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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.

This study aims to analyze the influence of the work environment and job satisfaction on employee performance at PT Tirtakencana Tatawarna in Karawang. The study employed a qualitative approach with descriptive methods to gain an in-depth understanding of employee perceptions and experiences regarding their working conditions. Informants were selected using purposive sampling, with the criteria being employees who had worked for at least one year and were directly involved in the company's operational activities. Data collection was conducted through in-depth interviews supported by documentation studies. Data analysis was conducted through data reduction, data presentation, and conclusion drawing, with data validity tested using source triangulation. The results indicate that a conducive work environment, both physical and non-physical, and a good level of job satisfaction have a positive effect on employee performance. A comfortable work environment and harmonious working relationships can increase employee motivation and effectiveness, while job satisfaction fosters a positive attitude and responsibility in completing tasks. Thus, the work environment and job satisfaction play a significant role in improving employee performance at PT Tirtakencana Tatawarna in Karawang.

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.

Employee retention is a crucial aspect in maintaining smooth operations and the quality of human resources within an organization. This study aims to analyze the influence of organizational support, career development, job satisfaction, organizational culture, and work-life balance on production employee retention at PT. Lucky Textile Semarang. The study employed a quantitative approach with a survey method, distributing questionnaires to 307 respondents, selected using the Slovin formula, from a population of 1,325 production employees. Data analysis was performed using multiple linear regression using IBM SPSS Statistics 27. The results indicate that organizational support has no effect on employee retention, career development has a positive and significant effect on employee retention, job satisfaction has a positive and significant effect on employee retention, organizational culture has a positive and significant effect on employee retention, and work-life balance has a positive and significant effect on employee retention. These findings confirm that internal factors related to personal development, job satisfaction, and a healthy work culture are the most important factors in employee retention decisions. Therefore, companies need to prioritize career advancement strategies, improve working conditions, and strengthen organizational culture to maintain a competent workforce in the long term.