International Activa-Passiva Journal (IAPJ) is a peer-reviewed journal published four (4) times a year (March, June, September and December) by Master of Management, Faculty of Economic, Universitas Islam Sultan Agung (UNISSULA). International Activa-Passiva Journal (IAPJ) is intended to be the journal for publishing articles reporting management research results. IAPJ invites manuscripts on various topics related to management with the following focus and scope: Basic Management Finance and Banking Econometric Applications Financial Econometrics International Trade and Development Tourism Economics Business Economics Micro Finance International Finance Economics, Finance, and Management of Education Management, Marketing, Human Resources, Organizations, Management Information Systems, etc.
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A Model of Improving Teaching Performance Through Principal Leadership Style and Tutor Learning Motivation Mediated by Service Commitment at PKBM in Kediri Regency
Research results: (1) The principal's leadership style has a positive and significant effect on student service commitment. This means that it's effective principal's leadership style will be able to build good relationships and provide support to tutors, ultimately increasing their commitment to providing the best service to students. (2) Tutor learning motivation has a positive and significant effect on student service commitment. This means that motivated tutors will be more enthusiastic about teaching, innovate in learning methods, and care more about student development, which ultimately increases their commitment to continuously providing the best service to their students. (3) The principal's leadership style has a positive and significant effect on teaching performance. This means that an effective principal's leadership style can build good relationships with tutors, provide opportunities for self-development, and create a conducive learning atmosphere, thus positively impacting tutors' teaching performance. (4) Tutor learning motivation has a positive and significant effect on teaching performance, this means that tutors who have high learning motivation have a positive impact on tutor teaching performance which is shown by more frequent use of interactive learning media, holding interesting class discussions, or providing constructive feedback to students. (5) Commitment to serving students has a positive and significant effect on teaching performance, this means that high commitment encourages tutors to be more dedicated in preparing materials, providing personal attention, and creating a conducive learning environment which has an impact on improving teaching performance. (6) Commitment to serving students is able to mediate the influence of the principal's leadership style and tutor learning motivation on teaching performance, this means that when the principal's leadership style runs effectively accompanied by tutors who have high learning motivation, commitment to serving students will ensure that this motivation is manifested in performance which is reflected in maximum efforts to help students learn.
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The Role of Service Quality in Bank Indonesia Customer Satisfaction
Research results: 1) Tangibles have a positive and significant effect on customer satisfaction when exchanging new currency during Eid al-Fitr. This means that tangibles are not only about physical appearance, but also about how the facilities and equipment provided by Bank Indonesia can provide a positive and satisfying experience for customers exchanging Eid al-Fitr currency. 2) Reliability has a positive and significant effect on customer satisfaction when exchanging new currency during Eid al-Fitr. This means that Bank Indonesia's ability to provide accurate, timely, and consistent service (such as receiving currency on request) directly meets customer expectations and increases the level of satisfaction of customers exchanging Eid al-Fitr currency. 3) Reliability has a positive and significant effect on public satisfaction in exchanging new money on Eid al-Fitr, this means that the process of exchanging Eid al-Fitr money which is carried out efficiently and quickly will make people satisfied and tend to exchange Eid al-Fitr money again in the following year.
Increasing Purchase Intention Through Creator-Moderated Customer Engagement Facial Presence and Islamic Business Ethics Fit in TikTok Affiliate Promotion Videos
This study aims to analyze the increase in purchase intention through customer engagement moderated by creator facial presence and Islamic business ethics fit in TikTok affiliate promotional videos. This study uses a quantitative approach with descriptive and causal research types. The population in this study includes the entire TikTok Muslim audience in Cirebon Regency who are included in the categories of generation Z (born 1997–2012) and millennials (born 1981–1996), with an unknown population size. A sample of 100 respondents was determined using a purposive sampling technique calculated using the Lemes how formula. The results of the study show that 1) Customer engagement has a positive and significant effect on purchase intention, this means that the higher the engagement on the product in the TikTok affiliate promotional video, the greater the audience's intention to buy the promoted product, 2) Creator facial presence has a positive and significant effect on purchase intention, this means that the higher the creator's facial presence in the TikTok affiliate promotional video, the higher the audience's intention to buy the promoted product, 3) Islamic business ethics fit has a positive and significant effect on purchase intention, this means that the higher the level of conformity of the TikTok affiliate promotional video to Islamic business ethics, the greater the audience's intention to buy the promoted product, 4) Creator facial presence can strengthen the influence of customer engagement on purchase intention. This means that the higher the creator's facial presence, the greater the influence of customer engagement on purchase intention, 5) Islamic business ethics fit can strengthen the influence of customer engagement on purchase intention. This means that the higher the conformity of Islamic business ethics in the TikTok affiliate promotional video, the greater the influence of customer engagement on purchase intention.
The Role of Digital Marketing and Brand Awareness in Increasing Decisions to Use Sohiba Khitan Services
Digital marketing plays an essential role in enhancing the visibility and competitiveness of health services. In the context of modern circumcision services, digital marketing serves as a strategic tool to strengthen brand awareness and influence consumer decision-making processes. The increasing public demand for reliable circumcision services and the shift in consumer behavior toward digital-based service searches highlights the importance of analyzing the relationship between digital marketing, brand awareness, and service usage decisions at Sohiba Khitan. This research is classified as explanatory research using a quantitative approach. The sample consisted of 109 respondents, representing users or parents of users of Sohiba Khitan services. Data were collected through questionnaires. The analysis technique employed the SEM-PLS method using SmartPLS software to examine both direct and indirect relationships among variables. The results show that digital marketing has a positive and significant effect on brand awareness, as indicated by a p-value of 0.000 < 0.05, a T-Statistics value of 9.088 > 1.96, and an original sample value of 0.827 (positive). Brand awareness has a positive and significant effect on service usage decisions, demonstrated by a p-value of 0.000 < 0.05, a T-Statistics value of 10.721 > 1.96, and an original sample value of 0.820 (positive). Digital marketing has a positive but not significant effect on service usage decisions, indicated by a p-value of 0.422 > 0.05, a T-Statistics value of 0.804 < 1.96, and an original sample value of 0.082 (positive). Furthermore, brand awareness is proven to mediate the effect of digital marketing on service usage decisions, supported by an indirect effect p-value of 0.000 < 0.05, a T-Statistics value of 6.977 > 1.96, and an original sample mediation value of 0.679 (positive).
A Customer Loyalty Enhancement Model Based on Product Quality and Service Quality at Dhian Kain Textile Store Mediated by Customer Satisfaction
This study aims to analyze the effect of product quality and service quality on customer loyalty with customer satisfaction as an intervening variable in a textile store named Dhian Kain. This study uses a quantitative approach with data obtained through questionnaires from 100 respondents who are all customers and users of products that purchased at Dhian Kain. The data analysis uses the Structural Equation Modeling (SEM) method with SmartPLS software. The results of the study show that: (1) product quality has a positive and significant effect on customer satisfaction; (2) product quality has a positive and significant effect on customer loyalty; (3) service quality has a positive and significant effect on customer satisfaction; (4) service quality has no effect on customer loyalty; (5) customer satisfaction has a positive and significant effect on customer loyalty; (6) product quality has a significant positive effect on customer loyalty with customer satisfaction as an intervening variable; (7) service quality has an effect on customer loyalty with customer satisfaction as an intervening variable.
The Effect of Ease of Access, Socialization, and Technological Knowledge on Behavioral Interest Moderated by Digital Literacy (Empirical Study on the Use of Smart Websites)
The purpose of this study is to determine the effect of ease of access, socialization and technological knowledge on behavioral interest moderated by digital literacy (an empirical study on the use of the Smart website). Respondents in this study were 384 smart website users who were determined by the accidental sampling method. This empirical study is explanatory quantitative research using a Structural Equation Model (SEM) based on Partial Least Square (PLS) with the help of the SmartPLS.4 program as a data analysis tool. The results of the study indicate that ease of access does not significantly influence behavioral interest in using the PINTAR website, socialization has a positive and significant effect on behavioral interest in using the PINTAR website, digital literacy is proven to be able to moderate the relationship between ease of access and behavioral interest in using the PINTAR website, digital literacy also plays a role in moderating the relationship between socialization and behavioral interest, and digital literacy positively moderates the relationship between technological knowledge and behavioral interest in using the PINTAR website.
The Role of Commitment on Communication Quality and Human Resource Performance
High quality and high integrity human resources are valuable assets that drive the sustainability and success of a company. Good employee performance indicates that human resource management is running effectively, thus supporting the achievement of organizational goals. The purpose of this study is to determine the role of commitment to the quality of communication and employee performance at Bank Indonesia Jakarta. This study uses a quantitative approach. The population in this study are employees in the banking sector. The total population is 215 employees. From the calculation using the Slovin formula, the minimum sample size is 140 Bank Indonesia Jakarta employees. The data collection method uses a questionnaire with a Likert scale. Data analysis in this study was carried out using structural equation modeling (SEM) through Smart PLS software. The results of this study indicate that Communication Quality has a positive effect on Employee Performance. Commitment has a positive effect on Employee Performance and Commitment has a positive effect on Communication Quality.
The Role of Social Support and Self Efficacy on Employee Performance Through Intrinsic Motivation at Bank Indonesia
Research Results 1)Social support has a positive and significant effect on intrinsic motivation, this means that the social support that employees get from colleagues or superiors can create a safe and comfortable work environment so that employees feel accepted and supported, this can increase employee intrinsic motivation; 2) Self-efficacy has a positive and significant effect on intrinsic motivation, this means that when employees have high self-efficacy, they believe in their ability to succeed, so that employees are more intrinsically motivated to work and complete their tasks; 3) Social support has a positive and significant effect on employee performance, this means that when employees feel supported by their work environment, it will make the employee feel safer, more comfortable and happier in carrying out their duties. This has an impact on improving performance both in terms of quality and quantity of work; 4) Self-efficacy has a positive and significant effect on employee performance, this means that employees with high self-efficacy will feel more confident in facing tasks, taking initiatives, and not giving up easily when facing difficulties, which ultimately has an impact on improving their performance; 5) Intrinsic motivation has a positive and significant effect on employee performance, this means that intrinsically motivated employees are more likely to be actively involved in their work, look for ways to improve the quality of work, and feel responsible for the results of their work; 5) Intrinsic motivation is able to mediate the positive and significant influence of social support and self-efficacy on employee performance, this means that employees who receive social support from the work environment coupled with a sense of confidence that they are able to complete tasks (high self-efficacy) will be more motivated to work hard, overcome obstacles, and ultimately complete the task successfully (high employee performance).
The Role of Spiritual Leadership: Organizational Culture Towards Innovative Work Behavior
This study aims to analyze the influence of organizational culture and spiritual leadership on employees' innovative work behavior, as well as to examine the role of spiritual leadership as a moderating variable in the relationship between organizational culture and innovative work behavior. This study was conducted on organic employees of the Money Management Department, Bank Indonesia with a total of 146 respondents, using a quantitative approach and Partial Least Square – Structural Equation Modeling (PLS-SEM) analysis techniques. The results of the study indicate that organizational culture has a significant positive effect on innovative work behavior. Further findings indicate that spiritual leadership does not have a direct significant effect on innovative work behavior. Nevertheless, spiritual leadership plays an important role as a moderating variable that strengthens the influence of organizational culture on innovative work behavior. Spiritual values such as integrity, exemplary behavior, and sincerity have been shown to increase the effectiveness of organizational culture in encouraging employee innovative behavior.
Role quality of Work Lifework-Family Conflict to organizational Commitment in Improving Employee Performance at Zainul Arifin Class Iv Hospital Bengkulu
The research questions are: (1) how does Quality of Work Life affect Organizational Commitment? (2) how does Quality of Work Life affect employee performance? (3) how does Work-Family Conflict affect Organizational Commitment? (4) how does Work-Family Conflict affect employee performance? (5) how does Organizational Commitment affect employee performance? The research method used a quantitative approach, and this type of research is explanatory. The study population was all permanent employees of Zainul Arifin Hospital IV, Bengkulu, with a sample of 104 nurses. Data collection used a questionnaire. Data analysis used Smart PLS-AMOS. The results of the study: (1) Quality of Work Life (QWL) was proven to have a positive and significant effect on Organizational Commitment. This finding indicates that improving QWL through creating a safe and comfortable work environment, providing opportunities for self-development, and supporting work-life balance can strengthen employee commitment to the organization. (2) Work Family Conflict (WFC) has a negative and significant influence on Organizational Commitment. This means that the higher the conflict between work and family demands, the lower the employee's commitment. (3) Quality of work life has a positive and significant influence on employee performance. This means that improving Quality of work life will be able to psychologically encourage an employee to improve performance in a company. (4) Work Family Conflict has a negative and significant influence on Employee Performance. This conflict occurs when work and family demands conflict, which can cause decreased performance due to stress, reduced job satisfaction, and the inability to focus on work tasks. (5) Organizational Commitment was found to have a positive and significant influence on Employee Performance. Employees who have high commitment tend to show stronger motivation, a willingness to achieve targets, and consistency in providing the best performance.
Developing Human Resource Competencies in Supporting Legislation and Representation Functions (Case Study of Kudus Regency DPRD Members)
This study aims to analyze the competence of members of the Kudus Regency Regional People's Representative Council (DPRD) in supporting legislative and representation functions, as well as to examine the application of Good Corporate Governance principles in the implementation of legislative duties. This study uses a qualitative approach with in-depth interviews with DPRD members as key informants. Data were analyzed through data reduction, data presentation, and thematic conclusion drawing. The results show that the competence of DPRD members in the aspects of knowledge, attitudes, self-motivation, and personal values is classified as good. DPRD members have an adequate understanding of legislative and representation functions, demonstrate a strong public interest orientation, and are driven by intrinsic motivation to contribute to regional development. Personal values such as honesty, trustworthiness, responsibility, and justice form the basis for decision-making. The implementation of Good Corporate Governance principles is also considered good, particularly in the aspects of transparency, accountability, ethics, independence, and fairness and equality. Competency development programs through technical guidance, training, and institutional discussions have proven to support the effectiveness of legislative and representation functions, despite still facing time constraints, self-regulatory literacy, educational background gaps, and budget constraints. Based on the SWOT analysis, it is recommended to strengthen structured competency development policies, utilize digital learning technology, partner with educational institutions, and implement performance-based evaluations to continuously improve legislative professionalism.
Exploration of The Relationship Between Organizational Climate, Work Enthusiasm, and Job Satisfaction from a Motivational Perspective
This research is an associative explanatory research and aims to analyze the relationship between Organizational Climate, Work Enthusiasm, and job satisfaction. Assessment of respondents' answers was carried out using a semantic differential scale with a score range of 1 to 5. The study population included all human resources at the Tanjung Emas Semarang Customs and Excise Supervision and Service Office, both ASN and Non-ASN, totaling 203 people. Based on the Slovin formula, a sample size of 135 respondents was obtained. The sampling technique used non-probability sampling with the convenience sampling method, chosen for considerations of time efficiency, cost, and ease of access to respondents. Data analysis was conducted using Partial Least Squares (PLS). The results showed that organizational climate had a positive and significant effect on job satisfaction and a positive and significant effect on work enthusiasm. Furthermore, work enthusiasm was also shown to have a positive and significant effect on job satisfaction. These findings indicate that a conducive organizational climate and high work enthusiasm can increase the overall level of employee job satisfaction.
The Role of Digital Technology in Money Management on The Performance and Productivity of Bank Indonesia's Human Resources
The Indonesian banking industry currently faces various challenges, not only from competition among banks but also from the digitalization of banking. The implementation of digital technology in the banking sector will undoubtedly boost performance. The better the use of technology within a company, the higher employee performance, significantly impacting productivity. This research is an explanatory research with a quantitative approach. The population in this study were 526 frontline employees of Bank Indonesia. The sample of this study was 130 frontline employees of Bank Indonesia, calculated using the Hair formula. The data collection technique used a questionnaire. In this study, the data analysis used the SEM-PLS method with SmartPLS (Partial Least Square) software. The results of the study show that: 1) The application of digital technology has a positive and significant effect on HR performance, meaning that the higher the digital technology, the HR performance can increase because the work process becomes more efficient, effective, and accurate. 2) The application of digital technology has a positive and significant effect on HR productivity, meaning that the higher the digital technology, the higher the HR productivity, 3) HR performance has a positive and significant effect on HR productivity. This means that the better the performance of human resources (HR), the HR productivity will also increase, resulting in higher, more efficient, and more effective performance in achieving company goals. 4) HR performance can mediate the positive and significant effect of the application of digital technology on HR productivity, meaning that the higher the application of digital technology, the better the HR performance, and then the higher the HR productivity.
The Role of Kyai Leadership and The Sustainability of Islamic Boarding School: Integration of Traditional Values with a Modern Approach (Case Study at Daarul Rahman Islamic Boarding School, Jakarta)
Islamic boarding schools, as the oldest Islamic educational institutions in Indonesia, now face the challenges of modernization, digitalization, and demands for more professional governance. In this context, the leadership role of Kyai (Islamic scholars) is a key factor in maintaining their sustainability, particularly in the combination model that integrates Salafiyah traditions with a modern educational system. This study aims to analyze how Kyai at the Daarul Rahman Islamic Boarding School in Jakarta instill traditional values, implement modern approaches, and integrate the two as a strategy for institutional sustainability. The research employed a qualitative approach with a case study method. Data were collected through in-depth interviews, observation, and documentation. Data were then analyzed through transcription, thematic coding, triangulation, and gap analysis between ideal leadership models and actual practices. The theories of prophetic leadership (shiddiq, amanah, tabligh, fathanah) and transformational leadership served as the primary foundations of the analysis. The research results show that Kyai play a role as a spiritual leader, managerial leader, and visionary leader. In the traditional aspect, Kyai successfully maintains the values of the Islamic boarding school through exemplary behavior, strengthening adab (ethics), teaching yellow books, and establishing a religious culture. In the modern aspect, Kyai encourages professionalization of management, strengthening human resources, integrating formal curricula, and utilizing technology in administration and learning. The integration of these two approaches creates an adaptive, visionary, and sustainability-oriented leadership model. However, the research also found several gaps, particularly in the distribution of authority, supervision systems, and utilization of technology, which still require strengthening. This research contributes to the development of Islamic education management studies, especially the Kyai leadership model based on prophetic-transformational values, and provides practical recommendations for Islamic boarding schools in managing transformation in the modern era.
Human Resource Competencies Based on Learning Orientation and Knowledge Quality (Study at The Semarang Type A Customs and Excise Supervision and Service Office (KPPBC)
The abstract of this study explains that the type of research used is explanatory research with a population of all human resources at the Semarang Type A Customs and Excise Supervision and Service Office, totaling 203 people. Based on Slovin's calculations, the sample size used was 135 respondents. The sampling technique used was non-probability sampling with the convenience sampling method (Hair, 2021). Data collection was carried out by distributing questionnaires using Google Forms, considering the wide coverage area. Although this method has the disadvantage of a low return rate, the researcher conducted direct follow-up (face-to-face) to ensure respondents provided data according to the research requirements. The measurement scale used was an interval scale with a Likert score of 1 to 5. Data analysis was carried out using a structural equation model with the Partial Least Squares (PLS) approach. The results of the study show that learning orientation has a positive and significant effect on increasing the competence of customs and excise human resources, learning orientation has a positive and significant effect on increasing the quality of human resource knowledge, and the quality of knowledge has a positive and significant effect on increasing the competence of customs and excise human resources.
Psychological Capital and Job Demand on Job Burnt out in The Context of Supervisory Support
This study aims to empirically analyze the influence of Psychological Capital and Job Demand on Job Burnout in the context of supervisory support. The research type used is Explanatory Research, which focuses on explaining the relationships between variables. The variables examined in this study include Job Burnout, Job Demand, Psychological Capital, and Supervisory Support. The data used in this study consists of primary and secondary data. Primary data was obtained through the distribution of questionnaires to respondents, while secondary data was obtained from relevant literature, related reports, and available documents. The data collection methods used include literature studies, observations, and questionnaire distribution. The sampling technique employed is non-probability sampling with a Purposive Sampling method, which selects respondents based on specific characteristics, namely having at least 5 years of work experience and being at least 25 years old. The sample size in this study is 130 respondents representing the entire human resources in the Customs and Excise Supervision and Services Office Type Madya Pabean a Semarang. Data analysis was performed using Structural Equation Modeling (SEM) with the Partial Least Square (PLS) approach. The results of the study indicate that Psychological Capital has a significant negative effect on Job Burnout, while Job Demand has a significant positive effect on Job Burnout. Furthermore, supervisory support does not moderate the effect of Psychological Capital on Job Burnout, suggesting that while supervisory support is important, internal factors such as Psychological Capital play a more significant role in reducing burnout. Good supervisory support can weaken the impact of Job Demands on Job Burnout, with constructive and creative support playing a key role in creating a healthier work environment.
The Effect of Transformational Leadership and Intellectual Capital on Organizational Agility with Organizational Learning as a Mediation Variable.
This study aims to examine and empirically analyze the influence of transformational leadership and intellectual capital on organizational learning and its impact on organizational agility. The research is classified as explanatory research with variables including transformational leadership, intellectual capital, organizational learning, and organizational agility. Respondents' answers were assessed using a semantic differential scale ranging from 1 to 5. The population of the study consisted of all human resources at the Customs and Excise Office of Type Madya Pabean a Semarang, totaling 230 employees, with a maximum sample size of 180 respondents. The sampling technique applied was purposive sampling with criteria of a minimum of five years of service and a minimum age of 25 years. Data analysis was conducted using structural equation modeling with the Partial Least Square (PLS) approach. The results indicate that transformational leadership has a positive and significant effect on organizational learning and organizational agility, intellectual capital has a positive and significant effect on organizational learning and organizational agility, and organizational learning has a positive and significant effect on organizational agility. These findings emphasize that the synergy of transformational leadership and intellectual capital, through the process of organizational learning, plays a crucial role in enhancing organizational agility.
The Role of Supervisory Support and Psychological Empowerment in Improving Human Resource Performance KPPBC Madya Customs Type A Semarang
Based on the identified phenomena and research gaps, this study was conducted to address the issue of how to improve human resource (HR) performance through supervisory support with psychological empowerment as a mediating variable. This study aims to analyze the influence of supervisory support on psychological empowerment and HR performance, as well as the influence of psychological empowerment on HR performance. This study uses an explanatory research approach with the main variables being supervisory support, psychological empowerment, and HR performance. The study population included all HR at KPPBC Type Madya Pabean a Semarang, totaling 200 people, with a sample size of 160 respondents determined using a purposive sampling method based on the criteria of a minimum work period of five years and an age range of 20–25 years. Data collection was conducted through questionnaires using a semantic differential scale of 1–5, which is considered effective because it allows respondents to consider their answers more carefully. Data analysis was conducted using structural equation modeling based on Partial Least Square (PLS). The results of the study indicate that supervisory support has a positive and significant effect on psychological empowerment and HR performance, while psychological empowerment also has a positive and significant effect on HR performance. Although psychological empowerment is proven to be a significant mediator, the direct effect of supervisory support on HR performance (coefficient 0.330) is greater than the indirect effect through psychological empowerment (coefficient 0.264). This finding indicates that supervisory support has a stronger direct role in improving HR performance, while psychological empowerment strengthens this effect in the long term.
Self Efficacy on Human Resource Performance with Emotional Stability as a Mediator
This study aims to determine and analyze the influence of self-efficacy and coworker support on emotional stability and their impact on improving human resource (HR) performance. The study used explanatory research with a quantitative approach. The population in this study was all HR at the Semarang Type A Customs and Excise Supervision and Service Office, totaling 203 people. The sampling technique used a census method, so the entire population became the research respondents. Data collection was conducted using a questionnaire with a five-point interval scale, ranging from 1 (Strongly Disagree) to 5 (Strongly Agree). Data analysis was conducted using the Structural Equation Modeling (SEM) method with the Partial Least Squares (PLS) approach. The results of the study indicate that: (1) Self-efficacy has a positive effect on HR performance; (2) Co-worker support has a positive effect on HR performance; (3) Emotional stability significantly moderates the influence of self-efficacy on HR performance; and (4) the interaction between emotional stability and co-worker support does not have a significant effect on HR performance. These findings confirm that improving HR performance can be achieved through strengthening self-efficacy and social support in the workplace accompanied by good management of emotional stability.
The Effect of Servant Leadership on Psychological Empowerment and Human Resource Performance
This study aims to examine and strengthen hypotheses regarding the relationship variables using an explanatory research approach, which emphasizes testing the interconnections between theoretical constructs. Primary data were collected through the distribution of both closed and open-ended questionnaires to respondents, while secondary data served as supporting information. The research population consisted of all 203 employees of the Customs and Excise Supervision and Service Office (KPPBC) Type Madya Pabean a Semarang, with sampling measured using a Likert scale ranging from 1 to 5. Data analysis was conducted using structural equation modeling (SEM) based on Partial Least Square (PLS). The findings reveal that Servant Leadership has a positive and significant effect on Psychological Empowerment, Servant Leadership has a positive and significant effect on Human Resource Performance, and Psychological Empowerment also has a positive and significant effect on Human Resource Performance. These results confirm that the implementation of a servant leadership style enhances employees' psychological empowerment and, in turn, drives the achievement of more optimal human resource performance.
HR Performance Improvement Model Through Islamic Leadership, with Achievement Motivation as a Mediation Variable
This study aims to examine and analyze the mediating role of achievement motivation in the relationship between Islamic leadership and human resource (HR) performance. The type of research used is explanatory research, namely research that aims to explain the causal relationship between variables. The assessment of respondents' answers was carried out using a semantic differential scale of 1 to 5. The population of this study was all 203 employees of the Semarang Type A Customs and Excise Supervision and Service Office (KPPBC), who were also used as research samples through the census method. Data analysis was carried out using Structural Equation Modeling (SEM) with the Partial Least Square (PLS) approach. The results of the study indicate that Islamic leadership has a positive effect on employee achievement motivation and human resource performance. Furthermore, achievement motivation has also been shown to have a positive effect on human resource performance. These findings strengthen empirical evidence that a leadership style based on Islamic values can improve intrinsic motivation and employee performance through the application of the principles of sidiq (honesty), amanah (trustworthiness), tabligh (communicativeness), and fathanah (intelligence). Thus, this study provides a theoretical contribution to the development of an Islamic leadership model and practical implications for public organizations in improving employee work effectiveness by strengthening spiritual values and achievement motivation.
Improving Service Performance Based on Work Ethic Mediated by Organizational Citizenship Behavior
This explanatory research aims to explain the influence of work ethic on extra-role behavior (Organizational Citizenship Behavior/OCB) and public service performance at the Tanjung Emas Customs and Excise Supervision and Service Office. The population in this study includes all human resources (HR), consisting of 261 State Civil Apparatus (ASN) and non-ASN employees. The sample was determined using the Slovin formula, resulting in 135 respondents. The sampling technique used was non-probability sampling with a convenience sampling approach (Hair, 2021). Primary data were obtained through a closed-ended questionnaire containing statements related to work ethic, extra-role behavior, and public service performance. The research instrument was constructed using a five-point Likert scale, with responses ranging from "Strongly Disagree" (STS) to "Strongly Agree" (SS). Data analysis was conducted using the Partial Least Squares (PLS) method to examine the relationships between the research variables. The results of the study indicate that: (1) work ethic has a positive and significant effect on extra-role behavior (OCB); (2) work ethic has a positive and significant effect on public service performance; and (3) extra-role behavior (OCB) has a positive and significant effect on public service performance. These findings indicate that improving work ethic can strengthen employees' extra-role behavior, which in turn has an impact on improving the quality of public service performance in the organizational environment.
The Influence of Digital Transformation and Digital Leadership on HR Performance
This study aims to analyze the influence of Digital Leadership on Human Resource Performance (HR Performance) with Digital Transformation as an intervening variable at the Regional Office of the Directorate General of Customs and Excise of Central Java and the Special Region of Yogyakarta. This research employs an explanatory design using a quantitative approach. The study population consisted of 203 personnel, and based on the Slovin formula, a total of 156 respondents were selected as samples. The sampling technique used is non-probability sampling with the convenience sampling method (Hair, 2021), chosen for its efficiency in terms of time and accessibility to respondents. The data consists of primary data obtained through questionnaires distributed to respondents, and secondary data sourced from the Regional Office of the Directorate General of Customs and Excise of Central Java and Yogyakarta. Questionnaires were distributed online using Google Forms to reach respondents across different work units, with follow-up communication conducted to ensure an adequate response rate. Data were measured using a five-point Likert scale ranging from “strongly disagree” to “strongly agree.” The data analysis employed Structural Equation Modeling (SEM) with the Partial Least Square (PLS) approach. The results show that: (1) Digital Leadership has a positive and significant effect on HR Performance; (2) Digital Leadership also has a positive and significant effect on Digital Transformation; and (3) Digital Transformation has a positive and significant effect on HR Performance. These findings indicate that improving HR performance can be achieved through the implementation of effective and adaptive digital leadership, which fosters the successful implementation of digital transformation within the governmental organizational environment.
Career Development Process for Competency-Based Performance
This study aims to analyze the influence of Professional Competence on Human Resource (HR) Performance, both directly and through Career Development. The research type used is explanatory research with a quantitative approach. The population in this study includes all HR employees at the Customs and Excise Supervision and Service Office Type Madya Pabean A Semarang, consisting of 203 personnel, both civil servants and non-civil servants. Based on Slovin's formula, a total of 135 respondents were selected as samples. The sampling technique used is non-probability sampling with the convenience sampling method. The data were analyzed using Structural Equation Modeling (SEM) with the Partial Least Square (PLS) approach. The results show that Professional Competence has a positive and significant effect on HR Performance, meaning that the higher an individual's professional competence, the better their performance outcomes. In addition, Professional Competence has a positive and significant effect on Career Development, indicating that enhanced competence contributes to better career progress. Furthermore, Career Development also has a positive and significant effect on HR Performance, implying that well-managed career development leads to improved employee performance. Therefore, strengthening professional competence and career development plays an essential role in enhancing the overall performance of human resources within government organizations.
Improving the Human Resources Performance of Kppbc Tmp Tanjung Emas Based on Role Playing Training Approach and Service Competence
This study is explanatory research that aims to examine the effect of Role Playing Training Approach on Service Competence and Human Resources (HR) Performance at KPPBC Jenis Madya Pabean Tanjung Emas. The variables used in this research include Role Playing Training Approach, Service Competence, and HR Performance. Primary data were collected through questionnaires distributed to respondents, while secondary data were obtained from institutional reports, literature, and related documents. The research population consisted of 260 employees, with a maximum sample of 160 respondents determined using purposive sampling, with criteria of a minimum of five years of service and a minimum age of 25 years. Data collection methods included literature study, observation, and questionnaire distribution using a Likert scale of 1–5. Data analysis was conducted using Structural Equation Modeling (SEM) with the Partial Least Square (PLS) approach. The results indicate that the Role Playing Training Approach has a positive and significant effect on Service Competence, and also has a positive and significant effect on HR Performance. Furthermore, Service Competence was found to positively and significantly influence HR Performance. These findings highlight that the implementation of role playing training not only improves service competence but also directly enhances HR performance, particularly in terms of ability, timeliness, and service quality. Therefore, role playing training can be considered an effective strategy for HR development to improve service quality and organizational performance.
Innovation Capability Driven by Employee Capacity Building in Improving HR Performance
This study aims to analyze the effect of employee capacity building on human resource performance both directly and indirectly through innovation capability as an intervening variable, as well as to examine the role of organizational culture as a moderating variable in the relationship among these variables. The type of research used is explanatory research with a quantitative approach. The population of this study includes all human resources at the Regional Office of Customs and Excise Central Java and Yogyakarta Special Region, consisting of both civil servants (ASN) and non-civil servants (non-ASN), totaling 203 employees. Based on the Slovin formula with a 5% margin of error, a sample of 135 respondents was obtained. The sampling technique used was non-probability sampling with a convenience sampling approach (Hair, 2021). Data were collected through literature studies and the distribution of questionnaires directly to respondents. The questionnaire was designed using a five-point Likert scale, ranging from 1 (strongly disagree) to 5 (strongly agree). The analytical method employed was Structural Equation Modeling (SEM) using the Partial Least Square (PLS) approach to examine the relationships among variables simultaneously. The results of the study show that: (1) employee capacity building has a positive and significant effect on human resource performance; (2) employee capacity building has a positive and significant effect on innovation capability; (3) innovation capability has a positive and significant effect on human resource performance; (4) organizational culture does not moderate the relationship between employee capacity building and human resource performance; and (5) organizational culture moderates the relationship between innovation capability and human resource performance. These findings reinforce the concept that enhancing employee capacity through training, skill development, and continuous learning not only directly improves performance but also strengthens innovative capabilities that contribute to better work outcomes. Moreover, organizational culture plays an important role in reinforcing the impact of innovation on performance, although it does not significantly moderate the influence of capacity building on performance. This study provides practical implications for public sector organizations to strengthen adaptive training programs, build an innovative culture, and create a supportive work environment for sustainable human resource performance improvement.
Improving Innovation Capabilities Based on Learning Orientation and Knowledge Sharing
This study aims to test the hypothesis regarding the influence of learning orientation and knowledge sharing on innovativeness as an effort to strengthen the underlying theory. The type of research employed is explanatory research, which emphasizes explaining the relationships between variables through hypothesis testing. Responses were measured using a five-point Likert scale, ranging from 1 (strongly disagree) to 5 (strongly agree). The population of this study consists of all human resources (HR) at the Office of Supervision and Customs Services of Jenis Madya Pabean Tanjung Emas, totaling 203 employees, including both civil servants and non-civil servants. From this population, a sample of 135 respondents was selected using a purposive sampling technique with the following criteria: (1) being an active employee, either in structural or functional positions; (2) having worked for at least one year to ensure understanding of organizational culture, learning processes, and knowledge-sharing mechanisms; and (3) being involved or having been involved in innovation activities or unit performance development, either formally or informally. The results of this study confirm that learning orientation has a positive and significant effect on knowledge sharing. Learning orientation also has a positive and significant effect on innovation capability. Furthermore, the findings indicate that knowledge sharing has a positive effect on innovation capability.
Knowledge, Innovative Work Behavior, Work Culture on HR Performance
This study aims to analyze the effect of knowledge quality on innovative work behavior and human resource (HR) performance, as well as the effect of innovative work behavior on HR performance at the Customs and Excise Supervision and Service Office Type Madya Pabean A Semarang. This research uses an associative explanatory design with a quantitative approach. The population consists of all civil servants and non-civil servants totaling 203 employees, with a sample of 135 respondents determined using the Slovin formula. The sampling technique employed is non-probability sampling with convenience sampling. Data were collected using closed-ended questionnaires with a Likert scale of 1–5, covering knowledge quality, innovative work behavior, and HR performance variables. Data analysis was conducted using Partial Least Square (PLS). The results indicate that knowledge quality has a significant effect on innovative work behavior, knowledge quality has a significant effect on HR performance, and innovative work behavior has a significant effect on HR performance. These findings suggest that effective knowledge management encourages innovative behavior and improves employee performance. Therefore, organizations are recommended to strengthen knowledge management systems and promote an innovation-oriented culture to enhance HR performance sustainably.
The Effect of Job Placement and Monetary Rewards on Employee Performance with Work Life Balance as a Moderating Variable at KPPBC TMP a Semarang
This study is an explanatory associative research that aims to analyze the effect of job placement and monetary rewards on human resource (HR) performance, as well as to examine the role of work-life balance as a moderating variable. The population of this study consists of 203 HR personnel at the Customs and Excise Supervision and Service Office Type Madya Pabean A Semarang, including both civil servants and non-civil servants. The research sample consists of 135 respondents selected using a non-probability sampling technique with a convenience sampling approach, considering efficiency of time and ease of data collection. The data consists of primary data obtained through questionnaires using a 5-point Likert scale, and secondary data in the form of HR statistics and respondent profiles. Data analysis was carried out using Partial Least Square (PLS). The results show that job placement has a positive and significant effect on HR performance, indicating that the more appropriate the job placement is based on qualifications and skills, the better the HR performance. Furthermore, monetary rewards also have a positive and significant effect on HR performance, meaning that the higher the financial compensation provided, the better the performance achieved. In addition, work-life balance was found to significantly moderate the relationship between monetary rewards and HR performance. This finding confirms that the higher the employees' work-life balance, the stronger the impact of financial rewards on performance improvement.
Strategies for Improving Permanent Employee Performance at Al Ihsan Boarding School Riau
Employee performance is a key factor in determining the success and effectiveness of an organization, including Islamic boarding school-based educational institutions such as the IBS Riau Islamic Boarding School. In the context of human resource management, performance not only reflects an individual's ability to perform tasks but also illustrates the extent to which organizational goals can be optimally achieved. However, in recent years, the IBS Riau Islamic Boarding School has faced challenges in the form of declining performance among permanent employees, which has had a direct impact on organizational effectiveness. The Al-Ihsan Waqf Foundation, which oversees the IBS Riau Islamic Boarding School, saw a significant decline in performance from 2020 to 2024. The average employee performance score, which initially reached 86 in 2020, decreased to 77 in 2023. The percentage of employees with "very good" performance also fell from 48% to only 30% during the same period. Furthermore, attendance discipline levels decreased from 95% to 87%, and employee job satisfaction decreased from 82% to 71%. To determine the appropriate strategy for improving the performance of permanent employees at the Al Ihsan Boarding School in Riau, the author used the SWOT analysis method. The research results show that Factors that influence the performance of permanent employees at the Al Ihsan Boarding School, Riau Employee performance is still influenced by morale, discipline, workload, reward systems, competence, and interdepartmental communication and coordination. Decreased performance is evident in late assignments, decreased productivity, and reduced service quality. Methods used to improve the performance of permanent employees at the Al Ihsan Boarding School in Riau The institution implements regular evaluation and coaching, improved communication and coordination, training, awards or incentives, a harmonious work environment, and workload adjustments to maintain employee motivation, discipline, and productivity. Effective performance improvement of permanent employees at the Al Ihsan Boarding School, Riau These strategies have proven effective in increasing employee motivation, self-confidence, and teamwork, thus having a positive impact on achieving institutional targets and the quality of service to students, guardians, and related parties.
The Effect of Work Overload and Work Fatigue on Human Resource (HR) Performance Through Quality of Work Life (QWL) for Cash Work Unit Employees Bank Indonesia
This study aims to assess the impact of Work Overload and Job Fatigue on human resource (HR) performance in Bank Indonesia Cash Work Unit, with Quality of Work Life (QWL) as a moderating variable. The study uses a quantitative approach with Structural Equation Modeling (SEM) technique based on Partial Least Square (PLS). Data were collected through questionnaires with a purposive sampling method involving 100 respondents from 895 employees spread across Bank Indonesia Representative Offices in Java, Sumatra, Kalimantan, Sulampua and Balinusra. The hypothesis acceptance criteria were determined based on a t-statistic value > 1.96 or a p-value < 0.05. The results of the study indicate that: (1) Work Overload has no significant effect on HR Performance; (2) Work Fatigue has a negative and significant effect on HR Performance; (3) Quality of Work Life (QWL) has a positive and significant effect on HR performance; (4) Work Overload has a negative and significant effect on QWL; (5) Work Fatigue does not have a negative and significant effect on QWL (6) Work overload has an effect on HR Performance mediated by QWL; and (7) Work fatigue does not have an effect on HR Performance mediated by QWL. These findings indicate that the effect of Work Overload on HR performance depends on the organizational context, organizational structure, and individual perceptions of the quality of work life. The implications of this research emphasize the importance of improving Quality of Work Life (QWL) as a strategy to mitigate the negative impact of Work Overload on HR performance in Bank Indonesia's cash work units.
The Influence of Work-Life Balance on Employee Performance: The Mediating Role of Employee Well-Being and Engagement
This study examines the impact of work-life balance on employee performance at the Representative Office of Bank Indonesia in the Riau Islands Province, with particular attention to the mediating roles of employee well-being and engagement. The research was conducted among employees at the Representative Office of Bank Indonesia in the Riau Islands Province using a quantitative approach and purposive sampling technique. The data were analyzed using the Partial Least Squares - Structural Equation Modeling (PLS-SEM) method with the assistance of SmartPLS software. The results provide in-depth insights and practical guidance, encouraging a paradigm shift toward cultivating a healthier and more engaged workforce, thereby strengthening organizational competitiveness.
Work Stress and Employee Behavior Towards Job Satisfaction Through Work-Life Balance in Employees of PT PLN (Persero) Lombok Generation Implementation Unit
This study aims to examine the mediating role of work–life balance in the relationship between job stress and employee behavior on job satisfaction. The research adopts a positivist paradigm with an associative approach. The population consists of employees of PT PLN (Persero) UPK Lombok, with data collected through a census method involving 91 respondents. Data were gathered using a questionnaire distributed via Google Forms with a five-point Likert scale. The data were analyzed using SEM-PLS with SmartPLS version 3. The findings indicate that job stress has a significant negative effect on job satisfaction and work–life balance. Employee behavior has a significant positive effect on both job satisfaction and work–life balance. Work–life balance also has a significant positive effect on job satisfaction. In addition, work–life balance mediates the effects of job stress and employee behavior on job satisfaction. These results highlight that positive employee behavior forms a critical foundation for achieving work–life balance; discipline, cooperation, compliance, loyalty, and initiative promote an orderly workflow, reduce excessive pressure, and enable employees to consistently maintain a balanced role between work and personal life.
The Effect of Total Quality Management and Customer Relationship Management on Student Satisfaction at SMA Pusaka Nusantara 2 Bekasi with Brand Image as a Mediation Variable
This study aims to explain the influence of Total Quality Management (TQM) and Customer Relationship Management (CRM) on student satisfaction with brand image as a mediating variable at SMA Pusaka Nusantara 2 Bekasi. This study is an explanatory research that focuses on testing the causal relationship between variables that play a role in shaping student satisfaction, especially in the context of service quality and school image. This study uses a quantitative approach with a survey method by distributing questionnaires to 150 respondents consisting of students in grades X, XI, and XII. Data analysis was carried out using Structural Equation Modeling–Partial Least Squares (SEM-PLS) with SmartPLS 4, through the stages of outer model testing, inner model testing, and hypothesis testing. The results of the study indicate that: (1) Total Quality Management has a positive and significant effect on student satisfaction; (2) Customer Relationship Management has a positive and significant effect on student satisfaction; (3) brand image has a positive and significant effect on student satisfaction; (4) brand image mediates the effect of Total Quality Management on student satisfaction; and (5) brand image mediates the effect of Customer Relationship Management on student satisfaction. The R² value of 0.685 indicates that the model is able to explain 68.5% of the variation in student satisfaction. Overall, this study confirms that service quality, the quality of the school-student relationship, and school image contribute significantly to shaping student satisfaction. These findings provide important implications for school management to strengthen the implementation of TQM, improve the effectiveness of CRM, and optimize brand image management to increase satisfaction and the competitiveness of educational institutions.
The Impact of Upskilling and Reskilling Programs on Improving Employees' Digital Competence
This study aims to analyze the effect of Upskilling and Reskilling programs on the Digital Competence of organic employees at the Cash Management Department of Bank Indonesia, and to examine the role of Work Environment as a moderating variable. The study employed a quantitative approach using the PLS-SEM method, with questionnaires as the primary data collection instrument. The results indicate that: (1) the Reskilling program has a positive and significant effect on employees' digital competence; (2) the Upskilling program has a positive but non-significant effect; (3) the work environment positively and significantly moderates the effect of Reskilling on digital competence, but does not significantly moderate the effect of Upskilling. These findings suggest that the effectiveness of digital competence development programs depends not only on the training program itself but also on a supportive work environment. The study implies the importance for management to continuously develop Reskilling programs aligned with employees' digital needs, adjust Upskilling programs accordingly, and foster a work culture that supports the application of digital skills.
Shopee is an e-commerce platform that continues to evolve to meet consumer needs, from easy payment to faster delivery. Shopee is a marketplace that employs a strategy to attract consumers, including flash sales, which are also influenced by internal factors such as positive emotions. This research is an explanatory quantitative study using a quantitative approach. The study population was all Shopee e-commerce platform users in Indonesia who had made purchases through flash sales. A sample of 100 Shopee users was selected. Data collection used a questionnaire via Google Forms distributed online via WhatsApp. In this study, data analysis used the SEM-PLS method with SmartPLS (Partial Least Squares) software. Research results: 1) Flash sales have a positive and significant effect on positive emotions, meaning the higher the intensity of flash sales, the stronger the effect on consumers' positive emotions (such as joy, satisfaction, and pleasure). 2) Flash sales have a positive and significant effect on impulsive purchases, meaning the more often Shopee holds flash sales, the higher the tendency of users to make purchases. 3) Positive emotions have a positive and significant effect on impulsive purchases, meaning the higher the level of positive emotions in consumers (such as happiness, satisfaction, joy), the greater the likelihood of them making unplanned purchases. 4) Positive emotions play a role in mediating the relationship between flash sales and impulsive purchases, meaning that flash sales evoke positive feelings such as joy and happiness in consumers, and these positive feelings are what encourage consumers to make purchases impulsively or without prior planning.
The Role of the Save Marketing Mix Strategy (Solution, Access, Value, Education) in Increasing Customer Satisfaction and Loyalty of PLN SPKLU in the East Kalimantan Region
This research is an explanatory quantitative study with a quantitative approach. The study population was all PLN SPKLU customers in East Kalimantan, whose exact number is difficult to determine. A sample of 150 PLN SPKLU customers in East Kalimantan was selected. Data collection used a closed-ended questionnaire. In this study, data analysis used the SEM-PLS method with SmartPLS (Partial Least Square) software. Research results: 1) Solution in SAVE marketing strategy has a positive and significant effect on customer satisfaction. 2) Access in SAVE marketing strategy has a positive and significant effect on customer satisfaction. 3) Value in SAVE marketing strategy has a positive and significant effect on customer satisfaction. 4) Education in SAVE marketing strategy has a positive and significant effect on customer satisfaction. 5) Solution in SAVE marketing strategy has a positive and significant effect on customer loyalty. 6) Access in SAVE marketing strategy has no effect on customer loyalty. 7) Value in SAVE marketing strategy has a positive and significant effect on customer loyalty. 8) Education in SAVE marketing strategy has a positive and significant effect on customer loyalty. 9) Satisfaction has a positive and significant effect on customer loyalty. 10) Satisfaction can mediate the positive and significant influence of solutions in SAVE marketing strategy on customer loyalty. 11) Satisfaction can mediate the positive and significant influence of access in SAVE marketing strategy on customer loyalty. 12) Satisfaction can mediate the positive and significant influence of value in SAVE marketing strategy on customer loyalty. 13) Satisfaction can mediate the positive and significant influence of education in SAVE marketing strategy on customer loyalty.
Perceived Analysis Adaptive Selling, Customer Satisfaction with the Salesperson, and Customer Satisfaction with the Brand to Brand Loyalty: Case Study on Ubond Brand Mortar Cement Manufacturer
The Indonesian mortar cement industry continues to experience intense competition, requiring companies to strengthen brand loyalty through adaptive and customer-oriented marketing strategies. This study aims to analyze the influence of perceived adaptive selling, customer satisfaction with the salesperson, and customer satisfaction with the brand on brand loyalty in Ubond mortar products. This research employed an explanatory quantitative design. Data were collected through questionnaires administered to 100 building-material store owners who sell Ubond products across Central Java and Yogyakarta. The data were analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS). The findings reveal that perceived adaptive selling positively affects customer satisfaction with the salesperson and customer satisfaction with the brand. Customer satisfaction with the salesperson also significantly enhances customer satisfaction with the brand. Moreover, customer satisfaction with the brand has a significant effect on brand loyalty. These results highlight the critical role of adaptive selling and consistent brand experience in strengthening customer loyalty. The study provides practical implications for improving salesforce responsiveness and brand management strategies within a highly competitive and homogeneous mortar industry.
Strategy for Improving Service Quality at the Semarang Maritime Polytechnic
This study aims to analyze user satisfaction levels, identify the key determinants of service quality, and formulate strategies to improve service performance at the Polytechnic of Sailing Science (PIP) Semarang. A qualitative approach was employed through in-depth interviews, observations, focus group discussions (FGDs), and document analysis, involving informants consisting of cadets, lecturers, and administrative staff engaged in service processes. The findings indicate that the overall level of user satisfaction falls into the “Excellent” category, with a Student Satisfaction Index (IKM) score of 3.58 or a converted value of 89.58. Nevertheless, several aspects still require improvement, particularly in service speed, facility maintenance, and communication effectiveness between the campus and cadets. The most influential factors affecting service quality include instructor competence, facility quality, administrative system effectiveness, and the application of information technology in both academic and non-academic processes. SWOT analysis reveals that the cadet dining facility continues to face issues related to insufficient capacity, inefficient layout, and suboptimal ventilation, which reduce user comfort. Opportunities for improvement—such as renovation, spatial reorganization, meal shift arrangements, and digital queue systems—should be utilized to prevent health risks and avoid a decline in institutional reputation. In the area of certificate distribution, the use of authorization letters has been shown to create opportunities for brokerage practices and identity misuse. Eliminating authorization letters through digital verification using QR codes, OTP, biometrics, as well as implementing online queuing systems and strengthening SOPs, becomes a crucial strategy to enhance service security and accountability. Overall, improving service quality atPIP Semarang focuses on three main strategies: strengthening academic quality, modernizing facilities and learning technologies, and digitalizing administrative services. The implementation of these strategies is expected to enhance overall service performance and strengthen the institution's competitiveness.
Marketing Strategy at D'gondangrejo Point, Karanganyar, Central Java
This research aims to analyze the marketing strategy of D'Gondangrejo Point as a creative tourism destination in Karanganyar Regency, Central Java. The study is motivated by the increasing competition among visual-based tourist attractions and the growing demand for high-quality visitor experiences. A qualitative descriptive approach was employed, with data collected through observation, interviews, documentation, and questionnaires administered to four key respondents familiar with the operational aspects of D'Gondangrejo Point. Data analysis involved evaluating internal factors using the IFE Matrix and external factors using the EFE Matrix, followed by determining the strategic position through the SWOT Matrix. The results indicate that D'Gondangrejo Point's primary strengths lie in its visual appeal, innovative attractions, friendly services, and effective use of digital media. External opportunities arise from trends in social-media-driven tourism, increasing public interest in creative attractions, and potential collaboration with local communities and businesses. The IFE and EFE scores place D'Gondangrejo Point in the growth (SO) quadrant of the SWOT Matrix, implying that the destination possesses sufficient internal strengths to capitalize on available opportunities. Recommended marketing strategies include product enhancement through new photo spots and creative events, digital promotion optimization through influencer collaborations, service and facility improvements, and strengthened partnerships with local MSMEs and travel agencies. This study is expected to provide valuable insights for tourism managers in developing experience-based and sustainable marketing strategies. Keywords: Destinations; Marketing; Strategy; Tourism.
The Influence of Work Life Balance and Work Engagement on Employee Performance at PT Jasa Raharja with Job Satisfaction as an Intervening Variable
The phenomenon that occurs is that the performance assessment of PT. Jasa Raharja from year to year has fluctuated. Realizing this, PT. Jasa Raharja feels the need to improve performance by paying attention to employee job satisfaction, and trying to improve work-life balance and strengthen work engagement. This study is an explanatory research study with a quantitative approach. The research population of PT Jasa Raharja 2025 employees amounted to 1812 people. The sample was taken using proportional random sampling technique obtained a sample size of 140 employees. The data collection technique used a closed questionnaire. In this study, data analysis used the SEM-PLS method with SmartPLS (Partial Least Square) software. The results of the study: 1) Work life balance has a positive and significant effect on job satisfaction, this means that when PT. Jasa Raharja employees have a good balance between work and personal life, they will be more satisfied with their work. 2) Work engagement has a positive and significant effect on job satisfaction, this means that if PT. Jasa Raharja employees feel involved and engaged with their work, they will give their best and achieve better results. 3) Work life balance has a positive and significant effect on performance, this means that if PT. Jasa Raharja employees have enough time for life outside of work, and feel happy and not stressed, then their performance will increase. 4) Work engagement has a positive and significant effect on employee performance, this means that PT. Jasa Raharja employees who are emotionally, cognitively, and physically involved tend to be more productive, innovative and will be able to improve their performance by providing better customer service. 5) Job satisfaction has a positive and significant effect on employee performance and this job satisfaction is able to mediate the influence of work life balance and work engagement on employee performance. This means that PT. Jasa Raharja employees who have a good work-life balance (can divide time between work and family in a balanced manner) and high work engagement (fully involved, dedicated and enthusiastic in work) will feel more satisfied with their work. This job satisfaction will encourage employees to work better and achieve better results.