Pandemi COVID-19 telah mendorong peningkatan signifikan dalam penerapan kebijakan Work From Home (WFH) di berbagai industri. Penelitian ini mengevaluasi dampak program WFH terhadap produktivitas dan kesejahteraan karyawan, serta mengidentifikasi tantangan yang terkait. Dengan menggunakan metode survei kuantitatif, data dikumpulkan dari 150 karyawan di sektor seperti teknologi informasi, keuangan, dan pendidikan. Analisis difokuskan pada dua dimensi utama: produktivitas dan kesejahteraan. Hasil penelitian menunjukkan bahwa 60% responden mengalami peningkatan produktivitas akibat fleksibilitas waktu dan berkurangnya gangguan di tempat kerja, sementara 25% melaporkan penurunan yang disebabkan oleh kebimbangan antara pekerjaan dan kehidupan pribadi. Pada aspek kesejahteraan, 40% responden merasa lebih baik karena jadwal kerja yang fleksibel, namun 35% mengalami penurunan kesehatan mental akibat beban kerja dan berkurangnya interaksi sosial. Masalah fisik seperti nyeri punggung dan kelelahan mata juga ditemukan, memengaruhi 45% partisipan. Analisis korelasi dan regresi menunjukkan hubungan positif antara fleksibilitas WFH dengan produktivitas (r=0,62, β=0,45, p<0,01), tetapi berdampak negatif pada kesejahteraan (r=-0,45, β=-0,38, p<0,01). Kendala teknis dan kurangnya pengaturan ergonomis diidentifikasi sebagai hambatan efektivitas. Studi ini menyimpulkan bahwa WFH meningkatkan produktivitas di bawah kondisi yang mendukung, tetapi berisiko bagi kesejahteraan karyawan. Rekomendasi mencakup penerapan batasan kerja yang jelas, peningkatan dukungan teknologi, dan inisiatif untuk kesehatan mental karyawan guna mengoptimalkan manfaat kebijakan WFH.

This study is motivated by the importance of talent development and leadership in enhancing employee performance in e-commerce companies in Indonesia. Employee performance is a key factor in achieving organizational goals, and talent development as well as leadership are considered crucial in this regard. The purpose of this study is to analyze the impact of talent development and leadership on employee performance and to examine whether leadership moderates the relationship between talent development and performance. The study employs multiple linear regression methods to analyze data collected from 131 respondents. The results indicate that both talent development and leadership significantly influence employee performance. Hypothesis testing reveals that talent development and leadership have a significant positive relationship with employee performance, with leadership having a more dominant influence. However, moderation analysis shows that leadership does not significantly moderate the relationship between talent development and employee performance. The conclusion of this study is that talent development and leadership are important factors in improving employee performance, but leadership does not significantly moderate the relationship between talent development and performance. Therefore, e-commerce companies in Indonesia are advised to focus more on talent development and leadership to achieve optimal employee performance.

This research analyzes the influence of innovative behavior, Employe engagement, Entrepreneur self efficacy on the performance of UMKM UD Sumber Rejeki. Business growth in the small industrial sector requires companies to innovate and adapt. Excellent human potential is an important factor in achieving this development. This research used a quantitative method with a saturated sampling approach involving 90 UD Sumber Rejeki employee respondents. Data collection was carried out using a questionnaire that calculated respondents' attitudes and views using a Likert scale. Data analysis was carried out using Partial Least Squares Structural Equation Modeling (PLS-SEM) via SmartPLS 3.2.8 software to test the hypothesis. The research results show that innovative behavior, employee engagement, entrepreneurial self-efficacy have a positive and significant effect on employee performance.

This study aims to find out the human resource development that has been carried out in an effort to improve the quality of service at JNE Agent Villa Dago Pamulang, what efforts have been made so far to increase employee work motivation at JNE Agent Villa Dago Pamulang, Obstacles in developing human resources and work motivation in improving the quality of service at JNE Agent Villa Dago Pamulang. This study uses a qualitative descriptive approach. Data collection techniques are in the form of interviews, observations, and documentation. The result of this research is that the development of human resources at JNE Agent Villa Dago Pamulang has been carried out well, namely through training at the agent and at the center, providing briefings through training and during briefings and helping employees who experience difficulties while working. The efforts made at JNE Villa Dago Pamulang Agent are by providing services in the form of appropriate wages or salaries, by trying to create comfortable and harmonious working conditions for employees, providing adequate facilities. The obstacle in developing human resources and work motivation at JNE Agent Villa Dago Pamulang is the number of similar competitors with their respective advantages and employee personalities that need to be improved again in order to serve consumers well.

This research aims to determine the influence simultaneously (simultaneously) and partially of the variables of integrity, professionalism, compensation and career development on employee performance at the Grogol District Office, Sukoharjo Regency. This research method uses a quantitative research design. The population of all employees in Grogol District is 42 people. The sampling technique used in this research was a census sampling technique with a sample size of 42 people. Data collection using questionnaires. The data analysis techniques used for statistical analysis are multiple linear regression test, F test, t test, and coefficient of determination. The research results show that integrity, professionalism, compensation and career development partially and significantly influence employee performance at the Grogol District Office, Sukoharjo Regency. Suggestions from this research, the Grogol District Office, Sukoharjo Regency continues to improve existing integrity, professionalism, compensation and career development, so that employee performance will increase and be better than before.

The purpose of this study is to determine compensation and career development on the performance of Bank employees.BRI Regional Office of Bandar Lampung. The population in this study were employees at Bank BRI Kanwil Bandar Lampung. The sampling technique usedpurposivesamplingand obtained a sample of 50 respondents. The variables of this study use two variables, namely dependent and independent variables. For the dependent variable (y) this study is employee performance. For the independent variables (x) include Compensation (x1), and career development (x2). Quantitative data analysis methods, using several linear regression analysis models by processing data using the SPSS 21 program.Career Development partially has a positive and insignificant effect on the Performance of BRI Kanwil Bandar Lampung Employees with a t-test value of 0.371 with a significance level of 0.712. Compensation partially has a positive and significant effect on the Performance of BRI Kanwil Bandar Lampung Employees with a t-test result of 3.365 with a significance level of 0.002.As well asCareer Development and Compensation simultaneously have a positive and significant effect on the Performance of BRI Kanwil Bandar Lampung Employees with the results of the F test with ni obtained of 11,704 with a significance level of 0.000.

This study aims to test and prove the influence of promotions and prices on the satisfaction of purchasing fashion products on Shopee. The population in this study is 524 students of the Faculty of Economics,Universitas teknokrat Indonesia, Management Study Program. This study used a sample of 83 respondents. The research method used is nonprobability sampling with purposive sampling technique. The results of the study showed that the relationship between the independent variable, namely promotion and price, to the independent variable, namely purchase satisfaction. From partial testing, the T test shows that promotion has a positive and significant effect on purchase satisfaction. And on the price variable, it is obtained by proving that price has a positive and significant effect on purchase satisfaction. It can be concluded that promotion and price variables have a positive and significant effect on purchase satisfaction. The Coefficient of Determination (R Square) of 0.535 purchase satisfaction can be explained by promotion and price of 53.5% while the other 46.5% can be explained by other factors that were not examined in this study.

The graduation outcomes and character development of students rely significantly on the effectiveness of teachers, both in the classroom and in extracurricular settings. High-performing teachers are more likely to meet instructional targets, whereas low teacher performance can disrupt the teaching process and negatively impact student learning outcomes. A total of 103 respondents were selected through purposive sampling techniques. Data collection was carried out via questionnaires, followed by analyses including descriptive statistics, validity and reliability tests, normality tests, classical assumption tests, and coefficient of determination analysis. The findings reveal that work motivation significantly and positively influences teacher performance. The analysis yielded an adjusted R-square value of 0.495, suggesting that the independent variables—work motivation, intellectual intelligence, and emotional intelligence—together explain 49.5% of the variation in teacher performance, with the remaining 50.5% being influenced by factors outside the scope of this. Additionally, intellectual and emotional intelligence were found to have a positive impact on teacher performance.Implications for School Leadership and Stakeholders The results underscore the importance of school principals serving as role models by exemplifying high work motivation and possessing adequate levels of intellectual and emotional intelligence to inspire and enhance teacher performance. Furthermore, schools are encouraged to implement targeted professional development programs aimed at improving these critical attributes among teachers. Such initiatives might include structured training sessions, mentoring opportunities, and comprehensive support systems to address professional challenges. By fostering a conducive and supportive work environment, these measures can significantly enhance teacher effectiveness and, by extension, educational outcomes.

In the era of globalization and increasingly fierce business competition, organizations face pressure to maximize employee performance as a critical asset in achieving their business objectives. This research examines how interpersonal relationships, work stress also the work environment influence employee performance, with job satisfaction as a mediating aspect. The study employs a quantitative approach, using employees of Pertamina gas stations in Malang as the population and sample. A saturated sampling technique was used for sample selection, resulting in 33 respondents, with primary data collected for the research. SmartPLS 4 was utilized as the data analysis tool. The outcome reveal that interpersonal relationships have a significant positive impact on employee performance, whereas work stress and the work environment do not show a significant impact. Furthermore, the mediation of job satisfaction in the relationship between interpersonal connections and work stress on employee performance is insignificant. In contrast, the work environment does demonstrate a substantial positive influence. These results emphasize the necessity of fostering strong interpersonal relationships, managing stress effectively, and enhancing the work environment to boost employee performance.