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The Information System registration module for the Regional Taxpayer Identification Number (NPWPD) was developed using the Laravel framework and implemented by the Taxpayer Identification Agency (BPPKAD) at Kediri City. The system was designed to digitize the NPWPD registration process, which was previously done manually. This traditional approach often led to long queues, extended processing times, and, at times, errors in data entry. The new system offers several key advantages, including an online registration form that allows taxpayers to upload required documents such as photos of ID cards, business locations, and other necessary paperwork. Data validation is performed by officers to ensure accuracy, and automatic notifications are sent to taxpayers, informing them of the status of their applications. The implementation of this system has had several positive impacts, such as significantly improving the efficiency of administrative processes, reducing the manual workload for officers, and increasing transparency and accountability in public services. Moreover, it has improved customer satisfaction by providing faster, more accurate, and more responsive services. This system supports the creation of a streamlined, user-friendly, and effective method for taxpayers to register for NPWPD online, enhancing the overall quality of public sector service delivery.

This research aims to improve the mathematics learning outcomes of Grade VII B students at SMP Darul Ulum 5 Rebalas through the implementation of Madurese language-based ethnomathematics. The study is motivated by the students' difficulties in understanding mathematical concepts delivered in formal Indonesian, as their daily communication relies on the specific Madurese dialect of Rebalas Village. This study employs the Classroom Action Research (CAR) method using the Kemmis and McTaggart model, conducted in two cycles. Each cycle consists of planning, action, observation, and reflection stages. The subjects of this research were 28 students from class VII B. The research instruments included test instruments in the form of group Student Worksheets (LKPD) and observation sheets for both teacher and student activities. The material focused on the topic of Lines and Angles. The results indicated an improvement in student learning outcomes from Cycle I to Cycle II. In Cycle I, the average group score was 80.2, which increased to 88 in Cycle II. Observations of student activities also showed a shift from passive participation in Cycle I to active and enthusiastic engagement in Cycle II. Furthermore, teacher observations showed significant improvement; initial issues regarding time management and excessive workloads were resolved, resulting in more enthusiastic and punctual teaching delivery. These findings demonstrate that the use of Madurese-based ethnomathematics helps students grasp mathematical terms more easily, increases discussion participation, and creates a more comfortable and interactive classroom atmosphere, thereby leading to improved learning outcomes.

This study aims to analyze the influence of Innovative Work Behaviour, Upskilling, and Work Ethic on the Health Workers Performance with Intention to Stay as an intervening variable at RSUD Sumberrejo. The background of this research stems from challenges in improving service quality, high workload, and the need to strengthen competency and retention among health workers. The study employs a quantitative approach using a survey method through the distribution of questionnaires, with data analyzed using Partial Least Squares–Structural Equation Modeling (PLS-SEM) through SmartPLS version 4.0. The population consists of 216 employees, and the sampling technique used is non-probability sampling, resulting in 140 respondents. The findings reveal that Innovative Work Behaviour, Work Ethic, and Intention to Stay have a significant positive effect on the performance of health workers. In addition, Innovative Work Behaviour and Work Ethic significantly influence Intention to Stay. However, Upskilling shows a positive but non-significant effect on both Intention to Stay and Performance, indicating that skill enhancement requires managerial support and motivation to contribute effectively to employee performance. Intention to Stay serves as a mediating variable in several relationships among the constructs. Strengthening innovative behaviour, work ethic, and competency development, accompanied by appropriate retention strategies, is essential for improving the performance of health workers in regional hospitals. Future studies are recommended to develop the research model by incorporating additional variables that may have stronger effects on Intention to Stay and Performance.

This study aims to examine the effects of workload, job stress, and work spirit on employee performance at PT Victory International Futures Surabaya, a financial services company operating in the highly demanding futures trading industry. Employing a quantitative descriptive–correlational approach, data were collected using a Likert-scale questionnaire and analyzed through multiple linear regression using JASP and Partial Least Squares–Structural Equation Modeling (PLS-SEM) using WarpPLS, which is suitable for addressing multicollinearity issues and relatively small sample sizes (n = 37). The findings reveal that workload and job stress have significant negative effects on employee performance, whereas work spirit has a significant positive effect and emerges as the most dominant predictor. These results reinforce the Job Demands–Resources (JD–R) theory, which posits that job demands such as workload and stress can reduce performance when not balanced with adequate psychological resources like work spirit. Practically, the study recommends that management optimize workload distribution, implement stress management strategies, and strengthen employee motivation to improve performance sustainably. The study is limited by its small sample size and single-company focus, suggesting that future research should expand the organizational context and incorporate additional variables such as job satisfaction or organizational commitment.  

This study investigates the impact of intrinsic motivation, workload, and competence on job satisfaction, exploring its implications for employee performance, with job satisfaction serving as a mediating variable. A quantitative approach was employed, utilizing Partial Least Squares Structural Equation Modeling (PLS-SEM) for data analysis collected via questionnaires. The results reveal that intrinsic motivation has a positive but insignificant impact on job satisfaction and performance. Workload significantly improves job satisfaction but does not affect performance, while competence significantly enhances both job satisfaction and performance. Additionally, job satisfaction positively affects employee performance. The mediation analysis reveals that job satisfaction mediates the relationship between competence and workload on performance, but does not mediate the relationship between intrinsic motivation and performance. These findings highlight the critical roles of competence and job satisfaction in improving employee performance, suggesting that intrinsic motivation and workload may require additional factors, such as compensation and work environment, to be more effective.

This research is motivated by the high risk of fatigue experienced by ship crews during voyages, which directly affects occupational safety and mental well-being. Fatigue arises from long working hours, inadequate rest time, heavy workloads, and extreme environmental conditions such as high temperatures, engine noise, and vessel vibrations. On the MT. Sultan Mahmud Badaruddin II, the problem becomes more complex due to the tight work rhythm, short berthing periods, and fast, repetitive loading–unloading activities. Harsh weather conditions, short but intensive sailing distances, and limited relaxation facilities make the crew increasingly vulnerable to both physical and mental fatigue. In addition, a work culture that tends to be authoritarian and lacks communication exacerbates psychological pressure, especially when crew members find it difficult to report their fatigue to superiors. This study uses a qualitative method through direct observation and interviews with all crew members in the deck and engine departments. The aim is to analyze the influence of the work environment and work culture on fatigue levels onboard. The results show that environmental factors such as high temperatures, narrow workspaces, and vessel instability significantly affect physical fatigue. Meanwhile, mental fatigue is triggered by ineffective communication, hierarchical pressure, and an unsupportive work culture. These findings align with the perspectives of Mathis and Jackson and comply with the provisions of the STCW 2010 and MLC 2006, which emphasize the importance of regulating working hours and fatigue management. Overall, optimizing rest hours, improving the work environment, and reforming organizational culture are required to reduce fatigue risks.

The rapid digital transformation occurring in the field of education, particularly through the integration of artificial intelligence (AI), has created new opportunities for improving learning efficiency, personalizing instruction, and supporting educators’ workloads. However, these advancements also bring forth significant philosophical challenges, especially the potential for dehumanization within the educational process. This article examines how technology influences the fundamental human dimensions of learning and how the concept of humanization can serve as an ethical framework for designing and implementing educational technologies. AI-based digital learning environments often position learners as data objects, reducing the dialogical, empathetic, and relational aspects that are fundamental to humanistic education. Drawing on philosophical perspectives from existentialism and humanism, this study evaluates the potential threats to student autonomy, critical thinking, and character formation. Furthermore, it explores how the human–technology relationship can be ethically framed through the theory of technological mediation and Paulo Freire’s notion of liberatory education. The analysis indicates that technology can be humanized by emphasizing meaningful interaction, ensuring algorithmic transparency, and strengthening the role of teachers as mediators of values and empathy. Ultimately, the article argues that the benefits of AI in education can only be fully realized when technological development and implementation are guided by an ethical orientation that places human beings at the center. This study contributes to ongoing discussions on the role of technology in education and provides a critical perspective aimed at minimizing the risk of dehumanization in an era increasingly shaped by AI-driven digital learning.

This study aims to comprehensively analyze the influence of workload and work environment on employee performance at PT Bintang Matrik Indonesia, Bekasi City, both partially and simultaneously. The background of this research lies in the importance of optimal human resource management to enhance company effectiveness and efficiency. An unbalanced workload can lead to physical and mental fatigue, reducing motivation and productivity, while an unsupportive work environment may decrease employee comfort and job satisfaction. This study uses a quantitative research method with the Slovin sampling technique and data collection through questionnaires distributed to company employees. Data analysis was conducted using classical assumption tests and multiple linear regression to examine the relationships between variables. The results indicate that both partially and simultaneously, workload and work environment have a positive and significant effect on employee performance. Therefore, the company should pay greater attention to workload balance and create a safe, comfortable, and supportive work environment to improve employee performance and loyalty.

The study aims to improve the passion fruit syrup production system at Harisma Home Industry, which has been hindered by an inefficient facility layout and complicated raw material flow. These issues lead to longer processing time, higher operator workload, and reduced production capacity. To solve this, the research uses the Activity Relationship Chart (ARC) and Total Closeness Rating (TCR) to evaluate and redesign the layout. TCR results show that the Raw Material Warehouse has the highest priority with a score of 119, requiring an Absolutely Important (A) relationship with the Production Room. The Parking Area and Waiting Room also fall into the Absolutely Important category, as they support smooth movements of materials and visitors. Meanwhile, the Toilet has a Very Important (E) relationship with the Waiting Room due to comfort and accessibility needs. Based on these proximity requirements, a new layout was designed by placing the Raw Material Warehouse next to the Production Room to create a faster and more efficient material flow. Other facilities were rearranged to minimize unnecessary movement. This new layout is expected to streamline processes, reduce congestion, and enhance overall capacity and operational performance.

The rapid development of the digital era has led to a major shift in the modern workplace, with over 1.5 billion people spending more than six hours daily in front of computer screens. This working condition poses significant occupational health risks, including Musculoskeletal Disorders (MSDs) such as Low Back Pain (LBP) and neck strain, with a global prevalence of 60-80%. Furthermore, prolonged screen exposure and high workload contribute to mental health issues like chronic stress and digital fatigue. This community service aimed to increase awareness among PT. XYZ employees regarding the importance of integrated ergonomics to achieve optimal productivity. The method used was an informative sharing session through a presentation and discussion. The material emphasized a three-pronged intervention approach: physical ergonomics (workstation adjustment), technology-based interventions (wearable devices, break reminder apps, and electromagnetic radiation prevention), and mental well-being integration (mindfulness and relaxation techniques). The results showed a significant increase in participant understanding of the health risks and the practical steps to implement integrated ergonomic solutions. It was found that combining technology-based reminders and mindfulness exercises can reduce health complaints by up to 40% better than physical interventions alone. The implication of this service is the recommendation for PT. XYZ to adopt an integrated ergonomic policy that addresses physical, technological, and mental aspects to create a healthier, safer, and more productive work environment for its employees.

The purpose of this study is to examine and explain the influence of workload on job satisfaction with job stress as a mediating variable at PT. BPR Karya Artha Sejahtera Indonesia. This research employs a quantitative causality approach with a sample of 86 respondents selected using a saturated sampling technique. Data were collected through questionnaires and analyzed using inferential analysis with the SEM-PLS (Structural Equation Modeling – Partial Least Squares) method through the SmartPLS version 4.0 software. The results indicate that workload has a positive effect on job stress and a negative effect on job satisfaction. Job stress has a negative effect on job satisfaction and is proven to mediate the relationship between workload and job satisfaction. These findings support the two-factor theory and emphasize that poorly distributed workload can cause employees to experience stress at work. Job stress can reduce employees’ satisfaction with their jobs. This study is expected to provide practical contributions to the research site in improving job satisfaction by considering workload and job stress.

This study aims to analyze the effect of workload on work stress and work life balance among employees of PT. Hatten Bali Tbk Distribution Division, as well as to examine the mediating role of work life balance in this relationship. This study uses a quantitative approach with a causal associative design. All employees of the distribution division, totaling 36 people, were used as respondents through the census method. Data were collected through questionnaires and interviews, then analyzed using path analysis with IBM SPSS. The results show that workload has a positive and significant effect on work stress, and has a negative and significant effect on work life balance. Work life balance has a negative and significant effect on work stress and is proven to mediate the effect of workload on work stress. These findings indicate that proper workload management and the creation of balance between work life and personal life are crucial to reduce employee work stress and improve their well-being.

This study aims to determine the description of work motivation, workload, and employee performance, as well as to analyze the magnitude of the influence of work motivation and workload on employee performance, both partially and simultaneously. The research method used is descriptive and verification with a quantitative approach. The study population includes all employees of the Bogor City Regional Revenue Agency, namely 83 ASN, who were used as respondents using a non-probability sampling technique through a saturated sampling approach. The results of the study indicate that the description of work motivation, workload, and employee performance are generally included in the sufficient category. Based on the results of the determination test, it is known that work motivation has a 53.5% effect on employee performance, while workload has a 13.9% effect on employee performance. Simultaneously, work motivation and workload have a 61.9% effect on employee performance. Thus, the results of the hypothesis test prove that work motivation and workload have a significant effect on employee performance.

This research investigates the impact of the work environment and workload on job satisfaction among employees in the Operational Logistics Division at Pos Indonesia, Surabaya Main Branch. A quantitative method was applied with a total of 45 respondents selected through a saturated sampling technique. Data were obtained using interviews, questionnaires, and observations based on a Likert scale, and analyzed using Partial Least Square (PLS). The results reveal that the work environment has a positive and significant effect on job satisfaction, while workload has a negative and significant effect. These findings indicate that an improved work environment increases employee job satisfaction, whereas higher workloads tend to decrease it.

This research explores how transformational leadership, work environment, and workload affect the organizational commitment of the Kebumen Regency Education, Youth, and Sports Office. This census-based quantitative study used a sample of 120 respondents, and data were collected through questionnaires. Validity, reliability, and classical assumptions were tested before the analysis. Multiple linear regression analysis was conducted using SPSS 26 to test the relationships between variables. The findings reveal that transformational leadership does not have a significant effect on organizational commitment. On the other hand, an excellent work environment greatly enhances employee welfare and has a substantial positive impact on organizational commitment. Workload is also found to positively affect organizational commitment, as a proportional workload encourages higher levels of employee accountability. Together, these three independent variables explain 55.4% of the variance in organizational commitment, with other factors accounting for the remaining portion. The study concludes that improving the work environment and managing workload effectively are key factors in increasing organizational commitment.

An organization's inability to build employee loyalty amidst competitive business pressures can have a direct impact on productivity, operational efficiency, and the retention of key talent. This study aims to analyze the role of job satisfaction as a key mediator in increasing employee loyalty at PT. Dua Kelinci. This study used a quantitative approach with a survey method by distributing questionnaires to a total of 190 active employees of PT. Dua Kelinci. Data were analyzed using Structural Equation Modeling based on Partial Least Squares (SEM-PLS). The results showed that Motivation, job stress, and job satisfaction were proven to have a significant effect on employee loyalty, while the work environment, workload, and work rewards did not have a significant direct effect. However, the job satisfaction variable was able to significantly mediate the relationship between Motivation, job stress, work environment, and workload on employee loyalty, but did not significantly influence employee loyalty through job satisfaction. These findings confirm that job satisfaction is not only the result of good working conditions, but also a key factor in building and strengthening employee loyalty indirectly. Practically, this study provides an important contribution to companies in designing strategies to increase employee loyalty. Theoretically, this study enriches the literature on mediation mechanisms in employee behavior models, particularly in the context of the manufacturing industry.

The growing demand for integrated Islamic schools to deliver high-quality education that emphasizes both academic excellence and character development has encouraged the adoption of Total Quality Management (TQM) as a modern and relevant management approach. TQM is considered appropriate because it highlights continuous improvement, active involvement of all school members, and a strong focus on customer satisfaction within the educational context. This study aims to analyze the implementation of TQM in improving school quality at three integrated Islamic junior high schools: SMP IT Al-Khoiriyyah, SMP IT Nurul Islam, and SMP IT Baitul Anshor. The research employed a qualitative method using a multi-case study design. Data were collected through in-depth interviews, direct observations, and document analysis involving principals, vice principals, teachers, educational staff, students, and parents. Data analysis followed the stages of reduction, presentation, and inductive conclusion drawing. The findings indicate that TQM implementation in all three schools followed four main stages: planning, organizing, implementation, and monitoring and evaluation. During planning, TQM principles were embedded in School Work Plans, the PDCA cycle was applied, and stakeholders were actively involved. Organizing focused on quality-based structures, clear task distribution, and teamwork. Implementation included quality-oriented learning, teacher development, extracurricular activities, and integrated Islamic programs, while monitoring involved supervision, internal audits, evaluation meetings, and feedback systems. Supporting factors included visionary leadership, Islamic work culture, and parental support, while challenges involved limited facilities, uneven teacher competencies, and heavy workloads.

This study examines job satisfaction among outsourcing employees in the Pelayanan Teknis Timur (PTT) Division of PDAM Surya Sembada Surabaya, with particular attention to the effects of workload and work environment. PDAM Surya Sembada Surabaya, a company specializing in the processing and distribution of clean water in Surabaya, frequently encounters job dissatisfaction attributed to excessive workload and suboptimal work conditions. A quantitative research design was implemented, utilizing structural equation modeling (SEM) with SmartPLS software for data analysis. Saturated sampling was applied, resulting in a sample of 57 respondents. The findings indicate that increased workload tends to reduce job satisfaction, while improvements in the work environment are associated with higher job satisfaction.

The Gas and Steam Power Plant (PLTGU) utilizes exhaust heat from gas turbines to produce steam, which is then used to drive steam turbines. One of the critical processes in this system is seawater desalination, which requires reliable measuring instruments to ensure the continuity and quality of the water supply. The Differential Pressure Flow Transmitter type Azbil JTD920S is used to measure fluid flow rates at four main points: Sea Water Flow (feed), Distillate Water Flow, Condensate Water Flow, and Sea Water to Ejector Condenser Flow. A decline in transmitter performance may occur due to environmental factors, corrosion, and high workload, making periodic preventive maintenance (PM) essential. This study aims to analyze the transmitter’s performance by comparing PM data with the manufacturer’s maximum specifications using literature studies, direct observation, and interviews. The calculation results show that the highest performance levels are found in the Distillate Water Flow (73.53%) and Sea Water to Ejector Condenser Flow (73.87%) lines, while the lowest is in the Condensate Water Flow (49.00%). These findings emphasize the importance of close monitoring of high-performance transmitters to prevent premature failure and maintain the efficiency of the desalination process.

The rapid development of information technology and increasing global competition require companies to continuously improve human resource performance. One effort that can be done is by paying attention to the workload received by employees and the compensation system provided. The background of this study is based on the declining trend of employee performance in the last three years, which indicates that performance is not yet fully optimal. This study uses a descriptive quantitative approach. Data were obtained by distributing questionnaires to 50 respondents working in various divisions. The data analysis technique used multiple linear regression with the help of SPSS version 25. The results of the study indicate that workload and compensation simultaneously have a significant effect on employee performance, with a coefficient of determination (R²) of 59.5%. The results show that: 1). Workload has a negative and significant effect on Employee Performance, 2). Compensation has a positive and significant effect on Employee Performance. These findings indicate that employee performance can be improved through a balanced distribution of workload and the provision of appropriate and fair compensation. The implications of this study provide a basis for companies in developing more effective human resource management strategies oriented towards improving performance.