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The professional competence of Islamic Education (PAI) teachers plays a decisive role in determining the quality of learning at the elementary school level. In practice, many teachers still encounter challenges in mastering subject content, developing systematic teaching materials, applying innovative learning strategies, and integrating educational technology into classroom activities. These conditions indicate the need for structured professional development efforts through collaborative forums. This study aims to analyze the role of the Islamic Education Teachers Working Group (KKG PAI) in maximizing the professional competence of PAI teachers in public elementary schools in Panti District, Pasaman Regency, and to identify the supporting and inhibiting factors influencing its implementation. This research employed a qualitative approach with a case study design. Data were collected through in-depth interviews, participatory observation, and documentation involving the KKG supervisor, the head of KKG PAI, and member teachers. Data analysis was conducted using an interactive model consisting of data reduction, data display, and conclusion drawing. The findings reveal that KKG PAI functions as a strategic platform for collaborative lesson planning, subject-matter enrichment, peer reflection, and technology-based instructional training. Supporting factors include strong teacher commitment and collaborative culture, while limitations in facilities and technological disparities remain challenges. Strengthening the sustainability and management of KKG programs is essential to enhance teachers’ professional competence and improve the overall quality of Islamic education learning.

This article aims to provide a comprehensive literature review on how professional ethics can serve as an effective strategy to prevent fund misuse within organizational financial management. Professional ethics is viewed as a set of moral values, behavioral norms, and professional standards that guide financial managers to perform their duties with honesty, responsibility, and without conflicts of interest. In the context of financial management, these duties include recording, budgeting, monitoring, and reporting financial activities, all of which require accuracy and transparency. The study highlights five main principles of professional ethics: integrity, objectivity, professional competence, confidentiality, and professional behavior. These principles clarify rules, strengthen accountability, and ensure that financial processes comply with established standards. The literature review shows that applying professional ethics not only encourages individuals to act correctly but also enhances responsibility, improves performance, and strengthens financial oversight. Integrity and objectivity play a crucial role in preventing report manipulation, budget inflation, and fund misuse, as these principles demand moral courage and fair decision-making. Professional competence ensures that every financial process is carried out accurately and in accordance with regulations, while confidentiality protects sensitive information from misuse. Professional behavior emphasizes adherence to laws, organizational policies, and professional standards. The article also identifies several supporting factors that enable the effective implementation of professional ethics, such as strong internal policies, leadership commitment to integrity, an ethical workplace culture, layered supervision systems, and continuous ethics training. Conversely, common challenges include weak internal controls, limited understanding of ethics, organizational pressure, conflicts of interest, and inconsistent application of ethical standards. Therefore, this article underscores that integrating professional ethics into organizational financial policies, procedures, and management systems is a key step in preventing fund misuse and strengthening stakeholder trust in the organization’s transparency and accountability.

Employee performance is a strategic factor in the success of regional banking organizations that are oriented towards service and achieving business targets. However, empirical evidence at PT Bank Sumut Kantor Cabang Koordinator Medan, indicates that employee performance tends to stagnate in the "Good" category during the 2021–2024 period. This condition is thought to be related to career development that is not yet optimally structured, organizational commitment that has not been fully actualized in work behavior, and inadequate extrinsic motivation. This study aims to analyze the effect of career development and organizational commitment on employee performance through extrinsic motivation as a mediating variable. The study used a quantitative approach with a survey method of employees at PT Bank Sumut Kantor Cabang Koordinator Medan. Data were analyzed using Structural Equation Modeling. The results show that career development and organizational commitment influence extrinsic motivation, and extrinsic motivation plays a role in improving employee performance and mediating the relationship between variables. These findings strengthen the role of extrinsic motivation as an important mechanism in bridging human resource policies and employee performance in regional banking.

This research aims to analyze collaboration strategies in educational services and identify the challenges and implications of implementing collaborative governance at the District Education and Culture Regional Coordinator Office (Korwilcambidik) in Bener District, Purworejo Regency. The research method used is descriptive qualitative, with data collection techniques including interviews, observation, and document study. The research findings indicate that cross-sector collaboration between government, educational institutions, and the community serves as an adaptive strategy for improving the effectiveness of public services in the field of education. Although the collaboration has been successful, there are still obstacles such as the lack of a formal legal basis, low levels of trust between agencies, and differences in interests and limited resources. Factors such as collaborative leadership, open communication, and community participation play an important role in maintaining the sustainability of cross-sectoral cooperation. This research concludes that the implementation of collaborative governance in the education sector has the potential to become an effective, transparent, and sustainable model of government governance if supported by institutional commitment and a trust-based work culture.

Quality schools are the goal of every educational institution, therefore it is important to pay attention to various aspects which are believed to influence school quality. This research was conducted with the aim of examining the influence of work commitment and teacher certification on school quality (State High School in Palembang City). The method used in this research is a quantitative method, with data obtained through questionnaires and documentation. The data obtained from the research process was then analyzed quantitatively through statistical computing (t test and F test). The results of the research conducted state that work commitment has a positive and significant effect on school quality; teacher certification has been proven to make a positive and significant contribution to school quality; In simultaneous testing it was found that work commitment and teacher certification affected the quality of State High Schools in Palembang City. The contribution of the two independent variables to the dependent variable is in the quite high category

Employee work engagement is the extent to which employees are able and willing to commit to an organization, and the results of such commitment can be observed in their performance and tenure. This study aims to examine the effect of transformational leadership style and job satisfaction on work engagement through perceived organizational support at PT. Viva Vegas Ventury Denpasar. The study was conducted at PT. Viva Vegas Ventury Denpasar with a total sample of 45 employees. The sampling technique used was saturated sampling. Data were collected through observation, interviews, questionnaires, and documentation. The analytical method employed was a variance-based structural equation modeling, commonly known as Partial Least Squares (PLS). The results of the analysis show that transformational leadership style, job satisfaction, and perceived organizational support have a positive and significant effect on work engagement. Transformational leadership style and job satisfaction also have a positive and significant effect on perceived organizational support. Moreover, perceived organizational support mediates the influence of transformational leadership style and job satisfaction on work engagement.

Human resource development is the process of preparing individuals to take on higher or different responsibilities within an organization, including enhancing intellectual abilities to support efficient task performance. This study aims to determine the extent to which human resource development contributes to improved employee performance at the East Lombok Regency Health Office. The qualitative, descriptive approach involved eight informants, consisting of officials familiar with the implementation of human resource development and staff who had participated in the program. The results indicate that education and training conducted by the East Lombok Regency Health Office have supported improved employee performance, as evidenced by more structured task implementation, public health monitoring surveys, and a decrease in maternal and infant mortality rates. However, in terms of human resource management, there are still shortcomings, with an average of 28 health workers per health facility, both civil servants and non-civil servants, reflecting an imbalance in workforce needs. Furthermore, the implementation of human resource development is supported by leadership commitment, inter-agency collaboration, and budget support from the provincial and central governments. However, it is hampered by limited qualified personnel, frequent policy changes, and the impact of natural disasters.

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.  

In the context of modern organizations, performance can no longer be measured solely through short-term target achievements. A strong foundation of quality culture is required to ensure sustainable performance. This study aims to examine the relationship between quality culture and organizational performance sustainability through a modern managerial approach. The method used is descriptive qualitative, employing literature studies and conceptual analysis of theories related to quality management, organizational culture, and performance sustainability. The findings indicate that quality culture holds a strategic role in shaping work behavior, strengthening management systems, and fostering continuous innovation. The application of quality values—such as commitment to continuous improvement, customer orientation, and consistency in process control—contributes to the creation of a productive work environment that is responsive to change. Integrating quality culture into all aspects of the organization also enhances operational efficiency, reinforces teamwork, and promotes data-driven decision-making. These aspects lead to greater performance consistency, improved customer satisfaction, and long-term competitive advantage. Therefore, quality culture does not merely serve as a behavioral guideline but becomes a fundamental pillar in building an adaptive, innovative, and sustainable organization capable of navigating an increasingly complex business environment.

This Community Service activity (PKM) was carried out at the Church of Faith, Hope, and Love (IHAKA) with the aim of empowering lay members who do not have a formal theological background but have a desire to serve as Cell Group (KOMSEL) leaders. The method used is a participatory approach based on training and contextual reflection, consisting of three stages: interactive workshops, service reflection, and mentoring. The training is designed to equip participants with basic understanding of spiritual leadership, the ability to communicate the Word, as well as patterns of household worship relevant to the congregation's context. The results of the activity showed an increase in participants' confidence in leading worship, the ability to actively discuss the Word, and the formation of closer service relationships through prayer and shared meals. Post-training mentorship also strengthens participants' commitment to serving with faithfulness and humility. This activity demonstrates that service is not merely a routine activity, but a calling in life that can be carried out by lay congregants through simple yet impactful guidance. This PKM is expected to serve as an initial model for other local churches in nurturing lay ministers in a contextual and sustainable manner.

This research aims to determine the influence of the Work Environment on Job Satisfaction as mediated by the Motivation of Civil Servants at the Bungo District Cooperative, Small and Medium Enterprises, Industry, and Trade Office. Using a Quantitative Descriptive Research Method with Smart PLS 4.0 testing on 34 respondents. The results of this study directly show that the Work Environment (X) affects Job Satisfaction (Y) with a T-statistic value of (2.919 > 1.96). The Work Environment (X) affects Motivation (Z) with a T-statistic value of (4.233 > 1.96). Meanwhile, Motivation (Z) affects Job Satisfaction (Y) with a T-statistic value of (2.608 > 1.96). Indirectly, the Work Environment (X) does not significantly affect Job Satisfaction (Y) mediated by Motivation (Z), where the T-statistic is (1.824 < 1.96). Furthermore, it is recommended that the leadership foster a conducive work environment and employe commitment to their jobs to create opportunities for career advancement, which will increase the work motivation of civil servants in the Bungo District Cooperative, Micro, Small, and Medium Enterprises, Industry, and Trade Service.

This study conducts a systematic literature review (SLR) and bibliometric analysis to map and synthesize research on digital transformation in talent management and its impact on employee retention in Micro, Small, and Medium Enterprises (MSMEs). Against the backdrop of high turnover rates and intense competition for talent, this research aims to identify the key interconnections between digital technologies, talent management practices, and retention outcomes within the MSME context. The methodology involved a comprehensive analysis of reputable databases using VOSviewer software for bibliometric mapping, focusing on co-authorship, co-occurrence, and citation networks. The findings reveal a robust, interconnected model centered on three core pillars: the adoption of digital technologies (e.g., AI, cloud-based HR systems), the implementation of strategic talent practices (notably digital employer branding and work flexibility), and the critical mediating role of employee psychological factors (job satisfaction and organizational commitment). The analysis demonstrates that successful retention in MSMEs is not merely a function of technological adoption but is achieved through a synergistic integration where technology enables effective talent management, which in turn fosters commitment and reduces turnover intention. This review contributes a comprehensive conceptual model that clarifies these dynamic relationships. The practical implication for MSME managers is the necessity of a holistic strategy that simultaneously develops digital infrastructure, refines talent management, and cultivates a supportive organizational culture to secure a sustainable competitive advantage through enhanced employee retention.

Indonesia’s rich religious, ethnic, and cultural diversity has long been accompanied by challenges related to socio-religious conflict. One important yet often overlooked dimension is intra-religious tension, illustrated by the differing perspectives of Nahdlatul Ulama (NU) and Muhammadiyah—the two largest Islamic organizations in the country. This study examines how these organizations manage their doctrinal differences (khilafiyah) and uphold tolerance as an expression of the First Principle of Pancasila. Using a qualitative literature review, the research analyzes organizational documents, scholarly works, and academic articles concerning both groups. Findings show that their divergence stems primarily from distinct methodological frameworks. NU follows the Aswaja tradition, accommodating local culture through the concept of Islam Nusantara, adhering to classical jurisprudential schools, and applying the maxim al-muhafadzah. In contrast, Muhammadiyah employs the Manhaj Tarjih and a Tajdid (renewal) approach centered on purification and modernization, forming the basis of its Progressive Islam vision. Despite differences in jurisprudential practice, both organizations share a commitment to moderation (wasathiyyah). NU expresses tolerance through its principles of Tawassuth, Tawazun, Tasamuh, and the Trilogy of Brotherhood, whereas Muhammadiyah emphasizes justice and respect for diversity in its Guidelines for Islamic Life. Their mutual acceptance of Pancasila—as Darul Ahdi wa Syahadah for Muhammadiyah and the foundation of Ukhuwah Wathaniyah for NU—demonstrates that internal Islamic pluralism can strengthen, rather than weaken, national unity.

This study aims to analyze the effectiveness of the reward program in improving employee loyalty and work discipline at Bank Mandiri. The research employs a qualitative descriptive approach using the literature study method, through the collection and analysis of secondary data obtained from official Bank Mandiri reports, academic journals, labor regulations, and media articles related to human resource management policies. The findings reveal that the implementation of both financial rewards (competitive salaries, performance-based bonuses, and welfare benefits) and non-financial rewards (recognition, promotions, and career development programs) has a positive impact on enhancing employee loyalty and work discipline. A fair, transparent, and sustainable reward system fosters a sense of belonging, strengthens affective commitment, and cultivates a productive and professional work culture. Moreover, the data indicate a decline in disciplinary violations over the past three years, demonstrating the effectiveness of the reward system as a form of positive reinforcement. This study highlights the importance of reward policies as a strategic instrument in human resource management and recommends that companies continuously adapt their reward systems to align with employee needs and the evolving work environment.

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.

This study aims to examine how commitment, academic, and well-being factors influence the attitudes of Primary School Teacher Education (PGSD) students toward the teaching profession. The teaching profession plays a significant role in improving the quality of education in Indonesia, yet it is often perceived as less promising due to low welfare and heavy workloads. This research employed a descriptive quantitative method involving 30 PGSD students as respondents. Data were collected through a Likert-scale questionnaire distributed online via Google Form. The results show that most students have a positive attitude toward the teaching profession, with 37% in the moderate category, 33% in the high category, and 27% in the low category. In terms of specific factors, student commitment to the teaching profession mostly falls into the moderate category (53%), academic factors tend to be high (40%), while perceptions of teacher welfare are generally moderate to low (77%). These findings indicate that PGSD students generally have good appreciation and academic readiness for the teaching profession; however, their commitment remains unstable due to low welfare perceptions and limited social recognition. Efforts to improve teacher welfare and strengthen professional values through the curriculum are needed to foster students’ commitment and pride in pursuing a career as teachers.

This research analyses the effectiveness of implementing the Indonesian Government Internal Audit Standards (SAIPI) at the Sidoarjo Regency Inspectorate in achieving good governance. SAIPI constitutes the guidelines established by the Association of Indonesian Government Internal Auditors (AAIPI) through Regulation Number PER-01/AAIPI/DPN/2021 as the minimum quality standard for the execution of government internal audits. The study employs a qualitative approach, utilising data collection techniques via in-depth interviews, observation, and document analysis. The research informants include the Regency Inspector, Assistant Inspectors, senior auditors, and officials from Regional Apparatus Work Units (SKPD) within the Sidoarjo Regency Government environment. The findings indicate that the implementation of SAIPI at the Sidoarjo Regency Inspectorate has been carried out reasonably well, but still encounters several constraints such as limited auditor competency in computer-assisted audit techniques (CAATs), a lack of structural independence, and suboptimal utilisation of information technology in the audit process. Factors supporting implementation include strong leadership commitment, the availability of clear regulations, and continuous auditor capacity-building programmes. The study concludes that the effectiveness of SAIPI implementation positively contributes to the enhancement of internal oversight quality, accountability in regional financial management, and corruption prevention within the Sidoarjo Regency Government.

Effective waste management is a crucial challenge in maintaining environmental cleanliness and sustainability, especially in rural areas. This study aims to analyze the development of waste banks as a sustainable waste management solution in Jl Sosro GG 1001 Village. The research method used is qualitative descriptive with data collection techniques through field observations, in-depth interviews with residents and waste bank managers, and documentation of activities. The results of the study show that the existence of waste banks is able to increase public awareness in sorting and managing household waste. In addition, the social and economic impacts caused are quite significant, such as the formation of work groups, increased additional income, and strengthening the value of mutual cooperation. However, there are a number of challenges that hinder program optimization, including limited operational facilities, lack of continuity of community participation, and lack of technical support from local governments. To overcome this, a capacity building strategy is needed through continuous training, provision of supporting facilities, and cross-sector collaboration. The waste bank in Jl Sosro GG 1001 Village has great potential to be used as a model of sustainable community-based waste management, if supported by a joint commitment between residents, the government, and other stakeholders.

This Community Service Program (PKM) was designed to strengthen national character and identity through the application of Asta Cita values among the residents of Rejuno Village, Karangjati District, Ngawi Regency, East Java. Conducted over two days, the program involved active participation from youth groups, community leaders, and village officials. The activities consisted of the introduction of national and civic values, interactive discussions with local figures, and group reflections aimed at formulating social commitments rooted in the Asta Cita principles. The findings show a notable increase in participants’ understanding and appreciation of the eight core values: patriotism, mutual cooperation, honesty, responsibility, hard work, discipline, tolerance, and social justice. Moreover, local wisdom and traditions—such as martial arts practices and community deliberations—were revitalized as effective tools for embedding these values within daily life. This program highlights that national character building does not solely rely on formal education or governmental initiatives but can also grow organically from community-based cultural practices. By integrating local heritage with national ideals, the PKM successfully promoted a sense of unity, civic awareness, and moral responsibility among the people of Rejuno Village, illustrating how local culture can serve as a strong foundation for fostering national identity and integrity.

This study examines the interplay between administrative ethics and bureaucratic decision-making within the governance landscape of Pulang Pisau Regency through a structured literature analysis. Anchored in the theoretical frameworks of Administrative Ethics Theory, Bureaucratic Decision-Making Theory, and Good Governance, this research synthesizes classical and contemporary scholarly works to identify the determinants, challenges, and institutional dynamics that influence ethical decision processes in local bureaucracy. The method employs a qualitative narrative literature review, involving systematic identification, screening, quality assessment, and thematic extraction of relevant academic sources published in the last two decades. Findings indicate that ethical norms, integrity, organizational culture, leadership morality, and institutional control mechanisms significantly shape the rationality, consistency, and legitimacy of bureaucratic decisions. Furthermore, the literature reveals that external pressures, conflict of interest, inadequate regulatory enforcement, and limited administrative capacity remain persistent barriers to the implementation of ethical governance in regional administrations. The study also highlights the essential role of participatory governance, digitalization, and internal accountability frameworks in strengthening ethical consistency across bureaucratic processes. These insights position administrative ethics as a crucial foundation for promoting transparency, fairness, and public trust in local government institutions. The paper concludes that strengthening administrative ethics requires integrated institutional reforms, long-term commitment, and the internalization of ethical values at both organizational and individual levels. The implications of this research extend to policy formulation, bureaucratic capacity-building, and future empirical studies on ethical governance in decentralized contexts.