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This study aims to analyse the relationship between ethical leadership, organisational culture, and employee performance in the context of modern organisations. Through a comprehensive literature review, this study reveals that ethical leadership and a positive organisational culture have a significant influence on employee performance. Ethical leadership, characterised by leaders' concrete actions in implementing moral values, creates a work environment that supports ethical and innovative behaviour. A strong organisational culture, which reflects the shared values and norms adopted by members of the organisation, also plays an important role in shaping employee behaviour and improving performance. In addition, employee engagement and employee commitment are important factors that mediate the relationship between ethical leadership, organisational culture and employee performance. The findings of this study conclude that investment in ethical leadership development and the establishment of a positive organisational culture are strategic steps for organisations to achieve superior and sustainable performance.  

The utilization of Artificial Intelligence (AI) in the Digital Era for Gen Z at SMKN 1 Cerme Gresik aims to improve students' understanding and skills about AI technology. The study involved grade XII students and teachers, and was conducted through workshops that covered the basics of AI and its applications in daily life. The methods used included distributing questionnaires to measure students' understanding before and after the activity. Results showed significant improvement in students' understanding of AI concepts and applications, as well as higher motivation to use the technology in learning and creative projects. Despite challenges such as limited access to technology, students showed commitment to continue learning. The utilization of AI at SMKN 1 Cerme Gresik not only provides benefits in an educational context, but also prepares students to face challenges in an increasingly technology-dependent workforce.

The Sabbath is a pivotal theological concept in Christianity, established by God in the Decalogue (Exodus 20:4) and reiterated in Exodus 35:1-3. This study seeks to underscore the importance of sanctifying the Sabbath in the face of modern challenges that often prioritize work and worldly commitments. Employing a historical-critical method supported by theological literature and digital tools, this research explores the theological foundations of the Sabbath in Israelite tradition and its relevance to contemporary Christians. The Sabbath is more than a day of rest; it is a call to place God at the center of life, acknowledging that all blessings stem from Him. Observing the Sabbath enables Christians to achieve balance between worldly demands and spiritual well-being while strengthening their faith through worship and prayer  

Technological innovations in autonomous vessels developed by Japan, such as the MEGURI2040 project, have opened up great opportunities in improving maritime efficiency and strengthening economic ties with ASEAN countries. These technologies offer operational advantages through cost reduction, route optimization, and enhanced maritime safety, which can promote economic integration in the region. However, the adoption of autonomous ships also presents challenges, including the need for regulatory harmonization, port infrastructure improvement, and cybersecurity risk management. This study analyzes the impact of autonomous ship innovation on the logistics sector, workforce, maritime safety, and the potential for technological cooperation between Japan and ASEAN. The results show that the adoption of this technology can strengthen regional cooperation, but requires technical readiness, mature regulations, and multilateral collaboration to overcome emerging challenges. Therefore, the integration of autonomous ship technology in ASEAN requires not only a strategic approach, but also a shared commitment to create stability and sustainable economic growth in the region.

Globalization has transformed the way nations interact, bringing challenges in protecting the rights of cross-border groups such as migrants, international workers, and minorities. On one hand, globalization promotes closer international cooperation and strengthens the commitment to universal human rights. However, on the other hand, policies implemented by states often fail to align with these changes, creating various obstacles in efforts to protect vulnerable groups caught in different legal systems. This article explores the main challenges faced in protecting the rights of cross-border groups amid the dynamics of globalization. The research employs an in-depth literature review method, focusing on studies related to democratization, human rights, and the challenges encountered by cross-border groups. The findings reveal that, despite significant progress in the international framework on human rights, there remains a gap between policy and practical implementation that affects the protection of cross-border groups. This research also provides policy recommendations to help address these challenges in the era of globalization.

This article examines the importance of creating an inclusive workplace for persons with disabilities from the perspective of the encyclical Laborem Exercens, which emphasizes the value and dignity of human beings in the context of work. Pope John Paul II asserts that work is a fundamental right of every individual, including persons with disabilities, enabling them to fully participate in society and develop their potential through employment. The aim of this article is to explore how the principles of Laborem Exercens can be implemented to create a fair, flexible, and accommodating workplace for persons with disabilities. The methodology employed in this article involves a literature review of the texts of Laborem Exercens and various sources related to inclusive policies, physical adjustments, and the use of assistive technologies in the workplace. This article also highlights the importance of collaboration among governments, companies, and communities as a key factor in establishing productive and empowering workplaces for persons with disabilities. Providing accessible facilities, flexible policies, and awareness training for managers and colleagues are proposed as concrete steps to realize an inclusive workplace. Achieving an inclusive work environment requires a collective commitment to respecting the dignity and rights of persons with disabilities, which, in turn, will improve their quality of life and contribute to the overall welfare of society. Implementing the values outlined in Laborem Exercens represents a significant step toward a more just, equitable, and inclusive working world.

The purpose of the study was to determine the direct and indirect effects of workload variables, organizational culture, communication on organizational citizenship behavior through organizational commitment in employees of PT Daihatsu Capella Medan. This type of research is causal associative and uses quantitative research methods. The population in this study were all employees at PT Capella Medan Daihatsu totaling 78 people. The sample withdrawal method uses nonprobability sampling method with census sampling technique. So the sample in this study amounted to 78 employees at PT Capella Medan Daihatsu. The results of the study are workload directly has a significant effect on organizational commitment of PT Capella Medan Daihatsu, organizational culture directly has a significant effect on organizational commitment of PT Capella Medan Daihatsu, communication directly has a significant effect on organizational commitment of PT Capella Medan Daihatsu, workload directly has a significant effect on organizational citizenship behavior of PT Capella Medan Daihatsu, work culture directly has a significant effect on organizational citizenship behavior of PT Capella Medan Daihatsu, communication directly has a significant effect on organizational citizenship behavior of PT Capella Medan Daihatsu. Capella Medan Daihatsu, organizational commitment directly has a significant effect on organizational citizenship behavior of PT. Capella Medan Daihatsu, workload indirectly has a significant effect on organizational citizenship behavior through organizational commitment at PT. Capella Medan Daihatsu, organizational culture indirectly has a significant effect on organizational citizenship behavior through organizational commitment at PT. Capella Medan Daihatsu, communication indirectly has a significant effect on organizational citizenship behavior through organizational commitment at PT. Capella Medan Daihatsu.

The Merit System is an approach that emphasizes employee assessment based on abilities, achievements, qualifications and work results carried out fairly. Work relationships include interactions between employees with both colleagues and superiors. The Merit System will run well followed by a person's work relationship running harmoniously so that a person will have a commitment to work well. A person's performance is categorized as performing well in accordance with the targets/standards set by the company. This research aims to analyze the effect of implementing the merit system and employment relations on employee performance at Bandung Adventist Hospital. The research method used was quantitative research with descriptive analysis with 89 employee respondents. The results of this research show that the implementation of the merit system does not have a significant effect on employee performance, while work relationships have a significant effect on employee performance. The combined effect of the implementation of the merit system and work relations on employee performance has a significant effect of 18.2%. From this data it can be concluded that implementing a merit system in accordance with Law No. 5 of 2014 and working relationships that have good communication can improve employee performance.

This study aims to optimize employee performance at PT. Surya Putra Sejahtera Jakarta by designing an integrated motivation and training program. In the context of increasingly fierce business competition, companies must ensure that employees have high motivation and adequate skills. This study employs a qualitative research method using Cresswell’s triangulation approach, combining in-depth interviews, observations, and document analysis to obtain comprehensive data. Training needs analysis was conducted through surveys and interviews with employees and managers to identify areas requiring improvement. The research results show that a motivation program designed based on employee needs and aspirations, along with training tailored to specific tasks and responsibilities, significantly enhances productivity and job satisfaction. The implementation of this program not only improves technical skills but also fosters employee commitment and loyalty to the company. Performance evaluations were conducted before and after program implementation to measure its impact. The results indicate a significant improvement in various aspects of performance, including work quality, efficiency, and team collaboration. This study concludes that an integrated approach combining motivation and training is highly effective in creating a productive work environment. The recommendation for the management of PT. Surya Putra Sejahtera is to continuously adapt this program to meet evolving needs and future challenges.

The purpose of the study was to determine the direct and indirect influence of workload variables, organizational culture on organizational citizenship behavior through organizational commitment on employees of PT. Daihatsu Capella Medan. The type of research is associative causal and uses quantitative research methods. The population in this study were all employees at PT. Capella Medan Daihatsu totaling 78 people. The sampling method used the nonprobability sampling method with the census sampling technique. So the sample in this study was 78 employees at PT. Capella Medan Daihatsu. The results of the study are workload directly has a significant effect on organizational commitment at PT. Capella Medan Daihatsu. Organizational culture directly has a significant effect on organizational commitment at PT. Capella Medan Daihatsu. Workload directly has a significant effect on organizational citizenship behavior at PT. Capella Medan Daihatsu. Organizational culture directly has not significant effect on organizational citizenship behavior at PT. Capella Medan Daihatsu. Organizational commitment directly has a significant effect on organizational citizenship behavior at PT. Capella Medan Daihatsu. Workload indirectly has a significant effect on organizational citizenship behavior through organizational commitment at PT. Capella Medan Daihatsu. Organizational culture indirectly has a significant effect on organizational citizenship behavior through organizational commitment at PT. Capella Medan Daihatsu.

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 determine and evaluate the Performance of the Food Crops Agriculture Service in the 2018-2023 Subsidized Fertilizer Distribution Program (Case Study of Rice Farmers, in Seso Village, Ngada Regency). Using a qualitative descriptive approach with Atik Septi Winarsih's theory and Robbins' theory which highlights Responsiveness, Responsibility, Accountability, Punctuality, Work Commitment. The study involved 12 Informants.The results showed that in the subsidized fertilizer distribution program, employees of the Food Crop Agriculture Office of Ngada Regency have not carried out their duties in accordance with the needs of farmers on agricultural land, this is due to communication deficiencies such as in terms of providing infrastructure, fertilizer stocks, and the problem of changing fertilizer price increases and in terms of special training in accessing the E-RDKK system. One of the factors that hinders access to this system is that farmers do not understand the use of the E-RDKK system through android phones and the lack of knowledge that farmers have. The Ngada Regency Food Crop Agriculture Office has also not provided sufficient facilities and infrastructure on farms because there are many delays in distribution that take more time than the specified time. Services at the Ngada Regency Food Crop Agriculture Office have not been in accordance with the implementation in the field so that farmers' needs have experienced delays in service. Another form of participation that supports the sustainability of the subsidized fertilizer distribution program is by conducting socialization activities. The form of participation that is carried out is contrary to community expectations where the completion time is delayed from the time that should be determined.

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.

Government Goods and Services Provider Contract is a type of contract that is routinely carried out by the Government to meet various needs in organizing government activities. Transactions for the procurement of goods and services, namely the Ministry of Tourism and Creative Economy. The research method used is normative research using a statutory, conceptual and field approach. The results of the study are that the work contract between the commitment-making official and the goods and services provider at the Ministry of Tourism and Creative Economy still finds contract clauses that are not fully implemented and not understood by both parties. The impacts that will occur if the contract is not fully implemented and not understood by both parties include triggering contract disputes, even a greater impact is an indication of corruption because the source of funds for the procurement of goods and services is from the APBN. The purpose of this study is to provide education to both parties that the work contract is a guideline that must be understood and obeyed like the law. The ideal concept of direct procurement work contracts in the Ministry of Tourism and Creative Economy includes strengthening the role of APIP in the procurement of goods and services through direct procurement methods through audits, evaluations, reviews, monitoring and other supervision, the creation of standard contracts by including the substance of clauses that generally occur, and the use of sectoral e-catalogs provided by LKPP.

This study explores the role of followers in spiritual leadership at Ibrahimy University Situbondo, focusing on how followers’ spirituality, values, and expectations influence their interactions with leaders and their impact on the effectiveness of spiritual leadership. Using a qualitative phenomenological approach, this study involved in-depth interviews and observations of university employees. The results showed that spiritual leadership, based on values ​​such as compassion, justice, and integrity, can increase employee job satisfaction, engagement, and commitment. Followers with higher levels of spirituality are more easily connected to the spiritual values ​​promoted by the leader, creating synergy between personal and organizational goals. In contrast, followers with lower spirituality require a more flexible and personal leadership approach. This study emphasizes the importance of adapting leadership according to followers’ spirituality and the need for organizations to facilitate spiritual development in order to create a harmonious and productive work environment.

An inclusive work environment is an important element in supporting employee productivity and well-being in modern organizations. This research aims to explore the role of Human Relations in creating an inclusive work environment, where diversity is respected and every individual feels accepted and supported to develop. Using a qualitative approach with phenomenological methods, this research collects data through in-depth interviews and participant observation of employees from various backgrounds. The research results show that Human Relations has a central role in designing diversity policies, implementing inclusion training, facilitating cross-cultural communication, and handling conflicts related to individual differences. In addition, it was found that support from top management and organizational commitment were key factors in successfully creating an inclusive environment. These findings indicate that effective Human Relations practices can increase employee engagement, reduce turnover, and build a more open and innovative organizational culture. It is hoped that this research can become a reference for organizations in developing Human Relations strategies that focus on inclusion and diversity.

This journal discusses the changes in editing in Microsoft Excel, the software that exists in the world. Since the launch of the ribbon interface in Excel 2007, access to editing tools has become more intuitive. The real-time collaboration feature introduced in Excel Online and Excel 2016 allows users to edit documents simultaneously, increasing work efficiency. The integration of AI technology, such as the "Ideas" feature, helps data analysis with automatic suggestions. The addition of new functions and more flexible formatting options strengthens data analysis capabilities. These changes demonstrate Microsoft's commitment to improving the user experience and relevance of Excel in modern business.

This research explores of acting class that there were use as a tool to demonstrates a widening gap between verbal communication skills expectations of employers and the perceived abilities of higher education graduates. Recent studies have also suggested that the art of acting is an effective pedagogical tool for developing oral communication skills. This research using descriptive qualitative method with data collection techniques carried out by watching and documenting drama. The data validity technique used is source triangulation, while the data analysis technique uses interactive data analysis techniques, namely data collection, data reduction, data presentation, and drawing conclusions or verification. The results of this study showed that there were 15 element of character development consisting of Oral Communication Skills, Creative Problem Solving Abilities, Motivation and Commitment, Willingness to Work Cooperatively, The Ability to Work Independently, Promptness and Respect for Deadlines, Acceptance of Rules, Respect for Colleagues, Adaptability and Flexibility, Self-Discipline, Concentration, A Goal-Oriented Approach to Work, Dedication, A Willingness to Accept Responsibility, Self-Confidence. This study also found the relevance of acting class to character improvement. The results of this study can provide important meaning for the development of a person's character through acting class activity.

This study aims to analyze the influence of motivation, incentives, and work discipline on employee performance in the Finance Department of Bandung Adventist Hospital. The method used is multiple linear regression analysis to determine the relationship between independent variables (motivation, incentives, and work discipline) and the dependent variable (employee performance). The analysis results indicate that motivation has a significant and positive effect on employee performance, with a regression coefficient of 0.326 and a significance level of 0.009, supporting the hypothesis that motivation plays an important role in enhancing employee productivity and commitment. Conversely, the incentive and work discipline variables show a negative and non-significant effect on performance, with coefficients of -0.162 and -0.208, respectively. This suggests that the current incentive and work discipline practices are not fully effective or do not meet employee expectations. Simultaneously, the three independent variables have a significant effect on employee performance, with the F-test showing a significance level of 0.009. This study recommends that management prioritize motivation improvement through training programs, rewards, and the development of a supportive work environment. Additionally, it is essential to evaluate the incentive system and adopt a more flexible disciplinary approach to align with employee needs and expectations.

This study investigates the influence of employee discipline and perceived organizational support (POS) on organizational commitment among civil registry employees in Surabaya. Data were gathered from 50 public servants through structured questionnaires, utilizing the Partial Least Squares (PLS) method. The findings reveal that both employee discipline and POS positively and significantly impact organizational commitment. These results emphasize the vital roles of organizational support and workplace discipline in nurturing employee loyalty and responsibility.