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This study aims to analyze the influence of organizational culture and leadership on work discipline in employees of the Woja District Office, both partially and simultaneously. Using a saturated sample, all employees in the agency were directly involved as respondents as many as 45 respondents. Primary data were collected through a structured questionnaire and analyzed using multiple linear regression analysis techniques. The results of the study showed that partially, organizational culture had a positive and significant effect on employee work discipline, while leadership did not have a significant influence independently. However, simultaneous testing proves that organizational culture and leadership together have a positive and significant influence on shaping employee work discipline. These findings indicate that although personal leadership style is not the primary determinant of discipline that has been bound by bureaucratic regulations, the synergy between internalizing strong work culture values and leadership support remains an important combination for an orderly work ecosystem. This research provides practical implications for government organizations in strengthening work culture, increasing leadership effectiveness, and creating a work environment that is able to encourage employee compliance, responsibility, and productivity in a sustainable manner.

Pierhead casting is a critical activity in toll road infrastructure projects that requires continuous concrete supply to maintain quality and execution time. Factors influencing the smooth casting process include the regularity of truck mixer arrival intervals and the work cycle of the truck concrete pump. This study aims to analyze the effect of truck mixer intervals and truck concrete pump performance on the productivity of pierhead casting at Pierhead P37S on the Solo–Yogyakarta–NYIA Toll Road Project, Section 2 Package 2.1A. The analysis method used field observation through time study techniques to measure the cycle duration of truck mixers and the operating time of the truck concrete pump. The analysis stages included calculating cycle time, productivity, production capacity, and working duration of each equipment. The results show that the truck concrete pump achieved a productivity of 0.425 m³/minute, while the truck mixer reached 0.989 m³/minute. These values were influenced by cycle time, equipment condition, work area condition, execution method, and work volume. Based on duration analysis, the truck concrete pump required about 4.7 hours to complete the casting of 120 m³ of ready-mix concrete, while the truck mixer required 2.022 hours to support the concrete supply process.

This study aims to analyze the effect of career development and organizational culture on employee productivity through job satisfaction at the Office of Community and Village Empowerment (DPMD) in East Kutai Regency. The research employs a quantitative explanatory approach using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS software. Total sampling was applied, involving all 90 employees of the office as respondents. Data were collected through questionnaires with Likert scale measurements. The results demonstrate that career development has a significant positive effect on job satisfaction (coefficient = 0.295, T = 2.532, p = 0.011), and organizational culture has a significant positive effect on job satisfaction (coefficient = 0.441, T = 4.071, p = 0.000). However, career development, organizational culture, and job satisfaction do not have a significant direct effect on employee productivity (H3 through H7 rejected). The coefficient of determination for job satisfaction is 43.1%, indicating that both independent variables explain 43.1% of job satisfaction variance. These findings suggest that although career development and organizational culture successfully improve job satisfaction, mechanisms beyond satisfaction are needed to translate that satisfaction into measurable productivity at DPMD.

Industrial hygiene is a branch of public health research that aims to prevent illness and promote Industrial hygiene is an aspect of public health that prioritizes health protection measures for workers through the identification, evaluation, and control of various elements of the work environment that can cause health problems. The goal of implementing industrial hygiene is to prevent work-related illnesses and create a safe, healthy work environment that supports workers’ well-being. Industrial Safety and Health (IS&H) encompasses these various components, including risk identification, risk assessment, risk mitigation, and worker health monitoring, waste management, and emergency response planning. Workplace risks can include physical, chemical, biological, psychological, and ergonomic hazards. Hazard analysis is a crucial step in industrial hygiene as it helps identify and document potential health risks in the workplace. The hazard analysis process includes hazard identification, risk assessment, hazard prioritization, and risk control. The implementation of Occupational Safety and Health aims to ensure the protection of employees’ safety and health from potential hazards arising from work, while ensuring a safe and sustainable work environment. The implementation of OSH and environmental health also provides broad strategic benefits such as worker protection, cost efficiency, increased productivity, regulatory compliance, and enhanced corporate reputation.  

Changes in labor regulations through the Job Creation Law have brought significant changes to the employment system in Indonesia, particularly in terms of labor flexibility. This study aims to analyze labor flexibility after the implementation of the Job Creation Law from the perspective of Human Resource Management (HRM). The research method used is a qualitative approach through a literature study with thematic analysis of 16 scientific journals, books, and regulations related to labor flexibility and strategic Human Resource Management (HRM) practices. The results show that labor flexibility has positive impacts on companies in improving operational efficiency, productivity, and adaptability to market changes. However, on the other hand, such flexibility also creates several challenges, including job uncertainty, decreased job security, and reduced protection for contract and outsourced workers. From the HRM perspective, companies are required to create a balance between business interests and labor protection in order to maintain harmonious industrial relations. This study is expected to provide a more comprehensive understanding of labor flexibility as part of human resource management strategies in the post-labor deregulation era in Indonesia.

The rapid development of digital technology has transformed the way organizations conduct business activities and manage human resources. These changes require organizations to have employees who are not only competent but also possess a high level of employee engagement to adapt effectively to the dynamic work environment. This study aims to analyze the role of transformational leadership in enhancing employee engagement among employees of Ranch Market in the digital era. Transformational leadership is regarded as a leadership style that inspires, motivates, and encourages employees to develop their potential through a clear vision, effective communication, and individualized consideration. This research employed a quantitative approach by collecting data through questionnaires distributed to Ranch Market employees. Data analysis was conducted to examine the relationship between transformational leadership dimensions and employee engagement, which includes vigor, dedication, and employee involvement in their work. The findings indicate that transformational leadership plays a positive and significant role in improving employee engagement. Leaders who are able to inspire, build trust, encourage innovation, and support employee development have been proven to strengthen employees’ attachment to the organization. Furthermore, transformational leadership fosters a supportive and adaptive work environment, enabling employees to respond effectively to technological changes and evolving work systems. The results suggest that the implementation of transformational leadership can serve as an effective strategy for organizations in addressing the challenges of the digital era while promoting productivity, employee commitment, and sustainable organizational performance. Therefore, transformational leadership remains a crucial factor in maintaining a highly engaged workforce and achieving long-term competitive advantage.

Changes in work patterns driven by digital technology development and post-pandemic dynamics have encouraged organizations to implement Work From Home (WFH) as an alternative working system. This policy has attracted considerable attention because it affects employee productivity and well-being, which are essential for organizational performance. However, previous studies have reported inconsistent findings regarding the effectiveness of WFH. Therefore, this study aims to analyze the impact of WFH on employee productivity and well-being. A qualitative approach was employee using the Systematic Literature Review (SLR) method by reviewing 19 scientific articles related to productivity, job satisfaction, work-life balance, and mental health. The findings show that 89,5% of articles reported positive effects of WFH through greater flexibility, work comfort, time efficiency, and improved work-life balance, wich contribute to higher productivity and well-being. Meanwhile, 10,5% identified negative effects due to inadequate work facilities, internet disruptions, burnout, and coordination difficulties. These findings indicate that WFH effectiveness is influenced by technological support, job characteristics, and organizational culture. The study implies that organizations should adopt adaptive work policies, strengthen digital infrastructure, and provide mental health support to optimize employee productivity and well-being.

Abstract. This research aims to analyze the effectiveness and reliability of production machines in the process of making public street lighting poles (PJU) at PT. XYZ The main problem faced by the company is high machine downtime so that production targets are not achieved. Therefore, a method is needed that is able to measure machine effectiveness as a whole and identify the main causes of production losses. The method applied includes Overall Equipment Effectiveness (OEE) to measure machine effectiveness based on three components, namely availability, performance and quality. The Total Productive Maintenance (TPM) approach is used to identify factors causing low effectiveness through Six Big Losses analysis. Apart from that, Mean Time To Repair (MTTR) and Mean Time Between Failure (MTBF) are calculated to determine the level of machine reliability. The data used includes machine working hours, downtime, operating time, production quantities, defective products, as well as machine damage and repair data. The analysis results are expected to show the level of machine effectiveness and identify the dominant factors causing downtime. Based on these results, improvement proposals are prepared to reduce downtime, increase machine reliability and improve production productivity Keywords: Overall Equipment Effectiveness (OEE), Total Productive Maintenance (TPM), Six Big Losses, Downtime, Efektivitas   Abstrak. Penelitian ini bertujuan untuk menganalisis efektivitas dan keandalan mesin produksi pada proses pembuatan tiang penerangan jalan umum (PJU) di PT. XYZ Permasalahan utama yang dihadapi perusahaan adalah downtime mesin yang tinggi sehingga target produksi tidak tercapai. Oleh karena itu, diperlukan metode yang mampu mengukur efektivitas mesin secara menyeluruh dan mengidentifikasi penyebab utama kerugian produksi. Metode yang diterapkan meliputi Overall Equipment Effectiveness (OEE) untuk mengukur efektivitas mesin berdasarkan tiga komponen, yaitu availability, performance, dan quality. Pendekatan Total Productive Maintenance (TPM) digunakan untuk mengidentifikasi faktor penyebab rendahnya efektivitas melalui analisis Six Big Losses. Selain itu, dilakukan perhitungan Mean Time To Repair (MTTR) dan Mean Time Between Failure (MTBF) untuk mengetahui tingkat keandalan mesin. Data yang digunakan mencakup jam kerja mesin, downtime, waktu operasi, jumlah produksi, produk cacat, serta data kerusakan dan perbaikan mesin. Hasil analisis diharapkan dapat menunjukkan tingkat efektivitas mesin dan mengidentifikasi faktor dominan penyebab downtime. Berdasarkan hasil tersebut, disusun usulan perbaikan untuk mengurangi downtime, meningkatkan keandalan mesin, dan memperbaiki produktivitas produksi Kata kunci: Overall Equipment Effectiveness (OEE), Total Productive Maintenance (TPM), Six Big Losses, Downtime Mesin, Efektivitas Mesin

The road project serving as access to Lambo Dam in Rendubutowe Village, South Aesesa District, Nagekeo Regency, East Nusa Tenggara, uses various types of heavy equipment. The analysis method was carried out by recalculating productivity based on field data and references. Productivity calculations were related to the work volume in order to obtain daily productivity and the required duration. Therefore, theoretical calculation knowledge derived from previous studies was needed. Heavy equipment productivity was then analyzed to determine time efficiency. The subgrade work and pavement layer work on the road project to Lambo Dam, located in Rendubutowe Village, South Aesesa District, Nagekeo Regency, East Nusa Tenggara, had a road length of 6.3 km and a road width of 6 m. However, the observation was limited to a 1 km section from Station (Sta) 0+500 to Sta 1+500. The results obtained were productivity and duration for excavation work using an excavator and dump truck, each at 1785.6 m³/day in 4.52 days. Embankment work using an excavator and dump truck each had a productivity of 892.8 m³/day for 3.82 days, a bulldozer of 43,200 m³/day in 0.07 days, and a Vibro Roller of 168 m³/day in 20.27 days. Base course work used an excavator and dump truck with a productivity of 892.8 m³/day in 2.02 days, a motor grader of 23,372.8 m2/day, and a Vibro Roller of 168 m³/day for 10.71 days. Surface course work used a concrete Mixer truck with a productivity of 43.4 m³/day for 36.72 days. Heavy equipment productivity is influenced by the number of units used; the insufficient use of excavators causes dump truck productivity to be less than optimal in transporting excavation and embankment materials. Likewise, Vibro Rollers are needed in more than one unit so that the project can be completed faster

A research team at BCA KCU Veterans Company in Surabaya conducted a study to determine how job satisfaction and their participation in recognition and reward programs affect their performance at work. By sending a survey to 66 workers in the business sector, this study applied quantitative survey stages. Multiple linear regression evaluation was performed on the collected data. Workplace performance was the dependent variable, while factors such as salary, appreciation, and overall job satisfaction were the independent variables. The findings revealed that all three independent variables simultaneously impact employee productivity. Salary, benefits, bonuses, and incentives serve to motivate employees to work harder. Employees feel psychologically motivated when their efforts and achievements are recognized through awards. Job satisfaction makes people more dedicated and efficient. The coefficient of determination (R²) of 0.629 indicates that factors other than recognition, appreciation, and job satisfaction influence the remaining variation in employee performance, accounting for 62.9%. To motivate employees to perform at their best, this study highlights the importance of implementing efficient recognition and appreciation programs and creating a work environment that supports job satisfaction.

The rapid development of Generative Artificial Intelligence (AI) technology has brought about significant changes in various fields, including higher education. One of its primary functions is to assist students in completing academic writing assignments. This study aims to explore the use of Generative AI in enhancing students’ academic writing skills and to identify the advantages and challenges faced in the field of education. The method used in this study is a literature review, analyzing various scientific works from both domestic and international sources regarding Generative AI, scientific writing, and higher education published between 2023 and 2025. The findings indicate that Generative AI can assist students in formulating ideas, structuring their writing, improving grammar, and boosting writing productivity. Additionally, this technology contributes to enhancing students’ confidence and efficiency in the academic writing process. However, various challenges were also identified, such as the risk of academic misconduct, excessive reliance on AI-generated content, and concerns regarding the accuracy and authenticity of information. Therefore, the use of generative AI must be accompanied by digital literacy and an understanding of ethical considerations to ensure its responsible use in educational settings. This study indicates that generative AI has great potential to improve academic writing skills when used appropriately and responsibly.

Human Resource Management (HRM) plays a strategic role in enhancing organizational productivity through effective management of human capital. This study aims to analyze the influence of training and development, compensation, work environment, and work motivation on employee productivity. The research employed a quantitative approach using a survey method. The population consisted of employees at manufacturing companies in Banten Province, with a sample of 120 respondents selected through purposive sampling. Data were collected using a structured questionnaire and analyzed using multiple linear regression. The results showed that training and development (t = 4.071; sig. = 0.000), compensation (t = 3.397; sig. = 0.001), work environment (t = 3.384; sig. = 0.001), and work motivation (t = 3.046; sig. = 0.003) each had a significant positive effect on employee productivity. Simultaneously, the four independent variables explained 67.4% of the variance in productivity (R² = 0.674; F = 59.821; sig. = 0.000). These findings underscore the importance of integrated HRM practices in improving employee productivity and organizational competitiveness.

The implementation of agricultural productivity improvement policies is an important effort to increase agricultural production and improve farmers' welfare. Policy implementation is influenced not only by program design and resource availability but also by the interests of actors involved in the implementation process. This study aims to analyze actor interests in the implementation of agricultural productivity improvement policies in Rantau Indah Village, Tanjung Jabung Timur Regency. This research employed a qualitative descriptive approach. Data were collected through interviews, observations, and documentation involving representatives of the Food Crops and Horticulture Office, Agricultural Extension Workers, village government officials, farmer group leaders, and community leaders. The findings indicate that each actor has different interests in policy implementation, reflecting their respective institutional roles, responsibilities, and expectations. These differences influence program planning, coordination, decision-making, and policy execution. Nevertheless, effective communication, collaboration, and coordination among stakeholders contribute positively to minimizing conflicts of interest and supporting policy implementation. The active involvement of farmer groups and agricultural extension workers also strengthens the dissemination of agricultural innovations and encourages community participation in improving productivity. The study concludes that actor interests constitute an important factor influencing the implementation of agricultural productivity improvement policies in Rantau Indah Village. Therefore, strengthening stakeholder collaboration, improving institutional coordination, and ensuring transparent communication are essential to achieving sustainable agricultural development and enhancing farmers' welfare.

This study aims to analyze the role of talent management and employee experience in enhancing employee loyalty in the e-commerce industry through a non-empirical, conceptual approach. The study employs a qualitative design with a mixed-methods literature synthesis to construct a model of the relationship between talent management, work experience, and digital workforce loyalty. Data were obtained through a review of reputable international and national scientific literature addressing talent management, employee experience, employee engagement, retention, and employee loyalty in the digital and e-commerce sectors from 2020 to 2026. Analysis was conducted using thematic synthesis and comparative conceptual analysis, with the high turnover rate in the e-commerce industry serving as the primary interpretive context. The research findings indicate that employee loyalty is fostered through the integration of competency development, career development, rewards and recognition, employer branding, work flexibility, organizational communication, and psychological safety. Employee experience strengthens employee engagement and organizational commitment, while talent management enhances perceptions of organizational support and professional career sustainability. The study’s conceptual model demonstrates that the integration of these two variables contributes to workforce retention, organizational stability, productivity, and the enhancement of e-commerce companies’ competitiveness in a competitive digital business environment

Flight crew productivity is a strategic factor in maintaining flight safety, operational efficiency, and airline competitiveness in the high-reliability aviation industry. This study aims to analyze and synthesize factors influencing flight crew productivity through a conceptual approach based on literature review. The research method used is library research with a systematic literature review technique. The type of data used is secondary data in the form of scientific articles, proceedings, and relevant previous research reports. Data sources were obtained from scientific databases such as Scopus, EBSCO, Copernicus, and SINTA. The results of the study indicate that adequate individual capabilities, a high level of work engagement, a measurable KPI system, and a fair and competitive remuneration scheme have a positive relationship with increasing aircrew productivity. Managerial implications emphasize the importance of designing integrated human resource policies, particularly in competency development, a safety- and efficiency-based performance appraisal system, and compensation management oriented towards sustainable performance.

XYZ is a manufacturing company engaged in steel pipe production. In the production process of non-American Petroleum Institute (API) steel pipes, the company still experiences various types of waste, resulting in an inefficient production process. The identified wastes include defects, waiting, transportation, and non-value-added activities, which contribute to increased production time and reduced productivity. This study aims to analyze the major wastes occurring in the non-API steel pipe production process and propose improvements using the Lean Manufacturing approach. The methods employed in this study include Value Stream Mapping (VSM), Value Stream Analysis Tools (VALSAT), Process Activity Mapping (PAM), and Failure Mode and Effect Analysis (FMEA). Data were collected through direct observation, interviews, and documentation of the production process. The results indicate that the dominant wastes affecting the production process are defects, waiting, and transportation. PAM analysis shows that non-value-added activities remain relatively high, leading to production time inefficiencies. Based on the FMEA results, the main causes of waste are machine conditions, work methods, and operator skills. Proposed improvements include periodic machine maintenance, production quality control, work method improvement, and the optimization of material flow.

The modern construction industry confronts complex challenges that require the built environment to transcend mere structural compliance and actively promote psychological well-being, productivity, and human safety. This study explores the integration of color psychology as a fundamental element in the engineering of the built environment through a multidisciplinary approach encompassing Architecture, Civil Engineering (specifically Occupational Health and Safety/OHS), and Mechanical, Electrical, and Plumbing (MEP) engineering. Drawing upon a systematic literature review following the PRISMA guidelines for structured article identification and screening, and conceptual synthesis, the findings indicate that color operates as a crucial neurobiological catalyst. Within architecture, color modulates cognition, emotion, and thermal perception (examining the hue-heat hypothesis and thermal reflectance index). In civil engineering and OHS, standardized color coding elicits heuristic responses for instantaneous hazard mitigation on-site, specifically serving to minimize visual work fatigue. Furthermore, in MEP engineering, color is utilized as an ontological mapping system to navigate critical infrastructure; this is subsequently integrated with Building Information Modeling (BIM) to facilitate spatial conflict resolution. The synergy of these disciplines, further supported by Human-Centric Lighting (HCL), is proposed as a holistic framework for optimizing the building life cycle and ensuring worker safety.

Allergic rhinitis (AR) is a chronic inflammatory disorder of the nasal mucosa mediated by immunoglobulin E (IgE) in response to allergen exposure. This condition has become a significant global health concern because of its increasing prevalence and substantial impact on quality of life, sleep, cognitive function, and work productivity. AR is also commonly associated with other atopic diseases, including asthma and atopic dermatitis. This article aims to review the current understanding of allergic rhinitis, focusing on epidemiology, pathophysiology, clinical manifestations, diagnostic approaches, and evidence-based management strategies. This study used a narrative literature review method by analyzing scientific articles, clinical guidelines, and peer-reviewed journals published between 2015 and 2025. Literature sources were obtained from PubMed, Google Scholar, and relevant medical databases using keywords related to allergic rhinitis, IgE, diagnosis, and immunotherapy. The findings indicate that allergic rhinitis involves complex immune mechanisms characterized by Th2 lymphocyte activation, IgE production, and inflammatory mediator release. Diagnosis is primarily established clinically and supported by allergy testing such as skin prick tests or serum-specific IgE measurement. Intranasal corticosteroids remain the first-line therapy for moderate to severe cases, while antihistamines and leukotriene receptor antagonists are used as adjunctive therapies. Allergen immunotherapy has shown effectiveness in modifying disease progression and improving long-term outcomes. In conclusion, allergic rhinitis is a manageable chronic disease that requires a comprehensive and individualized treatment approach involving environmental control, pharmacotherapy, and immunotherapy.

 The quality of digital system services in the ship clearance process is closely related to the work effectiveness of shipping agency companies. The advancement of port operational services is influenced by the system’s ability to provide convenience, speed, accuracy, and service integration for users. The system used in the ship clearance process must be able to meet user needs and support inter-agency coordination so that ship services can operate more effectively and efficiently. This study aims to analyze the performance level and the level of user importance regarding the implementation of the Single Submission Pengangkut System in the ship clearance process at PT Trans Cakrawala Perkasa. The research employed a descriptive quantitative approach with a sample of 30 respondents consisting of ship agents involved in the clearance process. Data were collected through questionnaires, observations, and literature studies. The data were analyzed using validity tests, reliability tests, conformity level analysis, and the Importance Performance Analysis (IPA) method. The results indicate that the SSM Pengangkut System has made a positive contribution to accelerating document processing, facilitating system usage, increasing work productivity, and supporting coordination among related agencies. Based on the IPA Cartesian diagram, one indicator was identified as a priority for improvement, while other indicators were categorized as maintain performance, low priority, and high performance with lower importance levels. Overall, the implementation of the Single Submission Pengangkut System has been running quite well; however, continuous evaluation and improvement are still needed to optimize the ship clearance process further.

This study aims to analyze the effect of wages and work environment on employee performance at PT. Rezeki Surya Gasindo. The background of this research is based on the importance of decent wages and a conducive work environment as factors that can enhance employee productivity and work quality. This study employs a quantitative method with a causal associative approach. Data were obtained through the distribution of questionnaires to all employees of PT. Rezeki Surya Gasindo and measured using a Likert scale. The data analysis techniques used in this study include validity and reliability tests, R-square test, and hypothesis testing through bootstrapping with SmartPLS 3 software. The results indicate that wages have a positive and significant effect on employee performance, and similarly, the work environment also has a positive and significant effect on employee performance. Simultaneously, wages and work environment are proven to have a significant effect on employee performance. These findings suggest that the company should pay attention to providing appropriate wages and creating a comfortable work environment in order to optimize employee performance.