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This study examines the impact of green talent management practices on HR performance quality in eco-friendly hotels in Central Java, Indonesia, using a phenomenological approach. Through in-depth interviews with 24 participants across six star-rated hotels, direct observation, document analysis, and focus group discussions, the research explores how green HRM practices influence employee performance and career development opportunities for young talent. The findings reveal that eco-friendly hotels have implemented various green talent management practices including environmentally-conscious recruitment, sustainability training, green performance management, and employee involvement in environmental initiatives. These practices positively impact multiple dimensions of employee performance: task performance through improved resource efficiency; contextual performance through enhanced teamwork; adaptive performance through increased innovation capability; and environmental performance through strengthened pro-environmental behaviors. The effectiveness of these practices is influenced by top management commitment, integration with business strategy, training quality, organizational culture, and resource availability. Young employees perceive involvement in green initiatives as valuable for developing leadership skills, expanding professional networks, and enhancing market competitiveness, although they identify the need for clearer sustainability-focused career paths. The study contributes to GHRM and talent management literature by explicating the mechanisms linking green talent management with performance outcomes in the hospitality industry context, while providing practical implications for hotel managers seeking to enhance both environmental sustainability and human resource performance. The research underscores the importance of a holistic approach to green talent management that aligns environmental priorities with employee development and organizational strategy.

This research was conducted to determine the role of talent management and performance allowances in improving employee performance through organizational commitment at the Central Java Province Department of Industry and Trade. The research method uses quantitative research. The sample taken was 182 employees. Data analysis in this study used the Partial Least Square (PLS) method with calculations using Smart PLS 4.0 software. The research results concluded that talent management variables have a role in improving employee performance and organizational commitment, performance allowances play a role in increasing organizational commitment but do not play a role in improving employee performance, organizational commitment plays a role in improving employee performance.

This research is motivated by the low performance of employees which can be seen from the quality and quantity of work that is still not in accordance with the planning. The low performance of employees is thought to be influenced by ineffective communication, low employee commitment, and organizational culture that is still not conducive. The purpose of this study is to determine how communication affects organizational performance, how commitment affects organizational performance, how organizational culture affects organizational performance, and how communication, commitment and organizational culture together affect organizational performance. The method used in this study uses a quantitative descriptive method. To analyze it, statistical correlation and multiple regression test data analysis was used using SPSS version 22.00. The results of the study obtained provide the conclusion that communication has a positive and significant effect on organizational performance, commitment has a positive effect on organizational performance, organizational culture has a positive effect on organizational performance and communication, commitment and organizational culture together affect organizational performance.

This study aims to evaluate the implementation of Green Human Resource Management (GHRM) policies and their impact on the performance and career development of young talent in star-rated hotels in Semarang City that have adopted the Green Hotel concept. Using a qualitative approach and case study design, data were collected through semi-structured interviews with young employees, HR managers, and hotel management, as well as direct observation and document analysis. The results show that GHRM practices, such as recruitment and selection, training and development, performance appraisal, and employee involvement, have been implemented with varying levels of depth across these hotels. GHRM practices have been shown to positively impact the performance of young employees and open up career development opportunities. However, the effectiveness of GHRM implementation is influenced by various factors, such as management commitment, policy clarity, training quality, resource availability, organizational culture, and communication and feedback systems. The findings of this study contribute theoretically to the GHRM and strategic HRM literature and provide practical implications for HR management in the hospitality industry in supporting sustainable tourism development. These results highlight the importance of synergy between GHRM policies and managerial commitment in creating a work environment that supports sustainability and employee career development, particularly for young talent who have the potential to become future leaders.

This study aims to evaluate the impact of Work-Life Balance, Employee Internal Marketing, and Corporate Culture on Organizational Citizenship Behavior (OCB) among employees of PT XYZ Cikarang. OCB is a voluntary action taken by employees to improve organizational performance beyond their official responsibilities. An optimal work-life balance can improve employee well-being and strengthen their commitment to the company. Internal Employee Branding serves to strengthen employees' identity and relationship with the company, while Corporate Culture forms values and norms that encourage constructive behavior in the work environment. This study applies a quantitative method with a multiple regression analysis approach. Information was obtained through questionnaires distributed to employees of PT XYZ Cikarang. The research findings indicate that work-life balance, internal marketing for employees, and organizational culture have a positive and significant impact on OCB, both separately and together. The main factor that is most influential in strengthening OCB is Organizational Culture, which shows the important role of company values and norms in shaping employee attitudes. The findings suggest that companies should improve work-life balance, strengthen internal brands, and create a supportive organizational culture to encourage employees to perform behaviors that go beyond their responsibilities.

Employee performance is one of the important factors that must be prioritized in order to be able to face and win competition at both national and global levels. The full performance of workers in carrying out their duties, whether an employee's performance is good or bad, is determined by their performance. This research aims to determine the influence of work experience, organizational citizenship behavior (OCB), commitment on employee performance at PT. Pelabuhan Indonesia (Persero) Regional I. The method in this research is the Quantitative Method, the number of samples for this research is 110 respondents. Data collection techniques in this research are questionnaires, observation, pre-survey interviews, data analysis using multiple linear regression tests and descriptive statistics. Data management in this research uses SPSS 25 for Windows. Based on the research results, it shows that work experience has a positive and significant effect on employee performance with a significant value of 0.039, organizational citizenship behavior (OCB) has a positive and significant effect on employee performance with a significant value of 0.040, and commitment has a positive and significant effect on performance with a significant value. of 0.001. work experience, organizational citizenship behavior (OCB) and commitment simultaneously influence work productivity in PT, Pelabuhan Indonesia (Persero) Regional I employees with a sig value of 0.000.

Employee commitment in an organization is not just carrying out their duties and obligations as employees in accordance with their job descriptions, but doing their best with their thoughts, attention, ideas, and dedication to produce the best for the organization. The problem that occurred at X Hospital Central Jakarta was the decreasing employee commitment related to the lack of employee intensity to stay working for a long time at X Hospital Central Jakarta and there were still employees who left the work hours room with a percentage of 27%, thus reducing the overall performance of the hospital and the lack of supporting work facilities. The purpose of this study was to analyze the influence of democratic leadership style and organizational culture simultaneously on employee commitment mediated by the work environment. This research method is quantitative causality against 64 non-medical employees who have worked for at least 6 months at X Hospital Central Jakarta. The sampling method was total sampling. The data analysis method used was the Three Box Method and the Path Analysis Method with SEM AMOS. The results of the study found that democratic leadership style and organizational culture simultaneously have a positive effect on employee commitment with the mediation of the work environment, democratic leadership style does not affect employee commitment, democratic leadership style does not affect the work environment, organizational culture does not affect employee commitment, organizational culture has a positive effect on the work environment, the work environment has a positive effect on employee commitment. The implications of the study in theory will prove the influence of research variables and in managerial terms will further improve the system of facilities for work facilities and improve communication between leaders and employees in hospitals. Suggestions for the need for attention from the hospital management to improve work facilities and improve communication between leaders and employees.

The objective of this study is to analyze the impact of organizational commitment and job satisfaction on personnel performance, with work discipline as a mediating variable. The study population includes all 115 employees of the Support Company, Yonif 753/AVT Korem 173/PVB Kodam XVII/Cenderawasih, with a sample size of 98 respondents selected using the census method. Data were analyzed using regression analysis and processed with SPSS. The results indicate that organizational commitment and job satisfaction have a positive and significant effect on work discipline. Work discipline also has a positive and significant impact on personnel performance. Furthermore, organizational commitment and job satisfaction positively and significantly influence personnel performance. The Sobel test demonstrates that work discipline can mediate the effects of organizational commitment and job satisfaction on personnel performance

This study aims to determine the effect of Total Quality Management (TQM), work motivation, and organizational commitment on managerial performance at PT Semen Padang using a quantitative approach method. The population in the study were all managers and senior managers working at PT Semen Padang totaling 140 people. In this study, the sampling technique used the purposive sampling method. The sources in this study were employees who held managerial positions at PT Semen Padang. The data collection method that will be used in this study is a questionnaire. Data were processed using SPSS 25.0. The results of the study indicate that Total Quality Management and work motivation have a positive and significant effect on managerial performance, organizational commitment does not have a significant effect on managerial performance. Total quality management, work motivation and organizational commitment have a significant positive effect on managerial performance at PT Semen Padang.

The research analysis aims to find out whether motivation, job satisfaction and organizational commitment influence employee performance. The data analysis technique used is an associative research method with the help of the SPSS version 19 program. This research uses multiple linear regression analysis. The sample in this study was 60 respondents. Primary data collection uses a questionnaire. The research results show that the t value is 2.432 > t table of 2.00 with a significant value of 0.019 < 0.05, so the hypothesis H1 is accepted and H0 is rejected, meaning that motivation has a partially positive and significant effect on employee performance at PT Gergas Utama. The t value is 3.926 > t table of 2.00 with a significant value of 0.000 < 0.05, so the hypothesis H2 is accepted and H0 is rejected, meaning that job satisfaction has a partially positive and significant effect on employee performance at PT Gergas Utama. The t value is 6.545 > t table of 2.00 with a significant value of 0.000 < 0.05, so the hypothesis H3 is accepted and H0 is rejected, meaning that organizational commitment has a partially positive and significant effect on employee performance at PT Gergas Utama. The calculated F value is 45.081 which is greater than 2.78 and the significant value of 0.000 is smaller than 0.05 so it can be concluded that hypothesis 4 is accepted and hypothesis 0 is rejected so it can be concluded that motivation, job satisfaction and organizational commitment have a significant simultaneous effect on performance of PT Gergas Utama employees.  

Successful organizations need employees who will go beyond their formal duties and are willing to deliver performance that exceeds expectations. The purpose of this research is to explain the influence of perceived organizational support on organizational citizenship behavior with organizational commitment as a mediating variable in NOOK restaurant Bali employees. The theory used in this research is Social Exchange Theory. The sample in this study amounted to 90 people who were determined using saturated sampling techniques. Data was collected through distributing a Google Form questionnaire using the SMART PLS 3.0 model data analysis technique. The results of this research show that perceived organizational support has a positive and significant effect on organizational citizenship behavior, perceived organizational support has a positive and significant effect on organizational commitment, organizational commitment has a positive and significant effect on organizational citizenship behavior, and organizational commitment is able to mediate the effect of perceived organizational support on organizational citizenship behavior. It is hoped that the results of this research can be used as consideration and input for restaurant management in making policies to improve organizational citizenship behavior.    

This research examines knowledge, skills, behavior, organizational commitment, and performance in the personnel sections of each regional government organization in the Riau Islands Province. The sample used is non-probability sampling, with a study conducted on 133 personnel department employees from various regional government organizations in the Riau Islands Province. The research method is associative with a quantitative approach, utilizing Partial Least Square (PLS) analysis technique with the SmartPLS Version 3.0 program. The results of this study indicate that there is a significant influence of the knowledge variable on the performance variable, a significant influence of the skills variable on the performance variable, no significant influence of the behavior variable on performance, a significant influence of the organizational commitment variable on the performance variable, a significant influence of the knowledge variable on the organizational commitment variable, a significant influence of the skills variable on the commitment variable, no significant influence of the behavior variable on the organizational commitment variable, a direct influence of the skills variable on the performance variable with organizational commitment as an intervening variable, a direct influence of the knowledge variable on the performance variable with organizational commitment as an intervening variable, and no direct influence of the behavior variable on the performance variable through organizational commitment. The influence of knowledge, skills, and behavior on organizational commitment is 46.2%, with the remaining 53.8% influenced by other variables outside this study. Meanwhile, the influence of knowledge, skills, and behavior on performance is 66.1%, with the remaining 33.9% influenced by other variables outside this study.

The increasingly tight level of business competition has resulted in companies being faced with the challenge of improving employee performance in order to maintain the company's survival. Employee performance itself is a fairly complex problem where the level of performance can be influenced by a number of factors such as organizational commitment and job training. Work loyalty is also expected to moderate between Organizational Commitment and Training. Because employees who have a high sense of loyalty can work optimally and have a high sense of responsibility for what they do. This study aims to determine the effect of Organizational Commitment and Training on Employee Performance through Loyalty as a moderating variable at PT Bunga Jaya Jati Bintang Company. This study uses a quantitative approach with data collection techniques using questionnaires. The population of this study was 60 employees with a sample of 60 employees, who were selected as a whole and analyzed using the SPSS (Statistical Package for the Social Sciences) version 26 analysis tool. The results of this study indicate (1) Organizational Commitment has a positive and significant effect on Employee Performance, (2) Training has a positive and significant effect on Employee Performance, (3) Loyalty can moderate (strengthen) the effect of Organizational Commitment on Employee Performance, and (4) Loyalty can moderate (strengthen) the effect of Training on Employee Performance.

This research is entitled "The Influence of Organizational Citizenship Behavior, Organizational Commitment and Organizational Culture on the Performance of Production Employees with Job Satisfaction as an Intervening Variable (Case Study at PT. Casuarina Harnessido Pemalang)". The purpose of this study was to determine the effect of Organizational Citizenship Behavior, organizational commitment and Organizational Culture on the Performance of Production Employees with Job Satisfaction as an Intervening Variable. In this research using purposive sampling technique with a total sample of 90 respondents. The testing in this research was carried out by testing validity, reliability testing, classical assumption test, multiple linear regression analysis, hypothesis testing in the form of t test, F test, R2 test, path analysis and Sobel test. In this research, there is a partially significant positive effect between the OCB variable on the performance of production employees with a value of tcount > ttable (2.184>1.662), organizational commitment to the performance of production employees with a value of tcount> ttable (3.689>1.662), organizational culture on the performance of production employees. with a value of tcount > ttable (3.160>1.662), job satisfaction affects the performance of production employees with a value of tcount > ttable (2,606>1,662). From the Sobel test results show that job satisfaction mediates the effect of OCB on the performance of production employees with a value of tcount > ttable (3.0496>1.6619), job satisfaction mediates the effect of organizational commitment on employee performance. production with a value of tcount > ttable (1.7531>1.6619), job satisfaction mediates the effect of organizational culture on the performance of production employees with a value of tcount > ttable (1.9392>1.6619).

Organizational Citizenship Behavior (OCB) refers to voluntary actions that are not directly rewarded by the formal reward system but that contribute to organizational effectiveness. Organizational citizenship behavior (OCB) is a reflection of the added value of employees and contributes to job performance, job satisfaction, and organizational commitment. PT Erindo Mandiri is a company engaged in the production of bottled mineral water. This study aims to evaluate the effect of job satisfaction and organizational commitment on organizational citizenship behavior (OCB) at PT Erindo Mandiri, as well as to ascertain how HR management can improve company effectiveness through OCB. In this case, the researcher employs an associative method with the objective of discerning the impact of job satisfaction (X1) and organizational commitment (X2) on the organizational citizenship behavior variable (Y) at PT Erindo Madiri. The results of the research conducted at PT Erindo Mandiri indicate that job satisfaction and organizational commitment exert a positive influence on organizational citizenship behavior (OCB). The conjunction of these two variables engenders augmented individual and collective efficacy, as well as organizational systems that culminate in superior HR performance, characterized by minimal absenteeism and negligible deviations.

This study aims to analyze and enhance the effectiveness of Human Resource Management (HRM) at PT Indonesia Kyouei Saikyu, particularly in aspects of employee productivity, retention, and the company's competitive edge. This research employs a qualitative descriptive approach with a case study method, involving in-depth interviews, participatory observation, and document analysis. The findings indicate that improving employee retention strategies, optimizing training programs, and adopting technology in performance management positively impact employee productivity and loyalty. Additionally, strengthening organizational culture and structured career development have been proven to enhance job satisfaction and employee commitment to the company. The implementation of these recommendations is expected to help PT Indonesia Kyouei Saikyu achieve a stronger competitive advantage in an increasingly competitive global market. Therefore, the company can more effectively manage its HR assets, ensuring sustainability and long-term growth.    

The influence of globalization in today's industry has increased the level of competition between companies, making it increasingly tight and competitive. A company's success is often measured by the quality of the products it produces. Total Quality Management (TQM) is a continuous process that aims to achieve better quality standards in meeting customer needs.This study aims to determine the implementation of TQM, product quality, and to determine the improvement of product quality at Conneight Studio in Malang City. The method used is descriptive analysis.Based on the results of the study, the implementation of TQM requires commitment from all members of the organization. In the printing sector, all employees must be involved in efforts to improve product quality. Training, developing a quality culture, and active participation of the entire team are the keys to creating an environment that supports continuous improvement in product quality. TQM enables printing companies to achieve significant improvements in product quality. Data-based performance measurement is an important aspect of TQM. By collecting and analyzing data on product quality, companies can identify problems, monitor progress, and implement appropriate corrective actions. Effective use of data helps companies make decisions based on facts and evidence and guides continuous improvement efforts.

In the era of globalization, public organizations such as the Manpower Office of Tasikmalaya City face complex challenges. Effective human resource (HR) management is key to achieving organizational goals and providing the best possible service. Employee commitment, which is influenced by leadership and organizational climate, is an important factor in achieving this. This research aims to analyze the influence of leadership and organizational climate on employee commitment in the Manpower Office of Tasikmalaya City. This research uses a quantitative method with a survey data collection technique through questionnaires to 45 employees. The data was analyzed using the multiple linear regression analysis technique. The results of the study show that leadership and organizational climate have a significant simultaneous and partial influence on employee commitment. This means that good leadership and organizational climate can increase employee commitment. This research provides important implications for the Manpower Office of Tasikmalaya City in increasing employee commitment through effective leadership and organizational climate. This can contribute to improving performance and achieving organizational goals.

This study is a quantitative research. The purpose of this research is to analyze the influence of work engagement on employee performance with organizational commitment as an intervening variable. The subjects of this study are the employees of Class IIA Correctional Facility in Sidoarjo. The sampling technique used in this study is a census, where data is obtained from the entire population. The data collection method involves a questionnaire containing 44 questions. The respondents in this study consist of 107 employees in the production department. Data analysis is conducted using SPSS. The results of this study indicate that work engagement influences organizational commitment, organizational commitment influences performance, and work engagement influences performance. Furthermore, organizational commitment cannot mediate the influence of work engagement on performance.  

This research discusses the influence of communication, work motivation, and work commitment on employee performance. Effective communication in the workplace plays an important role in building good relationships between managers and employees as well as between employees. High work motivation can increase employee productivity and work quality, while strong work commitment leads to high loyalty and dedication to the organization. This research uses a survey method by distributing questionnaires to employees at the same level from service companies. The collected data is analyzed using statistical techniques such as regression to identify relationships between these variables. The research results show that effective communication significantly contributes to improving employee performance. Work motivation has also been proven to have a strong influence on performance, with employees who feel motivated tending to be more productive and innovative. Apart from that, the level of employee work commitment to the organization also influences their performance positively. Employees who have high levels of commitment tend to show lower levels of absenteeism and greater loyalty to their companies. The implication of these findings is that organizations need to pay attention to and improve internal communication strategies, develop effective work motivation programs, and promote strong work commitment bonds to improve overall employee performance.