Golden Ratio of Human Resource Management
Golden Ratio of Human Resources Management with e-ISSN 2776-6365 encourages courageous and bold new ideas, focusing on contribution, theoretical, managerial, and social life implications. Golden Ratio of Human Resources Management welcomes papers that are based in any discipline – for example, organizational behavior, occupational psychology, or labor economics – as long as there is a clear link to the HRM literature and that they develop strong implications for HR practice. Publication Frequency: Semi-Annuals Issue Per Year: Issue 1, August to February, and Issue 2, March to July. Language: English Prefix DOI:10.52970/grhrm EIC: Aditya Halim Perdana Kusuma Putra|Scopus|Scholar|Orcid|WoS|RG|Sinta Publisher: CV. Manunggal Halim Jaya Members, Abstract & Indexing: Crossref | RJI | Orcid.org | Scite | Dimension - Digital Service | Google Scholar | ROAD | Garuda | DORA | Scilit | Kudos | Copernicus | SINTA 4 | Asian Science Citation Index
Analysis of Employee Job Satisfaction Based on the Roles of Job Enlargement, Cognitive Crafting, and Motivation
This study employs a mixed-method approach with an explanatory sequential design (QUAN→qual) to analyze the influence of job enlargement, cognitive crafting, and motivation on team member job satisfaction at the Regional Office of the Directorate General of Treasury of Aceh Province, in the context of implementing TREFA (Treasurer, Regional Chief Economist, and Financial Advisor) and shadow organization. The quantitative phase was conducted using Partial Least Squares Structural Equation Modeling (PLS-SEM) on 47 employees divided into two clusters: 21 officials and 26 staff members. The qualitative phase was carried out through in-depth interviews with 11 key informants. The findings reveal a significant hierarchical disparity. Job enlargement positively affected officials (T-statistic = 2.871) but not staff members (T-statistic = 0.701). Cognitive crafting did not show a significant effect, although employees applied gamification and goal framing strategies. Motivation demonstrated a positive and significant effect at all levels (T-statistic = 3.158), with the highest path coefficient. The combined analysis identified three main phenomena: the Hierarchy-Differentiated Job Design Effect, the Cognitive Crafting Paradox, and Universal Public Service Motivation. The three variables had a significant influence with a coefficient of determination of 53.1%, although their contributions varied. This study contributes to developing Contextual Job Design Theory for the public sector and the Bounded Cognitive Crafting Model. It provides recommendations for implementing TREFA that are more aligned with the hierarchical characteristics of employees in the public sector.
Copyright (c) 2025 Pandaraman Lumbantoruan, Cut Khairani, Yudhi Setiani https://creativecommons.org/licenses/by-sa/4.0
The Role of Psychological Empowerment, Job Characteristic, and Reward System on Innovative Behavior
The research investigates how psychological empowerment, job characteristics, and reward systems influence innovative work behavior. Employees demonstrating innovative spirit are very important for an organization facing the ever-changing market dynamics. Data for this research were gathered quantitatively by distributing questionnaires to PT Aji Putra Jaya staff members. Purposive sampling is the method of sampling that is used. Multiple linear regression will be used to analyse the data after validity and reliability tests using SPSS. The research results are expected to show that psychological empowerment, job characteristics, and partial and simultaneous incentive schemes significantly and favourably influence creative work practices. The study aims to develop employee empowerment programs, redesign jobs to increase autonomy, and create a more relevant reward system to encourage innovation.
Copyright (c) 2025 Dinda Nabila, Anwar Mansyur https://creativecommons.org/licenses/by-sa/4.0
Human Resources Performance in Public Services Through Strengthening the Work Environment, Self-Leadership, and Self-Efficacy
This study analyzes the influence of work environment, self-leadership, and self-efficacy on employee performance in providing public services. This study raises various experiences and new knowledge the author did not have before. Efforts to improve problems related to aspects of human resource management to obtain employees with quality performance can increase the knowledge and insight of researchers regarding the importance of performance and the role of the work environment, self-leadership, and self-efficacy. The type of research is quantitative research using a survey approach by providing questionnaires to test the influence of work environment variables, self-leadership, and self-efficacy on the Performance of Employees. The population used by the researcher was all state civil servants at the Ministry of Religion Office of Mamuju Regency, namely 491 employees. The number of samples was determined using the Slovin formula between 100 and 200, with the technical analysis being path analysis. The study results showed that the work environment, self-leadership, and Self-efficacy positively and significantly affect employee performance.
Copyright (c) 2025 Mega Utami, Edi Jusriadi, Dg. Maklassa https://creativecommons.org/licenses/by-sa/4.0
Unlocking Employee Potential: The Role of Job Security and Satisfaction in Performance
This study examines how job security and job satisfaction influence the performance of university lecturers in Indonesia, aiming to identify key factors that enhance academic professionals' potential and improve educational quality. The research employs a quantitative approach with a descriptive design, collecting data from Indonesian lecturers through purposive sampling. Survey questionnaires were distributed nationwide, and the gathered data were analyzed using SmartPLS to measure the impact of job security and job satisfaction on various performance indicators. The findings reveal that job security significantly improves lecturer performance, while job satisfaction demonstrates a stronger positive correlation. Lecturers with stable employment conditions and high job satisfaction exhibited better teaching quality, higher research productivity, and more impactful community engagement. The study underscores the critical relationship between employment stability, professional fulfillment, and academic performance. Therefore, higher education institutions should prioritize policies that strengthen job security and workplace satisfaction to optimize lecturer performance and institutional excellence. However, the study has certain limitations. Although it includes multiple institutions across Indonesia, regional variations in education systems may affect the generalizability of the results. Additionally, reliance on self-reported performance data may introduce some measurement bias.
Copyright (c) 2025 Muhammad Rahmat; Mefri Yudi Wisra https://creativecommons.org/licenses/by-sa/4.0
The Effect of Work Discipline and Workload on Employee Performance
This study evaluates how work discipline and workload affect employee performance at CV. Karya Tani Kamanre. This study focuses on the importance of organizational success in managing adequate human resources to improve organizational performance, with work discipline and workload as the main factors. This study uses a quantitative approach, where data is obtained through observation and questionnaires distributed to 30 employees using saturated sampling techniques. The results of this study indicate that the work discipline variable (X1) has a positive and significant effect on employee performance (Y). This indicates that high work discipline can improve employee performance. Workload (X2) negatively and significantly affects employee performance (Y). This indicates that an increase in the workload given to employees can decrease employee performance. Work discipline (X1) and workload (X2) have a simultaneous effect on employee performance (Y). This result indicates that both factors contribute to influencing employee performance. Therefore, H3 is accepted. This finding indicates that discipline at work is essential to improve employee performance.
Copyright (c) 2025 Nur Pita Devi Masruddin, S. Saharuddin, Andi Rizkiyah Hasbi https://creativecommons.org/licenses/by-sa/4.0
The Effect of Emotional Intelligence, Organizational Climate, and Organizational Commitment on Employee Performance
Employee performance plays a vital role in determining organizational success. This study examines the influence of emotional intelligence, organizational climate, and organizational commitment on employee performance. The research population comprised 100 employees from Mega Baja Semarang and Bogor, Indonesia. One hundred questionnaires were distributed, and 92 valid responses were analyzed. Data were processed using SPSS 25. The findings reveal that emotional intelligence has no significant effect on employee performance, while organizational climate has a positive and significant effect. In contrast, organizational commitment shows no significant influence on employee performance. These results highlight the critical role of organizational climate in enhancing employee performance.
Copyright (c) 2025 Anissa Aulia, Lie Liana https://creativecommons.org/licenses/by-sa/4.0
The Effect of the On-Boarding Program and Organizational Culture on Employee Performance
This study examines the influence of the onboarding program and organizational culture on the performance of employees at Bumi Mineral South Sulawesi. A quantitative research approach was employed, with data collected through questionnaires. The population consisted of 525 employees, and the sample was determined using a simple random sampling technique with the Slovin formula, resulting in 84 respondents. Data were analyzed using multiple linear regression with the SPSS software. The findings indicate that the onboarding program positively and significantly affects employee performance. Similarly, organizational culture also shows a positive and significant influence on performance. Furthermore, when considered simultaneously, the onboarding program and organizational culture significantly enhance employee performance. These results highlight the importance of structured onboarding and a supportive organizational culture in shaping employee performance outcomes. Accordingly, it is recommended that the management of Bumi Mineral South Sulawesi continue to strengthen these two dimensions as strategic priorities to sustain and improve employee performance.
Copyright (c) 2025 Nadia Inriyani, H. Haedar, Andi Rizkiyah Hasbi https://creativecommons.org/licenses/by-sa/4.0
The Effect of Work Discipline and Compensation on Employee Productivity (A Study at PT. Tani Tangkas Makmur, Palopo City)
Study the quantitative discipline of work and compensation to productivity Among Employees at PT. Tani Tangkas Makmur, Palopo City . Using a saturated sampling technique, data were collected through a questionnaire from 55 respondents and analyzed with SPSS version 25. The results show that, to some extent, good discipline, Work, and compensation are influential and have a significant positive effect on productivity. Simultaneously, they also have a significant positive influence. Implications study. This upholds the importance of improving discipline. Work through the implementation of proper policies and procedures, as well as giving adequate compensation in accordance with employee performance.
Copyright (c) 2025 Ali Wahyu Asshiddiq Salim, S. Saharuddin, I Ketut Patra https://creativecommons.org/licenses/by-sa/4.0
Effect of Transformational Leader on Affective Commitment: The Mediating Role of Trust in Leader at Bappeda of West Sumatra Province
Affective commitment is an emotional attachment of employees to an organization that plays an important role in maintaining loyalty and work effectiveness. At the Regional Development Planning Agency (Bappeda) of West Sumatra Province, low attendance rates and high absenteeism without explanation indicate weak affective commitment among employees, despite the implementation of transformational leadership. This gap highlights the need for research on the role of trust in leaders in strengthening the relationship between transformational leadership and affective commitment. This study draws on Social Exchange Theory (Blau, 1964), which states that mutually beneficial work relationships enhance trust and employee engagement. Inspiring and fair leaders encourage employee loyalty as a form of reciprocity. This study uses a quantitative approach with the Partial Least Squares Structural Equation Modeling (PLS-SEM) method. Data were collected from 74 employees of the Regional Development Planning Agency (Bappeda) of West Sumatra Province. The findings of this study conclude that: (1) Transformational leadership has a negative and insignificant effect on affective commitment, (2) transformational leadership has a positive and significant effect on trust in leaders, (3) trust in leaders has a positive and significant effect on affective commitment, (4) trust in leaders significantly mediates the influence of transformational leadership on affective commitment. This study emphasizes the importance of building trust between leaders and employees as a strategy to enhance affective commitment and organizational affectivity, particularly in the context of public organizations such as Bappeda.
Copyright (c) 2025 R. Resa, Hendrik Heri Sandi https://creativecommons.org/licenses/by-sa/4.0
From Branding to Applying: The Role of Corporate Reputation as a Mediating Variable among Gen Z
Intention to apply is the process by which individuals begin to show interest in joining a company, particularly among Gen Z students. Gen Z has different preferences when choosing a workplace compared to previous generations. Therefore, companies must not only compete in terms of products and services but also in the recruitment process. The purpose of this study is to examine how employer branding influences Gen Z students' intention to apply in Padang City, using corporate reputation as a mediating factor. A total of 140 respondents were selected using purposive random sampling for quantitative research employing Partial Least Squares Structural Equation Modeling (PLS-SEM) as the analytical tool. The findings of this study conclude that (1) employer branding has a significant positive effect on intention to apply, (2) employer branding has a significant positive effect on corporate reputation, (3) corporate reputation has a significant positive effect on intention to apply, and (4) corporate reputation significantly mediates the effect of employer branding on intention to apply. The results of this study are expected to provide strategic recommendations for companies in Padang City to compete in attracting high-quality young talent in this digital era.
Copyright (c) 2025 Shinta Febrina, Nia Ariyani Erlin https://creativecommons.org/licenses/by-sa/4.0
The Influences of Work Environment and Burnout on the Job Satisfaction of Transjatim Bus Operational Crew Corridor 5 Surabaya - Bangkalan Route
This study aims to analyze the influence of work environment and burnout on job satisfaction among operational crew members of Transjatim Bus Corridor 5, which serves the Surabaya–Bangkalan route. The research employed a quantitative approach using a survey method with a structured questionnaire distributed to 40 respondents, consisting of drivers and attendants. The sampling technique used was saturated sampling, ensuring that all members of the population were included. Data analysis was conducted using Structural Equation Modeling with Partial Least Squares (SEM-PLS) Version 4. The findings reveal that the work environment has a positive and significant effect on job satisfaction, while burnout has a negative and significant effect. This indicates that better workplace conditions, such as supportive facilities, harmonious coworker relationships, and sufficient rest areas, contribute to higher job satisfaction levels among crew members. Conversely, high levels of burnout, including mental and emotional exhaustion, reduced motivation, and increased interpersonal conflict, significantly reduce job satisfaction. The study highlights contextual challenges faced by the operational crew, such as tight bus schedules, limited rest time, overcrowded vehicles, and cultural differences between Surabaya and Bangkalan-based personnel. These challenges contribute to emotional fatigue and workplace stress, reinforcing the negative impact of burnout on employee satisfaction. The study emphasizes the need for managerial interventions to enhance the quality of the work environment and implement burnout mitigation strategies. The results provide important implications for public transportation management, especially in intercity routes, suggesting that improving the work environment and addressing burnout are critical for sustaining job satisfaction and service quality.
Copyright (c) 2025 Farhan Nauval Zulkarnain, Bowo Santoso, Mentari Clara Dewanti https://creativecommons.org/licenses/by-sa/4.0
Work-Life Balance, Compensation, and Employee Performance: The Mediating Effect of Job Satisfaction in the Procurement Division of Denpasar City Government
This study explores the influence of work-life balance and compensation on employee performance, considering job satisfaction as a mediating variable in the context of the public sector. A quantitative approach was applied through a survey of 60 civil servants in the Procurement Division of the Denpasar City Government. The data were gathered through questionnaires distributed via Google Forms and analyzed using SmartPLS 4 software. The results showed no significant effect of work-life balance on employee performance, either directly or indirectly through job satisfaction. In contrast, while compensation showed no direct effect on performance, it positively influenced performance indirectly through the mediating role of job satisfaction. These findings highlight the crucial mediating role of job satisfaction in improving employee performance, particularly in relation to compensation.
Copyright (c) 2025 Anak Agung Gede Alit Arimbawa, I Made Dauh Wijana, Nengah Landra, I Gusti Ayu Imbayani https://creativecommons.org/licenses/by-sa/4.0
The Impact of the SIMASTER Policy on Driving Discipline and Performance
This study examines the impact of the Integrated ASN (State Civil Apparatus) Management System, SIMASTER (Integrated ASN Management Information System), on the discipline and performance of civil servants in the Regional Government of Bungo Regency, Indonesia. Using a quantitative survey, data were collected from 98 respondents out of a population of 4000 civil servants and analyzed with simple linear regression (SPSS 22). The results show that SIMASTER has a significant impact on discipline (R² = 0.685) and performance (R² = 0.502), while discipline itself has a strong influence on performance (R² = 0.726). Simultaneously, SIMASTER contributed 33% to improvements in both discipline and performance, with the remaining 67% attributed to other factors, including motivation, leadership, and organizational culture. These findings highlight that work discipline is the most dominant factor in shaping civil servant performance. The study concludes that SIMASTER plays a crucial role in promoting accountability and professionalism among civil servants; however, its effectiveness requires reinforcement through training, digital literacy support, and integration with performance-based reward systems.
Copyright (c) 2025 Adia Rizki Pratama, Sofjan Aripin, Rahmat Budiman https://creativecommons.org/licenses/by-sa/4.0
Linking Exploitative Leadership, Green HRM to OCBE and Emotional Exhaustion Among Gen Z in Jakarta’s F&B Industry
The food and beverage (F&B) industry in Jakarta has experienced rapid growth, but it also contributes significantly to environmental degradation. To address this issue, fostering employees’ voluntary pro-environmental behaviors known as Organizational Citizenship Behavior for the Environment (OCBE) is essential. This study examines the influence of exploitative leadership and Green Human Resource Management (Green HRM) on OCBE, with Emotional Exhaustion serving as a mediating variable among Generation Z employees in South Jakarta’s F&B sector. A quantitative survey method was employed, involving 180 purposively selected respondents. Data were analyzed using Structural Equation Modeling (SEM) and the Sobel test. The findings reveal that while Green HRM significantly enhances OCBE, it also increases Emotional Exhaustion. In contrast, exploitative leadership hurts OCBE but does not significantly affect Emotional Exhaustion. Furthermore, emotional exhaustion significantly reduces OCBE and mediates the relationship between Green HRM and OCBE. These results underscore the importance of maintaining employees’ psychological well-being when implementing environmentally oriented HRM practices. Organizations are encouraged to avoid exploitative leadership styles and to balance the demands of Green HRM with adequate emotional support to optimize OCBE.
Copyright (c) 2025 Mutiara Jihad Arafah, Netania Emilisa, Syafira Aldisa, Inge Mariaulfa https://creativecommons.org/licenses/by-sa/4.0
The Influences of Competence, Work Discipline, and Compensation on Employee Performance
The purpose of this study was to analyze the influence of competence, work discipline, and compensation on employee performance at PT X. This study uses a quantitative approach with data collection techniques through questionnaires to 40 respondents of bus employees and bus conductors at PT X. The sampling technique used is the saturated sampling technique, where all members of the population are sampled. Data is processed using Smart Partial Least Square (SmartPLS) software. The test results show a significant influence between work discipline and compensation on employee performance and competence does not have a significant effect on employee performance.
Copyright (c) 2025 Andien Alfaiza Lubis, Bowo Santoso https://creativecommons.org/licenses/by-sa/4.0
The Impact of Change Management on Employee Performance
Organizational reform in State-Owned Enterprises (SOEs) is part of the Indonesian government's strategy to improve efficiency and competitiveness. However, this process often affects human resources, especially employee performance. This study analyzes the influence of change management on employee performance during restructuring in one SOE. The research applies a quantitative approach with an explanatory survey design. Data were collected through questionnaires from 120 permanent employees in units affected by restructuring. The analysis, using regression, indicates that change management has a significant positive effect on employee performance. Transformational leadership, effective communication, and employee involvement are identified as key factors that enhance productivity and motivation. These findings align with established change management theories and reinforce previous evidence in public sector contexts. The study concludes that well-implemented change management is critical to sustaining and improving employee performance during organizational transitions, offering practical insights for HR managers in SOEs to develop participatory and human-centered strategies.
Copyright (c) 2025 Suryati Eko Putro, S. Suharyati https://creativecommons.org/licenses/by-sa/4.0
The Effect of High-Performance Human Resources Practices on Innovative Work Behavior Through Work Engagement and Psychological Capital
In this context, the purpose of the study is to examine the influence of HPHRP on Innovative Work Behavior (IWB) at Office X Surabaya, as well as to investigate the role of work engagement and psychological capital as mediators. The method used in this study is a quantitative approach with a causal design. Data were collected through an online questionnaire distributed to 121 respondents using a purposive sampling technique. The independent variable in this study is High Performance Human Resource Practices, while the dependent variable is Innovative Work Behavior. Work Engagement and Psychological Capital function as mediating variables that are expected to explain the relationship between High Performance Human Resource Practices and Innovative Work Behavior. Using a quantitative explanatory methodology, the research employed Structural Equation Modeling with Partial Least Squares (SEM-PLS), which was implemented in this work using SmartPLS software. A structured survey was used to gather information from 121 employees in Office X. The findings reveal a positive relationship between high-performance human resource practices and innovative work behavior, considering the mediating roles of Work Engagement and Psychological Capital.
Copyright (c) 2025 Indria Sari Purwaningrum, Praptini Yulianti https://creativecommons.org/licenses/by-sa/4.0
Improving Gen Z Employee Retention through Work–Life Balance with Employee Engagement as a Mediating Variable
A high employee turnover rate can lead to substantial losses in both productivity and costs for a company. Therefore, organizations must prioritize employee retention and consider the factors that influence it. This study examines the effect of work–life balance on employee retention, the effect of employee engagement on employee retention, and the mediating role of employee engagement in the relationship between work–life balance and the retention of Generation Z employees working in coffee shops in Pontianak. Data were collected using Google Forms and a snowball sampling technique. The data were analyzed using WARPPLS 7.0, with 221 coffee shop employees in Pontianak serving as respondents. The results show that work–life balance has a significant positive effect on both employee engagement and employee retention. Furthermore, employee engagement has a significant positive effect on employee retention and significantly mediates the relationship between work–life balance and employee retention. The findings of this study contribute to the development of knowledge, particularly in human resource management, by providing insights into the relationship between work–life balance and employee retention, as well as the mediating role of employee engagement.
Copyright (c) 2025 Fransiskus Rio Nardi, Sunardi Ginting https://creativecommons.org/licenses/by-sa/4.0
The Role of Work-Life Balance in Improving The Performance of Generation Z Employees
Failing to effectively manage and establish clear boundaries between work and home life priorities often leads to decreased employee performance. Therefore, a work-life balance is essential for every employee to achieve maximum work results. Therefore, an organization must effectively leverage this policy to achieve its goals sustainably. This study examines the relationship between work-life balance variables and employee self-efficacy and performance, with a particular focus on intervening factors among Gen Z employees in Pontianak City, Indonesia. This research aims to investigate and identify the impact of self-efficacy on the performance of Gen Z employees in coffee shops in Pontianak City, with work-life balance serving as an intervening variable. A total of 208 respondents completed the research questionnaire, with seven individuals excluded from the analysis due to incomplete responses. This study employed a quantitative approach and utilised snowball sampling. This study used WarpPLS to analyse data via mediation models. Research findings show that self-efficacy has a positive and significant relationship with employee performance. Findings related to the work-life balance variable have a significant contribution to employee performance. The correlation between self-efficacy variables mediated by work-life balance can have a significant impact on employee performance.
Copyright (c) 2025 C. Carolus, Sunardi Ginting https://creativecommons.org/licenses/by-sa/4.0
The Influence of Complexity Knowledge and System Thinking on Knowledge Hiding Mediation Psychological Ownership in Private Banking
The aim of this study is to analyze the effects of complexity knowledge and systems thinking on knowledge hiding, with psychological ownership serving as a mediating variable in private banking services in Central Jakarta. Knowledge hiding represents a critical issue in the banking industry, as highly competitive and stressful work environments may encourage employees to intentionally conceal knowledge, thereby inhibiting cooperation and organizational performance. This study employs a quantitative research design with a hypothesis-testing approach. Data were collected through online questionnaires distributed to 160 respondents selected using purposive sampling. The research instrument was developed and validated through reliability and validity testing. Data analysis was conducted using Structural Equation Modeling (SEM) with AMOS software, while mediation effects were examined using the Sobel test. Model adequacy was confirmed through goodness-of-fit testing. The findings indicate that complexity knowledge and systems thinking significantly influence knowledge hiding, both directly and indirectly through psychological ownership. These results enhance understanding of how cognitive and psychological factors shape knowledge-related behaviors in private banking organizations. To mitigate knowledge hiding, management is encouraged to strengthen a culture of knowledge sharing by developing systems thinking capabilities, managing job complexity more transparently, and fostering a collective sense of psychological ownership among employees. Future research is recommended to expand the research context and incorporate additional organizational variables to develop a more comprehensive model.
Copyright (c) 2025 Geby Gracela Surnina Surbakti, Netania Emilisa, C. Cika, Muhammad Nadhif Said https://creativecommons.org/licenses/by-sa/4.0
Social Capital, Employee Personal Value, Job Performance, and Organizational Citizenship Behaviour
The purpose of this research is to explain the influence of Social Capital and Employee Personal Value on Job Performance with Organizational Citizenship Behavior as an intervening variable that in private hospital in West Jakarta. This research fills in the gap of previous fact-finding by investigating Social Capital and Employee Personal Value as a whole influencing variable which is mediated by Organizational Citizenship Behaviour toward Job Performance in private hospitals Indonesia. This work has a quantitative approach, offering a cross-sectional survey with 200 participants who were recruited by using the purposive sampling method (online questionnaires). Four established theoretical constructs were measured using a modified on five-point Likert scale making them suitable for Structural Equation Modeling (SEM) analysis. The findings suggest that all measurements indices are valid and reliable, and the full structural model has an acceptable fit. The results reveal that the Social Capital and Employee Personal Value have a positive and significant (p < 0.05) impact on both the OCB and Job Performance. Furthermore, Job Performance is enhanced by Organizational Citizenship Behavior as a mediator among Social Capital, Employee Personal Value and performance. These findings imply that in a working context with high trust psychological work contract and good mutual social network, warm personal worth attributes can facilitate extra-role behavior for superior performance. Practical implications:This study emphasizes the need to develop integration among chain of command, stronger implementation on positive employ values and supportive organizational culture in private hospital context.
Copyright (c) 2025 C. Cika, Netania Emilisa, Geby Gracela Surnina Surbakti, Kirana Ainayya Mumtazah https://creativecommons.org/licenses/by-sa/4.0
The Impact of Additional Employee Income on Work Discipline and Employee Performance in the Public Sector
This study investigates the influence of Additional Employee Income (TPP) on work discipline and employee performance, both partially and simultaneously, at the Singkut District Office, Sarolangun Regency. The research is motivated by empirical findings indicating low levels of employee discipline and suboptimal public service performance, as reflected in frequent tardiness and delays in service delivery. This study employed a quantitative research design using a survey method, with data collected through questionnaires distributed to 68 civil servants (ASN) as the total population of the study. The data were analyzed using the Generalized Linear Model (GLM) to examine the effect of TPP on work discipline and employee performance. The analysis reveals that TPP has a significant positive effect on work discipline (69.3%) and employee performance (59.1%). Simultaneously, TPP contributes 33% to the improvement of work discipline and employee performance. These findings indicate that consistent, fair, and timely implementation of TPP policies can enhance employee motivation, strengthen work discipline, and improve public service performance in the public sector. These findings imply that policymakers should ensure the consistency and timeliness of TPP implementation and integrate financial incentives with supervision and performance evaluation mechanisms to strengthen discipline and public service performance in the public sector. This study provides important implications for policymakers in optimizing performance-based incentive systems within local government institutions. This study provides important implications for policymakers in optimizing performance-based incentive systems within local government institutions.
Copyright (c) 2025 Ilham Akbar Syaihu https://creativecommons.org/licenses/by-sa/4.0
A Study on the Influence of Communication, Environment, Work, and Discipline Work on Employee Performance
This study aims to examine the influence of communication, work environment, and work discipline on team member performance at PT Zhi Sheng Indonesia in Semarang. The total population consisted of 100 employees, all of whom were included as respondents through saturated sampling. A survey method was employed, and multiple linear regression analysis was used to test the proposed hypotheses. Data were collected via questionnaires distributed to all employees. The results indicate that communication has a positive and significant effect on team member performance (β = 0.525; p = 0.000), followed by work discipline (β = 0.289; p = 0.000) and work environment (β = 0.166; p = 0.027). Simultaneously, these three variables significantly influence team member performance (F = 51.699; p = 0.000). The coefficient of determination (R² = 0.606) shows that 60.6% of the variance in employee performance is explained by communication, work environment, and work discipline. In comparison, the remaining 39.4% is influenced by other factors not examined in this study. These findings suggest that improving organizational communication, creating a supportive work environment, and strengthening work discipline can substantially enhance employee performance.
Copyright (c) 2025 Evelyn Carlinda, Agus Budi Santosa https://creativecommons.org/licenses/by-sa/4.0
The Influence of Reward and Punishment on Employee Discipline in Public Sector Organizations: A Systematic Literature Review
This study aims to systematically examine the literature on the effects of reward and punishment on employee discipline in public organizations. It is motivated by the phenomenon of low employee discipline, which impacts declining performance and the effectiveness of public services. The study employs a systematic literature review conducted in November 2025, following the PRISMA guidelines, and searches Google Scholar, Portal Garuda, Semantic Scholar, and DOAJ for articles. The initial screening yielded 968 articles from Google Scholar, 7 from Portal Garuda, 12 from Semantic Scholar, and 10 from DOAJ. The articles were filtered using inclusion criteria, namely, peer-reviewed articles, full-text in Indonesian, research articles, and publications from 2020 to 2025, while non-peer-reviewed articles, non–full-text articles, non-Indonesian articles, non-research articles, publications outside the specified years, studies not addressing reward and punishment in relation to employee discipline, or those with low methodological quality were excluded. The results show five main effects. First, rewards have a positive, significant effect on employee discipline and performance. Second, punishment also has a positive and significant effect when applied fairly, as it can correct behavior and enhance employee compliance. Third, rewards are more effective than punishments in creating behavioral change. Fourth, work discipline acts as an intervening variable, strengthening the effects of rewards and punishments on performance. Fifth, the proportional and fair application of rewards and punishments can increase motivation, compliance, and employee performance in public organizations.
Copyright (c) 2025 Tri Kahono Kahono, E Mohammad Nur Utomo, Muh Irfandy Azis, S. Shalahuddin https://creativecommons.org/licenses/by-sa/4.0
The Significance of Training for Sustainable Workforce Development in Organizations
This paper examines the significance of training in fostering sustainable workforce development and enhancing organizational performance. In contemporary organizational contexts, sustainability extends beyond environmental concerns to include the long-term viability of human capital. Training and development play a critical role in reducing employee disengagement, improving work performance, and strengthening organizational competitiveness. This study explores relevant theoretical frameworks, empirical evidence, and organizational practices to demonstrate how training contributes to employee adaptability, engagement, innovation, and alignment with sustainability objectives. Furthermore, the paper highlights the role of continuous learning in building a resilient and future-ready workforce. The findings suggest that sustainability-oriented training programs not only enhance individual competencies but also improve overall organizational effectiveness and brand value. The study concludes by recommending the strategic integration of sustainability-focused training initiatives to support long-term organizational growth and workforce sustainability.
Copyright (c) 2025 Mohammad Imtiaz Uddin Chowdhury https://creativecommons.org/licenses/by-sa/4.0