Abstract Background: Health promotion programs are vital for improving employee well-being and productivity, particularly within the civil service where occupational stress and sedentary work patterns are common. Despite their importance, the implementation of such programs in public sector organizations often faces significant challenges. Aim: This study examined organizational barriers to the implementation of health promotion programs among civil servants in Port Harcourt Metropolis, Rivers State, Nigeria, with a specific focus on inadequate funding, lack of management support, and insufficient infrastructure. Methodology: A cross-sectional research design was adopted, and data were collected from 387 civil servants selected through a multi-stage sampling technique from various public offices across five local government areas. Data were gathered using a structured questionnaire validated by experts, with a reliability coefficient of 0.86. Descriptive statistics were used to answer the research questions, while regression analysis tested the hypotheses at a 0.05 level of significance. Results: Findings revealed that inadequate funding (grand mean = 2.80) and lack of management support (grand mean = 2.71) constituted barriers to a high extent and were significantly associated with the implementation of health promotion programs (p < 0.05). Insufficient infrastructure also constituted a barrier to a high extent (grand mean = 2.57); however, it showed no significant association with program implementation (p > 0.05). Conclusion: The study concludes that organizational factors, particularly funding and management commitment, play a critical role in determining the success of workplace health promotion initiatives. It therefore recommends increased financial investment, stronger managerial involvement, and strategic organizational support to enhance the effective implementation of health promotion programs among civil servants in Rivers State.

Digital transformation poses significant challenges for the Indonesian manufacturing sector in the Industry 4.0 era, demanding human resource (HR) readiness in line with technology adoption. This study analyses HR readiness at PT XYZ, an instant cement manufacturing subsidiary of Major Corporate Group, as it navigates organisational digital transformation. Using a qualitative single-case study design, the population included all PT XYZ employees involved in digital transformation, with a purposive sampling of six key informants: the HR Manager, Production Manager, IT Manager, one Supervisor, and two Production Employees. The instruments consisted of semi-structured interview guidelines, limited observation protocols, and a documentation checklist, analysed through the Miles and Huberman interactive model with thematic techniques for pattern identification. The results indicate an overall positive HR readiness, characterised by a collective understanding of transformation as a change in mindset and culture, supported by inter-divisional collaboration that overcomes psychological resistance and technical obstacles through ongoing training and mentoring. However, generational gaps persist. In conclusion, despite successful adaptation through upskilling, companies need an inclusive strategy for sustainable competitiveness

The widespread adoption of remote work has compelled organizations to redefine employee engagement strategies and productivity measurement systems. This empirical study investigates the relationship between employee engagement dimensions and remote work productivity metrics among employees working in IT, education, and service-sector organizations in India. Data were collected from 220 remote and hybrid employees using a structured questionnaire. Statistical techniques including reliability analysis, correlation, and multiple regression were employed to analyze the data. The results reveal a significant positive relationship between employee engagement factors—such as leadership support, work autonomy, digital collaboration, and work-life balance—and remote work productivity. The findings emphasize the importance of engagement-driven management practices for sustaining productivity in virtual work environments. The study provides actionable insights for managers, HR professionals, and policymakers in designing effective remote work frameworks.

This study examines the influence of personnel development and work atmosphere quality on employee performance, with career satisfaction as a mediating variable at PT Indo Sakura Indah. The research aims to analyze direct and indirect relationships among these variables. A quantitative approach was employed using SEM-PLS with SmartPLS 3.0 on data collected from 113 production employees. The results indicate that personnel development significantly affects career satisfaction but not employee performance directly, while work atmosphere quality significantly influences both career satisfaction and performance. Career satisfaction affects performance but does not mediate the relationships. These findings highlight the importance of a conducive work environment and targeted development programs.

Mental health and psychological well-being are critical determinants of employee productivity, job satisfaction, and institutional effectiveness. In tertiary education settings, academic and non-academic staff are exposed to substantial occupational demands that may predispose them to psychological distress. Hence, this study examined the assessment of psychological well-being and mental health among academic and non-academic staff in Lagos State tertiary institutions. A cross-sectional survey design was adopted. Participants comprised 406 academic and non-academic staff selected from four public universities in Lagos State using a multistage sampling technique. Data were collected using standardized measures of psychological well-being and mental health. Pearson product–moment correlation, independent samples t-test, and one-way analysis of variance (ANOVA) were employed for data analysis. Findings revealed significant positive relationships between mental health and environmental mastery, personal growth, positive relations with others, purpose in life, and self-acceptance. Autonomy did not show a significant relationship with mental health. Marital status and sex did not significantly influence psychological well-being or mental health. However, academic staff reported significantly higher psychological well-being than non-academic staff, although no significant group difference was found in mental health. The study concludes that Institutional mental health promotion strategies should prioritize psychological well-being enhancement to improve staff mental health and organizational effectiveness.

Digital transformation is reshaping how small and medium enterprises operate, yet limited empirical evidence explains how digital human resource practices and flexible work arrangements jointly influence employee productivity in creative industry contexts. This study examines the effects of Digital HRM (DHRM) and Flexible Work (FW) on Employee Productivity (EP), with Work Digital Agility (WDA) conceptualized as an adaptive capability that supports employees in managing technology-driven work environments. A quantitative survey was conducted involving 520 workers from Craft Fashion MSMEs across five regencies in Bali, selected through purposive sampling to ensure adequate exposure to digital HR systems and flexible work arrangements. Data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) to assess both direct and indirect relationships. The results indicate that DHRM has a strong and significant direct effect on EP and an even stronger effect on WDA, demonstrating that digital HR practices enhance productivity primarily by strengthening employees’ adaptive digital capabilities. Flexible Work also exhibits a positive direct effect on EP; however, its influence on WDA is not statistically significant. Furthermore, WDA significantly predicts EP and mediates the relationship between DHRM and EP, but does not mediate the effect of Flexible Work on productivity. These findings suggest that productivity improvements in digitally transforming MSMEs depend not only on technological investments and flexible work policies, but critically on the development of work digital agility as a core employee capability fostered through structured digital HR practices.

Work–life balance has become an important concern in the banking sector, particularly for women employees who manage dual responsibilities at work and home. This study examines the level of work–life balance among women employees of Federal Bank and identifies the factors affecting their balance, along with its impact on job satisfaction and performance. The study is based on primary data collected from 72 women employees using a structured questionnaire. Statistical tools such as percentage analysis, mean, standard deviation, chi-square test, correlation, and regression were applied using SPSS software. The findings reveal that women employees experience a moderate level of work–life balance. Marital status significantly influences balance, and a strong positive relationship exists between work–life balance and job satisfaction. Regression results indicate that work–life balance significantly impacts job performance. The study concludes that structured organizational policies, flexible work arrangements, and supportive management practices are essential to enhance work–life balance and improve overall employee productivity and well-being

This study examined the effect of performance appraisal systems on employee performance in selected hotels in Enugu State, Nigeria. Data were collected from 136 respondents across five prominent hotels using a structured questionnaire. The Pearson product-moment correlation was employed for hypothesis testing. The findings revealed that performance appraisal feedback has a strong positive relationship with employee productivity, while appraisal fairness significantly influences customer satisfaction. In addition, goal-setting was found to correlate positively with service quality. The study concludes that effective and transparent performance appraisal systems are essential for improving employee productivity, service quality, and customer satisfaction in the hospitality sector.

The study examined the effect of employee commitment on organizational performance in public health service delivery in Accra, Ghana, against the backdrop of persistent resource constraints and service delivery challenges within the public health sector. Anchored in organizational commitment theory, the study adopted a quantitative research design to assess how affective, continuance, and normative commitment influenced key performance indicators, including service efficiency, quality of care, employee productivity, adherence to protocols, and patient satisfaction. Data were collected from 65 employees in five selected public health institutions using structured questionnaires. A stratified random sampling technique was employed to ensure representation across employee categories and facility types. Data analysis employed descriptive statistics and inferential techniques to determine the strength and direction of relationships between employee commitment and organizational performance. The findings revealed that higher levels of employee commitment were significantly associated with improved organizational performance, particularly in terms of service efficiency, teamwork, accountability, and quality of care delivery. In addition, the study found that supportive leadership practices and access to professional development opportunities significantly strengthened employee commitment, thereby indirectly enhancing organizational performance outcomes. The study concluded that employee commitment constitutes a critical driver of effective public health service delivery and organizational effectiveness. Consequently, the study provides empirical evidence to inform policy and managerial decisions, emphasizing the need for targeted human resource strategies, leadership development, and capacity-building initiatives to strengthen employee commitment and achieve sustainable improvements in public health service delivery in Ghana.

ABSTRACT The traditional unidimensional view of enterprise technology knowledge networks is challenged by distinguishing friendship networks, avoidance networks, and clique membership, each shaping knowledge quality and employee productivity differently. Rather than assuming knowledge flows are equal, this study shows avoidance networks foster misinformation and low-quality knowledge, while cliques create isolation and redundancy. Employees embedded in avoidance heavy or clique dominated structures encounter fragmented or outdated information, hindering enterprise system integration. Although friendship networks provide higher quality knowledge, they cannot fully offset avoidance and clique driven fragmentation. These findings reconceptualize enterprise system adaptation by highlighting network composition as a central determinant.

This study aims to examine and analyze the influence of organizational commitment, job satisfaction, and trust on employee performance at the Regional Secretariat of Sorong Regency. Organizational commitment, job satisfaction, and trust are crucial factors believed to affect the quality and productivity of employees. These variables play an important role in creating a conducive work environment, building motivation, and enhancing employees' sense of responsibility in carrying out their duties. The research employs a quantitative approach with a survey method involving employees at the Regional Secretariat of Sorong Regency. Data are collected through questionnaires developed based on indicators from each research variable. Data analysis is conducted to determine the extent of the influence of organizational commitment, job satisfaction, and trust, both simultaneously and partially, on employee performance. The results of this study are expected to contribute to the development of human resource management theory, particularly within the context of local government institutions. Furthermore, this research is anticipated to serve as a reference for the management of the Regional Secretariat of Sorong Regency in formulating strategic policies aimed at improving employee performance by strengthening organizational commitment, increasing job satisfaction, and building trust in the workplace.

Labor productivity is a key performance indicator for any organization. In the agricultural sector, managing this indicator is extremely relevant, especially for rapidly developing, large agro-industrial complexes. While businesses view technological growth factors as key, organizational factors are underutilized in domestic practice, including those affecting various aspects of employee management. This paper analyzes the experience of one such company, which, through the use of HR tools, was able to increase labor productivity. The purpose of the study is to examine the experience of an agro-industrial company that implemented comprehensive changes to its HR management system aimed at improving the productivity of individual employees, departments, group organizations, and the entire company. The article utilizes a variety of research methods, including case studies, internal document analysis, interviews with company representatives, a retrospective analysis of company productivity data, and an econometric analysis. The company successfully restructured its HR management system, primarily its training and development functions, which included revising the compensation system and implementing a system of training within industry, experience sharing, and mentoring. The results obtained and the recommendations formulated can be used by other companies in the industry to increase labor productivity through organizational improvements in human resources management.

In an era of increasingly intense competition in the retail industry, companies are required to enhance the quality of human resource (HR) management in order to sustain business continuity and achieve optimal performance. Although HR performance plays a crucial role in supporting operational success, employee performance achievements are still found to fall short of targets, thereby necessitating an analysis of leadership and knowledge management factors that influence performance improvement. This study aims to analyze the effects of Humanistic Leadership, Strategic Power Leadership, Visionary Leadership, and Knowledge Management on the human resource performance of retail employees in Semarang Regency. A quantitative approach was employed with purposive sampling, involving 100 retail employee respondents. Data were collected using a five-point Likert scale questionnaire and analyzed through validity and reliability tests, classical assumption tests, and multiple linear regression with the aid of SPSS version 26. The results show that Humanistic Leadership, Strategic Power Leadership, Visionary Leadership, and Knowledge Management fall within the good to very good categories and have a significant effect on HR performance, with Knowledge Management emerging as the most dominant factor in enhancing work effectiveness. These findings confirm that the application of humanistic, strategic, and visionary leadership styles, accompanied by structured and optimal knowledge management, can improve employee quality and productivity, while also providing a basis for retail management in designing more effective human resource development policies.

Abstract ditulis dalam bahasa Inggris dan bahasa Indonesia (kecuali artikel yang ditulis dalam bahasa Inggris) yang This study aims to determine and analyze the influence of work discipline and rewards on employee productivity, both directly and indirectly through work performance as an intervening variable at PT Wilmar Nabati Teluk Bayur Padang. Productivity is a vital element for the sustainability of the vegetable oil processing industry amidst global competition. This research employs a quantitative method with a causal design. The population of the study comprises all 80 employees of PT Wilmar Nabati Teluk Bayur Padang. The sampling technique used is saturated sampling (census), where the entire population serves as respondents. Data collection was conducted through questionnaires using a Likert scale. Data analysis was performed using Structural Equation Modelling (SEM) based on Partial Least Square (PLS) with SmartPLS 3.0 software. The results reveal dynamic findings: (1) Work discipline has a negative and insignificant effect on work performance; (2) Rewards have a positive and significant effect on work performance; (3) Work discipline has a positive and significant direct effect on employee productivity; (4) Rewards have a negative and insignificant direct effect on employee productivity; (5) Work performance has a positive and significant effect on employee productivity; (6) Work discipline does not have a significant effect on productivity through work performance; and (7) Rewards have a significant effect on productivity through work performance. These findings indicate that to improve productivity, discipline impacts the work process directly, whereas rewards must first be converted into performance to impact productivity .

Productivity is the process by which employees can produce performance that can be assessed as good or bad based on the results. This study aims to analyze the influence of motivation and work discipline on employee productivity. This research was conducted at the Pondok Betung Community Health Center in South Tangerang. The research sample consisted of 45 people, using a non-probability sampling technique. The method used in this study was a quantitative method. Equipped with a data analysis process using linear regression processed through SPSS 31. Based on the results of the tests that have been carried out by researchers, it is produced that motivation has a significant effect on work productivity with a significance value of 0.001 which indicates that the value is smaller than 0.05 (0.001 <0.05) and a calculated t value of 3.433, work discipline has a significant effect on work productivity with a significance value of 0.001 which indicates that the value is smaller than 0.05 (0.001 <0.05) and a calculated t value of 5.427, and motivation and work discipline together have an effect on work productivity with a significance value of 0.001. By using a significance level of 0.05, the F significance value of 0.001 indicates <0.05. Then the calculated F value of 70,784 is obtained. The coefficient of determination (Adjusted R Square) is 0.771, or 77.1%. This means that 77.1% of the variation in employee productivity (Y) can be explained by motivation (X1) and work discipline (X2), while the remaining 22.9% is influenced by other factors not included in this model. The regression analysis clearly shows that motivation and work discipline are important factors that significantly and positively impact employee productivity at Pondok Betung Health Center, both individually and collectively

In the digital era, information technology plays a vital role in supporting business operations. Effective IT service management is essential for improving work efficiency and employee productivity. PT Concord Consulting Indonesia, an information technology consulting firm, faces challenges in managing internal IT service requests, which are still handled manually through emails, instant messaging applications, and direct communication. This unstructured process leads to several issues, such as difficulties in tracking request statuses, lack of systematic documentation, absence of clear prioritization mechanisms, and unclear task distribution. This study aims to design and develop a web-based information system for managing IT service requests to support a more organized, well-documented, and transparent process. The implementation of this system is expected to accelerate service resolution, enhance operational efficiency, and improve coordination among teams within the IT Department.

Job satisfaction is one of the important aspects in human resource management because it directly affects employee productivity, loyalty, and performance. Employees with high job satisfaction tend to show good work motivation, minimal conflicts, and are able to contribute optimally to achieving organizational goals. In the context of educational institutions, job satisfaction becomes a crucial factor because it is directly related to the quality of educational services and the teaching-learning process. ABC Foundation, as an educational institution, has a strategic role in shaping a quality generation, but is faced with the phenomenon of job dissatisfaction experienced by some teachers and staff. The issues include aspects of welfare, workload, and the internal communication system, which are considered not yet optimal, resulting in decreased motivation, increased complaints, and fluctuations in employee performance. This study aims to analyze the level of job satisfaction among employees at ABC Foundation and to identify the main factors affecting it. The results of this study are expected to provide a clear picture of the employees' job satisfaction situation and serve as a basis for the foundation in formulating more effective human resource management policies to improve employee performance and the quality of educational services sustainably.

Employee productivity remains a critical issue for organizations facing increasing competition and rapid environmental change. Prior studies indicate that employee competency plays a central role in enhancing productivity; however, the mechanisms through which this relationship operates remain fragmented. This study aims to systematically review international empirical research examining the influence of employee competency on employee productivity, with motivation and recruitment analysis as additional explanatory variables. A Systematic Literature Review (SLR) was conducted using the PRISMA model to ensure transparency and methodological rigor. Ten international journal articles published between 2015 and 2024 were selected from reputable databases, including Scopus and Google Scholar. The findings indicate that competency consistently demonstrates a strong positive relationship with employee productivity. Motivation frequently acts as a mediating mechanism that strengthens the competency–productivity link, while recruitment analysis functions as an upstream organizational practice that ensures competency alignment and productivity sustainability. This review contributes by integrating competency, motivation, and recruitment analysis into a unified conceptual framework for employee productivity. The study offers theoretical implications for human resource management literature and practical guidance for organizations seeking to enhance workforce productivity through strategic recruitment, competency development, and motivational systems.

The rapid advancement of digital technology has intensified the use of social media in daily work activities, yet excessive information exposure may reduce individuals’ cognitive capacity. This study aims to analyze the mediating role of brain rot in the relationship between social media use, mental well-being, and employee productivity. A total of 282 active workers in Indonesia participated as respondents through a survey instrument adapted from previous studies, and the data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The results show that social media use and mental well-being have negative effects on brain rot, while brain rot negatively affects employee productivity. Furthermore, brain rot significantly mediates the relationship between social media use and productivity, as well as the relationship between mental well-being and productivity. These findings highlight that declining cognitive capacity serves as a crucial mechanism linking digital behavior and psychological conditions to work performance, offering empirical contributions to the literature on digital overstimulation and its implications in the workplace, while also providing opportunities for future research on interventions to minimize the negative effects of digital content consumption on productivity.

Work productivity is an important indicator of employee performance, particularly in companies implementing shift work systems that may affect workers’ physical, mental, and nutritional conditions. This study aimed to analyze the relationship between sleep quality, work stress, mental workload, and nutritional status with work productivity among shift workers at PT. Pertamina Patra Niaga X. This research employed a quantitative approach with a cross- sectional design complemented by in-depth interviews. The study population consisted of 93 workers, with a total sampling technique applied to 49 shift workers. Data were collected using questionnaires and interviews and analyzed through univariate and bivariate analysis using the chi-square test at a 95% confidence level (α = 0.05). The results showed that 55.1% of respondents had low work productivity. Bivariate analysis indicated that sleep quality (p-value = 0.029) and mental workload (p-value = 0.016) were significantly associated with work productivity, while work stress (p-value = 0.080) and nutritional status (p-value = 1.000) did not show a significant relationship. These findings indicate that although all four factors were examined, sleep quality and mental workload play a more dominant role in influencing productivity among shift workers, while work stress and nutritional status remain important factors that should still be considered in comprehensive occupational health management. This study provides practical contributions for companies to prioritize sleep quality improvement and mental workload control, alongside supportive strategies related to stress management and nutritional monitoring, to enhance employee productivity.