Publication Search

This study aims to analyze how work skills and work flexibility affect work productivity through job satisfaction as an intervention variable among Gojek partners in the Malang City area. This study uses a quantitative methodology with a causality design. Using simple random sampling, questionnaires were sent to 120 selected Gojek partners to obtain initial data. A Structural Equation Modeling (SEM) based on linear regression analysis was used to analyze the data. This was done using the SPSS program. The results of the study indicate that work skills and work flexibility positively and significantly affect the productivity of Gojek partners. In addition, job skills and work flexibility also have a positive and significant effect on job satisfaction. Job satisfaction is also proven to have a positive and significant effect on work productivity, and also functions as a mediating variable in the relationship between job skills and work flexibility and work productivity. The results show that job satisfaction can increase with job skills and a more flexible work environment. Ultimately, this will have an impact on increasing the productivity of Gojek partners. It is hoped that this research will help digital platform managers create more flexible and sustainable HR management strategies.

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.

This study aims to analyze the role of mental health as a moderation variable in the relationship between work facilities and employee job satisfaction. Adequate work facilities are generally thought to be able to increase job satisfaction, but these effects can vary depending on the individual's psychological condition, particularly mental health. This research is motivated by the importance of a holistic approach in human resource management, which includes both physical and psychological aspects of the work environment. The research method used was a quantitative approach with survey techniques to 150 respondents working in the public service sector in urban areas. The data collection instrument was in the form of a closed questionnaire with a Likert scale, and hypothesis testing was carried out through moderation regression analysis using the help of SPSS software. The results of the study show that work facilities have a positive and significant influence on employee job satisfaction. In addition, it was found that mental health played a significant role as a significant moderation variable in the relationship. This means that the influence of work facilities on job satisfaction becomes stronger or weaker depending on the level of mental health possessed by employees. These findings underscore the importance of organizations not only focusing on improving physical work facilities, but also paying attention to and managing employees' mental health as an integral part of strategies to improve well-being and work productivity. Interventions such as counseling programs, work-life balance, and stress management training need to be considered as part of the organization's policies. This research makes a theoretical contribution in enriching the understanding of the role of psychological variables in job satisfaction dynamics, as well as a practical contribution to management in designing a healthier and more productive work environment.

This community service activity aims to provide health check-ups and awareness programs for fishermen in Galesong Takalar, Makassar, South Sulawesi. Fishermen are vulnerable to various health issues due to prolonged exposure to extreme weather conditions, lack of nutrition, and high physical workload. The program includes general medical check-ups, awareness sessions on occupational health risks, and distribution of basic health kits. The methods used involve community engagement, collaboration with local health centers, and participatory discussions. The results indicate increased health awareness and early detection of common diseases among fishermen, which can improve their quality of life and work productivity.

This research aims to examine the influence of employee well-being and interpersonal relationships on work productivity with job satisfaction as an intervening variable using primary data obtained by distributing questionnaires to 73 employees, namely at PTP Inti 4 Kinali Pasaman Barat. The results of this research show that (1) there is a positive and significant influence between employee well-being and job satisfaction. (2) there is a positive and significant influence between interpersonal relationships on job satisfaction (3) there is a positive and significant influence between employee well-being on work productivity. (4) there is a positive and insignificant influence between interpersonal relationships and work productivity. (5) there is a positive and insignificant influence between job satisfaction and work productivity. (6) there is a positive and insignificant influence between employee welfare on work productivity through job satisfaction. There is a positive and insignificant influence between interpersonal relationships and job satisfaction.

This study aims to analyze the influence of training and work motivation on employee turnover at the BIPTAK Training Center in Semarang City. Employee turnover is a challenge for organizations as it can affect stability and work productivity. This research employs a quantitative approach using multiple linear regression analysis to examine the relationship between the independent variables—training and work motivation—and the dependent variable—employee turnover. The findings indicate that training has a negative and significant effect on employee turnover, meaning that the better the training provided, the lower the employee turnover rate. Additionally, work motivation also has a negative and significant effect on employee turnover, suggesting that the higher the work motivation, the lower the likelihood of employees leaving the company. These findings highlight the importance of improving training programs and motivation strategies to reduce employee turnover rates within organizations.

This study aims to analyze how the number of job placements and workload in increasing employee motivation and productivity at PT. Clean Healthy. With the unit of analysis are employees at PT. Clean Healthy. This study used descriptive qualitative research method. The data collection methods used were observation, documentation studies, and in-depth interviews with informants. The collected data is analyzed descriptively with the flow of documentation studies, reducing data, presenting data, drawing conclusions. In order to obtain the validity of the data, an analysis is carried out through the validity of trust, the validity of transferability, the validity of dependence, and the validity of certainty. From the results of this study, it can be concluded that from the results of interviews with key informants, the role of balance between the number of job placements and workload is very important in an effort to increase employee motivation and productivity at PT. Clean Healthy. Increasing motivation and work productivity is very important to strive for optimal achievement of company goals. Effectiveness and Efficiency are very important considerations in implementing a balance between the number of workers in each job placement position at PT. Clean Healthy with the workload delegated to every employee at PT. This Healthy Clean. Then from the results of interviews with informants, researchers found information that said that in some job placement positions at PT. Bersih Sehat is said to still be unbalanced in the number of workers. Then from the results of interviews with informants, researchers found information that said that in some job placement positions at PT. Bersih Sehat is said to have a workforce that is still not balanced with the workload it delegates. So that it can have an impact on increasing their motivation and work productivity. Thus PT. Bersih Sehat is considered necessary to review its application to the number of workers in each job placement so that it can be balanced with its workload as an effort to increase the motivation and work productivity of its employees.

This research aims to explore and analyze the role of diversity and equality in modern organizations. The research method used is a qualitative approach, by conducting case studies of several different organizations in the private sector. Data was collected through in-depth interviews with senior managers, employees, and through analysis of internal company documents. The results show that diversity in terms of background, gender, and expertise can contribute significantly to innovation and creativity within organizations. Meanwhile, the implementation of equality in organizational policies and practices has a positive impact on employee satisfaction, loyalty, and work productivity. Analysis using VOSviewer showed that key concepts that emerged included inclusiveness, fairness, collaboration and respect for individual uniqueness. Nonetheless, challenges related to conflict management, organizational culture adaptation, and managing change remain a key focus in the implementation of diversity and equality in various organizational contexts. The findings provide a deeper understanding of how organizations can leverage diversity and equality as strategic resources to achieve competitive advantage and sustainable growth in an increasingly complex global marketplace.

Personal protective equipment is a tool used to protect part or all of the body from existing risks. Work related to pesticides can be said to be one of the jobs that has a high level of risk of danger. Personal protective equipment for farmers related to the use of pesticides must be considered because it is one of the preventive and control measures for the risks that farmers will receive. Farmers who do not use personal protective equipment will experience a decline in their health status and work productivity. Farmers who spray pesticides are at risk of experiencing various health problems, Acute Poisoning Symptoms such as dizziness, nausea, vomiting and headaches. Farmers who spray pesticides are at high risk of experiencing various health problems due to exposure to dangerous chemicals. Symptoms such as skin and eye irritation, as well as respiratory problems, Chronic effects Diseases that develop over time, such as endocrine disorders, organ damage, cancer, and reproductive problems. Long-term health problems such as nervous system disorders, respiratory problems, reproductive disorders, and increased risk of cancer. Eye Irritation Direct contact with pesticides can cause skin and eye irritation. The personal protective equipment that can be used includes gloves, masks, safety glasses, long-sleeved clothes and shoes. The method used in writing this journal uses a literature review approach. The sources used in this literature review come from journals obtained from Google Schoolar.

Motivation is a drive that arises within an individual, whether consciously or unconsciously, to perform an action with a specific goal in mind. Motivation at work is closely related to performance evaluation, which reflects the outcomes of tasks carried out by individuals or teams. Performance evaluation is an essential element within an organization that shapes the expectations of each member. With performance evaluation, each individual feels that their efforts and hard work are appreciated by the company. Recognition of job performance achievements serves as a return for the work done and can boost work morale, encouraging employees to work more systematically and enthusiastically towards achieving better results. Therefore, this study aims to understand the impact of motivation on performance evaluation, as well as the relationship between work motivation and work productivity..

This research aims to determine and try to analyze the influence of discipline and cooperation on work productivity with job satisfaction as an intervening variable at PT. Wilmar Nabati Padang. This research is a Structural Equation Modeling (SEM) model with the SmartPLS 3.0 analysis tool. The population and sample of this research are employees of PT. Wilmar Nabati Padang. The research results found that there is an influence between discipline and job satisfaction. There is an influence between Collaboration on Job Satisfaction. There is an influence between discipline and work productivity. There is no influence between Collaboration on Work Productivity. There is an influence between Job Satisfaction and Work Productivity. Job Satisfaction mediates Discipline on Work Productivity. Job Satisfaction mediates Collaboration on Work Productivity.

The purpose of this study was to determine the relationship between increasing skills, self-motivation and workforce supply strategies that directly and indirectly affect HR career development through work productivity as an intervening variable. This study only describes the effect of career advancement through skill improvement, HR self-motivation and labor supply strategies by the government that affect HR work productivity, where skill improvement, self-motivation and workforce provision are government programs to help improve career advancement through work productivity. . The novelty of this research is improving skills, self-motivation and strategies for providing manpower to increase HR careers and work productivity. The research method used in this research is descriptive quantitative research method using path analysis. Partially, only the skill improvement and self-motivation variables have a positive and significant effect on the work productivity variable and the HR career improvement variable. Meanwhile, simultaneously, the variables of increasing skill and self-motivation have a positive and significant effect on the work productivity variable through the HR career improvement variable as an intervening variable. With the increase in the skills possessed by HR, they will always motivate themselves to be better and can increase their competence, so that it will affect their ability to be productive, so as to be able to create work productivity of each individual which leads to increased employee performance.

This study aims to determine the effect of work ability, incentives, and work discipline on work productivity at PT. Nayati Indonesia Semarang. The population in this study were all production employees at PT. Nayati Indonesia Semarang. The sample used was 82 respondents with simple random sampling technique. The data used is primary data, with data collection techniques using interviews and questionnaires, and data analysis used is multiple linear regression analysis. The results showed that the value of the coefficient of determination was 0.685, meaning that the variables of work ability, incentives, and work discipline could explain the variation in work productivity variables of 68.5%. The results of hypothesis testing with the statistical t test show that (1) Work ability has a positive and significant effect on work productivity, (2) Incentives have a positive and significant effect on work productivity, and (3) Work discipline has a positive and significant effect on work productivity.