to empower and stabilize female workers through policy analysis and industry action.

The role of appraisal orientation and work performance appraisal systems in human resource management is very important to motivate employees and achieve company goals. This article uses a qualitative approach with case studies to explore employee performance and working conditions. The research results show that integration between appraisal orientation and a work performance appraisal system that is tailored to the company's needs can support organizational growth and increase employee motivation. Appraisals and work performance appraisal systems are recognized as effective tools in creating excellence for companies by directing the achievement of organizational goals and improving employee performance. In this context, this research highlights the importance of using relevant and transparent evaluation methods to ensure fairness in employee appraisals. Therefore, implementing good work performance appraisals also involves open communication between management and employees, as well as providing constructive feedback. Thus, this article emphasizes that job performance appraisal is not only an evaluation tool, but also a strategic instrument for building a work culture that supports employee growth and development as well as overall organizational success.

The role of appraisal orientation and work performance appraisal systems in human resource management is very important to motivate employees and achieve company goals. This article uses a qualitative approach with case studies to explore employee performance and working conditions. The research results show that integration between appraisal orientation and a work performance appraisal system that is tailored to the company's needs can support organizational growth and increase employee motivation. Appraisals and work performance appraisal systems are recognized as effective tools in creating excellence for companies by directing the achievement of organizational goals and improving employee performance. In this context, this research highlights the importance of using relevant and transparent evaluation methods to ensure fairness in employee appraisals. Therefore, implementing good work performance appraisals also involves open communication between management and employees, as well as providing constructive feedback. Thus, this article emphasizes that job performance appraisal is not only an evaluation tool, but also a strategic instrument for building a work culture that supports employee growth and development as well as overall organizational success.

Company value is an important factor in determining the working conditions of an organization. Reflected through share prices as a form of company performance, company value is defined as a reflection of the appropriate and continuous policy setting by management so as to build market confidence in the company. The aim of the research was to understand and analyze the influence of carbon emission disclosure and green innovation on company value. The population in this research is all Sri-kehati indexed companies. Through a purposive sampling technique, the number of observations obtained in the 2020-2024 period was 84 companies. This research is included in the descriptive quantitative type category using secondary data. Annual report data is taken from www.idx.com or the company website. The technique for analyzing hypotheses applies multiple regression analysis. Research has proven that carbon emission disclosure has a positive effect on company value, and green innovation has a significant positive effect on company value. Simultaneously, disclosure of carbon emissions and green innovation influence company value..

Identifying the influence of work life balance and burnout on employee job satisfaction at You n Me Store in Cirebon City. The purpose of this study is to determine whether there is a relationship between work life balance, burnout, and employee job satisfaction at the store. Thus, this study aims to provide a better understanding of the factors that affect employee job satisfaction and how management can improve better working conditions for their employees. The type of research used in this study is an association study. Population and Sample. Data Collection Techniques, Literature review Work life balance and burnout have a significant positive influence on employee job satisfaction at You n Me Store Cirebon City. Work life balance partially has a positive and significant influence of 53.6% on employee job satisfaction. Burnout partially has a positive and significant influence of 39% on employee job satisfaction. The results of hypothesis testing show that the burnout variable partially has a significant effect on employee job satisfaction Work life balance and burnout have a positive and significant effect on employee job satisfaction at You n Me Store Cirebon City. Work life balance partially has a positive and significant effect of 53.6% on employee job satisfaction. Burnout partially has a positive and significant effect of 39% on employee job satisfaction.      

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.

This case study investigates the implementation of Occupational Health and Safety (K3) in the PT Gunbuster Nickel Industry area. Through in-depth analysis of policies, practices, challenges, strategies and impacts of K3 implementation, this research aims to provide comprehensive insight into the company's efforts to ensure a safe and healthy work environment for its workers. The research results show that PT Gunbuster Nickel Industry has adopted various comprehensive K3 policies and practices, including routine K3 training, work environment monitoring, and safety campaigns. However, several challenges such as employee resistance and complex working conditions remain obstacles in implementing K3. To overcome these challenges, the company has implemented proactive strategies, including increasing K3 communication and awareness, regular evaluation of working environment conditions, and active involvement of employees in efforts to prevent work-related accidents and diseases. The impact of implementing effective K3 policies at PT Gunbuster Nickel Industry includes reducing the number of work accidents, increasing productivity, and improving the company's image. This research makes an important contribution to the understanding of best practices in K3 management in the industrial sector, as well as becoming a reference for other companies in their efforts to create a safe and healthy work environment.