Decentralization has been implemented in Indonesia as a strategy to enhance regional governance and foster local development. However, despite its potential benefits, decentralization faces significant challenges, including fiscal disparities, administrative inefficiencies, and corruption at the regional level. Unequal revenue distribution among regions has resulted in dependency on central government transfers, while limited administrative capacity has hindered effective policy implementation. This study aims to evaluate the effectiveness of decentralization policies in Indonesia using a mixed-method approach that combines quantitative analysis of financial reports and regional governance indicators with qualitative insights from interviews with policymakers and public administration experts. The findings reveal that regional budget realization improved from 68% in 2018 to 72% in 2023, while the Regional Governance Performance Index (IPKD) increased from 60% to 70% during the same period. However, fiscal dependency remains a major issue, with 80% of regional revenues still relying on central government transfers. Additionally, corruption cases involving local officials increased from 110 in 2018 to 160 in 2023, highlighting governance weaknesses and the lack of transparency. These findings indicate that decentralization in Indonesia has yet to fully achieve its objectives due to structural and institutional challenges. This study contributes to the ongoing discourse on decentralization by identifying key constraints and proposing policy recommendations, including strengthening fiscal autonomy, enhancing transparency through digital governance, and improving administrative capacity. A more structured, transparent, and accountable decentralization framework is essential to ensure sustainable and equitable regional development in Indonesia.

Climate change is driven by a combination of natural fluctuations and human activities, particularly the widespread use of fossil fuels (such as coal, oil, and natural gas) and alterations in land use practices such as logging, farming, and clearing land for agriculture. This global phenomenon encompasses various end-of-use activities, including agriculture, forestry, and consumerism. An inherent challenge in the global carbon dioxide (CO2) trading landscape lies in the competition between developed and developing countries, stemming from inconsistent CO2 prices. This competition manifests in three primary areas. Firstly, in the context of internationally transmitted mitigation outcomes, involving international trade aimed at surpassing Nationally Determined Contributions (NDC) targets. Secondly, it pertains to sustainable development mechanisms, specifically the use of carbon offsets derived from projects implemented by both public and private entities worldwide. The third aspect revolves around non-market approaches, encompassing emission reduction through mitigation and adaptation efforts, financial support, technology transfer, and capacity building, which may involve tools like carbon taxes and Carbon Border Adjustment Mechanism (CBAM). This research adopts a legal norm perspective, delving into methods that investigate, describe, synthesize, interpret, evaluate, and analyze positive approaches. The findings signify a paradigm shift aligning with the "polluter pays principle," recognizing that entities and individuals responsible for environmental pollution should bear the associated costs. In the quest for a new paradigm of sustainable development, a carbon market ecosystem assumes a pivotal role. This ecosystem contributes to enhancing sustainability by curbing greenhouse gas emissions and offering economic incentives to address climate change. It acts as a cornerstone in constructing a fresh paradigm for potential development.

This research is motivated by a company engaged in the field of online transportation, because in the company of human resources is a determinant of success. The purpose of this study to explain the effect of work motivation, communication and non-physical work environment on employee performance. The study was conducted on Maxim drivers in Kediri. The research method used is quantitative method. This study used purposive sampling technique. The population of this study was 1000 drivers and the sample used was 69 respondents. The data analysis techniques used are multiple linear regression analysis, coefficient of determination (R2), t test and f test. The results obtained by this study concluded that work motivation has a positive and insignificant effect on performance. Communication has a negative and insignificant effect on performance. The non-physical work environment has a positive and significant effect on performance. Simultaneously work motivation, communication and non-physical work environment have a positive and significant effect on performance.

This research is motivated by an agency operating in the hospitality sector, because in agencies human resources are very important in achieving success. The purpose of this research is to explain the influence of teamwork, work discipline, and work ethics on employee performance. The research method used is a quantitative method using questionnaires as data. This research uses a saturated sampling technique. The sample in this research was all PKWT employees, 47 employees of Lotus Garden Hotel Kediri. In this research, the results showed that teamwork partially had no significant effect on the performance of Lotus Garden Hotel Kediri employees, work discipline partially had a significant effect on the performance of Lotus Garden Hotel Kediri employees, and work ethics partially had an effect on the performance of Lotus Garden Hotel Kediri employees. Meanwhile, simultaneously these three variables have a significant effect on the performance of Lotus Garden Hotel Kediri employees.

This research aims to explain and prove the hypothesis regarding the influence of compensation, physical work environment and work facilities on the work productivity employees of CV. Mukti Mulyo. Where this research uses a descriptive research model with a quantitative approach method with a non-probability sampling technique, namely a saturated sample method, with a population of 32 employees and a sample of 32 respondents or all employees used as samples. The analysis techniques used are validity test, reliability test, classical assumption test, multiple linear regression test, partial test (t test), simultaneous test (F test) and determination test (R2) which are processed using the SPSS version 25 data processing program. The research results obtained are that compensation has a partial and significant effect on employee work productivity with a significant t test value of 0.016 < 0.05. The physical work environment has a partial and significant effect on employee work productivity with a significant t test value of 0.001 < 0.05. Work facilities have a partial and significant effect on employee work productivity with a significant t test value of 0.022 <0.05. Compensation, physical work environment and work facilities have a simultaneous and significant effect on employee work productivity with a significant F test value of 0.000 <0.05.

Penelitian ini bertujuan untuk mengetahui pengaruh secara simultan dan parsial budaya organisasi, lingkungan kerja, dan motivasi kerja terhadap kinerja karyawan. Jenis penelitian ini menggunakan penelitian kuantitatif. Sampel dalam penelitian yaitu 33 orang karyawan P.T Lemsi Triguna Abadi Kediri dengan menggunakan teknik sampling jenuh. Teknik analisis yang digunakan yaitu uji validitas, uji reliabilitas, uji normalitas, uji linearitas, uji multikolinearitas, uji heterokedastisitas, uji t, uji F, analisis regresi linear berganda, dan uji koefisien determinasi (R2 ) dengan menggunakan program SPSS versi 26.Hasil penelitian menunjukkan bahwa Budaya Organisasi (X1), Lingkungan Kerja (X2), dan Motivasi Kerja (X3) berpengaruh secara parsial terhadap Kinerja karyawan (Y). pada penelitian ini juga diketahui bahwa koefisien determinasi (R2 ) Adjusted R square memiliki pengaruh sebanyak 64,8% dalam mempengaruhi Kinerja karyawan, sedangkan sisanya sebanyak 35,2% dipengaruhi oleh variabel lain.

Penelitian ini bertujuan untuk mengetahui pengaruh gaya kepemimpinan, lingkungan kerja dan insentif terhadap etos kerja karyawan CV Biensi Fesyenindo Cabang Kediri. Metode yang digunakan yaitu kuantitatif. Populasi yang digunakan dalam penelitian ini yaitu karyawan yang masih bekerja di CV Biensi Fesyenindo Cabang Kediri yang berjumlah 36 orang. Sampel yang digunakan pada penelitian ini adalah seluruh karyawan area sejumlah 36 orang. Metode pengambilan sampel yang digunakan adalah sampel jenuh. Pengolahan data pada penelitian ini yaitu menggunakan uji validitas, uji reliabilitas, uji normalitas, uji linearitas, uji multikolinieritas, uji heterokedastisitas, regresi linier berganda, uji t dan uji F serta koefisien determinasi (R2). Hasil dari penelitian ini adalah gaya kepemimpinan berpengaruh secara parsial terhadap etos kerja karyawan dengan nilai signifikansi 0,005 < 0,05. Lingkungan kerja berpengaruh secara parsial terhadap etos kerja karyawan dengan nilai signifikansi   0,001 < 0,05. Insentif berpengaruh secara parsial terhadap etos kerja karyawan dengan nilai signifikansi 0,010 < 0,05. Gaya kepemimpinan, lingkungan kerja dan insentif berpengaruh secara simultan terhadap etos kerja karyawan dengan nilai signifikansi 0,002 < 0,05.

Penelitian ini bertujuan untuk mengetahui pengaruh Kompetensi, Teamwork dan Lingkungan Kerja terhadap Kinerja Karyawan di Koperasi Mekar PT. Gudang Garam Tbk, Kediri. Teknik pengambilan sampel menggunakan non probability sampling dengan menggunakan metode sampling purposive sebanyak 60 responden. Teknik analisis yang digunakan yaitu Uji Instrumen, Uji Asumsi Klasik, Uji Regresi Linier Berganda, Uji t, Uji F, dan Uji Koefisien Determinasi (R2) . Berdasarkan hasil penelitian menujukkan bahwa hasil Uji t variabel Kompetensi (X1) berpengaruh signifikan secara parsial terhadap Kinerja Karyawan (Y), variabel Teamwork (X2) berpengaruh signifikan secara parsial terhadap Kinerja Karyawan (Y) dan variabel Lingkungan Kerja (X3) berpengaruh signifikan secara parsial terhadap Kinerja Karyawan (Y). Sedangkan hasil Uji F menunjukkan bahwa variabel Kompetensi (X1), Teamwork (X2) dan Lingkungan Kerja (X3) berpengaruh signifikan secara simultan terhadap Kinerja Karyawan di Koperasi Mekar PT. Gudang Garam Tbk, Kediri.

Penelitian ini bertujuan untuk mengetahui pengaruh Kompensasi Finansial dan Disiplin Kerja terhadap Produktivitas Kerja Karyawan di PT Intisumber Hasil Sempurna (IHS) Kediri. Teknik pengambilan sampel menggunakan non probability sampling dengan menggunakan metode  purposive sampling sebanyak 40 responden. Teknik analisis yang digunakan yaitu Uji Instrumen, Uji Asumsi Klasik, Uji Regresi Linier Berganda, Uji t, Uji F, dan Uji Koefisien Determinasi (R2). Berdasarkan hasil penelitian menujukkan bahwa hasil Uji t variabel Kompensasi Finansial (X1) berpengaruh signifikan secara parsial terhadap Produktivitas Kerja (Y), dan variabel Disiplin Kerja (X2) berpengaruh signifikan secara parsial terhadap Produktivitas Kerja (Y). Sedangkan hasil Uji F menunjukkan bahwa variabel Kompensasi Finansial (X1) dan Disiplin Kerja (X2) berpengaruh signifikan secara simultan terhadap Produktivitas Kerja Karyawan di PT Intisumber Hasil Sempurna (IHS) Kediri.
 

This study aims to explain the significant influence between Teamwork and Work Facilities on Employee Job Satisfaction at UPTD Public Health Center Pesantren II Kediri City. The sample in this study was 40 respondents with a sampling method using purposive sampling in which the determination of the number of samples was based on certain criteria, namely civil servants. The data analysis technique used in this research is instrument test of validity and reliability, multiple linear regression test, classical assumption test and partial hypothesis test tested by t test while the simultaneous hypothesis is tested by F test. The results of the study show that Teamwork partially has a significant effect. on Employee Job Satisfaction and Work Facilities partially have a significant effect on Employee Job Satisfaction at UPTD Public Health Center Pesantren II Kediri City. Teamwork and work facilities simultaneously have a significant effect on employee job satisfaction at the UPTD Public Health Center Pesantren II Kediri City. In addition, the coefficient of determination (R2) of 0.503 or 50.3% is also obtained. This indicates that the Job Satisfaction of the UPTD Public Health Center of Pesantren II Kediri City is influenced by the Teamwork and Work Facilities variables by 50.3%. While the rest is influenced by other independent variables that are not included in this research model, which is 49.7%.