Abstract:Based on GMTI 2019 data, it shows that until 2030, the number of Muslim tourists (wislim) is projected to reach 230 million worldwide, and in 2024 as many as 8.5 million tourists. This provides an opportunity for Indonesia…
ia to accelerate the development of national halal tourism destinations with global standards for potential destinations, one of which is the Blitar chocolate village. This study aims to determine the development of chocolate village tourist destinations into sharia-based tourist destinations through a qualitative approach, data collected through interviews, and sources from the chocolate village website, observations and documentation, and related subumber sources. Based on the analysis that has been carried out, it can be concluded that the tourist destination of Kampung Chocolate Blitar is an educational tourism by offering 8 kinds of educational packages and family entertainment tours and ecotourism by offering a natural and cultural atmosphere. The measurement of halal tourism in the Blitar chocolate village destination starts from the implementation of tourist destinations that provide benefits and benefits, tourism facilities that are representative and friendly to Muslims as evidenced by CHSE (Cleanliness, Health, Safety, Environment Sustainability) certificates from the Ministry of Tourism and Creative Economy and being a member of the Indonesia Halal in Tourism Association (PPHI), goods and services products have been guaranteed to be halal and avoid disobedience and dishonesty, and the contract applied by susuai is the a'mal contract to employees and the musyarokah and mudhorobah contract to MSME partners and external parties, as well as the ijaroh contract to tourists. From the potential possessed by this chocolate village, the Blitar Chocolate Village destination has great potential to become a sharia-based tourist destination (halal tourism).
Abstract:Clean water services are a basic need for the community, so optimizing the performance of regional drinking water companies (PDAM) is crucial to improve customer satisfaction. However, the main challenge faced by PDAM Balikpapan…
likpapan City is low customer satisfaction due to suboptimal service quality, which is largely influenced by employee performance. This study aims to analyze the effect of internal service quality on employee job satisfaction and customer-oriented performance, and to examine the mediating role of job satisfaction at PDAM Perumda Tirta Manuntung in Balikpapan City. This study is motivated by the importance of improving the quality of public services in the clean water utility sector, which requires organizations to be able to create an effective internal service system to support the quality of services provided to the community. This study uses an explanatory approach. Quantitative data were collected through questionnaires distributed to 196 employees, selected using the Slovin formula, while qualitative data were obtained through in-depth interviews and field observations. Data analysis used Structural Equation Modeling–Partial Least Squares (SEM-PLS) to examine the relationship between variables. The results show that internal service quality has a positive and significant influence on employee job satisfaction and customer-oriented performance. Job satisfaction was also found to have a positive and significant influence on customer-oriented employee performance. Furthermore, job satisfaction mediated the relationship between internal service quality and customer-oriented employee performance. These findings strengthen the relevance of the Service-Profit Chain Model in the context of public service organizations, particularly regional water utilities. This study provides theoretical contributions through the development of the Service-Profit Chain Model in the public utility sector, as well as practical contributions for PDAM management in formulating strategies to continuously improve internal service quality, job satisfaction, and customer service quality.
Abstract:This study aims to analyze the effect of work discipline, compensation, and work environment on employee performance at PT. Pembangunan Teknik Konstruksi. This research employs a quantitative approach using SPSS version…
27 for data analysis. Data were collected through questionnaires, interviews, literature review, and documentation. The population in this study consisted of 103 employees, and the sampling technique used was saturated sampling, resulting in 103 respondents. The results of the study indicate that partially, work discipline has a positive and significant effect on employee performance, and compensation also has a positive and significant effect on employee performance. Meanwhile, the work environment does not have a significant effect on employee performance. Simultaneously, work discipline, compensation, and work environment have a significant effect on employee performance. The findings of this study reveal that work discipline and compensation are the dominant factors in improving employee performance, while the work environment is not the main factor in this research context. Therefore, the company is recommended to focus more on enhancing work discipline and providing fair and appropriate compensation to improve employee performance optimally
Abstract:The rapid integration of Artificial Intelligence (AI) into organizational systems has transformed workplace dynamics, employee responsibilities, and patterns of human labor. Although AI implementation improves operational…
l efficiency and productivity, it also creates psychological and professional challenges for employees adapting to technological change. This study aims to explore the lived experiences, emotional responses, and adaptation strategies of employees in South Sulawesi companies undergoing AI-driven digital transformation. This research employed a qualitative phenomenological approach. Data were collected through in-depth semi-structured interviews with 20 participants from the banking, manufacturing, retail, technology, and service sectors in South Sulawesi, Indonesia. Participants were selected using purposive sampling based on direct exposure to AI systems and a minimum of 1.5 years of work experience. The data were analyzed using thematic analysis to identify recurring patterns and meanings related to employee adaptation. The findings revealed six major themes: AI as a tool for improving efficiency and productivity, fear of job displacement and career uncertainty, the importance of continuous learning and digital skill development, the role of organizational support and leadership communication, the emergence of human–AI collaboration, and varied psychological responses to technological change. Employees who received organizational support and training demonstrated greater adaptability and confidence in responding to AI implementation. The study emphasizes the importance of human-centered change management strategies that prioritize psychological safety, transparent communication, and continuous digital training. This research contributes to the limited phenomenological literature on AI adaptation in Indonesia and provides practical implications for human resource management and organizational behavior in the era of digital transformation.
Abstract:This study aims to analyze and map the development of scientific studies on the influence of motivation and organizational culture on the psychological well-being of employees with job satisfaction as a mediating variable…
e through the Systematic Literature Review (SLR) approach combined with bibliometric analysis. The research method uses an SLR approach with the stages of identification, selection, feasibility, and inclusion of articles obtained from various reputable scientific databases. The articles analyzed are international and national journal publications that are relevant to the topics of work motivation, organizational culture, job satisfaction, and employee psychological well-being. Bibliometric analysis was carried out to identify research trends, publication developments, author collaborations, as well as keyword mapping that is often used in related research. The results show that work motivation and organizational culture play an important role in increasing employee job satisfaction, which ultimately contributes to improved psychological well-being in the workplace. Job satisfaction has been shown to function as a mediating variable that strengthens the relationship between organizational factors and employee psychological conditions. In addition, the results of bibliometric analysis show that research on employee psychological well-being has been growing in recent years with a focus on aspects of a healthy work environment, organizational support, and strategies to improve the quality of work life. The findings of this study provide theoretical and practical implications for the development of human resource management in creating a conducive work environment, increasing employee motivation, and building a positive organizational culture to support the psychological well-being of employees in a sustainable manner.
Abstract:This study examines the implementation of the Quality Control Circle (QCC) system to enhance employee engagement and productivity at Contemporary Amperex Technology Co., Limited (CATL) headquarters and its Indonesian branch.…
nch. As a global leader in lithium-ion battery manufacturing, CATL integrates innovative technology with employee participation to improve work processes and operational performance. QCC is applied as a structured approach that empowers employees to identify workplace problems, develop solutions, and collaborate in continuous improvement activities using quality management tools and the PDCA cycle. The research employs a case study and comparative analysis method to explore differences between the standardized QCC system at CATL headquarters and the more flexible, localized implementation in Indonesia. The study involved permanent employees from both organizations using saturated sampling, with a total of 10 respondents. In addition, a five-day productivity training program was conducted in China and Karawang through lectures, case studies, and project-based learning, evaluated using pre-test and post-test assessments. The findings indicate that QCC significantly improves employee understanding of productivity management, strengthens communication, enhances product quality, reduces quality-related costs, and increases employee engagement, motivation, and organizational commitment in both operational environments
Abstract:The purpose of this study is to investigate the relationship beetween job satisfaction and work stress on turnover intention as well as organizational commitment mediates this reliationship. To gather study data, the questionnaire…
stionnaire was used to poll 100 individuals. Structural Equation Modeling (SEM) was the method used in this quantitive study. SmartPLS version 4.1.1.6 with the PLS-SEM Algorithm and Bootstrapping was used to analyze the data. The findings demonstrated that while work stress had a positive but negligible impact on turnover intention, job satisfaction and organizational commitment had a negative and significant influence. Furthermore, the findings indicate that organizational commitment is significantly impacted negatively by work stress and positively by job satisfaction. Additionally, whereas organizational commitment can moderate the association between work stress and turnover intention, it cannot mediate the relationship between job satisfaction and turnover intention. This study has a results to provide important managerial implications for managing employees' turnover intention tendencies
Abstract:This study aims to identify and analyze the influence of organizational commitment on succession readiness as well as the mediating role of employee development and talent management through the Individual Development Plan…
an (IDP). Using the Systematic Literature Review (SLR) method with the PRISMA 2020 protocol, searches were conducted on Scopus, Web of Science, EBSCO, ProQuest, and Google Scholar for English-language publications in 2020–2025. Of the 375 articles identified, 30 met all inclusion criteria. The results of the review found that: (1) organizational commitment, especially the affective dimension, had a positive and significant effect on succession readiness; (2) employee development partially mediates the relationship between organizational commitment and succession readiness; (3) talent management through IDP partially mediates the relationship; and (4) there is a sequential mediation effect of OC → ED → TM/IDP → succession readiness. These findings provide important theoretical and practical implications for organizations in designing succession programs that are sustainable and based on individual competencies.
Abstract:This study aims to systematically analyze the influence of Occupational Safety and Health (K3) on employee productivity through organizational commitment and company culture using the Systematic Literature Review (SLR) approach.…
pproach. K3 has a strategic role in creating a safe and healthy work environment, which not only contributes to reducing the number of occupational accidents and occupational diseases, but also has implications for improving employee performance and productivity. However, the relationship between K3 and productivity is not always direct, but rather influenced by psychological and organizational factors, especially organizational commitment and company culture. This study uses the SLR method with PRISMA steps. Articles filtered from the Scopus journal database with the topic The study process is carried out systematically through the stages of identification, screening, feasibility assessment, and determination of final articles in accordance with the inclusion and exclusion criteria that have been set. The results of the study show that the effective implementation of K3 has a positive effect on employee productivity both directly and indirectly. Organizational commitment acts as a mediator that strengthens these relationships through increased employee loyalty, attachment, and responsibility, while a company culture that supports safety values strengthens collective norms and performance orientation in Indonesia published between 2021 and 2026 in a total of 5,863 articles. After elimination according to the criteria, only 41 articles were considered and extracted. These findings confirm that K3 is not only seen as a regulatory obligation, but as a strategic instrument in human resource management to improve the sustainability and competitiveness of the organization. Theoretically, this study integrates the concepts of K3, organizational commitment, company culture, and productivity in a comprehensive conceptual framework, and practically provides managerial implications in strengthening performance based on work safety.
Abstract:This study aims to identify, evaluate, and synthesize empirical evidence regarding the influence of Organizational Culture (OC) and Work Environment (WE) on Employee Performance (EP), as well as the mediating role of Job…
Satisfaction (JS). The method used is Systematic Literature Review (SLR) with the PRISMA 2020 protocol. Searches were conducted on the Scopus, Web of Science, and SINTA databases for publications in 2020–2026. Of the 350 articles identified, 36 articles met the inclusion criteria and were analyzed in depth. The results of the review found that: (1) organizational culture has a positive and significant effect on employee performance; (2) the work environment has a positive and significant effect on employee performance; (3) organizational culture has a positive and significant effect on job satisfaction; (4) the work environment has a positive and significant effect on job satisfaction; (5) job satisfaction has a positive and significant effect on employee performance; (6) job satisfaction partially mediates the influence of organizational culture on employee performance; and (7) job satisfaction mediates the influence of the work environment on employee performance. These findings make a theoretical contribution to the development of the human resource management literature and practical implications for organizations in designing employee performance improvement strategies.