The aim of this study is to investigate the relationship between turnover intention and workload, work-life balance, and internal communication. One significant element influencing a company's personnel stability is turnover intention, so understanding the factors that contribute to employee intention to leave is crucial in efforts to retain employees. Using a quantitative method with a causal approach, this study involved 129 respondents consisting of permanent employees of the company. With the use of SPSS software version 25, data was gathered via questionnaires and subjected to linear regression analysis. With a regression coefficient of -0.278 and a significance value of 0.001, the findings demonstrated that work-life balance significantly and negatively affects turnover intention. Turnover intention is similarly negatively impacted by internal communication, with a regression coefficient of -0.359 and a significance level of 0.002. On the other hand, where the regression coefficient is 0.360 and the significance is 0.001, workload positively affects turnover intention. Turnover intention is significantly impacted by all three independent variables at the same time. This model can account for 27.4% of the variation in turnover intention, according to its F value of 15.708 and R Square of 0.274. These findings indicate that companies can reduce turnover intention by improving work-life balance, improving internal communication, and controlling workload effectively. By implementing these strategies, companies can reduce employees' intention to leave the company.

This study examines the influence of family support and flexible working arrangements on driver retention within the gig economy, specifically focusing on Grab drivers in Malang, Indonesia. A quantitative survey of 400 drivers was conducted to collect data, which was then analyzed using multiple linear regression. Results indicate that family support significantly positively impacts driver retention, providing emotional stability and motivation. While flexible working arrangements alone did not significantly affect retention, they complement family support in fostering work-life balance. These findings contribute to the growing body of research on the gig economy by highlighting the importance of both social and organizational factors in driving employee retention. The study offers practical implications for platform companies seeking to enhance driver satisfaction and reduce turnover.

This research aims to look at human development during extraordinary events as seen from the influence of government spending, especially in health and education spending by local government, unemployment rates, and the severity of the Covid-19 pandemic that occurred. Population data uses data from all provinces in Indonesia from 2020 to 2022. Analysis of the development and condition of HDI, government spending, unemployment levels, and the severity of the pandemic using descriptive statistical methods. Meanwhile, to determine the development and extent of the effect of government spending variables, unemployment levels, and the severity of the pandemic on human development, this research uses panel data regression analysis with the Fixed Effect Model (FEM). Panel data analysis findings indicate that government spending variables in the education and health sectors have no bearing on raising the HDI score. However, the HDI is significantly impacted by the unemployment rate and the pandemic's severity. Based on these findings, this study suggests that government expenditure in the health and education sectors be optimized to deal with extraordinary events and maintain the region's focus on human development growth.

Every activity involving human factors, the environment, and machinery goes through stages of hazard processes. PT. XYZ is a company engaged in providing integrated logistics services. Issues concerning workers' safety an; Health practices remain, as certain work processes pose risks of workplace accidents, resulting in losses for both the company and the workers. The objective of this study is to identify potential Hazards, assess risks, and implement control measures using the HIRARC method. Observations were made on several activities performed by workers or drivers, such as document collection, picking up goods from clients, and delivering them to their destinations. Data collection was conducted through direct observation, interviews, and documentation, including reports on workplace accidents, safety policies, and operational procedures. The research findings identified various types of Hazards and assessed their likelihood of occurrence. Based on these findings, measures must be developed to prevent accidents or mitigate their impact through systematic Risk Control steps.

Human resources are a key element in the success of an organization. The success of a company heavily relies on the quality of its human resources. Achieving organizational goals is not only determined by technology but, more importantly, by the individuals who carry out the work. This study aims to analyze the effect of work family conflict, work life balance, and authentic leadership on employee performance at Swiss-Bel Hotel Rainforest Kuta. A quantitative approach was used in this research. The population of this study consists of all employees of Swiss-Bel Hotel Rainforest Kuta, totaling 72 employees, with a saturated sampling technique. Data were collected through documentation and questionnaires, and the data analysis technique employed was multiple linear regression. The results of the study indicate that work family conflict, work life balance, and authentic leadership have a positive impact on employee performance. Simultaneously, these three variables also significantly affect employee performance.

This study aims to analyze the effect of job satisfaction, person-job fit, and servant leadership on employee performance at the Yogyakarta City Fire and Rescue Service. This research uses a quantitative approach with a saturated sampling method, involving the entire population of 40 respondents. Primary data was collected through a Likert scale-based questionnaire and analyzed using multiple linear regression method with SPSS software. The results showed that job satisfaction has a significant influence on employee performance, while person-job fit and servant leadership do not have a significant influence. This finding indicates that improved employee performance in this organization is influenced by the level of job satisfaction, which is indicated by the highest rating on the aspect of overall satisfaction with work. Meanwhile, although person-job fit and servant leadership were rated positively by respondents, these variables have not contributed significantly to performance improvement. These results imply the need to focus on improving job satisfaction through strategies such as providing appreciation, recognizing achievements, and improving the comfort of the work environment. In addition, this study recommends exploring other factors such as work motivation, organizational support, and person-organization fit that may have a greater influence on employee performance. This study provides practical implications for organizational leaders in developing more comprehensive and holistic policies to improve the effectiveness of employee performance. Further research is expected to expand population coverage by involving similar agencies in other regions and adding new relevant variables to provide a deeper understanding of the factors that influence employee performance in the public sector.

The advancement of technology, the era of Industry 4.0, and the COVID-19 pandemic have introduced significant changes in the business world, affecting both organizations and employees. These shifts have contributed to the phenomenon of quiet quitting, where employees reduce their commitment to work without formally resigning. This phenomenon often emerges as a response to burnout, work-life imbalance, and high expectations from employers. This study compiles various research to analyze the contributing factors and negative impacts of quiet quitting on organizations. Findings indicate that quiet quitting is driven by job dissatisfaction, poor communication, lack of career development opportunities, and unsupportive organizational culture. The results highlight the importance of creating a positive work environment, fostering effective communication, and providing career development opportunities to mitigate the adverse effects of quiet quitting. Further research is needed to explore in depth the factors contributing to quiet quitting and to design more effective strategies for its prevention.

This study aims to analyze the influence of work facilities, work motivation and leadership style partially and simultaneously on employee performance and analyze the most dominant variables that influence employee performance at the Tanjung Karang Religious Court. The research method is a survey. Data collection techniques by collecting data from questionnaires and documentation. Researchers distributed questionnaires within the Tanjung Karang Religious Court with a total of 50 respondents. The type of data used is primary data. Hypothesis testing in this study includes reliability testing, validity testing, multiple regression analysis testing, t-test (partial), and F-test (Simultaneous) with the help of SPSS version 26. Research Results from the calculation of the t-test(partial) it can be concluded that the Work Facilities variable (X1) has no positive effect, Work Motivation (X2) has a positive effect, and Leadership Style (X3) has no positive effect. While the F Test (Simultaneous) Partially Work Facilities, Work Motivation and Leadership Style together have a positive effect on the performance of Tanjung Karang Religious Court employees.

This study aims to determine the Influence of Occupational Safety, Health, and Occupational Health (K3) on Increasing Employee Performance Productivity. Every company wants to increase the productivity of its employees' performance. Employee performance productivity is influenced by occupational safety, health, and K3. A study was conducted by PT to analyze occupational safety, health, and K3 on employee performance productivity. Indomarco Prismatama in Campang Raya Bandar Lampung. This study uses a quantitative method. The population is employees of PT. Indomarco Prismatama. The population consists of 56 employees. The sampling technique uses a census. The sample of this study was 56 employees. The data collection technique is a questionnaire. Data were analyzed by multiple linear regression. The results of this study indicate that occupational safety, health, and K3 have a significant effect on employee performance and productivity. However, these variables affect work productivity. So that PT. Indomarco Prismatama in Campang Raya Bandar Lampung can improve occupational safety, health, and K3 because these variables have a significant effect on employee performance and productivity.